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^ o o o @Ғ" ! 0 D! \& ^ \& \& 4 A ^ D! \& : A Resolution of the ĢƵFaculty Senate on the Extension of the Timetable for Tenure or Post Tenure Review for Cause
Whereas, there is a perceived need to address those situations in which it might be necessary to extend the probationary period for the granting of tenure or to adjust the timetable for an individual faculty members Post Tenure Review or for the satisfactory completion of the development plan which resulted from an individuals Post Tenure Review due to serious illness, childbirth or other compelling reasons, and
Whereas, the existing language of Section 4 of The Faculty Handbook relating to these areas is unclear,
Be it resolved that the ĢƵFaculty Senate proposes that the language of the appropriate sections of The Handbook be changed as indicated below:
(Current Language) 4.07 A. 3. e. 6) In the event of serious illness, childbirth or other compelling reasons, the probationary period may be extended in accordance with the Serious Illness and Disability Leave Policy (see Executive Policy number 89). In circumstances pertaining to the Serious Illness and Disability Leave Policy as well as for other compelling reasons, the faculty member should use the Academic Procedure and Regulation (APR #??):Extending the Tenure Probationary Period process found at (provide link here).
(Proposed language) 4.07 A. 3. e. 6) In the event of serious illness, childbirth or other compelling reasons, the probationary period may be extended by the Provost through a university process established in consultation with and with the approval of the Faculty Senate.
(Current Language) 4.08.C Timetable
A tenured faculty member may elect to undergo PTR during any academic year. Faculty for whom PTR is required must undergo a review no later than the fifth academic year following the most recent of any of the following review events: award of tenure or promotion at ĢƵ, prior post-tenure review, or return to faculty status following administrative service. Exceptions shall be made in the following cases: 1) when on leave from duties, that period shall not be included as part of the five years between mandatory review events and/or 2) when temporarily assigned to duties away from Cullowhee/Asheville during the period of a required review, PTR occurs upon return.
(Proposed Language) 4.08.C Timetable
A tenured faculty member may elect to undergo PTR during any academic year. Faculty for whom PTR is required must undergo a review no later than the fifth academic year following the most recent of any of the following review events: award of tenure or promotion at ĢƵ, prior post-tenure review, or return to faculty status following administrative service. Exceptions shall be made in the following cases: 1) when on leave from duties, that period shall not be included as part of the five years between mandatory review events and/or 2) when temporarily assigned to duties away from Cullowhee/Asheville during the period of a required review, PTR occurs upon return. In the event of serious illness, childbirth or other compelling reasons, the PTR timetable may be extended by the Provost through a university process established in consultation with and with the approval of the Faculty Senate.
(Current Language) 4.08.G.Outcomes
In the case of a satisfactory review, results are documented for university award and merit pay decisions. In addition, suggestions to enhance performance may be provided.
In the case of an unsatisfactory review, the department head, in consultation with the faculty member, PTR committee, and dean of the faculty member's college, will create a three-year development plan within one month of the review. The plan shall include (1) specific improvements to be accomplished within three years, (2) resources to be committed to the improvement efforts, and (3) other support provided by the administration. The department head and PTR committee will monitor the faculty member's progress relative to the development plan and provide verbal and written feedback to the faculty member semi-annually.
The plan shall also include a clear statement of consequences should adequate progress not occur by the end of the third year. The consequences may range from suspension of pay raises to, in the most extreme cases, reduction in rank, temporary suspension of employment, or termination of employment.
(Proposed Language) 4.08.G.Outcomes
In the case of a satisfactory review, results are documented for university award and merit pay decisions. In addition, suggestions to enhance performance may be provided.
In the case of an unsatisfactory review, the department head, in consultation with the faculty member, PTR committee, and dean of the faculty member's college, will create a three-year development plan within one month of the review. The plan shall include (1) specific improvements to be accomplished within three years, (2) resources to be committed to the improvement efforts, and (3) other support provided by the administration. The department head and PTR committee will monitor the faculty member's progress relative to the development plan and provide verbal and written feedback to the faculty member semi-annually. In the event of serious illness, childbirth or other compelling reasons, the PTR development period may be extended by the Provost through a university process established in consultation with and with the approval of the Faculty Senate.
The plan shall also include a clear statement of consequences should adequate progress not occur by the end of the third year. The consequences may range from suspension of pay raises to, in the most extreme cases, reduction in rank, temporary suspension of employment, or termination of employment.
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