Tenure-track Faculty

Contract Renewal (Third Year Review) Policy and Procedures

• The first level unit's must perform a formal intermediate review of the progress of tenure-track faculty towards meeting the criteria for tenure and promotion prior to reappointment.
• The purposes of these intermediate reviews are to assess the candidate's progress toward promotion, to inform the reviewed faculty member of that assessment, to inform the faculty members more senior to that faculty member who will eventually consider him or her for promotion of that assessment, and to advise the candidate and the first-level administrator of steps that should be taken to improve prospects for promotion.
• These intermediate reviews shall be structured in a similar fashion to reviews for tenure and/or promotion according to the unit's plan of governance but normally will not involve external evaluations of the faculty member. If it is deemed necessary to obtain informal external evaluations, the academic unit must adopt written procedures applying this requirement to all intermediate reviews and these procedures must be approved by the academic administrator (Dean or Provost) at the next level of review.
• The reappointment may be renewed for an additional one, two, or three years.
• University policy stipulates specific dates of notice for nonrenewal based on the length of service. Hence if the decision is made to not renew the appointment, the required notice must be given. If the appointee does not receive timely notification of nonrenewal, the initial appointment should be extended. If, as is frequently the case, the review take place in the third (and final) year of the initial appointment, the faculty member should be given a one year terminal appointment.

Reappointment Instructions

• The reappointment may be renewed for an additional one, two, or three years.
• The faculty member and appropriate academic administrators should complete an Appointment Agreement.
• The reappointment may be renewed for an additional one, two, or three years.

Nonrenewal Instructions

• The first year of the initial appointment shall be a probationary year, and the appointment may be terminated at the end of that fiscal year if the appointee is so notified by March 1.
• In the event that the initial appointment is for two years, the appointment may be terminated if the appointee is so notified by December 15 of the second year.
• After the second year of the initial appointment, the appointee shall be given one full year's notice if it is the intention of the University not to renew the appointment. If the appointee does not receive timely notification of nonrenewal, the initial appointment shall be extended for one additional year.
• Note that the formal intermediate review of tenure-track faculty often takes place in the third (and final) year of the initial appointment. Hence, in order to provide the required timely notification, the faculty member should be given a one year terminal appointment.

Termination Instructions

• A term of service may be terminated by the appointee by resignation, but it is expressly agreed that no resignation shall become effective until the termination of the appointment period in which the resignation is offered except by mutual agreement between the appointee and the President.
• The President may terminate the appointment of a tenure-track appointee for moral turpitude, professional or scholarly misconduct, incompetence, or willful neglect of duty, provided that the charges be stated in writing, that the appointee be furnished a copy thereof, and that the appointee be given an opportunity prior to such termination to request a hearing by an impartial hearing officer appointed by the chief executive officer or a faculty board of review as provided for by the relevant institutional policy body. For additional information, see USM Policy II - 1.00 - C. 7 & 8.
• The Unversity may terminate any appointment because of the discontinuance of the department, program, school or unit in which the appointment was made; or because of the lack of appropriations or other funds with which to support the appointment. Such decisions must be made in accordance with standards and procedures set forth in written institutional policies.
• Appointments shall terminate upon the death of the appointee.