Recommendations Regarding Personnel Matters – The Executive Committee makes recommendations concerning appointments, dismissals, promotions, salaries, merit allocations, and other personnel and budget matters, which are transmitted through the Chair to the Dean.
Decisions relating to renewal of appointments, recommending of tenure, and merit salary recommendations shall require an evaluation of the following functions: teaching, research, creative activity and/or accomplishments, professional and public service, and contribution to the University. The Executive Committee shall establish criteria, which shall conform to the affirmative action policies and procedures of the University, for renewal and tenure, as well as for merit increases, by determining the relative importance of the above functions in the evaluation processes. Consideration shall be given to all work and accomplishment that express a Faculty member’s academic interest. Criteria for renewal and tenure recommendations and for merit salary recommendations shall be written and distributed to all members of the department and to the appropriate Dean. Certification of the distribution of these criteria shall be submitted annually to the Office of the Secretary of the University.
In case of disagreement between a department and an administrator over specific programmatic or budgetary decisions regarding open Faculty positions and positions occupied by probationary Faculty, advice may be sought by either party from the Academic Planning Committee of the college. (See 2.03(11)(c).)
A department in which a position is to be eliminated may request the Dean to reconsider the decision. This request must be made within ten (10) working days of receipt of notification of the decision. The Dean shall respond to the department within ten (10) working days.
Review of Faculty – The Executive Committee shall provide for the periodic review of the performance of every Faculty member. These reviews include those for determining annual merit salary increases, contract renewal, tenure and promotion and tenured Faculty review. Such reviews shall provide for a Faculty member to be heard on their own case, if they wish, and for the Faculty member to be informed of the outcome of the review.
Guidance and Annual Review of Probationary and Joint Probationary Faculty – The Executive Committee shall establish procedures for the guidance and annual evaluation of each probationary Faculty member and for the review of probationary appointments (see 5.15 – 5.16 of these rules). This adheres to UWS Administrative Policy 1254. The Executive Committee shall ensure that affected probationary Faculty members shall be kept informed of any changes in departmental goals or other circumstances that alter the opportunity for promotion to tenure. A written description of these procedures shall be filed with the relevant Dean(s). This must include specification of the voting rules of the Executive Committee. A copy of this description and the Executive Committee criteria for the granting of tenure shall be provided (in written or electronic form) to each probationary Faculty member at the time of their appointment.
Primary responsibility for the guidance of the probationary Faculty member shall be assigned to the entire Executive Committee or one or more members of the Executive Committee (aka Guidance Committee).
In the case of joint appointments this responsibility shall be held by a Joint Guidance Committee composed of one or more Executive Committee members from each department in which the Faculty member has an appointment.
It is desirable that the Faculty member(s) assigned responsibility for guiding the probationary Faculty member remain the same throughout the probationary appointment unless the probationary Faculty member requests a change.
In some circumstances it may be desirable to formally include tenured Faculty from outside the department(s) sharing a continuing obligation or commitment to a Faculty member for the purpose of guiding the probationary Faculty. For example, in interdisciplinary fields in which no member of the department has expertise close to that of the probationary Faculty member this may occur.
Guidance of all probationary Faculty should include information and advice on the areas of responsibility of tenure-track Professors: research, teaching, and service. Experts outside the department who can provide specific information and advice on research, teaching and pedagogical effectiveness, and service should be consulted when appropriate as determined by the probationary Faculty member or the probationary Faculty member’s Guidance Committee.
Responsibility for conducting annual evaluations shall be assigned to the entire Executive Committee or a Subcommittee of the Executive Committee of the tenure home department. The probationary Faculty member shall be informed of the membership of the committee or subcommittee doing the evaluation.
In the case of joint appointments, the Executive Committee of the department that is the tenure home of the Faculty member shall be responsible for ensuring the Joint Guidance Committee provides input to the Executive Committee or Subcommittee of the Executive Committee.
At least once each year, the Executive Committee of the tenure home department shall discuss with the probationary Faculty member departmental and University expectations and the Faculty member’s progress toward tenure. The Executive Committee shall ensure that the probationary Faculty member’s file contains all material relevant to effective evaluation of the probationary Faculty members teaching, research and service activities.
When a probationary Faculty member has been granted an extension(s) of the tenure clock, the annual evaluation should be conducted in the context of the individual’s progress toward a tenurable record given the time remaining on the adjusted clock. A written evaluation approved by the Executive Committee shall be given to the probationary Faculty member. The probationary Faculty member may respond to the evaluation in writing or may, upon request, address the Executive Committee regarding the evaluation.
Tenured Faculty Review – The Executive Committee shall review all tenured Faculty using the criteria and procedures outlined in Faculty Document No. 3083R2. These tenured Faculty reviews are intended as collegial assessments and provide an opportunity for Faculty to review progress made on past performance plans and to propose future plans. These reviews shall be conducted on a five-year prospective timeline by the Executive Committee of the tenure home department. This adheres to UWS Administrative Policy 1254.
Guidance and Review of Tenured Associate Professors for Consideration to Full Professor – The Executive Committee shall provide in written or electronic form, to its Associate Professors, the department’s criteria for promotion to full Professor. It shall, as either part of the Tenured Faculty Review process or in separate review process, review each of its Associate Professors’ progress toward promotion to full Professor status and shall inform her/him of the outcome of that review. In the case of joint appointments, the Executive Committee of the department that is the tenure home of the Faculty member shall be responsible for ensuring the Joint Guidance Committee provides input to the Executive Committee or Subcommittee of the Executive Committee.
Promotion from the rank of Associate Professor to the rank of Professor is based on evidence that the candidate has made substantial contributions in research, teaching, and service after promotion to tenure.
Associate Professors may request a consideration for promotion to full Professor. If asked, the Executive Committee is obligated to render a decision as to whether they will consider a formal review of the Faculty member as per procedures outlined in Section 5.20 of UWM Policies and Procedures.
The Executive Committee may, by annual vote, delegate to a subcommittee of the Executive Committee the responsibility to make recommendations to the Executive Committee with respect to any or all of the following matters:
salary increases
probationary Faculty appointments and reappointments
probationary Academic Staff appointments and reappointments
appointment or promotion of University Staff
appointment of graduate assistants
management of departmental operating expenses (supplies and expense accounts)
The Executive Committee may delegate to the tenured Faculty of the department who hold the rank of Professor the authority to make recommendations for promotions to the rank of Professor. These recommendations will be transmitted through the Executive Committee Chair to the Dean.
In schools and colleges in which departmental structures do not exist, Executive Committees shall have the same authority to make recommendations concerning appointments, dismissals, promotions, salaries, and other budget matters, to the Dean or Director, as Executive Committees described in paragraph (1) of this Section.
Each Executive Committee shall meet at least once each semester. Except as otherwise provided, minutes reflecting all formal actions taken shall be recorded.