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Smathers Libraries Career Development Handbook

II. D. 1. Tenure and Promotion Guidelines for Library Faculty


A. Introduction

The Libraries’ tenure and promotion process, outlined in the Career Development Handbook, is governed by procedures which are derived from rules and regulations promulgated by the State of Florida, the University of Florida, and the United Faculty of Florida Union. These rules mandate the manner in which the tenure and promotion process is handled by the faculty member’s department and Tenure Home; the Libraries’ Tenure and Promotion Committee, the Dean of University Libraries, and higher administrative officials.
Tenured library faculty should evaluate carefully the material submitted for each nominee, clarify matters that are not clear in the documentation, and determine whether the nominee meets the standard that the University has set for tenure and/or promotion to the applicable rank. Confidentiality with respect to information regarding each candidate is expected. “Violation of confidentiality will be considered a breach of the integrity of the process and may be treated as misconduct.” (Tenure and Promotion Guidelines)
The following documents are pertinent to the tenure and promotion process:

  1. Florida Administrative Code (FAC) 6C1-7.003, 7.010, 7.013, and 7.019.
  2. Constitution of the University of Florida, Article V., Section 5.
  3. United Faculty of Florida Contract, Articles 19 and 20.
  4. Guidelines and Information Regarding the Tenure, Permanent Status and Promotion Process. The Guidelines are updated annually and posted on the Office of the Provost Tenure Information Page at http://www.aa.ufl.edu/tenure/.  

In instances where the Career Development Handbook and the above documents are not in agreement specifics of the packet, the candidate and department chair or equivalent should rely on the university documents as authoritative.  In instances where the Career Development Handbook and the above documents are not in agreement regarding the departmental or Libraries’ processes for reviewing the tenure and promotion application, the candidate and department chair or equivalent should rely on the Career Development Handbook.  Any questions or concerns should be directed to Libraries’ Human Resources Office. 
For faculty in the bargaining unit, the same promotion procedures are used for faculty holding tenure and non-tenure accruing titles. For faculty not in the bargaining unit, the same promotion procedures are used for faculty holding tenure and non-tenure accruing titles, with the exception of promotions from Assistant In Libraries to Associate In Libraries or from Associate In Libraries to Senior Associate In Libraries. These promotions can be decided by the college Dean and are not forwarded to the President. Evaluations of those faculty members will be based on assigned duties and responsibilities with the understanding that some assignments may be all or mostly devoted to one activity. 


B. Overview of the Process


The process has a number of checks and balances to represent the interests of both the individual and the University.

  1. Academic Affairs advises Libraries’ Human Resources Office as to which faculty are subject to mandatory tenure review the following year.
  2. A faculty member in an eligible position should request that the department chair or equivalent initiate the tenure and promotion process  by the beginning of the last year of the tenure probationary period.
  3. The department chair or equivalent will initiate the process upon the request of an eligible faculty member, regardless of the time the faculty member has spent in rank.
  4. The department chair or equivalent, or the eligible faculty member may initiate the promotion process.
  5. The candidate and the department chair or equivalent generate names of evaluators.  Letters of evaluation are solicited. Bio-sketches of evaluators are included in packet. Other required data is gathered into the nomination packet.
  6. Eligible faculty members of the nominee’s Tenure Home department read the packet and discuss the nomination.  No sooner than 24 hours after this departmental discussion, eligible faculty vote by secret ballot on the basis of their experience with the nominee and the evidence presented in the packet.
  7. After the departmental vote, the department chair or equivalent’s recommendation letter is added to the packet.  A copy of the department chair or equivalent’s letter is provided to the candidate, and the candidate has 10 calendar days thereafter to request a meeting and/or submit a written response to be included in the packet.
  8. The packet, including the department chair or equivalent’s recommendation and the departmental vote, is made available to the Tenure and Promotion Committee. The Tenure and Promotion Committee also receives the candidate’s additional documents: current vita, annual activity reports, and annual assignments with goals for the past 6 years.
  9. The Tenure and Promotion Committee reviews the packet and provides a written fact-finding report to the Dean of University Libraries.
  10. The Dean of University Libraries may request that the library directors from Smathers Libraries, the Health Science Center Libraries and the Legal Information Center, provide advice regarding nominations.
  11. The Dean of University Libraries writes a letter of review and recommendation which is included in the candidate’s packet before forwarding to the Academic Personnel Board. A copy of the Dean’s letter is provided to the candidate, and the candidate has 10 days thereafter to request a meeting and/or to submit a written response to be included in the packet.
  12. The Academic Personnel Board reviews the packet and reports to the President of the University on the strengths and weaknesses of the record. The Academic Personnel Board will notify the Dean if any questions about a nomination packet arise. The Dean in turn will notify the appropriate department chair or equivalent and the faculty member.
  13. The nomination is forwarded to the President of the University who makes final promotion decisions and recommendations regarding tenure.
  14. Positive tenure recommendations are forwarded to the Board of Trustees for final action.
  15. Although the President makes final tenure recommendations, the Dean of University Libraries is given an opportunity to discuss negative tenure decisions with the President.
  16. A negative tenure decision will result in a one year notice of non-renewal. Alternatively, the tenure nominee may withdraw the packet and resign with a one year notice period.

C. Detailed Procedures -- Initial Steps

The Guidelines and Information Regarding the Tenure, Permanent Status and Promotion Process document is updated annually and posted on the Office of the Provost Tenure Information Page.  Shown below are highlights of the procedures that must be followed.

  • Determination of Eligibility for Tenure Nomination
    • Librarians classified as full-time or part-time with the rank of Assistant University Librarian and above who are employed in a tenure earning position are eligible for nomination for tenure.
    • The tenure probationary period for the University Libraries is 7 years, including any time approved for tenure credit when initially employed by the University in a tenure accruing position. A faculty member must request to be nominated for tenure by the beginning of the last year of the tenure probationary period (July 1st), although consideration is normally given when the candidate’s record is ready (a determination made by the faculty member in consultation with the department chair or equivalent). A faculty member may apply for tenure at any time prior to the beginning of the last year of the tenure probationary period, and the department chair or equivalent shall initiate the tenure nomination process upon that request, regardless of the time the faculty member has spent in rank. Faculty members considering applying for tenure prior to the beginning of the last year of their probationary period should consult with senior faculty, mentor and the department chair or equivalent, director, or Dean before making this request. Faculty members being considered for tenure prior to the beginning of the last year of the probationary period may withdraw from consideration without prejudice. The withdrawal from consideration for tenure must be made prior to the President’s official notification. A faculty member considered for tenure in the last year of the tenure probationary period and not supported by the president must be given a letter of non-renewal.
    • Tenure service is counted prior to, during, and after an approved leave of absence or reduction of FTE.  No service credit is accrued during the leave of absence without pay, except as agreed to in writing by the Office of Academic Affairs and the faculty member at the time of approval of leave.
  • Nomination

When the tenure accruing faculty list is received from Academic Affairs, the Libraries’ Human Resources Office will notify eligible faculty, directors/deans, and department chairs or equivalent that it is time to initiate the tenure and/or promotion process.  Any faculty desiring to submit a nomination for promotion must be considered.

  • Tenure and Promotion Information Meeting for Librarians

Nominees and their department chairs or equivalent along with any other interested librarians will be invited to attend tenure and promotion workshops provided by the Libraries’ Human Resources Office and the Office of Academic Affairs.

    • These workshops provide information on all aspects of the Libraries’ and University’s tenure and promotion process: filling out the tenure and promotion forms, selecting referees, requesting letters of evaluation, the role of the Tenure and Promotion Committee, criteria for tenure and promotion, and timelines for the tenure and promotion process.

b.   The department chair or equivalent and the nominee should review the appropriate sections of the Florida Administrative Code, University Constitution, Bargaining Agreement (if applicable), Career Development Handbook, and the Office of Academic Affairs Memorandum for compliance with the rules and procedures.

  • Letters of Evaluation

Letters of evaluation from colleagues outside and inside UF are extremely important in presenting a comprehensive picture of a candidate and should therefore be from a knowledgeable, competent, reputable  group of evaluators who have diverse perspectives on the candidates’ work, research and service. Referees should be selected carefully and no fewer than half must come from the nominee’s recommendation (referees should not have a personal relationship with the nominee.)

    • Number of Outside Letters

For faculty in the bargaining unit, no fewer than five and no more than six letters must be from qualified scholars in pertinent disciplines outside* the university.
For faculty not in the bargaining unit, at least five letters must be from outside* the university. 

    • *Outside means individuals not employed either currently or in the past ten years by the University of Florida.Number of Letters from Inside UF

All library faculty will also have letters from 3-5 UF evaluators (normally UF librarians or other UF faculty). Five letters are required for promotion to University Librarian and Senior Associate In Libraries.
Inside evaluators selected may include faculty (either librarians or other faculty) that have left UF in recent years (normally 1-3) and therefore can still provide important and useful evaluation of the candidate's recent performance in Criterion One (Professional Responsibility and Working Relationships). 
All letters of evaluation are placed in the LETTERS OF EVALUATION section of the packet. Candidates should include two sections, one clearly marked ‘Outside Letters of Evaluation’ (including bio-sketches) and the other clearly marked ‘Inside Letters of Evaluation’ (including bio-sketches).

    • Other Guidelines
  • For promotion to Associate University Librarian and for tenure: Eight letters of evaluation are required (5 from outside and 3 from inside). One to two additional inside letters (total of 5 inside) may be needed to adequately reflect achievements in some cases. The same requirements exist for non-tenure track faculty seeking promotion from Assistant In to Associate In.
  • For promotion to University Librarian: Ten letters (5 outside and 5 inside) are required. The same requirements exist for non-tenure track faculty seeking promotion from Associate In to Senior Associate In Libraries.
  • These are to be letters of evaluation offering evidence of recognized contributions and not simply letters of support.
  • Letters should therefore normally be written by faculty of higher rank than the nominee. Exceptions may be colleagues with whom the candidate has worked closely in service to professional organizations. 
  • More important than the quantity of letters is their quality, ensuring that a knowledgeable, rounded and balanced view of the performance and potential of the nominee is provided.
  • Outside Letters
      • Outside letters should be solicited from evaluators who do not have a personal relationship with the candidate.
      • Outside letters from faculty who are at the top of the candidate’s field and at the very best institutions are particularly valued.
  • Other considerations for selection of evaluators are included in the annual Guidelines and Information Regarding the Tenure, Permanent Status, and Promotion Process linked at http://www.aa.ufl.edu/tenure/.
    • Process for Identifying Evaluators
    • No later than mid-July, seven names of potential outside evaluators and five names of potential UF evaluators (UF librarians and other faculty) are generated by the candidate, with assistance from the candidate’s mentor, and submitted to the department chair or equivalent.  
    • The  department chair or equivalent also generates a list of potential evaluators.
    • The department chair or equivalent and the candidate discuss their lists of potential evaluators and decide who should be contacted about their willingness to write an evaluation.
    • The department chair or equivalent contacts the potential evaluators to determine if they are willing and able to write a letter by late September.
    • For outside reviewers, at least five individuals (and not more than six for in-unit faculty), half of whom come from the candidate’s list, must agree to serve as reviewers. If an insufficient number of individuals agree to serve, the candidate should submit additional names until at least five individuals agree to serve with half being from the candidate’s list of evaluators.
    • For inside reviewers, 3-5 letters will be included in the packet. These letters should be written by individuals who can offer substantive comments regarding the candidate’s performance in Criterion One (Professional Responsibility and Working Relationships).     
    • The candidate will gather bio-sketches of evaluators and include them in the packet
    • The department chair or equivalent sends the list of selected evaluators and bio-sketches to the next level supervisor (Associate Dean, Senior Associate Dean, or Dean) for review. Reasons for choosing evaluators are included: credentials/qualifications and relation to the candidate (specifically the extent of contact, knowledge of candidate’s performance, etc.).
    • The Associate Dean, Senior Associate Dean or Dean provides feedback on the list.
    • The department chair or equivalent reviews the final list with the candidate.  
    • Soliciting Letters of Evaluation
    • Letters of evaluation must be available to the candidate for review unless s/he executes a written waiver of her/his right to review the solicited letters of evaluation.  Candidates must execute or decline the waiver before letters of evaluation are solicited. Evaluators must be notified in the solicitation letter whether the candidate chose to execute or decline the waiver.  The signed statement is sent to the Library Human Relations Officer.
    • The department chair or equivalentshould use the Libraries’ template letter to solicit letters of evaluation. Copies of the solicitation letters should be sent to the Libraries’ Human Resources Office.
    • The letter shall append the candidate’s vita and the Libraries’ written discipline-specific clarifications of the University criteria and shall ask the evaluator to assess the candidate’s performance in order to determine whether it satisfies the University criteria for tenure and/or promotion.
    • All solicited evaluations that are received must be included in the packet.
    • Letters Included in the Packet

Letters of evaluation should be arranged and identified:
All letters are placed in the LETTERS OF EVALUATION section of the packet. Candidates should include two sections, one clearly marked ‘Outside Letters of Evaluation’ which will include the bio-sketches for outside evaluators, and the other clearly marked ‘Inside Letters of Evaluation’ which will include the bio-sketches for inside evaluators.

D. Preparation and Contents of the Tenure and/or Promotion Packet

1.    Preparation
Nominees for tenure and/or promotion should review the Libraries' Career Development Handbook and The Guidelines and Information Regarding the Tenure, Permanent Status and Promotion Process document that is updated annually and posted on the Office of the Provost Tenure Information Page, which includes the University’s tenure and/or promotion forms and the applicable sections of the Florida Administrative Code, the Bargaining Agreement, and the Constitution of the University of Florida.
 
The nominee is responsible for working with the supervisor to prepare the tenure and promotion packet. The supervisor is responsible for providing guidance to the nominee.

The packet must be completed by the faculty member prior to the Tenure Home review, and it is the faculty member’s responsibility to see that the packet is complete. This means that the candidate must (a) review the completed packet to insure that it contains all the information the faculty member believes is pertinent to her/his nomination and is accurate; and (b) certify that the packet is ready to be reviewed.

It is the responsibility of the nominee's department chair or equivalent to provide the letters of evaluation to the Libraries’ Human Resources Office for inclusion in the packet. If the faculty member has waived the right to view the letters of evaluation, these may not be seen by the nominee.

Once the candidate has certified the packet, no materials can be added to, deleted from, or changed in it without the candidate’s consent except assessment by committees or administrators charged with review, or clarifications and documentation of assertions made by the candidate when requested in writing by official reviewing bodies. The candidate will be notified of any other additions, deletions, and/or changes to the supporting materials in the packet made by anyone other than the candidate, and the candidate must approve these before they will be available to reviewers.

The candidate may add or change information in the packet at any time prior to the decision on promotion or tenure. The candidate should provide changes to the Libraries’ Human Resources Office. Any such changes will be included in Section 33 of the packet. Changes will not be made to the certified template. The date of the change and the person making the adjustment will be recorded.

2.  Contents of the Tenure and/or Promotion Packet

Instructions for completing the Tenure and Promotion packet can be found in the annual Guidelines and Information Regarding the Tenure, Permanent Status and Promotion Process document. It is important to follow these instructions. All tenure and/or promotion candidates (except out-of-unit, non-tenure accruing faculty) must use the online filing system: Online Promotion and Tenure, or ‘OPT.’
3.  Additional Contents
Consult the Libraries’ Human Resources Office with any questions.

#9 -- Teaching, Advising and/or Instructional Accomplishments
The 2009-2010 UF Guidelines specifically included the following language encouraging library faculty to describe accomplishments in their primary assignment (i.e. criterion one "Professional Responsibilities").
In no more than 750 words, describe your teaching, advising, professional responsibilities (Librarians), and/or instructional accomplishments, including, as appropriate, curriculum and course development, service as a graduate or undergraduate coordinator, supervised research through credit courses, and the development of new courses, CD ROM’s, educational software and multimedia materials.

Library faculty should include the following statement at the beginning of this section. This does not count as part of the 750 words.
NOTE: To support the teaching and research missions of the University, Library faculty are assigned in varying degrees to perform public, technical, archival, and administrative functions. These primary activities are referred to in the Libraries’ T&P Criteria as “Professional Responsibilities” rather than “Teaching” to better reflect the unique and specialized activities in which Library faculty engage.
4.  Summary of all letter included in the packet

  • Letters of evaluation solicited from outside and inside UF are all placed in the Letters of Evaluation Section.
  • Include copies of the last five annual letters of evaluation (including any responses) (or as many as have been written if the nominee has not been at the University long enough to have been evaluated five times).
  • If tenure credit was granted upon appointment, include a copy of the approval letter.
  • The letter from the department chair or equivalent should be added to the packet after the Departmental vote has taken place. See below section F. Department Chair’s Addition of Information to the Packet for more information about this letter.
  • An evaluative statement from the Dean of University Libraries is required. The statement is added to the packet after the Dean of University Libraries has reviewed the fact-finding information with the Tenure and Promotion Committee. This statement may be used to explain/clarify such issues as unusual votes, exceptional assignments, or early promotions as well as serving as an evaluation of the nomination. 
  • The candidate will be informed of the recommendations at each level of the process and allowed to respond. The packet will not be forwarded to the next step until the candidate either submits a response, indicates in that there will not be a response, or 10 days have passed since receipt of the Dean's letter, whichever is first.

5.  Additional Contents
Additional materials, including the candidate’s current vita, which gives a broader description of the nominee’s accomplishments, and annual activity reports and goals for the past 5 years, should be submitted to the Libraries’ Human Resources Office by October 15th. These are not forwarded to the Academic Personnel Board but submitted to the Libraries’ Tenure and Promotion Committee.

E. Departmental Vote

  • All tenured librarians in the nominee’s Tenure Home are eligible to vote on a tenure nomination. See exceptions in #6 below.
  • Librarians in the nominee’s Tenure Home in ranks higher than the nominee’s current rank are eligible to vote on a promotion nomination. See exceptions in #6 below. Clarification for non-tenure track faculty: For faculty applying for promotion to Associate In Libraries, the packet will be reviewed and voted upon by Tenure Home faculty at the rank of Associate In Libraries or higher and Associate University Librarian or higher. For faculty applying for promotion to Senior Associate In Libraries, the dossier will be reviewed and voted upon only by Tenure Home faculty at the rank of Senior Associate In Libraries and University Librarian.
  • The Tenure Home faculty eligible to vote will independently review all materials in the packet., including the letters of evaluation and the additional materials (vitae, annual activity reports with goals for the past 5 years).
  • The nominee’s department chair or equivalent will convene a meeting of eligible voting Tenure Home faculty to discuss the nominations. 
  • The vote, by secret ballot, may not be taken sooner than 24 hours after this meeting. Tenure Home faculty are expected to vote on their experience working with the candidate as well as the contents of the packet All discussions and material reviewed must be held confidential by all involved. 
  • NOTE: Though eligible to participate in the discussions of the Tenure Home faculty, a department chair, dean, or equivalent administrator who provides a written evaluation of the candidate as part of the tenure and/or promotion process shall not participate in the secret ballot of the Tenure Home.

 

F. Department Chair or Equivalent’s Addition of Information to the Packet

  • After the Tenure Home vote the department chair or equivalent submits a letter of transmittal (addressed to the Dean of Libraries) to the Libraries’ Human Resources Office.
  • The transmittal letter should include the results of the Tenure Home vote, indicate whether the nominee is endorsed or not, and must explain the vote whenever 20% or more of the votes are recorded as negative, abstaining or absent.
  • This letter should give an overall assessment (as measured against the criteria described in Chapter Two, Section A) of the nominee’s qualifications for the action sought, provide information, where appropriate, about the professional status of those writing letters of evaluation, comment on the quality of the nominee’s publications and other achievements under the criteria, and provide any other clarifications which will assist the reviewers in evaluating the materials in the packet. Of special importance is communicating the significance of the internal UF evaluation letters.
  • The Libraries’ Human Resources Office will insert the letter in the nominee’s packet. The candidate will be informed The packet will not be forwarded to the next step until the candidate either submits a response, indicates that there will be no response, or 10 days have passed since receipt of the department chair or equivalent's letter, whichever is first.
  • In certain circumstances the department chair or equivalent may delegate the responsibilities of chair (conducting and recording departmental vote and produce the chair’s letter. This should be reported to the nominee and any concerns considered and addressed.
  • After the candidate has verified the packet, no materials can be added to, deleted from, or changed in it without the candidate’s consent except inadvertent omissions, assessment by committees or administrators charged with review, or clarifications and documentation of assertions made by the candidate when requested in writing by official reviewing bodies. Candidates will be notified of any other additions, deletions, and/or changes to the supporting materials in the packet made by anyone other than the candidate, and the candidate must approve these before they will be accessible to reviewers.
  • The packet is forwarded to the Tenure and Promotion Committee.

 

G. Review by the Tenure and Promotion Committee

  1. Composition and Formation of the Committee
    1. The Tenure and Promotion Committee is composed of nine members: five elected by the Library Faculty Assembly and four appointed by the Dean of Libraries with the fifth alternating yearly. All must be tenured faculty members, with a majority of University Librarians. The committee will include one member each from Health Science Center Libraries and Legal Information Center with equitable representation of units of Smathers Libraries. 
    2. Each faculty member appointed or elected to the committee will serve a three-year term, unless appointed/elected to fill in for a committee member who has left the Libraries or is otherwise unable to serve. New members are elected/appointed in April/May, take office October 1st, and complete their service three years later on September 30th. Appointments are staggered in such a way that the terms of three committee members will end each year thus necessitating the election or appointment of three new committee members.
    3. By August of each year the Dean of University Libraries appoints one University Librarian on the committee to be the Chair of the committee.

 

       2.  Responsibilities of the Committee

  • The members of the Tenure and Promotion Committee will review and discuss appropriate tenure and promotion regulations for the Libraries and the University in order to develop a common understanding of the requirements, procedures and their responsibilities prior to consideration of the tenure/promotion nominations.
  • They will then review the files of candidates.
  • All members are eligible to review and assess tenure nominations.
  • Faculty in ranks higher than the nominee’s current rank are eligible to review and assess promotion nominations. Clarification for non-tenure track faculty: For faculty applying for promotion to Associate In Libraries, the packet will be reviewed and assessed by members at the rank of Associate University Librarian or higher. For faculty applying for promotion to Senior Associate In Libraries, the packet will be reviewed and assessed only by members at the rank of University Librarian.
  • The evaluation information used in the tenure and/or promotion process as well as the Committee’s discussion of said information are confidential and open only to those individuals involved in the recommendation and/or decision making process, unless otherwise required by law.
  • Members of the committee may request additional information at any stage in the fact-finding process.
  • After review and discussion of the nomination, the Chair of the Committee informs the Dean of University Libraries and the Libraries’ Human Resources Office that their review has been completed.
  • A fact-finding report, identifying the strengths and weakness of each candidate, is prepared for the Dean of University Libraries. The Dean may discuss the findings with members of the committee.
  • The results of the committee votes must be provided to the Libraries’ Human Resources Office where they will be incorporated into the packet and submitted to the candidate.

H. Review by the Library Dean, Associate Deans and Directors

  1. The Dean of University Libraries may request that the Associate Dean and Director of the Health Science Center Libraries', the Legal Information Center Director, and the Smathers Libraries Associate Deans provide information on the nominations.
  2. After consideration of the materials in the packets, and after consultation with the above mentioned groups and/or individuals, the Dean of University Libraries decides whether or not to endorse the nominations.
  3. The Dean of University Libraries may choose among the options listed below. In either instance, the packet is forwarded to the Academic Personnel Board. The nominee is notified of any changes to the packet..

a. Tenure

  • recommend the nomination. An evaluative statement is included in the letter written by the Dean of University Libraries and inserted into the packet
  • recommend against tenure. If the nomination is not recommended, an evaluative statement is included in the letter written by the Dean of University Libraries and inserted into the packet. The Dean must notify the candidate within 5 days. The Candidate may ask for a meeting with the Dean within 10 days of notification.
  • In both cases the candidate is notified.

b. Promotion

  • recommend the nomination. An evaluative statement is included in the letter written by the Dean of University Libraries and inserted into the packet
  • recommend against promotion. If the nomination is not recommended, the Dean of University Libraries must notify the candidate within 5 days. An evaluative statement is included in the letter written by the Dean of University Libraries and added to the packet. The Candidate may ask for a meeting with the Dean within 10 days of notification.

NOTE: For faculty members not in the bargaining unit seeking promotion from Assistant In Libraries to Associate In Libraries or from Associate In Libraries to Senior Associate In Libraries, the promotion decision will be decided by the dean of University Libraries and will not be forwarded to the President. All other faculty promotion decisions are made by the President.
The Libraries’ Human Resources Office will add the endorsement or non-endorsement to the packet cover page.


I. Review by the University’s Academic Personnel Board or Designee

   

  • The University’s Academic Personnel Board or designee shall review nominations received in order to advise the President.
  • The Dean of University Libraries shall have the opportunity to meet with the president to review negative recommendations for tenure before the president makes a decision.

J. Review by the University President

  • In tenure decisions, the President will submit a recommendation to the Board of Trustees for approval.
  • The President has the authority to make the final decision with respect to promotion nominations to the Associate University Librarian and University Librarian ranks, and, for in-unit, non-tenure accruing faculty, to Associate In Libraries and Senior Associate In Libraries. The Dean of University Libraries will be notified of such action.

K. Review of Tenure Nominations by the Board of Trustees

The library faculty member shall be notified in writing by the appropriate administrative official immediately, or as soon thereafter as possible, of the final action taken on the nomination for tenure.

L. Tenure and Promotion File

Copies of tenure and promotion packets will be held in the Libraries’ Human Resources Office in a separate tenure and promotion file. This material may be viewed only by those required to participate in making recommendations and decisions regarding tenure and/or promotion as needed.
Archived copies may be referenced by others with the nominee’s permission.

 


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