University policy and procedure governing modification of the faculty probationary period
(A) Policy statement. The probationary period for untenured faculty members at
(B) Implementation. The following principles shall govern the extension of the probationary period for full-time tenure track faculty members:
(1) A faculty member shall be eligible to extend the probationary period leading to a mandatory tenure review, upon request, if the faculty (whether male or female) is a caregiver of a newborn, newly adopted or foster child, including a newborn, newly adopted or foster child of a domestic partner.
(2) A faculty member shall be eligible to extend the probationary period leading to a mandatory tenure review, upon request, if the faculty member develops a serious illness or disability or a member of his or her immediate family (as defined in the sick leave policy) becomes seriously ill or disabled.
(3) A faculty member may be eligible to extend the probationary period leading to a mandatory tenure review, upon request, if the faculty member has other personal and/or family circumstances of a compelling nature that arise of that occupy a substantial period of time during pre-tenure years.
(4) Decisions about the extension of the probationary period shall occur independent of a faculty member’s leave status. Faculty members may or may not have a full or partial leave during this period. Separate university policies and procedures exist for securing a leave (e.g. sick leave, leave of absence without pay, etc.) if one if appropriate.
(5) An extension of the probationary period shall be limited for one year for each qualifying event (or child), up to a total of two years. An extension, if approved, shall be only for increments of one year. The maximum extension of the probationary period will be no more than two full years.
(6) The same professional standards and expectations shall apply to tenure candidates who have had an extension of their probationary period, as would apply to candidates who have not. Professional accomplishments realized during the extended probationary period shall be considered part of a candidate’s record when he or she stands for tenure and/or promotion. However, a candidate who has had his or her probationary period extended by one or two years under this policy shall not be expected to meet higher or more rigorous standards than the standards applied to individuals who have followed the normal probationary period.
(7) Any request to extend the mandatory probationary period must be reviewed and approved on or before March first of the spring semester prior to the time that the candidate for tenure submits his or her tenure review file.
(8) A copy of this policy shall be provided to all those standing for reappointment and all new faculty by the unit administrator during the first week of the academic year.
(C) Procedures. A probationary faculty member may initiate a request for an extension of his/her probationary period by the following procedures:
(1) On the
(2) On the
On the regional campuses, the campus dean shall consult with the faculty council. The faculty council shall make an advisory recommendation to the campus dean. The campus dean will then make a recommendation to the chief academic officer of the regional campuses. If the request is approved, he or she will forward it to the regional campus system office for further review.
(3) If the request is not approved by the unit administrator or regional campus dean, the reasons for the rejection will be set forth in writing and provided to the faculty member in question.
(4) The college dean shall consult with the college advisory committee (CAC). The chief academic officer of the regional campuses shall consult with the regional campus faculty advisory committee (RCFAC). The CAC or RCFAC will make an advisory recommendation to the appropriate administrator. The administrator shall then make a recommendation to the provost.
(5) If the faculty member’s request is not approved by either the college dean or the chief academic officer of the regional campuses, the reasons for the rejection will be set forth in writing and provided to the faculty member in question. The faculty member will have the right to appeal to the provost. Such an appeal must be initiated in writing within two weeks of the receipt of the negative decision by the college dean or chief academic officer of the regional campuses, whichever is appropriate. The appeal should state clearly why the faculty member disagrees with the decision. Appeals should be heard in a timely manner.
(6) If the request is granted, the office of faculty affairs shall notify the candidate in writing of the new date for the mandatory tenure review and that existing professional standards will govern the future tenure decision. Copies of this letter shall be included in the candidate’s tenure file.
Effective: March 1, 2015
Prior Effective Dates: 2/4/2009