4.1
Faculty appointments may be made in the categories described in Chapter 4.10, subject to the following general hiring and appointment processes detailed below (as well as more specific hiring and appointment requirements applicable to all University employees). The process for identifying and evaluating candidates for faculty appointments may be further detailed in University policies, announcements, and position descriptions, which will state clearly the nature of the position in question.
4.2
All faculty appointments should be memorialized in the first instance by an initial appointment letter that specifies the category of the faculty member’s appointment as a full-time term; full-time, tenure-track; tenured; or some other special status (e.g., joint administrative/faculty, visiting faculty). This will be concurrent with the initial Faculty Teaching Agreement.
4.3
The initial appointment letter of a full-time, tenure-track faculty member will specify that the faculty member is being appointed at one of the following ranks: assistant professor, associate professor, or professor.
4.4
The initial appointment letter will indicate whether the faculty member’s degree is suitable for tenure and promotion.
4.4.1
The CAO, in consultation with the academic Dean and tenured faculty members of the department or program in which the faculty member will hold appointment, have the responsibility of documenting the appropriate terminal degrees for each program or discipline.
4.5
The initial appointment letter will specify the faculty member’s tenure timeline including any years of credit toward satisfying the temporal (academic years) requirements for tenure and promotion.
4.5.1
The granting of credit toward satisfying the temporal requirements requires consent of the tenured faculty of the department or program in which the faculty member will hold appointment the academic Dean and the CAO.
4.6
The initial appointment letter, as well as any subsequent grant of tenure or promotion, will specify the locus of a faculty member’s appointment as within a program, major, or department. The locus of a faculty member’s appointment is subject to change at the sole discretion of the University.
4.7
The initial appointment letter will also state that the faculty member is subject to the personnel policies set forth in this Handbook, will detail any provisions that are specific to the particular category of faculty appointment or to the particular appointment, and will include other generally applicable requirements for University employment.
4.8
The initial appointment letter will be issued and signed by the academic Dean and the CAO. It must also be signed by the faculty member. Notwithstanding any terms, conditions, or offers discussed during the hiring process, all discussions are merged into appointment letters, and only the terms and conditions set forth in an appointment letter or in related University handbooks or policies constitute valid and binding conditions of faculty service.
4.9
Because of University planning needs, all initial and term appointment letters must be returned with the faculty member’s signature by the date stated in the appointment letter unless a prior extension of time is granted in writing by the CAO. If a faculty member fails to return a signed appointment letter by the identified response date, the University’s offer will be deemed withdrawn.
4.10
Categories of faculty appointments include:
4.10.1
Full-Time Lecturer Appointment
4.10.1.1
A full-time lecturer appointment is a full-time, non-tenure-track position without rank.
4.10.1.2
The individual’s appointment letter specifies the length of the appointment.
4.10.1.3
Minimum qualifications for appointment as a full-time lecturer faculty member are consistent with the University’s Determination of Faculty Qualification Policy.
4.10.1.4
Full-time term appointments may be renewed at the sole discretion of the University.
4.10.1.5
Full-time term appointments in which the faculty member has fulfilled the obligations associated with a tenure-track position, may be changed to tenure-track appointments upon recommendation by the faculty in the department or program, in consultation with the academic Dean, and the CAO. The faculty member would first be eligible for such a recommendation at the beginning of their third year and, if successful, would undergo third-review as a tenure-track faculty member in the spring of that year.
4.10.1.5.1
Nothing precludes recommendation in subsequent years if the recommendation is unsuccessful or is not first made in the third year.
4.10.1.6
An individual with a full-time term appointment may apply for and, subsequently, may be hired into a full-time, tenure-track position.
4.10.2
Full-Time, Tenure-Track Appointment
4.10.2.1
A full-time, tenure-track appointment is a probationary appointment that carries with it the possibility of the faculty member becoming a tenured member of the Upper Iowa University Faculty.
4.10.2.2
A faculty member offered a full-time, tenure-track position is initially offered an appointment specifying:
4.10.2.2.1
the program, major, or department of the faculty member’s appointment,
4.10.2.2.2
that the appointment is a full-time, tenure-track appointment,
4.10.2.2.3
the term of the contract (called a Faculty Teaching Agreement), either 9- months or 12-months,
4.10.2.2.4
the length of the probationary period (see Chapter 4.10.2.3), and
4.10.2.2.5
other generally applicable and appropriate terms and conditions of University employment as discussed above.
4.10.2.2.6
Faculty also engaged as directors or chairs may, upon explicit written authorization of the CAO, receive approved course release time, which does not affect the timing of the tenure review. An appointment letter for directors or chairs will specify the details and term of the course release; the applicable salary; the faculty member’s rights, if any, to return to full-time faculty service upon stepping down from the director or chair position; and other terms and conditions specific to such joint administrative/faculty positions.
4.10.2.3
The probationary period for a tenure-track position is typically six academic years. During the first five of those years, the faculty member builds a portfolio to be presented in the fall of the sixth year, which constitutes the faculty member’s application for tenure.
4.10.2.3.1
Because portfolios are expected to be developed over five full academic years, faculty members starting their tenure-track positions in such a way that one of those academic years is shortened and not covered under the granting of credit towards the temporal requirements for tenure (see Chapter 4.10.2.4), will be given a choice:
4.10.2.3.1.1
include the shortened year as the first year of the probationary period, in which case the shortened year will be considered as a full year in the application for tenure; or
4.10.2.3.1.2
include the shortened year as part of the first year of the probationary period, in which case the shortened year will be considered part of the first full academic year in the application for tenure.
4.10.2.3.1.3
This choice will be documented in the initial appointment letter.
4.10.2.4
Faculty members who have held full-time appointments at other appropriately accredited institutions, or who have already held full-time term appointments at Upper Iowa University may be granted up to three years of credit toward satisfying the temporal (academic year) requirements for applying for tenure. The granting of credit toward satisfying the temporal requirements requires the consent of the faculty of the department or program in which the faculty member will hold appointment, the academic Dean, and the CAO. The decision to grant such credit and the period of credit must be clearly stated in the appointment letter or a separate agreement signed by the faculty member and the CAO.
4.10.2.4.1
In cases where temporal credit towards tenure as been granted, the faculty member must fulfill a full academic year at UIU prior to undergoing the third-year review process, though this does not extend the probationary period.
4.10.2.4.2
Otherwise, faculty members granted credit toward satisfying the temporal requirements enjoy the notice rights appropriate for the year in which the credit places them.
4.10.2.5
At the time of the faculty member’s application for tenure and following the process outlined in Chapter 7 the Upper Iowa University Board of Trustees will make an affirmative decision whether to grant tenure. Tenure is never automatic and may be denied or deferred by Board of Trustees action.
4.10.2.6
If the Board of Trustees grants tenure, the seventh year becomes the faculty member’s first year of tenure; if the Board of Trustees denies tenure, the seventh year becomes the faculty member’s final year with the University, absent other mutual agreement between the University and faculty member.
4.10.2.7
A faculty member granted tenure is tenured within the faculty member’s program, major, or department; tenure is not granted within the University as a whole.
4.10.2.8
During the probationary period, probationary Faculty Teaching Agreements are either renewed or not renewed at the sole discretion of the University. Non-renewal of a probationary Faculty Teaching Agreement is not a termination or a dismissal for cause. The University will discuss the non-renewal decision with the faculty member and, at the faculty member’s request, will provide a brief written explanation of the decision not to renew a probationary Faculty Teaching Agreement. Faculty appointments may be non-renewed for any lawful reason, including, but not limited to, the University’s assessment of its fiscal and programmatic needs, as well as the performance or conduct of the faculty member under consideration.
4.10.2.9
Probationary Faculty Teaching Agreements carry rights of notice of non-renewal. A faculty member who is not renewed shall be provided the following notice:
4.10.2.9.1
In any year of a probationary Faculty Teaching Agreement, the faculty member shall receive notice of non-renewal by March 1 of the academic year of the faculty member’s appointment, with the non-renewal taking effect at the end of the faculty member’s academic year of appointment.
4.10.2.9.2
Where the university has made a decision of non-renewal by March 1, but fails to provide notice by the applicable deadline, a faculty member shall not be entitled to automatic renewal, nor receive additional compensation or employment at the end of the faculty member’s current academic year of appointment.
4.10.2.10
On occasion, Upper Iowa University defines and searches for, or as a result of a search entertains hiring, a full-time faculty member whose education and experience qualify her/him for a tenure-track appointment as either an associate professor or professor.
4.10.2.10.1
In such circumstances involving a search, tenured faculty of the department or program in which the faculty member will hold appointment and academic Dean, together with the CAO, must approve the position description as a position warranting the appropriate rank.
4.10.2.10.2
Before an employment offer is extended to any candidate being considered for a tenure-track appointment as either an associate professor or professor, a majority of the tenured faculty of the department or program in which the candidate would hold appointment, the academic Dean, the CAO and the president must all agree that the candidate’s education and experience warrant a particular rank.
4.10.2.10.3
The appointment of a candidate to a tenure-track appointment as either an associate professor or professor is subject to approval by the University Board of Trustees.
4.10.2.10.4
The University also follows the process in the preceding three paragraphs in the cases of joint administrative/faculty positions that carry rank and retreat rights.
4.10.3
Full-Time Tenured Appointment
4.10.3.1
On occasion, Upper Iowa University defines and searches for, or as a result of a search entertains hiring, a full-time faculty member whose education and experience qualify her/him for appointment as either an associate professor or professor with tenure.
4.10.3.1.1
In such circumstances involving a search, tenured faculty of the department or program in which the faculty member will hold appointment and the academic Dean, together with the CAO, must approve the position description as a position warranting tenure and the appropriate rank.
4.10.3.1.2
Before an employment offer is extended to any candidate being considered for appointment as either an associate professor or professor with tenure, a majority of the tenured faculty of the department or program in which the candidate would hold appointment, the academic Dean, the CAO and the president must all agree that the candidate’s education and experience warrant a particular rank and tenure.
4.10.3.1.3
The appointment of a candidate to an associate professor or professor rank with tenure is subject to approval by the University Board of Trustees.
4.10.3.1.4
The University also follows the process in the preceding three paragraphs in the cases of joint administrative/faculty positions that carry rank, tenure, and retreat rights.
4.10.4
Joint Administrative/Faculty Appointments
4.10.4.1
On occasion, Upper Iowa University also hires qualified academic administrators (e.g., a CAO or Dean) who will be granted faculty status as well as appointment as an administrator.
4.10.4.1.1
In circumstances where the University seeks to engage a joint appointee as a faculty member with tenure, as noted in Chapter 4.10.3.1 above, the University will use the same process for searching, reviewing, and engaging such joint appointees as is used for searching for and hiring faculty members qualified for initial appointment with tenure at the ranks of associate professor or full professor, and no such appointee will be granted tenure without prior approval of the full-time tenured faculty within the appointee’s department or program.
4.10.4.1.2
Where the University engages an academic administrator pursuant to a joint administrative/faculty appointment, the terms and conditions of the appointment, including rank, course release, modified evaluation or termination provisions, retreat rights, and other details of employment, will be set forth in the initial appointment letter signed by the CAO or designee and the individual accepting the appointment.
4.10.4.1.3
Only the CAO or designee will have the right to confer academic rank, course release rights, retreat rights, or other prerequisites of joint academic status upon a joint appointee, and all such provisions will be set forth in the initial appointment letter.
4.11
Nature and Level of Permissible Earned Degrees for Initial Appointment Faculty Rank and Tenure:
4.11.1
The permissible earned degrees described below must have been obtained from a higher education institution. If, during a faculty member’s employment with the University, accrediting or other regulatory changes affect the University’s ability to assign faculty to particular programs or assignments, or affect the advancement prospects of faculty within the University, the CAO and academic Dean will consult with the faculty about potential revisions to the permissible earned degree requirements for a particular rank or position.
4.11.1.1
Assistant Professor
4.11.1.1.1
For initial appointment to the rank of assistant professor the faculty member must possess one of the following:
4.11.1.1.1.1
A terminal degree appropriate for tenure in the area being taught and to which the faculty member is assigned. Unless otherwise specified, the required terminal degree is the appropriate earned doctorate in the area being taught. The CAO, in consultation with the academic Dean and tenured faculty of the department or program in which the faculty member will hold appointment, shall have the responsibility for documenting those programs or disciplines for which the earned doctorate is not the appropriate terminal degree. The required degree level for consideration for tenure will be set forth in the initial appointment letter (unless other credentials are tenurable in that discipline, as stated in the initial hiring letter signed by the faculty member and University).
4.11.1.1.1.2
A master’s degree in the discipline being taught with a minimum of three years of successful collegiate teaching experience, or successful business, industrial, or related professional experience with plans for additional graduate study toward a terminal degree identified in the initial appointment letter as being required for tenure in the academic discipline being taught.
4.11.1.2
Associate Professor
4.11.1.2.1
For initial appointment to the rank of associate professor the faculty member must have
4.11.1.2.1.1
A terminal degree appropriate for tenure in the area being taught (unless other credentials are tenurable in that discipline, as stated in the hiring letter by the CAO and as determined by the CAO after consultation with the academic Dean and tenured faculty of the of the department or program in which the faculty member will hold appointment), and;
4.11.1.2.1.2
A minimum of five years successful teaching as an assistant professor, or;
4.11.1.2.1.3
A minimum of eight years of successful collegiate teaching experience, or successful business, industrial, or related professional experience and demonstration of outstanding achievement and additional potential.
4.11.1.3.1
For the rank of professor the faculty member must have
4.11.1.3.1.1
A terminal degree appropriate for tenure in the academic discipline being taught (unless other credentials are tenurable in that discipline, as stated in the hiring letter), and;
4.11.1.3.1.2
The demonstration of outstanding academic leadership, and continued demonstration of solid academic achievement and additional potential, and;
4.11.1.3.1.3
A minimum of five years of successful teaching as an associate professor, or;
4.11.1.3.1.4
A minimum of thirteen years of successful collegiate teaching experience, or successful business, industrial, or related professional experience.
4.11.1.4.1
When a faculty member with a minimum of fifteen years of full-time service to Upper Iowa University leaves the university, anyone in the university community may submit a recommendation including the faculty member’s curriculum vitae to grant the status of Professor Emerit (with the option of Emeritus or Emerita at the discretion of the faculty member). These materials will be sent to the academic Dean for distribution to the faculty member’s department or program for consideration by the department or program faculty.
4.11.1.4.1.1
The following procedure shall be carried out:
4.11.1.4.1.1.1
The faculty members of the department or program will create a recommendation to be forwarded to the academic Dean;
4.11.1.4.1.1.2
The academic Dean will review the faculty member’s recommendation, make a recommendation of their own, and forward all three to the CAO;
4.11.1.4.1.1.3
After review, the CAO will make a recommendation of their own and forward the complete packet to the President;
4.11.1.4.1.1.4
The President will review all recommendations, make a recommendation of their own, and forward it and all previous recommendations to the Board of Trustees, who will make the final determination.
4.11.1.4.2
In addition to the title of Professor Emerit, benefits to the retiring full-time faculty member will include:
4.11.1.4.2.1
full access to the university Library services;
4.11.1.4.2.2
maintenance of their university email account;
4.11.1.4.2.3
invitations to process in Commencement ceremonies;
4.11.1.4.2.4
continued listing as Emerit Faculty in the university catalog;
4.11.1.4.2.5
continued free access to the recreation center and university events.
4.11.1.4.3
The Board of Trustees retains sole authority to grant Professor Emerit status, which is a privilege, not a right. Emerit faculty will be entitled to the benefits and opportunities afforded by the Board of Trustees and University, which are subject to modification at the discretion of the University. If a Professor with Emerit status engages in conduct that is not consistent with the mission of the University, the University may, at the sole discretion of the Board of Trustees, remove that Professor’s Emerit status.
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