Improvement Plan or fail to implement a Third-Year Review Performance Improvement Plan, the provost could recommend sanctions up to dismissal for the faculty member.
- d.d. If there are compliance infractions, the faculty member must sign a Compliance Statement in accordance with their annual executed contract. If the faculty member does not sign the infraction agreement, the provost could recommend sanctions up to dismissal for the faculty member.
Performance Is Unsatisfactory
- a.For tenured and tenure-track faculty where there is an unsatisfactory performance in any category under review, the school chair will send the performance review document and their recommendation to the faculty for their comments by March 1. Faculty members may respond to the recommendation within 5 days.
- b.The school chair will forward the performance review document, along with their recommendation and the faculty's response to the college dean and the faculty member by March 7. The college dean will review the materials and send his/her recommendation to the provost for review and decision by March 22.
- c.If the provost finds that a Faculty Third-Year Review Performance Plan is warranted, then the provost sends the decision to the school chair and the faculty member by April 5, notifying them that the faculty member must develop and submit a one-year Faculty Third-Year Review Performance Improvement Plan to the school chair by April 25. The school chair sends his/her/their approved recommendation, the Faculty Third-Year Review Performance Improvement Plan, and the other performance review documents, by May 1, to the dean for review. The dean will send all documents and his/her/their recommendation by May 8 to the provost for review and approval by the provost. The provost sends his/her/their decision by May 18, along with all the other performance review documents to the faculty member, college dean, and school chair for their records.
- d.If there are compliance infractions, the faculty member must sign a Compliance Statement in accordance with their annual executed contract. If the faculty member does not sign the infraction agreement, the provost could recommend sanctions up to for the faculty member.
- e.If the provost finds that the faculty performance warrants sanctions, the provost will send all the faculty performance evaluation documents and the provost's review/recommendation for sanctions, up to dismissal, to the president and to the faculty member by May 1. If the sanction recommendation is for dismissal, the president reviews the recommendation and sends his/her/their final determination decision to the faculty and the provost by May 18.
SANCTIONS
Sanctions may include reassignment of duties, a salary reduction, a reduction in rank, a leave of absence, or other appropriate measures, including dismissal as provided in Policy 2.8.5 Termination. Sanctions could include dismissal with a 30-day notice per HB 250 section 1b.
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