2.7 CONTRACT AND TENURE POLICY AND PROCEDURES
To set forth the rules governing contract and tenure at Juniata College.
A. First-, second- and third-year faculty members may be given one-year probationary contracts. During the third year, the Personnel Evaluation Committee will conduct a rigorous evaluation of the faculty member’s effectiveness using procedures detailed in Section 184.108.40.206 of this Handbook. Based on this evaluation of the recommendation of the Personnel Evaluation Committee, the Administration may grant the faculty member a one-year terminal contract, a one- year growth contract, or a three-year probationary contract. During the faculty member’s sixth year, the Personnel Evaluation Committee will again conduct a rigorous evaluation of the faculty member. If at that time they find the individual to be of tenurable quality, they will recommend him or her, for tenure. If they do not find the individual to be of tenurable quality at that time, the Personnel Evaluation Committee will recommend a one-year terminal contract.
B. For faculty members appointed with demonstrated and well-recognized exceptional professional experience, the schedule of contracts and evaluation may be negotiated at the time of appointment with the Administration after consultation with the Personnel Evaluation Committee. Length of service at another institution, per se, is not an argument for change of schedule.
C. Once a faculty member has been granted tenure, non-renewal may occur for retrenchment as outlined in Section 2.8.4. A tenured faculty member may also be dismissed for just cause as outlined in Section 2.8.3 or prolonged mental or physical illness as outlined in Section 2.8.6.
D. Faculty in their first year at Juniata College will be notified of non-renewal on or before March 1 and those in their second year on or before December 15. Those in their third year or beyond will have no less than twelve months’ notice.
E. Any full-time faculty member who has completed his or her sixth-year evaluation becomes eligible to apply for sabbatical leave and remains eligible according to sabbatical leave policies.
F. All members of the faculty, tenured, on probationary contract or on term contracts, are guaranteed academic freedom as defined in Section 2.9.6.
2.7.3 Definition of Probationary Status
Probationary status gives individuals time to demonstrate their ability and also gives the College time to observe and evaluate them on the basis of their performance in a faculty position. During this period, a faculty member has the same academic freedom as a tenured faculty member, and non-reappointment (see Section 2.8.3.) cannot be based on claims which involve a violation of academic freedom. Non-reappointment, termination, dismissal, or suspension of a probationary faculty member can occur only in accordance with the provisions of Sections 2.8 of this Handbook. Faculty members holding probationary appointments are evaluated for reappointment or non-reappointment according to procedures given in Section 220.127.116.11.
18.104.22.168 Prior Teaching Service Credit: Policy and Procedures
A. An individual with two or three years prior teaching full-time at the post-secondary level, may be eligible for a reduced probationary period of five years (instead of six). Someone with four or more years prior teaching full-time at the post- secondary level may be eligible for a reduced probationary period of four years (instead of six). Under exceptional circumstances, it may be possible to reduce the probationary period to fewer than four years. Comparable experience and graduate teaching assistantships may be considered as equivalent to teaching experience in certain cases. Decisions related to the granting of credit for prior teaching service will be made by the President and the Provost after consultation with the Personnel Evaluation Committee. The individual being offered prior credit may decline the offer and must indicate his or her decision in writing.
B. The following procedures constitute the most probable schedule for an abbreviated probationary period. At the discretion of the Provost, this schedule may be altered and a written outline of the procedure placed in the personnel file of the faculty member.
1. Normally, a faculty member eligible for a five-year probationary period will be evaluated administratively in the first year according to the procedures outlined in the Faculty Manual. In the second year the candidate would be evaluated by the Personnel Evaluation Committee with recommendation for an initial three-year contract following a positive outcome according to the procedures outlined in the Faculty Manual. Review for tenure would occur in the fifth year and follow the procedures outlined in the Faculty Manual.
2. Normally, a faculty member eligible for a four-year probationary period will be evaluated administratively in the first year according to the procedures outlined in the Faculty Manual. In the second year the candidate would be evaluated by the Personnel Evaluation Committee with recommendation for an initial two-year contract following a positive outcome according to the procedures outlined in the Faculty Manual. Review for tenure would occur in the fourth year and follow the procedures outlined in the Faculty Manual.
2.7.5 Definition of Tenure
Conferral of tenure means that a faculty member with the rank of Assistant Professor or higher is entitled to annual contract renewal by Juniata College until retirement or resignation as defined in Section 2.8.1 and 2.8.2. Non-renewal of a tenured faculty member may occur for retrenchment as outlined in Section 2.8.4. A tenured faculty member may also be dismissed for just cause as outlined in Section 2.8.3 or prolonged mental or physical illness as outlined in Section 2.8.6.
2.7.6 Eligibility for Tenure
A leave with pay (as defined in Section 2.13.1) for an academic year or less will count toward seniority in the granting of tenure. A leave without pay (as defined in Section 2.13.2) for one academic year or more will not count toward seniority unless the faculty member and Juniata College agree in writing to the contrary at the time the leave is granted.
Approved by Board of Trustees 2/2004
A faculty member is entitled to extend the probationary period, with or without taking a full or partial leave of absence, if the faculty member is a primary or coequal caregiver of a new-born or newly adopted child, or is a primary or coequal caregiver for another family member, including a life partner. Consideration for tenure may be delayed for up to one year per event; however, there may be no more than two one-year extensions of the probationary period. Such arrangements must be made within one year of the birth or adoption for each child or onset of the medical condition, in consultation with the Provost and the department chair. A faculty member granted such an extension shall not be subject to additional expectations beyond those normally required to qualify for retention or tenure.
Approved by Faculty, May 2012
Approved by Board of Trustees, Feb 2012