Policies, Union Contracts, Handbooks > Faculty & Academic Staff Handbooks > Faculty Handbook > Academic Human Resources Policies

Implementation Practices (Stopping the Tenure Clock)

IV. ACADEMIC HUMAN RESOURCES POLICIES (Cont.)

IMPLEMENTATION PRACTICES

The following statement was endorsed by the University Committee on Faculty Tenure; it was issued by the Office of the Provost on June 1, 1990 and revised on April 24, 1996, March 24, 1999, January 10, 2001, and April 13, 2005.

The tenure system probationary appointment is extended automatically for one year for the following reasons:

1. Leaves of absence with or without pay that are six to twelve months.
2. Changes in appointment to 50% time or less for one year.
3. Upon request from a faculty member on approved leave of absence (paid or unpaid) for twelve weeks or longer for reasons related to the birth or adoption of a child.  Automatic extensions for this reason are limited to two separate one-year extensions.
4. Immigration/visa status that does not permit the award of tenure for candidates who have been recommended for tenure.
5. An extension recommended as an outcome of a hearing and/or appeal conducted pursuant to the Faculty Grievance Procedure.

Additionally, extensions of the probationary appointment may be requested from the University Committee on Faculty Tenure (UCFT)  for reasons related to childbirth, adoption, the care of an ill and/or disabled child, spouse, or parent;  personal illness; to receive prestigious awards, fellowships, and/or special assignment opportunities; or other such serious constraints.

In cases in which extensions of the tenure clock are not automatic, UCFT considers evidence bearing on the question of whether the circumstances justify exceptions to the standard procedures governing the tenure system. UCFT’s role is not to evaluate the substantive issues recommended at the departmental or unit level, but to determine whether, given the circumstances of each case, the proposed decisions are consistent with the general interest of preserving the integrity of the tenure system.

To request an extension of the probationary appointment, the department chair or unit administrator must submit a memorandum to the Associate Provost and Associate Vice President for Academic Human Resources that includes the following information:

1. the specific reason delineated in this policy that justifies an exception to the standard procedures governing the tenure system;
2. clear explanation of the impact of the specified condition on the normal activities of the faculty member;
3. what is expected to be achieved at the end of the requested extension, including the prospects for success, and a description of the resources and/or proposed changes that will be made to facilitate success;
4. a current curriculum vitae and a one-page summary of prior assignments in teaching, research, outreach, and administrative duties during the previous three years for the faculty member seeking the extension;
5. endorsement and signatures of the faculty member, department chair or unit administrator, and dean.

Additionally, the department chair or unit administrator must provide written documentation from the department or school peer review committee that they reviewed the extension request and had an opportunity to render advice as appropriate. The committee’s approval is not necessary.

Requests endorsed by the Office of the Provost will be considered by UCFT according to the standards specified herein.

============

Next:  Principles of Faculty Reassignment

Previous:  Amendments to the Tenure Rules

Index:  Faculty Handbook Index

TOC:  Faculty Handbook Table of Contents