All faculty members at the University are expected to perform at a high level in all their areas of responsibility. Considerations for tenure, promotion, or salary increases are all, in large part, driven by an evaluation of a faculty member’s performance. For more information regarding the various ways in which faculty members are evaluated, see the following policies:
Promotion and Tenure
The University’s promotion and tenure (P&T) policy, overseen by the executive vice president and provost, explains all aspects of the P&T process, including the probationary period and how faculty members can request an extension to their probationary period (also known as “clock stopping”), the deans’ annual reports on P&T recommendations from the schools and the actions that may be taken by the Provost’s Office in response to those recommendations, the institutional qualifications for tenure (including instruction, research, and service), the institutional qualifications for promotion, and the process that may be followed for an expedited review when necessary. Faculty members should also consult the P&T policy published by their school for details regarding the P&T process and criteria in their school.
Employment of Academic General Faculty Members
In addition to being the primary employment policy for academic general faculty members, “Employment of Academic General Faculty Members” also defines the performance expectations, performance review process, and standards of notice of nonrenewal for this group of faculty members.
Employment of Administrative or Professional General Faculty Members
In addition to being the primary employment policy for administrative or professional general faculty members, “Employment of Administrative or Professional General Faculty Members” also defines the performance expectations, performance review process, and standards of notice of nonrenewal for this group of faculty members.
Annual Performance Reviews
This policy defines the requirements for annual performance reviews and stipulates that every school or unit is required to publish written policies describing how it meets these requirements and implements an annual review of each faculty member’s performance. The policy also explains how deans, department chairs, or unit heads should respond when the annual review reveals unacceptable performance in any area of a faculty member’s responsibilities.
University Faculty Salaries and Bonuses
Most salaried faculty members in the schools of the University work on an academic year basis from August 25 to May 24 and are paid monthly beginning October 1 and ending June 1. These faculty members are sometimes referred to as “nine-month faculty,” although their appointment is usually for one year or more. Faculty members may be paid on a ten-, eleven-, or twelve-month basis if duties are assigned throughout the year and if funds are available to support the assignment over an extended period. Faculty members on twelve-month assignments do not receive extra compensation for summer teaching or sponsored research. The policy, “University Faculty Salaries and Bonuses,” explains the process used to recommend and approve increases to faculty salaries, including salary increases recommended through the annual merit cycle, increases recommended in response to exceptional circumstances (such as retention offers or increased responsibilities), and one-time bonus payments.
Disciplinary Suspension or Termination of Academic Faculty
This policy explains the administrative procedures that must be followed in the event of an academic faculty member’s disciplinary suspension or termination.