-
- Chancellor
- Academic Affairs
- Administration and Finance
- Advancement
- Communications
- Councils & Workgroups
- Internal Audit
- Government Relations
- Procurement
- Legislative Testimony
- Employment
- Directions to the USM System Office
- System Office Staff Directory
- Organizational Chart
- Organizational Chart of Institutions
-
-
-
II - 1.00 UNIVERSITY SYSTEM POLICY ON APPOINTMENT, RANK, AND
TENURE OF FACULTY
(Approved by the Board of Regents, April 5, 1989; Amended
November 12, 1993; Amended October 6, 1995; Amended April 4,
1997; Amended July 11, 1997; Amended July 10, 1998; Amended
December 4, 1998; Amended April 7, 2000; Amended October 27,
2000; Amended December 8, 2000; Technical Amendment September,
2002; Amended February 21, 2003; Amended October 22, 2004;
Amended June 22, 2005;Amended June 20, 2008)
This policy describes the general criteria and procedures related to faculty personnel
actions which shall apply to all constituent institutions of the University of Maryland
System. The specific criteria for the appointment, promotion, and granting of tenure to
faculty by constituent institutions are dependent upon institutional mission. Final
authority for the appointment, promotion, and granting of tenure of faculty resides
in the chief executive officer of the institution.
I. APPOINTMENT OF FACULTY
A. SEARCH PROCESS FOR FULL-TIME FACULTY
1. Each constituent institution and the System Office shall have written
procedures to describe the search process for full- time faculty members.
These procedures shall anticipate and describe the manner in which all new
faculty members will be recruited, including special arrangements for
inter-institutional appointments, interdepartmental appointments, and
appointments in new academic units. A copy of these procedures shall be
filed in the office of the Chancellor.
2. Visiting faculty appointments are usually made for one academic year
or less. Only in unusual circumstances shall a visiting appointment exceed
a total of three years. A visiting faculty appointee can become a regular
appointee only through a search process before or after the initial
appointment in accordance with the institution's procedures, including
adherence to affirmative action guidelines. Years of service in a
visiting appointment may, upon mutual agreement of the faculty member
and the institution, be counted as probationary years for purposes of
consideration for tenure.
3. Search procedures shall reflect the commitment of the institution
and the System to equal opportunity and affirmative action, and shall
be widely publicized within the institution.
4. Faculty review committees are a part of the review and recommendation
process for new full-time faculty appointments. In principle, the procedures
which lead to faculty appointments should hold to standards at least as
rigorous as those that pertain to promotions to the same academic ranks.
B. OFFERS OF APPOINTMENT
1. A final offer of appointment can be made only with the approval of the
chief executive officer of the institution, or designee.
2. All faculty appointments shall be made to a designated rank and shall
be effective on a specific date. Each institution shall develop a standard
contract or letter of appointment for each rank and tenure status, which
shall be approved by the Office of the Attorney General for form and legal
sufficiency. Each institution shall also develop a faculty handbook which
shall include system-wide policies and procedures approved by the Board of
Regents and institutional policies and procedures approved by the chief
executive officer of the institution that set forth faculty rights and
responsibilities. The contract or letter of appointment shall constitute
a contractually binding agreement between the institution and the appointee.
C. PROVISIONS RELATED TO APPOINTMENTS, PROMOTION, TENURE, AND PERMANENT STATUS
The following provisions are to be furnished to all new faculty at time of
initial appointment.
1. Adjustments in salary or advancement in rank may be made under these
policies, and, except where a definite termination date is a condition
of appointment, the conditions pertaining to the rank as modified shall
become effective as of the date of the modification. For tenure-track
appointments, the year in which the appointee is entitled to tenure review
under this policy ("mandatory tenure-review year") shall be specified in
the original and subsequent contracts/letters of appointment. Tenure
review shall occur in that year unless otherwise agreed in writing by
the institution and the appointee. Tenure in any rank can be awarded
only by an affirmative decision based upon a formal review.
2. Appointments and reappointments to the rank of full-time Instructor
without tenure may be for one to three years, provided no appointment without
tenure may extend beyond the end of the mandatory tenure-review year. An
appointment to the rank of full-time Instructor will be renewed automatically
for one additional year unless the appointee is notified in writing to the
contrary in accordance with the following deadlines: not later than March 1
of the first academic year of service if the current appointment expires at
the end of that year, not later than December 15 of the second academic year
of service if the current appointment expires at the end of that year,
and not later than August 1 prior to the third or any subsequent academic
year of service if the current appointment expires at the end of that year.
For appointments beginning at times other than the start of an academic
year, the institution may adjust the notice of nonrenewal dates accordingly
by specifying such adjustments in the initial contract or letter of
appointment. Appointments to the rank of Instructor may be terminated
at any time in accordance with paragraphs I.C.6 through I.C.11.
Tenure in the rank of Instructor can be awarded only by an affirmative
decision based upon a formal review. An Instructor without tenure,
whose appointment has been extended to a sixth year of continuous,
full-time service commencing on or after July 1, 1990, shall receive
no later than during that sixth year a formal review for tenure. If
the institution fails to conduct a tenure review in accordance with
the schedule provided in this policy, the appointee is entitled to
a further one-year appointment during which the tenure review shall
take place. The appointee reviewed for tenure shall be notified
in writing, by the end of the appointment year in which the review
was conducted, of the decision either to grant or deny tenure. An
instructor who has been reviewed during a mandatory review year,
and notified in writing that tenure has been denied, shall be
granted an additional and terminal one-year appointment in that
rank, but barring exceptional circumstances, shall receive no
further consideration for tenure.
An Instructor with or without tenure may be promoted to Assistant
Professor. If an Instructor without tenure is appointed as an Assistant
Professor, the provisions of I.C.3 apply to the appointment, except
that the appointee's review for tenure must occur no later than the
sixth year of continuous full-time employment, commencing on or
after July 1, 1990, in the ranks of Instructor and Assistant Professor.
Tenure in any rank can be awarded only by an affirmative decision based
upon a formal review.
3. Appointments and reappointments to the rank of full-time Assistant
Professor without tenure may be for one to three years, provided no appointment
without tenure may extend beyond the end of the mandatory tenure-review year.
An appointment to the rank of full-time Assistant Professor will be renewed
automatically for one additional year unless the appointee is notified in
writing to the contrary in accordance with the following deadlines: not
later than March 1 of the first academic year of service if the current
appointment expires at the end of that year, not later than December 15
of the second academic year of service if the current appointment expires
at the end of that year, and not later than August 1 prior to the third
or any subsequent academic year of service if the current appointment
expires at the end of that year. For appointments beginning at times
other than the start of an academic year, the institution may adjust
the notice of nonrenewal dates accordingly by specifying such adjustments
in the initial contract or letter of appointment. Appointments to the
rank of Assistant Professor may be terminated at any time in accordance
with paragraphs I.C.6 through I.C.11. Tenure in the rank of Assistant
Professor can be awarded only by an affirmative decision based upon a
formal review. An Assistant Professor without tenure, whose appointment
has been extended to a sixth year of continuous, full-time service shall
receive no later than during that sixth year a formal review for tenure.
If the institution fails to conduct a tenure review in accordance with
the schedule provided in this policy, the appointee is entitled to a
further one-year appointment during which the tenure review shall take
place. The appointee reviewed for tenure shall be notified in writing,
by the end of the appointment year in which the review was conducted,
of the decision either to grant or deny tenure. An Assistant Professor
who has been reviewed during a mandatory review year, and notified in
writing that tenure has been denied, shall be granted an additional
and terminal one-year appointment in that rank, but barring exceptional
circumstances, shall receive no further consideration for tenure.
4. Appointments or promotions to the rank of full-time Associate
Professor require the written approval of the chief executive officer
of the institution. New full-time appointments to the rank of Associate
Professor may carry immediate tenure provided that each such appointee
has been formally reviewed for tenure. Otherwise, such appointments
shall be for an initial period of one to four years, except that
initial appointments for individuals with no prior teaching experience
may be for a maximum of six years, and shall terminate at the end of
that period unless the appointee is notified in writing that he or
she has been granted tenure. Promotions to the rank of Associate
Professor carry immediate tenure. Consequently such promotions
may only be awarded subsequent to a formal tenure review and an
award of tenure.
An Associate Professor who is appointed without tenure shall receive
a formal review for tenure during the period of appointment in
accordance with the following deadlines. If the appointment is
for an initial period of one year, then the formal review must
be completed, and written notice must be given that tenure has
been granted or denied, by March 1 of that year. If the appointment
is for two years, then the formal review must be completed, and
written notice must be given that tenure has been granted or denied,
by no later than December 15 of the second year. If the appointment
is for more than two years, then the formal review must be completed,
and written notice must be given that tenure has been granted or
denied, by no later than August 1 prior to the beginning of the
final year of the appointment. For appointments beginning at a
time other than the start of an academic year, the institution
may adjust the notice of tenure denial dates accordingly by
specifying the adjustments in the initial contract or letter
of appointment. Appointments to the rank of Associate Professor
may be terminated at any time as described under paragraphs I.C.6
through I.C.11.
Tenure in the rank of Associate Professor can be awarded only by an
affirmative decision based upon a formal review. If the institution
fails to conduct a tenure review and provide the required notice in
accordance with the schedule provided in this policy, the appointment
(unless it is converted to an appointment with tenure) shall be
extended for an additional year, so that the notice required by
this sections may be provided in full. An Associate Professor
who has been notified in writing that tenure has been denied,
barring exceptional circumstances, shall receive no further
consideration for tenure.
5. Full-time appointments or promotions to the rank of full-time
Professor require the written approval of the chief executive officer
of the institution. New full-time appointments to the rank of Professor
may carry immediate tenure provided that each such appointee has been
formally reviewed for tenure. Otherwise, such appointments shall be
for an initial period of one to four years, except that initial
appointments for individuals with no prior teaching experience
may be for a maximum of six years, and shall terminate at the
end of that period unless the appointee is notified in writing
that he or she has been granted tenure. Promotions to the rank
of Professor carry immediate tenure. Consequently such promotions
may only be awarded subsequent to a formal tenure review and an
award of tenure.
A Professor who is appointed without tenure shall receive a formal
review for tenure during the period of appointment in accordance
with the following deadlines. If the appointment is for an initial
period of one year, then the formal review must be completed, and
written notice must be given that tenure has been granted or denied,
by March 1 of that year. If the appointment is for two years, then
the formal review must be completed, and written notice must be given
that tenure has been granted or denied, by no later than December 15
of the second year. If the appointment is for more than two years,
then the formal review must be completed, and written notice must
be given that tenure has been granted or denied, by no later than
August 1 prior to the beginning of the final year of the appointment.
For appointments beginning at a time other than the start of an
academic year, the institution may adjust the notice of tenure
denial dates accordingly by specifying the adjustments in the
initial contract or letter of appointment. Appointments to the
rank of Professor may be terminated at any time as described
under paragraphs I.C.6 through I.C.11.
Tenure in the rank of Professor can be awarded only by an affirmative
decision based upon a formal review. If the institution fails to
conduct a tenure review and provide the required notice in accordance
with the schedule provided in this policy, the appointment (unless it
is converted to an appointment with tenure) shall be extended for an
additional year, so that the notice required by this sections may be
provided in full. A Professor who has been notified in writing that
tenure has been denied, barring exceptional circumstances, shall
receive no further consideration for tenure.
6. A term of service may be terminated by the appointee by
resignation, but it is expressly agreed that no resignation shall
become effective until the termination of the appointment period
in which the resignation is offered except by mutual written
agreement between the appointee and the chief executive officer
of the institution or designee.
7. (a) The chief executive officer of the institution may
terminate the appointment of a tenured or tenure-track appointee
for moral turpitude, professional or scholarly misconduct, incompetence,
or willful neglect of duty, provided that the charges be stated in writing,
that the appointee be furnished a copy thereof, and that the appointee be
given an opportunity prior to such termination to request a hearing by an
impartial hearing officer appointed by the chief executive officer or a
faculty board of review as provided for by the relevant institutional
policy body. With the consent of the chief executive officer, the
appointee may elect a hearing by the chief executive officer rather
than by a hearing officer or a faculty board of review. Upon receipt
of notice of termination, the appointee shall have thirty calendar
days to request a hearing. The hearing shall be held no sooner than
thirty calendar days after receipt of such a request. The date of
the hearing shall be set by mutual agreement of the appointee and
the hearing officer or faculty board of review. If the chief executive
officer appoints a hearing officer or a faculty board of review is
appointed, the hearing officer or board shall make a recommendation
to the chief executive officer for action to be taken. The
recommendation shall be based only on the evidence of record in the
proceeding. Either party to the hearing may request an opportunity
for oral argument before the chief executive officer prior to action
on the recommendation. If the chief executive officer does not accept
the recommendation of the hearing officer or board of review, the
reasons shall be communicated promptly in writing to the appointee
and the hearing officer or board. In the event that the chief
executive officer elects to terminate the appointment, the
appointee may appeal to the Board of Regents, which shall
render a final decision.
(b) Under exceptional circumstances and following consultation with
the chair of the faculty board of review or appropriate faculty committee,
the chief executive officer may direct that the appointee be relieved of
some or all of his or her institutional duties, without loss of compensation
and without prejudice, pending a final decision in the termination
proceedings. (In case of emergency involving threat to life, the
chief executive officer may act to suspend temporarily prior to
consultation.)
(c) The appointee may elect to be represented by counsel of his or her
choice throughout termination proceedings.
8. If an appointment is terminated in the manner prescribed in paragraph
7 the chief executive officer of the institution may, at his or her
discretion, relieve the appointee of assigned duties immediately or
allow the appointee to continue in the position for a specified
period of time. The appointee's compensation shall continue for
a period of one year commencing on the date on which the appointee
receives notice of termination. A faculty member whose appointment
is terminated for cause involving moral turpitude or professional
or scholarly misconduct shall receive no notice or further
compensation beyond the date of final action by the chief
executive officer or the Board of Regents.
9. The institution may terminate any appointment because of the
discontinuance of the department, program, school or unit in which
the appointment was made; or because of the lack of appropriations
or other funds with which to support the appointment. Such decisions
must be made in accordance with standards and procedures set forth
in written institutional policies. The chief executive officer of
the institution shall give a full-time appointee holding tenure
notice of such termination at least one year before the date on
which the appointment is terminated.
10. Notwithstanding any other provisions to the contrary, the
appointment of any nontenured faculty member 50% or more of
whose compensation is derived from research contracts, service
contracts, gifts or grants, shall be subject to termination
upon expiration of the research funds, service contract income,
gifts or grants from which the compensation is payable.
11. Appointments shall terminate upon the death of the appointee.
Upon termination for this cause the institution shall pay to the
estate of the appointee all of the accumulated and unpaid earnings
of the appointee plus compensation for accumulated unused annual leave.
12. Appointments to all other ranks not specifically mentioned in
II.A.1 and all part-time appointments are for terms not to extend
beyond the end of the fiscal year unless otherwise stipulated in
the letter of appointment. Faculty appointed to ranks not
specifically mentioned in II.A.1 on a full-time basis for a
term not less than one academic year shall receive notice of
non-renewal of contract based upon their length of continuous
full-time service in such ranks. If such service is less than
seven years, at least 90 days notice is required. If such
service equals or exceeds seven years, at least six months
notice is required. If the required notice is not provided
prior to the termination of the then-current contract, this
condition may be remedied by extending the contract by the
number of days necessary to meet the notice requirement.
13. If in the judgment of the appointee's department chair or
supervisor a deficiency in the appointee's professional conduct
or performance exists that does not warrant dismissal or suspension,
a moderate sanction such as a formal warning or censure may be
imposed, provided that the appointee is first afforded an
opportunity to contest the action through the established
faculty grievance procedure.
14. Unless the appointee agrees otherwise, any changes that are
hereafter made in paragraphs I.C.1 through I.C.13 will be applied
only to subsequent appointments.
15. Compensation for appointments under these policies is subject
to modification in the event of reduction in State appropriations
or in other income from which compensation may be paid.
16. The appointee shall be subject to all applicable policies and
procedures duly adopted or amended from time to time by the
institution or the University System, including but not limited
to, policies and procedures regarding annual leave; sick leave;
sabbatical leave; leave of absence; outside employment; patents
and copyrights; scholarly and professional misconduct; retirement;
reduction, consolidation, or discontinuation of programs; and
criteria on teaching, scholarship and service.
II. FACULTY RANKS, PROMOTION, TENURE, AND PERMANENT STATUS
A. GENERAL PRINCIPLES
1. The only faculty ranks which may involve a tenure commitment
are: Professor, Associate Professor, Assistant Professor, Instructor,
Distinguished University Professor, Senior Staff Scientist, Associate
Staff Scientist, Assistant Staff Scientist, Principal Agent, Senior
Agent, Agent, (i.e., II.C. 1a-1d, 2a-2c, 3d-3f) and such other ranks
as the Board of Regents may approve. Appointments to all other ranks,
including any qualified rank in which an additional adjective is
introduced (such as "Clinical Professor" or "Medical School
Professor"), are for a definite term and do not involve a
tenure commitment (i.e., II.C. 2d-2h, 3a-3c, 4a-4g, 5a-5d, 6a-6g).
Notwithstanding anything to the contrary in this policy, faculty
in certain ranks may be granted permanent status. The only faculty
ranks which may involve a permanent-status commitment are Library
II, Librarian III, and Librarian IV and such other ranks as the
Board of Regents may approve. Permanent status may not be granted
to an individual holding the rank of Librarian I.
Permanent status is defined as continuing employment such that a
decision to remove an employee must be made by the President of
the campus and must be justified by cause as defined by USM and
campus policy. Permanent status is an employment status different
from tenure.
Each institution shall develop criteria and procedures for the review
process leading to the granting of promotion and/or permanent status
to occur no later than the sixth year of continuous full-time
employment. An appointee who has been notified that permanent
status has been denied shall be granted an additional and terminal
one-year appointment in that rank, but barring exceptional
circumstances, shall receive no further consideration for
permanent status. Permanent status can be awarded only by an
affirmative decision based upon a formal review. Individuals
who have been granted permanent status under BOR VII-2.15 -
POLICY ON LIBRARIANS, which is superseded by this policy,
shall retain this status. Appointments of faculty librarians
with permanent status may be terminated at any time for cause.
Cause shall include moral turpitude, professional or scholarly
misconduct, incompetence, and/or willful neglect of duty. In
addition to being terminated for cause, faculty engaged
exclusively or primarily in library services may be
terminated because of the discontinuation of the department,
program, school, or unit in which the appointment was made
or because of the lack of appropriations or other funds with
which to support the appointment. Procedures for termination
of faculty librarians with permanent status are those that
apply to tenured and tenure-track faculty, as described in
I.C.6 through I.C.11.
Appointments of faculty librarians who do not have permanent
status may be terminated for cause under policies and procedures
that apply to non-tenure track faculty.
Subject to the approval of the President or designee, the
campus libraries of USM constituent institutions shall
develop guidelines, procedures, and appropriate criteria
for evaluating librarians' performance. These guidelines,
procedures, and criteria should be monitored system-wide to
ensure equity with respect to standards.
Every institution shall have written procedures governing
the processes on granting promotion and permanent status.
Following review for form and legal sufficiency by the
Office of the Attorney General, these procedures must be
submitted to the Chancellor for review and approval.
A person appointed to the position of Director shall serve
in that capacity at the pleasure of the President or his or
her designee, regardless of whether the appointee has at the
time of the appointment, or obtains during the appointment,
permanent status as a librarian.
2. In addition to the ranks listed in II.C (below), there
may also be such other faculty ranks as institutions shall
define and include in their respective appointment, rank,
and tenure policies, subject to the approval of the Board
of Regents.
3. Institutions should specify in writing to faculty at
the time of appointment the length of appointment and the
applicable terms and conditions of the appointment with
regard to tenure.
B. CRITERIA AND PROCEDURES FOR PROMOTION AND TENURE
1. The criteria for tenure and promotion in the University
of Maryland System are: (1) teaching effectiveness, including
student advising; (2) research, scholarship, and, in appropriate
areas, creative activities; and (3) relevant service to the
community, profession, and institution. The relative weight
of these criteria will be determined by the mission of the
institution.
2. The activities considered to be within the criteria for promotion
and tenure shall be flexible and expansive. The assessment of teaching,
research/scholarship/creative activities, and service during the
promotion and tenure process shall give appropriate recognition,
consistent with the institution's mission, to faculty accomplishments
that are collaborative, interdisciplinary, and interinstitutional and
to faculty innovations in areas such as undergraduate education,
minority-achievement programs, K-16 curriculum development, and
technology-enhanced learning.
1. Every institution shall have written procedures governing the
promotion and tenure process. Following review for form and legal
sufficiency by the Office of the Attorney General, these procedures
must be submitted to the Chancellor for review and approval. These
procedures shall include, at a minimum, the following:
Criteria: A statement of criteria upon which reviews will be based,
and guidelines for appointment or promotion to each academic rank,
with recognition that institutional mission is the primary factor
that defines these criteria.
Procedures: A description of tenure and/or promotion review procedures,
including participants, documentation, degree of confidentiality,
schedule of the annual cycle for reviews, and authority for final
approval.
Appeals: A statement of the right of faculty to appeal promotion and
tenure decisions, the grounds for such appeals, and a description of
appeal procedures.
C. FACULTY RANKS
Following is a list of all faculty ranks utilized within the University
of Maryland System. Specific ranks to be utilized within each constituent
institution are to be dependent upon the mission of, and contained within
the faculty personnel policies of, that institution.
1. FACULTY WITH DUTIES PRIMARILY IN INSTRUCTION, RESEARCH, AND SERVICE
a. Instructor: The appointee ordinarily shall hold, at a minimum,
the master's degree in the field of instruction, preferably with
evidence of pursuit of the doctorate or other terminal degree.
There shall be evidence also of potential for effective teaching
and for a successful academic career.
b. Assistant Professor: The appointee ordinarily shall hold the
doctorate or recognized terminal degree in the field of specialization.
The appointee should also show potential for superior teaching,
service, and research, scholarship, or creative performance,
commensurate with the mission of the institution.
c. Associate Professor: In addition to having the qualifications
of an Assistant Professor, the appointee ordinarily shall have had
successful experience in teaching and research, scholarship, or
creative performance, and, when appropriate to the mission of the
institution, be competent to offer graduate instruction and direct
graduate research. There shall also be evidence of relevant and
effective service to the institution, the community, and the profession.
d. Professor: In addition to having the qualifications of an
Associate Professor, the appointee ordinarily shall have
established an outstanding record of teaching and research,
scholarship or creative performance, and, where appropriate
to the mission of the institution, a national reputation.
There shall be continuing evidence of relevant and effective
service to the institution, the community, and the profession
.
2. FACULTY WITH DUTIES PRIMARILY IN RESEARCH
a. Assistant Staff Scientist: The appointee shall hold the doctoral
degree in the field of specialization, and shall have indicated
promise of a high degree of ability in research in some subdivision
of the field.
b. Associate Staff Scientist: In addition to the qualifications
of an Assistant Staff Scientist, the appointee shall have had
extensive successful experience in research. Since this position
may carry permanent tenure, the appointee's scholarly production
and professional achievement in research will be thoroughly documented.
c. Senior Staff Scientist: In addition to having the qualifications
of an Associate Staff Scientist, the appointee shall have demonstrated
a degree of proficiency in research sufficient to establish an excellent
national reputation. Appointment to this rank carries tenure.
d. Faculty Research Assistant: The appointee should be capable of
assisting in research under the direction of the head of a research
project and should have ability and training adequate to the carrying
out of the particular techniques required, the assembling of data,
and the use and care of any specialized apparatus. A baccalaureate
degree shall be the minimum requirement.
e. Research Associate: The appointee ordinarily should hold the
doctoral degree in the field of specialization, or have relatively
comparable experience. The appointee should be capable of carrying
out individual research or collaborating in group research at the
advanced level; should be trained in research procedures; and should
have had the experience and specialized training necessary to develop
and interpret data required for success in such research projects as
may be undertaken. This appointment is made annually, with
reappointment possible for a maximum of six years.
f. Research Assistant Professor; Assistant Research Scientist;
Assistant Research Scholar; Assistant Research Engineer: This rank
is generally parallel to Assistant Professor. In addition to the
qualifications of a Research Associate, appointees to this rank
should have demonstrated superior research abilities. Appointees
should be qualified and competent to direct the work of others
(such as technicians, graduate students, other senior research
personnel). The doctoral degree will be a normal requirement
for appointment at this rank. Initial appointment to this rank
is for periods up to three years, and reappointment is possible.
g. Research Associate Professor; Associate Research Scientist;
Associate Research Scholar; Associate Research Engineer: This
rank is generally parallel to Associate Professor. In addition
to the qualifications required of the Assistant ranks, appointees
to this rank should have extensive successful experience in
scholarly or creative endeavors, and the ability to propose,
develop, and manage major research projects. Initial appointment
to this rank is for periods up to three years, and reappointment
is possible.
h. Research Professor; Senior Research Scientist; Senior
Research Scholar; Senior Research Engineer: This rank is
generally parallel to Professor. In addition to the qualifications
required of the Associate ranks, appointees to this rank should
have demonstrated a degree of proficiency sufficient to establish
an excellent reputation among regional and national colleagues.
Appointees should provide tangible evidence of sound scholarly
production in research, publications, professional achievements
or other distinguished and creative activity. Initial appointment
at this rank is for periods up to five years, and reappointment
is possible.
3. FIELD FACULTY
a. Associate Agent: The appointee shall hold at least a
bachelor's degree, shall qualify for acceptance in a graduate
school, and shall show evidence of ability to work with people.
The appointee shall have an educational background related to
the specific position, and should demonstrate evidence of
creative ability to plan and implement Cooperative Extension
Service programs. This appointment is made annually, with
reappointment possible for a maximum of six years. Attainment
of a master's degree in an approved subject area is required
before promotion can be considered.
b. Faculty Extension Assistant: The appointee should be
capable of assisting in Extension under the direction of
the head of an Extension project and should have ability
and training adequate to the carrying out of the particular
methodology required, the assembling of data, and the use
and care of any specialized apparatus. The baccalaureate
degree shall be the minimum requirement.
c. Faculty Extension Associate: The appointee should be
capable of carrying out individual instruction or collaborating
in group discussions at the advanced level; should be trained
in Extension procedures; and should have had the experience
and specialized training necessary to develop and interpret
data required for success in such Extension projects as may
be undertaken. An earned doctorate shall be the minimum requirement.
d. Agent: The appointee must hold a master's degree in an
appropriate discipline and show evidence of academic ability
and leadership skills. The appointee shall have an educational
background related to the specific position.
e. Senior Agent: In addition to the qualifications of an
Agent, the appointee must have demonstrated achievement in
program development and must have shown originality and
creative ability in designing new programs, teaching
effectiveness, and evidence of service to the community,
institution, and profession. Appointment to this rank
may carry tenure.
f. Principal Agent: In addition to the qualifications
of a Senior Agent, the appointee must have demonstrated
leadership ability and evidence of service to the community,
institution, and profession. The appointee must also have
received recognition for contributions to the Cooperative
Extension Service sufficient to establish a reputation
among State, regional and/or national colleagues, and
should have demonstrated evidence of distinguished
achievement in creative program development.
Appointment to this rank carries tenure.
4. FACULTY ENGAGED EXCLUSIVELY OR PRIMARILY IN CLINICAL TEACHING
a. Dental School Assistant Professor; Law School Assistant
Professor; Medical School Assistant Professor; Nursing School
Assistant Professor; Pharmacy School Assistant Professor;
Social Work and Community Planning School Assistant Professor:
Appointees to this rank shall hold, as a minimum, the terminal
professional degree in the field, with training and experience
in an area of specialization. There must be clear evidence of
a high level of ability in teaching and clinical practice in
the departmental field, and the capacity for clinical
supervision in a subdivision of this field. Appointees
should also have demonstrated scholarly and administrative
ability.
b. Dental School Associate Professor; Law School Associate
Professor; Medical School Associate Professor; Nursing School
Associate Professor; Pharmacy School Associate Professor;
Social Work and Community Planning School Associate Professor:
In addition to the qualifications required of Assistant
Professors in this series, appointees shall ordinarily
have had extensive successful experience in clinical or
professional practice in a field of specialization, or
in a subdivision of the departmental field, and in working
with and/or directing others (such as professionals,
faculty members, graduate students, fellows, residents,
or interns) in clinical activities of the profession.
Appointees must also have demonstrated superior teaching
ability and scholarly or administrative accomplishments.
c. Dental School Professor; Law School Professor; Medical
School Professor; Nursing School Professor; Pharmacy School
Professor; Social Work and Community Planning School
Professor: In addition to the qualifications required
of Associate Professors in this series, appointees shall
have demonstrated a degree of excellence in teaching, and
clinical and professional practice sufficient to establish
an outstanding regional and national reputation among
colleagues. Appointees shall also have demonstrated
extraordinary scholarly competence and leadership in
the profession.
d. Clinical Instructor: The appointee shall hold, as a
minimum, the terminal professional degree in the field.
There must be clear evidence of potential in clinical
practice and teaching in the departmental field.
e. Clinical Assistant Professor: The appointee shall hold,
as a minimum, the terminal professional degree in the field,
with training and experience in an area of specialization.
There must be clear evidence of a high level of ability in
clinical practice and teaching in the departmental field,
and the potential for clinical and teaching excellence in
a subdivision of this field. The appointee should also have
demonstrated scholarly and/or administrative ability.
f. Clinical Associate Professor: In addition to the
qualifications required of a Clinical Assistant Professor,
the appointee should ordinarily have had extensive successful
experience in clinical or professional practice in a field of
specialization, or in a subdivision of the departmental field,
and in working with and/or directing others (such as
professionals, faculty members, graduate students, fellows,
and residents or interns) in clinical activities in the field.
The appointee must also have demonstrated superior teaching
ability and scholarly or administrative accomplishments.
g. Clinical Professor: In addition to the qualifications
required of a Clinical Associate Professor, the appointee shall
have demonstrated a degree of excellence in clinical practice
and teaching sufficient to establish an outstanding regional
and national reputation among colleagues. The appointee shall
also have demonstrated extraordinary scholarly competence and
leadership in the profession.
5. FACULTY ENGAGED EXCLUSIVELY OR PRIMARILY IN LIBRARY SERVICES
The only librarian ranks with non-tenure faculty status are
Librarian I, Librarian II, Librarian III, and Librarian IV
and such other ranks as the Board of Regents may approve.
These titles are to be granted to a limited number of
appointees who fulfill roles defined by professional
graduate training, such as librarian, curator, archivist,
and information scientist. In the overwhelming number of
instances, the professional graduate training required is
an M.L.S. degree, which is considered the terminal degree
in the practice of academic librarianship, from the
American Library Association (ALA)-accredited program.
However, each constituent institution may define instances
when other graduate degrees may substitute for or augment
the ALA-accredited M.L.S. Such exceptions will be based
on and required by the functional needs of USM libraries,
appointments to these ranks are normally for twelve months
with leave and other benefits provided to twelve-month
tenured/tenure-track faculty members, with the exception
of terminal leave, sabbatical leave, and non-creditable
sick leave (collegially supported).
a. Librarian I: This rank is assigned to librarians just
entering librarianship with little or no professional library
experience but who have been judged to have demonstrated an
understanding of the basic tenets of librarianship and a
potential for professional growth. A Librarian I is not
eligible for permanent status.
b. Librarian II: Appointment or promotion to this rank
signifies that the librarian has demonstrated effective
professional knowledge and skills significantly above those
expected of a Librarian I. Normally, a minimum of three
years of professional experience is required.
c. Librarian III: Appointment or promotion to this rank
signifies that the librarian has mastered the skills, knowledge,
and techniques of librarianship and has made meaningful
contributions to the library, the institution, the library
profession, and/or an academic discipline. Normally, a
minimum of six years of professional experience is required,
three of which must be at a level comparable to the rank of
Librarian II at the appointing USM institution.
d. Librarian IV: Appointment or promotion to this rank
is exceptional. This rank is awarded to those librarians
who have made distinctive contributions to the library,
the institution, the library profession, and/or an academic
discipline. This rank normally requires a minimum of nine
years of professional experience, at least three of which
must be at a level comparable to the rank of Librarian III
at the appointing USM institution.
Subject to the approval of the President or designee, the
campus libraries of USM constituent institutions shall
develop guidelines, procedures, and appropriate criteria
for evaluating librarians' performance. These guidelines,
procedures, and criteria should be monitored system-wide to
ensure equity with respect to standards.
6. FACULTY WITH DUTIES PRIMARILY IN INSTRUCTION AT UMUC
a. Collegiate Instructor: The appointee to this non-tenure
rank ordinarily should hold, at a minimum, a master's degree
appropriate to the area of instruction and have evidence of
potential effective teaching. The appointee also should have
academic or professional experience relevant to the field.
b. Collegiate Assistant Professor: The appointee to
this non-tenure rank ordinarily shall hold, at a minimum,
a terminal degree appropriate to the area of instruction.
The appointee also should show potential for superior
teaching as well as professional experience relevant
to the field.
c. Collegiate Associate Professor: In addition to having
the qualifications of an Assistant Professor, the appointee
to this non-tenure rank ordinarily shall have successful
experience in teaching as well as professional experience
relevant to the field.
d. Collegiate Professor: In addition to having the qualifications
of an Associate Professor, the appointee to this non-tenure
rank ordinarily shall have established an outstanding record
of teaching as well as professional experience relevant to the field.
7. ADDITIONAL FACULTY RANKS
a. Assistant Instructor: The appointee should be competent
to fill a specific position in an acceptable manner, but is not
required to meet all the requirements for an Instructor.
Appointment to this rank requires at least the appropriate
baccalaureate degree.
b. Lecturer: This title may be used for appointment at
any salary and experience level of persons who are competent
to fill a specific position but who are not intended to be
considered for professorial appointment. Appointments to
this rank shall be for terms not to exceed three years
and are renewable.
c. Senior Lecturer: In addition to having the qualifications
of a Lecturer, the appointee shall have completed at least six
years as a Lecturer (or in a rank at another institution of
higher education that is accepted as comparable to Lecturer),
and shall have established a record of teaching excellence
and a record of service. Fewer than six years experience
may qualify one for this rank if approved by the President
or designee. Appointments to this rank shall be for terms
not to exceed five years and are renewable.
d. Artist-in-Residence; Writer-in-Residence;
Executive-in-Residence: This title may be used to designate
temporary appointments, at any salary and experience level,
of persons who are serving for a limited time or part-time,
and who are not intended to be considered for professorial
appointment.
e. Adjunct Assistant Professor; Adjunct Associate Professor;
Adjunct Professor: These titles are used to appoint outstanding
persons who may be simultaneously employed outside the
institution. The appointee should have expertise in the
discipline and recognition for accomplishment sufficient
to gain the endorsement of the preponderance of the members
of the faculty of the department to which he or she is
appointed. Appointment is made on a semester or an annual
basis and is renewable. These titles do not carry tenure.
f. Affiliate Assistant Professor; Affiliate Associate Professor;
Affiliate Professor: These titles are used to recognize the
affiliation of a faculty member or a member of the professional
staff with an academic department, program or center when that
individual's appointment and salary lie in another department
of the institution. The appointment will be made upon the
recommendation of the faculty of the department, and at a
level commensurate with the appointee's qualifications,
consistent with standards established for regular tenure
track faculty, although tenure cannot be earned on an
affiliated appointment. Each institution shall establish
guidelines and procedures for awarding these titles.
g. Visiting Appointments: The prefix "Visiting" before an
academic title is used to designate a short-term, full-time
appointment without tenure.
h. Emeritus Faculty Appointments: Emeritus status may be
bestowed by an institution on the basis of both quality and
length of service to the institution. Each institution shall
establish guidelines and procedures for awarding this title.
Emeritus titles at the System level may be bestowed by the
Chancellor.
i. Distinguished University Professor: This title may be
bestowed by an institution to provide special recognition
to faculty members. Each institution that chooses to
utilize this title shall establish guidelines and procedures
for awarding it.
j. Professor of the Practice: This title may be used to
appoint individuals who have demonstrated excellence in the
practice as well as leadership in specific fields. The
appointee shall have attained regional and national
prominence and, when appropriate, international
recognition of outstanding achievement. Additionally,
the appointee shall have demonstrated superior teaching
ability appropriate to assigned responsibilities. As a
minimum, the appointee shall hold the terminal
professional degree in the field or equivalent
stature by virtue of experience. Appointees will
hold the rank of Professor but, while having that stature,
will not have rights that are limited to tenured faculty.
Initial appointment is for periods up to five years, and
reappointment is possible. This title does not carry
tenure, nor does time served as a Professor of the
Practice count toward achieving tenure in another
title. Each institution shall establish guidelines
and procedures for awarding this title.
k. [Institution] Professor: This title may be used for
nationally distinguished scholars, creative or performing
artists, or researchers who would qualify for appointment
at a University System of Maryland Institution at the level
of Professor, but who normally hold full-time positions
outside the University. Holders of this title may provide
graduate students supervision, serve as principal investigators,
and participate in departmental and college shared governance.
Initial appointment is for three years and is renewable
annually upon recommendation to the Provost by the unit
head and the dean. This is a non-paid non-tenure track
title. (Amended - Paragraph added per BOR June 22, 2005
meeting)
III. APPLICABILITY
A. Except as provided in sections B. and C. below, the provisions in
this policy shall apply to all individuals who are employed as faculty
members in the University of Maryland System as of July 1, 1989, and
individuals whose faculty appointment becomes effective on or after
July 1, 1989.
B. The provisions in this policy shall not apply to any faculty
member who receives notice of non-reappointment at any time prior to
July 1, 1989.
C. Each tenure-track and tenured faculty member of an institution
(i.e., a faculty member holding an academic rank specified in the first
sentence of paragraph II. A. l.) shall (1) be apprised of the provisions
in Part I.C., paragraphs 1 through 14 of this policy at the earliest
practical time following approval of this policy by the Board of
Regents, and (2) be offered an opportunity to elect to remain
subject to his or her written
D. faculty contract in effect on April 4, 1989, to the extent
and only to the extent that any provision of that contract is
inconsistent with Part I.C., paragraphs l through 14 of this policy.
The election shall be confirmed in a written and signed notification
to the institution's chief executive officer on or before May 12, 1989.
Absent such election by the faculty member, the provisions in Part I.C.,
paragraphs l through 14 of this policy shall apply pursuant to
paragraph III. A.
E. Upon the recommendation of the President of the University of
Maryland, Baltimore, the Chancellor may establish alternative terms
and conditions for the faculty of (a) the University of Maryland
School of Medicine modifying the following sections of this
Policy: I.C.2, I.C.3, I.C.4, I.C.5, I.C.7 (a), II.A.1, II.A.3,
and II.C; and (b) the University of Maryland School of Law,
modifying sections I.C.3 and I.C.4 of this Policy. The
Chancellor shall specify the alternative terms and conditions
in writing. Unless an appointee subject to the alternative
terms and conditions agrees otherwise, any changes made in
the alternative terms and conditions established at the time
of that individual's appointment will not apply to that appointee.
For the School of Medicine, the alternative terms and conditions
will apply to a tenure track or tenured faculty member appointed
as of June 30, 1998, only upon that person's written request
received by September 1, 1998. The alternative terms and conditions
shall apply to other School of Medicine faculty as follows: all
faculty first appointed and employed on or after July 1, 1998;
non-tenure track faculty beginning new appointment terms or
changing from one type of appointment to another on or after
July 1, 1998, effective as of the date of the new or changed
appointment; and non-tenure track faculty whose appointments
end after June 30, 1998, who so request by September 1, 1998.
For the School of Law, the alternative terms and conditions will
apply to tenure track or tenured faculty members appointed on or
after July 1, 2008. The alternative terms and conditions will
apply to a faculty member appointed between June 1, 2005 and
June 30, 2008, only upon that individual's written request to
the Dean of the School of Law, submitted no later than
September 1, 2008.
Replacement for: BOR VII-2.15 - POLICY ON LIBRARIANS
Email this Page to a Colleague
Printer Friendly VersionQuestions? Comments? Contact Us
Copyright © 2008 University System of Maryland
USM is not responsible for content or information derived from links to remote servers.
University System of Maryland
3300 Metzerott Road
Adelphi, MD 20783-1690, USA
301.445.2740
State of Maryland Census 2010