A. Initial Appointments for Renewable Contract Faculty

Initial appointments for renewable contract faculty are normally made for a period of three years, but appointments can range from one to six years. Initial appointments may be made at the ranks of instructor, assistant professor, associate professor, or professor, contingent upon qualifications, demonstrated expertise, and experience.

Unlike the appointments of tenured faculty, renewable contract appointments are term appointments that, by definition, are not tenure-earning and do not convey any right or expectation of continued employment after the time specified. Continuation throughout the term of the appointment is contingent on satisfactorily meeting the departmental and college performance standards (in accordance with the annual reviews defined below) and compliance with the Faculty Handbook, the Employee Handbook, and general University policies applicable to all employees. Additionally, continuation to the end of the appointment is dependent upon the needs and available funding within the academic division. The University reserves the right to terminate employment immediately if, in the judgment of the department chair, dean, and Provost, such action is warranted. Examples of types of behavior that could result in the University exercising this right are listed in Chapter 3, Section II, Part B (“Compliance with Laws, University Policies, and Professional Licensure Standards of Conduct”).

Consistent with appointments for tenure-track positions, an individual who has not completed requirements for a terminal degree may be offered an appointment as an assistant professor contingent upon completion of requirements for the degree. If the appointee fails to meet this contingency by the effective date of employment, the individual will be assigned the rank of instructor, and a revised appointment letter will be issued that specifies a period of time during which the individual is expected to complete requirements for the degree. If no period of time is specified, the period in rank as an instructor cannot exceed one academic year. Failure to complete all degree requirements will serve as cause for non-retention at the end of the academic year. Written notification to the faculty member by April 15 of the decision to impose this contingency constitutes notice that the individual’s employment at the University terminates at the end of the academic year unless all degree requirements are met by the specified date; however, the dean may set a later termination date.

B. Reappointment for Renewable Contract Faculty

1. Renewable Contract Professor Ranks

When a renewable contract faculty member holding a professor rank is being considered for reappointment after an initial contract term or for any subsequent reappointment to a term at the same rank (for example, in year three of a three-year appointment), this process normally begins with the departmental faculty evaluation committee communicating its reappointment evaluation results to the department chair, who recommends either reappointment or non-reappointment to the dean. The dean will make the final decision regarding whether to renew the contract.

Notification of the decision to reappoint or not to reappoint a faculty member will be made in writing to the candidate in a timely fashion and no later than April 15; however, failure to meet this deadline will not result in automatic re-appointment. At no time will contract renewal be deemed de facto tenure.

Reappointment of renewable contract professor rank faculty depends on annually documented meritorious teaching, research, or clinical performance; satisfactory service to the department and/or college; compliance with policies referenced in the Faculty Handbook, Employee Handbook, and general University policies applicable to all employees; continued departmental need; and continued availability of funding, as determined by the dean. The final decision and notification of reappointment or non-reappointment will be made by the dean, except in cases where the dean determines that the renewable contract faculty member’s appointment will not be continued to the contract end date. Such cases will be reviewed by the Provost, who must approve a dean’s decision to terminate employment before the contract end date.

2. Instructors

When an instructor is being considered for reappointment at the end of the specified contract term, academic units may initiate a committee review, in which the committee will communicate its evaluation results to the department chair, who in turn recommends either reappointment or non-reappointment to the dean.  Reappointment depends on annually documented meritorious teaching, research, or clinical performance; satisfactory service to the department and/or college; compliance with policies referenced in the Faculty Handbook, Employee Handbook, and general University policies applicable to all employees; continued departmental need; and continued availability of funding, as determined by the dean.

The final decision and notification of reappointment or non-reappointment will be made by the dean, except in cases where the dean determines that the appointment will not be continued to the contract end date.  Such cases will be reviewed by the Provost, who must approve a dean’s decision to terminate employment prior to the stated date in the appointment letter. Notification of the decision to reappoint or not to reappoint a faculty member will be made in writing to the candidate in a timely fashion and no later than April 15; however, failure to meet this deadline will not result in automatic re-appointment. At no time will contract renewal be deemed de facto tenure.