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TENURE-EARNING PERIOD2.15.4 Length of Tenure-earning Period 2.15.4.1 Start and end date of all tenure-earning periods 2.15.4.2 Unit extension of tenure-earning (probationary) period 2.15.4.3 Maximum tenure-earning period for a full-time faculty member 2.15.4.4 Appointments less than full time 2.15.5 Extension of Tenure-earning Period 2.15.6 Changes in Tenure-earning Status 2.15.7 Review for Progress Toward Award of Tenure 2.15.4 Length of Tenure-earning Period Any faculty member appointed to a tenure-earning faculty position shall have a maximum tenure-earning (probationary) period (2.15.4.3) of seven years to earn tenure except in a school, college, or UAB Libraries in which the maximum tenure-earning period has been extended, as detailed below (2.15.4.2). This period provides years to earn academic merit (years 1 through 5 of a 7-year period) during which early application for tenure may be possible if allowed by the academic unit, and a final submission year (year 6 of a 7-year period) when the tenure application must be submitted for mandatory review. If tenure has not been awarded by the end of the final submission year, the appointment for the final year shall be a terminal appointment for one calendar year from the notification of the denial of tenure. A limited reconsideration of a denied tenure application may occur during the terminal year, as provided in Section 2.15.9. 2.15.4.3 Maximum tenure-earning period for a full-time faculty member Tenure-earning faculty members may request a term, part-time appointment for reasons of balancing work and family or personal health issues. In such cases, the probationary period will be extended proportionately. For example, two years of service at 50% will count as one year of full-time service. The term appointment may be renewed. (An indefinite part-time appointment may only be requested and granted following award of tenure.) In determining the mandatory year for tenure review for those with partial appointments in schools with a maximum seven year tenure period, general equivalency to full-time appointments is expected, so that approximately five years of full-time equivalent service is expected prior to the mandatory tenure earning review year (In summing partial years of service, a total resulting in a fraction equal to or less than 0.5 would be rounded down, and a fraction greater than 0.5 would be rounded up.) However, review for tenure must occur no later than the tenth year of service, resulting in somewhat less full-time equivalent service (4.5 years) for a faculty with 50% appointment throughout all nine pre-tenure years prior to review. (This example assumes renewal of several term appointments.) If denied tenure following a mandatory review, a one-year terminal appointment will be given. The terminal appointment will be for one calendar year from the notification for denial of tenure. The percent effort will be agreed upon by the chair and faculty member. In determining the mandatory tenure review, for those with partial appointments in schools with a maximum ten-year tenure earning period, general equivalency to full-time appointments is expected, so that approximately eight years of full-time equivalent service is expected prior to the mandatory tenure review year (In summing partial years of service, a total resulting in a fraction equal to or less than 0.5 would be rounded down, and a fraction greater than 0.5 would be rounded up.) However, review for tenure must occur no later than the sixteenth year of service, resulting in somewhat less full-time equivalent service (7.5 years) for a faculty with 50% appointment throughout all fifteen probationary years prior to review. If denied tenure following a mandatory review, a one-year terminal appointment will be given. The terminal appointment will be for one calendar year from the notification for denial of tenure. The percent effort will be agreed upon by the chair and faculty member. Faculty members on part-time appointments may request a tenure clock extension, Section 2.15.5. (Extensions are granted in one-year increments, not prorated by the part-time appointment percentage.) However, the extension will not be approved if it results in a mandatory review date beyond the tenth year, or sixteenth year, respectively, in seven-year and ten-year maximum tenure-earning periods. 2.15.4.5 Tenure-earning periods and leaves of absence (Return to top) 2.15.5 Extension of tenure-earning period An extension of the tenure-earning period may be approved on a discretionary basis for extenuating nonprofessional circumstances that have had a significant impact on the faculty member's productivity such as, the arrival or care of a child, the care of a family member or member of the immediate household, or personal circumstances related to the health of the faculty member. Faculty members who benefit from this policy are expected to fulfill their normal responsibilities during the tenure period extension, unless they have been also granted a period of modified duties, or unless other approved arrangements have been made. Tenure period extensions are granted in one-year increments. A cumulative total of two years is normally the maximum probationary period extension for any combination of reasons. Requests should be made within a year of the qualifying event or extenuating circumstance and prior to the department deadline for submission of promotion/tenure application. Exceptions to these limitations may be approved by the provost. Requests for a tenure period extension should be submitted in writing to the department chair. Documentation of childbirth/adoption and medical reasons will be required prior to the approval; documentation of other extenuating circumstance may also be required. Approval by the department chair, dean and provost are required for probationary period extensions. Under certain extenuating rare circumstances outside of the university's control (e.g., pandemic, natural disaster, etc.) which disrupt continuity of a tenure-earning period, the Provost, with presidential approval, may provide an option for a tenure period extension for an eligible group of faculty (which may be all faculty). It is very important that all individuals and committees participating in tenure reviews understand that any individual who has received a tenure period extension must be held to the same standard - not a higher or more stringent one - to which other candidates without such an extension are held. (Return to top) Individuals appointed to faculty positions at UAB may be appointed to the tenure-earning faculty only once during a period of continuous employment at UAB. That is, with appropriate approval, individuals initially appointed to the tenure-earning faculty may later be appointed to the non-tenure-earning faculty, but they may not subsequently return to the tenure-earning faculty in that same position during a period of continuous employment. They may seek appointment to a different position at UAB, which may be tenure-earning, tenured, or non-tenure-earning, if selected through national-level recruitment (Section 2.12). Individuals initially appointed to the non-tenure-earning faculty may later be appointed to the tenure-earning or open-tenure faculty position provided that the search under which they are is selected is for a tenure-earning faculty position. When appropriate, these individuals could then return to the non-tenure-earning faculty. Appointment change from a tenure-earning or non tenure-earning status requires notification of the faculty member whose status is to change and the approval of their chair, dean, and Provost. Changes in tenure-earning status are clarified in Table 2.15.6.
Legend: TE – tenure-earning, NTE – non-tenure-earning | |||||||||||||||