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Policies of Academic Freedom and Tenure
The University of North Carolina at Wilmington
Approved by the Board of Governors of The University of North Carolina
- May 14, 1976, effective June 11, 1976; revisions approved July
20, 1979, effective July 20, 1979; revisions approved May 10, 1982,
effective
July 1, 1982; revisions approved November 11, 1994, effective December
9, 1995; revisions approved January 2001, effective July 1, 2001; revisions approved August 2007; effective August 2007.
This document sets forth the official policy of The University of
North Carolina at Wilmington regarding academic freedom, rights, and
responsibilities, promotion, and tenure of its faculty. Fundamental
in this policy are the concepts of academic freedom, rights, and responsibilities
as stated in Chapter
VI of the Code of The University of North Carolina.
Equally fundamental is an explicit policy of promotion and tenure.
- Freedom and responsibility
in the university community
- Academic freedom and responsibility
of faculty
- Academic tenure
- Policies on appointment, promotion, and
tenure
- Mediation of faculty grievances
- Nonreappointment hearings procedure
- Faculty committee to hear grievances
- Policies regarding cessation of university
employment
- Termination of faculty employment
- Retirement
- Policy on leave
- Implementation
Section X. Retirement
(This document is currently under review by the Faculty Senate. Some
parts of this section are no longer applicable).
- Retirement Policy for Members of the Faculty
Each member of the faculty who has permanent tenure shall automatically
be retired, without notice, on July 1 coincident with or next
following his or her seventieth birthday except as herein provided.
- Reappointment Beyond Normal Retirement Date
A faculty member may be continued in
employment past the retirement date specified in Section X.A [immediately
above] only when exceptional circumstances
are such that the institution would suffer adverse effects
if that person's service were not continued. Continuation in employment
may be authorized only by a term appointment, each term not
to
exceed
one year in duration. Any continuation in employment must
be upon
recommendation
of the Chancellor and approval of the Board of Trustees,
and in accordance with the following procedure.
- Each proposed appointment to continue employment beyond the
retirement date specified in Section X.A shall be initiated
by recommendation
of the chairperson or dean of the department or school concerned after
consultation with the faculty member. The recommendation shall present
evidence that the faculty member can continue to perform at a high
level, and it shall set forth in detail the exceptional circumstances
that justify the recommendation.
- The chairperson's or appropriate dean's recommendation for
continuation shall be reviewed through the administrative
channels prescribed for reviewing
recommendations for other fixed-term faculty appointments, and must receive
approval of the Board of Trustees.
- Not later than twelve months before the retirement date
specified in Section X.A and not later than six months after
any subsequent term of employment,
the faculty member shall be given written notice either by his/her chairperson
or school dean that his/her continuation is not to be affected or by the
Chancellor that his/her continuation has been approved. Failure to give
notice as herein
required is not a basis for continuing employment.
- If the faculty member's department chairperson or school
dean determines that the continuation of employment should
not be effected, he/she shall
so notify the faculty member in writing. A copy of the notice given to
the faculty
member shall be sent to the chairperson's or school dean's immediate
supervisor.
- The faculty member may request a review of the chairperson's
or school dean's determination by the chairperson's or school
dean's immediate
supervisor. This
request must be written and may set forth any exceptional circumstances
relating to adverse effects upon the institution that the faculty member
expects will
result if he/she is not continued. The supervisor's concurrence with
the chairperson's or school dean's decision affirms the decision. If
the supervisor
thinks the
matter should be reviewed, he/she shall so notify the faculty member's
chairperson or school dean, who shall thereupon put the matter forward
into the regular
administrative review channels. Concurrence with the chairperson's
or school dean's determination at any level of administrative
review is
a final determination,
and review thereupon terminates at that level. If there is disagreement
with the chairperson's or school dean's decision at any level of review
below
the Chancellor, the question of reappointment shall immediately be
referred to
the Chancellor for recommendation to the Board of Trustees.
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