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Guidelines for Term, Interim, Tenure and Promotion Reviews

(Article mutually agreed to by the administration and faculty)

  1. Reviews shall serve the programs and purposes of the University as well as the particular missions of the various departments and schools within it.
  2. Criteria, particularly in regard to tenure, shall be regarded as long-term standards, and changes in the criteria may be made only after full discussion, agreement between the Faculty and the President, and ample time for adjustments.
  3. Membership exclusion based on Conflicts of Interest as covered by the policy established by the Committee on Faculty and the Administration and published in the Personnel Policies section (Appendix 3) of the Academic Handbook apply. A faculty member may not serve on the Committee on Faculty or the Grievance Committee for cases involving a member of their department or school.
  4. Each review shall be considered first by the Personnel Committee of the school or department (membership of the Personnel Committee is described in Article IV.A.5a (Personnel Committee) of the By-Laws) and second by the Committee on Faculty and Vice-President for Academic Affairs (procedures for Personnel Committees and the Committee on Faculty are defined in Articles IV.C and IV.D, respectively). Final decisions for term, interim and tenure appointments and for promotions rest with the President.
  5. All term, interim, tenure and promotion recommendations and decisions shall be based entirely and exclusively upon material in the candidate’s decision file (as defined in Article IV.B) with respect to the criteria stated in Article V and only those additional criteria clearly stated in the job description and the initial letter of appointment or established later by mutual consent.
  6. The reliability and credibility of those submitting information to a decision file shall be tested or capable of being tested in a procedure which preserves the maximum possible openness of evidence consistent with the need to maintain the confidentiality of the deliberative process. In the interest of protecting this confidentiality, each member of a Personnel Committee and the Committee on Faculty shall agree, by virtue of his or her service, to honor the confidentiality of the process and not to breach the obligation of confidentiality absent a legal obligation to do so.
    1. Each individual or committee placing a document in the decision file must be identified in order for that document to be considered.
    2. Each individual submitting a letter to the decision file must sign the letter.
    3. Personnel Committees and the Committee on Faculty may redact the names of interviewees from the record placed in the decision file (but not from the Personnel Committee or Committee on Faculty minutes). Such interviews must be recorded via an audio or video recording device in a manner specified by the Committee on Faculty. The committee conducting the interview will place the evidence or a summary of the evidence in the decision file and forward the recording of the interview to the Coordinator of the Committee on Faculty for storage until the case is resolved.
  7. The candidate shall have opportunity, prior to the recommendation of the committees considering the evidence, to respond in person and in writing to all testimony and evidence present in the decision file. If a candidate submits a written request for an interview with the Personnel Committee or the Committee on Faculty by the published deadline to respond to the testimony and evidence, that committee must honor the request prior to making its recommendation.
  8. Candidates have the right to appeal recommendations of the Committee on Faculty as defined in Article VIII.