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Personnel Committee Procedure

The Personnel Committee shall follow a standard procedure approved by the Committee on Faculty, the administration, and the faculty. It shall include the following steps.

  1. All members of the Personnel Committee shall read the entire decision file before reaching a recommendation and preparing a report.
  2. The Personnel Committee shall meet as a group and discuss the evidence in the decision file prior to arriving at its recommendation.
  3. If the Personnel Committee finds that it cannot reach a recommendation based on the contents of the decision file it may request to enter investigative mode. Such requests must be addressed to the chair of the Committee on Faculty and must state the specific information needed to reach a recommendation, the anticipated source(s) of that information and why the Personnel Committee believes investigative mode is appropriate to obtain that information. The chair of the Committee on Faculty will determine if the request is appropriate within the context of the review and make a decision as to whether to authorize such an investigation. The Personnel Committee may appeal the chair’s decision to the Committee on Faculty, whose decision will then be final. If an investigative mode is approved, following procedures and a schedule provided by the Chair of the Committee on Faculty the Personnel Committee will
    1. suspend its evaluation of the decision file,
    2. gather the requested information and place the evidence or a summary of the evidence in the decision file,
    3. allow the candidate to respond to the material added to the decision file, and
    4. recommence its evaluation of the decision file.
  4. In preparing its report the Personnel Committee shall detail its procedures, including actions taken to place evidence in the decision file prior to its closure and any investigations completed during investigative mode. In addition, the Personnel Committee will:
    1. In the case of a term review, make an assessment about the evidenced strengths and concerns with regard to the candidate's job performance, clearly stating areas of desirable or necessary improvements and a recommendation regarding an extension of the term, subject to the needs of the department or school.
    2. In the case of an interim review, make an assessment about the evidenced strengths and concerns of the candidate, clearly stating areas of desirable or necessary improvement.
    3. In the case of tenure or promotion, make a recommendation, stating clearly the evidence and the reasons for the recommendation.
    4. The Personnel Committee may make a recommendation for early tenure or promotion even though the candidate has not been nominated in accordance with the procedure given in Article IV.A.2.
      A consensus recommendation is strongly encouraged. However, if after prolonged discussion the Personnel Committee is unable to reach consensus, then the members will write and sign two or more separate reports, each stating the reason(s) for their recommendation. All members of the Personnel Committee shall have access to all reports, which together comprise the Personnel Committee’s report.
  5. The Personnel Committee’s report shall be sent to the Committee on Faculty and the Vice-President for Academic Affairs who will release it to the candidate.