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1. Unless tenure has been awarded by the University, all full-time faculty appointments are on an annual, multi-year, temporary, or probationary basis. 
2. In some cases, appointments for less than one academic year may be made, for example, initial appointments at mid-year or emergency one-semester appointments.

1. The department/school promotion and tenure committee (or other initial recommending committee) and all subsequent evaluators reviewing the case will take into consideration the formal evaluations of the faculty member’s performance by the chair/director and the dean, the faculty member’s self-evaluation, and any other relevant data, as well as the needs of the department/school.
2. These procedures will be suitably adapted for faculty members who hold interdisciplinary, interdepartmental, or joint appointments, or who hold appointments in a department/school with two or fewer tenured faculty members. The adapted procedures should be recommended and approved by the dean(s) and the appropriate executive vice president. 
3. Each department/school conducts an annual review of the probationary tenure-track faculty in that department/school. This review is based on the performance of the individual faculty member, the needs of the department/school, and is initially conducted by a committee consisting of tenured members of the department/school.
4. The department/school promotion and tenure committee recommends to the chair/director one of the following actions:
   
   1. That the faculty member be offered an additional annual contract without tenure.
   2. That the faculty member not be reappointed, that is, not be offered an additional contract if in the first or second year of service, or offered a terminal contract for the succeeding year if in the third or subsequent year of service.
5. A copy of the committee’s recommendation shall be supplied to the faculty member via the secure site, with reasons for the recommendation for reappointment or non-reappointment.
6. Considering the written recommendation of the department/school promotion and tenure committee, if applicable, the performance of the faculty member, and the needs of the department/school, the chair/director makes a recommendation to the dean concerning the reappointment or non-reappointment of each individual probationary tenure-track faculty member and provides each faculty member with a copy of the recommendation via the secure site.
7. Considering the recommendation of the department/school promotion and tenure committee and of the chair/director, as well as the needs of the college/school, the dean makes a decision concerning the reappointment or non-reappointment of each individual probationary tenure-track faculty member and notifies each faculty member of this decision by posting their recommendation on the secure site. The dean of the School of Medicine may, upon determination that the professional goals, responsibilities, or performance of a tenure-track faculty member who performs patient services is more appropriately aligned with a career track appointment, provide a one-time opportunity for the faculty member to transition to a career track appointment in accordance with the conversion policy. 

Reappointment or Non-Reappointment of Career-Track Faculty

Each department/school conducts an annual review of all career-track faculty members in that department/school. This review is based on the performance of the individual faculty member and the needs of the department/school.

1. Teaching Faculty
   1. For teaching assistant professors, annual reviews are conducted by the committee consisting of tenured members of the department/school and teaching professors, followed by the chair/director and the dean. 
   2. For teaching associate professors and teaching professors, annual reviews are conducted by the chair/director, followed by the dean. In lieu of this annual review, and if not applying for promotion, every sixth year, teaching associate professors and teaching professors will instead undergo an in-depth evaluation that is initially conducted by a committee consisting of tenured members of the department/school and teaching faculty of an equal or higher rank, followed by the chair/director and the dean. 
   3. Based on the performance of the faculty member and the needs of the department/school, the chair/director makes a recommendation to the dean concerning the reappointment or non-reappointment of each faculty member and provides each faculty member with a copy of the recommendation via the secure site.
   4. Considering the recommendations of the department/school committee and of the chair/director, as well as the needs of the college/school, the dean makes a decision concerning the reappointment or non-reappointment of each faculty member and notifies each faculty member of this decision by posting their recommendation on the secure site. If the decision is not to reappoint the faculty member, the dean provides the faculty member and the appropriate executive vice president with a copy of the decision letter via the secure site.
      
      1. If the dean decides not to reappoint a faculty member, the faculty member may request a review by the appropriate executive vice president, whose decision is final. 
      2. Notice of the dean’s decision concerning reappointment or non-reappointment of the faculty members shall be according to the Schedules for Faculty Personnel Actions in the Faculty Handbook.
2. Clinical Faculty
   
   1. For clinical assistant professors, annual reviews are conducted by the committee consisting of tenured members of the department/school and teaching or clinical faculty of an equal or higher rank, followed by the chair/director and the dean. 
   2. For clinical associate professors and clinical professors, annual reviews are conducted by the chair/director, followed by the dean. In lieu of this annual review, and if not applying for promotion, every sixth year, clinical associate professors and clinical professors will instead undergo an in-depth evaluation that is initially conducted by a committee consisting of tenured members of the department/school and teaching or clinical faculty of an equal or higher rank, followed by the chair/director and the dean. 
   3. Based on the performance of the faculty member and the needs of the department/school, the chair/director makes a recommendation to the dean concerning the reappointment or non-reappointment of each faculty member and provides each faculty member with a copy of the recommendation via the secure site.
   4. Considering the recommendations of the department/school committee and of the chair/director, as well as the needs of the college/school, the dean makes a decision concerning the reappointment or non-reappointment of each individual faculty member and notifies each faculty member of this decision by posting their recommendation on the secure site. If the decision is not to reappoint the faculty member, the dean provides the faculty member and the appropriate executive vice president with a copy of the decision letter via the secure site.
      
      1. If the dean decides not to reappoint a faculty member, the faculty member
         may request a review by the appropriate executive vice president, whose decision is final. 
      2. Notice of the dean’s decision concerning reappointment or non-reappointment of the faculty members shall be according to the Schedules for Faculty Personnel Actions in the Faculty Handbook. 
3. Research Faculty 
   
   1. Research faculty members in research centers housed within a college/school will be reviewed similarly to career-track teaching faculty in the academic departments/schools within that college/school. 
      
      1. If the evaluation is positive and the dean’s recommendation on retention is affirmative, the individual will be reappointed.
      2. If the dean’s decision is negative, the research faculty member may request a review of the non-reappointment by the appropriate executive vice president, whose decision is final.
   2. Research faculty in an Office of Enterprise Research and Innovation (OERI) center will undergo an annual in-depth review by their center review committee and center director, as defined in the center policy. The center director will make a decision concerning the reappointment or non-reappointment of each faculty member and notifies each faculty member of this decision. 
      
      1. If the center director decides not to reappoint a research faculty member, they will be notified of termination according to the center policy. The faculty member may request a review by the vice president for research and economic development, whose decision is final.
4. Faculty of Practice 
   
   1. For faculty of practice (any rank), in the School of Medicine and School of Health Professions, the following process is followed: 
      
      1. Faculty Affairs and Professional Development (FAPD) compiles a list of faculty eligible for reappointment and notes any service on VHS standing committees or other applicable committees/programs. 
      2. The list is shared with the Experiential Learning Office, which identifies faculty actively involved in student education.
      3. FAPD distributes the list to the School of Medicine department chairs and the School of Health Professions dean and program directors for review. Chairs and program directors are expected to verify each faculty member’s level of engagement, including contributions to the education of health professions students, medical students, residents, or fellows.
      4. The reviewed list is returned to FAPD for processing: the executive vice president for health sciences approves all reappointments.
      5. Faculty not recommended for renewal receive a termination letter by December 31.
      6. Faculty approved for reappointment receive a confirmation letter outlining the term of their renewed appointment on or about July 1.
   2. For faculty of practice (any rank), in all other departments/schools, the annual review is conducted by a committee consisting of tenured members of the department/school, followed by the chair/director and the dean.
5. Career-Track Faculty in the Schools of Medicine and Health Professions 
   
   1. All career-track faculty in the School of Medicine and the School of Health Professions shall be evaluated in accordance with the policies of each school, using the FAPD annual evaluation/review process.
   2. By December 31, each department chair in the School of Medicine or the dean of the School of Health Professions recommends one of the following actions:
      
      1. That the faculty member be offered reappointment for a term of at least one year, or for a term length commensurate with the faculty member’s rank; or 
      2. The faculty member is not reappointed and shall be notified of the termination of their contract effective June 30 of the current fiscal year.