University of Louisville College of Education and Human Development

 
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College of Education and Human Development
Personnel Policies and Procedures

Table of Contents

Preamble
The Personnel Committee

Article 1.0 Faculty Appointments and Tenure
Sec. 1.1 Types of Appointments
Sec. 1.2 Nontenurable Full-Time Appointments
Sec. 1.3 Probationary Appointments
Sec. 1.4 Tenure Appointments

Article 2.0 Faculty Performance: Standards and Definitions
Sec 2.1 Teaching
Sec 2.2 Service
Sec 2.3 Research or Creative Activity
Sec 2.4 Collegial Collaboration
Sec 2.5 Adherence to Professional Standards
Sec 2.6 Overall Expectations

Article 3.0 Faculty Personnel Reviews
Sec. 3.1 Reviews of Faculty
Sec. 3.2 Annual Reviews
Sec. 3.3 Tenure
Sec. 3.4 Promotion in Rank
Sec. 3.5 Periodic Career Reviews

Article 4.0 Conditions of Faculty Employment
Sec. 4.1 Annual Work Plan and Presence at the University
Sec. 4.2 Compensation
Sec. 4.3 Work Outside the University
Sec. 4.4 Paid Tutoring
Sec. 4.5 Sabbatical Leave
Sec. 4.6 Leave of Absence Without Pay
Sec. 4.7 Leave of Absence With Pay
Sec. 4.8 Retirement


Article 5.0 Resolution of Disagreements

Article 6.0 Termination of Service

Article 7.0 Personnel Documents

Appendix 1: Grievance Procedures
Appendix 2: Termination Procedures

The Personnel principles of the College of Education and Human Development are established by Chapter 4 of The Redbook. This unit document is founded on those principles and details the criteria, standards and procedures used within the College, subject to The Redbook. .

Preamble

The current edition of The Redbook, which contains the general personnel policies and procedures of the University of Louisville, establishes the faculty's shared responsibility for such matters. The faculty of the College of Education and Human Development endorses the 1966 Statement on Government of Colleges and Universities, promulgated by the American Association of University Professors, the American Council on Education, and the Association of Governing Boards of Universities and Colleges. The Statement, which represents the generally accepted standards of "appropriately shared responsibility and cooperative action among the components of the academic institution," will be used as a guide for interpreting the particular articles of the following personnel policies and procedures, especially when disputes arise regarding application of the policies and procedures.

The Personnel Committee

The Personnel Committee shall advise the dean on all personnel matters affecting the faculty: appointment, promotion, tenure, salaries, individual personnel problems, and general personnel policies and procedures.

  • The Personnel Committee shall advise the dean and make recommendations at the dean's request or on the Committee's own initiative. The Committee may act upon the recommendation of one of its members or upon being petitioned by a faculty group or an individual faculty member.


  • The Personnel Committee shall meet privately to consider matters involving individual faculty members and shall make its recommendations regarding these matters in writing to the dean, who shall meet with the Committee to hear the reasoning of its members before taking action contrary to the Committee's recommendations.


  • The dean shall provide the Personnel Committee with complete information on any matter brought before the Committee. The dean shall inform the Personnel Committee of all administrative decisions on matters which the Committee has discussed and on which it has made recommendations. The dean shall then inform the faculty member concerned and the faculty member's department chairperson of the Committee's recommendation and the dean's decision. These results shall be recorded by the Committee secretary.


  • Any member of the faculty may, upon written request, appear before the College Personnel Committee to discuss any personnel matter affecting the faculty member and to ascertain the Committee's recommendation in the case.


  • The Personnel Committee shall keep discussions and recommendations confidential if they involve individual faculty members; however, the Committee, in session, may in matters of fact finding, elect to seek additional input from faculty and/or administrators not on the committee.


  • Before making a negative recommendation regarding a faculty member's tenure decision, the Personnel Committee shall invite the faculty member to meet with the Committee.


  • The Personnel Committee's recommendations on all personnel matters shall be presented to the dean with a clear and concrete explanation, and a copy of this recommendation shall be provided to the faculty member concerned and the faculty member's department chairperson.


  • The Personnel Committee and its individual members shall communicate and consult with individual faculty members and with the faculty as a whole regarding personnel practices, procedures, and policies in the College.


  • The Personnel Committee may invite any faculty member who is leaving the university to make a written statement (or to meet with the Committee) regarding the College's personnel practices, procedures, and policies.


  • Personnel decisions in the College of Education & Human Development shall be based on evidence collected, organized, and presented by faculty members undergoing review, in cooperation with their department chairperson. It is the responsibility of each person being reviewed to provide useful information which will facilitate the decision-making process, and it is the responsibility of each person involved in the review process to protect the integrity of the review file (the triptych or other review portfolio).


  • At all stages of the review process within the College of Education & Human Development, reviewers shall assess the same body of evidence.


  • Once the review file has been compiled and while it is being reviewed within the department, it is in the custody of the department chairperson, who shall control access to the file.


  • Once the review file has been forwarded to the dean via the College Personnel Committee, it is in the custody of the dean, who shall control access to the file while it remains in the College of Education & Human Development.

  • Once the review file has been compiled, no additional evidence (as distinct from the recommendation of reviewers or rebuttals by the faculty member undergoing review as provided for in this document) shall be added to the review file unless it is made available to all reviewers.
  • Recommendations of reviewers and any other material added to a candidate's review file shall become part of the file. The candidate may examine any material in the file, but the person who has custody of the file shall ensure that the candidate is not informed of the identity of evaluators


  • The faculty member undergoing review shall be informed in writing of any evidence or charge of misconduct that has been included in the review file and shall have the opportunity to respond in writing to such evidence or charge. The faculty member's written response or a written statement that the faculty member has declined to respond shall be included in the review file and shall be made available to all reviewers.


  • Faculty members undergoing review may appeal decisions of the dean in accordance with procedures established in The Redbook.

Approved by the faculty: 08-25-05
Amended by the Faculty: 08-24-95; 09-28-95; 02-26-02; 03-04-05; 04-29-05
Approved by Faculty Senate: 01-11-06
Approved by Board of Trustees: 4-18-06

 

Please contact Becki Newton (852-3235) if you have questions about the accuracy or currency of any information on this page.

 

 

This page last modified on January 4, 2007
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