• TABLE OF CONTENTS
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 Academic appointments, types of...
 Faculty and appointments: screening...
 College of Medicine; clinical faculty...
 Faculty evaluations and improv...
 Non-renewal of non-tenured or non-permanent...
 Academic freedom and responsib...
 Tenure and promotion
 Permanent status for county extension...
 Personnel exchange program
 Complaints against faculty...
 Methods for review and resolution...
 University grievance procedure...
 Appeal procedures of the University...
 Suspension, termination, and other...
 The University Record
 Florida Museum of Natural History:...
 Florida Museum of Natural History:...
 Last week of class examination...
 P.K. Yonge Developmental Research...
 P.K. Yonge Developmental Research...
 P.K. Yonge Developmental Research...
 P.K. Yonge Developmental Research...
 Classroom attendance of student...






Group Title: University of Florida regulations : academic affairs
Title: University of Florida regulations : academic affairs. Academic personnel employment plan.
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Permanent Link: http://ufdc.ufl.edu/UF00089355/00001
 Material Information
Title: University of Florida regulations : academic affairs. Academic personnel employment plan.
Series Title: University of Florida regulations : academic affairs
Physical Description: Serial
Language: English
Creator: Office of the Vice President and General Counsel, University of Florida
Publisher: Office of the Vice President and General Counsel, University of Florida
Place of Publication: Gainesville, Fla.
Publication Date: 2007
 Subjects
Subject: University of Florida.   ( lcsh )
Spatial Coverage: North America -- United States of America -- Florida
 Record Information
Bibliographic ID: UF00089355
Volume ID: VID00001
Source Institution: University of Florida
Holding Location: University of Florida
Rights Management: All rights reserved, Board of Trustees of the University of Florida

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Table of Contents
    Academic appointments, types of appointments, appointment status modifier, and academic-administrative classification titles
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    Faculty and appointments: screening and selection, notice of initial appointments, renewal of appointments, and delegation of authority
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    College of Medicine; clinical faculty teaching appointments; restrictive covenants
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    Faculty evaluations and improvement
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    Non-renewal of non-tenured or non-permanent status faculty appointments
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    Academic freedom and responsibility
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    Tenure and promotion
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    Permanent status for county extension faculty and P.K. Yonge Developmental Research School faculty
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    Personnel exchange program
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    Complaints against faculty members
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    Methods for review and resolution of faculty grievances
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    University grievance procedure for faculty: definitions, general information, and procedures
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    Appeal procedures of the University Senate Committee on Academic Freedome, Tenure, Professional Relations and Standards committee
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    Suspension, termination, and other disciplinary action for faculty
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    The University Record
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    Florida Museum of Natural History: use and loans
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    Florida Museum of Natural History: Program of Vertebrate Paleontology
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    Last week of class examination and assignment policy
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    P.K. Yonge Developmental Research School: activity fee
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    P.K. Yonge Developmental Research School: pupil placement, promotion and graduation
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    P.K. Yonge Developmental Research School: student conduct
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    P.K. Yonge Developmental Research School: admission policy
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    Classroom attendance of student athletes
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Full Text






RULES OF

UNIVERSITY OF FLORIDA



6C1-7.003 Academic Affairs; Academic Personnel Employment Plan: Academic

Appointments, Types of Appointments, Appointment Status Modifiers, and Academic-

Administrative Classification Titles.

(1) Academic Personnel (AP) Employment Plan.

(a) The University of Florida maintains a uniform employment plan for Academic

Personnel of the University. As used herein "Academic Personnel" comprises the faculty, and

certain graduate and professional student appointments, and excludes members of the University

Support Personnel System (USPS) and Technical, Executive, Administrative and Managerial

Support (TEAMS). The Academic Personnel Plan includes all authorized class titles and codes;

the class specifications; employment and professional status modifiers; and instructions for

implementing and maintaining the Academic Personnel Plan.

(b) The Academic Personnel classification consists of positions having the principal

responsibility of teaching and/or research, extension and/or providing administrative functions

directly related to the academic mission and accomplishment of the University goals.

(2) Academic Appointments. The academic appointees of the University shall consist

of personnel holding the academic ranks of assistant professor, associate professor, professor or

above, the equivalent in academic ranks in the instructional, research, or extension units or other

academic functions, and personnel holding other specialty faculty or student titles identified

below. Equivalent faculty ranks may be granted in the scholar, scientist, engineer, and curator

series.









(a) Academic Ranks and Titles.

1. Eminent Scholar (Faculty Title). Funds are provided to the University to create

endowment programs which include the Eminent Scholar Endowed Chairs and the endowed

professorship programs. The criteria for appointment to the tenure eligible rank of Eminent

Scholar in the endowed chair program shall be developed by the dean of the recipient's college

in consultation with faculty members. Such criteria shall include, but not be limited to, an

outstanding professional reputation and outstanding contribution of scholarly activities. Eminent

Scholar shall not be considered a promotional rank. The President shall select the candidate to

be offered the appointment as an Eminent Scholar.

a. University faculty members whose performance meets the criteria of an established

endowment are eligible for consideration for the endowed professorship program. The decision

concerning the recipient of an endowed professorship rests with the administration of the

academic college or unit in consultation with the faculty members of that college or unit.

b. The Eminent Scholar and endowed professorship programs may be evaluated on an

annual basis using recognized academic standards and each college or unit will be responsible

for submitting a report on each Eminent Scholar and the endowed professorship programs upon

request of the Provost or President.

2. Graduate Research Professor (Faculty title). The rank of Graduate Research

Professor was awarded to recognize outstanding accomplishment and an international reputation

in teaching and research. This title is no longer awarded.

3. Distinguished Service Professors and Research Curators (Faculty Titles). The rank

of Distinguished Service Professor was awarded to recognize outstanding accomplishment in

teaching, extension, or service while at the University. The rank of Distinguished Research









Curator was used to recognize outstanding accomplishments in research, service, and, where

applicable teaching, in either the Florida Museum of Natural History or the University libraries.

These titles are no longer awarded.

4. Distinguished Professor (Faculty Title) This title is granted to tenured faculty

holding the rank of professor or its equivalent to recognize a distinguished and exceptional

record of achievement beyond the level of professor that is recognized both nationally and

internationally. An exceptional record of achievement is one that places the candidate at the top

of the discipline in research, as defined in Rule 6C1-7.019, F.A.C., with distinction in the areas

of teaching and service as also defined in that rule. Distinguished Professor shall not be

considered a promotional rank. Recommendations for the award of the title of Distinguished

Professor are processed under the same procedures used for the recommendation for promotion

under Rule 6C1-7.019, F.A.C, except that nomination for this award is to be initiated by the

appropriate college dean or equivalent administrator. Candidates may not be self-nominated.

5. Professor (Faculty title). Candidates for this tenure eligible faculty rank shall be

qualified for the rank of associate professor and in addition, be a recognized national or

international authority or an outstanding teacher in his or her field or specialization. A

candidate for this rank must have a distinguished record of achievement beyond the level of

associate professor.

6. Associate Professor (Faculty title). Candidates for this tenure eligible faculty rank

shall hold the highest degree appropriate to his or her field or possess professional qualifications

in his or her field above those which would be equivalent to the highest degree appropriate to his

or her field. He or she is expected to have produced creative work, professional writing, or









research, and to have had successful teaching or professional experience. A candidate for this

rank must have a distinguished record of achievement beyond the level of assistant professor.

7. Assistant Professor (Faculty title). Candidates for this tenure eligible faculty rank

shall hold the highest degree appropriate to his or her field or possess equivalent qualifications

based on professional experience. A candidate shall be expected to demonstrate successful

experience pertinent to the position for which he or she is being recommended and have

demonstrated qualities pertinent to the goals of the academic unit in which he or she will be

employed.

8. Curator (Equivalent Faculty Titles). Candidates for these tenure eligible positions

may be awarded in the following equivalent academic ranks: Assistant Curator, Associate

Curator and Curator.

9. Research or Extension Scientist/Scholar/Engineer Series (Equivalent Faculty titles).

a. Candidates for these tenure ineligible faculty positions are individuals not normally

involved in regular academic programs, but who are carrying out the equivalent faculty duties in

research and/or cooperative extension programs which may be funded by external or temporary

sources. The candidates in the following ranks shall have the same professional qualifications

required of those faculty described in subparagraphs (2)(a)5.-7. above: Research Scientist,

Associate Research Scientist, Assistant Research Scientist; Scholar, Associate Scholar,

Assistant Scholar; Engineer, Associate Engineer, Assistant Engineer; Extension Scientist,

Associate Extension Scientist, Assistant Extension Scientist.

b. Faculty holding these titles shall have no regular teaching duties. Teaching on an

occasional basis is not precluded, but substantial teaching assignments will not be made unless

and until transfer is made to a tenure-eligible position.-









10. University Librarian (Faculty titles). Candidates may be awarded these tenure

eligible positions in the following academic ranks: Assistant University Librarian, Associate

University Librarian, and University Librarian.

11. Lecturer (Faculty titles). Candidates may be awarded these tenure ineligible faculty

positions in the following academic ranks: Lecturer, Senior Lecturer, and Master Lecturer.

Candidates shall have received the academic degree appropriate to the assignment of duties, or

equivalent experiences or accomplishments in the field may be substituted. Appointment as

Senior Lecturer shall constitute a promotion from Lecturer and shall be based on additional

experiences and/or accomplishments in the field and in assigned duties. Appointment as Master

Lecturer shall constitute a promotion from Senior Lecturer and shall be based on additional

experiences and/or accomplishments in the field and in assigned duties.

12. Developmental Research School Faculty Positions (Specialty Faculty titles).

Candidates for the permanent status accruing positions of P.K. Yonge (PKY) University

Developmental Research School Instructor, PKY Assistant Professor, PKY Associate Professor

and PKY Professor, in the department of the College of Education shall hold the qualifications

appropriate to these ranks described in subparagraphs (2)(a)5.-8. of this rule; however, these

specialty faculty titles are not equivalent faculty ranks to those set forth in subparagraphs

(2)(a)5-8. Candidates for faculty positions at the University's P.K. Yonge Developmental

Research School shall have at least a master's degree and shall have had at least three (3) years

experience or relevant experience pertinent to the assigned position and shall hold a valid

teacher's certificate appropriate to the assignment. Eligibility for permanent status is described

in Rule 6C1-7.025 F.A.C.









13. County Extension Agents I, II, III, IV (Extension Faculty titles). Candidates for

these permanent status accruing specialty faculty positions shall hold a master's degree and/or

possess other qualifying experience or accomplishments. Responsibilities include the

development of long-range educational programs in the area of responsibility of the Florida

Cooperative Extension Service in concert with the county in which the agent is employed.

Eligibility requirements and awarding of permanent status and faculty ranks are described in

Rules 6C1-7.025 and subsection 6C1-6.009(3), F.A.C.

14. Assistant in, Associate in, and Senior Associate in (Specialty Faculty titles).

Candidates for these tenure ineligible specialty faculty positions must hold a master's degree in a

field of specialization unless the administrator of the unit determines that experience and/or

training is equivalent to the educational requirements. Authorship or co-authorship of significant

publications in the field of specialization may be regarded as evidence of qualifying experience

and training. The authority to grant a promotion from the rank of Assistant in to Associate in or

from Associate in to Senior Associate in is delegated by the President to the appropriate Dean or

Director or, in the case of IFAS and the Health Center, to the Vice President for Agricultural and

Natural Resources or Health Affairs. Appointment as Associate in shall constitute a promotion

from Assistant in and shall be based on additional qualifying education and/or experience and on

accomplishments in performing assigned duties. Appointment as Senior Associate in shall

constitute a promotion from Associate in and shall be based on additional qualifying education

and/or experience and on accomplishments in performing assigned duties.

15. Postdoctoral Associate (Specialty Faculty title). The appointee shall have received

the doctorate in a field appropriate to the assigned duties and responsibilities. This appointment

is used when the individual renders compensable services to the University and is assigned









specific duties and responsibilities. Appointees to these specialty faculty positions shall have no

continuing contractual relationship with the University.

(b) Fellows.

1. Postdoctoral Fellow. The appointee shall have received the doctorate in a field

appropriate to the position offered. The appointment is for the individual's further experience in

research and teaching and is generally limited to two (2) or three (3) years. To qualify for a

fellowship exemption under the Federal income tax laws, no assigned duties and responsibilities

or services can be required other than those which are an integral part of the Fellow's program in

research and teaching. Appointees to these specialty faculty positions shall have no continuing

contractual relationship with the University.

(c) Student Titles Graduate School Series.

1. All titles in this series shall be governed by the following criteria:

a. Appointees in this series must be properly registered and working toward a

graduate degree through the Graduate School, and the appointee must meet the requirements set

forth by the Graduate School.

b. The appointment may be for any desired percentage of full-time, and the

assignment shall be commensurate with the percentage of time or the degree of effort of the

appointment.

c. The appointment does not accrue tenure, is not a regular faculty appointment, and

is temporary in nature, either because of the character of the project or assignment or, because

upon completion of requirements for a degree, the appointee will not be offered re-appointment

to the position. Appointees shall have no continuing contractual relationship with the

University.










2. Senior Graduate Teaching or Research Associate. The appointee shall, as a

minimum, have completed most of the work leading to a doctorate. Appointment to either of

these positions represents a promotion from the position of Graduate Teaching or Research

Associate.

3. Graduate Teaching or Research Associate. The appointee shall, as a minimum, have

completed most of the work leading to a doctorate. Appointment to either of these positions

represents a promotion from the position of Graduate Teaching or Research Assistant.

4. Graduate Teaching or Research Assistant. The appointee shall have completed

thirty (30) semester credits of graduate work. Appointment to either of these positions represents

a promotion from the position of Graduate Assistant.

5. Graduate Assistant. The appointee is normally a beginning graduate student since

"Graduate Assistant" is the lowest rank of graduate assistant positions.

(d) Student Titles Professional School Series.

1. All titles in this series shall be governed by the following criteria:

a. The appointment may be for any desired percentage of full-time, and the assignment

shall be commensurate with the percentage of time or the degree of effort of the appointment.

b. The appointment does not accrue tenure, is not a regular faculty appointment, and is

temporary in nature, either because of the character of the project or assignment or because upon

completion of degree requirements, the appointee will not be offered re-appointment to the

position.

c. Appointees to these positions shall have no continuing contractual relationship with

the University.










d. Appointees to positions identified by professional status modifiers "Medical",

"Dental Teaching" or "Legal Writing" must be registered students in the Colleges of Medicine,

Dentistry, or Law, and such appointees must meet the standards of their respective colleges.

2. Medical or Dental Teaching or Research Associate, or Legal Writing Associate.

Appointment to either one of these positions represents a promotion from the position of Medical

or Dental Teaching or Research Assistant, or Legal Writing Assistant.

3. Medical or Dental Teaching or Research Assistant, or Legal Writing Assistant. The

appointee shall have completed thirty (30) semester credits of graduate work.

4. Resident. The appointee serves as a member of the house staff or trainee of a Health

Center professional school. The appointee must be a graduate of an approved program or hold a

terminal degree appropriate for the appointment and be enrolled in the respective training within

his or her selected area of specialization. The term "intern" usually refers to a resident in the

first year of postgraduate work in the involved specialty.

(3) Types of Appointments. Appointments are classified with respect to duration of

time and degree of effort as follows:

(a) Duration of time.

1. Continuing those appointments for periods of no more than a twelve- (12) month

period (July 1 June 30) but at least thirty-nine (39) weeks beginning with the Fall or Summer

term.

2. Temporary those appointments for a period of time of less than thirty-nine (39)

weeks of an academic year, or for a specific or limited period of time. If an appointment is

temporary, the contract or letter of appointment shall so state and notice of non-renewal of such

an appointment is not required.









3. Multi-year those appointments for a fixed term as indicated in the employment

offer and contract. The multi-year contract cannot exceed five (5) years. Persons with such

appointments shall not be entitled to notice of non-renewal during the term of the specified

multi-year appointment. The appointment shall expire at the end of the specified multi-year

period, and no further notice of cessation of employment is required.

(b) Degree of Effort.

1. Full-time the utilization of effort considered to be the normal or standard amount

required during a given time period, equivalent to 100% or 1.00 FTE.

2. Part-time the utilization of effort considered less than customary or standard

during a given time period, equivalent to less than 100% or less than 1.00 FTE or, appointments

for less than thirty-nine (39) weeks. It includes either working less than 100% of the time

through an academic or calendar year or working full-time for less than the full number of terms

in the academic year.

(4) Appointment Status Modifiers. A modifier defines certain conditions of an

appointment and is, unless otherwise noted, to be included in the title.

(a) Faculty appointments which include the appointment status modifiers listed below

are not eligible for tenure or permanent status.

1. The University shall notify the appointee in writing of the duties and responsibilities

and the tenure or permanent status eligibility of the position at the time of the appointment.

2. Appointees whose faculty titles include status modifiers shall be considered

members of the department for the term of the appointment and for the purpose of the

assignment of duties and responsibilities. At the option of the departmental faculty the









appointees may also attend, speak, and/or vote on departmental matters subject to the policy of

the department and/or college.

3. These appointments, with the exception of the "emeritus" status, will be reviewed by

the appropriate department annually.

4. Acting. (Modifier for administrative title). This modifier applies to a temporary

appointment to fill a vacancy at an administrative level. The appointee may or may not receive

compensation as a result of these temporary duties dependent on the nature of the new duties and

of the previous responsibilities. Refer to Section (5) of this rule for a description of the

academic-administrative classification.

5. Adjunct. This modifier applies to temporary appointments extended to persons of

satisfactory professional qualifications who perform temporary teaching, research, or extension

functions in connection with established programs. Such persons are appointed for one

academic term at a time and possess no continuing contractual relationship with the University.

Persons with adjunct appointments may not be employed for more than fifty percent (50%) of

the time throughout an academic year, or full-time for more than 26 weeks of a fiscal year,

unless approved by the Office of Academic Affairs based on the needs of the unit at the time

approval is granted. Time spent in this appointment cannot be counted toward tenure or

permanent status.

6. Affiliate or Joint. These modifiers apply to persons paid or holding appointments in

a department or unit of the University who participate in another department or unit such as

(joint) teaching and/or supervision of graduate students and/or research or extension on a regular

or infrequent (affiliate) basis. A majority vote of the departmental faculty is required in the

secondary departments) to award such status. Affiliate faculty members may accrue but not be









awarded tenure in the affiliate department, until or unless they become regular members of the

department with which they hold the affiliate appointment. The rights and privileges of affiliate

appointees in the department should be made clear to them at the time of appointment. Affiliate

faculty members will be reviewed by the departments annually and such appointments may be

altered or terminated at any time.

7. Clinical. The faculty modifier "Clinical" applies to persons of professional

qualifications who perform teaching, research, or extension functions in a hospital, clinic, or

other clinical environment in connection with an established program of the University.

Appointees to the following positions may not accrue tenure: "Clinical" Lecturer in (specialty),

"Clinical" Assistant Professor of (specialty),"Clinical" Associate Professor of (specialty), and

"Clinical" Professor of (specialty).

8. Emeritus (Modifier for Faculty title). Faculty members, academic administrators,

and such other officers of the University as the President may designate shall become eligible for

the title "Emeritus" in connection with their faculty rank when they retire. The title is to be

conferred, as the word indicates, for recognition by one's colleagues of meritorious service, and

it shall entail continued campus courtesies, under the same conditions as required for active

faculty and administrators, including parking, use of the library and recreation facilities,

admission to athletics and cultural events, receipt of such publications as are sent to regular

faculty members and members of the Alumni Association, participation in contract and grant

endeavors, and participation in academic convocations. Consideration for this title shall be

accomplished prior to the faculty member's retirement. The names of all eligible nominees shall

be submitted by the chairperson to the faculty for a departmental vote. A favorable nomination









shall be submitted through the appropriate administrative channels (Dean, Vice President) to the

Office of Academic Affairs for final action.

9. Provisional. This modifier applies to the appointment of a person who is not fully

qualified for an academic rank but who expects to acquire such qualification in a short period of

time. Such appointments do not carry eligibility for tenure or permanent status during the

duration of the appointment, and persons holding such appointments have no continuing

contractual relationship with the University. The appointment may not be extended beyond one

year except in the case of a provisional assistant professor or equivalent whose appointment can

be extended for one additional year.

10. Visiting. This modifier applies to appointments extended to qualified persons who

are not expected to be available for more than limited periods of time, or to appointments to

positions which are not expected to be available for more than a limited period of time. This

appointment is not eligible for tenure or permanent status. The title shall not be held for more

than four (4) years or the equivalent in proportional time unless approved by the Office of

Academic Affairs based on the qualifications of the appointee and the needs of the unit. Time

accrued in a Visiting position may count toward tenure or permanent status eligible service.

11. Courtesy/Honorary/Affiliated Clinical/Industry These modifiers apply to persons

having the appropriate professional qualifications or having distinction and honor in his or her

field who are appointed without compensation to a department, center or unit faculty. The

"Industry" modifier may also be used for persons from industry who are paid with Other

Personnel Services (OPS) funds only. Persons appointed with this status may or may not be

otherwise affiliated with the University. This appointment is not eligible for tenure or permanent

status. Time spent in this appointment shall not count as tenure or permanent status eligible









service. The "Affiliated Clinical" modifier is to be used for appointments in the Health Science

Center only. Promotion shall be based on the credentials of the appointee and the

recommendation of the faculty and administrators of the department, college and unit, as

appropriate. Requests for promotion are submitted to the Office of Academic Affairs for final

review and approval.

12. Research or Extension. This modifier may be used in those instances where a

person holding professional rank is primarily engaged in research or extension. This

appointment is not eligible for tenure or permanent status.

13. Program. This modifier may be used in those instances where a person holding

professional rank is primarily engaged in Florida Cooperative Extension Service work and is

funded through non-appropriated sources. This appointment is not eligible for tenure or

permanent status, and time in the appointment may not be counted as tenure or permanent status

earning service.

14. Multi-year. This modifier applies solely to non-tenure or non-permanent status

earning faculty ranks who are appointed and employed for a fixed term, unless terminated for

cause, as indicated in the employment offer and contract. The multi-year contract cannot exceed

five (5) years. The modifier may be used only for appointments that are not tenure eligible or

permanent status eligible.

(b) Professional status and student modifiers may be used to describe the professional

school or area or the position filled by a student as described in paragraph (2)(c) and (2)(d) of

this rule. Appointees should be advised of the duties and responsibilities and the duration of

such appointments and any special conditions required.

(5) Academic-Administrative Classification Titles. (Administrative/Faculty Title).










(a) Faculty appointed to serve in administrative positions, such as vice presidents,

deans, directors, or department chairpersons, shall retain the rights and privileges afforded to

them by their faculty rank. The following provisions shall apply to faculty members who are

appointed to administrative positions.

1. Faculty appointed to serve in these administrative appointments shall not be eligible

for tenure or permanent status in the administrative appointments. Tenure or permanent status

shall neither accrue toward nor be granted in an administrative classification.

2. Tenure or permanent status granted to any faculty member prior to or during any

such administrative appointment shall be retained only in the faculty rank in which it was

granted. Any tenure or permanent status consideration during such appointment shall be based

on the faculty duties rather than the administrative portion of the assignment and on the

University's criteria for tenure and promotion. Upon the cessation of such appointment, the

faculty member shall be entitled to reassignment to the same or similar position in which tenure

or permanent status was granted or held (or would normally have been granted or held) in the

faculty member's current faculty rank.

3. Non-tenured and non-permanent status faculty who are appointed to serve in such

administrative appointments shall be entitled to written notice of non-renewal if they are not to

be offered further employment with the University.

4. Non-tenured faculty in tenure-accruing positions and non-permanent status faculty

in permanent status-accruing positions who are appointed to serve in such administrative

appointments shall accrue time toward tenure or permanent status only in their academic rank

during such appointment. Appointees shall be advised in writing of the tenure or permanent









status-earning eligibility of the appointment at the time of the initial appointment in the

academic-administrative classification.

(b) A faculty member holding an administrative position may be removed or reassigned

to other institutional duties at any time during the term of the appointment and the salary rate and

appointment period shall be established to reflect the new responsibilities. The change in the

appointment status shall be submitted through the appropriate administrative channels to the

Office of Academic Affairs for approval. Such removal or reassignment shall be discussed with

the faculty member at such time and, if appropriate, with administrators of other departments or

units affected.

(c) Faculty appointed to serve in administrative positions shall have no right to continue

appointment in such classifications or positions beyond the term of the appointment period. An

appointment term shall automatically expire at the end of the contractual period [twelve- (12)

months or nine- (9) months or in the case of the University Laboratory School, ten- (10) months]

or on June 30, whichever occurs first. Such appointments are subject to annual renewal in

accordance with subsection 6C1-7.004(3) F.A.C., and notice of non-renewal shall not be

required for the administrative appointment.



Specific Authority 1001.74(4) FS.

Law Implemented 1001.74(19) FS.

History--New 12-9-75, Amended 8-15-78, 8-19-79, Formerly 6C1-7.05, 7.06, 7.08, 7.12,

FAC, 3-26-80, 5-14-85, Formerly 6C1-7.03, Amended 4-30-95, 7-17-97, 6-28-98, 6-15-99, 6-21-

00, 3-12-03, 6-3-03.









RULES OF

UNIVERSITY OF FLORIDA



6C1-7.004 Academic Affairs; Faculty and Appointments: Screening and Selection,

Notice of Initial Appointments, Renewal of Appointments, and Delegation of Authority.

(1) Screening and Selection.

Screening and selection of applicants for faculty appointments shall be conducted in

accordance with the provisions of the University's rules. The recruitment and selection of

highly-qualified and high-quality individuals is one of the most important responsibilities of

deans, department chair, and other hiring administrators.

(a) The selection of candidates shall be based upon the candidates' qualifications,

competency, and other reasonable criteria which may be prescribed by the University, provided

that in no case shall such criteria discriminate on the basis of religion, political opinions or

affiliation, race, creed, color, age, national origin, disability, sex, sexual orientation, marital

status, and veteran's status as protected under the Vietnam Era Veteran's Readjustment Act.

(b) The appropriate personnel shall secure reliable and detailed information on

prospective candidates and reach decisions on their relative merits. Final candidates should

receive information such as: title and nature of position, approximate salary, type of contract,

basic assignment, primary emphasis of department, normal instructional load, and other duties.

The candidate should also be provided with information on the University, including the

requirements necessary for personnel decisions such as reappointment, salary increases,

promotion, tenure or permanent status









(c) If practicable, the candidates reaching the final stages of screening should be invited

to the campus for personal interviews with departmental faculty and appropriate officials.

(d) In making preliminary contacts with candidates, it should be made clear that no

offer of employment is being made.

(2) Notice and Offer of Initial Appointment.

(a) If, after consultation with his/her departmental colleagues, the chair or other

appropriate administrator responsible for the initial appointment recommendation decides to

recommend that a candidate be offered a faculty position, the recommendation shall be

transmitted to the dean and/or other appropriate administrators for review and recommendation

and to the Office of the Provost for final approval of the appointment. With the exception of

those positions described in subsection (4) of this rule, the authority for final approval of faculty

appointments is delegated by the President to the Office of the Provost.

(b) Once the appointment is approved in accordance with paragraph (2)(a) of this rule,

the hiring administrator may then offer the candidate employment by means of a letter of offer of

appointment. The appointment shall be conditioned on the return of a duly executed copy of the

letter of appointment by a specified date, and contingent upon the completion and execution of

the applicable university forms and documents required of new faculty. The administrator

directly responsible for the supervision of the position shall be responsible for the appointment,

the assignment of duties, and the annual evaluation procedures, as well as other appropriate

personnel decisions.

(c) The initial letter of appointment shall include the following elements:

1. Date;









2. Professional Classification System title, class code, rank and appointment status

modifier, if applicable;

3. Department, program, college, or employment unit;

4. Salary and administrative salary supplement when appropriate;

5. Employment period (duration of the appointment and cessation statement, if

appropriate);

6. Special conditions of employment including assignments to a second instructional

location, special restrictive covenants of clinical teaching or the like, (Rule 6C1-7.0041, F.A.C.);

7. The duties and responsibilities the employee will perform in teaching, research, and

service or other assigned responsibilities, noting that these may be subject to change based upon

the needs of the college, department, or unit, and an explanation and description of the annual

evaluative process and criteria used in personnel decisions as set forth in Rules 6C1-7.010 and

6C1-7.019, F.A.C. The faculty member's assignment shall be made in accordance with the

policy described in subsection 6C1-7.010(1), F.A.C.;

8. The percent of full-time effort FTE assigned;

9. A statement that in the performance of the contract both parties are subject to the

Constitution and laws of the State of Florida and the rules and regulations of the Board of

Governors and of the University of Florida;

10. A statement indicating the tenure or permanent status eligibility of the position

covered by the appointment, including conditional tenure status.

11 A statement regarding the policy on outside employment and activities, conflict of

interest and financial interests.









(d) The tenure accrual status shall be consistent with the FTE of the initial offer of

appointment for tenure eligible positions.

(e) No faculty appointment, including appointments to serve in academic-administrative

classifications or administrative positions, shall be for a term exceeding a twelve (12)-month

period ending June 30.

(f) The appointment of tenured or permanent status faculty member shall be renewed

annually subject to the limitations set forth in Rules 6C1-7.003, 6C1-7.019, and 6C1-7.025, F.A.C.

(g) The appointment of non-tenured or non-permanent status faculty members is subject

to renewal or non-renewal in accordance with the appropriate notice provision set forth in the

University rules.

(h) The normal nine (9)-month (academic year) faculty contract shall be for thirty-nine

(39) consecutive weeks and a supplemental contract may be offered for all or part of the

remaining year.

(i) If the appointment is for a limited period of time and at the time the appointment is

made the University does not expect or intend to renew it, the letter of appointment, or thereafter

a letter of reappointment or the Notice of Appointment and/or the Employment Contract shall

indicate: "Your employment hereunder will cease on the date indicated. No further notice of

cessation of employment is required." Employees not entitled to written notice of non-

reappointment may include, but is not limited to, faculty holding visiting appointments, faculty

appointed for less than a year, and faculty with less than five years of continuous service whose

salaries are funded through "soft money", e.g. contracts and grants, sponsored research funds,

and grants and donation trust funds. Whenever the foregoing statement has been included in the

reappointment letter, notice or contract, the employee shall not thereafter be entitled to any









further notice that the appointment will not be renewed. This paragraph (h) does not apply to

positions that are tenure or permanent status-accruing or to faculty with five or more years of

continuous service whose salaries are funded through "soft money" who shall be provided at

least ninety (90) days notice of non-renewal.

(j) Faculty appointed to serve in academic-administrative classifications or

administrative positions, such as vice presidents, deans, directors, or department chairs shall

have no rights to continuation in such classifications beyond the term of the appointment period.

A faculty member appointed to an administrative classification may be reclassified and

reassigned to other faculty or administrative duties at any time during the term of this

appointment/employment contract at the pleasure of the University. If the faculty member is

reclassified and reassigned, the pay rate and appointment period shall be adjusted to reflect the

new responsibilities. Upon cessation of the administrative appointment, tenured or permanent

status faculty members shall retain their tenure or permanent status.

(3) Renewal of Appointments.

(a) After the initial appointment described in subsection (2) above a faculty member

shall be officially notified of the renewal of an appointment by means of a Notice of

Appointment, Employment Contract or a letter indicating the renewal of the reappointment.

1. The appointment of tenured or permanent-status faculty members shall be renewed

annually unless terminated for cause subject to the limitations set forth in Rule 6C1-7.025,F.A.C,

for permanent status for county extension faculty. The terms of the renewal of appointment shall

be consistent with the degree of effort (FTE) and the duration of time (calendar or academic

year) of the original appointment in which the faculty member was granted tenure or permanent

status.









2. The renewal of appointment of non-tenured or non-permanent status faculty

members shall be in accordance with the renewal notification provision of paragraph (3)(a) of

this rule. The terms of the renewal of appointment shall be consistent with the degree of effort

(FTE) and the duration of time (calendar or academic year) of the faculty member's initial

appointment or prior reappointment.

a. Notification of changes in an appointment shall be given in the same fashion as the

notification of non-renewal provisions of Rule 6C1-7.013, F.A.C. unless:

i. the faculty member and the appropriate administrator have agreed in writing to such

changes as described in paragraph (c) below; or

ii. the faculty member is not entitled to notice of non-renewal in accordance with

paragraph (2)(e) of this rule.

b. Renewal of appointments, as well as other personnel decisions, shall take into

account the effectiveness of the faculty member's performance in the assigned duties as they

relate to the areas of teaching or extension (IFAS), research, and service, and/or based on the

requirements of the department.

c. Notice of non-renewal of appointments or termination of an appointment shall be

given in accordance with University rules.

(b) If the assigned duties and responsibilities of a faculty member change after the

initial employment date, the faculty member shall be informed in writing of the change and shall

be afforded an opportunity to discuss the change in assignment prior to its effective date.

(c) Under special circumstances the degree of effort (FTE) and/or the duration of the

appointment may be altered by written agreement between the appropriate administrator and the

faculty member. Such changes in the appointment shall be submitted through the appropriate









administrative channels to the Office of the Provost for approval prior to any change in the

appointment.

(d) A faculty member who signs the employment contract or accept compensation for

the employment provided by the appointment shall be subject to the rules and regulations of the

University.

(e) The administrator directly responsible for the appointment and supervision of an

academic-administrative classification or an administrative position may choose not to renew, to

remove, or to reassign a faculty member at any time during such an appointment. Refer to 6C1-

7.003, F.A.C.

(4) Delegation of Appointment Authority. The deans and directors of academic units

are authorized to exercise the presidential power of appointment to the following academic ranks

and titles, except in the case of IFAS and the Health Science Center where the respective Vice

Presidents retain such power as to such categories:

(a) Assistant Professors, Associate Professors, and Professors;

(b) Assistant Research Scientists, Associate Research Scientists, and Research

Scientists; Assistant Research Scholars, Associate Research Scholars, and Research Scholars;

Assistant Extension Scientists, Associate Extension Scientists, and Extension Scientists;

(c) Assistant Engineers, Associate Engineers, and Engineers;

(d) Post doctoral Associates and Post doctoral Fellows;

(e) Medical, Dental Teaching or Legal Writing Assistants and Associates;

(f) Graduate, Teaching or Research Assistants, Graduate Teaching or Research

Associates, and Senior Graduate Teaching or Research Associates;

(g) Assistants in, Associates in, Senior Associates in;









(h) Assistant University Librarians, Associate University Librarians, and University

Librarians;

(i) Assistant Curators, Associate Curators, and Curators;

(j) County Extension Agents I, II, III, and IV;-

(k) University Developmental Research School Instructor and P.K. Yonge Assistant

Professors, P.K. Yonge Associate Professors, and P.K. Yonge Professors;

(1) Lecturers-, Senior Lecturers, and Master Lecturers;

(m) Academic Administrative Classification Titles reporting through the appropriate

administrative channels to a dean or the equivalent;

(n) Residents and Clinical fellows;

Notwithstanding the foregoing, all appointments or changes in titles shall be forwarded to

the Office of the Provost for review and processing.



Specific Authority 1001.74(4) FS.

Law Implemented 1001.74(19), 1001.75(3) FS.

History--New 3-26-80, Amended 2-23-82, 3-6-85, Formerly 6C1-7.04, Amended 5-21-89,

6-28-98, 7-5-04.










RULES OF

DEPARTMENT OF EDUCATION

DIVISION OF UNIVERSITIES

UNIVERSITY OF FLORIDA

6C1-7.0041 Academic Affairs; College of Medicine; Clinical Faculty Teaching

Appointments; Restrictive Covenants.

(1) The University recognizes that a faculty physician appointment to the faculty of the

College of Medicine involves both academic and clinical responsibilities, and that these

responsibilities are interlinked and performed at affiliated hospitals and/or clinics. Furthermore,

the University recognizes that medical clinical practice competition by a faculty physician within

two years of termination, discharge or cessation of employment and within a fifty-mile radius of

the situs of the faculty physician's major clinical teaching assignment would have a negative

impact on the University's College of Medicine teaching programs at the major affiliated hospital

and/or clinic, impair the operation and quality of its affiliation and erode the patient population

and economic base necessary to support the mission of the University's College of Medicine.

(2) The College of Medicine is authorized to include, as a condition of appointment to a

faculty teaching position requiring clinical practice, a restrictive covenant in the faculty contract

and/or letter of appointment. Such a restrictive covenant shall limit the faculty physician from

entering into a community based clinical practice within a radius of no more than fifty miles

from the situs of any primary faculty clinical teaching assignment during the previous two years,

for a period of no more than two years following termination, discharge or cessation of

employment. If the University, through its College of Medicine, elects to require such a

restrictive covenant for one faculty physician, it shall require restrictive covenant of all new









faculty physicians whose major clinical teaching assignment is located at the same affiliated

hospital and/or clinic.

(3) Remedies for breach of this restrictive covenant shall be limited to all available

remedies provided by law and equity, including but not limited to those remedies provided by

Section 542.33(2)(a), F.S.

(4) Faculty physicians who at the time of their academic appointment are engaged in a

medical clinical practice within a fifty-mile radius of the situs of the faculty physician's major

clinical teaching assignment shall, upon termination, discharge or cessation of employment, be

exempt from the provisions of the restrictive covenant rule. Faculty physicians who are exempt

from the restrictive covenant rule shall be notified by the University of such exemption at the

time of their appointment.



Specific Authority 240.227(1) FS.

Law Implemented 240.227(5), 542.33(2)(a), 542.331, 542.335 FS.

History--New 5-21-89, Amended 5-23-96.









RULES OF

UNIVERSITY OF FLORIDA



6C1-7.010 Academic Affairs; Faculty Evaluation and Improvement: General Policy,

Areas of Performance to be Evaluated, Sources of Data for Evaluation, Methods of Evaluation,

Utilization of Evaluations, Junior Faculty Mentoring, Sustained Performance Evaluation and

Administrative Evaluation.

(1) General Policy.

(a) Each faculty member shall be evaluated in writing at least once annually on the

basis of an assessment of the individual's total performance in fulfilling his/her assigned duties

and responsibilities to the University and fulfilling effectively those responsibilities attendant to

membership in the university community. The basic purpose of this evaluation is faculty

improvement in the functions of teaching, including extension work, research, service, and any

other duties that may be assigned with the resulting enhancement of learning, cultural

advancement, and production of new knowledge. The statutory semester assignment

requirement reflected on the Semester Faculty Assignment Report, Assignment Form AA-

FORM-001, Rev. 2/03 and incorporated herein by reference, which can be obtained from the

Academic Personnel Office, shall be used to convey the assigned duties and responsibilities to

the faculty member at the beginning of each semester or academic term. The assignment shall be

made in accordance with the policy established by the Provost as required by Florida Statutes.

The assignment should provide faculty members who are eligible for tenure, permanent status,

and/or promotion with equitable opportunities in relation to others in the department to meet the

required criteria for such status. The primary assessment of the faculty member's competency









shall be in terms of the performance of assigned duties and responsibilities, including those

professional responsibilities arising from the nature of the educational process, such as observing

and upholding the highest ethical standards of the faculty member's discipline, participating, (as

appropriate), in the shared system of collegial governance especially at department/unit level,

respecting the integrity of the relationship between professor and student, and adhering to one's

proper role as teacher, researcher, intellectual, mentor and counselor. The evaluation shall

precede and shall be considered in making recommendations and final decisions on tenure or

permanent status, promotions, and salary for tenured, permanent status, non-tenured or non-

permanent status faculty members and on retention or non-renewal for non-tenured (tenure-

accruing) or non-permanent status (permanent-status accruing) faculty members.

(b) The responsibility of the faculty member is the full and competent performance of

all duties pertinent to his/her employment with the University. When first employed, each

faculty member shall be informed in writing of what is expected of him or her, generally, in

terms of teaching, including extension work, research and other creative activities, and service,

and if there are any specific requirements and/or other duties involved. If and when these

expectations change during the period of service of a faculty member, that faculty member shall

be informed in writing of the change and shall be afforded an opportunity to discuss the

assignment prior to its effective date.

(c) Application of the criteria enumerated in this policy shall not violate the faculty

member's academic freedom or constitutional rights, nor shall a faculty member be punished for

exercising such freedom or rights, either in the performance of University duties or duties

outside the University. At the same time, a faculty member may reasonably be expected to show

by his or her behavior, both in performance of University duties and duties outside the









University, that he or she is aware that membership in the academic profession carries with it

special responsibilities.

(d) Statement on Professional Ethics.

1. The professor, guided by a deep conviction of the worth and dignity of the

advancement of knowledge, recognizes the special responsibilities devolving upon members of

the profession. The professor's primary responsibility to his/her field is to seek and to state the

truth as he/she sees it. To this end, the professor devotes himself/herself to developing and

improving his/her scholarly competence. The professor accepts the obligation to exercise critical

self-discipline and judgment in using, extending and transmitting knowledge. The professor

must never seriously hamper or compromise anyone's freedom of inquiry.

2. As an instructor, the professor encourages the free pursuit of learning in students.

The professor maintains and represents the best scholarly standards of his/her discipline. The

professor demonstrates respect for the student as an individual, and adheres to the proper role of

intellectual guide and counselor. The professor makes every reasonable effort to foster honest

academic conduct and to assure that evaluation of students reflects their true merit. The

professor respects the confidential nature of the relationship between professor and student. The

professor avoids any exploitation of students for private advantage and acknowledges significant

assistance from them. The professor protects their academic freedom.

3. As a colleague, the professor has obligations that derive from common membership

in the community of scholars. The professor respects and defends the free inquiry of associates.

In the exchange of criticism and ideas the professor shows due respect for the opinions of others.

The professor acknowledges academic responsibilities and strives to be objective in professional









judgment of colleagues. The professor accepts his/her share of faculty responsibility for the

governance of the University.

4. As a member of the University, the professor seeks above-all to be an effective

teacher and scholar. The professor observes the stated regulations of the institution, provided

they do not contravene academic freedom, but nonetheless maintains the right to criticize and

seek revision. The professor determines the amount and character of the work he/she does

outside the University with due regard to his/her paramount responsibilities within it, provided

such amount and character of outside employment is in compliance with State law and

University and State University System's policies on outside employment. When considering

the interruption or termination of employment, the professor recognizes the effect of this

decision upon the programs of the University and gives due notice of his/her intentions.

5. As a member of the community, the professor has the rights and obligations of any

citizen. The professor measures the urgency of these obligations in light of responsibilities to

his/her field, to students, to the profession, and to the University. The professor, when speaking

or acting as a private person shall avoid creating the impression that he/she speaks or acts for the

college or the University. As an individual engaged in a profession that depends upon freedom

for its health and integrity the professor has a particular obligation to promote conditions of free

inquiry and to further public understanding of academic freedom.

(e) The criteria and procedures set forth in this rule pertain to the annual evaluation of

faculty. In cases where serious dishonesty, incompetence, neglect of duty, or irresponsibility of

a faculty member is charged, proceedings should be undertaken involving full due process

guaranteed under recognized procedures and standards for dismissal or other disciplinary action

as provided in the University rules, and contained in the Constitution of the University.









(2) Areas of Performance to be Evaluated. The performance of each faculty member

shall be evaluated annually in writing based on the faculty member's contribution to the orderly

and effective functioning of the academic-administrative unit (program, department, school,

college), those professional responsibilities arising from the nature of the education process,

and/or the total University and his/her performance in each of the following areas appropriate to

the terms of his/her employment and assigned duties and responsibilities.

(a) Teaching -- Teaching involves the presentation of knowledge, information, and

ideas by various methods including lecture, discussion, assignment and recitation,

demonstration, laboratory exercise, practical experience, direct consultation with students, etc.

The utilization and effectiveness of each of these methods, when appropriate, shall be

considered. The evaluation of the total effectiveness of teaching shall be related to approved

written objectives of each course which shall be given to each class at the beginning of the

semester or academic term. Evaluation shall include consideration of:

1. effectiveness of teaching related to knowledge and skills imparted that correspond

with the objectives of the course;

2. effectiveness of teaching related to stimulation of the students' critical thinking

and/or creative ability in light of the objectives of the course; and

3. the faculty members' adherence to accepted standards of professional behavior in

meeting his/her responsibilities to his/her students.

(b) Extension -- The contributions of the extension faculty to the non-degree

educational programs of the University shall be evaluated. The utilization and effectiveness of

the following processes and methods, where appropriate, shall be considered in the evaluation:

situational analysis; clientele-needs assessment; design and implementation of educational









experiences appropriate to the learner; analysis, synthesis, and adaptation of research results;

packaging of such information into program materials such as bulletins, fact sheets, newsletters,

mass media messages, and public displays for a wide range of audiences; and demonstration and

field tests that enhance both idea adoption and development of new insights. The evaluation

shall also include consideration of:

1. Effectiveness of teaching and counseling related to planned objectives in the

Extension program.

2. Effectiveness of obtaining, integrating, and organizing educational resources into

programs directed to define needs of clientele.

(c) Research and Other Creative Activities -- Contribution to the discovery of new

knowledge, development of new educational techniques, and other forms of creative activity

shall be considered and evaluated. Evidence of research and other creative activity shall include,

but not be limited to: published books, articles and papers in professional journals; musical

compositions, paintings, sculpture; works of performing art; papers presented at meetings of

professional societies; and current research and creative activity that has not yet resulted in

publication, display, or performance. The evaluation shall include consideration of:

1. Productivity, including quality and quantity of what has been done during the year,

and

2. Recognition by the academic or professional community of what has been done. In

making judgments pertaining to the decision to award tenure, evaluation by qualified scholars in

pertinent disciplines both within and outside the University should be sought.

(d) Service -- Service shall include, but not be limited to, participation in governance

processes of the University through service on departmental, college, and university committees,









councils and the senate; service to public schools; service in appropriate professional

organizations; involvement in the organization and expedition of meetings, symposia,

conferences, workshops; participation in radio and television; and participation on local, state

and national governmental boards, agencies and commissions. Only those activities which are

related to a faculty member's field of expertise or to the mission of the University shall be

evaluated.

(e) Other University Duties -- Whenever reasonable duties other than those usually

classified as teaching, including extension work, research or other creative activity or service,

are assigned to a faculty member, such as academic administration and academic advisement,

and such other responsibilities expected as may be appropriate to the faculty member's duties and

responsibilities. The effective performance of these duties shall be evaluated as prescribed by

the evaluation procedures of the University.

(3) Sources of Data for Evaluation -- Evaluation of a faculty member's performance

shall include data from the following six sources where appropriate:

(a) The chair of the faculty member's department or other administrative unit;

(b) Faculty;

(c) Students;

(d) The faculty member being evaluated;

(e) Other university officials; and

(f) Public school officials and/or personnel.

(4) Methods of Evaluation -- All appropriate data and evaluations, qualitative and

quantitative, shall be collected by the chair of the department or other appropriate administrator.









(a) Chair's Evaluation -- The chair of the department or the administrator of a

comparable academic unit shall review and evaluate the teaching, including extension work,

research, and other creative activities, service and other university duties of each member of that

department or unit during each academic year.

(b) Faculty Evaluation -- The respective college or divisions within the University will

develop and implement the processes necessary to evaluate the appropriate faculty on teaching,

including extension work, research and other creative activities, service and other university

duties when appropriate.

(c) Student Evaluation -- Students shall evaluate teaching and, when appropriate, other

university duties. The teaching effectiveness of each faculty member may be evaluated in

writing by students currently or previously enrolled in his or her classes.

(d) Self-Evaluation -- Each faculty member may provide an evaluation of each area of

his or her own total performance, and submit the evaluation, along with any appropriate

substantiating evidence, to the chair of the department or other administrative unit.

(e) Evaluation by Other University Officials -- A faculty member may be evaluated by

university officials for duties performed under the supervision of Deans, Directors, the Vice

President for Academic Affairs, or any other university officials) who may supervise the faculty

member's activities.

(f) Evaluation by Public School Officials and/or Personnel -- A faculty member who

teaches or provides other kinds of service to the public schools may be evaluated by public

school officials and/or personnel for duties performed under their supervision or in collaboration

with said individuals.









(g) Evaluative Comments by Medical Students and Housestaff The evaluation of the

College of Medicine faculty shall include and incorporate into the evaluative process the

evaluative comments, as well as the numerical data, submitted by medical students, housestaff

(interns, residents, and clinical fellows), and physician assistant students concerning faculty

members.

(5) Utilization of Evaluation.

(a) The chair of each department or other administrative unit shall collect the evaluation

data for each faculty member in the department. The data, if used in the evaluation process shall

be placed in the faculty member's personnel file which is normally located in the faculty

member's department or unit. The chair shall provide the faculty member with a written

summary of the data and shall discuss it privately with the faculty member.

(b) Existing evaluations and the data in the faculty member's personnel file upon which

these evaluations are based shall be considered in recommendations and final decisions on

tenure, promotions, and salary.

(c) The contents of the faculty personnel file which deal with the evaluation of

performance shall be confidential and shall not be disclosed except to the affected faculty

member and those whose duties require access to the file in accordance with the University's

evaluation procedures or by the President or the President's designee in the discharge of official

duties and responsibilities or upon order of a court of competent jurisdiction. (Refer to Rule

6C1-3.055 F.A.C.)

(6) The evaluations of administrators of the colleges or academic units shall be the

responsibility of the dean and/or appropriate vice president.









(a) The annual evaluation process and the evaluation process and procedures involved

in the evaluation of administrators requiring input from faculty and other appropriate personnel

shall be the responsibility of the Dean, Director and/or appropriate Vice President.

(b) Copies of the administrative evaluation process and procedures requiring input from

faculty and others shall be filed with the Office of the Provost. Each evaluator shall submit his

or her evaluation of the Dean or Director to the Office of the Provost for tabulation. The results

of the tabulation will be forwarded to the Dean or Director with copies to the Sr. Vice President

for Health Affairs and the Sr. Vice President for Agricultural and Natural Resources, as

appropriate.

(7) Junior faculty mentoring program and special review for faculty in the tenure

probationary period.

(a) Each college and equivalent academic unit shall establish a mentoring program for

faculty in the "tenure probationary period" as defined in Rule 6C1-7.019, F.A.C. This must

include consultation assessing the faculty member's progress toward tenure. No college or

equivalent academic unit mentoring program shall require any written assessments by the

mentor.

(b) A special (midterm or mid-career review) review should be conducted for any

faculty members in the tenure probationary period no later than the close of the third year of

academic service. Each college shall establish procedures for conducting the review. Such

procedures must require that each candidate prepare a tenure packet (without external letters). A

departmental committee of tenured faculty, the department chair or equivalent administrator, and

the dean or equivalent administrator must provide an evaluation of the faculty member's

progress toward meeting the criteria for tenure. The outcome of the review shall be shared with









the faculty member evaluated, but shall not be used in any future evaluation of the faculty

member for tenure.

(8) Sustained Performance Evaluations Tenured faculty members shall receive a

sustained performance evaluation once every seven (7) years following the award of tenure or

their most recent promotion. The purpose of this evaluation is to document sustained

performance during the previous six (6) years of assigned duties and to encourage continued

professional growth and development. A performance improvement plan shall be developed

only for those employees whose performance is identified through the sustained performance

evaluation as being consistently below satisfactory in one or more areas of assigned duties. It is

the responsibility of the employee to attain the performance targets specified in the performance

improvement plan. If the faculty member fails to meet these targets, the unit has the

responsibility to take appropriate actions under the provisions of University Rule 6C1-7.048,

F.A.C., or the Collective Bargaining Agreement for those faculty in the bargaining unit.



Specific Authority 1001.74(4), FS.

Law Implemented 1001.74(19), 1012.91, 1012.94 FS.

History--New 3-26-80, Amended 2-23-82, 3-6-85, Formerly 6C1-7.10, Amended 11-13-90,

6-28-98, 7-19-05.









RULES OF

UNIVERSITY OF FLORIDA



6C1-7.013 Academic Affairs; Non-Renewal of Non-Tenured and Non-Permanent Status

Faculty Appointments: Notice of Ending of Employment of Non-Tenured and Non-Permanent

Status Faculty.

(1) Procedures for ending the employment of Non-Tenured or Non-Permanent Status

Faculty.

(a) Appointment periods are stated for the purpose of encumbering funds, thus non-

tenured and non-permanent faculty appointments shall not create any rights, interest, or

expectancy of continued employment. Faculty in these positions have the right to appropriate

notice that the faculty member's employment will end as provided in subsection (2) below.

(b) The President or the President's designee may choose to discontinue the

employment of a non-tenured or non-permanent status faculty member in accordance with the

provisions of this rule.

(c) By the end of the tenure probationary period, as defined in Rule 6C1-7.019, F.A.C.,

a faculty member in a tenure-accruing position who has not been granted tenure shall be given

notice that the faculty member's employment will end as provided for in subsections (2) and (3)

of this rule.

(d) A faculty member in a permanent status-earning position in county extension who

has not been granted permanent status by the end of the sixth year of continuous employment

and a faculty member at the P.K. Yonge Developmental Research School who has not been

granted permanent status by the end of the third year of continuous employment shall be given









notice that the faculty member's employment will end as provided for in subsections (2) and (3)

of this rule. Refer to Rule 6C1-7.025, F.A.C.

(e) Non-tenured and non-permanent status faculty who are appointed to serve in an

academic-administrative classification or administrative position and whose employment with

the University will end shall be entitled to written notice in accordance with this rule.

(2) Notification Requirements

(a) Notice that a faculty member's employment will end shall be provided in writing.

At any time during any appointment, the employment of a non-tenured or non-permanent status

faculty member may be ended upon written notice as follows:

1. For employees in their initial appointment period of faculty employment with the

University, notice must be given three (3) months prior to the last day of employment;

2. For employees in their second appointment period of faculty employment with the

University, notice must be given six (6) months prior to the last day of employment; and

3. For employees in their third appointment period of faculty employment or beyond

with the University, notice must be given twelve (12) months prior to the last day of

employment. These notification procedures also apply to faculty with five (5) or more years of

continuous university employment as of June 30, 1993 whose salary is funded through "soft"

money, e.g., contracts and grants, sponsored research funds, and grants and donation trust funds.

(b) The requirement of written notice that employment will end as set forth in paragraph

(2)(a) of this rule is not applicable to the following non-tenured, non-permanent status, non-

tenure accruing or non-permanent status accruing faculty appointments if the statement

described in paragraph (2)(c) of this rule is included in the individual's notification of

appointment:









1. Those holding visiting appointments;

2. Those who are appointed for less than one (1) academic year; or

3. Except as provided in paragraph (2)(a)3 of this rule, those whose salary is funded

through "soft" money, e.g., contracts and grants, sponsored research funds, grants and donations

trust funds, and special funds such as those allocated to meet enrollment demands.

(c) Faculty not entitled to a written notice that his or her employment will end as

provided in paragraph (2)(b) above- shall have the following statement included in the

notification of the appointment or subsequent reappointment: "Your employment for this

appointment period will cease on the date indicated. No further notice of cessation of

employment is required." If this statement is not included in either the notification of

appointment or letter of appointment or reappointment, then the faculty member shall be

provided with ninety (90) days notice prior to his or her last day of employment.

(3) Notice that Employment will End.

(a) Before sending the notice that employment will end as required under subsection (2)

of this rule, the President or designee shall confer informally with the faculty member

concerning the end of employment.

1. The notice hall include the following:

a. A statement that the University is discontinuing the appointment;

b. A reference to the meeting held with the President or the President's designee to

advise the faculty member that the faculty member's employment will end;

c. The expiration date of the current appointment period;

d. The last date of employment with the University; and









e. A copy of the appropriate appeal procedures in effect at the University. (Refer to

Rule 6C1-7.041, F.A.C.)

2. After mailing of the notice, the President or designee can reassign such a faculty

member to other institutional duties after consultation with the faculty member and the

departments or other affected units.

(b) The University's commitment to compensate the faculty member ends upon the last

date of employment. However, should a faculty member enter into other full-time professional

employment or employment which may interfere or conflict with the faculty member's

assignment without written approval of the President or designee prior to the end of the faculty

member's employment, the University will immediately terminate payment of any compensation

thereunder.



Specific Authority 1001.74(4) FS

Law Implemented 1001.74(19), 1004.37 FS

History--New 3-26-80, Amended 2-23-82, 3-6-85, Formerly 6C1-7.13, Amended 5-19-93,

7-11-94, 6-28-98, 6-15-99, 6-27-02, 6-3-03, 7-19-05.









RULES OF

DEPARTMENT OF EDUCATION

DIVISION OF UNIVERSITIES

UNIVERSITY OF FLORIDA



6C1-7.018 Academic Affairs; Academic Freedom and Responsibility.

(1) Academic Freedom and Responsibility.

(a) The University believes that academic freedom and responsibility are essential to

the full development of a true university and apply to teaching, research, and creativity. In the

development of knowledge, research endeavors, and creative activities, the faculty and student

body must be free to cultivate a spirit of inquiry and scholarly criticism and to examine ideas in

an atmosphere of freedom and confidence. The faculty must be free to engage in scholarly and

creative activity and publish the results in a manner consistent with professional obligations. A

similar atmosphere is required for university teaching. Consistent with the exercise of academic

responsibility, a teacher must have freedom in the classroom in discussing academic subjects

selecting instructional materials and determining grades. The university student must likewise

have the opportunity to study a full spectrum of ideas, opinions, and beliefs, so that the student

may acquire maturity for analysis and judgment. Objective and skillful exposition of such

matters is the duty of every instructor.

(b) The established policy of the University continues to be that the faculty member

must fulfill his/her responsibility to society and to his/her profession by manifesting academic

competence, scholarly discretion, and good citizenship. The university instructor is a citizen, a

member of a learned profession, and an academic officer of the University. The instructor









should be constantly mindful that these roles may be inseparable in the public view, and should

therefore at all times exercise appropriate restraint and good judgment.

(2) Academic freedom is accompanied by the corresponding responsibility to:

a. Be forthright and honest in the pursuit and communication of scientific and

scholarly knowledge;

b. Respect students, staff and colleagues as individuals and avoid any exploitation of

such persons for private advantage;

c. Respect the integrity of the evaluation process with regard to students, staff and

colleagues, so that it reflects their true merit;

d. Indicate when appropriate that one is not an institutional representative unless

specifically authorized as such; and

e. Recognize the responsibilities arising from the nature of the educational process,

including such responsibilities, but not limited to, observing and upholding the ethical standards

of their discipline; participating, as appropriate, in the shared system of collegial governance,

especially at the department/unit level; respecting the confidential nature of the relationship

between professor and student; and adhering to one's proper role as teacher, researcher,

intellectual mentor and counselor.



Specific Authority 240.227(1) FS.

Law Implemented 240.105(2), 240.227(5), (19) FS.

History--New 5-14-85, Formerly 6C1-7.18, Amended 6-28-98.









REGULATIONS OF

UNIVERSITY OF FLORIDA



6C1-7.019 Tenure and Promotion: Definition, Eligibility, Granting of Tenure, Criteria,

Procedures and Methods of Processing, Confidential Nature of Materials and Discussions,

Reports and Appeals, Permanent Status and Sustained Performance Evaluations.

(1) Two of the most important types of decisions made in the University are those

having to do with promotion and tenure; they are the principal means by which the quality of the

institution is maintained and developed. The President shall have the responsibility of

submitting nominations for the awarding of tenure to the Board of Trustees. The tenure

nominations are subject to approval by the Board before such status is granted. The

responsibility for decisions on promotion has been specifically delegated to the President by the

Board of Trustees. This regulation governs tenure and promotion of faculty at the University.

(2) Definition of Tenure and Promotion of the Faculty.

(a) Tenure, a status granted by the Board of Trustees, is attained by the faculty member

through distinction in teaching, research, extension, or other scholarly or creative activities, and

service and contributions to the University and to the profession. It assures the faculty member

immunity from reprisals or threats due to an intellectual position or belief which may be

unpopular. Tenure shall normally be in an academic department. With the written consent of

the Provost, the tenure of a faculty member may reside in a center or institute when the research,

teaching, and other duties of the faculty member necessitate such a designation. A faculty

member who has been granted tenure by the Board of Trustees (or the Board of Regents prior to









July 1, 2001) shall have the status of a permanent member of the faculty and remain in the

employment of the University until the faculty member:

1. Voluntarily leaves the employment of the institution; or

2. Voluntarily retires; or

3. Is dismissed for cause under the provisions of Regulation 6C1-7.048, or an

applicable Collective Bargaining Agreement for faculty members in a bargaining unit, which

govern the termination of faculty employment; or

4. Is discontinued from employment pursuant to the layoff provisions of University

regulations or an applicable Collective Bargaining Agreement for faculty members in a

bargaining unit; or

5. Dies.

While the guarantee of annual contract renewal cannot be absolute and exists only to the

extent that funds from all sources remain available to honor the commitment, tenure remains one

of the distinctive characteristics of the University.

(b) Promotion shall mean the appointment of a faculty member to a higher academic

rank in recognition of distinguished performance as a faculty member. Responsibility for

promotion decisions has been specifically delegated to the President by the Board of Trustees.

(c) Decisions to promote or to grant tenure, although not identical, differ more in

emphasis than they do in kind. The granting of tenure is a more critical action than promotion,

for it represents a commitment by the institution to the individual, which is a very serious

undertaking for the University. Both decisions, however, represent an evaluation on the part of

the University of the faculty member's total value to the University and of his or her potential for

the future as evidenced by his or her record. Both require not only a consideration of the









candidate's fulfillment of his or her assigned responsibilities in teaching, research, extension, and

service, but also a broad scale evaluation of his or her fitness to fulfill effectively the

responsibilities attendant to membership in the University community. They also require a

determination that the individual understands the concepts of academic freedom and academic

responsibility and their close interrelationship. The same criteria are to be applied in making or

evaluating recommendations in both tenure and promotion judgments.

(d) Tenure may be granted by the Board of Trustees upon the recommendation of the

President at the time of initial appointment only after a consideration of the needs of the

department or program. Refer to subparagraph (3)(a)3. of this regulation.

(e) Consideration for tenure, permanent status, or promotion during an administrative

appointment shall be based on the faculty duties in teaching, research, service, or extension

evaluated under the University's criteria for tenure and promotion and shall not be based on the

administrative portion of the assignment.

(3) Eligibility for Tenure.

(a) Only those employees classified as faculty members of the University who are in a

continuous full-time or part-time tenure-accruing position and hold the rank of assistant

professor or above are eligible for nomination for tenure. Refer to Regulation 6C1-7.003.

1. The faculty member considered for tenure shall normally hold the terminal degree

appropriate to the academic field to which the faculty member is appointed. Any candidate who

does not hold the terminal degree must have an exceptional record of professional achievement.

2. A faculty member shall be appointed to a department or unit, and there shall

normally be an academic department which is responsible for the faculty member's tenure. With









the written consent of the Provost, a center or institute may be responsible for the tenure of a

faculty member.

3. The award of tenure may be recommended to the Board of Trustees at the time of

initial appointment to associate professor or above. Requests for tenure upon appointment

should be submitted to the Provost (or designee) with a statement of the reasons for the request

and supporting documentation, including but not limited to, a copy of the nominee's resume and

the vote of the appropriate departmental or unit faculty. This statement shall set forth the special

circumstances which warrant granting tenure as a condition of employment, including a brief

summary of the nominee's academic credentials and employment. If the Provost approves the

request, the letter of offer of appointment to the nominee should address the tenure issue by

indicating that the recommendation for tenure will be sent to the Board of Trustees for its

consideration and decision. The social security number, documentation required by the I-9

Form, and an assurance that the internal procedures for tenure approval were followed, including

the results of the vote of the appropriate departmental or unit faculty, must also be submitted to

the Provost with the appropriate documents.

4. If a non-tenured faculty member is appointed to serve in academic- administrative

classifications or administrative positions, he or she shall be eligible for tenure only in the

faculty rank, but not in the administrative position. Only that portion of the assignment that is

not administrative shall be considered in the tenure process. Tenured faculty members appointed

to these positions shall retain tenure in the faculty rank, but tenure shall not apply to or be held in

any administrative positions or classifications. Refer to Regulation 6C1-7.003.

(b) A faculty member in a tenure-accruing position shall be considered and

recommended for tenure or given notice of non-renewal by the end of the "tenure probationary









period." "Tenure probationary period" or "probationary period" shall be defined for the

purpose of this regulation as that period of academic service in a tenure-accruing position at the

University of Florida by the end of which the faculty member must be recommended for tenure

or given notice of nonrenewal. The tenure probationary periods for each college are as follows:

College Years

Institute of Food and Agricultural Sciences (IFAS) 6

College of Design, Construction and Planning 7

College of Fine Arts 7

College of Liberal Arts and Sciences 7

College of Business Administration 7

College of Dentistry 7

College of Education 6

College of Engineering 6

College of Public Health and Health Professions 7

College of Journalism and Communications 6

College of Law 6

College of Medicine 7

College of Nursing 7

College of Pharmacy 7

College of Health and Human Performance 7

College of Veterinary Medicine 6

University Libraries 7

Florida Museum of Natural History 6









1. One year of academic service shall mean employment during at least thirty-

nine (39) weeks of any twelve (12)-month period beginning with the fall term. Employment for

one semester (or its equivalent) shall constitute one-half year of academic service.

2. A faculty member may apply for tenure at any time prior to the beginning of the last

year of the tenure probationary period, and the department chair or equivalent administrator shall

initiate the tenure nomination process upon that request. A faculty member must request

consideration no later than the beginning of the last year of the tenure probationary period.

3. Faculty members being considered for tenure prior to the beginning of the last year

of the probationary period may withdraw from consideration without prejudice by written mutual

agreement between the faculty member and the chairperson or equivalent administrator. Faculty

members being considered for promotion may withdraw from consideration. The withdrawal

from consideration for tenure or for promotion must be made prior to a decision by the President.

For the procedures concerning the decision at the presidential level, refer to subparagraphs

(6)(b)3. and (6)(c)3. of this regulation.

4. Time spent by a faculty member with a tenure-accruing appointment under joint

appointment or exchange within or without the State University System, on a duly established

personnel exchange program of the University or on a special assignment for the benefit of the

parent institution or for the University System, shall be considered academic service for the

purposes of paragraph (3)(b) of this regulation absent an agreement between the faculty member

and the University to the contrary. In all such cases, the faculty member shall be so informed in

writing at the time leave is granted.

5. A semester (or a 19.5 week period for 12 month faculty) in which a faculty member

is on a leave of absence shall not be considered academic service for the purposes of paragraph









(3)(b) of this regulation unless the primary purpose of the leave is to conduct research or there is

an agreement to the contrary in writing between the faculty member and the Office of the

Provost entered into prior to the commencement of the leave. A semester (or 19.5 weeks for 12

month faculty) in which a faculty member is on reduced full-time equivalent (F.T.E.)

compensated leave shall not be considered academic service for the purposes of paragraph (3)(b)

of this regulation unless the primary purpose of the leave is to conduct research or there is an

agreement to the contrary in writing between the faculty member and the Office of the Provost

entered into prior to the commencement of the leave.

6. The appointment or employment requirement for a tenured faculty member shall be

consistent with the degree of effort and duration of time (academic year or 12-month

appointment) in which the faculty member was granted tenure status. Refer to Regulation 6C1-

7.003. Faculty who have been appointed to a tenure accruing position at less than 1.00 full-time

equivalent (FTE) will be awarded tenure at the percentage of full-time effort (FTE) assigned at

the time of the initial appointment in the tenure accruing position. The appropriate academic

department and college may submit a request to the Office of the Provost for a change to full-

time tenure status for any faculty member who was granted tenure at less than 1.00 FTE, after

the faculty member has completed a total of five (5) consecutive years of 1.00 FTE appointments.

(c) Extension of the tenure probationary period.

1. A one-year extension of the probationary period shall be granted if during the

probationary period:

a. the faculty member becomes a biological or adoptive parent, or otherwise has

significant care responsibilities for a newborn, a newly adopted child, or a child received into a

licensed family foster home; or









b. the faculty member must care for an "immediate family member" who is seriously

ill for an extended period and for whom the faculty member has significant care responsibilities.

An "immediate family member" shall be defined as a faculty member's spouse, domestic

partner, child, parent, grandparent, grandchild, brother or sister, or the child, parent, grandparent,

grandchild, brother or sister of the faculty member's spouse or domestic partner, or the spouse or

domestic partner of any of them.

2. A faculty member may request a one-year extension of the probationary period in

extraordinary circumstances where the extension is necessary to allow the candidate to

demonstrate professional excellence and capacity for future academic productivity.

3. Any faculty member requesting an extension of the probationary period under

subparagraph (3)(c)1 above must make such request in writing to his or her department chair or

equivalent administrator no later than three months after the onset of the circumstances forming

the basis of the request, but in no event later than fifteen months prior to the end of the

probationary period. The faculty member shall provide, if requested, appropriate written

documentation to substantiate the request. The request must be forwarded to the Provost by the

department chair or equivalent administrator and the dean. Approval or disapproval at

department and college level must specifically indicate agreement or disagreement with the

request and the grounds therefore. The Provost has the final authority to approve or disapprove

the request. A request may be disapproved only if the requirements of subparagraph (3)(c)1 are

not met or if appropriate documentation is not furnished when requested. Events that occur in

the last eighteen months of a faculty member's probationary period cannot be the basis for a

request under subparagraph (3)(c)1.









4. Any faculty member requesting an extension under subparagraph (3)(c)2 must

submit his or her request to the department chair or equivalent administrator. The request must

be forwarded by the department chair or equivalent administrator and the dean, to the Provost.

The requestor must fully set forth and document why the circumstances of the request are

extraordinary. Approval or disapproval at department and college level must specifically

indicate agreement or disagreement with the request and the grounds therefore. The Provost has

the final authority to approve or disapprove the request. Events that occur in the last eighteen

months of a faculty member's probationary period may not be a basis for a request under

subparagraph (3)(c)2. Any request made for an extension under subparagraph (3)(c)2 must be

made at least eighteen months prior to the end of the probationary period.

5. The maximum extension of the probationary period that a faculty member can

obtain under subparagraph (3)(c) is a total of two years.

(d) Tenure Eligibility for Tenured Faculty Members Transferred to Other Departments

Within the University or from Another State University in Florida.

1. All prior State University System tenure-accruing service shall be credited toward

tenure at the University of Florida in the absence of an agreement between the University and the

faculty member to the contrary.

2. A faculty member may transfer with tenure from another university in the State

University System if the transfer of the faculty member and the transfer of the line item, where

appropriate, is approved by the appropriate University officials or if a vacancy exists and the

faculty member is offered employment through the normal hiring process.

3. While no department or unit of the University is obliged to accept the transfer of a

faculty member from another unit or units, if a tenured faculty member of a department or unit is









offered employment and accepts such a transfer, the academic department or unit must recognize

the tenured status already attained by the transferring faculty member. The acceptance of a

transferring faculty member is conditioned upon an affirmative vote of the tenured faculty

members of the academic department or unit within which the faculty member will hold tenure.

A report of the transfer shall be submitted through the appropriate administrative channels to the

Office of the Provost.

(e) Tenure Eligibility of Faculty in the various Colleges of the J. Hillis Miller Health

Center with Assignments at Affiliated Institutions or Units.

1. The Colleges of the J. Hillis Miller Health Center are authorized to offer tenure-

accruing appointments to faculty members with an assignment at any of the affiliated institutions

or units designated by the dean of any college of the J. Hillis Miller Health Center, provided the

appointee fully qualifies for and holds the tenure-accruing rank in an academic unit in the

respective college. In all circumstances, the appointee must be informed in writing of the

inherent limitations in the definition of tenure for such faculty members.

2. Any member of the faculty in one of the colleges at the J. Hillis Miller Health

Center, who acquires tenure while having an assignment at an affiliated institution or unit will

continue in a tenured status only so long as that respective affiliated institution continues to

provide funds to the University of Florida to support that faculty position. If the affiliated

institution ceases to support that particular faculty position, the faculty member's tenure shall be

withdrawn.

(f) Tenure Eligibility for Faculty in University Libraries and Florida Museum of

Natural History. The faculty in the University Libraries and the Florida Museum of Natural

History holding appointments in a regular academic rank or holding ranks equivalent to assistant









professor, associate professor, professor, or above, i.e., assistant librarian, associate librarian,

librarian, assistant curator, associate curator, curator, and above, are eligible for tenure and their

contracts shall so state.

(4) Criteria for Tenure and Promotion.

(a) The criteria for promotion or for granting of tenure shall be relevant to the

performance of the work which the faculty member has been assigned to do and to the faculty

member's duties and responsibilities as a member of the University community. These criteria

recognize three (3) broad categories of academic service as follows:

1. Instruction, including regular classroom teaching, direction of theses and

dissertations, academic advisement, extension programs, and all preparation for this work

including study to keep abreast of one's field.

2. Research or other creative activity including scholarly, peer-reviewed publications.

3. Professional and public service.

(b) Extension service may be inclusive of the three broad categories of academic service

described above. Refer to paragraph 6C1-7.010(2)(b) for a detailed description of the duties and

responsibilities specifically assigned to extension faculty.

(c) The work for which a faculty member is responsible, as well as the expectation that

he or she will abide by the rules and regulations of the University and the laws of the State and

the nation, should be made clear to the faculty member at the time of employment and shall be

reviewed at subsequent intervals at least annually, since the faculty member's assignment may

vary with the passage of time.

(d) The assignment shall also be specified at the time of recommendation for promotion

and tenure on the University's tenure and/or promotion nomination packet of information which









the faculty member prepares. A copy of the University's Guidelines and Information regarding

the Tenure, Permanent Status and Promotion Process, which includes the nomination packet

format and which is incorporated herein by reference, may be obtained in the Chairperson's,

Dean's or Director's Office or from the Office of the Provost. In most cases, all three types of

activities listed in paragraph (4)(a) above will be expected, although the ratios required may vary

widely. By way of illustration, a faculty member assigned mostly teaching responsibilities will

in most cases be expected to do some research and/or service work. On the other hand, there

will be some research personnel who will be assigned no teaching. In most cases, promotion and

tenure should require distinction in at least two of the three categories, one of which should be

that of the faculty member's primary responsibility, although merit should certainly be regarded

as more important than variety of activity. "Distinction" in the categories listed in paragraph

(4)(a) shall be defined by each college. Each college shall disseminate annually in writing its

criteria for tenure and promotion to all faculty members. The criteria also shall be available

from the dean's office in each college. Reviews of nominations for promotion and tenure shall

include evidence that review letters from outside the University have been sought for the

evaluation of research and creative or extension service activities. In the case of tenure

nominations at least five review letters from outside the university must be presented.

(5) Granting of Tenure.

(a) By the end of the probationary period, a faculty member shall either be

recommended for tenure or given notice that further employment will not be offered. The notice

of denial of tenure shall be accompanied by a statement from the President or the President's

designee of the reasons) for not granting tenure.









(b) Each review of a nomination for tenure shall reflect careful consideration of the

qualifications of the faculty member, including evaluation by colleagues and the department

chairperson and/or immediate supervisor. Evaluation of the faculty member's research and other

creative activities or extension programs by qualified scholars in pertinent disciplines both

within and outside the University shall be sought. When one of the duties of the faculty member

being recommended is teaching, the quality of the faculty member's teaching shall be evaluated

by the procedures outlined in these rules and the University policies which govern faculty

evaluation and improvement. Refer to Regulation 6C1-7.010. The President's decision to

approve the nomination of a faculty member for tenure shall signify that the President is satisfied

the candidate will continue to make significant professional contributions to the University and

the academic community generally. Upon nomination by the President and approval by the

Board of Trustees, tenure shall be granted.

(6) Procedures and Methods of Processing Tenure and Promotion Nominations.

(a) Tenure and promotion nomination reviews shall be based on the University's criteria

as set forth in these regulations and the Guidelines and Information prepared by the Office of the

Provost. Tenure and promotion nomination reviews shall originate with the appropriate

academic department or unit, or its equivalent for those faculty in the University Libraries and

the Florida Museum of Natural History, in which the individual shall be awarded tenure status

and/or promotion as a faculty member.

1. Faculty eligible for tenure and/or faculty who wish to be considered for promotion

shall be furnished a copy of the University's Guidelines and Information in order to assist them

in the preparation of the University's tenure and promotion nomination packet of information

mentioned in paragraph (4)(d) of this regulation.









a. It shall be the responsibility of the faculty member to see that the tenure and/or

promotion nomination packet is complete and contains all the information the faculty member

believes is pertinent to the nomination.

b. Prior to the review of the nomination, the faculty member shall have the right to

review the contents of the tenure and/or promotion nomination packet, and may attach a brief

and concise written response to any material therein. If the faculty member has waived the right

to review the letters of evaluation, these shall not be made available to the faculty member.

c. The tenure and/or promotion nomination packets shall be completed for

departmental or unit review in accordance with the University guidelines before the departmental

or unit vote is taken. The eligible faculty of the department or unit shall review the packets and

may meet to discuss the nomination. A secret ballot of the eligible faculty shall be taken no

earlier than one day following the meeting.

d. In tenure cases, "eligible faculty" are those faculty holding tenure in the department

or unit. In promotion cases, "eligible faculty" shall mean those faculty in the department or unit

holding rank superior to that of the candidate.

e. The faculty member may add materials that directly pertain to the tenure and/or

promotion nomination packet by providing a copy to the appropriate administrator. The date of

inclusion in the packet shall be recorded on the material.

f. When any material is added to, deleted from, or changed in the packet by anyone

other than the candidate after the commencement of the consideration process, a copy of any

such additions, deletions, or changes, other than letters of evaluation to which the faculty

member has waived the right to review, shall be sent to the faculty member within five (5)









calendar days. Within ten (10) calendar days of receipt of the material, the faculty member may

provide a brief and concise response thereto, which shall be added to the nomination packet.

2. The tenure and/or promotion nomination shall be reviewed in accordance with the

applicable University Guidelines and Information and the procedures described in paragraphs

(6)(b) and (c) of this regulation.

3. The faculty member shall be informed of the status of the tenure and/or promotion

nomination at each level of the University process within five (5) calendar days of the

completion of the review at that level. Within ten (10) calendar days of being informed of the

results of the departmental or unit review, including the chairperson's recommendation, the

faculty member may request a meeting with the chairperson (or equivalent administrator) to

respond and/or may submit a written response to the chairperson. Within ten (10) calendar days

of being informed of the results of the college's review, including the dean's recommendation,

the faculty member may request a meeting with the dean (or equivalent administrator) to respond

and/or may submit a written response to the dean. Any written response submitted by the

faculty member shall be placed in the nomination packet before consideration at the next level of

review.

(b) Procedures for Submitting Tenure Nominations.

1. Departmental or Unit Review The department chairperson or the equivalent

administrator is responsible for initiating the process for tenure. The eligible faculty members of

the academic department or unit in which the faculty member shall hold tenure status if it is

awarded shall review the packet and may meet to discuss the nomination. A secret ballot of the

eligible faculty members in the department or unit shall be taken no earlier than one day

following the meeting. The chairperson or equivalent administrator shall review the nomination









and report the results of the faculty vote, the results of his or her review, and his or her

recommendation to the candidate and to the appropriate dean or director. For those IFAS faculty

stationed at research and education centers, nominations for the award of tenure shall also be

reviewed by the center director and voted on by the center's eligible faculty through a secret

ballot. In those colleges in which there are no departments or in which the departments are so

small that the college has chosen to forego the departmental review, the dean shall initiate the

process. In such colleges, a secret ballot of the eligible faculty members of the college shall be

taken in lieu of the secret ballot of the department or unit eligible faculty.

2. College Level Review The dean, or director in the case of the University Libraries

or the Florida Museum of Natural History, and a college-level fact-finding committee comprised

of tenured faculty members of the college shall review the nomination. One-half of the members

of the college-level fact-finding committee shall be elected by tenured faculty members of the

college. The college committee shall provide recorded individual assessments to the dean or

director as part of its fact-finding and consultative role. An individual assessment shall consist

of a committee member's indicating whether or not the candidate meets the standards for tenure

within that college. The individual faculty members making the assessments shall not be

identified. The dean's or director's letter of review and recommendation as well as the college

committee's individual assessments will be submitted to the candidate and to the University's

Academic Personnel Board.

3. Presidential Review The Academic Personnel Board is consultative to the

President with respect to promotion and tenure nominations and takes a University-wide

perspective in reviewing the nominations for tenure and promotion. The University's Academic

Personnel Board consists of six (6) tenured faculty members in the rank of full professor or









above who do not have an academic administrative appointment, an associate provost for

academic affairs designated by the Provost, and the Vice President for Research. The six faculty

members are appointed by the President. One faculty member shall represent the Health Center,

another the Institute of Food and Agricultural Sciences, and three shall represent the colleges and

academic units in the Education and General Budget. The associate provost for academic affairs

designated by the Provost serves as the secretary of the Board.

a. The Academic Personnel Board shall advise the President on all nominations

received. The Academic Personnel Board will serve in a fact-finding and consultative role,

reviewing the candidates' nomination packets and reporting on the strengths and weaknesses of

the records. If there are questions about a nomination packet, the Academic Personnel Board

shall notify the dean who in turn will notify the chairperson and the faculty member so they may

respond. Pursuant to subparagraph (3)(b)3. of this regulation, a candidate may choose to

withdraw from consideration at this time. The Provost shall present the report of the Academic

Personnel Board to the President. The Academic Personnel Board shall be available for further

consultation with the President concerning these nominations.

b. The President makes the final tenure recommendations to the Board of Trustees.

The college or appropriate unit will be notified of the President's recommendation to the Board

of Trustees.

4. The faculty member shall be notified in writing by the President or designee

immediately, or as soon thereafter as possible, of the final action taken on the nomination for

tenure. If the faculty member is denied tenure, the notice shall include a statement of the

reasons) for the denial.









5. By the end of the tenure probationary period, the faculty member shall be either

awarded tenure or given appropriate notice of denial of tenure and non-renewal by the President

or the President's designee. The notice of non-renewal shall be accompanied by the following: a

statement of the reasons) why tenure was not granted; reference to any previously-held informal

conference between the faculty member and the President's designee to explain the reasons) for

the denial; the expiration date of the current year's contract; the last day of employment with the

University; and a reference to the appropriate grievance procedures described in subsection (8)

below and in Regulation 6C1-7.041.

(c) Procedures for Submitting Promotion Recommendations.

1. Departmental or Unit Review -- The department chairperson or equivalent

administrator is responsible for initiating the process for the promotion of faculty to the rank of

associate or full professor or above, or the equivalent in other academic ranks (e.g., curators,

librarians, extension agents, scientists, scholars or engineers). The appropriate department

chairperson or administrator will initiate the nomination process upon the request of an eligible

faculty member, except that only a college dean or the administrator of a unit equivalent to a

college may nominate a faculty member for the title of distinguished professor. Nominations

shall be processed and considered as described in paragraphs (6)(a), (c) and (d) of this

regulation. The eligible faculty members of the department or unit shall review the packet and

may meet to discuss the nomination. A secret ballot of the eligible faculty of the department or

unit shall be taken no earlier than one day following the meeting. The chairperson or equivalent

administrator shall review the nomination and report the results of the faculty vote, the results of

his or her review, and his or her recommendation to the candidate and to the appropriate dean or

director. Nomination for the award of the "distinguished professor" title shall be made by the









appropriate college dean or equivalent administrator and be accompanied by the votes or a

summary of the opinions of those faculty in the rank of professor or the equivalent in academic

rank within the academic department or unit. In those colleges in which there are no

departments or in which the departments are so small that the college has chosen to forego the

departmental review, the dean shall initiate the process. In such colleges, a secret ballot of the

eligible faculty members of the college shall be taken in lieu of the secret ballot of the

department or unit eligible faculty member.

2. Review at College Level The dean, or director in the case of the University

Libraries or the Florida Museum of Natural History, and a college-level fact-finding committee

shall review the nomination. A college committee for the purposes of promotion review shall be

composed of faculty holding faculty or faculty equivalent titles, as defined in Regulation 6C1-

7.003, at the associate (or equivalent) rank and above. The only modifiers to these titles shall be

the clinical, research, and extension modifiers. In the Institute of Food and Agricultural Sciences

(IFAS) county extension faculty may also serve on a committee. A college may have one or

more such committees and may have one committee that reviews both tenure and promotion

cases. One-half of the members of any college-level fact-finding committee shall be elected by

tenured faculty members of the college. The eligible faculty members of the appropriate college

committee shall provide recorded individual assessments to the dean or director as part of its

fact-finding and consultative role. An individual assessment shall consist of a committee

member's indicating whether or not the candidate meets the standards for promotion within that

college. The individual faculty members making the assessments shall not be identified. The

dean's or director's letter of review and recommendation as well as the college committee's









individual assessments will be submitted to the candidate and to the University's Academic

Personnel Board.

3. Presidential Review The Academic Personnel Board shall advise the President on

all nominations for promotion received. The Academic Personnel Board will serve in a fact-

finding and consultative role, reviewing the candidate's nomination packets and reporting on the

strengths and weaknesses of the record. If there are questions about a nomination, the Academic

Personnel Board shall notify the dean who in turn shall notify the chairperson and the faculty

member so they may respond. Pursuant to subparagraph (3)(b)3. of this regulation, a candidate

may choose to withdraw from consideration at this time. The Provost shall present the report of

the Academic Personnel Board to the President. The Academic Personnel Board shall be

available for further consultation with the President concerning these nominations. The

President makes the final decision with respect to promotions. The College or appropriate unit

will be notified of such action.

4. The faculty member shall be notified in writing, by the President or designee

immediately, or as soon thereafter as possible, of the final action taken on the nomination for

promotion. If the faculty member is denied promotion the notice shall include a statement of the

reasons) for the denial.

(d) Nominations of an Administrator for Tenure and/or Promotion in a Faculty Rank --

In the case of a recommendation of a chairperson or other administrator for tenure and/or

promotion in an academic rank, the next highest level of supervising administrator or the

administrator's designee (e.g., the chairperson, the dean, or director, or vice president) in the

college or major budgetary unit shall be the officer or administrator in charge for the purposes of

conducting the review process. Where tenure is involved, the supervising administrator shall









obtain the required secret ballot of the tenured members of the academic department or unit.

Where promotion is involved, the supervising administrator shall solicit the opinions of the

faculty holding academic rank superior to that held by the candidate for promotion. The

appropriate University procedures described in paragraphs (6)(a), (b), and (c) of this regulation

shall be followed. Tenure and/or promotion may be awarded to a faculty member only in the

faculty member's capacity as a faculty member in an academic department or unit. In no case is

tenure applicable to the faculty member's appointment in an administrative classification or

position. Refer to subparagraph (3)(a)4. of this regulation and subsection 6C1-7.003(5).

(7) Promotion and Tenure Materials and Discussions. All records reflecting evaluations

of employee performance compiled for promotion and/or tenure, including records of any

discussions of these evaluations, shall be regarded as limited access records and shall be made

known only to those individuals who are required to participate in making recommendations or

making of the decision unless otherwise required by law. All such discussions shall be

considered confidential. (Refer to Regulation 6C1-1.019)

(8) Promotion and Tenure Grievance Procedures. A faculty member who is denied

promotion or tenure and who believes his or her rights have been violated may elect to use one

of the procedures outlined in Regulation 6C1-7.041. The notice from the President or designee

of the denial of tenure or promotion shall refer to the grievance procedures outlined in

Regulation 6C1-7.041.

(9) Refer to Regulations 6C1-7.025 and 6C1-6.009, for the description of permanent

status and the eligibility requirements for this status.

(10) Sustained Performance Evaluations. Tenured faculty members shall receive a

sustained performance evaluation once every seven years following the award of tenure or their









most recent promotion. The purpose of this evaluation is to document sustained performance

during the previous six years of assigned duties and to encourage continued professional growth

and development. A performance improvement plan shall be developed for those employees

whose performance is identified through the sustained performance evaluation as being

consistently below satisfactory in one or more areas of assigned duties. It is the responsibility of

the employee to attain the performance targets specified in the performance improvement plan.

If the faculty member fails to meet these targets the unit has the responsibility to take appropriate

actions under the provisions of Regulation 6C 1-7.048 or a Collective Bargaining Agreement for

faculty in a bargaining unit.



Authority: BOG Resolution dated January 7, 2003

History--Formerly, 6C1-7.26, 6C1-7.27, 6C1-7.30, 6C1-7.33, 6C1-7.34, New 3-26-80,

Amended 3-6-85, Formerly 6C1-7.19, Amended 12-18-87, 5-21-89, 11-13-90, 5-18-92, 4-30-95, 7-

15-97, 7-27-98, 1-12-00, 8-2-00, 7-30-01, 5-20-02, 6-3-03, 7-19-05, 9-9-05, 6-15-07.









RULES OF

UNIVERSITY OF FLORIDA



6C1-7.025 Academic Affairs; Permanent Status for County Extension Faculty and P.K.

Yonge Developmental Research School Faculty.

(1) General Information.

(a) Permanent status is similar to tenure in that it provides assurance of a continual

appointment subject to certain requirements of the position as described in this rule and subject

to the requirements of Rule 6C1-6.009, F.A.C. in the case of County Extension Faculty. It is

granted by the President and shall be effective on July 1 following the completion of all

requirements.

(b) A faculty member who has been appointed to a permanent status accruing position

at less than 1.00 full-time equivalent (FTE) will be awarded permanent status at the percentage

of full-time effort assigned at the time of the initial appointment in the permanent status accruing

position.

(c) Permanent status earned by any faculty member prior to assuming a supervisory or

administrative position shall be retained in the faculty rank in which it was attained. Upon

release from the supervisory or administrative position, the faculty member shall be entitled to

reassignment to the same or a similar position to that in which permanent status was attained, or

to the same or similar position held at the time of the supervisory or administrative appointment,

and to the salary range that would have been earned had the faculty position been held

continuously.









(d) Nominations for permanent status or promotion for eligible county extension or P.K.

Yonge Developmental Research School faculty shall be based on the University's guidelines and

evaluation procedures and shall originate with the appropriate department or administrative unit

in which the individual holds a title and/or receives a salary.

(2) Eligibility.

(a) Appointments of county extension and P. K. Yonge Developmental Research

School faculty whose appointments do not include the appointment status modifiers "adjunct,"

"provisional," "visiting," "research," or "courtesy," are permanent status accruing. If a faculty

member initially appointed to any of these positions with these modifiers, is subsequently

appointed to a permanent status-accruing position, all or a portion of the service in such non-

permanent status accruing title may be counted toward permanent status, subject to approval in

writing at the time of the subsequent appointment.

(b) Consideration for permanent status is based on performance of faculty duties and

responsibilities. Faculty appointed to serve in academic administrative (or supervisory)

classifications or positions shall not be eligible for permanent status in the administrative

appointment.

(3) The nature of permanent status and the requirements for permanent status for

County Extension Faculty are described in subsection 6C1-6.009(3), F.A.C.

(4) Permanent Status for P.K. Yonge Developmental Research School Personnel

(a) The concept of the permanent status for the P.K. Yonge (PKY) Developmental

Research School faculty assures them that they may expect to continue in their academic

positions for an indefinite period of time unless suspended or terminated for just cause or laid off









in accordance with the University procedures or the faculty member leaves the employment of

the University.

(b) Faculty in the ranks of PKY Instructor, PKY Assistant Professor, PKY Associate

Professor and PKY Professor shall be eligible for permanent status-accrual in the appointment.

(c) If a non-permanent status faculty member is appointed to a permanent status-

accruing position which includes an appointment to serve in an administrative or supervisory

position determined by the University not to accrue eligible time toward permanent status, and is

subsequently appointed to a permanent status-accruing position, all or a portion of the faculty

member's prior service in the non-permanent status accruing position may be counted toward

permanent status, provided the University agrees in writing to credit such service at the time of

the appointment to such a position. Requests for such approval shall be submitted to the Office

of the Provost.

(d) Faculty in the P.K. Yonge Developmental Research School who meet the following

requirements shall be entitled to and shall enjoy permanent status in their faculty ranks at the

beginning of the school year following completion of such requirements:

1. hold the required educational qualifications;

2. have completed three (3) years of service or the equivalent in part-time service in

the school, such service being continuous except for leave duly authorized and granted;

3. have been reappointed for the fourth year; and

4. have been recommended and granted such status by the University based on

successful performance of duties and demonstration of professional competence. Prior to the

completion of three (3) continuous years of full-time service in a permanent status-accruing

position as the Director of the P.K.Yonge Developmental Research School shall provide









notification indicating either the granting of permanent status or the required notice of non-

reappointment.

(5) Any county extension or P.K. Yonge Developmental Research School faculty

member may be suspended or dismissed for cause at any time during the term of the appointment

in accordance with the procedures outlined under Rule 6C1-7.048, F.A.C. In such cases, the

faculty member shall enjoy the same procedural processes provided regular University faculty

members.



Specific Authority 1001.74(4) FS.

Law Implemented 1001.74(19), 1004.37 FS.

History--New 3-26-80, Amended 5-14-85, Formerly 6C1-7.25, 4-30-95, 6-28-98, 5-20-02,

7-5-04.









RULES OF

UNIVERSITY OF FLORIDA



6C1-7.032 Academic Affairs; Personnel Exchange Program.

(1) The University is authorized to establish and maintain a program by which full-time

faculty; and exempt Technical, Executive, Administrative and Managerial Support (TEAMS)

full-time employees may be exchanged on a one-for-one basis with persons employed in like

capacities by units of government, private industry, or institutions of higher learning.

(2) Scope of Program -- The Exchange Program is a distinct program providing

opportunities for faculty and exempt TEAMS full-time employees exchange and will not be tied

to any other personnel program.

(3) Implementation of Program.

(a) Eligibility -- Full-time employees filling faculty positions or exempt TEAMS full-

time employees are eligible.

(b) Terms of Exchange Program.

1. The salary and benefits of University employees participating in this exchange

program shall be continued during the period of time they participate in the exchange with no

break in creditable or continuous service. The salary and benefits of persons participating in the

program who are employed by units of government, private industry, or institutions of higher

learning which are not under the jurisdiction of the University shall be paid by that participant's

originating employer.

2. Exchanges will be conducted for a period not normally to exceed two consecutive

semesters.









3. Faculty or exempt TEAMS full-time employees participating in this exchange will

assume the duties and responsibilities of the participant they replace. Those participants from

government, industry or other higher learning institutions will assume the duties and

responsibilities of the faculty or staff they replace.



Specific Authority 1001.74(4) FS.

Law Implemented 1001.74(19) FS.

History--New 3-26-80, Amended 3-6-85, Formerly 6C1-7.32, Amended 3-12-03.









REGULATIONS OF

UNIVERSITY OF FLORIDA



6C1-7.036 Academic Affairs; Complaints Against Faculty Members.

(1) Complaints against a faculty member should normally be in writing and signed by

the complainant in order for the University to proceed with an official inquiry into the complaint.

However, complaints may also be verbal or anonymous.

(2) Complaints from outside the University shall be addressed or forwarded either to the

President or to the Provost. The complaint may be handled by the addressee or forwarded to the

dean (or director) or the appropriate vice president in the college (or school) of the faculty

member concerned for appropriate action.

(3) Complaints from either outside or inside the University involving allegations of

fraudulent or other dishonest acts, shall be referred to the Office of Audit and Compliance

Review in accordance with the University's Policy Against Fraudulent or Other Dishonest Acts,

February 25, 2002, incorporated herein by reference. A copy of this policy can be obtained by

contacting the Office of Audit and Compliance Review, Post Office Box 113025, Gainesville,

Florida 32611.

(4) Complaints involving allegations of sexual harassment shall be handled in

accordance with the University's Policy on Sexual Harassment (1999), incorporated herein by

reference. A copy of this policy can be obtained by contacting the Vice Provost in the

Affirmative Action Office at Post Office Box 113050, Gainesville, Florida 32611.









(5) Complaints that represent allegations of research misconduct shall be handled in

accordance with the University's Policy for Dealing with Conduct in Research, Rule 6C1-

1.0101, F.A.C.

(6) Complaints from inside the University shall be submitted directly to the department

chair of the faculty member concerned, who shall inform the dean (or director) or the appropriate

vice president of the complaint.

(a) The department chair or other appropriate administrator shall determine whether the

complaint has substance and whether further action is necessary. If it is determined the

complaint has substance and further action is necessary, the faculty member shall be informed of

the receipt of the complaint and will be given an opportunity to respond to the complaint in

writing within ten (10) days.

(b) The department chair or administrator shall review the complaint, together with the

faculty member's written response and provide a report to the dean (or director) or appropriate

vice president stating whether:

1. the complaint lacks substance and no further action is necessary; or

2. the complaint has substance and remedial action shall be taken at the department or

college level.

(c) The dean (or director) or appropriate vice president shall subsequently review the

complaint, together with the faculty member's written response and the department chair's or

administrator's report. If the report states the complaint has substance and remedial action should

be taken at the college level, the dean (or director) or appropriate vice president shall determine

the necessary appropriate remedial actions.









(6) Complaints involving IFAS or Health Center faculty shall be submitted to either a

dean or to the vice president of the faculty member concerned, who shall determine whether the

complaint has substance and whether further action is necessary. If it is determined that the

complaint has substance and further action is necessary, the faculty member shall be informed of

the receipt of the complaint and will be given an opportunity to respond to the complaint in

writing. After subsequently reviewing the complaint, together with the faculty member's

response, the dean or vice president shall determine the necessary appropriate remedial actions.



Authority: BOG Resolution dated January 7, 2003

History--New 12-9-75, Amended 3-26-80, 5-14-85, Formerly 6C1-7.36, Amended 7-28-

02, 12-18-06 (technical changes only).









RULES OF

UNIVERSITY OF FLORIDA



6C1-7.041 Academic Affairs; Methods for Review and Resolution of Faculty Grievances.

(1) As used in this rule, the terms listed below shall have the following meanings:

(a) The term "grievance" shall mean a dispute or complaint concerning tenure,

promotion, non-renewal and termination of employment contracts, salary, work assignments,

annual evaluation, lay-off and recall, and other benefits or rights accruing to a faculty member

pursuant to the rules of the Board of Regents, of the University or by law.

(b) The term "appeal" shall mean a process by which a university decision or action

directly affecting a faculty member may be brought to the attention of the faculty member's chair

or supervisor responsible for the decision or action who may then review and/or modify the

decision or action. As used in this rule "appeal" means an attempt to resolve the action being

grieved through review by appropriate administrators) in order to reach resolution prior to the

initiation of a grievance process.

(c) The term "mediation" shall mean a process of reaching a voluntary resolution of a

dispute with the aid of a neutral. Each party must agree to the process and remains in control of

the process until a final agreement is reached; the mediator shall have no powers to impose a

resolution or agreement.

(d) The term "days" as used in this rule shall mean calendar days. If a time limit expires

on a non-business day, the limit shall be extended to 5 p.m. of the next business day.









(e) The terms "elect" or "election" shall mean the filing of the request for a specific

review of a grievance as provided in (3) below in the Office of the President, or the Clerk of the

University in the case of proceedings conducted pursuant to Section 120.57, Florida Statutes.

(2) Appeal Process.

(a) Faculty members are encouraged to seek resolution of their grievances prior to filing

under a specific review procedure through use of the appeal process. An appeal shall be

initiated by the aggrieved faculty member with the faculty member's immediate supervisor and

may proceed through the appropriate administrative structure to the next ranking administrator or

the administrator's designee, i.e. (chair, dean or director, appropriate vice president, and/or

Provost or their designees).

(b) The faculty member's use of the appeal process or any other form of resolution does

not automatically suspend the applicable time limit, as set out in section (3)(c) below, the date

required for requesting a specific method for a review of a grievance described in (3) below. At

the time the grievance is filed in the Office of the President, the faculty member may request in

writing an extension of the applicable time limit for initiating the elected grievance review

procedure in order to facilitate the resolution of a grievance. Notwithstanding the foregoing,

failure to elect a method for a review of a grievance prior to the applicable time limit, or prior

to an extension thereof as approved by the University, shall constitute a waiver of the faculty

member's right to any method for grievance resolution as set out in sections (3)(a) and (b) below.

(c) Faculty members are encouraged to use mediation in the appeal process. In such

case, when a grievance is filed in the Office of the President with a request for an extension, the

grievant may request either the dean or director of his or her academic unit or the Office of

Academic Affairs to pursue arranging and scheduling the mediation process. The mediator shall









be agreeable to both parties. If resolution is reached through the mediation, the parties shall

draft the terms of the agreement which they shall sign before the medication session ends. The

agreement shall be binding on the parties and shall not be subject to further review in any forum.

A copy shall be placed in the grievance file indicating that the grievance is resolved and the

grievance file closed.

(3) Procedures for Grievance Review -- Faculty members at the University of Florida

may elect one of the procedures for review and resolution of a grievance described in this rule.

Unless stated otherwise in these rules, an election of any one of these procedures shall constitute

a waiver of all other procedures provided.

(a) Faculty members in the collective bargaining unit may elect either the grievance

procedures in the Collective Bargaining Agreement for grievances arising under the terms of the

Agreement, or the procedure described in Section 120.57, Florida Statutes, for those matters

involving a substantial interest. Procedures for instituting a Section 120.57 proceeding are

described in section (4) of this rule.

(b) Faculty members not in the collective bargaining unit may elect one of the following

methods for a review of a grievance:

1. University Faculty Grievance Procedure, Rule 6C1-7.042, F.A.C., for those matters

involving University or Board of Regents rules; or

2. Administrative Proceeding, Section 120.57, F.S., for those matters involving a

substantial interest, as described in section (4) of this rule; or

3. Faculty Senate Committee on Academic Freedom, Tenure, Professional Relations

and Standards Committee for those matters which are within the jurisdiction of the Committee,

as provided in section (5) of this rule.









4. A proceeding under the provisions of Section 120.57, F.S., must be initiated within

twenty-one (21) days of receipt of written notice of a decision or action, which does or may

affect a substantial interest of the faculty member, or within twenty-one (21) days of receipt of

written notice of intent to render such decision.

5. An election of any other procedure for grievance review must be initiated by filing

the grievance with the Office of the President no later than thirty (30) days from the date

following the act or omission giving rise to the grievance, or thirty (30) days from the date the

faculty member acquires knowledge, or could reasonably have been expected to acquire

knowledge, of the act or omission, if that date is later.

(4) Grievance Proceeding under Section 120.57, Florida Statutes.

(a) A faculty member requesting a proceeding under Section 120.57, F.S., on a decision

which does or may determine a substantial interest, such as termination for cause or denial of

tenure, of the faculty member, shall file his or her petition within twenty-one (21) days of

receipt of written notice of the decision. The petition shall be addressed to the Clerk of the

University and shall be filed with the Clerk of the University. The provisions of Chapter 28-

106, Part II, F.A.C., shall govern such proceedings..

(b) A faculty member who receives written notice of a University decision or action,

and who fails to request a proceeding under the provisions of Section 120.57, F.S., prior to the

twenty-one (21) day limit, or prior to an extension thereof as approved by the University, shall

be deemed to have waived the right to request a Section 120.57, F.S., proceeding.

(c) Upon receipt of a petition for an administrative proceeding under Section 120.57,

F.S., the University shall either accept or deny the petition. If the petition is accepted, and a

disputed issue of material fact is alleged, the University shall elect to conduct the hearing









provided under Section 120.57(1), F.S., through either the University's President; or an

Administrative Law Judge from the Division of Administrative Hearings.

1. A petition may be denied if the faculty member does not state a substantial interest

in the University's determination, or if the petition is untimely.

2. The University shall promptly give written notice to all parties of the action taken on

the petition, and shall state with particularity its reasons therefore.

3. If the University elects to request that a Administrative Law Judge from the

Division of Administrative Hearings be assigned to conduct the hearing, the University shall

forward the petition and all materials filed with the University to the Division of Administrative

Hearings, and shall notify all parties of its action.

(5) Grievance review before the Faculty Senate Committee on Academic Freedom,

Tenure, Professional Relations and Standards Committee.

(a) A faculty member may elect to commence a grievance review before the Faculty

Senate Committee on Academic Freedom, Tenure, Professional Relations and Standards. The

Faculty Senate Committee on Academic Freedom, Tenure, Professional Relations and Standards

shall have jurisdiction in matters involving University practices bearing on academic freedom,

tenure, professional ethics, or the general welfare of the faculty when such matters are placed

before it by the President or designee, or through charges filed by the same or faculty members

as set forth in Rule 6C1-7.0441, F.A.C. The Committee shall have the right to reject the

grievance, or require modification of the grievance, if it is not filed in accordance with the time

limits set forth in section 3(b)5. or it is not within jurisdiction of the Committee.

(b) A faculty member who has elected to commence a review before the Faculty

Senate Committee must address a written complaint to the President of the University. The









complaint must be signed by the faculty member, and the following must be included therein: "I

understand and agree that by filing this complaint initiating the formal method for grievance

resolution provided by Rule 6C1-7.041(5), F.A.C., I waive any right I might otherwise have to

any other formal method for grievance resolution, as set out in Rule 6C1-7.041(3), F.A.C." The

faculty member should furnish any relevant documentary evidence with the complaint to the

President.

(c) The President or the President's designee shall then refer the complaint and any

documentary evidence submitted with the complaint to the Chairperson of the Faculty Senate

Committee for review. The Committee shall follow its procedures and rules as established by

the Faculty Senate or the Committee itself. See Rule 6C1-7.0441, F.A.C. The Committee shall

submit its findings and recommendations to the President. The President may adopt, modify, or

reject the Committee's report. Copies of the President's decision shall be sent to the parties

involved in the grievance. The action of the President shall be final.

(6) Discrimination complaints A faculty member may utilize as appropriate the

grievance process set forth in section (3) above or Rule 6C1-1.0063, F.A.C., for the resolution of

a complaint of alleged discrimination in employment practices. A faculty member who files a

written complaint under one of these processes waives any right he or she might otherwise have

to file a grievance based on the same facts under either section (5) of this rule. Notwithstanding

the foregoing, the faculty member does not waive the right to use the grievance procedures set

out in section (5) of this rule or in the University Faculty Grievance Procedure, Rule 6C 1-7.042,

F.A.C., to grieve the same subject matter on a basis other than discrimination provided the

applicable time limit, or any extensions thereof which have been granted, are met.









(7) Misconduct in Research. Rule 6C1-1.0101, F.A.C., sets forth the University's

policy for dealing with complaints of "research misconduct" as that term is defined in the rule.

(8) Complaints Against Faculty Members. Rule 6C1-7.036, F.A.C., sets forth the

University's policy for dealing with general complaints against faculty members.



Specific Authority 240.227(1) FS.

Law Implemented 120.54(5), 240.227(5), (19) FS.

History--New 3-6-80, Amended 2-23-82, 5-14-85, Formerly 6C1-7.41, 4-30-95, 7-27-98.









RULES OF

UNIVERSITY OF FLORIDA



6C1-7.042 Academic Affairs; University Grievance Procedure for Faculty: Definitions,

General Information, and Procedures.

(1) Definitions.

(a) The term "grievance" as used in this rule shall mean a dispute or complaint alleging

a violation of the rules or regulations of the University or the Board of Governors concerning

tenure, promotion, non-renewal and termination of employment contracts, salary, work

assignments, annual evaluation, lay-off and recall, and other benefits or rights accruing to a

faculty member pursuant to these rules.

(b) A grievance must be filed in the Office of the President with a copy to the grievant's

chief administrative officer (CAO) in the format described in section (5) of this rule. The

required information must be complete in order for the grievance process to begin.

(c) The term "grievant" shall mean a faculty member who is not a member of the

collective bargaining unit and whose benefits or rights, as defined in (1)(a) above, have been

directly affected by an act or omission of the University or its representative and who has filed a

grievance.

(d) The term "days" shall mean calendar days. If a time limit expires on a non-business

day, the limit shall be extended to 5 p.m. of the next business day.

(e) The term "Grievance Committee" shall apply to a committee selected by either a

vote of the college faculty or by appointment of the CAO to review the grievance at Step I.









(f) The term "chief administrative officer" (cited as "CAO" in this rule) shall mean the

dean or director exercising authority over faculty in a college or budgetary unit, or the designee

of such an individual. The CAO may also be the Sr. Vice President for Health Affairs or

Agricultural and Natural Resources, and/or the deans of the colleges within these budgetary

units, including the functional Deans in IFAS, or for the purpose of this rule the vice presidents

or directors of major budgetary, academic or administrative units which are the organizational

equivalent of colleges, such as Florida Museum of Natural History, University Libraries and

Student Affairs.

(2) General Information

(a) Purpose of Grievance Procedure The purpose of the procedure is to provide a

prompt and efficient collegial method for the review and resolution of grievances filed by faculty

members of the University who are not members of the collective bargaining unit.

(b) Time Limits

1. A grievance shall be filed no later than thirty (30) days from the date following the

act or omission giving rise to the grievance, or thirty (30) days from the date the grievant

acquires knowledge, or could reasonably have been expected to acquire knowledge, of the act or

omission, if that date is later.

2. Extensions requested for the purpose of attempts to resolve the grievance may be

granted upon the grievant's written request to the Office of the President, with a copy to the

CAO.

3. Upon failure of the University or its representatives to provide a decision within the

time limits provided in this rule or any extension thereof, the grievance shall be deemed to have

been transferred to the next step of the grievance process.









4. Upon the failure of the grievant to file a request for review within the time limits

provided in this rule, the grievance shall be deemed to have been resolved at the prior step, and

the grievance file closed. The grievance shall not later be revived.

5. The University may refuse to entertain any grievance or request for review not filed

within the applicable time limit or extension thereof.

(c) Burden of Proof The burden of proof shall be on the grievant, who must support

his or her position regarding the grievance by a preponderance of the evidence, except that the

burden of proof shall be on the University in a disciplinary grievance alleging a violation or

violations under Rule 6C1-7.048, F.A.C., to establish by a preponderance of the evidence that

the violation occurred. Counseling is not considered disciplinary action.

(d) Limitations on Certain Remedies -

1. Backpay may be awarded to a grievant if a determination is made that the grievant is

not receiving the appropriate salary from the University, but other monetary damages, interest, or

penalties, including attorney's fees, shall not be awarded to a grievant.

2. A decision to award employment beyond the tenure probationary period, as defined

in Rule 6C1-7.019, F.A.C., the sixth year in the case of county extension faculty members, or the

third year in the case ofP.K. Yonge Developmental School faculty members, to a grievant shall

not entitle the grievant to tenure or permanent status. In such case, the grievant shall have the

right to an appropriate notice period, but is not entitled to any employment after the designated

notice period.

(3) Appeal or Resolution Process.

(a) An aggrieved faculty member is encouraged to arrange a meeting to discuss a

possible resolution of the grievance with the appropriate administrator responsible for the act or









omission giving rise to the grievance. This conference should be held within the thirty (30) day

period, as described in section (2)(b)l. above, in which the grievance review procedure must be

initiated. If such conference cannot be held within the thirty (30) day period, the aggrieved

faculty member must file a grievance in the Office of the President along with a written request

for an extension of no more than thirty (30) days in order to continue to pursue resolution of the

grievance.

(b) Upon the grievant's written request, additional thirty (30) day extensions may be

granted, unless to do so would impede the resolution of the grievance. Approval of any request

for extension shall be in writing to the Office of the President with a copy to the CAO. The

grievant may at any time terminate the extension by giving written notice to the CAO with a

copy to the Office of the President that the grievant wishes to proceed with the grievance review

procedure in the manner described in section (4)(b) below.

(c) If an extension expires without a written request from the grievant for either a

further extension or a Step I review, the grievance need not be processed further, and the

grievance file will be closed. The grievance shall not later be revived.

(4) Initiation of Grievance Review Procedure.

(a) General Information.

1. The University Faculty Grievance Procedure shall commence upon the timely filing

of a grievance in the Office of the President, which shall include all the information specified in

"Step I Grievance", as described in (5)(a) below, with a copy to the appropriate CAO. At the

same time, a copy of the grievance shall be furnished to the grievant's chair or unit supervisor.

The President or designee or the CAO may refuse to consider a grievance not filed in accordance

with this rule upon written notice to the grievant of the reasons for the decision.









2. If the grievant is a dean, director, or vice president, or if the grievance involves

review of a decision by a dean or director, the grievant should request that the grievance

procedure begin with a review by the appropriate vice president, e.g. Vice President for Health

Affairs, the Vice President for Agricultural and Natural Resources or the Provost/Vice President

for Academic Affairs, or the respective Vice President's designee, if applicable, at the Step I

level.

3. If the grievant is a vice president, the procedure shall commence with the

Provost/Vice President for Academic Affairs at the Step II level, as outlined in subsection (c)

below. In all other cases, the grievant shall indicate on the Step I grievance request that the

grievance review procedure begin with either a review by the Grievance Committee or a review

by the CAO.

4. A college or unit shall establish a three-member Grievance Committee consisting of

faculty to hear grievances filed under this rule. Committee members may be selected either by a

vote of the college faculty or be appointed by the CAO. Committee members may serve for

staggered terms of either two or three years and shall be eligible for reappointment. The

Committee shall designate one of its members as chair.

(b) Step I Review Procedures.

1. The STEP I Grievance Committee Meeting and Review Process -

a. The Committee shall as soon as practicable but no sooner than seven (7) and no later

than fifteen (15) days following the receipt of the grievance by the CAO, schedule a Step I

meeting with the grievant.

b. The Committee chair shall be responsible for notifying the grievant of the meeting.

The grievant may be represented by a university colleague at this meeting.









c. Before the Step I meeting, the grievant may make written request for copies of any

identifiable documents relevant to the grievance and shall be furnished copies of such documents

which may be lawfully disclosed to the grievant under the Florida Administrative Code and state

law. Charges for such copies shall be limited to the amounts that can be charged for copies

under the Public Records Law, Ch. 119, Fla. Stat., except that the first twenty-five dollars

($25.00) worth of copying will be free.

d. At the Step I meeting, the grievant, or the grievant's collegial representative, shall

have the right to present any evidence in support of the grievance to the Committee.

e. After the Step I meeting, the Committee shall establish, through conferences and

review of appropriate documentation, the facts giving rise to the grievance.

f. The Committee may interview others in addition to the grievant and seek other

evidence in order to recommend an appropriate resolution of the grievance to the CAO.

g. The Committee shall maintain the confidentiality of any "limited access records" as

defined in Rule 6C1-1.019, F.A.C. during the conduct of its review.

h. The review shall be as collegial as possible, yet compatible with formulating a

recommended resolution of the grievance.

i. The Committee shall, no later than thirty (30) days after meeting with the grievant,

submit to the CAO a report containing its findings and recommendations with respect to the

grievance, including any proposed resolutions thereof.

(I) The report shall indicate what evidence is deemed pertinent to the grievant's claims

regarding the specific university rules alleged to have been violated, and the factual basis for the

Committee's recommendations.









(II) The Committee's review of an administrator's decision that involved the exercise of

discretion, such as, but not limited to, a decision regarding tenure, promotion, non-renewal or

merit salary increase, shall not substitute the Committee's judgment for that of the administrator,

but shall be confined to determining whether the decision violated the rules and regulations of

the Board of Governors or of the University.

(III) All documents considered relevant to the grievant's claim or rule violations by the

Committee in its review of the grievance- shall be attached to the Committee's report, along with

a list of such documents. The Committee Chair may schedule a meeting to discuss the findings

of fact and recommendations with the CAO.

j. Within thirty (30) days of the receipt of the Committee's report, the CAO shall

render a CAO decision in writing which either accepts the Committee's findings and

recommendations, or which modifies such recommendations based on the Committee's findings,

provided the CAO's decision includes detailed reasons for departing from the Committee's

report. Copies of the CAO's decision and the Committee's report shall be sent to those parties

directly involved in the grievance including the members of the Committee. A copy shall also be

sent to the Provost.

2. Step I Chief Administrative Officer (CAO) Review.

a. If the grievant elects to have the grievance review begin with the CAO, the CAO or

a designee shall conduct the Step I review in accordance with the procedures outlined below.

He or she shall review the evidence presented by the grievant in support of the alleged violations

and conduct whatever review the CAO deems necessary, including interviewing of witnesses.

b. The CAO shall as soon as practicable but no sooner than seven (7) and no later than

fifteen (15) days following the receipt of the grievance by the CAO, schedule a Step I meeting









with the grievant. Before the Step I meeting, the grievant may make written request for copies

of any identifiable documents relevant to the grievance and shall be furnished copies of such

documents which may be lawfully disclosed to the grievant under the Florida Administrative

Code and state law. Charges for such copies shall be limited to the amounts that can be charged

for copies under the Public Records Law, Ch. 119, Fla. Stat., except that the first twenty-five

dollars ($25.00) worth of copying will be free. At the Step I meeting, the grievant, or the

grievant's collegial representative, shall have the right to present any evidence in support of the

grievance. After the Step I meeting, the CAO shall establish, through conferences and review of

the appropriate documentation, the facts giving rise to the grievance.

c. The CAO shall issue a written decision to the grievant stating the reasons for such

decision no later than thirty (30) days after the Step I meeting. The CAO's review of an

administrator's decision that involved the exercise of discretion, such as a decision regarding

tenure, promotion, or merit salary increase, shall not substitute the CAO's judgment for that of

the administrator, but be confined to determining whether the decision violated the rules and

regulations of the Board of Governors or of the University. All documents reviewed by the CAO

in reviewing the grievance shall be attached to the CAO's decision, along with a list of such

documents. A copy of the decision shall be sent to the parties directly involved in the grievance.

A copy shall also be sent to the Provost.

d. The Step I review for grievants holding appointments in the Institute of Food and

Agricultural Sciences or the J. Hillis Miller Health Science Center may include at the discretion

of the University, a two-level review by the dean or the dean's designee and the Sr. Vice

President for Agricultural and Natural Resources or Health Affairs or the designee of such Vice

President. If this two-level procedure is to be used, the faculty member shall be so advised in









writing and the matter shall proceed as follows: Review by the appropriate dean or the dean's

designee shall be conducted in accordance with the procedures set forth in section (4)(b) of this

rule. If the grievant is not satisfied with the decision, he or she may make a written request to

the appropriate vice president for a further review of the decision of the dean or the dean's

designee. Such a written request shall be filed with the appropriate vice president no later than

fifteen (15) days from the grievant's receipt of the decision of the dean or the dean's designee.

The appropriate vice president or the vice president's designee shall review the grievance in

accordance with the procedures set forth in (4)(c) below. The vice president, or the vice

president's designee, shall issue a written Step I decision in the form set forth in 4(c)3 below.

Copies of this Step I decision and the attachments thereto shall be sent to those parties involved

in the grievance. A copy shall also be sent to the Provost.

(c) STEP II Review Procedures If the grievant is not satisfied with the decision in Step

I the grievant may file with the Provost a written request for review at the Step II level. Such

request shall include all the information specified in the "Request for Review of Step I

Decision", described in (5)(b) below. The written request for review at the Step II level must

be filed with the Provost no later than fifteen (15) days from the grievant's receipt of the Step I

decision. The grievant may be represented by a university colleague or by legal counsel in the

review of the grievance at the Step II level.

1. The Provost or the Provost's designee shall review all documentation considered

during the Step I process, and the recommendations made by the Grievance Committee, if

applicable, and the decision of the CAO.

2. The Provost or the Provost's designee may at his or her discretion consider materials

beyond those described in subsection (4)(b) above in reviewing the grievance. Copies of such









materials shall be furnished to the grievant. The Provost or the Provost's designee shall meet

with the grievant, the grievant's legal or collegial representative, and, if deemed necessary, the

appropriate administrator, in an effort to resolve the grievance. Such a meeting shall be

scheduled no later than fifteen (15) days following receipt of the request for review. The

meeting shall afford the grievant, or the grievant's representative, an opportunity to present

written and/or oral evidence relevant to the grievance.

3. Within thirty (30) days of the meeting, the Provost or the Provost's designee shall

issue a written decision with respect to the grievance, giving the findings of fact and the reasons

for the conclusions reached. All documents reviewed by the Provost or the Provost's designee in

making the decision with respect to the grievance shall be attached to the decision, along with a

list of such documents. Copies of the Step II decision and the attachments thereto shall be

furnished to those parties involved in the grievance and to the University President.

(d) STEP III Review Procedures If the grievant is not satisfied with the Step II

decision, the grievant may file, no later than fifteen (15) days from the date of the grievant's

receipt of the Step II decision, a written request for the Provost or the Provost's designee to

move the grievance to an arbitration hearing. Such request shall include all the information

specified in "Request for Review of Step II Decision", as described in (5)(c) below.

1. No later than fifteen (15) days after receipt of the request, the Provost or the

Provost's designee shall request that an American Arbitration Association arbitrator be

appointed by the Association to hear the grievance in accordance with the Association's

arbitration procedures. A copy of such request shall be furnished to the grievant. The

arbitrator's report shall be advisory to the University President, who shall consider its contents









together with the record of the arbitration proceedings, as well as the Step I and II decisions with

documents attached thereto, prior to rendering a final decision.

2. The arbitrator shall not have the authority to either add to, subtract from, modify, or

alter the terms or provisions of Board of Governors and University rules and regulations

governing faculty. The subject of the arbitration shall be confined solely to the application

and/or interpretation of these rules and regulations with respect to the precise issues submitted

for arbitration. The arbitrator shall have no authority to determine any other issue. Any

statements of opinion or conclusions not essential to the determination of the issues submitted

made by the arbitrator shall be of no force and effect.

3. In those instances in which an administrator has made a judgment involving the

exercise of discretion, such as decisions regarding tenure, promotion, or merit salary increases,

the arbitrator shall not substitute his or her judgment for that of the administrator, nor shall the

arbitrator review such decision except to determine whether the decision violated the rules and

regulations of the Board of Governors or of the University. If the arbitrator determines that such

rules and regulations have been violated, the arbitrator shall submit a report to the President with

the findings of fact and recommendations concerning what the arbitrator deems to be appropriate

action.

4. If it is found that notice of the end of employment was not given after the date such

notice was required to be given, the arbitrator may advise the President to renew or reappoint the

grievant only after a finding that the timing of the notice given was such that either the grievant

was deprived of reasonable opportunity to seek other employment, or the grievant actually

rejected an offer of comparable employment which the grievant otherwise would have accepted.









5. All fees and expenses of the arbitrator shall be divided equally between the grievant

and the University. Each party shall bear the cost of preparing its own case. The cost of any

transcript of proceedings before the arbitrator shall be divided equally between the parties, and

any such transcript shall be provided to the arbitrator, and then to the President. The cost of any

additional copies of such transcripts shall be borne by the party requesting same.

6. The President shall issue a final written decision with respect to the grievance within

thirty (30) days after receipt of the arbitrator's report, or as soon thereafter as possible. The

decision shall either adopt the arbitrator's report and its recommendations, modify the report, or

reject the report, provided the decision includes detailed reasons for departing from the

arbitrator's report. Copies of the President's decision shall be sent to those parties involved in the

grievance.

(5) Requests for the review of a grievance at any of the steps shall be completed in the

formats described in this section and filed in the Office of the President within the time limits

described in this rule. If the required information is not completed, the University shall not be

responsible for initiating the review process.

(a) For Step I -

University Faculty Grievance Procedure
REQUEST FOR A STEP I GRIEVANCE REVIEW

NAME OF GRIEVANT:
COLLEGE OR UNIT:
DEPARTMENT:
CAMPUS ADDRESS: E-MAIL ADDRESS:
PHONE NUMBER: FAX NUMBER:
Other address to which mailings pertinent to this grievance should be sent (if applicable):
1. University Rule(s) or Regulations Violated:
2. Statement of Grievance (include specific date(s) of act(s) or omission(s))
complained of:
3. Statement of Remedy Sought:
4. Type of Review requested (check one):









( ) Step I Review by the Grievance Committee.
( ) Step I Review by the Chief Administrative Officer(s).
( ) Step II Review by the Provost.
5. I do ( ) do not ( ) want an extension of time to seek resolution of this grievance. I
request an extension of days. (No more than thirty (30) days can be requested
with this grievance. A further extension may be requested in writing upon expiration of an
approved extension.)
6. I will be represented in this grievance by: (check one)
( ) I will represent myself.
( ) I will be represented by a University colleague.
Name of colleague:
Address:
7. I understand and agree that by filing this grievance and initiating the grievance
procedure provided in Rule 6C1-7.042, F.A.C., I waive any rights I might have to any other
grievance resolution procedure described in Rule 6C1-7.041(3), F.A.C.
8. This grievance is hereby filed in the Office of the President on this day of
The following method of delivery was utilized:
( ) Mail (certified or registered, with restricted delivery to the Office of the
President, and return receipt requested).
( ) Personal delivery to the Office of the President.


Signature of Grievant

Copies: Provost
Chief Administrative Officer
Grievant's Department Chair/Unit Supervisor


(b) For Step II -

University Faculty Grievance Procedure
REQUEST FOR A REVIEW OF STEP I DECISION

NAME OF GRIEVANT:
COLLEGE OR UNIT:
DEPARTMENT:
CAMPUS ADDRESS: FAX NUMBER:
PHONE NUMBER: E-MAIL ADDRESS:
Other address to which mailings pertinent to this grievance should be sent (if applicable):


1. Date of Step I Decision:
2. I hereby request that the Provost or his/her designee review the attached decision at
the Step II level because:









3. I will be represented in this Step of the grievance procedure by: (check one)
( ) Myself
( ) A colleague.
Name
Address
( ) Counsel
Name
Address
4. Copies of the following documents are attached to this request:
a. Original Step I grievance form filed with the University;
b. Step I decision issued by the Chief Administrative Officer; and
c. All attachments to the Step I decision.
5. I received the Step I decision on and filed this request for
review with the Provost on this day of, The following method
of delivery was utilized:
( ) Mail (certified or registered mail, with restricted delivery to the Provost and
return receipt requested).
( ) Personal delivery to the Provost.


Signature of Grievant /Date

Copies: Office of the President
Grievant's Chief Administrative Officer

(c) For Step III -

University Faculty Grievance Procedure
REQUEST FOR A REVIEW OF STEP II DECISION

NAME OF GRIEVANT:
COLLEGE OR UNIT:
DEPARTMENT:
CAMPUS ADDRESS: FAX NUMBER:
PHONE NUMBER: E-MAIL ADDRESS:
Other address to which mailings pertinent to this grievance should be sent (if applicable):


1. Date of Step II Decision:
2. I hereby request that the President or his/her designee initiate a review of the
attached decision at the Step III level because:


3. I will
( )
( )


be represented in this Step of the grievance procedure by: (check one)
Myself
A colleague









Name
Address
( ) Counsel
Name
Address
4. Copies of the following documents are attached to this request:
a. Original Step I grievance form filed with the University;
b. Step I decision issued by the Chief Administrative Officer;
c. All attachments to Step I decision;
d. Request for review of Step I decision filed with the University;
e. Step II decision issued by the Provost;
f. All attachments to Step II decision.
5. I received the decision on filed the request for review at the
Step III level on this day of, The following method of delivery
was utilized:
( ) Mail (certified or registered, with restricted delivery to the Office of the
President and return receipt requested).
( ) Personal delivery to the Office of the President.


Signature of Grievant

Copies: Provost
Grievant's Chief Administrative Officer


Specific Authority 1001.74(4) FS.

Law Implemented 1001.74(19) FS.

History--New 3-26-80, Amended 2-23-82, 5-14-85, Formerly 6C1-7.42, Amended 6-28-

98, 6-21-00, 7-19-05.










RULES OF

UNIVERSITY OF FLORIDA



6C1-7.0441 Academic Affairs; Appeal Procedures of the Faculty Senate Committee on

Academic Freedom, Tenure, Professional Relations and Standards Committee.

(1) This rule describes informal and formal procedures to resolve charges and

complaints brought by faculty members not in the collective bargaining unit or by the University

involving University practices bearing on academic freedom, tenure, professional ethics or the

general welfare of the faculty through the Faculty Senate Committee on Academic Freedom,

Tenure, Professional Relations and Standards.

(2) Time Limit for Filing and Informal Appeal Procedures. Charges and complaints

involving University practices bearing on academic freedom, tenure, professional ethics or the

general welfare of the faculty should be resolved prior to commencement of formal proceedings

whenever possible. See Rule 6C1-7.041, F.A.C. However, attempts to informally resolve the

charges and complaints do not remove the 30 calendar-day time limit for filing charges and

complaints stated in subsection (4) below. If additional time is necessary to reach an informal

resolution, an extension must be requested in writing before the 30 calendar-day time limit has

expired. The extension shall be requested, and may be granted by, the University President, or

the President's designee. Proceedings through the Academic Freedom, Tenure, Professional

Relations and Standards Committee may be denied to any faculty member who fails to comply

with the applicable time limits set forth herein.

(3) Composition and Jurisdiction. The Committee on Academic Freedom, Tenure,

Professional Relations and Standards shall be a standing committee of the Faculty Senate as set

forth in Article III, 6(B) of the University Constitution. The Committee shall have jurisdiction to

hold hearings and make findings of fact, conclusions of law, and recommendations in matters

involving University practices bearing on academic freedom or tenure, and University practices

generally applicable to faculty members bearing upon professional ethics, or the general welfare

1










of the faculty. Such proceedings may be commenced by the University President through

charges filed by the same or by a faculty member individually affected by the alleged practices.

(4) Commencement and Pre-Hearing Procedure. All periods of time in this rule refer to

calendar days, unless otherwise specified. If any deadline falls on a non-business day, the period

shall be extended to 5:00 p.m. of the next business day.

(a) Commencement of Proceeding by Faculty Members.

1. A faculty member (including any administrator who has faculty status) may

commence proceedings before the Committee by filing one or more charges or complaints within

30 days after the complainant knew or should have known of the occurrence of the alleged

actions) on which the claim is based by stating his or her charge or complaint in a letter to the

University President. A faculty member may request an extension of time from the University

President, or the President's designee for such filing. The request must be in writing and must

be received before the 30 day time limit has expired. The granting of the extension of time must

be in writing and for a definite time period. Filing of such a letter of complaint or charges

(hereafter "letter") shall constitute waiver of all other grievance procedures as provided in Rule

6C1-7.041, F.A.C.

2. The letter must state that the faculty member elects to have the Committee

investigate the charges) or complaints) and state that by this election he or she waives all other

grievance procedures available within the University. The letter must assert sufficient facts to

reasonably inform the University of the nature of the charges) or complaintss. It is important

that the faculty member describe which of his or her rights have been violated, in what manner,

and clearly delineate what remedy(s) is sought. Copies of any and all papers, statements,

documents or other items in the possession of the faculty member filing the letter that bear upon

the matter, together with a list of the names and addressees of all persons believed to have

pertinent information, shall be filed with the letter. The University President, or the designee,

shall refer the letter to the Committee Chairperson, unless the letter is untimely and no extension

has been granted.










3. If the Committee Chairperson believes the letter does not meet the requirements of

this rule, including whether the charges or complaints fall within the jurisdiction of the

Committee, the faculty member may be directed in writing by the Chairperson to amend his or

her charges) or complaints) within a designated period of time, and, failing that, the Committee

Chairperson may dismiss the matter and may advise the faculty member of other grievance

procedures that may be available. The Committee Chairperson shall, upon receipt of the letter,

provide a copy of it to the persons) against whom the charges) or complaints) has been lodged.

The Committee Chairperson shall attempt to resolve the matter informally by discussion with the

persons involved.

4. The Committee Chairperson shall appoint, within 25 days of receipt of the written

complaint or the failure to informally resolve the matter, whichever is later, a three-member

Inquiry Panel. Upon appointment, the Inquiry Panel will schedule a meeting which generally

should be held within 25 days of the appointment, with at least 15 days notice to affected parties.

The Inquiry Panel shall investigate the validity of the charges and evaluate the evidence

presented to determine probable cause for proceeding to a formal hearing by the Committee.

Alternatively, the parties may agree upon an expedited process in which the Inquiry Panel will

conduct a collegial review of the complaint under the procedures set forth in subsection (7)

below. The parties must elect the option of an expedited process through a written request

signed by all parties addressed to the Committee Chairperson. The request must be received

prior to the first meeting of the Inquiry Panel.-

5. The Inquiry Panel shall issue a report to the Committee Chairperson within 25 days

after the conclusion of the meeting, which shall be a preliminary hearing if no request for an

expedited process has been received unless otherwise agreed by all affected parties. A

recommendation to proceed to a formal hearing before the Committee requires that at least two

members of the Inquiry Panel find that probable cause exists. If at least two members of the

Inquiry Panel conclude that no probable cause exists, the matter shall be considered closed.

Copies of the Inquiry Panel probable cause report shall be provided to all affected parties.

3










Within 25 days after the Inquiry Panel's report finding probable cause to proceed to a

formal hearing has been received by the Committee Chairperson, the charges or complaints shall

be referred to a Hearing Panel by the Committee Chairperson for proceedings in accordance with

subsection (8) hereof.

6. At any time prior to the conclusion of the formal hearing, an informal resolution

may be reached. If the matter is informally resolved, the terms of any informal agreement shall

be put in writing and signed by all parties. The signatures of the parties shall indicate:

a. Full resolution of all issues raised by the faculty member commencing the charges)

or complaintss.

b. Relinquishment of the right to bring any future action based on any of the issues

involved in the charges or complaint.

(b) Commencement of Proceedings by the University.

1. The President or the President's designee may commence proceedings by referring

matters to, or filing charges with, the Committee on Academic Freedom, Tenure, Professional

Relations and Standards. The University shall file charges by providing an original written

notice of issues to the Committee Chairperson and a copy thereof to the faculty member charged.

The notice shall assert sufficient facts to reasonably inform the faculty member of the nature of

the charge. Copies of any and all papers, statements, documents or other times in the possession

of the party commencing the proceedings, bearing upon the charges, together with a list of the

names and addresses of all persons believed to have pertinent information, shall be filed with the

charges. The Committee Chairperson shall transmit to the faculty member charged a copy of

this rule. At any time prior to the conclusion of the formal hearing, an informal resolution may

be reached.

2. Upon receipt of charges, the Committee Chairperson may refer the charges to a

three-member Inquiry Panel for investigation. Upon appointment, the panel will schedule a

meeting, the preliminary hearing, which generally should be held within 25 days of the

appointment, with notice of at least 15 days to affected parties. The panel shall investigate the

4




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