Faculty Handbook Chapters

Section Topics

In this chapter are policies from the University of Arkansas system and UA Little Rock that relate to faculty employment status. The policies cover such issues as appointments, promotion, tenure, evaluation, retirement, excellence, and retrenchment.

BP 405.1 Appointments, Promotion, Tenure, Non-Reappointment, and Dismissal of Faculty

This policy[1] supersedes all existing policies concerning appointments, promotion, tenure, non-reappointment, and dismissal of faculty. The Board of Trustees has the right to amend any portion of this policy at any time in the future.

This policy shall be included without change or inter-lineation in the Faculty Handbook for each campus. To the extent any provision in this policy conflicts with campus policy, this policy shall control.

I. Definition of Terms

For purposes of this policy, the following definitions shall apply:

Appointment – An appointment is a written notice (“Notice of Appointment”) that initiates the employment relationship between the Board of Trustees and the faculty member. An appointment is valid only when approved and signed by the President of the University, the Chancellor of the respective campus, the Vice President for Agriculture, the Chief Executive Officer of the respective unit, or their designee, in accordance with authority delegated by the Board of Trustees. Such appointment is subject to all applicable policies of the Board of Trustees, the University of Arkansas System, and the respective campus, division or unit.

Cause – Cause is defined as conduct that demonstrates the faculty member lacks the willingness or ability to perform duties or responsibilities to the University, or that otherwise serves as a basis for disciplinary action. Pursuant to procedures set out herein or in other University or campus policies, a faculty member may be disciplined or dismissed for cause on grounds including, but not limited to,

(1) unsatisfactory performance, consistent with the requirements of section V.A.9 below, concerning annual reviews;[2]

(2) professional dishonesty or plagiarism;

(3) discrimination, including harassment or retaliation, prohibited by law or university policy;

(4) unethical conduct related to fitness to engage in teaching, research, service/outreach and/or administration, or otherwise related to the faculty member’s employment or public employment;

(5) misuse of appointment or authority to exploit others;

(6) theft or intentional misuse of property;

(7) incompetence or a mental incapacity that prevents a faculty member from fulfilling his or her job responsibilities;

(8) job abandonment;

(9) a pattern of conduct that is detrimental to the productive and efficient operation of the instructional or work environment[3];

(10) refusal to perform reasonable duties;

(11) threats or acts of violence or retaliatory conduct; or

(12) violation of University policy, or state or federal law, substantially related to the performance of faculty responsibilities or fitness to serve the University. Nothing in this provision is intended to inhibit expression that is protected under principles of academic freedom, or state or federal law.

Dismissal – Dismissal is severance from employment for cause after the administrative due process as provided in this policy and Board of Trustees Policy 405.4. Termination by notice, expiration of appointment, or non-reappointment, or due to job abandonment, is not a dismissal.

Faculty – Faculty are employees who hold academic rank of lecturer, master lecturer, instructor, advanced instructor, senior instructor, assistant professor, associate professor, professor, University professor, distinguished professor or one of the above titles modified by clinical, research, teaching, adjunct, visiting, executive in residence, professor of practice, (e.g., clinical professor or adjunct assistant professor). Additional appropriate non-tenure track modifiers may be approved by the President. For the purposes of tenure and promotion policy and recommendations, a campus may define which faculty may participate in tenure and promotion-related decisions. For example, institutions that offer tenure could limit for tenure and promotion matters the definition of faculty to tenured and tenure-track faculty.

Individuals holding certain non-teaching titles (i.e. Director of Libraries, Instructional Development Specialist II, and Curator) also receive faculty rank. The rank that corresponds with each title is reflected in the chart below. Both the title and the academic rank will be stated in the appointment.

Clinical Faculty – The “clinical” modifier may be applied to the ranks of Instructor, Senior Instructor, Advanced Instructor, Assistant Professor, Associate Professor, and Professor only. The primary application of this modifier is for instruction of practical skills for professional programs often leading to licensure and related administrative service. Delivery of instruction may occur on campus, online, or in field-based settings appropriate to the discipline. The faculty member must be practicing in a clinic or client-based environment. Faculty holding this modifier are not eligible for the granting of tenure. Like other non-tenure track full-time faculty, a clinical faculty position may be a long-term, promotable appointment, with the possibility of renewable multi­ year contracts. Candidates must hold an appropriate terminal degree or be qualified based on experience. Licensure or certification may also be a requirement appropriate to the discipline. Departments will determine the criteria for appointments and promotion through each rank. Advancement to each rank will be accompanied by an appropriate increase in salary. (FS 3/29/2019)

*Academic rank will be granted only if the individual is appointed in an academic unit.

Non-Reappointment – Non-reappointment means that a non-tenured, tenure-track faculty member is not offered a next successive appointment for employment at the end of a stated appointment period. It is effected by a written notice sent in compliance with the time limits hereafter specified (IV.B.). This provision and the time limits specified in IV. B. do not apply to the non-renewal of an appointment of a non-tenure- track faculty member.

Probationary Period – The probationary period is the time a faculty member spends under appointments for full-time services in a tenure-track position on one campus of the University of Arkansas prior to being awarded tenure.

Promotion – Promotion is advancement based on merit to a higher rank or title. All promotions must be approved by the Board of Trustees and become effective with the next year’s appointment following action of the Board of Trustees unless a different effective date is approved by the Board.

Resignation – Resignation is voluntary termination of employment by an employee. The dean or director of the unit to which the employee is assigned is authorized by the Board of Trustees to accept the resignation.

Suspension – Suspension is temporarily relieving an employee of duties. A disciplinary suspension or suspension pending an investigation does not alter the nature of an individual’s appointment. Suspension may be with or without pay as warranted by the circumstances. If a faculty member is suspended as a disciplinary measure, the faculty member may grieve or appeal the suspension in accordance with the policies of the campus, division or unit.

Tenure – Tenure is the right of continuous appointment, awarded by the President to eligible members of the faculty upon successful completion by each of a probationary period. Once granted, tenure ceases to exist only by

(1) dismissal for cause, as defined in section 1 and according to the procedures set forth in Section IV.C.,

(2) demonstrably bona fide financial exigency,

(3) reduction or elimination of programs,

(4) retirement,

(5) resignation, or

(6) job abandonment. The probationary period may be waived as provided in Section IV.A.4. Salaries for tenured faculty may be adjusted for disciplinary reasons or based on material changes in job duties or funding sources.[4] NOTE: Tenured faculty holding positions eliminated by reduction or elimination of programs will be relocated in other academic units of the campus for which they are qualified whenever possible. A position occupied by a tenured faculty member that was eliminated as a result of reduction or elimination of a program may not be reactivated for a period of five academic years.

Tenure-Track and Non-Tenure-Track Positions – Tenure-track positions are ranks of assistant professor, associate professor, professor, University professor, and distinguished professor. Faculty appointed to clinical attending positions at the University of Arkansas for Medical Sciences, faculty positions designated as clinical positions[5] at other campuses, or other non-tenure-track positions approved by the President, may bear the designation of assistant professor, associate professor, professor, University professor or distinguished professor[6] but in no event shall be considered tenure-track positions and shall acquire no tenure rights by virtue of occupying such positions. Such non-tenure-track positions shall be set forth in applicable promotion and tenure policies approved by the President, following review by the Office of General Counsel; such policies may authorize term appointments beyond one year, but not to exceed five years, under merit-based campus procedures approved by the President. Salaries for non-tenured faculty may be adjusted for disciplinary reasons or based on material changes in job duties or funding sources.[7]

Terminal Appointment – A terminal appointment is a final appointment, the expiration of which results in termination of an individual’s employment.

Termination – Termination is the general term to describe severance of employment from the University. Termination may be by resignation, retirement, dismissal, written notice, non-reappointment, expiration of appointment, or job abandonment.

Year – Year will be either a fiscal year (July l through June 30 next) or an academic year (fall and spring semesters of the same fiscal year), unless otherwise designated.

II. Appointments

A. Faculty 

The following principles shall apply to appointments to faculty positions:

1. General
Appointments shall not exceed one academic or fiscal year except in the following limited circumstances:

(1) term appointments beyond one year for non-tenure track faculty under merit-based procedures specifically established for that purpose as permitted in Section I (Tenure-Track and Non-Tenure Track Positions); or

(2) appointments to faculty positions for summer school.

Recommendations for appointments to the faculty will be made by the departmental chairperson or equivalent after consultation with the faculty concerned, and are subject to the approval of the dean, the chief academic officer, and the chief executive officer of the campus. (See definition of appointment, Section I.)

Criteria and procedures for the initial appointment and successive appointment of all faculty members on a campus shall be adopted by each campus. As a general practice, the faculty, through its governance structure, will initiate the process, on its own or at the request of the Chancellor (or chief executive officer) of the campus. The deans and chief academic officer of the campus will then have an opportunity to give their advice regarding these criteria and procedures. Thereafter, these criteria and procedures must be submitted to the Chancellor (or chief executive officer) of the campus and the President for approval. More detailed criteria and procedures may be adopted by the faculty and chairperson of each academic unit; these criteria and procedures must be submitted to the dean, the chief academic officer of the campus, the Chancellor (or chief executive officer) of the campus, and the President for approval. Campus and unit criteria and procedures must be consistent with and are subject to this and other applicable University policies.

2. Initial Appointment
An appropriate degree or professional experience is an essential qualification for appointment to positions at academic ranks.

Other important qualifications include experience in teaching, research, or other creative activity, and educational service at other colleges and universities or in non-academic settings.

3. Successive Appointments
Tenured faculty members have a right to a next successive appointment except for the reasons for termination of a tenured appointment given in Section I under the definition of tenure. Salaries for tenured faculty may be adjusted for disciplinary reasons or based on material changes in job duties or funding sources.[8] Non-tenured faculty do not have a right to a next successive appointment, but may be offered an appointment after the expiration of a current appointment, provided that, in the case of tenure-track faculty, the appointment does not extend the time in probationary status beyond the limits set in Sections IV.A.4 and IV.A.12. In the event that a non-tenured, tenure-track faculty member is not recommended for reappointment, the procedure described in Section IV.B. shall be followed. Non-tenure-track faculty with a term appointment for a specified term of years do not have a right to an appointment beyond the appointment period.[9]

B. Administrative Appointments

Consistent with longstanding policy and practice, appointments as dean are made by the chief executive officer or chief academic officer of the campus. Deans serve at the pleasure of the chief executive officer or chief academic officer. Appointments as department head or chair, or as director of an academic program or center, are made by the dean, in consultation with the chief executive officer or chief academic officer, and serve at the pleasure of the dean. Additional criteria or procedures relating to the making of such appointments may be adopted by the campus but must be submitted to the dean, the chief academic officer of the campus, the Chancellor (or chief executive officer) of the campus, and the President for approval. Tenure may only be granted in faculty status and not in an administrative appointment.

III. Promotion

Promotion in academic rank shall be based primarily on the accomplishments of the individual while in the most recent rank. No minimum time in rank is required before a faculty member is eligible for promotion, nor is there a maximum time an individual may remain in a given rank except as limited by Sections IV.A.4. and IV.A.12. However, individual accomplishments and potential for continued value to the University are required for promotion. Effective July 1, 2018, no faculty member in a tenure-track position shall be promoted to the rank of associate professor or higher without also being granted tenure. (This does not preclude a faculty member from being hired into a tenure-track position with the rank of associate professor or full professor if they satisfy the applicable criteria.)

Generally, recommendations for promotion shall originate with the chairperson, but may be initiated in accordance with departmental, unit, or campus rules, which have been submitted to the dean, chief academic officer, Chancellor (or chief executive officer) and President for approval. Faculty members who are being considered for promotion shall be given the opportunity to submit relevant material regarding their professional accomplishments, which they believe will facilitate consideration of their competence and performance. Each campus shall provide for the inclusion of peer[10] evaluation in the consideration of faculty nominated for promotion.

Criteria and procedures for promotion to each rank on campus, including an appeals procedure for those desiring reconsideration of a negative recommendation, shall be adopted by each campus. As a general practice, the faculty, through its governance structure, will initiate the process of preparing such criteria and procedures, on its own or at the request of the Chancellor (or chief executive officer). The deans and chief academic officer of the campus will then have an opportunity to give their advice regarding the criteria and procedures. Thereafter, these criteria and procedures must be submitted to the Chancellor (or chief executive officer) of the campus and the President for approval. More detailed criteria and procedures may be adopted by the faculty and chairperson of each academic unit; these criteria and procedures must be submitted to the dean, the chief academic officer of the campus, the Chancellor (or chief executive officer) of the campus, and the President for approval. Campus and unit criteria and procedures must be consistent with and are subject to this and other applicable University policies.

In addition to any criteria established by the campus concerning research, teaching and service, all candidates for promotion and tenure are expected to be in substantial compliance with applicable University policies and legal requirements.

IV. Tenure, Non-reappointment, and Dismissal

A. Tenure

The granting of tenure implies that the individual has completed successfully his or her probationary period and has become a permanent member of the University community. As such, he or she acquires additional procedural rights in the event that dismissal proceedings may be brought against him or her.

1. Only full-time faculty with ranks of associate professor, professor, University professor, and distinguished professor are eligible to be awarded tenure. An assistant professor is eligible to seek tenure accompanied by a concurrent promotion to associate professor. Faculty and other employees with the following titles are ineligible to be awarded tenure: clinical, research, teaching, adjunct, visiting, professor of practice or executive in residence faculty, research associates or research assistants, graduate associates or graduate assistants, instructors, advanced instructors, senior instructors, lecturers, and master lecturers. Faculty appointed to clinical attending positions at the University of Arkansas for Medical Sciences, other faculty positions designated as clinical positions, or other non-tenure track positions approved by the President, although designated assistant professor, associate professor or professor, are ineligible to be awarded tenure. Academic administrators not appointed to a teaching or research unit may be awarded academic rank in addition to their administrative titles, with the concurrence of the faculty and administrative officer of the academic unit in which such rank could lead to tenure, in which case they may acquire tenure as faculty, but not as administrators. Other administrators and staff whose primary duties do not involve teaching regularly scheduled credit-hour courses, but who occasionally teach courses, are not eligible for tenure and do not acquire credit for service toward tenure for such teaching activities.
2. Tenure rights apply to the area or areas of the faculty member’s expertise and in the academic unit(s) in which his or her position is budgeted (examples: Department of English (not College of Arts and Sciences), UAF; School of Law, UA Little Rock; Library, UAM; Departments of Music and Education, UAPB). Tenure rights are confined to a particular campus and are not applicable on another campus of the University of Arkansas. Tenure and tenure rights are not awarded in a named or endowed chair or professorship or in any administrative appointment.
3. The probationary period may not extend beyond seven years, except as specifically provided herein, or as otherwise required by law. An initial appointment of one-half year (academic or fiscal) or less will not be included in the probationary period. If more than one-half of any year is spent in approved leave of absence without pay status, that year shall not apply toward the probationary period.
4. During the first six years of the probationary period, a tenure-track faculty member may request, for reasons set forth below, that the probationary period be suspended by one (1) year. The reasons for such a request will generally be the same as required under the Family and Medical Leave Act (FMLA), as amended, and are as follows: 

   (a) the birth of a child to the faculty member or spouse and the child’s care during the first year; 

   (b) the adoption of a child by the faculty member or placement in the faculty member’s home of a foster child within the first year of placement

   (c) the care of the faculty member’s spouse, child, or parent with a serious health condition;

   (d) the serious health condition of the faculty member that makes the faculty member unable to perform the functions of his or her job;

   (e) a qualifying exigency arising from the military deployment of an employee’s spouse, son, daughter, or parent to a foreign country;

   (f ) to care for a covered servicemember with a serious injury or illness if the employee is the spouse, son, daughter, parent, or next of kin of the service member. On the rare occasion that an additional one-year extension is requested, such requests will be considered on a case-by-case basis. However, the faculty member will receive any leave to which he or she is entitled under the FMLA. A request to suspend the probationary period for these reasons must be made at the time of the qualifying event and shall first be directed in writing to the department chair for approval and must also be approved by the dean (or approved through other established administrative channels), the vice chancellor for academic affairs, the Chancellor (or chief executive officer) of the campus, and the president, under such procedures as the president shall approve. These procedures may include, but shall not be limited to, the manner in which the faculty member’s duties and salary, if any, are determined during such year, the information which is required to substantiate a request and the extent to which a faculty member’s performance during such year may be considered in awarding tenure. A faculty member who has been notified that he or she will not be reappointed may not subsequently request to suspend the probationary period under this policy.

5. Upon the recommendation of the department chair[11], after consultation with the departmental faculty and with concurrence of the dean, the vice chancellor for academic affairs, and the Chancellor (or the chief executive officer), new appointees at the rank of associate professor, professor, University professor, or distinguished professor, who possess the requisite qualifications, may be granted immediate tenure. Immediate faculty tenure may also be granted, under this same procedure, in connection with the hiring of senior leadership positions.
6. Generally, recommendations for tenure shall originate with the chairpersons, but may be initiated as provided for in departmental, unit or campus rules, which have been submitted to the dean, chief academic officer, Chancellor (or chief executive officer) and President for approval. Faculty members who are in tenure-track positions who are being considered for tenure shall be given the opportunity to submit relevant material documenting his or her professional performance which they believe will facilitate consideration of their accomplishments and potential.
7. Criteria and procedures concerning the awarding of tenure on campus, including an appeals procedure for those desiring reconsideration of a negative recommendation, shall be adopted by each campus. As a general practice, the faculty, through its governance structure, will initiate the process of preparing such criteria and procedures, on its own or at the request of the Chancellor (or chief executive officer) of the campus. The deans and chief academic officer of the campus will then have an opportunity to give their advice regarding these criteria and procedures. Thereafter, these criteria and procedures must be submitted to the Chancellor or chief executive officer of the campus and the President for approval. More detailed criteria and procedures may be adopted by the faculty and chairperson of each academic unit; these criteria and procedures must be submitted to the dean, the chief academic officer of the campus, the Chancellor (or chief executive officer) of the campus, and the President for approval. Campus and unit criteria and procedures must be consistent with and are subject to this and other applicable University policies.
8. The President will not consider awarding tenure to a faculty member in a probationary status without obtaining the prior recommendation of the faculty member’s departmental faculty, chairperson, dean, chief academic officer, and the Chancellor (or chief executive officer) of the campus concerned.
9. A faculty member, on attaining tenure, shall receive a notice from the chief executive officer of the campus affirming the acquisition of such rights. No person shall lose tenure rights by acceptance of leave-of-absence approved pursuant to University policy, or by appointment to a University of Arkansas administrative position.
10. Tenure becomes effective at the beginning of the nine- or twelve-month appointment period following the President’s action granting tenure (July l for twelve-month appointments, and the beginning of fall semester for nine-month appointments).
11. Each year at the meeting at which promotions are considered by the Board of Trustees, the President shall inform the Board of the names of each person awarded tenure during the preceding twelve months, and shall indicate for each such individual the recommended rank for promotion and the faculty member’s academic discipline.
12. Subject to any extension of the probationary period under IV.A.4, an individual in a tenure-track position who was not awarded tenure with any of the first six academic year or fiscal year appointments must be evaluated as specified in Section IV.A.6 and 7 during the sixth appointment. If he or she is not approved for tenure, the seventh appointment shall be a terminal appointment and the individual may not be considered for tenure during the seventh appointment.
13. A faculty member holding tenure rights may be dismissed for cause only after the procedures prescribed in Section IV.C. have been followed. Provided the requirements set out in V.B.9, as well as any corresponding campus policy, have been satisfied, a tenured person notified of dismissal for reasons of unsatisfactory performance will be given notice of dismissal twelve months prior to termination of employment. Dismissal on other grounds may be immediate (if the dismissal is not contested by the faculty member) or upon the conclusion of any procedures prescribed in Section IV.C. This provision does not create an award of severance pay but assumes the full performance of University responsibilities and duties assigned for the period between dismissal notice and final termination. Termination of a faculty member’s employment because the faculty member has abandoned his or her job duties, or because the faculty member has accepted another position, shall not constitute dismissal under this policy.
14. No faculty member shall be dismissed, or otherwise disciplined, or denied reappointment in violation of the following principles of academic freedom, but the observation of the limitations stated herein is the responsibility of each faculty or staff member. Subject to all provisions of this and other applicable University policies, mere expressions of opinions related to the faculty member’s scholarship, the subject matter of their assigned teaching duties, and University employment-related service activities (e.g. committee assignments and campus governance activities), however vehemently expressed and however controversial such opinions may be, shall not constitute cause for dismissal. The threat of dismissal will not be used to restrain faculty members in their exercise of academic freedom or constitutional rights.

(a) The faculty member is entitled to full freedom in research and in the publication of results, subject to the performance of his or her other academic duties, but personal research for pecuniary return requires prior approval by the appropriate University authorities and must be in accordance with Board Policy 450.1.

(b) The faculty member is entitled to freedom in the classroom in discussing the subject of the course, but should not teach material inappropriate or unrelated to the course, and should maintain a respectful and professional academic learning environment.

(c) The University faculty member is a citizen, a member of a learned profession, and a member of an educational community. Speaking or writing as a citizen, the faculty member is free from institutional censorship or discipline. However, as a person of learning and as a member of an educational community, the faculty member has a responsibility for awareness that the public may judge the profession and the institution by his or her utterances. Hence, faculty should at all times make an effort to be accurate, exercise good judgment and appropriate restraint, show respect for the opinions of others, and indicate that they are not spokespersons for the institution. Faculty are expected to contribute to the productive and efficient operation of the instructional and work environment.

B. Non-Reappointment

These procedures apply to non-tenured faculty members who are in tenure-track positions who are not offered a next successive appointment for the period following the expiration of a current appointment. These procedures do not apply to faculty in clinical attending positions at the University of Arkansas for Medical Sciences bearing the designation of assistant professor, associate professor or professor, other clinical faculty, or other non-tenure-track faculty.

The appointment of a non-tenured, tenure-track faculty member may be terminated effective at the end of the appointment period, at the option of either the individual or the University.

A chairperson, dean, or chief academic officer who decides not to recommend a non-tenured, tenure-track faculty member for reappointment shall notify him or her in writing in accordance with the following schedule and shall enclose a copy of this section with the letter of non-reappointment:

(a) For the first year of service, not later than March 1, if the appointment expires at the end of that academic year; or at least three months in advance of its termination if the appointment expires at some other time during the year.

(b) For the second year of service, not later than December 15, if the appointment expires at the end of that academic year; or at least six months in advance of its termination if an appointment expires at some other time during the year.

(c) After the second year of service, at least twelve months before the expiration of the terminal appointment. The terminal appointment will be for the academic or fiscal year, according to the appointment last held by the individual.

The individual, upon being notified that he or she will not be reappointed, may request, within ten working days after receipt of the notice, a meeting with the dean of the school or college, or other appropriate administrators. The meeting shall be held within five working days or as soon as practical thereafter.

Following the meeting with the dean, if the dean reaffirms the recommendation of non-reappointment, within five working days the employee may request a meeting with the chief academic officer of the campus.[12] Within ten working days following the meeting with the chief academic officer, or as soon as possible thereafter, the chief academic officer will make the final decision on any request that the non-reappointment be reconsidered.

In considering the matter, the dean and chief academic officer may consult with other University employees with relevant knowledge regarding the individual’s performance. If the individual does not request these interviews within the time limits stated above after receipt of notification of non-reappointment, the matter shall be considered closed.

C. Dismissal

This section applies to all tenure-track or tenured faculty members. Dismissal of non-tenure-track faculty and other personnel is addressed in Board of Trustees Policy 405.4.

1. Preliminary Proceedings
   (a) Except in circumstances where there are personal safety concerns and consistent with applicable law, when a chairperson or dean has reason to consider a decision to dismiss a tenured or tenure-track faculty member prior to the expiration of an appointment, the chairperson or dean shall first discuss the matter with the faculty member After the discussion, if the decision of the chairperson or dean is to recommend dismissal, he or she shall prepare a statement of the grounds constituting the cause for dismissal and forward it through the chief academic officer[13] to the chief executive officer on the campus, with a copy to the faculty member. If there are personal safety concerns, the private meeting can be bypassed and the chairperson or dean can proceed with providing the statement of grounds for dismissal through the chief academic officer to the chief executive officer on campus, with a copy to the faculty member. If the chief executive officer of the campus, after considering the recommendation of the chairperson or dean, decides that a proceeding should be undertaken, action shall be commenced according to the procedures which follow.
   
   (b) If requested by either party, or if directed by the chief executive officer of the campus, prior to further steps in the process, the parties shall engage in informal discussions to determine whether an acceptable resolution of the matter is possible. Such discussions may include the assistance of one or more faculty selected for this purpose.
    
2. Hearing Procedures
   The formal proceedings shall be initiated by a communication addressed to the individual by the chief executive officer of the campus informing him or her of the dismissal and the grounds for it, and that, if he or she so requests, a hearing to recommend whether his or her employment by the University shall be terminated on the grounds stated, will be conducted at a specified time and place by a faculty committee constituted as described in Section 4 below. Sufficient time shall be allowed to permit the individual to prepare a defense. The individual shall be informed in detail, or by reference to published regulations, of the procedural rights to which he or she is entitled, including the right to advice of counsel.
   
   The individual shall indicate whether he or she wishes a hearing and, if so, shall file with the chief executive officer of the campus within two weeks of the date of the mailing of the communication by the chief executive officer of the campus an answer to the statement of grounds for the proposed dismissal.
   
   If the individual does not request a hearing, no further action shall be taken. Further, at the request of the individual the proceedings provided for herein may be terminated at any time after the request for a hearing on written notice to the chief executive officer of the employee’s acquiescence in the dismissal. Similarly, the administration may drop dismissal proceedings at any stage.
    
3. Suspension Pending Dismissal Proceedings
   Suspension of the individual from normal duties or reassignment to other duties during the proceedings will occur only if circumstances exist which threaten harm or substantial disruption to the individual, to others, or to the University. Such determination shall be made by the chief executive officer, in consultation with the President. Such suspension shall be with pay. This provision does not preclude disciplinary suspension without pay.
    
4. Hearing Committee
   The faculty of each campus shall establish a systematically rotated panel of faculty from which hearing committees can be drawn. To hear a particular case a committee, selected from the panel in accordance with campus policies, shall be composed of faculty members of departments not involved in the dismissal.
   
   Upon receipt from the chief executive officer of the campus of a copy of the statement of grounds for dismissal, accompanied by the individual’s answer thereto, the chairperson of the hearing committee shall conduct hearings and recommend a course of action as provided in Section IV.C.5.
    
5. Committee Proceedings
   The committee shall proceed by considering, before the time of the hearing, the statement of grounds for dismissal already formulated and the individual’s written response.
   
   In addition to the members of the committee, only the person requesting the hearing and his or her representative, the chief executive officer of the campus or his or her designee, and a representative, and witnesses called by the committee are permitted to attend the hearing.
   
   Charges contained in the initially formulated statement of grounds for dismissal may be supplemented at the hearing by evidence of new events occurring after the initial communication to the individual which constitute new or additional cause for dismissal. If such supplementary grounds are adduced, the committee shall provide the individual with sufficient time to prepare his or her defense.
   
   The chief executive officer of the campus shall have the option to attend or not to attend the hearing, and he or she may select a designee to assist in developing and presenting the case. The chief executive officer or designee may be assisted by the representative in developing and presenting the case and in other matters related to the hearing.
   
   The committee shall determine the order of proof and shall supervise the questioning of witnesses. The committee may decline to accept unnecessarily duplicative material or unduly lengthy or repetitive testimony.
   
   The individual shall have the aid of the committee when needed in securing the attendance of witnesses. The individual or his or her representative and the chief executive officer of the campus (or designee) or his or her representative shall have the right within reasonable limits to question all witnesses who testify orally.
   
   The committee will use its best efforts to provide an opportunity for those involved to confront all witnesses, but where this cannot be achieved despite the efforts of the hearing committee, the identity of such non-appearing witnesses, and any written evidence they may have furnished, shall be disclosed to all interested parties during the hearing.
   
   Subject to these safeguards, written statements may, when necessary, be taken outside the hearing and reported to it. All of the evidence shall be duly recorded. These are not legal proceedings and formal rules of court procedure or evidence do not apply, but the committee shall exercise reasonable efforts to protect the rights of the parties in the receipt of evidence. For purposes of illustration, the proceedings shall be recorded digitally rather than via court reporter, and witnesses will not be sworn or subpoenaed. The ultimate objective of the hearing is consideration of the matter in a fair and efficient manner.
    
6. Consideration by Hearing Committee
   The committee shall formulate its recommendation in private, on the basis of the hearing. Before doing so, it shall give an opportunity to the individual and the chief executive officer of the campus or his or her designated representative to make oral statements before it. If written arguments are desired, the committee may request them. The committee shall make its recommendation promptly, including explicit findings with respect to each of the grounds for removal presented.
   
   The chief executive officer of the campus and the individual shall be notified of the recommendation in writing and a copy of the record of the hearing shall be available to both parties.
   
   A copy of the record of the hearing and the recommendations of the hearing committee shall be furnished to the President of the University for his or her decision. The decision of the President shall be transmitted to the chief executive officer of the campus and to the individual involved.
    
7. Consideration by Board of Trustees
   If the decision of the President is appealed to the Board of Trustees, or if the Board of Trustees chooses to review the case, the President shall transmit to the Board of Trustees the full report of the hearing committee, stating its recommendation and his or her own decision. The review shall be based on the record of the previous hearing, accompanied by an opportunity for argument, oral or written or both, by the principals at the hearing or by their representatives. The decision of the Board of Trustees on review shall be final. It shall be communicated to the President and through him or her to the person involved.
   
   If the decision of the Board is that the faculty member is to be terminated, and the termination is based on unsatisfactory performance, the termination becomes effective at the conclusion of the twelve-month period from the date of the initial notice of termination. If that period has elapsed, or if the termination is based on other grounds of cause, the termination becomes effective immediately following the Board’s decision.

The following provisions apply to all campuses of the University of Arkansas and its programs and activities.

1. Administrative Employees

The President of the University shall serve at the pleasure of the Board of Trustees, unless otherwise provided by contract. The vice presidents, members of the System staff, and the Chancellors or chief executive officers of each campus, division or unit shall serve at the pleasure of the President, unless otherwise provided by contract. Vice chancellors, associate vice chancellors, and assistant vice chancellors shall serve at the pleasure of their appropriate Chancellors or chief executive officer, unless otherwise provided by contract. Similarly, associate vice presidents, assistant vice presidents, and department heads shall serve at the pleasure of the Vice President for Agriculture, unless otherwise provided by contract. Persons in such positions are “at-will” employees and may have their employment terminated by the university for convenience at any time or maybe dismissed immediately for cause.[1] Although a dismissal for cause may be effective immediately, an administrator may seek review of a for-cause dismissal in accordance with the policies of the campus, division or unit. If no review policy applies, the administrator shall have the opportunity to seek, within five (5) working days of dismissal, review of the matter to the chief executive of the campus, division, or unit, or a designee selected by the chief executive, who shall make a final decision on the for-cause termination.

2. Faculty Employees

A. Faculty members who have been awarded tenure have a right to continuous employment except for a disciplinary suspension, dismissal for cause (according to the procedures in Section IV., C. of Board Policy No. 405.1) or for termination in the event of demonstrably bona fide financial exigency, reduction or elimination of programs, retirement, resignation or job abandonment.

B. Faculty members in tenure-track positions[2] who have not been awarded tenure, may be terminated at the end of the appointment period by written notice, given in advance, according to the following schedule of time:

1. For the first year of service, not later than March 1, if the appointment expires at the end of that academic year; or at least three months in advance of its termination if the appointment expires at some other time during the year.
2. For the second year of service, not later than December 15, if the appointment expires at the end of that academic year; or at least six months in advance of its termination if an appointment expires at some other time during the year.
3. After the second year of service, at least twelve months before the expiration of the terminal appointment. The terminal appointment will be for the academic or fiscal year, according to the appointment last held by the individual.
4. These termination notice periods are those specified under IV.B., “Non -Reappointment,” in Board Policy 405.1. In addition, termination as outlined here, these employees may be dismissed for cause or terminated in the event of demonstrably bona fide financial exigency, reduction or elimination of programs, retirement, resignation, or job abandonment pursuant to Board Policy 405.1.

C. Clinical or other non-tenure track faculty who have received a multi-year term appointment under merit-based campus procedures approved by the President, may be terminated upon the expiration of their appointment or under campus procedures for such purpose, or they may be dismissed for cause by written notice of the chief academic officer of the campus, division, or unit, following verbal or written notice and opportunity to respond. Although the dismissal for cause may be effective immediately, the faculty member may, within five (5) working days of dismissal, appeal such termination directly to the Chancellor or chief executive officer of the campus, division or unit, with such decision to be final, or appeal in accordance with the grievance policies of the campus, division or unit. Further, such faculty may be terminated in the event of demonstrably bona fide financial exigency, reduction or elimination of programs, retirement, resignation or job abandonment. Terminations for bona fide financial exigency, reduction or elimination of programs, retirement, resignation or job abandonment are not appealable or grievable events.

D. Other faculty members and other academic employees in positions for which tenure may not be awarded (part-time faculty in the ranks of assistant professor, associate professor, professor, University professor, and distinguished professor; clinical, research, teaching adjunct, or visiting faculty; research associates or research assistants; instructors, advanced instructors, senior instructor, master lecturers and lecturers; executive in residence; professor of practice and faculty in clinical attending positions at the University of Arkansas for Medical Sciences notwithstanding that such faculty may be designated as assistant professor, associate professor or professor) are considered “at-will” employees and may be terminated for convenience at any time, or dismissed for cause by written notice by the chief academic officer or other senior designee of the campus, division or unit, following verbal or written notice and opportunity to respond. Although a dismissal for cause may be effective immediately, employees under this section may seek review of a for-cause dismissal in accordance with the review policies of the campus, division or unit. If no review policy applies, these employees shall have the opportunity to seek, within five (5) working days of dismissal, review of the matter to the chief executive of the campus, division, or unit, or a designee selected by the chief executive, who shall make a final decision on the for-cause termination. For appointments through June 30, 2018, termination for convenience is effected by giving written notice at least sixty (60) days in advance of the date the employment is to cease. Thereafter, termination for convenience is effected by giving written notice at least thirty (30) days in advance of the date the employment is to cease.

3. Staff Employees-Appointed or Regular Positions

All classified and non-classified staff employees of the university, whether full-time or part-time, who are appointed or hold regular positions, are “at-will” employees and may have their employment terminated by the university for convenience at any time or may be dismissed immediately for cause. In the case of grant termination or loss of appropriated funds, termination may be immediate. Although a dismissal for cause may be effective immediately, a staff member may seek review of a for-cause dismissal in accordance with the review policies of the campus, division or unit. If no review policy applies, the staff member shall have the opportunity to seek, within five (5) working days of dismissal, review of the matter to the chief executive of the campus, division, or unit, or a designee selected by the chief executive, who shall make a final decision on the for-cause termination.

4. All Other Employees and Student Workers (excluding Graduate Assistants)

All other employees (for example, temporary and hourly employees who do not hold an appointed or regular position) and student workers (excluding Graduate Assistants, who are addressed in Board of Trustees Policy 500.1) may be terminated at any time without advance written notice. While advance written notice is not required, termination should be communicated to the employees and documented.

5. Procedure

Each campus, division or unit of the University may establish procedures, which are consistent with any applicable Board Policies, University of Arkansas Systemwide Policies and Procedures, and laws, for processing personnel actions and similar employment-related information for all employees, and for communicating this information to employees.

^{1. When a tenured faculty member is serving in an administrative position as contemplated by this section, only the tenured faculty member’s administrative position is “at-will”.
2. See definition in Board Policy 405.1.}

Initial appointment

The academic faculty includes these regularly designated ranks: professor, associate professor, assistant professor, instructor, and lecturer. In rare instances, the title of distinguished professor or university professor is conferred on a faculty member. These titles are for recognition of outstanding scholarly or creative achievement in a particular field. Adjunct and visiting ranks are also designated.

Competence in one’s academic discipline is the first requirement for appointment to any position on the University faculty. For advancement through the professional ranks, the doctorate or its equivalent is presumed to be a requirement except in certain fields in which the doctorate is not generally recognized as of primary significance.

Appointments to the faculty are normally initiated by the department chairperson and college or school dean and are approved by the Executive Vice Chancellor and Provost, Chancellor, and President. An appointment must be approved by the president before a definite commitment is made to the individual under consideration. The University of Arkansas at Little Rock is an Equal Employment Opportunity Affirmative Action employer.

The initial offer of appointment is made by a letter from the department chairperson to the individual being employed. The letter specifies the provisions of the appointment, and when signed and returned by the individual, initiates the appointment on behalf of the Board of Trustees. The new employee must also complete certain payroll documents prior to being placed on the payroll. Subsequent periods of employment are initiated by the department chairperson on a Personnel Action Form.

Guidelines for University and Distinguished Professor Appointments

Background
The University of Arkansas at Little Rock acknowledges outstanding faculty through conferring the honorific titles of “University Professor” and “Distinguished Professor.” Appointment as University Professor or Distinguished Professor is a high honor reserved for only the very best faculty in recognition of sustained excellence in the performance of their duties, as outlined below. The appointments described in this document are strictly honorific and are not intended to be construed as academic or financial promotions.

Substantive Criteria – University Professorship
Appointment as University Professor is a special honor conferred only upon active faculty in recognition of an extended period of exemplary service in a spirit of collegiality to the UA Little Rock, and a combination of service in their profession and to the public through their professional activities. In order to achieve this distinction, faculty members must, in addition to having an extended period of documented exemplary service to the UA Little Rock, have gained wide recognition at the national or international level for their sustained excellence in service, teaching, research or creative activity germane to their respective disciplines and academic roles while serving as a member of the faculty of the UA Little Rock.

Eligibility for designation as University Professor is limited to active tenured faculty who hold the rank of Professor. Generally, a candidate is expected to have served in the rank of professor at the UA Little Rock for 10 years before nomination. Sitting administrators are not eligible to be nominated for appointment to University Professor. For the purpose of this policy, individuals who have held, or are holding, positions that carry an administrative appointment that is greater than fifty percent (50%) are considered to be administrators and should be three years removed from that position before nomination.

Substantive Criteria – Distinguished Professorship
Appointment as Distinguished Professor at the UA Little Rock is a special distinction that is reserved for those individuals who are recognized nationally and/or internationally as intellectual leaders in their academic disciplines as a result of extraordinary accomplishments in research, teaching, published works, creative activities in the arts or endeavors of similar merit in other venues. Individuals may have gained such distinction at this university, another university or other venues.

Appointment as Distinguished Professor shall only occur when clear indication exists that an individual so appointed will continue to provide exemplary academic and intellectual leadership and continue his or her professional activities in such a way as to maintain national and international recognition and a commensurate level of accomplishment.

Eligibility for designation as Distinguished Professor is limited to active tenured faculty who hold the rank of Professor, the title University Professor, or incoming faculty who will be awarded tenure and who hold credentials of similar merit from another university or other venues.

Policies and Timing
Nominations for appointment to University and Distinguished Professor will follow the applicable policies in BP 405.1 and as well as the established timeline for promotion identified in UP on Promotion and Tenure. (403.15).

The tenured and tenure-track faculty of each school or college and each unit shall establish and include in the approved governance documents, substantive criteria and procedures for use in considering nominees for University or Distinguished Professor within that college or school and unit. Unit criteria shall not be in conflict with, nor less rigorous than, the criteria for appointment as University or Distinguished Professor noted in this document. Unit criteria are subject to approval consistent with all revisions to college or school and unit personnel documents under University policy.

Documentation/Dossier
The candidate must complete the supporting materials required by the UA Little Rock, and any additional materials that may be required by the unit.

The information supplied should be sufficiently detailed so that a candidate can be evaluated in terms of both sustained superior performance as outlined in the background section and the potential for continued superior performance.

Process
Any UA Little Rock faculty member holding the rank of Professor may nominate himself or herself for appointment as University or Distinguished Professor. Alternatively, any tenured or tenure-track member of the faculty or the department chair of the unit may nominate a Professor for appointment as University or Distinguished Professor. A letter of nomination must set forth the achievements of distinction that warrant the appointment and must be submitted to the appropriate departmental authority.

For faculty members with affiliations with multiple colleges, such nominations shall be considered in the department and college or school where the nominee has the greatest percentage of, or principal appointment. Faculty with appointments equally divided among two or more colleges or schools shall be considered by the college or school within which they hold tenure, but in the course of such review the views of the other appointing schools or colleges shall be sought and considered.

• The campus form for tenure and promotion must be completed.
• All tenured faculty in a unit are eligible to vote for individuals being considered for University or Distinguished Professor,
• All nominations of university and distinguished professors will be reviewed by the Executive Vice Chancellor and Provost.

At any point prior to the Chancellor’s recommendation, the nominee may withdraw his/her name from further consideration.

Continuing appointment as a University or Distinguished Professor follows the right of continuous appointment as outlined in BP 405.1.

Adjunct Faculty

Certain individuals whose education and professional experience enhance the teaching, research, or service programs of UA Little Rock may receive fixed-term appointments as adjunct faculty with appropriate academic rank: adjunct distinguished professor, adjunct professor, adjunct associate professor, adjunct assistant professor, or adjunct instructor. Such adjunct faculty are normally:

1. employed by an organization other than UA Little Rock and do not receive compensation or salary from UA Little Rock;
2. paid from grant funds administered through UA Little Rock;
3. employed on a temporary basis to fill a University-funded position; or
4. employed primarily (more than 50 percent) in a non-academic capacity by UA Little Rock;

An adjunct faculty position may not be used to circumvent a tenure decision or to extend the probationary period of a nontenured faculty member.

Adjunct faculty appointments are made for a specified period (e.g., one semester or one year), and neither the University nor the individual has a commitment to renewal. Adjunct faculty are hired by the department chair/unit head according to criteria and procedures determined by the department faculty as specified in the unit’s approved governance document. It is the responsibility of the chair to assure that official credentials (transcripts and resume) conform to the department’s requirements and that these credentials are archived. Lecturers are evaluated following guidelines provided in UA Little Rock’s annual review policy. Unless the terms of appointment specify otherwise, UA Little Rock policies on promotion, tenure, on-reappointment, leave, and Off-campus Duty Assignments do not apply to adjunct faculty. The procedures pertaining to matters of dismissal during a term of appointment, as outlined in this Handbook, do apply to adjunct faculty.

Adjunct faculty have voice, but no vote in the University Assembly and in official meetings of the college, school, and department. Colleges, schools, or departments may (consistent with the University Assembly’s Constitution and Board of Trustees’ Policy) authorize them voting status by specific action on other matters. Depending on the source and terms of financial support, adjunct faculty may be eligible for certain fringe benefits. If so, these are specified in the terms of the appointment.

Visiting Faculty

Visiting appointments are used to bring individuals to the UA Little Rock campus for special purposes and varying periods of time. These appointments are identified by the ranks of visiting distinguished professor; visiting professor; visiting associate professor; visiting assistant professor; or visiting instructor.

Visiting faculty are not eligible for tenure consideration but may be eligible for certain fringe benefits. These are specified in the terms of the appointment.

Visiting faculty have voice but no vote in the University Assembly and in official meetings of the college or school and department. Colleges, schools, or departments may (consistent w4h the University Assembly’ s Constitution and Board of Trustees’ Policy) authorize them voting status by specific action on other matters.

Recommendations for the appointment of visiting faculty originate in the department according to criteria and procedures determined by the department faculty as specified in the unit’s approved governance document. It is the responsibility of the chair to assure that official credentials (transcripts and resume) conform to the department’s requirements and that these credentials are archived and are submitted through regular channels on the standard appointment form. Visiting faculty are evaluated following guidelines provided in UA Little Rock’s annual review policy.

Part-time faculty

Lecturer

Appointment Periods

Full-time faculty are usually appointed for a nine-month period. However, faculty and administrative personnel may be appointed for a ten and one-half month or a twelve-month period, depending upon the needs of the unit concerned or the nature of the research or administrative work being done.

The appointment period for nine-month employees is the academic year which typically begins about August 15 and ends about May 15. The appointment period for twelve-month employees is from July 1 to June 30, inclusive, which corresponds to the University’s fiscal year.

Nine-month employees are paid for the days worked in August, one-eighteenth of the nine-month salary bi-monthly from September through April, and the remainder at the end of May. Twelve-month employees are paid one-twenty-fourth of their annual salary bi-monthly.

Social security payments, group insurance premiums, federal and state income tax withholdings, and payment to TIAA (Teachers Insurance and Annuity Association) and CREF (College Retirement Equities Fund) are deducted from the salary, but each employee is informed of the amounts withheld and for what purposes they are withheld. Faculty may earn additional pay for additional work as outlined in UASP 440.2 “Extra Compensation Policy.”

Although summer appointments are not guaranteed, faculty members on nine-month appointments may be appointed to teach during the summer. The salary rate for a full-time teaching load (six hours or equivalent) during one summer term is fifteen percent of the individual’s previous nine-month salary.

Appointments for periods less than one term will be on a prorated basis. Nine-month teaching personnel are not permitted to teach both summer sessions except under unusual circumstances requiring special authorization.

Other types of summer assignments carry a monthly scale of one-tenth of the individual’s previous normal nine-month salary, except that a nine-month employee assigned to a full-time research position for the summer may receive one-third of the previous normal nine-month salary for the summer appointment.

When a person on a nine-month employment period is employed for two months’ work during the summer, he/she will receive 20 percent of his/her nine-month salary for the summer work.

If a nine-month employee is assigned to a twelvemonth position with the same title and duties, the twelve-month salary will be 1.25 times the nine-month salary. In the event an employee on a twelve-month appointment is assigned to a nine-month position with the same title and duties, the nine-month salary will be 80 percent of the twelve-month salary.

Personnel Action Forms are prepared for the initial appointment of personnel and must be processed and approved by the appropriate administrator before the beginning of the appointment period. Subsequent appointments for a following fiscal year are normally prepared in spring. On occasion when the Arkansas General Assembly is in session, notices may be later because of the uncertainty of appropriated funds.

Summer Teaching

Summer school appointments are not guaranteed to faculty on nine-month appointments. Refer to UP 403.24 and approved departmental policy for specific information.

Faculty will be permitted to teach a third section in summer school if the third section is taught online. Approval by the department head, dean of the college, and the provost must be obtained prior to teaching three sections.

Resident Status of Faculty and Staff

Faculty members appointed to the rank of instructor and above and persons appointed to equivalent research or library ranks and whose appointments are for half-time or more are considered as residents for fee purposes. Part-time faculty or staff members who desire to take coursework must obtain a form from the Office of the Vice Chancellor for Finance, certifying their appointment, and present it to the registrar, who will be instructed not to charge nonresident tuition. Only persons whose appointment forms are on file in the Office of the Vice Chancellor for Finance will be certified.

UA Little Rock Criteria and General Standards for Initial Appointment, Successive Appointments, Promotion, and Awarding of Tenure

1. Faculty Roles

For the university to achieve its mission, faculty must remain committed to teaching, scholarship, and service. Faculty members are expected to make contributions in each area, although some variation in emphasis is appropriate. The university recognizes that the contributions of individual faculty members to the mission of the university shift according to the faculty member’s talents, the needs of departments and colleges, and the character of diverse academic disciplines. Pursuant to faculty governance principles, faculty members, thus, need to determine responsibilities–teaching loads, scholarship agenda, and service commitments–in consultation with the chair of their department. (Note: In this policy, the term “chair” will be used to cover the chair, head, and director; the term “department” will be used to cover all academic units that form a college, including department, division, and school.) It is the responsibility of chairs to mediate the needs of their departments with the university mission and trends in the department’s discipline. The grants of authority set forth in this policy exclusively delineate the categories that may be considered during the promotion and tenure process.

In addition to contributions in teaching, scholarship, and service, the university expects that faculty will adhere to the ethical standards of the university and their respective disciplines as well as manifest standards of civility, professionalism, and collegiality.

1.A. Teaching

The nature of effective teaching may vary across disciplines, but certain qualities are universal: a focus on student learning and a commitment to student success. Equally important, faculty should view themselves as role models who convey the values of their disciplines and initiate students into their professions. In the pursuit of excellence in teaching, faculty members should remain current in their disciplines and in pedagogical strategies.

The documentation of excellence in teaching takes many forms. One approach is through the preparation of a teaching portfolio. The content and format may vary by discipline and individual philosophy, but information about both teaching effort and teaching quality over time should be included. Standard products for the promotion and tenure dossier may include the following:

1. Statement of teaching philosophy and pedagogical strategies;
2. Teaching history including teaching loads, summary of courses taught and modes of instruction in each course;
3. Materials from individual courses – syllabi, exercises, projects, exams, websites, multimedia products, video of lectures;
4. Summary of advising, consultation, and supervision of students at all levels–pre-college, undergraduate, graduate, and post-doctoral;
5. Curriculum design, development, and administration;
6. Measuring student learning and instructional effectiveness through course, program, and core assessment activities and outcomes;
7. Professional development activities related to teaching;
8. Student course evaluations compiled and interpreted to give the data contextual meaning;
9. Peer evaluations;
10. Self-evaluations; and
11. Awards.

Evidence of specific curriculum design and development, where appropriate, may be included in the dossier. Faculty who are using technology, problem-based learning, service learning, multicultural learning, study abroad, or other special approaches and tools to enhance student learning are especially encouraged to present these aspects of course design (even experimental use) with an explanation of how the curriculum contributes to or extends principles of “best practice.”

1.B. Scholarship

Scholarship is defined as systematic, focused attention on a question, problem, or idea, characterized by expertise, originality, analysis, and significance. Scholarship results in products that are shared with appropriate audiences within the academy and the wider community.

Scholarship is evaluated externally; scholarship and creative activities must be reviewed by methods accepted by the appropriate discipline. Scholarship may be defined in ways that do not neatly fit into traditional categories, but application of a clear method of review to such work is essential and required within each department.

An external review of the employee’s scholarship may be required only if procedures for external review have been established in the department’s approved promotion and tenure policy. These policies should include provisions for the selection of appropriate evaluators within the candidate’s field.

Increasingly, many forms of scholarship involve collaboration. The academic unit is encouraged to recommend such collaboration within or across institutional and disciplinary lines. Candidates must be careful to document the extent and form of their contributions to collaborative work.

In this document, scholarship is a broad term that embraces a range of contributions faculty members might make to their respective disciplines: Scholarship of Discovery, Scholarship of Creativity, Scholarship of Application, Scholarship of Integration, and Scholarship of Teaching.

The Scholarship of Discovery is systematic inquiry or investigation designed to validate and refine existing knowledge and to generate new knowledge. At its core, this scholarship involves studies that use quantitative or qualitative methodologies to make significant contributions to knowledge. Primary empirical research, historical research, theory development, methodological studies, and philosophical inquiry are all representative of this form. Typically, this scholarship is documented through peer-reviewed publication of articles or books; publication in law reviews or journals; papers presented at state, regional, national, or international meetings; grant awards; or recognition by professional organizations as a scholar in a particular area.

The Scholarship of Creativity entails developing or performing original works of art, literature, music, film, and theater. It may also include the creation of new forms of electronic or digital media. Typical examples are production or scenic design of plays; writing, directing, or acting in plays; choreography and dance performance; creation and exhibition of visual arts such as painting, sculpture, and photography; musical composition and performance; direction or production of film and video; creative writing; and creation of websites, virtual reality programs, and multimedia communication tools. In all cases, however, there are accepted forms of peer review to determine the quality and significance of faculty work, from juried or invitational art shows to publication. These conventional procedures must be part of the evaluation of faculty achievement.

The Scholarship of Application is the use of professional expertise or information in the process of solving social or community problems. It should not be confused with service or citizenship. Service activities typically benefit a particular group, organization, or community; the Scholarship of Application can potentially benefit many organizations. The Scholarship of Application must include a mechanism whereby the quality and influence of the contribution can be evaluated. This is most easily demonstrated when an artifact is created encompassing the work, e.g., a report, a training manual, a program evaluation, a video, or a website. Some activities include peer review; for example, the report written for a task force is reviewed by members of the task force as well as other agencies and institutions. In cases where this is not so, the department should initiate an alternative review process, such as sending the work to experts in the field to evaluate its significance, rigor, and impact. In all cases, the product of the scholarship of application must be subject to some form of peer review.

The Scholarship of Integration involves synthesis across theories or across academic fields. As academics tackle social, economic, and technical problems, a need often exists for faculty members with broad and multidisciplinary perspectives to see connections across the unique perspectives of a theory or discipline.

The Scholarship of Integration may result in a traditional academic product such as an article, book, or presentation. It also may take the form of a product or patent. As in other areas, appropriate forms of external review must be used to determine the merit of such products.

The Scholarship of Teaching is not the same as “best teaching practice.” Tenure-track faculty seeking advancement based on excellence in the Scholarship of Teaching shall engage in publication appropriate to development and evaluation of teaching, teaching technique, curriculum development and related topics, including peer-reviewed publications, conference presentations, workshops, and teacher handbooks that contribute to the theoretical base of knowledge about curriculum or effective teaching and teaming. Thus, the Scholarship of Teaching is more than being an excellent teacher. It involves (1) systematic inquiry about teaching, (2) dissemination of the results, and (3) peer review or other practices according to their discipline.

1.C. Service

Faculty members are expected to provide service to the university, their profession or discipline, and the public. Service to the university is critical to the carrying out of the university’s mission. Examples of such service include, but are not limited to, membership or leadership of unit committees or task forces; advising student organizations; involvement in faculty governance; coordination of programs, labs, and technical support; participation in and responsiveness to programmatic assessment; and recruitment.

Service to the profession is also expected, especially as faculty members develop their careers. Professional service includes activities such as serving on committees for a professional organization; planning a conference or event; contributing to the production of a professional journal; and reviewing manuscripts, grants, programs, or textbooks.

Particularly important to a metropolitan university is service to the community. Such activity necessarily incorporates a wide variety of efforts but is defined by the application of the faculty member’s professional expertise to help the community at every level — local, state, regional, national, or international. Typical examples of community service include, but are not limited to, involvement in task forces seeking to solve community problems; consulting with governmental, business, or nonprofit-committees, bodies, or organizations; and program review, coordination, or development.

Service to the community is a form of citizenship; it should not be confused with the Scholarship of Application, which develops new solutions to problems (as opposed to the application of existing discipline-related knowledge), benefits a single or small group of organizations (as opposed to having broad application), is not disseminated to disciplines (as opposed to publication in journals or on websites), and is not externally evaluated (as opposed to the peer review of artifacts).

To assess excellence in service, faculty accomplishments may include the following:

1. Administrative duties such as chair, director, and program coordinator;
2. Committee/special project participation (academic unit, college, university, system; for example, assessment and recruitment projects);
3. Discipline-related community involvement;
4. Working in or with professional organizations;
5. Relating discipline expertise to the community; and
6. Development of cooperative ventures between the university and community.

1.D. Professional Performance

In the case of faculty with non-teaching appointments, evaluation may include evidence of the following: performance in the areas of professional responsibility and effectiveness in carrying out assigned duties; ability and willingness to accept additional responsibility, or leadership; cooperation in dealing with personnel at all levels; efforts at self-improvement; innovations in program implementation; development of special projects, resource tools, and/or the use of creative techniques in the performance of duties; initiative and resourcefulness in solving unit problems; ability to communicate effectively orally and in writing. Evidence used to evaluate professional performance generally includes supervisors’ evaluation, clientele evaluation, peer-evaluation, and self-evaluation.

2. Policies for Promotion and Tenure

The probationary period for tenure-track faculty may not extend beyond seven years, unless the faculty member receives approval for suspending the probationary period. During the first six years of the probationary period, a tenure-track faculty member may request his or her probationary period be suspended in accordance with the current version of the Family and Medical Leave Act. An initial appointment of one-half year (academic or fiscal) or less will not be included in the probationary period. If more than one-half of any year is spent on leave of absence without pay status, that year shall not apply toward the probationary period (Board Policy 405.1, IV.A.4). Typically, but not exclusively, an earlier than usual tenure review may occur when the faculty member has been in a tenure-track or similar position before being hired by the University; to avoid confusion, the terms for an early tenure-review should be written into the faculty member’s letter of appointment.

The process of tenure review, as delineated in departmental promotion and tenure documents, must be completed before the end of the probationary period, consistent with Board Policy 405.1. Faculty dismissed prior to the completion of the probationary period are still entitled to the rebuttal and appeal process delineated below.

Promotion to a higher rank requires qualifications or performance of the activities and accomplishments identified by the department significantly above those required at the applicant’s current rank as well as evidence of potential for continued achievement.

The applicant shall be informed of the outcome at each level of administrative review.

The rules and standards regarding promotion and tenure decisions shall not discourage faculty members from developing and expressing divergent views. Mere expressions of opinions, however strongly expressed, however controversial such opinions may be, shall not constitute cause for denial of promotion and tenure. Disagreement is essential for intellectual, academic, and social growth; however, the fair exchange of ideas must involve respectful expression of views and the consideration of multiple points of view.

Decisions on promotion and tenure shall not be based on lifestyle, political affiliations, or religious convictions.

The programmatic learning-outcomes data submitted by an individual faculty to support programmatic assessment shall not be used in promotion and tenure of that faculty; however, refusing to participate or respond to decisions based on programmatic assessment could be considered.

At any point, the candidate may withdraw from the review process by sending a letter to the person responsible for the next level of review. For example, if the candidate wishes to withdraw after the chair’s recommendation, he or she sends a letter to the dean. Throughout the entire process, confidentiality of information must be maintained.

The reorganization of academic departments or units within the campus, or any subset thereof, shall not in any way alter either tenure rights or rank, unless the reorganization is part of Retrenchment, initiated pursuant to, and complying in full with, Board Policy 405.5.

3. Procedures for Awarding Promotion and Tenure

The procedure for recommending promotion and tenure begins at the department level (see Board Policy 405.1, III and IV.A). (Note: If the college or school does not have departments, the promotion and tenure document for the college and school will typically establish a committee that serves the function of the department in the review process, including providing tenure-track faculty an opportunity to review recent successful tenure applications.) This evaluation of promotion and tenure applications is based on written departmental guidelines that are consistent with these rules and established by the department and approved through administrative channels. The departmental recommendation is particularly important because it evaluated the candidate’s dossier against the standards of the discipline.

Departmental promotion and tenure documents must be consistent with guidelines established in college, university, and the University of Arkansas System. These documents must also be consistent with applicable laws. When there is a conflict, the law or higher-level policy will be enforced.

The granting of tenure requires documented evidence of sustained achievement, as well as evidence of potential for sustained tenure accomplishment over an entire career.

3.A. Process before Tenure

Departmental, college, university, and system-wide written criteria for promotion and tenure decisions shall be presented to the faculty member at the beginning of employment (see Board Policy 405.1).

In preparation for promotion and tenure, the chair may assign the tenure-track faculty member with a mentor. The mentor will provide guidance on developing a research agenda and building a dossier. All faculty of the department are similarly encouraged to support tenure-track faculty by providing an opportunity to review recent successful tenure applications.

A mid-tenure review by the departmental Promotion and Tenure Committee (PTC), the department chair, and the employee is mandatory. The review, typically completed by May 15 at the end of the third year in rank, will follow procedures delineated in the departmental and college policies. An external review of the candidate’s scholarship may be required only if procedures for external review have been established in the department’s approved promotion and tenure policy. After the review has been completed, the PTC will send a report to the chair. The chair will meet with the faculty member to answer questions about the review and then forward the report with a cover letter to the dean.

3.B. Recommendation of the Departmental Promotion and Tenure Review Committee (PTC)

All departments shall have a promotion and tenure review committee (PTC). Only tenured faculty members and administrators who hold tenure shall serve on the PTC. Only faculty who hold a rank equal to or above the rank sought by the applicant shall participate in the promotion review process. No administrator, such as the department chair, college dean, associate dean or assistant dean, may serve on the PTC to review any case for which he or she has participated as a reviewer within that academic year.

The department’s promotion and tenure document should define a mechanism for supplementing the PTC when it has less than three members at the appropriate rank. (For example, if the PTC must vote on a candidate’s promotion to professor, the PTC would need at least three members on the committee at the rank of professor.) If there is no mechanism for adding members, the faculty of the department, in consultation with the chair, will provide the dean with a list of at least four names, from which the dean will select the remaining members. Typically, the chair of the PTC should be a member of the academic unit.

The PTC shall present its recommendation in a letter to the chair. All members of the PTC shall sign the letter. Significant minority opinions may be identified but need not be attributed to individual members of the committee. Separate minority reports may be written and submitted as attachments to the PTC’s letter; a minority report must be signed by the members of the PTC who endorse it.

3.C. Recommendation of the Chair

After reviewing the candidate’s dossier and the PTC’s recommendation, the department chair will make an independent recommendation. As discussed, the chair shall not serve on the PTC. The chair will meet with the candidate to review the recommendation of the PTC and the recommendation of the chair. At this time, the chair provides a copy of each recommendation to the candidate. After the meeting, the chair will forward the PTC’s recommendation and any minority report(s), the chair’s recommendation, and the candidate’s dossier to the dean.

After receiving the chair’s decision, the candidate has the absolute right to initiate a rebuttal within five business days (sec III. H.). The candidate shall suffer no negative consequences for submitting a rebuttal.

3.D. Recommendation of the College Review Committee (CRC)

A college may develop written criteria, policies, and procedures for promotion and tenure through its governance structure consistent with this policy. Such criteria may include a college promotion and tenure review committee (CRC), which will advise the dean on recommendations about reappointment, tenure, and promotion. Colleges shall have procedures ensuring that a faculty member abstains from vote on a CRC if a candidate from his or her department is undergoing review and the faculty member on the CRC has served on the PTC. No faculty member may vote in the same case as a member of both the PTC and the CRC.

When a CRC exists, it reviews the candidate’s dossier, the PTC’s recommendation and any minority report(s), the chair’s recommendation and the candidate’s rebuttal (if any); it then makes an independent recommendation to the dean (who will not serve on this committee) and provides a copy to the applicant. All members of the CRC shall sign the recommendation. Significant minority opinions may be identified but need not be attributed to individual members of the committee. Separate minority reports may be written and submitted as an attachment to the report of the committee; a minority report must be signed by the members of the CRC who endorse it.

3.E. Recommendation of the Dean

If the candidate initiates a rebuttal after the chair’s decision, the dean will forward the rebuttal to the CRC (where applicable per 3.D) before it begins deliberations. After reviewing the candidate’s dossier, all recommendations (those of the PTC, department chair, and CRC), and the candidate’s rebuttal (if any), the dean will make an independent recommendation to the provost.

After receiving the dean’s decision, the candidate has five business days to initiate either a rebuttal, if he or she did not do so after the chair’s decision (see 3.H.), or an appeal (see 3.G), but not both.

If the recommendation is positive, the dean informs the candidate. If the candidate does not initiate a rebuttal, the dean forwards his or her recommendation to the provost with the candidate’s completed application forms, statement, curriculum vitae, letters of evaluation (annual reviews, peer reviews, and letters from external evaluators, when appropriate), and the recommendations of all prior review levels. The remainder of the applicant’s dossier shall be retained in the dean’s office until the review process is complete. If needed for their decisions, the provost and chancellor may request the complete dossier be forwarded.

If the recommendation is negative, the dean shall meet with the faculty member to review the recommendation. If the candidate initiates a rebuttal after the dean’s decision, the dean forwards the candidate’s dossier and the rebuttal to the provost.

If the candidate initiates an appeal at this point, the dean forwards the appeal to the chair of the Faculty Appeals Committee (FAC). The dean will provide the FAC with access to the candidate’s dossier, including the summary materials. When the FAC has completed its deliberations, the chair of the FAC forwards the committee’s findings to the provost with a copy to the dean. At this time, the dean forwards the summary materials to the provost.

3.F. Recommendation of the Provost

After reviewing the candidate’s summary materials, the rebuttal (if any) and the appeal (if any), the provost will make an independent recommendation to the chancellor and inform the candidate of the recommendation.

After receiving the provost’s decision, the candidate has five business days to initiate an appeal, if he or she did not do so after the dean’s decision (see 3.G.).

If the candidate initiates a rebuttal or appeal after the dean’s decision, the provost considers it in arriving at his or her decision.

If the candidate initiates an appeal at this point, the provost forwards the appeal and the rebuttal (if any) to the chair of the FAC. The dean will provide the FAC access to the candidate’s dossier. When the FAC has completed its deliberations, the chair of the FAC forwards the committee’s findings and summary materials to the chancellor. The chair of the FAC also provides a copy of the committee’s findings to the provost.

At this time, the provost forwards the summary materials, the rebuttal (if any), and the findings of the FAC (if any) to the chancellor.

3.G. Recommendation of the Chancellor

After reviewing the summary materials, the rebuttal (if any), and the appeal (if any), the chancellor will make an independent recommendation to the president and inform the candidate of the recommendation.

3.H. Rebuttal

The candidate may submit a rebuttal even if the decision of the chair or dean is positive. The purpose of a rebuttal is to provide the candidate with an opportunity to correct errors made in the preparation of his or her dossier, critique perceived misinterpretations of the dossier or provide context that might alter the recommendation at subsequent levels of review. The rebuttal is in letter form. However, the candidate may include limited supporting materials that bear direct relevance to earlier decisions. The supporting materials are considered part of the rebuttal and are forwarded with the letter.

The rebuttal is not an appeal; it does not prompt a reconsideration of decisions by previous reviewers. It is, rather, an opportunity to provide a supplement to the record that is considered at subsequent levels of review.

Rebuttal after Chair’s Decision. To initiate the option of rebuttal at this point, the candidate must notify the dean within five business days of receiving the chair’s decision and provide a copy of the notification to the chair. Within ten business days of receiving the chair’s decision, the candidate must submit the rebuttal to the dean. The dean forwards the rebuttal to the CRC before that committee begins deliberations. The rebuttal is also forwarded with the summary materials to each subsequent level of campus review.

Rebuttal after the Dean’s Decision. To initiate the option of rebuttal at this point, the candidate must notify the provost within five business days of receiving the dean’s decision. The candidate also provides a copy of the notification to the dean. Within ten business days of receiving the dean’s decision, the candidate must submit the rebuttal to the provost. The rebuttal will be forwarded to the chancellor with the provost’s recommendation.

3.I. Appeal to Faculty Appeals Council (FAC)

The candidate has the option of submitting one and only one appeal to the Faculty Appeals Council. The appeal may be initiated after a negative decision by either the dean or provost. If the dean’s decision is negative and the candidate does not initiate an appeal, he or she reserves the right to appeal after the provost’s decision, providing that decision is also negative.

The appeal is in letter form. However, the candidate may include limited supporting materials that bear direct relevance to earlier decisions. The supporting materials are considered part of the appeal and are forwarded with the letter.

Appeal after the Dean’s Decision. To initiate the option of appeal at this point, the candidate must notify the provost within five business days after receiving the dean’s negative decision. The candidate also provides a copy of the notification to the dean. Within ten business days of receiving the dean’s decision, the candidate must submit the appeal to the provost. The provost forwards the appeal to the chair of the Faculty Appeals Council upon completion of the FAC’s deliberations; the chair of the FAC forwards the committee’s findings to the provost.

Appeal after the Provost’s Decision. To initiate the option of appeal at this point, the candidate must notify the chancellor within five business days after receiving the provost’s negative decision. The candidate will also provide a copy of the notification to the provost. Within ten business days of receiving the provost’s decision, the candidate must submit the appeal to the chancellor. The chancellor forwards the appeal to the chair of the FAC. Upon completion of the FAC’s deliberations, the chair of the FAC forwards the committee’s findings to the chancellor.

V. Annual Faculty Review Procedures

An annual review of the performance of all full-time faculty members shall be made on the basis of assigned duties and according to criteria and procedures required herein.  It is the responsibility of the department chair to review the performance of adjunct faculty, visiting faculty, and lecturers according to requirements and guidelines established by the voting faculty as provided in the department’s approved governance document.

The annual review of each faculty member shall provide the primary basis for the chairperson’s recommendations relating to salary, promotion, granting of tenure, successive appointment, non-reappointment, post-tenure review, and dismissal. Furthermore, this review is to provide guidance and assistance to all faculty in their professional development and academic responsibilities in the areas of teaching, scholarly and creative activity, and service.

A. Procedures for Annual Faculty Evaluation

Detailed criteria and procedures for annual evaluation of faculty shall be recommended by the faculty and chairperson of each academic unit; these criteria and related procedures must be submitted to the dean or director, the Vice Chancellor and Provost, and the Chancellor for approval. All procedures for annual reviews adopted by each unit shall include provision for, and details for implementation of, the following:

1. No later than 30 days after the beginning of the first appointment of each faculty member, the chairperson shall advise him or her in writing of the criteria, procedures, and instruments currently used to assess performance;
2. No later than September 1 of each year, each faculty member shall be informed in writing by the chairperson of the review schedule, criteria, procedures, and instruments to be used that year;
3. No later than the second week of classes in the spring semester of each year, each faculty member shall submit to the chairperson any materials desired to be considered in the annual review;
4. Each academic unit shall establish procedures to provide its faculty with the opportunity to participate in the annual review of their peers. Except as set forth in this policy, no particular system[1] of peer review is prescribed. Academic units are encouraged to develop a peer review system that is consistent with the unit’s faculty resources, the particular expertise of the unit’s faculty members, and practices within the discipline. 

   (a) Feedback from the peer review process will be provided to the chairperson regarding the performance of those reviewed[2].

   (b) If an academic unit forms a peer review committee, the following principles govern:

   i.   Membership eligibility for peer review committees shall be defined by each academic unit. As much as possible, the composition of these committees should represent the diversity of faculty within the unit.

   ii. The unit’s governance document shall include procedures for developing a pool of eligible faculty if a committee from within the unit cannot be formed.

5. Each academic unit shall establish procedures for S student evaluation of teaching. The purpose of student evaluation of teaching is to provide students with a voice in curriculum development and implementation. 

   (a) Student evaluations of teaching may not be the sole basis for the evaluation of teaching.

   (b) The items included in the instrument administered to students to evaluate teaching must be approved by the department, college, or university faculty.

   (c) The data resulting from a faculty member’s student evaluation of teaching must be made available to that faculty member in a timely manner and are confidential. These data may only be made available to those involved in performance evaluation (faculty member, chairperson, peer evaluation committee, promotion and tenure committee.).

6. Prior to the chairperson’s making a recommendation in any year, the following shall occur:
   1. A meeting between the chairperson and faculty member to discuss all issues relating to the review,
   2. The providing to that faculty member a copy of the chairperson’s tentative recommendation(s), and
   3. Reasonable opportunity for the faculty member to submit a written response to be forwarded to each subsequent level of review.
   4. If the faculty member receives an unsatisfactory rating in any category (teaching, scholarly and creative activity, or service), the chairperson shall provide a written recommendation for improvement and, when appropriate, a commitment of resources to be part of the subsequent year’s annual evaluation.
   5. The faculty member and chairperson shall acknowledge that this meeting has transpired by signature.
7. As long as a faculty member is employed by the University and for at least three years thereafter, the following documents shall be maintained: annual review forms, summaries of annual discussion between the chairperson and faculty member, recommendations, and all other writings used in or resulting from the annual reviews of that faculty member;
8. The following documents shall be available to each faculty member: all writings used in or resulting from the annual reviews of that faculty member including any writings relating to the peer evaluation.
9. Each unit shall establish minimum criteria for satisfactory performance in each category (teaching, scholarly and creative activity, and service).
10. The chairperson shall provide at a minimum a rating of satisfactory/unsatisfactory on teaching, scholarly and creative activity, and service.
11. Unsatisfactory Rating in a Category

a. If the chairperson evaluates the individual as unsatisfactory in 2 out of 3 categories, then the matter is referred to the departmental tenure committee who will review the previous three years’ materials to assess overall performance.

b. If the departmental tenure committee determines the individual is overall unsatisfactory, then post-tenure review (section II.B) will be initiated. If the department tenure committee does not determine that the faculty member’s overall performance is unsatisfactory, then the faculty member’s overall performance shall be deemed satisfactory.

c. To determine that an individual is overall unsatisfactory, the departmental tenure committee must, at minimum, determine that the individual was unsatisfactory in 2 out of 3 categories in two consecutive years or in 3 out of the 3 categories in one year.

d. The chairperson’s evaluation of unsatisfactory in a category may be appealed to the departmental tenure committee. If the departmental tenure committee does not determine that the faculty member’s performance in the category is unsatisfactory, then the faculty member’s performance in that category shall be deemed satisfactory.

e. For a departmental tenure committee to determine that an individual’s performance in any category is unsatisfactory, a minimum of sixty percent of the committee must vote in favor of a finding of unsatisfactory performance in that category.

f. The unit’s operating procedures shall specify the scope of materials for review, the voting procedures, and the method of voting.

B. Criteria for Faculty Evaluation

Each faculty member shall render service to the University by the standards of the UA Little Rock Faculty Handbook and shall behave in a professional and ethical manner. Each faculty member shall be evaluated based on his or her achievements with respect to assigned duties and the areas of teaching (or professional performance for faculty members with non-teaching appointments), scholarly or creative activity, and academically-related service.

Competency in teaching (or professional performance) is a minimum criterion for satisfactory annual review. However, each unit (department) may allow flexibility in identifying the relative importance of each area.  In addition, off-campus duty assignments, and research, and administrative assignments shall be taken into account when establishing individual criteria for a specific review period.

The programmatic learning outcomes data collected from an individual faculty member shall not be used in annual reviews for that person.

Evidence, qualifying activities, and artifacts to be used in evaluating teaching, scholarly or creative activity, and service are defined in the Promotion and Tenure policy (403.15).

C. Post-Tenure Review

A. Post-tenure review is a mechanism to ensure that the university can maintain a faculty capable of fulfilling the university’s mission effectively.  It should encourage productivity, reward exceptional performance, and offer correction of unsatisfactory performance without changing the rights of faculty as enumerated in the current UA Little Rock Faculty Handbook.

Annual review is conducted for all faculty. Criteria, standards and procedures are specified in policies set forth by the trustees, UALR administration, faculty senate, and academic units. The reviews are used for determining salary increases, promotion, tenure, and assisting faculty in professional development. Faculty also have appeal processes as outlined in departmental governance documents and the UA Little Rock Faculty Handbook.

B. Annual reviews for tenured faculty will be used for post-tenure review.  Academic units will define overall unsatisfactory performance for tenured faculty. If a tenured faculty member receives two overall unsatisfactory reviews in sequence or three such reviews in five years, the faculty member departmental group charged with peer review, the chair and the dean shall prepare a professional development plan supported by appropriate resources. The plan shall cover up to three years with the possibility of a one-year extension. During the time period of the professional development plan, progress toward successful completion of the plan will become part of the annual review process for the faculty member.

If the faculty member receives two additional overall unsatisfactory reviews during the professional development plan period, the department chairperson with majority vote of the departmental group charged with peer review, and the dean, initiates the process for terminating with cause the tenured faculty member as specified in the UA Little Rock Faculty Handbook.

Excellence Awards

The UA Little Rock Foundation Fund Board in 1988 instituted a series of annual awards to recognize and reward faculty excellence in three specified areas of performance: teaching, research or creative endeavors, and professional and public service.

Recognition is accorded at the college level and at the University level. Each award consists of a framed certificate and a cash gift of $1,000 at the college level and, at the university level, $5,000 each for teaching, research or creative endeavors, and in public service. College winners are recognized and University winners are announced at an annual ceremony each spring.

Nature and Categories of Awards

Award for excellence in teaching
This award is to recognize, encourage, and reward superior classroom teachers – individuals whose command of their respective disciplines, teaching methodologies, communications skills, concern for student performance, and commitment to the learning process exemplify the teacher/mentor model. The award is not intended to be a popularity contest. It is designed to distinguish those teachers who maintain high expectations of their students and who ensure academic rigor in their courses.

Award for excellence in research or creative endeavors
This award is to recognize, encourage, and reward those individuals whose research or creative endeavors have been particularly successful and are so recognized locally, regionally, and nationally. The results of these efforts should have contributed to the expansion of knowledge and/or the quality of life, and/or encouraged additional research.

Award for excellence in public service
This award is to recognize, encourage, and reward those individuals who have brought credit to the UA Little Rock through their successful efforts in applying the content or skills of their academic disciplines in service to the community, state, or nation in areas of public interest. This award is designed to distinguish those persons whose achievements in serving the public interest by the application of their disciplinary expertise to problems and issues external to campus have been particularly successful and are so recognized locally, regionally, or nationally.

For guidelines, policy, procedures and other information, see ualr.edu/facultyexcellence/home/policy.

Retirement and Voluntary Retirement Incentives

Retirement 
The Board of Trustees of the University of Arkansas offers retirement plans for University of Arkansas campuses. UA Little Rock faculty are covered under the University of Arkansas Retirement Plan. All full-time employees are eligible to participate.

For the full policy, see 425.5 Retirement Program 5.24.18 at www.uasys.edu/policies/board-policies.

(BP 425.5, 5/24/2018)

Voluntary Retirement Incentives for Tenured Faculty
The Board of Trustees is authorized by Arkansas law to offer voluntary retirement incentives to tenured faculty members. An employee’s participation in the University of Arkansas Voluntary Early Retirement Incentives Program for Tenured Faculty (the “Program”) is optional. To be eligible for Program Incentives, a tenured faculty member must meet the following minimum requirements:

1. May not be on leave-without-pay, receiving long-term disability benefits, or receiving workers’ -compensation benefits for total disability, unless applicable law restricts or forbids consideration of one of these requirements;
2. Is age 55 or older on the effective date of the Program Agreement; and
3. Has at least 15 years of continuous service in a tenured or tenure track faculty position with the University of Arkansas or the University of Arkansas System Office on the effective date of the Program Agreement.

Voluntary Retirement Incentives for Non-Tenured Faculty and Staff
The Board of Trustees is authorized by Arkansas law to offer to non-tenured faculty and staff voluntary retirement incentives. An employee’s participation in the University of Arkansas Voluntary Early Retirement Incentives Program for non-tenured faculty and staff (the “NTFS Program”) is optional. To be eligible for NTFS Program Incentives, an employee must meet the following minimum requirements:

1. May not be on leave-without-pay, receiving long-term disability benefits, or receiving workers’ compensation benefits for total disability, unless applicable law restricts or forbids consideration of one of these requirements;
2. Is age 55 or older on the effective date of the NTFS Program Agreement; and
3. Has at least 15 years of continuous full-time employment with the University of Arkansas or the University of Arkansas System Office on the effective date of the NTFS Program Agreement. The term “full-time employment” means an appointment on at least a half-time basis.

For the full policy, see 425.6 and 425.7 Voluntary Retirement Incentives at www.uasys.edu/policies/board-policies.

(BP 425.6 and 425.7, 11/22/2019)

Emeritus Status

Eligibility for Emeritus Status
In recognition of distinguished service to the University of Arkansas, retiring employees may be awarded emeritus status at the rank or title held at the time of retirement.

In order to be considered for emeritus status, an individual must be appropriately recommended and meet at least one of the following conditions:

The retiring individual is age 65 or older and has at least five years of continuous service with the University. The retiring individual is age 62 or older and has at least 10 years of continuous service with the University. The retiring individual has at least 20 years of continuous service with the University.

The retiring individual has elected to retire early under any relevant early retirement provisions.