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13.3.3 The Academic Record File The academic record file housed in the Office of the Dean will include, but not be limited to, the following: a. information of a confidential nature transferred from the pre-employment file (see 8.3); b. copies of the faculty member's course syllabi; c. information relating to the faculty member's academic and professional accomplishments submitted by or placed in the file at the request of the faculty member; d. summaries of student evaluations, copies of ratings and evaluations of the faculty member's professional performance made by supervisors and the Committee on Rank and Tenure, and the formal recommendations of the faculty member's supervisor(s) and the Committee on Rank and Tenure; e. documentation of faculty workload and evaluations relating to promotion, tenure, retention, and contractual obligations; f. all documents included in the promotion and/or tenure file; g. documentation of commendations, awards, and/or honors; h. summaries of submitted proposals, notices of awarded grants and contracts, and summaries of donations or gifts received; i. approved sabbatical and STEPP Component proposals; j records pertaining to disciplinary action or records pertaining to corrective measures taken by a member resulting from disciplinary action; k. documentation of final actions on grievances relating to the member’s performance or disciplinary action; l. other documents relevant to the faculty member’s academic record at the University; and m. member responses to the above, if any. This file is available only to the Dean, the President and the Vice President for Academic Affairs and their professional staffs, the immediate academic supervisor, the individual faculty member, and the Committee on Rank and Tenure. 13.4 Extension of Deadlines If all parties to the review process of an individual agree in writing in advance, these deadlines can be extended. If deadlines or extended deadlines are not met by the candidate, the review will not be 46
performed that year and a note of noncompliance will be placed in the faculty member's personnel file. The faculty member may place a note in his/her file explaining the reason for the tardiness. If major deadlines are not met by the supervisor or special academic evaluator, the Committee, or the Dean, the Committee (or the Vice President for Academic Affairs if the Committee has missed a major deadline) will take whatever steps seem appropriate to guarantee that subsequent deadlines are met. ARTICLE XIV Policies and Procedures Relating to Separation from Employment At times, it may be necessary or desirable for the University and the individual faculty member to sever their professional relationship. In order to protect the interests of both parties, the various types of severance (retirement, gradual retirement, career redirection, non-reappointment, resignation, dismissal, layoff, and temporary suspension of duties) are here defined, and the policies and procedures related to each category are set forth. 14.1 Non-Reappointment Since all initial, probationary/tenure-track appointments at Regis University are made with the understanding that both the University and the appointee will engage in a period of mutual evaluation prior to establishing a continuous association, a severance prerogative rests with both parties. A probationary/tenure-track faculty member may decide not to accept a renewal of appointment. In such an event, notice should be given in writing at the earliest possible opportunity, but not later than April 15 or thirty (30) days after receiving notification of the terms of the appointment for the coming year, whichever date occurs later. In case of hardship, or in a situation where the member would otherwise be denied substantial professional advancement or other opportunity, the member may request an extension of this time period from the immediate academic supervisor and the Dean. Failure to accept an appointment within the aforementioned time frame or failure to request an extension of time may be construed and accepted by the University as resignation. The term “non-reappointment” means that the University has decided not to offer an additional appointment at the conclusion of a probationary/tenure-track term. The decision not to reappoint a probationary/tenure-track member rests, in the final instance, with the Dean with the approval of the Vice President for Academic Affairs. The Dean's judgment regarding the correspondence between the member's expertise and the University's educational needs must be made in consultation with the immediate academic supervisor. This final decision must take into account the judgment of the Committee on Rank and Tenure on whether the member meets the criteria established for the rank held. Recommendations for non-reappointment may originate from the immediate academic supervisor, from the Dean in consultation with the immediate academic supervisor, from the Dean in consultation with the members of the affected department or program if the individual in question is a department chair or program director, or from the Committee on Rank and Tenure. Notice of non-reappointment must be given in writing by the following dates: a. by March 1 of the first academic year of service, if the appointment expires at the end of that academic year; or, if the appointment terminates at a time other than at the end of the academic year, at least three (3) months in advance of its termination; 47
Page 1 and 2: ARTICLE I Preamble Regis University
Page 3 and 4: Committee on Rank and Tenure: throu
Page 5 and 6: All full-time teaching faculty appo
Page 7 and 8: In addition to unpaid leaves deline
Page 9 and 10: When approval for additional facult
Page 11 and 12: 8.6 Appointment of Regis College Su
Page 13 and 14: minimum of five years of full-time
Page 15 and 16: 9.1.4.3 Guest Professor This is an
Page 17 and 18: l. preparing the annual report on t
Page 19 and 20: h. review and recommend to the Dean
Page 21 and 22: The University also examines the ne
Page 23 and 24: The Faculty Development Committee i
Page 25 and 26: 11.7.3 Other Support for Research a
Page 27 and 28: “III. As colleagues, professors h
Page 29 and 30: which is co-requisite to a course,
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Page 33 and 34: No department, program, or the Univ
Page 35 and 36: g. reading scholarly papers before
Page 37 and 38: enroll students in coordinated offe
Page 39 and 40: . when the President, the Vice Pres
Page 41 and 42: professional responsibilities of a
Page 43 and 44: Both the self-evaluation and the su
Page 45: oth the Office of Human Resources a
Page 49 and 50: 14.3.1 Changes in the Educational P
Page 51 and 52: . continued neglect of and/or failu
Page 53 and 54: semester's written notice, to the i
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Page 57 and 58: Committee prior to the action. Unle
Page 59 and 60: The Review Committee, through its c
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Page 63 and 64: who seeks tenure in Regis Universit
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Page 67 and 68: professional and/or scholarly work.
Page 69 and 70: . for promotion to the rank of Prof
Page 71 and 72: h. a leadership position in profess
Page 73 and 74: The College also wishes to maintain
Page 75 and 76: ecommendation to the faculty member
Page 77: 18.2 Governance Regis University is

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