Continuing Faculty. 19.4.1 Continuing faculty Compensation (all pro-rated for Partial-Load faculty, according to the employee’s Workload percentage of Maximum-Load) includes:
19.4.1.1 Salary on the Assistant Professor, Associate Professor or Professor Pay Scale (see Appendix C);
19.4.1.2 Initial placement on the relevant Pay Scale reflects experience and career achievement, subject to a maximum starting level;
19.4.1.3 Subsequent progress on the relevant Pay Scale shall represent a combination of annual incremental half-steps based on Career Progress (years of service), and discretionary incremental steps based on Merit Progress and review (as outlined in Article 24.3) of a faculty member’s performance of his/her responsibilities;
Continuing Faculty. For Continuing faculty, failure to recommend eligibility for renewal, or denial of promotion of Rank;
Continuing Faculty. 16.4.4.1 May hold the Rank of Assistant Professor, Associate Professor or Professor;
16.4.4.2 Are Partial-Load, with a partial Workload from one course up to and including 50% of Maximum-Load;
16.4.4.3 Are hired on contracts of up to 5 years (renewable); and
16.4.4.4 Are subject to the same ongoing Performance Reviews as Tenured faculty and, in particular, prior to any renewal of contract.
Continuing Faculty. (a) Full-time faculty on continuing appointment are required to fulfil a weekly workload of thirty- five (35) hours. The hourly workload per week is pro-rated for part-time faculty.
(b) The Xxxx of Academic Affairs, in consultation with the appropriate Associate Xxxx, xxxx determine the semesterly assignments of courses for each faculty member in accordance with Section 12.02.
Continuing Faculty. Whenever a vacancy for a continuing position in the credit program occurs by reason of resignation, dismissal, creation of a new position, non-renewal of contract, or other cause, a Continuing Appointments Selection Committee shall be formed (see Article 1.11).
6.01.1 At its first meeting the Xxxx, or in the case of cross-appointments, the Deans of the appropriate School(s), will consult with the Continuing Appointments Selection Committee on the nature of the vacancy, qualifications and experience required, the process for advertising the position, and the process to be followed in considering and evaluating the candidates. The Coordinator of Human Resources will liaise with the Committee and provide assistance when requested.
6.01.2 The Continuing Appointments Selection Committee will determine if the advertising process should be internal or both internal and external. If the decision is for internal posting, then the posting period shall be for ten (10) continuous working days.
6.01.3 When all applications are received, the Continuing Appointments Selection Committee will review the applications and draw up a short list of candidates to be interviewed. The Committee will develop a process to ensure a similar routine for each candidate to visit the Institute and to be interviewed by the Committee, to meet faculty and students, to present a lecture or slide presentation, or whatever is deemed necessary or appropriate.
6.01.4 The short-listed candidates will be interviewed by the Committee and the President of the Institute. The Xxxx, or in the case of cross-appointments, the Deans of the appropriate School(s), will convene a meeting to enable the President and the Continuing Appointments Selection Committee to discuss the short-listed candidates. The purpose of this meeting is to reach an agreement on the most suitable candidate. An agreement is said to exist when:
6.01. 4.1there is unanimity among all members of the Continuing Appointments Selection Committee and the President of the Institute on a particular candidate.
