Policy 181.00 Faculty Appointment, Rank, and Promotion

Owner: Senior Vice President and Chief Academic Officer

Following is a list of all faculty ranks used by UMGC together with the minimum criteria for appointment to each rank and appointment term.

Promotion to a rank shall be considered a subsequent appointment in that rank for the purpose of establishing the duration of that appointment.

1. Introduction

   This Policy is adopted in accordance with the University System of Maryland (USM) Policy 11-1.00 on Appointment, Rank, and Tenure of Faculty (ART). Faculty at UMGC have academic credentials, are experienced, and are professionally respected in their fields. UMGC seeks, appoints, and promotes faculty on the bases of their academic, professional, and teaching experience, professional activity, scholarship, service, and teaching effectiveness. This Policy addresses appointment, rank, and promotion for UMGC's faculty, including collegiate faculty, adjunct faculty, professors of the practice, and librarians. All faculty positions at UMGC are non-tenure track and non-tenured.

2. Categories of Faculty

   UMGC has four categories of faculty positions: Collegiate, Adjunct, Professors of the Practice, and Librarians.

   1. Collegiate Faculty:  Collegiate faculty teach and perform other academic and academically related duties if assigned. Collegiate faculty are appointed under full-time or part-time annual or multi-year contracts with annualized salaries. Collegiate faculty are ranked as Collegiate Instructor, Collegiate Assistant Professor, Collegiate Associate Professor, or Collegiate Professor. Their primary employment is with UMGC. They shall participate fully in all academic aspects of the University, including, but not limited to, teaching; service on various University or departmental councils, committees, and advisory boards; curricula and program development and course revision; faculty development and mentoring; and participation in University events. Collegiate faculty shall perform their assigned duties and may have their duties adjusted to serve the needs of the University.

      1. Overseas Collegiate Faculty: Overseas Collegiate Faculty are Collegiate Faculty who teach at overseas locations as assigned by UMGC. At the request of the University, Overseas Collegiate Faculty members are subject to geographical assignment at all locations within their assigned region of UMGC Europe, UMGC Asia, or UMGC Downrange and are required to relocate to new geographical areas within the faculty member's assigned region throughout the appointment period.

   2. Adjunct Faculty: Adjunct faculty serve primarily as teachers. The adjunct faculty may be simultaneously employed outside the institution and it is not anticipated that UMGC employment is their primary focus. Adjunct faculty members are paid for each course section they will teach during a particular term or session, based on the dates specified in the appointment contract.

   3. Professors of the Practice: Professors of the Practice are individuals who have demonstrated excellence in the practice as well as leadership in specific fields.

   4. Librarians: Librarians are faculty engaged exclusively or primarily in library service.

3. Search Process

   The search and screening process shall be consistent with UMGC's commitment to equal opportunity and affirmative action. The search and screening process shall remain confidential; candidates' names and applications shall only be reviewed by those persons with a need to know.

   1. Collegiate Faculty:  Collegiate faculty may be recruited through advertising, referrals, and/or other methods as appropriate. Under the aegis of the Dean or Vice President [for purposes of this Policy, Vice President refers to Vice President, UMGC-Asia, or Vice President, UMGC-Europe, or Vice President, Student Affairs], search committees of two or more persons may be appointed by an Appropriate Academic Administrator. The search committee shall review the applications and identify which applicants to interview. An invitation for an interview is not a recommendation for appointment. Consideration of an applicant shall address the criteria for appointment identified in this Policy. The search committee may recommend candidates to the appropriate Academic Administrator from the applicants interviewed. The academic administrator may conduct further interviews. The appropriate Academic Administrator shall recommend to the appropriate Dean or Vice President whether to hire one or more of the candidates. Upon receiving recommendations from the appropriate Academic Administrator, the Dean or Vice President may interview the candidate(s). The Vice President or Dean may recommend that the Senior Vice President and Chief Academic Officer (SVP/CAO) offer a position to a candidate. The SVP/CAO or designee may offer a position to a candidate.

   2. Adjunct Faculty: Faculty may be recruited through advertising, referrals, and/or other methods as appropriate. As new adjunct faculty are needed, academic units may interview appropriate candidates from the pool of applicants. An invitation for an interview is not a recommendation for appointment to teach. Consideration of an applicant shall address the criteria for appointment identified in this policy. The appropriate Academic Administrator may recommend an adjunct faculty rank and pay level that shall be sent to the appropriate Dean or Vice President. The Dean or Vice President may make an offer of appointment.

   3. Professors of the Practice: Professors of the practice may be recruited through advertising, referrals, and/or other methods as appropriate. Consideration of an applicant shall address the criteria for appointment identified in this Policy. The SVP/CAO or designee may offer a position to a candidate.

   4. Librarians: Librarians are encouraged to submit resumes and/or applications to be appointed as faculty engaged exclusively or primarily in library services. Applicants may be recruited through advertising, referrals, and other methods as appropriate. As new librarians are needed, the Associate Provost for Information and Library Services (ILS) may interview appropriate candidates from the pool of applicants. An invitation for an interview shall not be construed as a recommendation for appointment. Consideration of an applicant shall address the criteria for appointment identified in this policy. If the Associate Provost for ILS would like to appoint a new library faculty member, the recommendation for the assigned rank/pay level shall be forwarded to the SVP/CAO. The SVP/CAO or designee may offer a position to a candidate.

4. Faculty Ranks & Appointment Criteria

   1. General Information:  The factors to be considered, as appropriate, when faculty are appointed and promoted are as follows:

      1. Academic Experience.  Academic Experience includes research, publication, and administrative activity at an academic institution.

      2. Professional Activity.  Professional Activity includes workshop, conference, and professional association participation.

      3. Professional Experience.  Professional Experience refers to relevant employment activities that demonstrate competence in the appropriate subject area.

      4. Scholarship.  Scholarship includes traditional academic research and publication. In addition, participation in significant organizational studies, projects, and task forces that result in the authorship of relevant unpublished research or reports, or curriculum design and development or similar activity, shall be considered as appropriate.

      5. Service.  Service includes measures of a faculty member's non-instructional contribution to the University, profession, or community, such as membership on committees, teams, and/or task forces, and other participation in the University and community.

      6. Teaching Effectiveness. Teaching Effectiveness is indicated by successful teaching experience and by an appreciation for the factors involved in successful university teaching. Other instructional experience such as training also may be considered.

      7. Teaching Experience. Teaching Experience includes college or university teaching, especially with adult part-time students in four-year or post-baccalaureate institutions.

5. Collegiate and Adjunct Faculty Ranks

   1. Collegiate or Adjunct Instructor
      The minimum criteria for this rank are:

      1. A master's degree from a regionally accredited or equivalent institution appropriate to the area of instruction (except in rare circumstances). For some fields, professional licensure, or certification also is required.

      2. Potential for Teaching Effectiveness.

      3. Two years Academic, Professional, or Teaching Experience.

   2. Collegiate or Adjunct Assistant Professor

      The minimum criteria for this rank are:

      1. A terminal degree from a regionally accredited or equivalent institution appropriate to the area of instruction. For Undergraduate faculty, exceptions to the terminal degree requirement may be made for individuals with a master's degree who have a minimum of seven years Academic or Professional Experience consistent with the academic content of the area of instruction. For Graduate faculty, exceptions to the terminal degree requirement may be made for individuals with exceptional professional credentials or extensive senior level Academic, Professional, or Teaching Experience such that the individual has been recognized at the regional, national, or international level, as an expert or leader in the field. In addition, for some fields, professional licensure or certification also is required.

      2. Potential for Teaching Effectiveness.

      3. Five years of Academic, Professional, or Teaching Experience relevant to the appropriate disciplinary area. Exceptions may be made for individuals who were awarded a terminal degree in a discipline or combination of disciplines of critical need for UMGC as determined by the appropriate Dean or Vice President.

      4. Potential for relevant and effective Service, and/or Professional Activity, and/or an outstanding record of Scholarship commensurate with UMGC's mission.

   3. Collegiate or Adjunct Associate Professor
      The minimum criteria for this rank are:

      1. A terminal degree from a regionally accredited or equivalent institution appropriate to the area of instruction is required. For Undergraduate faculty, exceptions to the terminal degree requirement may be made for individuals with a master's degree who have a minimum of ten years Academic or Professional experience consistent with the academic content of the area of instruction. For Graduate faculty, exceptions to the terminal degree requirement may be made for individuals with exceptional professional credentials or extensive senior level Academic, Professional, or Teaching Experience such that the individual has been recognized at the regional, national, or international level, as an expert or leader in the field. In addition, for some fields, professional licensure or certification also is required.

      2. Three years Teaching Experience. For Graduate faculty, this experience should be preferably at Graduate level. These years may be concurrent with C.3.

      3. Eight years Academic, Professional, or Teaching Experience relevant to the appropriate disciplinary area. These years may be concurrent with C.2.

      4. Relevant and effective Service as appropriate, and/or Professional Activity, and/or a record of Scholarship commensurate with UMGC's mission.

      5. Promotion to this rank requires evidence of the individual's support for academic rigor, participation in faculty/professional development activities.

   4. Collegiate or Adjunct Professor

      The minimum criteria for this rank are:

      1. A terminal degree from a regionally accredited or equivalent institution appropriate to the area of instruction is required. In addition, for some fields, professional licensure or certification is required.

      2. Six years outstanding Teaching Experience, preferably with part-time adult students at a four-year institution. For graduate programs, this must include graduate level Teaching Experience. These years may be concurrent with (c).

      3. Eleven years Academic, Professional, or Teaching Experience relevant to the appropriate disciplinary area. These years may be concurrent with (b).

      4. Continuing evidence of relevant and effective Service as appropriate, and/or Professional Activity, and/or an outstanding record of Scholarship commensurate with UMGC's mission.

      5. Promotion to this rank requires evidence of the individual's support for academic rigor, participation in UMGC initiatives, and/or faculty/professional development activities.

   5. Professor of the Practice

      The appointee shall have attained regional and national prominence and, when appropriate, international recognition of outstanding achievement. Additionally, the appointee shall have demonstrated superior Teaching Effectiveness appropriate to assigned responsibilities. As a minimum, the appointee shall hold the terminal professional degree in the field or equivalent stature by virtue of experience.

   6. Library Services Faculty Ranks
      Each library services faculty rank requires that the incumbent: (a) hold a Master's degree, which is considered the terminal degree in the practice of academic librarianship, from a program accredited by the American Library Association. In rare exceptions, other graduate degrees may substitute for or augment the ALA-accredited M.L.S. Such exceptions shall be based on and required by the functional needs of individual position; and (b) satisfy the professional experience guidelines established by the rank. The general criteria for initial assignment and any subsequent promotion in rank measure a librarian's contribution to the University, profession, and community. These criteria include: quality of performance in the area of the candidate's responsibility, quality of service on library committees, teams, and/or task forces, library instructional activities, professional activity in library services, research, academic achievement, and participation in the University and surrounding community. Consistently high quality job performance must be demonstrated for any promotion. In addition, the following apply to the library faculty ranks as specified:

      1. Librarian I

         1. This rank is normally assigned to librarians just entering librarianship with little or no professional library experience but who have been judged to have demonstrated an understanding of the basic tenets of librarianship and a potential for professional growth. The emphasis at this rank is on continuing the acquisition of knowledge and skills, demonstration of increased competence, and professional development. No professional library experience is required. A librarian is not eligible for permanent status in this rank.

      2. Librarian II

         1. Appointment or promotion to this rank signifies that the librarian has demonstrated effective professional knowledge and skills significantly above those expected of a Librarian I.

         2. Evidence of substantial research, scholarly, instructional, and/or professional activity on local, regional, state, or national levels.

         3. Demonstrated broad knowledge of librarianship and within specific areas of responsibility for UMGC.

         4. Three years of professional experience is required to be eligible for this rank. In rare circumstances, librarians with fewer than three years of experience may be considered for the rank of Librarian II.

      3. Librarian III

         1. Appointment or promotion to this rank signifies that the librarian has mastered the skills, knowledge, and techniques of librarianship and has made a meaningful contribution to ILS, the University, the library profession, and/or an academic discipline.

         2. Evidence of substantial scholarly, research, instruction, and/or professional activity on local, regional, state, or national levels.

         3. Demonstrated broad knowledge of librarianship and within specific areas of responsibility for UMGC.

         4. Normally, six years of professional experience is required, three of which must be at a level comparable to the rank of Librarian II at UMGC.

      4. Librarian IV

         1. Appointment or promotion to this rank is exceptional. It is awarded to those librarians who have made contributions of distinction to ILS, the University, the library profession, and/or an academic discipline.

         2. Evidence of substantial scholarly, research, instructional, and/or professional activity on local, regional, state, or national levels.

         3. Demonstrated broad knowledge of librarianship and within specific areas of responsibility for UMGC.

         4. Normally, nine years of professional experience, three of which must be at a level comparable to the rank of Librarian III at UMGC.

6. Appointment Terms
   1. Collegiate Faculty
      1. Collegiate Instructor
         1. Initial or subsequent appointments shall be for terms of up to one year each.
      2. Collegiate Assistant Professor
         1. Initial appointment shall be for a term of up to two years.
         2. Subsequent appointments shall be for terms of up to three years each.
      3. Collegiate Associate Professor
         1. Initial appointment shall be for a term of up to two years.
         2. Subsequent appointments shall be for terms of up to four years each.
      4. Collegiate Professor
         1. Initial appointment shall be for a term of up to two years.
         2. Subsequent appointments shall be for terms of up to five years each.

   2. Adjunct Faculty of all Ranks

      Appointment shall be for one term, semester, or other enrollment period.

   3. Professors of the Practice

      Initial appointment is for a term of up to five years. Reappointment is possible.

   4. Librarians
      1. Librarian I
         1. Initial or subsequent appointments shall be for terms of up to one year each.
      2. Librarian II
         1. Initial appointment shall be for a term of up to two years.
         2. Subsequent appointments shall be for terms of up to three years each.
      3. Librarian III
         1. Initial appointment shall be for a term of up to two years.
         2. Subsequent appointments shall be for terms of up to four years each.
      4. Librarian IV
         1. Initial appointment shall be for a term of up to two years.
         2. Subsequent appointments shall be for terms of up to five years each.
7. Promotion
   1. Promotion Criteria & Procedure

      1. Collegiate Faculty: Collegiate faculty are eligible to be considered for promotion to the next higher Collegiate rank after having taught at least three years in rank at UMGC or upon acquiring a terminal degree. For the first promotion following initial appointment, promotion to the next higher Collegiate rank may occur when the faculty member meets the minimum criteria for appointment to that Collegiate rank. Faculty may be encouraged to apply for promotion by the appropriate Academic Administrator(s).

         Collegiate faculty member who seeks to be promoted from one rank to the next must make an Application (defined below) under this section no later than October 1 preceding the start of the academic year in which the promotion would be effective. The Application shall be made to the Chair of the regional Collegiate Faculty Promotion Committee [the Committee] of the Undergraduate, or Graduate Program as appropriate. The Application shall address each criterion for the specific rank to which the faculty member is seeking to be promoted, and, where appropriate, may present supporting written evidence of qualification for promotion. In addition, the promotion application shall include a current curriculum vitae, a completed Promotion Application Form, a copy of recent teaching and peer evaluations, and relevant written recommendations, including a letter from the Collegiate faculty member's immediate academic supervisor. The supervisor's letter shall be sent directly to the Collegiate Faculty Promotion Committee. These written materials shall comprise the Application. The Application shall remain confidential and only be reviewed by those persons with a need to know. Each Dean shall create a Collegiate Faculty Promotion Committee [the Committee] to advise the Dean about faculty promotions. The Committee shall review the Application and advise the appropriate Dean and Vice President in writing whether the applicant meets the criteria for promotion. The Application and the Committee's advice shall be forwarded to the appropriate Dean and Vice President no later than February 1. The appropriate Dean or Vice President may verify the recommendations as appropriate. The appropriate Vice President shall make a recommendation to the appropriate Dean. The appropriate Dean after reviewing the materials submitted shall recommend to the SVP/CAO in writing whether to grant the promotion. The SVP/CAO or designee may offer a promotion to a candidate after reviewing the Dean's recommendation and considering the best interests of the University. The SVP/CAO or designee shall inform the faculty member in writing of the promotion decision normally no later than June 30. If the promotion is denied, the SVP/CAO shall articulate in writing the reasons why the promotion was denied. Promotion, if approved, shall be included in the next issued appointment agreement.

      2. Adjunct Faculty: Adjunct faculty are eligible for promotion to the next higher Adjunct rank after having taught in rank at least three years and 30 semester hours. Exceptions may be made for individuals with international, national, state, or local recognition or superior professional skills or experience in the relevant subject area. For the first promotion following initial appointment, promotion to the next higher Adjunct rank may occur when the faculty member meets the minimum criteria for appointment to that Adjunct rank.

         Adjunct faculty shall seek promotion to the next higher Adjunct rank (i.e., Adjunct Assistant Professor, Adjunct Associate Professor, or Adjunct Professor) by submitting an Application (defined below) to the Appropriate Academic Administrator. The promotion application shall address each criterion for the specific rank to which the faculty member is seeking to be promoted, and, where appropriate, may present supporting written evidence of qualification for promotion. In addition, the promotion application shall include a current curriculum vitae, a completed Promotion Application Form, a copy of recent teaching and peer evaluations, and relevant written recommendations, including a letter from the Adjunct faculty member's immediate academic supervisor. These written materials shall comprise the Application. The Application shall remain confidential and only be reviewed by those persons with a need to know.

         An adjunct faculty member who seeks to be promoted must make an Application under this section no later than October 1 preceding the start of the academic year in which the promotion would be effective. The Appropriate Academic Administrator shall review the Application and recommend to the appropriate Dean or Vice President in writing whether the applicant should be promoted. These materials shall be forwarded to the appropriate Dean or Vice President for consideration by February 1. The appropriate Dean or Vice President shall decide whether to offer promotion to a candidate. The appropriate Dean or Vice President shall make the decision regarding promotion based on the Application, additional recommendations, and the best interests of the University. The appropriate Dean or Vice President shall inform the faculty member in writing of the promotion decision no later than the start of the Academic Year (or Term 1 for UMGC-Europe and UMGC-Asia) following the October Application date. If the promotion is denied, the appropriate Dean or Vice President shall articulate in writing the reasons why the promotion was denied. Promotion, if approved, shall be included in the next issued appointment agreement.

      3. Librarians: Librarians may be recommended for promotion and/or permanent status by their supervisors. Further, librarians may seek promotion or permanent status by submitting a letter of request to the Associate Provost for ILS. Within one month after the librarian or supervisor submits the letter of request, the librarian seeking a promotion and/or permanent status must submit a dossier of written documentation addressing the criteria for the specific rank and supporting evidence of qualification for promotion and/or permanent status. Associated documentation to be submitted shall include a current resume and copies of all performance appraisals. The dossier shall remain confidential and only be reviewed by those persons with a need to know. The Associate Provost for ILS shall review the dossier and make a recommendation to the SVP/CAO. The SVP/CAO or designee shall review the dossier and the recommendation of the Associate Provost for ILS, and decide whether to offer the promotion and/or permanent status. The SVP/CAO or designee shall inform the faculty member in writing of the promotion and/or permanent status decision. The promotion and/or permanent status shall, if awarded, be effective the following July 1st.

         Librarians appointed to the ranks of Librarian II, Librarian III, or Librarian IV shall be reviewed for permanent status prior to the conclusion of their sixth year of continuous full-time employment. Such reviews shall be initiated by their supervisors no later than six months prior to the conclusion of the sixth year. The reviews shall remain confidential and only be reviewed by those persons with a need to know. At the conclusion of the sixth year, the librarian shall either be notified that permanent status has been granted or given a terminal one-year appointment. In accordance with the USM Policy, "permanent status is defined as continuing employment such that a decision to remove an employee must be made by the President of the campus and must be justified by cause as defined by USM and campus policy. Permanent status is an employment status different from tenure."

8. Appeals

   1. Grounds for Appeal: The faculty member may appeal a promotion decision for only the following reasons:

      1. a substantive error in complying with the foregoing process and procedures occurred; or

      2. the decision was otherwise unlawful.

   2. Appeals Based on Allegations of Discrimination: The President may forward appeals based on allegations of discrimination to the Director of Diversity Initiatives for review under the appropriate policy.

   3. Collegiate Faculty Procedure:

      1. No later than 10 working days after receiving the appropriate Dean's response to the request for an explanation, the faculty member may appeal the denial of a promotion to the President by citing the grounds for the appeal in writing.

      2. No later than 20 working days after receipt of the faculty member's appeal, the President or designee(s) shall review the appeal. The President or designee(s) may communicate with the SVP/CAO, the appropriate Dean and/or Vice President, the Committee, and/or the faculty member and give them the opportunity to present any relevant information. The President shall decide no later than 60 days after receipt of the faculty member's appeal.

         1. During the review, if the President finds a substantial error in compliance with this Policy or that the decision was otherwise unlawful, the President shall direct the appropriate Dean to reconsider the candidate's request for promotion and any new information that the President found relevant in the appeal and make a new recommendation to the SVP/CAO. Within 10 working days, the appropriate Dean after reviewing the materials submitted shall recommend to the SVP/CAO in writing whether to grant the promotion. The  SVP/CAO shall decide whether to offer promotion to a candidate based on the Dean's recommendation and the best interests of the University.

         2. During the review, if the President finds no substantial error in compliance with this Policy, or that the decision was otherwise lawful, the President shall deny the appeal.

      3. The decision of the President to grant or deny the appeal is final and may not be appealed.

   4. Adjunct Faculty Procedure:

      1. No later than 10 working days after receiving the appropriate Dean's or Vice President's response to the request for an explanation, the faculty member may appeal the denial of a promotion to the  SVP/CAO Provost by citing the grounds for the appeal in writing.

      2. No later than 20 working days after receipt of the faculty member's appeal, the  SVP/CAO or designee(s) shall review the appeal. The SVP/CAO or designee(s) may communicate with the appropriate Dean or Vice President and the faculty member and give them the opportunity to present any relevant information. The SVP/CAO shall decide no later than 60 days after receipt of the faculty member's appeal.

         1. During the review, if the  SVP/CAO finds substantial error in compliance with this Policy or that the decision was otherwise unlawful, the  SVP/CAO shall direct the appropriate Dean or Vice President to reconsider the candidate's request for promotion and any new information that the  SVP/CAO found relevant in the appeal and make a new recommendation to the  SVP/CAO. Within 10 working days, the appropriate Dean or Vice President, after reviewing the materials submitted shall recommend to the  SVP/CAO in writing whether to grant the promotion. The  SVP/CAO shall decide whether to offer promotion to a candidate based on the Dean's recommendation and the best interests of the University.

         2. During the review, if the SVP/CAO finds no substantial error in compliance with this Policy or that the decision was otherwise lawful, the  SVP/CAO shall deny the appeal.

      3. The decision of the  SVP/CAO to grant or deny the appeal is final and may not be appealed.

   5. Librarian Procedure: Within 10 working days after receiving the Associate Provost for ILS's response to the request for an explanation, the librarian may appeal the decision to the President, whose decision shall be final. This appeal shall be based on the written documentation contained in the librarian's file and an additional written statement submitted by the librarian in support of his or her appeal. The librarian shall be entitled to a conference with the President.

9. Separation and/or Termination of Faculty

   1. Collegiate Faculty

      1. Nonrenewal of Collegiate Faculty Appointment: Collegiate faculty appointed on a full time basis for a term not less than one academic year shall receive written notice of their nonrenewal based upon their length of continuous full-time service as follows:

         1. If continuous full-time service is less than seven years, notice of nonrenewal shall be provided at least 90 days prior to the expiration of the appointment.

         2. If continuous full-time service equals or exceeds seven years, notice of nonrenewal shall be provided at least six months prior to the expiration of the appointment.

         3. If the required notice is not provided prior to the termination of the then-current appointment, this condition may be remedied by extending the contract by the number of days necessary to meet the notice requirement.

      2. Dismissal during Appointment Term: A Collegiate Faculty member's appointment may be terminated during the appointment term for one of these reasons:

         1. Dismissal for Cause: A faculty member's appointment may be terminated during the term of the appointment for cause.

         2. Death: A faculty member's appointment terminates upon the death of the appointee.

   2. Adjunct Faculty

      1. Subsequent Contracts:  Adjunct faculty shall be evaluated at the end of each course they teach. Whether UMGC enters into subsequent contracts with adjunct faculty who have taught at UMGC may be based on the best interest of UMGC and the past performance of the adjunct faculty member.

      2. Dismissal during Appointment Term:  An adjunct faculty member's appointment may be terminated during the term of the appointment for the following reasons:

         1. Dismissal for Cause:  An adjunct faculty member's appointment may be terminated for cause.

         2. Death: An adjunct faculty member's appointment terminates upon the death of the appointee.

         3. Insufficient Enrollment or Other Course Cancellation:  In the event UMGC determines in its discretion that there exists insufficient enrollment to hold a course, or that a course should be cancelled for such other reason(s) as it deems appropriate, UMGC may immediately terminate the appointment as to that course. In the event a course is cancelled, UMGC shall pay an adjunct faculty member for actual classroom instruction only.

         4. Collegiate Faculty Course Assignments: An adjunct faculty member's appointment or course assignment may be terminated if UMGC determines, in its sole discretion, that a collegiate faculty member should be assigned to teach courses previously assigned to the adjunct faculty. In the event this occurs, UMGC shall pay the adjunct faculty member for actual classroom instruction only.

   3. Professors of the Practice:

      1. Nonrenewal of Professors of the Practice Appointment:  Professors of the Practice appointed on a full time basis for a term not less than one academic year shall receive written notice of their nonrenewal based upon their length of continuous full-time service as follows:

         1. If continuous full-time service is less than seven years, notice of nonrenewal shall be provided at least 90 days prior to the expiration of the appointment.

         2. If continuous full-time service equals or exceeds seven years, notice of nonrenewal shall be provided at least six months prior to the expiration of the appointment.

         3. If the required notice is not provided prior to the termination of the then-current appointment, this condition may be remedied by extending the contract by the number of days necessary to meet the notice requirement.

      2. Subsequent contracts.  Whether UMGC enters into subsequent contracts with Professors of the Practice who have taught at UMGC may be based on the best interest of UMGC and the past performance of the faculty member.

      3. Dismissal during Appointment Term:  A Professor of the Practice's appointment may be terminated during the appointment term for one of these reasons:

         1. Dismissal for Cause:  A Professor of the Practice's appointment may be terminated during the term of the appointment for cause.

         2. Death:  A Professor of the Practice's appointment terminates upon the death of the appointee.

   4. Library Services Faculty:  Librarians who have not attained permanent status may be separated/terminated in accordance with the standards provided for collegiate faculty.

      1. Dismissal for Cause:  Librarians who have attained permanent status may have their employment terminated by the President of the University at any time for cause. Cause shall include moral turpitude, professional or scholarly misconduct, incompetence, and/or willful neglect of duty.

      2. Death:  A Librarian's appointment terminates upon the death of the appointee.

   5. Other Termination:  The institution may terminate any appointment because of the discontinuance of the department, program, school or unit in which the appointment was made; or because of the lack of appropriations or other funds with which to support the appointment. Such decisions must be made in accordance with standards and procedures set forth in written institutional policies.

10. Other Provisions relating to ARP

    1. Compensation: Compensation for appointments under these policies is subject to modification in the event of a reduction in state appropriations or in other income from which compensation may be paid.

    2. Loss of Compensation: Notwithstanding any other provisions to the contrary, the appointment of any faculty member whose compensation is derived from research contracts, service contracts, gifts or grants by 50% or more, shall be subject to termination upon expiration of the research funds, service contract income, gifts or grants from which the compensation is payable.

    3. Policies, Procedures & Applicable Laws: The appointee shall be subject to all applicable policies and procedures duly adopted or amended from time to time by UMGC or the USM, including, but not limited to, policies and procedures regarding annual leave; sick leave; professional and research leave; leave of absence; outside employment; patents and copyrights; scholarly and professional misconduct; retirement; reduction, consolidation or discontinuation of programs; and criteria on teaching, scholarship and service. In addition, appointees are subject to all applicable federal, state, and local laws and regulations.

    4. Grandfathering Existing Faculty: Time in rank at UMGC of faculty hired before July 19, 2001 shall be counted towards time in rank for promotion under this Policy.

    5. Additional Faculty Ranks: The Institution may utilize additional faculty ranks as specified in Section II.C.7. of University System Policy II – 1.00, Policy on Appointment, Rank, and Tenure.