The Regis College full Faculty Handbook may be viewed here.

Probationary/Tenure-track Appointment: a probationary/tenure-track appointment is for a designated
period not to exceed one academic year and automatically terminates upon the expiration of that period.
Employment under a probationary/tenure-track appointment entitles an employee to notice in accordance
with the provision of Article 14.1 if the University determines not to rehire the employee during the
subsequent academic year.
Special Academic Evaluator: a tenured member selected to provide an independent evaluation for a
tenured department chair under consideration for promotion or to provide annual reviews, including the
tenure review, for a non-tenured department chair (see Article 13.1).
Tenure Appointment: a tenure appointment is for an academic year and gives the member a contractual
right to be re-employed for succeeding academic years until s/he resigns, retires, is discharged for cause,
is terminated pursuant to a reduction in force, or becomes disabled.
Term Appointment: a term appointment is for a designated period and automatically terminates upon the
expiration of that period. Re-employment of an employee after termination of a term appointment is
solely within the discretion of Regis University.
Unranked Faculty: an unranked faculty member is usually a part-time or a temporary employee in Regis
College under a term appointment who has been assigned an academic title of Lecturer or Visiting
Professor or Guest Professor. (See Article 9.1.4)
5.1 General Salary Provisions
ARTICLE V
Salary and Benefits
Regis University seeks to maintain competitive total compensation packages for all its employees, among
which are the four faculties of Regis University. The University utilizes various sources, depending on
the employee category, to determine how effectively this goal is being accomplished. Regis recognizes
that it must balance ambitions with resources and seeks to maintain equity within employee groups.
It is traditional in higher education for faculty to offer views on salaries and particularly on equity across
a number of dimensions both with respect to the external environment and with respect to internal factors.
Regis recognizes that a general increase may not always be sufficient for certain employee categories or
that a general increase may more properly be apportioned in a more tailored fashion in a given year.
In order to provide faculty input into salary considerations for Regis College faculty, the Regis College
Budget Advisory Committee shall appoint a subcommittee to prepare a report on salary recommendations
and may draw upon the larger faculty for membership. This subcommittee will have access to aggregated
salary data for the Regis College faculty in order to tailor recommendations based on rank and years of
service. The administration will consult with the Budget Advisory Committee to review the
subcommittee’s findings and will consider these findings in determining salaries.
An annual Salary Document that lists hiring ranges for each rank and other basic salary information will
be developed and available to the Budget Advisory subcommittee. This document will also include any
amount to be awarded upon promotion in rank in a given year. Years of experience for Regis College
faculty for initial base salary determination will be determined mutually upon employment by the
prospective faculty member and the Dean, in consultation with the hiring department chair. A
representative of the Budget Advisory subcommittee shall review initial letters of appointment.
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