Non-tenure Eligible Personnel

Multiple-year appointments

Faculty and academic professionals on multiple-year (MY) appointment may be renewed conditional upon satisfactory job performance, the continued availability of funds, and the needs of the academic unit and the university. Faculty and academic professionals on MY appointments are reviewed for renewal in the second year of their three-year appointment. If successful, they will be granted three more consecutive one-year appointments effective at the end of their current three-year appointment.

For instructions and forms related to renewal of an MY Faculty Appointment, please follow the Process Guide for Multi-Year Faculty Renewal.

For instructions and forms related to renewal of an MY Academic Professional Appointment, please follow the Process Guide for Multi-Year Academic Professional Renewal.

The Portfolio Checklist for Multi-Year Renewals can be found here.

The APA form for Multi-Year Renewals can be found on the Office of the Provost’s Academic Personnel Forms page.

Annual appointments

Faculty and academic professionals on annual (year-to-year) appointment may be renewed conditional upon satisfactory job performance, the continued availability of funds and the needs of the academic unit and the university. Dean’s approval is required for renewal of fixed-term faculty or academic professional appointments. Normally, the renewal process coincides with the end of the academic and fiscal years. Prior to the end of the academic year, the college will typically request information from units regarding all annual academic personnel they intend to renew. If you have questions about the renewal process, please contact the CLAS Office of Academic Personnel.

Faculty

Consistent with ACD506-05, individuals with fixed-term faculty appointments as lecturer, clinical faculty and research faculty are eligible for promotion in rank. Instructors, Faculty Research Associates and Faculty Associates are not eligible for promotion. Fixed-term faculty members are promoted based on excellence in the specific area(s) of assignment. This excellence is achieved in the context of the program in which faculty members work. Promotion cases are reviewed at the unit, college and university levels. For instructions and forms related to promotion for a Fixed-Term Faculty Member, please follow the Process Guide for Fixed Term Faculty Promotion as found on the Office of the Provost's Personnel Processes page.

Academic Professionals

Academic professionals are eligible for promotion in rank. Consistent with ACD507-07, academic professionals are promoted based on proven excellence in position effectiveness, professional contributions, and institutional, professional and community service. Promotion cases are reviewed at the unit, college and university levels. For instructions and forms related to promotion for a Fixed-Term Academic Professional, please follow the Process Guide for Fixed Term Academic Professional Promotion as found on the Office of the Provost's Personnel Processes page.

Questions to consider when going through fixed-term promotion

1. What are my unit’s criteria for fixed-term promotion?
2. When do I need to submit my materials for fixed-term promotion review? Who do I ask?
3. Does my personal statement clearly demonstrate my strengths and contributions to the department, college and university’s priorities?
4. Is my curriculum vitae comprehensive, well-organized and accurate?
5. Do I present myself in excellence in my specific area(s) of assignment?
6. Are there support staff who can help me coordinate my fixed-term promotion review? Who do I ask?
7. How have I addressed issues/deficits noted in my annual reviews?
8. What supplemental materials might add value to my case?

For instructions and forms related to this process, please follow the Process Guide for Fixed-Term Faculty Promotion as found on the Office of the Provost's Personnel Processes page.

Fixed-term faculty

Consistent with ACD506-10, annual performance evaluations serve three distinct purposes; comply with Board of Regents requirements to encourage faculty to establish goals for continued academic progress; guide decisions about salary adjustments; and institute the first step in the post-tenure review process for tenured faculty. An annual performance evaluation is required of all 50 percent FTE and greater faculty, regardless of appointment category; faculty on less than a 50 percent FTE appointment may be evaluated annually. The review should cover the previous 36 months with substantial emphasis on the current year. Fixed-term faculty should consult with their unit regarding specific criteria considered during the annual review process.

The college requires that units complete the annual evaluation process and provide each fixed-term faculty member with a copy of his or her evaluation. Units should send the college copies of performance evaluations for all fixed-term faculty employed at 50 percent or more.

Fixed-term academic professionals

Consistent with ACD507-08, all academic professionals shall have annual performance evaluations. Performance evaluations should promote the effectiveness of academic professionals by articulating the actions that will enhance professional contributions, recognizing applications of relevant talents and capabilities, and identifying issues of position effectiveness that were below expectations and should be addressed during the next evaluation period. Each performance evaluation shall document that position effectiveness, professional contributions, and institutional, professional and/or community service, in accordance with the academic professional’s job description during the evaluation period, were considered. The review should cover a 36-month period (where applicable) with substantial emphasis on the current year.

The college requires that units complete the annual evaluation process and provide each academic professional with a copy of his or her evaluation. Units should send the college copies of performance evaluations for all academic professionals employed at 50 percent or more.