Appointments and Evaluation Sample Clauses
The 'Appointments and Evaluation' clause defines the procedures and criteria for assigning roles or positions within an organization and for assessing the performance of those appointed. Typically, this clause outlines how appointments are made, who is responsible for evaluations, and the standards or timelines for conducting performance reviews. For example, it may specify that employees are evaluated annually based on predefined objectives or that appointments require approval from a specific committee. The core function of this clause is to ensure a transparent and consistent process for both appointing individuals to roles and evaluating their effectiveness, thereby promoting accountability and organizational efficiency.
Appointments and Evaluation. Tenure-Track and Tenured Faculty
Appointments and Evaluation. Tenure-Track and Tenured Faculty
14.7 Notice of non-reappointment of a tenure-track Instructor, Assistant Professor, or Associate Professor shall be provided in writing by the ▇▇▇▇ to the faculty member. The following schedule of notification shall be based upon consecutive years of uninterrupted service as a tenure-track faculty member at the University:
a. Not later than March 1 of the first academic year of service if the appointment expires at the end of that appointment year or, if a one-year appointment expires during an academic year, at least three (3) months before its expiration.
b. By December 15 of the second academic year if the appointment expires at the end of that appointment year or, if an initial two-year appointment expires during an academic year, at least six (6) months before its expiration.
c. At least twelve (12) months before the expiration of an appointment after two (2) or more years in the institution.
d. These notice periods do not apply to terminations for cause or retrenchment terminations.
14.8 Non-renewal of an appointment does not carry with it implication of incompetence or misconduct on the part of the faculty member. In addition to the right of the University not to reappoint any non- tenure faculty member for individual performance reasons, such decisions may be based on a variety of reasonably derived administrative, financial or policy reasons.
14.9 A faculty member who is denied reappointment, promotion or tenure shall not have the right to grieve any of the individual recommendations in the process but instead shall only have the right to grieve the final action of the ▇▇▇▇▇▇▇ (or ▇▇▇▇ or Director in cases where the ▇▇▇▇ or Director is the final level of administrative review) and only on the following alleged grounds:
a. procedural violations in the review process that materially and adversely affected the outcome of the case;
b. violations of the Anti-Discrimination Article of the Agreement occurred;
c. violation of the candidate’s Academic Freedom as defined in this Agreement occurred;
d. the decision was arbitrary or capricious and/or;
e. decision was in violation of Constitutional rights of the faculty member.
14.10 Appointments and Evaluations - Non-Tenure Track Faculty
a. Matters Involving Reappointment and Promotion
i. Reappointment Review
Appointments and Evaluation. Tenure-Track and Tenured Faculty
a. Types of Appointments.
i. Instructor (tenure-track). The rank of Instructor is reserved for faculty who have been hired on tenure-track but who do not yet have a terminal degree at the time that the appointment starts. A faculty member with a terminal degree in their field may not be appointed at the rank of Instructor. An Instructor will receive an initial appointment for one year, and may be reappointed as an Instructor for one additional year.