Rev. 9/97
Section Title Chapter I Construction and Application Chapter II Definitions Chapter III Appointment of Faculty A. Appointment Categories B. Appointment year and appointment obligation C. Faculty Obligation D. Non-university activities E. Method of appointment Chapter IV Evaluation of Faculty A. Evaluation of Criteria B. Evaluation of Faculty for Initial Appointment C. Annual Evaluation of Faculty and/or Evaluation for Renewal of Appointment D. Evaluation of Faculty for Promotion E. Evaluation for Tenure Chapter V Termination of Faculty Appointment Chapter VI Leave A. Sabbatical Leave B. Special Sabbatical Leave (Rescinded by BOR 6/20/97) Adopted by the University of Alaska Board of Regents on August 18, 1989. ------------------------------------------------------------ UNIVERSITY OF ALASKA FAIRBANKS FACULTY APPOINTMENT AND EVALUATION POLICIES TABLE OF CONTENTS
The successful pursuit of the University of Alaska Fairbanks' mission requires policies to regulate matters relating to the appointment and evaluation of faculty. These policies are intended to specify, within the broad framework provided in BOR policy, the manner of application of these policies at the University of Alaska Fairbanks. CHAPTER I Construction and Application 1. Construction. These policies shall regulate matters contained herein and may be altered, revised or repealed by the University of Alaska Fairbanks with the concurrence of the Board of Regents. 2. Application. These policies shall apply to all of the units within the University of Alaska Fairbanks. CHAPTER II Definitions As used in these procedures, unless otherwise specified, the following terms shall mean: 1. "University system, University of Alaska, University of Alaska system". The public universities and community colleges of the State of Alaska referenced collectively as a system of higher education. 2. "University". The University of Alaska Fairbanks. 3. "Community College". A program of education, including both academic degree and non-degree programs, established by the University of Alaska in cooperation with qualified school districts or qualified political subdivisions of the state, and sponsored and funded by the school district or political subdivision and the University of Alaska. 4. "Board of Regents". The Board of Regents of the University of Alaska system. 5. "President". The chief executive officer of the University of Alaska system. 6. "Chancellor". The chief executive officer of the University of Alaska Fairbanks. 7. "Faculty". Those persons who have accepted and hold appointment to academic rank or special academic rank. 8. "Academic ranks". Ranks held by persons having the title of professor, associate professor, and assistant professor. These titles denote academic rank exclusively. Faculty holding academic rank are eligible for promotion and tenure. 9. "Special academic ranks". Ranks held by persons having one of the following titles: Lecturer: employed to teach part-time; Instructor: employed to teach full-time. or "Qualified Academic Rank" - titles of academic rank preceded by: Adjunct: employed to perform faculty functions part-time; Affiliate: voluntary faculty service, not employed by the university; Visiting: employed to perform the faculty functions expected of academic rank positions for a specific period; Research: employed to conduct research and supported primarily by grant funding; Clinical: special category reserved for practitioners in the health care delivery professions. These titles denote special academic rank, exclusively. Faculty holding special academic rank are not eligible for tenure or promotion, except for those holding the qualified special academic rank titles of Research or Clinical who are eligible for promotion, only. 10. "Tenure". The status of holding a faculty appointment on a continuing basis following evaluation and award according to the terms of Chapter IV. E, herein. 11. "Tenure track position". A tenure track position is one which may lead to consideration for appointment to tenure as described in the policies and procedures. A tenure track position will require the performance of faculty function at least 50% of full-time for at least an entire academic year. For exceptional cases, and when in the judgment of the Chancellor the best interests of the University will be served, a faculty member may be appointed to a tenure track position at less than 100% but more than 50% of a full-time appointment. 12. "Non-tenure track position". A non-tenure track position is one which does not provide a faculty member any rights to consideration for appointment to tenure. CHAPTER III Appointment of Faculty 1. Appointment Categories. The following categories of appointment shall be used to fully specify the type of appointment and associated rights: a. Type of position (l) Tenure track position. Faculty appointed to tenure track positions either hold tenure or may become eligible for consideration for appointment to tenure under the conditions stated in Chapter IV. E. Time spent in these positions shall be counted towards the maximum time by which a tenure track appointee must be considered for tenure for continuation of employment. Faculty appointed to tenure track positions shall have titles of academic rank. (See also Chapter II, 8.) (2) Non-tenure track position. Faculty appointed to non-tenure track positions have no rights to consideration for appointment to tenure, nor does time spent in these positions count towards tenure. Faculty appointed to these positions shall have titles of special academic rank. (See also Chapter II, 9.) b. Tenure status. A faculty member appointed to a tenure track position may receive tenure only under the conditions specified in Chapter IV. E, herein. Tenure is a privilege, not a right, and the standards demanded in the awarding of tenure should be rigorously applied. The performance expectations for the award of tenure are indicated in Chapter IV of this document and in Part III of UAF Regulations. c. Faculty rank and title. (l) Academic rank. Titles designating academic rank exclusively are: assistant professor, associate professor, and professor. Faculty with academic rank are eligible for tenure and promotion. (2) Special academic rank. Titles designating special academic rank exclusively are: lecturer, instructor, and titles of academic rank preceded by the terms adjunct, affiliate, visiting, research, or clinical. Special academic rank faculty are not eligible for tenure; but those with qualified academic rank titles of "Research" or "Clinical" are eligible for promotion. Special academic rank faculty appointed with qualified academic rank titles will have credentials and scholarly, research and/or creative achievements comparable to those held by faculty in these academic ranks. d. Continuing, fixed-term, and terminal appointments (l) Continuing appointment. A continuing appointment is one which is expected to continue unless a faculty member is terminated in accordance with policies defined in Chapter V of this document. Continuing appointments are used for faculty with appointment to academic rank who are tenured or in tenure track positions. Appointment may be renewed in the manner specified in Chapter IV, C. of this document. (2) Terminal appointment. A terminal appointment is an appointment used when a decision has been made to terminate a faculty member at the end of the appointment period in accordance with the policies in Chapter V of this document. (3) Fixed-term appointment. A fixed-term appointment is one which is expected to expire at the end of a specified period. Fixed-term appointments are used for faculty members appointed to special academic rank, and may not be made for periods longer than three years. Fixed-term appointments are renewable at any time during the contract period. e. Appointments of distinction for faculty. (l) Distinguished and University Professors. Tenured appointment as Distinguished Teaching Professor, Distinguished Research Professor, Distinguished Service Professor or University Professor may be given by action of the Board of Regents on recommendation of the faculty and concurrence of the Chancellor and the President. (2) Distinguished Visiting Professors. Appointment as Distinguished Visiting Professor shall be made by the Chancellor, following consideration of recommendations of the faculty. Such appointment shall be reported to the President and shall be a non-tenure track appointment for a period of time not to exceed three years. These appointments are renewable indefinitely. (3) Professor Emeritus or Emerita. Appointment as Professor Emeritus or Emerita is an honor conferred by the Chancellor, following consideration of recommendations by the faculty, upon an outstanding retiree of the university as described in Regents' Policy 04.05.02 and related University Regulation pertaining to retirement. 2. Appointment year and appointment obligation. Unless the terms of appointment otherwise provide, the normal appointment year shall be from July 1 to June 30 or a portion thereof, regardless of payroll mode. The duration of appointment obligation may be for a full year or less as described below: a. Continuing appointments will normally be made for a full academic year (9 months), although extended appointments for up to 12 months may be made. b. Fixed-term appointments shall be for all or any portion of each fiscal year consistent with the conditions and terms specified in the appointment letter. 3. Faculty Obligation. a. Duties. Faculty obligation may include teaching, research or other scholarly and creative activity, public service, university service and other duties and responsibilities required of a faculty member during the appointment year, and shall be consistent with academic rank and professional or disciplinary field. b. Expectation. Academic ranked faculty shall have a tripartite responsibility to perform teaching, research, and service except for those faculty specifically exempted from this requirement. (see Chapter IV.A.2.). Faculty with special academic rank shall be expected to direct their efforts to the area(s) of responsibility consistent with the nature of their appointment. 4. Non-university activities. A faculty member shall not engage in outside activities which interfere with or are inconsistent with the performance of faculty obligation or are determined to run counter to the provisions of the Alaska Executive Branch Ethics Act or Board of Regents Policy 04.08.08 or University Regulation 04.08.08 governing conflict of interest. 5. Method of appointment. All appointments shall be made by the Chancellor or the Chancellor's designee in accordance with the policies contained, herein, and in the manner set forth in the document "UAF Regulations for Evaluation of Faculty," and shall at all times be subject to the policies of the Board of Regents and to the regulations of the university system currently in effect or as they may be changed. CHAPTER IV Evaluation of Faculty A. Evaluation Criteria 1. It is the Policy of the University to evaluate faculty on the basis of the criteria and standards identified below and in "UAF Regulations for the Evaluation of Faculty." Coordination of the evaluation processes for annual evaluation, reappointment, promotion, and tenure shall be the responsibility of the Provost who shall establish and distribute guidelines and schedules for the evaluation processes. 2. To fulfill the University's mission, each school and college within the University has a tripartite responsibility to provide teaching, research, and service. It is the responsibility of each school and college, in concert with the overall Special Mission of the University, to define the proportion of faculty effort which is to be directed toward meeting the responsibility in each of the tripartite areas. In accordance with the nature of the position that they are fulfilling, vocational/technical faculty and extension agents are exempted from a tripartite responsibility. Such faculty have a bipartite responsibility. Each individual faculty member's proportionate responsibility shall be reflected in annual workload agreements and performance evaluations. 3. In conducting evaluations of faculty performance, evaluators may consider, but shall not be limited to, whichever of the following are appropriate to the faculty member's professional obligation. In addition, units may elaborate in writing on these or other criteria which take into account the distinctive nature of the discipline or special University assignment. (For amplification of the following criteria as used for evaluation at UAF, see "UAF Regulations for the Evaluation of Faculty.") a. Mastery of subject matter. b. Effectiveness in teaching. c. Achievement in Research, Scholarly, and Creative activity. d. Effectiveness of Public Service. e. Effectiveness of University service. f. Demonstration of Professional Development. g. Quality of Total Contribution to the University. 4. Faculty Obligation and Assurance of Opportunity to Meet Obligation a. Faculty with Academic Rank. Tenure-track and tenured faculty are obligated to demonstrate performance in the areas of teaching and research/scholarly/creative activity and service in accord with their annual workload agreements and criteria appropriate to their appointment as contained in this policy. It is not expected that they will devote equal effort to each of the areas or that the distribution will remain the same each year. Each faculty member's workload assignment shall reflect an apportionment of time sufficient to engage in service, teaching, and scholarly activity. b. Faculty with Special Academic Rank. Non-tenure track faculty will normally be expected to devote their efforts primarily to one area of responsibility, as defined in the appointment document. Special rank faculty may participate in other performance areas with approval of the appropriate dean or director, but supplementary effort shall not be required. B. Evaluation of Faculty for Initial Appointment 1. Standard. Determination of the appropriate rank for initial appointment shall be made based upon the criteria and minimum eligibility requirements identified below for that rank. Years of equivalent service in a comparable institution of higher education shall also be a consideration in determining appropriate initial rank. 2. Minimum Degree and Experience Requirements for Initial Appointment a. Faculty with Academic Rank (l) Minimum Degree Requirements Earned doctorate OR for appointments for which the doctorate is not the appropriate degree Academic preparation as evidenced by advanced degree(s) and experiences sufficient to fulfill the requirements of faculty obligation as defined in Chapter IV, Part A.4.a. of this document. OR Bachelor's degree for faculty in vocational/ technical fields for which there is no recognized academic degree and appropriate licenses and certifications and appropriate experience as reflected in unit criteria. (2) Minimum Experience Requirements Assistant Professor - Demonstrated capability to perform effectively in the areas of teaching, in research/scholarly/creative activity, and in service to the extent consistent with the position's areas of emphases. Associate Professor - Service at the rank of assistant/associate professor or equivalent professional experience; and a record of excellence in teaching, in research/scholarly/creative activity, and in service, to the extent consistent with the position's area of emphases and the criteria for promotion to this rank. Professor - Service at the rank of associate/ professor or equivalent professional experience; and recognized excellence in teaching, in research/ scholarly/creative activity, and in service, to the extent consistent with the position's area of emphases and the criteria for promotion to this rank. (3) Exceptions Exceptional people not meeting the above criteria may be considered for appointment on a case-by- case basis and must be approved by the Chancellor or Chancellor's designee. b. Faculty with Special Academic Rank (l) Qualified Academic Rank Appointments Degree requirements for these specially focused appointments are the same as those identified for initial placement of regular academic rank faculty (a., above). Experience/performance requirements for appointment in a qualified academic rank position shall be determined based on performance standards of equivalent quality as those required for academic rank, except that they shall apply normally to only one area of performance. (2) Other Special Rank Titles Instructor or Lecturer‹Demonstration of effective teaching performance OR record of appropriate educational and work experience of sufficient length and quality to demonstrate breadth of knowledge in the discipline and indicate high potential for effective teaching. In order to acknowledge continuing, outstanding quality instruction in certain disciplines, it is intended that the University will provide a mechanism by which these specialists may be recognized and compensated in a manner which reflects their extended experience, breadth of professional development, and curricular leadership. (3) Exceptions Exceptional people not meeting the above criteria may be considered for appointment on a case-by- case basis and must be approved by the Chancellor or his/her designee. 3. Process. In accordance with the practices and procedures set forth in "UAF Regulations for the Evaluation of Faculty," new faculty shall be appointed to the appropriate rank. If, however, an initial appointment is to be at the professor level, the dean or director must receive concurrence of the Chancellor or his/her designee. C. Annual Evaluation of Faculty and/or Evaluation for Renewal of Appointment 1. Faculty with Academic Rank. a. Standard. Faculty shall be evaluated on the basis of the criteria identified in Part A, above, and in accordance with the agreed upon areas of emphases. Faculty members must present a record which demonstrates performance of continuing high quality. b. Process. Regular evaluations of non-tenured faculty and tenured faculty shall be conducted in accord with approved guidelines and procedures as contained in the document "UAF Regulations for the Evaluation of Faculty." c. Decision. Based upon review of the faculty member's performance record and with the recommendations from unit/department level, the dean shall approve reappointment or issue notification of non-renewal in the manner and by the deadlines set forth in Chapter V of this document. d. Exclusive Reconsideration Process. A faculty member who is given a notice of non-retention may request reconsideration. Such process will be in accordance with the "UAF Regulations for the Evaluation of Faculty." 2. Faculty with Special Academic Rank. a. Standard. Satisfactory performance shall not assure reappointment to a subsequent fixed-term appointment. The determination of whether or not to enter into a subsequent fixed-term agreement shall be made in consideration of the University's needs and resources availability, as well as the faculty member's level of performance. b. Process. Frequency and procedures for evaluation of performance shall be in accord with the guidelines and procedures described in the document "UAF Regulations for the Evaluation of Faculty." c. Termination of Fixed-Term Appointment. Fixed-term appointments shall end on the date specified; no additional notification is required, except for Instructors with multiple-year appointments. Instructors appointed to two- or three-year fixed- term appointments shall receive notice at least one semester in advance of the end of the appointment period of the University's intention not to renew the appointment. Fixed-term appointments do not carry any obligation for renewal or continuation; however, subsequent appointments may be made if reappointment is in the best interest of the University and if the faculty member's performance warrants it. If resources are not forthcoming and/or performance is unsatisfactory, a fixed-term appointment may be terminated before the original ending date. If early termination is to occur for the above reasons, notice of the change and planned termination date must be given in a manner set forth in Chapter V of this document. d. Exclusive Reconsideration Process. A faculty member with special rank may appeal a termination of appointment decision only if the appointment is terminated before the end of the fixed-term originally identified in the appointment. The procedure is set forth in "UAF Regulations for the Evaluation of Faculty." D. Evaluation of Faculty for Promotion 1. Faculty with Academic Rank. a. Promotion/Tenure Linkages. Promotion to associate professor is concurrent with the award of tenure, and vice versa. Any faculty member applying for promotion to the associate level must also apply for tenure. An assistant professor who has not achieved promotion to associate professor before the year of mandatory tenure review (i.e., in the seventh year of appointment) must also apply for concurrent promotion to the associate rank and meet the requirements of both. b. Standard. A continuing high level of performance is expected to be demonstrated to merit the award of promotion from the assistant through the professor rank. Performance shall be evaluated on the basis of the criteria identified in part A of this Chapter, with particular attention to achievements since the latest promotion, and in consideration of the level of obligation in the appropriate areas of faculty responsibility. With the exception of the vocational/technical and extension agent faculty whose positions have been identified as bipartite appointments, all faculty members with academic rank shall be expected to demonstrate performance in the tripartite areas of responsibility: teaching, research/scholarly/creative activity, and service. (l) Associate Professor. The faculty member shall present a record of sustained performance and achievement which reflects high quality in teaching and in research/scholarly/creative activity, and service. The level of productivity in each criterion area shall be evaluated within the context of the faculty member's proportionate responsibility as identified in his/her annual workload distribution agreements. The total contribution of the faculty member shall be assessed and considered along with evidence in support of a substantial potential for continued contributions of excellence. (2) Professor. The rank of professor is the highest honor an institution can grant to one of its faculty members, and admission to its ranks should be rigorously guarded. Those awarded this rank at UAF shall exemplify the attainment of performance and achievement consistent with this high standard. The faculty member shall present a record of continuing sustained excellence which demonstrates that the candidate is recognized for contributions to knowledge in the discipline; is recognized by peers and students as an excellent teacher; contributes to the overall effort and reputation of the University through appropriate extension of knowledge and discipline-related service, within the context of the faculty member's proportionate responsibility as identified in his/her annual workload distribution agreement. c. Process. Evaluation of faculty for promotion shall be conducted in accord with the policies identified herein and in the manner set forth in the document "UAF Regulations for the Evaluation of Faculty." d. Decision. Following the recommendations of the faculty and the procedures outlined in the "UAF Regulations for Evaluation of Faculty," the Chancellor may promote the faculty member and will notify him/her of the decision. e. Exclusive process for reconsideration. A faculty member who is denied promotion may request reconsideration in certain instances as set forth in the "UAF Regulations for the Evaluation of Faculty." 2. Faculty with Special Academic Rank a. Eligibility. Only faculty holding special academic rank titles preceded by "Research" and "Clinical" are eligible for promotion. b. Standard. For those faculty with "Research" and "Clinical" titles, the standard and expectations for high quality performance shall be comparable to those required of faculty with regular academic rank, although the evaluation shall focus on the primary area(s) of responsibility identified in their appointment. Because of the focused nature of these appointments, the level of achievement in the area of emphasis will be greater than expected for academic ranked faculty. c. Process. Procedures and guidelines for promotion evaluation of eligible special rank faculty are included in "UAF Regulations for Evaluation of Faculty." d. Decision. Following the recommendations of the faculty and the procedures outlined in the "UAF Regulations for Evaluation of Faculty," the Chancellor may promote and shall notify the faculty member of his/her decision. e. Exclusive process for reconsideration. In certain instances as set forth in "UAF Regulations for the Evaluation of Faculty," a faculty member may request that the denial of promotion be reconsidered. E. Evaluation for Tenure 1. Purpose. Tenure assures the academic community an environment that will nurture academic freedom by providing employment security. 2. Responsibilities, rights, and privileges of tenure. a. Performance. A tenured faculty member has a responsibility to maintain high standards of professional performance and conduct. b. Appointment. An appointment with tenure shall be an appointment to academic rank which shall not be affected by changes in such rank and shall be continued until resignation, retirement, or termination. The award of tenure guarantees continuing appointment for at least nine months per year, but not more. Any change in fraction of full-time appointment as a tenured faculty member must be by mutual consent of the University and the faculty member. The award of tenure does not exempt a faculty member from changes in policies and procedures approved for each university or UAF in particular. c. Locus of tenure. Faculty are tenured within a college- based or school-based discipline of the University of Alaska Fairbanks. 3. Method of appointment to tenure. Tenure is not received automatically. It is awarded only following careful consideration of an applicant faculty member in accordance with the policies and criteria described, herein, in the policies of the Board of Regents and the regulations of the university system currently in effect or as they may change, and in "UAF Regulations for Evaluation of Faculty." Following consideration of the recommendations of the faculty, the Chancellor may grant tenure to faculty who are qualified. 4. Criteria and Standard. Using the criteria referenced in Part A. of this Chapter, each tenure-track faculty member shall be reviewed for tenure in accordance with the eligibility guidelines listed below. In order to merit the award of tenure, a faculty member shall present a sustained record of performance which shall not only be of high quality, but which shall demonstrate substantial potential for continued teaching, and scholarly/creative activity, and service of high quality within the context of the faculty member's proportionate responsibility as identified in his/her annual workload distribution agreements. For those faculty whose positions are specifically exempted by Policy (IV.A.2., above) from the tripartite responsibility, a sustained record of performance of high quality shall be required in the two areas identified in their appointment. 5. Eligibility for consideration for award of tenure. a. Tenure may be awarded to faculty holding academic rank. Tenure is not awarded to faculty members holding special academic rank. Faculty with terminal contracts are not eligible for consideration of tenure. b. Initial Appointment with Tenure. Appointment of new faculty who are qualified for the rank of associate professor or professor and who meet the tenure standard defined above may be made with a simultaneous award of tenure. However, the decision to award tenure upon initial appointment shall require the same levels of review as required for award of tenure at other times. c. Year of mandatory tenure review. A faculty member must be reviewed for tenure in accordance with the following: (l) After initial appointment to professor, faculty members must be reviewed for tenure no later than the second consecutive year of service. Appointments to professor may continue beyond the third year only with tenure. (2) After initial appointment to the rank of associate professor, the faculty member must be reviewed for tenure no later than the fourth consecutive year of service. Appointments to associate professor may continue beyond the fifth year only with tenure. (3) Non-tenured faculty undergoing review for promotion to associate professor must also be reviewed for tenure. Promotion to associate professor cannot be made without prior or simultaneous award of tenure. (4) All faculty whose initial appointment was at the rank of assistant professor must be reviewed for tenure and concurrent promotion to associate professor no later than the seventh consecutive year of service in this rank. Service in this rank may not continue beyond the eighth year. d. Early Review for Tenure. A faculty member may choose to stand for tenure during any year prior to the required year of review, after one year of service at UAF. However, in this case, the faculty member must initiate the request and notify the dean of his/her intention to stand before the end of the academic year preceding the year of review. e. Withdrawal of Candidacy. A faculty member may withdraw from tenure consideration at any time prior to the time the file is forwarded to the Chancellor for final decision. Withdrawal of candidacy during a mandatory review will result in the faculty member being issued a terminal contract for the following academic year. Withdrawal of candidacy in early tenure review may be made without prejudice, provided the file is withdrawn before it is submitted to the Chancellor. Any faculty member who chooses not to withdraw prior to consideration by the Chancellor shall be bound by the Chancellor's decision, whether or not the review is mandatory. f. Years of service. (l) A "year of service" for purposes of determining the time of mandatory tenure review shall be defined as service in a tenure-track position (as defined in Policy II.ll.) for at least a full academic year. (2) A partial year of service which includes at least one semester of faculty service (e.g., as in-a mid- year appointment) may be credited as a full year of service for the purposes of eligibility for consideration for promotion and tenure. Such credit must be applied for in writing by the faculty member within six months of appointment, and, if used as a full year for promotion and/or tenure, it may also be used for sabbatical leave. The University administration will notify those eligible faculty members of this option at the time of initial appointment. (3) In computing total consecutive years of service for determining the time of mandatory tenure review, periods of leave at full salary and sabbatical leave will be included. Periods of leave of absence at partial or no salary shall not be included unless requested by the faculty member and approved at the time the leave is granted. However, regardless of inclusion in the computation of total years, leave of absence shall not be deemed an interruption of otherwise consecutive service. Years of service preceding a break in consecutive years of University employment may be counted only upon agreement between the faculty member and the University at the time of re-employment. 6. Tenure Review Process. The Provost is responsible for the coordination of the tenure review process at UAF within the guidelines and procedures described herein and in the "UAF Regulations for Evaluation of Faculty." 7. Tenure Decision. Following the recommendations of the faculty and the procedures outlined in the "UAF Regulations for Evaluation of Faculty," the Chancellor may award tenure and will notify the faculty member of his/her decision. 8. Failure to receive tenure. A faculty member must stand for tenure no later than the mandatory review year as defined in 5.c., above. If tenure is not awarded or the faculty member withdraws from candidacy in the mandatory year of review, the faculty member shall be offered a terminal appointment for one additional year of service. A faculty member who stands for tenure prior to the mandatory year of review may withdraw at any step in the process prior to review by the Chancellor. If, however, his/her candidacy is considered by the Chancellor and the decision of the Chancellor is to deny tenure, the faculty member shall be offered a terminal appointment. 9. Exclusive process for reconsideration. If the Chancellor's decision is to deny tenure, the faculty member may request reconsideration in the manner set forth in "UAF Regulations for Evaluation of Faculty." 10. Rejection of tenure. A faculty member who is offered tenure by the University pursuant to this policy but who declines to accept it may continue to be employed in a manner to be determined by the Chancellor. CHAPTER V Termination of Faculty Appointment Termination is the severance of the employment relationship of a faculty member which is based on a decision to discontinue an existing employment relationship. Faculty may be terminated under any of the following conditions: 1. Non-retention of faculty in continuing appointments. Non- retention follows a decision not to reappoint a non-tenured faculty member in a tenure-track position. The Chancellor or the Chancellor's designee will notify the faculty member of this decision in writing in accordance with the following schedule: a. Not later than March 1 of the first academic year of service, if the appointment expires in May, June, July or August; or, if a one-year appointment terminates during an academic year, at least three (3) months in advance of its termination; or b. Not later than December 15 of the second academic year of service, if the appointment expires in May, June, July or August; or, if an initial two-year appointment terminates during an academic year, at least six (6) months in advance of its termination; or c. Not later than June 30 of the year preceding the expiration of an academic year appointment after two or more years of uninterrupted service within the university system. 2. Failure to receive tenure. Following a decision by the Chancellor not to award tenure, the faculty member will receive notice of termination not later than June 30th preceding the expiration of the final academic or fiscal year appointment. 3. End of Fixed-term appointment. Special Rank faculty appointments shall end on the date specified in the appointment and no additional notification is required except for Instructors with multiple-year appointments. Instructors appointed to two- or three-year fixed-term appointments shall receive notice at least one semester in advance of the end of the appointment period of the University's intention not to renew the appointment. If a fixed-term appointment is to be terminated before the date specified in the appointment, the faculty member shall be notified according to the deadlines contained in 1., above. 4. Retirement. Retirement eligibility is determined by the Teachers Retirement System or the Public Employees Retirement System of the State of Alaska or other retirement systems approved by the Board of Regents. Faculty planning to retire shall notify their department head and/or dean/director as soon as possible prior to the anticipated retirement date. 5. Resignation. A faculty member intending to resign from employment with UAF shall submit a written resignation to the department head and dean/director and state the effective date. Faculty are expected to provide notice adequate to allow for their orderly replacement. 6. Discontinuance of program. When a decision is made to discontinue a program (following program review as specified in UA Regulation 10.02.07), a good faith effort must be made to place tenured faculty in another program where appropriate. The Chancellor or the Chancellor's designee will notify faculty members of the decision to terminate employment in writing in accordance with the notification schedule defined in V.l., above. Should the program be reactivated within two years, tenured faculty members shall be invited to return to the program faculty. The faculty member must notify UAF of the decision to decline or accept within thirty days of receipt of this invitation. 7. Reduction in program. When a decision is made to reduce a program (following program review as specified in UA Regulation 10.02.07), a good faith effort must be made to retain tenured faculty in preference to non-tenured faculty, or to place tenured faculty in another program where appropriate. The Chancellor or the Chancellor's designee will notify faculty members of the decision to terminate employment in writing in accordance with the notification schedule defined in V.l., above. Should the program be expanded within two years, tenured faculty members shall be invited to return to the program faculty. The faculty member must notify the University of the decision to decline or accept within thirty days of receipt of this invitation. 8. Financial exigency. Following a declaration of financial exigency (as described in Regents' Policy 04.09.01-05 and related university system regulations), faculty members are entitled to a minimum of sixty calendar days notice in advance of the cessation of their employment (04.09.04.H). 9. Cause. Cause shall mean some substantial shortcoming which renders continuance in employment detrimental to appropriate discipline and efficiency of service. Cause shall include, but not be limited to: incompetency, neglect of duty, unprofessional conduct or other conduct which interferes substantially with the continued performance of duties. Cause may also include physical or mental incapacity. Faculty may be dismissed immediately for cause. CHAPTER VI Leave A. Sabbatical Leave 1. Policy. Sabbatical leaves for professional development may be made available to faculty with academic rank who meet the requirements set forth below. The objective of such leave is to increase the faculty member's value to the University and thereby improve and enrich its programs. 2. Purpose. Sabbatical leaves at the University of Alaska Fairbanks shall be granted for study, formal education, research and other scholarly and creative activity or other experience of professional value and may include associated travel. 3. Eligibility. Faculty holding academic rank who will have completed at least five consecutive years of service within the university system shall be eligible for consideration to take sabbatical leave during the sixth or subsequent year of service. Applicants who will have completed at least five consecutive years of service within the university system from the date of return from any previous sabbatical leave shall be eligible to be granted another sabbatical leave to be taken during the sixth or subsequent year. In computing consecutive years of service for the purpose of this section, periods of vacation leave and periods of sick leave with salary shall be included. A partial year of service which includes at least one semester of full-time faculty service may be included as a full year of service for the purposes of eligibility for sabbatical leave, but it must also be counted as time towards mandatory tenure review. The faculty member must apply for such inclusion in writing. Periods of leaves of absences, other than vacation and sick leave with salary, and periods of part-time service shall not be included, but shall not be deemed an interruption of otherwise consecutive service. (Revised 06/08/90) 4. Terms and conditions. Sabbatical leaves may be granted for one academic or fiscal year or for six months at rates not to exceed six months salary. Faculty may, with the prior approval of the Chancellor or his/her designee, accept fellowships, grants-in-aid, or earned income to assist in accomplishing the purposes of their sabbatical leaves. In such cases, an adjustment of the sabbatical leave salaries may be made to reflect such income provided that total earnings for the leave period are not less than full salary had the recipient not been on leave. A faculty member on a terminal appointment loses any rights to a sabbatical leave. 5. Process. Applications for sabbatical leaves shall define the purpose of the leave requested. The application will be submitted in the manner set forth in "UAF Regulations for Evaluation of Faculty." Each application shall include a statement outlining the program to be followed while on sabbatical leave and indicating any prospective income from outside the University. 6. Approval. Consistent with provisions of this Chapter, the Chancellor or Chancellor's designee may approve such sabbatical leave as are deemed appropriate. A record of such leaves shall be reported to the President annually. 7. The recipient is obligated to return to the University for further service of at least one appointment year. Failure of the recipient to fulfill this obligation will require the full and immediate repayment of salary and benefits received from the University while on leave, except in extenuating circumstances acceptable to the Chancellor. 8. A written report detailing the professional activities and accomplishments for which the leave was granted and specifying the sources and amounts of additional funds secured for this period shall be submitted by the recipient to the Chancellor within three months after returning from leave. 9. Leave credits. Vacation and sick leave credits shall not be accrued or used during sabbatical leave. B. Special Sabbatical Leave Policy 04.04.07 - Special Sabbatical Leave was rescinded by the Board of Regents on June 20, 1997. Adopted 8/18/89 Revised 6/20/97 Reprinted 9/97 UNIVERSITY OF ALASKA FAIRBANKS FACULTY APPOINTMENT AND EVALUATION POLICIES