- Previous full-time service in other accredited colleges or universities in a rank equivalent to Assistant Professor or above, or previous full-time teaching service as a member of the Academic Staff at this University, may be taken into account in computing a person’s probationary service at this University, so that the probationary period shall not exceed seven (7) years in all. If a person receives a probationary appointment after service of more than three (3) years in one or more institutions, a person’s probationary status in the University may extend for as long as four (4) years, even though the total probationary period is thereby extended beyond the normal maximum of seven (7) years. In the case of less than full-time appointments, the provisions of 5.13(3) apply. Prior probationary service must be established in writing at the time a Faculty appointment is offered.
- In cases of transfers from other institutions or from the teaching Academic Staff at this University, with the consent of the person concerned, the department and the Dean, it may be agreed in writing at the time the appointment is made, that one whose previous full-time service was performed in those institutions before receiving the doctoral degree (or the degree typically considered terminal in a given discipline), and while a candidate for this degree, may be granted a maximum seven-year probationary period in the University.
- The probationary period for Assistant Professors and Instructors on at least one-half time but not more than three-fourths time appointment is counted as one-half year probationary service; service of greater than three-fourths time is counted as a full year. In no case shall the probationary period exceed fourteen (14) calendar years.
- The period of leave of absence is excluded in calculating the probationary period.
5.131 – Calculating the Probationary Period for Associate Professors and Professors on Probationary Appointments
- The probationary period for Associate Professors and Professors with probationary appointments of at least one-half time but not more than three-fourths time appointment is counted as one-half year probationary service; service of greater than three-fourths time is counted as a full year.
- The period of leave of absence is excluded in calculating the probationary period.
- Previous experience, scholarly accomplishments, scholarly publications and the like may be taken into account in calculating the probationary period of Associate Professors and Professors on probationary appointments. Credit for previous experience will be agreed upon in writing at the time the appointment is made. In no case will the probationary period for Associate Professors and Professors on probationary appointments exceed three (3) years
5.135 – Extension of the Probationary Period
Certain circumstances may impede a Faculty member’s progress toward achieving tenure, including responsibilities with respect to childbirth/adoption, significant responsibilities with respect to elder/dependent care obligations, disability/chronic illness, or circumstances beyond the control of the Faculty member. Written requests for extensions of the probationary period should be made in a timely manner, proximate to the events or circumstances which occasion the request, and include appropriate documentation. A request for extension of the probationary period with respect to childbirth and adoption responsibilities carries with it the presumption of approval. More than one request may be granted but the total time granted for extensions may not ordinarily exceed one year. Multiple extension requests granted for childbirth/adoption may exceed one year. Pursuant to UWS 3.04, Wis. Admin. Code, the procedures for requesting an extension are:
- The Faculty member provides a written request to the Executive Committee, which forwards the request with its recommendation to the Dean and Provost. In cases of childbirth and adoption as well as requests that are related to disability or chronic illness, the Faculty member provides a written request directly to the Provost.
- Requests for probationary period extension may be approved by the Provost, after review by the Executive Committee and the Dean and upon consultation with the University Committee. Requests in cases of childbirth/ adoption and those that are related to disability or chronic illness that are provided directly to the Provost shall be approved only after consultation with the University Committee and the Executive Committee, as well as notification of the Dean. Except to obtain necessary consultative assistance on medical or legal issues, only the Provost and the ADA Coordinator will have access to documentation pertaining to a request related to disability or chronic illness.
- All requests for probationary period extensions shall be made prior to commencing with a tenure or contract renewal review. With respect to contract renewals, it is presumed that Executive Committees will extend the contractual period for a minimum of the recommended and approved probationary period extension. With respect to requests related to disability or chronic illness, Executive Committees will extend the contractual period for a period of time that coincides with the approved probationary period extension.
- If a probationary period extension is approved, a reduction in scholarly productivity during the period of time addressed in the request should not prejudice a subsequent renewal decision. Any Faculty member in probationary status more than seven (7) years because of extensions shall be evaluated as if the Faculty member had been on probationary status for seven (7) years.
- A denial of a request shall be provided in writing to the Faculty member, the Executive Committee, and the Dean, and shall be based upon clear and convincing reasons. If the request is related to disability or chronic illness and denied by the Provost, only the requesting Faculty member will receive notification of the denial.
- A Faculty member who believes that a request has been denied unfairly may file an appeal with the University Committee for referral to the Faculty Appeals and Grievances Committee within 60 business days of the request being denied. [Section A2.0(3)]
5.136 – Notification of Decision of Tenure by Executive Committee
- A decision of tenure, favorable or unfavorable, must be made at least 12 months prior to the completion of the maximum probationary period (or equivalent), unless the right is waived, in writing, by the candidate. The Executive Committee must initiate the review process soon enough to allow for the required notification listed in 5.19 (3) to take place following a negative decision. If the decision is negative, and if the following year is the final year of the maximum probationary period, the appointment for the following year becomes a terminal one.
- After a negative decision, the Faculty member may request, in writing and in the terminal year, a tenure review during the terminal year. The Executive Committee may agree, but is not required, to conduct a tenure review and render a decision during the terminal year. A decision to conduct a tenure review in the terminal year will be communicated to the candidate in writing.
- A Faculty member who waives their right for tenure review or who submits their resignation, may serve out the terminal year without a tenure decision being rendered.
- A Faculty member who waives their right for a tenure review prior to the terminal year, may request, in writing and in the terminal year, to be reviewed during their terminal year. The Executive Committee, at its discretion, may or may not agree to conduct a tenure review during the terminal year. Its decision will be communicated to the candidate in writing.