Common use of Retention for Academic Support Professionals Clause in Contracts

Retention for Academic Support Professionals. a. Each Academic Support Professional shall be evaluated annually by her/his supervisor. The evaluation shall occur in May. b. An evaluation in the first year of employment shall occur in the sixth month of employment. c. Regardless of the date of initial appointment, the calculation of years of employment of Academic Support Professionals will be based on a year of July 1 through June 30, provided, however, that: (1) an Academic Support Professional hired between July and December 31 will enter her/his second year of service on the first July 1 of her/his service at the University; and (2) an Academic Support Professional hired between January 1 and June 30 will not enter her/his second year of service until the second July 1 of her/his service at the University; and that (3) up to two consecutive years of full-time employment at the University contiguous to entering the bargaining unit position at the University shall count as years of service toward a two-year appointment in an academic support professional position in the bargaining unit. An academic support professional who elects to count previous years of service at the University toward a two-year appointment must notify the appropriate Vice President in writing by April 15 of the first year of full-time employment in the bargaining unit. (4) an employee may request that up to two years of full-time employment at the University in the five years prior to initial employment in the current bargaining unit position may be counted as years of service toward a two-year appointment in an academic support professional position in the bargaining unit. The employee must submit this request to the Xxxxxxx in writing by April 15 of the first year of full-time employment in the bargaining unit. The Xxxxxxx will determine on the basis of the request if these years of service are applicable to the current position or if there were extenuating circumstances that led to the break in service. The Xxxxxxx'x decision as to whether the request shall be granted is not grievable. (5) no more than two total years of previous experience may be applied toward a two-year appointment under sections (3) and (4). d. In the employee's first, second, third, fourth, sixth, and eighth year of employment, and in each fourth year of employment thereafter in an academic support professional position in the bargaining unit, the employee's annual evaluation shall include a recommendation for or against retention. An employee in the fourth and sixth year of service in an academic support professional position in the bargaining unit receiving a recommendation for retention shall receive a two year appointment. An employee in the eighth and each subsequent fourth year of service in an academic support professional position in the bargaining unit who has been recommended for retention shall receive a four-year appointment. e. An Academic Support Professional may be recommended for non-retention because of program need or unsatisfactory performance of assigned duties. If the employee requests a meeting with the supervisor to discuss the recommendation, the request shall be granted. f. Each retention recommendation shall be reviewed by the appropriate Xxxx/Director, if any. The appropriate Xxxx/Director, if any, shall submit a written retention recommendation for consideration to the appropriate University Vice President. The appropriate University Vice President shall review these recommendations with the University President. By June 15 the University President shall notify the employee in writing of her/his decision regarding retention, and, if the decision is negative, shall provide written reasons based on the reasons specified in Article 9.1.e., as applicable. The employee's official job description and the approved statement of methods and materials of evaluation specified in Article 8.2. and the annual work plan shall be utilized in evaluation.

Retention for Academic Support Professionals. a. Each Academic Support Professional shall be evaluated annually by her/his supervisor. The evaluation shall occur in May. b. An evaluation in the first year of employment shall occur in the sixth month of employment. c. Regardless of the date of initial appointment, the calculation of years of employment of Academic Support Professionals will be based on a year of July 1 through June 30, provided, however, that: (1) an Academic Support Professional hired between July and December 31 will enter her/his second year of service on the first July 1 of her/his service at the University; and (2) an Academic Support Professional hired between January 1 and June 30 will not enter her/his second year of service until the second July 1 of her/his service at the University; and that (3) up to two consecutive years of full-time employment at the University contiguous to entering the bargaining unit position at the University shall count as years of service toward a two-year appointment in an academic support professional position in the bargaining unit. An academic support professional who elects to count previous years of service at the University toward a two-year appointment must notify the appropriate Vice President in writing by April 15 of the first year of full-time employment in the bargaining unit. (4) an employee may request that up to two years of full-time employment at the University in the five years prior to initial employment in the current bargaining unit position may be counted as years of service toward a two-year appointment in an academic support professional position in the bargaining unit. The employee must submit this request to the Xxxxxxx in writing by April 15 of the first year of full-time employment in the bargaining unit. The Xxxxxxx will determine on the basis of the request if these years of service are applicable to the current position or if there were extenuating circumstances that led to the break in service. The Xxxxxxx'x decision as to whether the request shall be granted is not grievable. (5) no more than two total years of previous experience may be applied toward a two-year appointment under sections (3) and (4). d. In the employee's first, second, third, fourth, sixth, and eighth year of employment, and in each fourth year of employment thereafter in an academic support professional position in the bargaining unit, the employee's annual evaluation shall include a recommendation for or against retention. An employee in the fourth and sixth year of service in an academic support professional position in the bargaining unit receiving a recommendation for retention shall receive a two year appointment. An employee in the eighth and each subsequent fourth year of service in an academic support professional position in the bargaining unit who has been recommended for retention shall receive a four-year appointment. e. An Academic Support Professional may be recommended for non-retention because of program need or unsatisfactory performance of assigned duties. When program need is asserted, the reason(s) for such an assertion must be communicated to the affected employee in a timely fashion. If requested by the employee, the reason(s) must be stated in writing. If the employee requests a meeting with the supervisor to discuss the recommendation, the request shall be granted. f. Each retention recommendation shall be reviewed by the appropriate Xxxx/Director, if any. The appropriate Xxxx/Director, if any, shall submit a written retention recommendation for consideration to the appropriate University Vice President. The appropriate University Vice President shall review these recommendations with the University President. By June 15 the University President shall notify the employee in writing of her/his decision regarding retention, and, if the decision is negative, shall provide written reasons based on the reasons specified in Article 9.1.e., as applicable. The employee's official job description and the approved statement of methods and materials of evaluation specified in Article 8.2. and the annual work plan shall be utilized in evaluation.

Retention for Academic Support Professionals. a. Each Academic Support Professional shall be evaluated annually by her/his supervisor. The evaluation shall occur in May. b. An evaluation in the first year of employment shall occur in the sixth month of employment. c. Regardless of the date of initial appointment, the calculation of years of employment of Academic Support Professionals will be based on a year of July 1 through June 30, provided, however, that: (1) an Academic Support Professional hired between July and December 31 will enter her/his second year of service on the first July 1 of her/his service at the University; and (2) an Academic Support Professional hired between January 1 and June 30 will not enter her/his second year of service until the second July 1 of her/his service at the University; and that (3) up to two consecutive years of full-time employment at the University contiguous to entering the bargaining unit position at the University shall count as years of service toward a two-year appointment in an academic support professional position in the bargaining unit. An academic support professional who elects to count previous years of service at the University toward a two-year appointment must notify the appropriate Vice President in writing by April 15 of the first year of full-time employment in the bargaining unit. (4) an employee may request that up to two years of full-time employment at the University in the five years prior to initial employment in the current bargaining unit position may be counted as years of service toward a two-year appointment in an academic support professional position in the bargaining unit. The employee must submit this request to the Xxxxxxx in writing by April 15 of the first year of full-time employment in the bargaining unit. The Xxxxxxx will determine on the basis of the request if these years of service are applicable to the current position or if there were extenuating circumstances that led to the break in service. The Xxxxxxx'x decision as to whether the request shall be granted is not grievable. (5) no more than two total years of previous experience may be applied toward a two-year appointment under sections (3) and (4). d. In the employee's first, second, third, fourth, sixth, and eighth year of employment, and in each fourth year of employment thereafter in an academic support professional position in the bargaining unit, the employee's annual evaluation shall include a recommendation for or against retention. An employee in the fourth and sixth year of service in an academic support professional position in the bargaining unit receiving a recommendation for retention shall receive a two year appointment. An employee in the eighth and each subsequent fourth year of service in an academic support professional position in the bargaining unit who has been recommended for retention shall receive a four-year appointment. e. An Academic Support Professional may be recommended for non-retention because of program need or unsatisfactory performance of assigned duties. If the employee requests a meeting with the supervisor to discuss the recommendation, the request shall be granted. f. Each retention recommendation shall be reviewed by the appropriate Xxxx/Director, if any. The appropriate Xxxx/Director, if any, shall submit a written retention recommendation for consideration to the appropriate University Vice President. The appropriate University Vice President shall review these recommendations with the University President. By June 15 the University President shall notify the employee in writing of her/his decision regarding retention, and, if the decision is negative, shall provide written reasons based on the reasons specified in Article 9.1.e., as applicable. The employee's official job description and the approved statement of methods and materials of evaluation specified in Article 8.2. and the annual work plan shall be utilized in evaluation.,

Retention for Academic Support Professionals. a. Each Academic Support Professional shall be evaluated annually by her/his supervisor. The evaluation shall occur in May. b. An evaluation in the first year of employment shall occur in the sixth month of employment. . c. Regardless of the date of initial appointment, the calculation of years of employment of Academic Support Professionals will be based on a year of July 1 through June 30, provided, however, that: (1) an Academic Support Professional hired between July and December 31 will enter her/his second year of service on the first July 1 of her/his service at the University; and (2) an Academic Support Professional hired between January 1 and June 30 will not enter her/his second year of service until the second July 1 of her/his service at the University; and that (3) up to two consecutive years of full-time employment at the University contiguous to entering the bargaining unit position at the University shall count as years of service toward a two-year appointment in an academic support professional position in the bargaining unit. An academic support professional who elects to count previous years of service at the University toward a two-year appointment must notify the appropriate Vice President in writing by April 15 of the first year of full-time employment in the bargaining unit. (4) an employee may request that up to two years of full-time employment at the University in the five years prior to initial employment in the current bargaining unit position may be counted as years of service toward a two-year appointment in an academic support professional position in the bargaining unit. The employee must submit this request to the Xxxxxxx in writing by April 15 of the first year of full-time employment in the bargaining unit. The Xxxxxxx will determine on the basis of the request if these years of service are applicable to the current position or if there were extenuating circumstances that led to the break in service. The Xxxxxxx'x decision as to whether the request shall be granted is not grievable. (5) no more than two total years of previous experience may be applied toward a two-year appointment under sections (3) and (4). d. In the employee's first, second, third, fourth, sixth, and eighth year of employment, and in each fourth year of employment thereafter in an academic support professional position in the bargaining unit, the employee's annual evaluation shall include a recommendation for or against retention. An employee in the fourth and sixth year of service in an academic support professional position in the bargaining unit receiving a recommendation for retention shall receive a two year appointment. An employee in the eighth and each subsequent fourth year of service in an academic support professional position in the bargaining unit who has been recommended for retention shall receive a four-year appointment. e. An Academic Support Professional may be recommended for non-retention because of program need or unsatisfactory performance of assigned duties. If the employee requests a meeting with the supervisor to discuss the recommendation, the request shall be granted. f. Each retention recommendation shall be reviewed by the appropriate Xxxx/Director, if any. The appropriate Xxxx/Director, if any, shall submit a written retention recommendation for consideration to the appropriate University Vice President. The appropriate University Vice President shall review these recommendations with the University President. By June 15 the University President shall notify the employee in writing of her/his decision regarding retention, and, if the decision is negative, shall provide written reasons based on the reasons specified in Article 9.1.e., as applicable. The employee's official job description and the approved statement of methods and materials of evaluation specified in Article 8.2. and the annual work plan shall be utilized in evaluation.