Evaluation, Tenure and Promotion. The Division Chair must provide a written record of an employee's poor performance, as specified in Article 8, before a non-renewal decision can be made. The Division Chair must give an employee at least (one) academic term, xxxxxxx excluded, to correct any identified performance problems. If the record shows that the problem(s) continues, then a non-renewal decision is in order. The Xxxxxxx shall have the responsibility of notifying the employee that he/she will not be rehired for the next academic year. If any appointment of a full-time academic staff member who is on an annual tenure appointment as defined is not to be renewed for reasons other than for cause or financial exigency, timely notice of non-renewal shall be given in writing as follows: during the first annual appointment, mailed on or by March 15 for those whose contracts expire June 15 or at least three months' notice given prior to expiration of the appointment; during the second year of service, mailed on or by December 15 for those whose contracts expire on June 15 or at least six months given before expiration of the appointment; in the third and subsequent years, at least twelve month's notice which may be given at any time. In the event that notice is given to faculty members who are in the first year of an annual tenure appointment after the prescribed deadline, they shall receive six months' notice of non-renewal. In the event that notice is given to faculty members who are in the second year of an annual tenure appointment after the prescribed deadline, they shall receive twelve month's notice of non-renewal. Concurrent written notice shall be provided to the Union.
