Reappointment and Promotion. Reappointment or promotion of Resident to the next level of training is at the discretion of the Program Director and the RRC and ultimately the University. When making a decision to reappoint or promote Resident, the Program Director will consider many factors, including but not limited to, the following: satisfactory completion of all training components, satisfactory performance evaluations, past disciplinary record, collegiality, compliance by the Resident with the terms of this Agreement, the continuation of the University Program accreditation by the ACGME, the availability of a position for which the Resident is qualified, the University’s financial ability, furtherance of the University’s objectives or any other relevant factor.
Reappointment and Promotion. Recommendations for promotion may be forwarded at any time after a Library faculty member has met the standards for the proposed rank. Library faculty shall be evaluated for promotion according to their own criteria. In reviewing library faculty for promotion the department must solicit evaluations from acknowledged scholars and practitioners in the discipline of the candidate at other institutions, nationally or internationally. The University shall apply the same procedures for promotion, including the standards and processes related to “arm’s length evaluators”, to library faculty as may exist in the full-time faculty Collective Bargaining Agreement to the extent pertinent. Library faculty shall be reviewed for reappointment and promotion in accordance with the standards and criteria outlined in Section 8.F of this Article.
Reappointment and Promotion. The duration of this Agreement is for a period of months. Reappointment and/or promotion to the next level of training is in the sole discretion of the Program Director and is expressly contingent upon several factors, including but not limited to, the following: satisfactory completion of all training components, the availability of a position, satisfactory performance evaluations, full compliance with the terms of this Agreement, the continuation of TBHC’s and Program’s accreditation by the ACGME, TBHC’s financial ability, and furtherance of TBHC’s objectives.
6.1 Neither this Agreement nor the Resident’s appointment hereunder constitute an option to renew or extend the Resident’s appointment by TBHC or a benefit, promise, or other commitment that the Resident will be appointed as a resident for a period beyond the termination date of this Agreement.
Reappointment and Promotion. Clinical faculty shall be evaluated for reappointment and promotion based upon the candidate’s record of performance in the assigned areas of teaching and, if assigned and agreed to, advising. Procedures described in departmental or college/school guidelines for part-time clinical faculty shall apply to part-time clinical faculty being reviewed for reappointment. The University shall apply the procedures for promotion to Clinical Educator II or III as delineated below. Details about the dossier to be presented may be found at xxxx://xxx.xxx.xxx/~facrsrcs/?Page=RPT.html&SM=submenu2.html. Part-time clinical faculty who are new to the unit will be appointed as a Clinical Educator I. A Clinical Educator I will initially be eligible to be considered for the rank of Clinical Educator II following six-years of active service within the most recent eight-year period of 0.25 FTE or greater service as a clinical faculty member in the bargaining unit, or as a clinical faculty member in the full- time faculty unit, or combination of years in such units. A Clinical Educator II will initially be eligible to be considered for the rank of Clinical Educator III following ten-years of active service within the most recent fourteen-year period of 0.25 FTE or greater service as a clinical faculty member in the bargaining unit, or as a clinical faculty member in the full- time faculty unit, or combination of years in such units. A Clinical Educator must notify his or her department chair no later than November 15 of the year in which they want to be reviewed for promotion. The review process will follow procedures in Section 15.1-15.4 of this Article. At the completion of the departmental review the chair shall make a recommendation to the xxxx. The xxxx shall make the final decision on promotion. Any promotion will take effect in the following academic year. The faculty member will simultaneously be reviewed for reappointment. If a negative reappointment decision is made, the promotion process will terminate.
Reappointment and Promotion. 6.1 The duration of this Contract is for a maximum period of twelve (12) months. Reappointment and/or promotion to the next level of training is at the recommendation of the Training Program Director and is expressly contingent upon several factors, including the following: satisfactory completion of all training components, the availability of a position, satisfactory performance evaluations, full compliance with the terms of this Agreement, the continuation of GBMC's and Program's accreditation by the ACGME, GBMC's financial ability, and furtherance of GBMC's objectives.
6.2 Neither this Agreement nor the Resident's appointment hereunder constitute an option to renew or extend the Resident's appointment by GBMC or a benefit, promise, or other commitment that the Resident will be appointed for a period beyond the termination date of this Agreement or that the Resident will be promoted to the next level of training.
Reappointment and Promotion. Reappointment and Promotion to Subsequent PGY level. Resident will be monitored and counseled regarding his or her status within the Program, including whether he or she is on track to reach the milestones as set by the Program. If the milestones are met in each of the six competencies, Resident shall be appointed to the next PGY level for a subsequent term. If milestones are not reached, CMC may take corrective action, up to and including suspension or termination in accordance with the policy entitled “Grievance Process Policy.”
Reappointment and Promotion. Reappointment and promotion decisions are made on a yearly basis by the TTUHSC GME Program’s Clinical Competency Committee, under the direction of the GME Program Director. Notice will be provided to the Resident/Fellow no later than four (4) months prior to the ending date of the current agreement; however, if the primary reason(s) for Non-Reappointment/Non-Promotion occur(s) within the four (4) months prior to the ending date of the current agreement, the Resident/Fellow will be given as much notice as the circumstances reasonably allow prior to the end of the agreement period. If Resident/Fellow fails to perform satisfactorily or to progress during his or her training program, he/she may be subject to disciplinary action, including retention at the current level of training under probation, non-reappointment, or dismissal. The decision not to reappoint or promote a Resident/Fellow may be appealed following the protocol specified in the TTUHSC GME House Staff Policies and Procedures.
Reappointment and Promotion. Reappointment and promotion decisions are made on a yearly basis by the TTUHSC GME Program’s Clinical Competency Committee, under the direction of the GME Program Director. Written notice of status toward reappointment/promotion will be provided to the Resident/Fellow no later than four
Reappointment and Promotion. Hospital will communicate to Resident the conditions for reappointment and promotion to a subsequent PGY level.
Reappointment and Promotion. 6.1 The duration of this Contract is for a maximum period of twelve (12) months. Reappointment and/or promotion to the next level of training is at the recommendation of the Training Program Director and is expressly contingent upon several factors, including the following: satisfactory completion of all training components, the availability of a position, satisfactory performance evaluations, full compliance with the terms of this Agreement, the continuation of the JHM's and Program's accreditation by the accreditation board, the JHM's financial ability, and furtherance of the JHM's objectives.
6.2 Neither this Agreement nor the Trainee’s appointment hereunder constitute an option to renew or extend the Trainee’s appointment by JHM or a benefit, promise, or other commitment that the Trainee will be appointed for a period beyond the termination date of this Agreement or that the Trainee will be promoted to the next level of training.
