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II - 1.00 UNIVERSITY SYSTEM POLICY ON APPOINTMENT, RANK, AND
TENURE OF FACULTY
(Approved by the Board of Regents, April 5, 1989; Amended
November 12, 1993; Amended October 6, 1995; Amended April 4,
1997; Amended July 11, 1997; Amended July 10, 1998; Amended
December 4, 1998; Amended April 7, 2000; Amended October 27,
2000; Amended December 8, 2000; Technical Amendment September,
2002; Amended February 21, 2003; Amended October 22, 2004;
Amended June 22, 2005)
This policy describes the general criteria and procedures related
to faculty personnel actions which shall apply to all constituent
institutions of the University of Maryland System. The specific
criteria for the appointment, promotion, and granting of tenure
to faculty by constituent institutions are dependent upon
institutional mission. Final authority for the appointment,
promotion, and granting of tenure of faculty resides in the chief
executive officer of the institution.
I. APPOINTMENT OF FACULTY
A.SEARCH PROCESS FOR FULL-TIME FACULTY
1. Each constituent institution and the System Office
shall have written procedures to describe the search
process for full- time faculty members. These procedures
shall anticipate and describe the manner in which all new
faculty members will be recruited, including special
arrangements for inter-institutional appointments,
interdepartmental appointments, and appointments in new
academic units. A copy of these procedures shall be filed
in the office of the Chancellor.
2. Visiting faculty appointments are usually made for one
academic year or less. Only in unusual circumstances
shall a visiting appointment exceed a total of three
years. A visiting faculty appointee can become a regular
appointee only through a search process before or after
the initial appointment in accordance with the
institution's procedures, including adherence to
affirmative action guidelines. Years of service in a
visiting appointment may, upon mutual agreement of the
faculty member and the institution, be counted as
probationary years for purposes of consideration for
tenure.
3. Search procedures shall reflect the commitment of the
institution and the System to equal opportunity and
affirmative action, and shall be widely publicized within
the institution.
4. Faculty review committees are a part of the review and
recommendation process for new full-time faculty
appointments. In principle, the procedures which lead to
faculty appointments should hold to standards at least as
rigorous as those that pertain to promotions to the same
academic ranks.
B.OFFERS OF APPOINTMENT
1. A final offer of appointment can be made only with the
approval of the chief executive officer of the
institution, or designee.
2. All faculty appointments shall be made to a designated
rank and shall be effective on a specific date. Each
institution shall develop a standard contract or letter
of appointment for each rank and tenure status, which
shall be approved by the Office of the Attorney General
for form and legal sufficiency. Each institution shall
also develop a faculty handbook which shall include
system-wide policies and procedures approved by the Board
of Regents and institutional policies and procedures
approved by the chief executive officer of the
institution that set forth faculty rights and
responsibilities. The contract or letter of appointment
shall constitute a contractually binding agreement
between the institution and the appointee.
C. PROVISIONS RELATED TO APPOINTMENTS, PROMOTION, TENURE, AND
PERMANENT STATUS
The following provisions are to be furnished to all new faculty
at time of initial appointment.
1. Adjustments in salary or advancement in rank may be
made under these policies, and, except where a definite
termination date is a condition of appointment, the
conditions pertaining to the rank as modified shall become
effective as of the date of the modification. For
tenure-track appointments, the year in which the appointee
is entitled to tenure review under this policy ("mandatory
tenure-review year") shall be specified in the original and
subsequent contracts/letters of appointment. Tenure
review shall occur in that year unless otherwise agreed in
writing by the institution and the appointee. Tenure in any
rank can be awarded only by an affirmative decision
based upon a formal review.
2. Appointments and reappointments to the rank of
full-time Instructor without tenure may be for one to
three years, provided no appointment without tenure may
extend beyond the end of the mandatory tenure-review
year. An appointment to the rank of full-time
Instructor will be renewed automatically for one
additional year unless the appointee is notified in
writing to the contrary in accordance with the
following deadlines: not later than March 1 of the
first academic year of service if the current
appointment expires at the end of that year, not later
than December 15 of the second academic year of service
if the current appointment expires at the end of that
year, and not later than August 1 prior to the third or
any subsequent academic year of service if the current
appointment expires at the end of that year. For
appointments beginning at times other than the start of
an academic year, the institution may adjust the notice
of nonrenewal dates accordingly by specifying such
adjustments in the initial contract or letter of
appointment. Appointments to the rank of Instructor
may be terminated at any time in accordance with
paragraphs I.C.6 through I.C.11.
Tenure in the rank of Instructor can be
awarded only by an affirmative decision based upon a
formal review. An Instructor without tenure, whose
appointment has been extended to a sixth year of
continuous, full-time service commencing on or after
July 1, 1990, shall receive no later than during that
sixth year a formal review for tenure. If the
institution fails to conduct a tenure review in
accordance with the schedule provided in this policy,
the appointee is entitled to a further one-year
appointment during which the tenure review shall take
place. The appointee reviewed for tenure shall be
notified in writing, by the end of the appointment year
in which the review was conducted, of the decision
either to grant or deny tenure. An instructor who has
been reviewed during a mandatory review year, and
notified in writing that tenure has been denied, shall
be granted an additional and terminal one-year
appointment in that rank, but barring exceptional
circumstances, shall receive no further consideration
for tenure.
An Instructor with or without tenure may be promoted to
Assistant Professor. If an Instructor without tenure is
appointed as an Assistant Professor, the provisions of
I.C.3 apply to the appointment, except that the
appointee's review for tenure must occur no later than
the sixth year of continuous full-time employment,
commencing on or after July 1, 1990, in the ranks of
Instructor and Assistant Professor. Tenure in any rank
can be awarded only by an affirmative decision based
upon a formal review.
3. Appointments and reappointments to the rank of
full-time Assistant Professor without tenure may be for
one to three years, provided no appointment without
tenure may extend beyond the end of the mandatory
tenure-review year. An appointment to the rank of full-
time Assistant Professor will be renewed automatically
for one additional year unless the appointee is
notified in writing to the contrary in accordance with
the following deadlines: not later than March 1 of the
first academic year of service if the current
appointment expires at the end of that year, not later
than December 15 of the second academic year of service
if the current appointment expires at the end of that
year, and not later than August 1 prior to the third or
any subsequent academic year of service if the current
appointment expires at the end of that year. For
appointments beginning at times other than the start of
an academic year, the institution may adjust the notice
of nonrenewal dates accordingly by specifying such
adjustments in the initial contract or letter of
appointment. Appointments to the rank of Assistant
Professor may be terminated at any time in accordance
with paragraphs I.C.6 through I.C.11. Tenure in the
rank of Assistant Professor can be awarded only by an
affirmative decision based upon a formal review. An
Assistant Professor without tenure, whose appointment
has been extended to a sixth year of continuous, full-
time service shall receive no later than during that
sixth year a formal review for tenure. If the
institution fails to conduct a tenure review in
accordance with the schedule provided in this policy,
the appointee is entitled to a further one-year
appointment during which the tenure review shall take place.
The appointee reviewed for tenure shall be notified in
writing, by the end of the appointment year in which
the review was conducted, of the decision either to
grant or deny tenure. An Assistant Professor who has
been reviewed during a mandatory review year, and
notified in writing that tenure has been denied, shall
be granted an additional and terminal one-year
appointment in that rank, but barring exceptional
circumstances, shall receive no further consideration
for tenure.
4. Appointments or promotions to the rank of full-
time Associate Professor require the written approval
of the chief executive officer of the institution. New
full-time appointments to the rank of Associate
Professor may carry immediate tenure provided that each
such appointee has been formally reviewed for tenure.
Otherwise, such appointments shall be for an initial
period of one to four years, except that initial
appointments for individuals with no prior teaching
experience may be for a maximum of six years, and shall
terminate at the end of that period unless the
appointee is notified in writing that he or she has
been granted tenure. Promotions to the rank of
Associate Professor carry immediate tenure.
Consequently such promotions may only be awarded
subsequent to a formal tenure review and an award of
tenure.
An Associate Professor who is appointed without
tenure shall receive a formal review for tenure during
the period of appointment in accordance with the
following deadlines. If the appointment is for an
initial period of one year, then the formal review must
be completed, and written notice must be given that
tenure has been granted or denied, by March 1 of that
year. If the appointment is for two years, then the
formal review must be completed, and written notice
must be given that tenure has been granted or denied,
by no later than December 15 of the second year. If the
appointment is for more than two years, then the formal
review must be completed, and written notice must be
given that tenure has been granted or denied, by no
later than August 1 prior to the beginning of the final
year of the appointment. For appointments beginning at
a time other than the start of an academic year, the
institution may adjust the notice of tenure denial
dates accordingly by specifying the adjustments in the
initial contract or letter of appointment.
Appointments to the rank of Associate Professor may be
terminated at any time as described under paragraphs
I.C.6 through I.C.11.
Tenure in the rank of Associate Professor can be
awarded only by an affirmative decision based upon a
formal review. If the institution fails to conduct a
tenure review and provide the required notice in
accordance with the schedule provided in this policy,
the appointment (unless it is converted to an
appointment with tenure) shall be extended for an
additional year, so that the notice required by this
sections may be provided in full. An Associate
Professor who has been notified in writing that tenure
has been denied, barring exceptional circumstances,
shall receive no further consideration for tenure.
5. Full-time appointments or promotions to the rank
of full-time Professor require the written approval of
the chief executive officer of the institution. New
full-time appointments to the rank of Professor may
carry immediate tenure provided that each such
appointee has been formally reviewed for tenure.
Otherwise, such appointments shall be for an initial
period of one to four years, except that initial
appointments for individuals with no prior teaching
experience may be for a maximum of six years, and shall
terminate at the end of that period unless the
appointee is notified in writing that he or she has
been granted tenure. Promotions to the rank of
Professor carry immediate tenure. Consequently such
promotions may only be awarded subsequent to a formal
tenure review and an award of tenure.
A Professor who is appointed without tenure shall
receive a formal review for tenure during the period of
appointment in accordance with the following deadlines.
If the appointment is for an initial period of one
year, then the formal review must be completed, and
written notice must be given that tenure has been
granted or denied, by March 1 of that year. If the
appointment is for two years, then the formal review
must be completed, and written notice must be given
that tenure has been granted or denied, by no later
than December 15 of the second year. If the appointment
is for more than two years, then the formal review must
be completed, and written notice must be given that
tenure has been granted or denied, by no later than
August 1 prior to the beginning of the final year of
the appointment. For appointments beginning at a time
other than the start of an academic year, the
institution may adjust the notice of tenure denial
dates accordingly by specifying the adjustments in the
initial contract or letter of appointment.
Appointments to the rank of Professor may be terminated
at any time as described under paragraphs I.C.6 through
I.C.11.
Tenure in the rank of Professor can be awarded
only by an affirmative decision based upon a formal
review. If the institution fails to conduct a tenure
review and provide the required notice in accordance
with the schedule provided in this policy, the
appointment (unless it is converted to an appointment
with tenure) shall be extended for an additional year,
so that the notice required by this sections may be
provided in full. A Professor who has been notified in
writing that tenure has been denied, barring
exceptional circumstances, shall receive no further
consideration for tenure.
6. A term of service may be terminated by the
appointee by resignation, but it is expressly agreed
that no resignation shall become effective until the
termination of the appointment period in which the
resignation is offered except by mutual written
agreement between the appointee and the chief executive
officer of the institution or designee.
7. (a) The chief executive officer of the institution
may terminate the appointment of a tenured or tenure-
track appointee for moral turpitude, professional or
scholarly misconduct, incompetence, or willful neglect of
duty, provided that the charges be stated in writing,
that the appointee be furnished a copy thereof, and that
the appointee be given an opportunity prior to such
termination to request a hearing by an impartial hearing
officer appointed by the chief executive officer or a
faculty board of review as provided for by the relevant
institutional policy body. With the consent of the chief
executive officer, the appointee may elect a hearing by
the chief executive officer rather than by a hearing
officer or a faculty board of review. Upon receipt of
notice of termination, the appointee shall have thirty
calendar days to request a hearing. The hearing shall be
held no sooner than thirty calendar days after receipt of
such a request. The date of the hearing shall be set by
mutual agreement of the appointee and the hearing officer
or faculty board of review. If the chief executive
officer appoints a hearing officer or a faculty board of
review is appointed, the hearing officer or board shall
make a recommendation to the chief executive officer for
action to be taken. The recommendation shall be based
only on the evidence of record in the proceeding. Either
party to the hearing may request an opportunity for oral
argument before the chief executive officer prior to action
on the recommendation. If the chief executive officer does
not accept the recommendation of the hearing officer or board
of review, the reasons shall be communicated promptly in writing to
the appointee and the hearing officer or board. In the
event that the chief executive officer elects to
terminate the appointment, the appointee may appeal to
the Board of Regents, which shall render a final
decision.
(b) Under exceptional circumstances and following
consultation with the chair of the faculty board of
review or appropriate faculty committee, the chief
executive officer may direct that the appointee be
relieved of some or all of his or her institutional
duties, without loss of compensation and without
prejudice, pending a final decision in the termination
proceedings. (In case of emergency involving threat to
life, the chief executive officer may act to suspend
temporarily prior to consultation.)
(c) The appointee may elect to be represented by counsel
of his or her choice throughout termination proceedings.
8. If an appointment is terminated in the manner
prescribed in paragraph 7 the chief executive officer of
the institution may, at his or her discretion, relieve
the appointee of assigned duties immediately or allow the
appointee to continue in the position for a specified
period of time. The appointee's compensation shall
continue for a period of one year commencing on the date
on which the appointee receives notice of termination. A
faculty member whose appointment is terminated for cause
involving moral turpitude or professional or scholarly
misconduct shall receive no notice or further
compensation beyond the date of final action by the chief
executive officer or the Board of Regents.
9. 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. The chief executive
officer of the institution shall give a full-time
appointee holding tenure notice of such termination at
least one year before the date on which the appointment
is terminated.
10. Notwithstanding any other provisions to the contrary,
the appointment of any nontenured faculty member 50% or
more of whose compensation is derived from research
contracts, service contracts, gifts or grants, shall be
subject to termination upon expiration of the research
funds, service contract income, gifts or grants from
which the compensation is payable.
11. Appointments shall terminate upon the death of the
appointee. Upon termination for this cause the
institution shall pay to the estate of the appointee all
of the accumulated and unpaid earnings of the appointee
plus compensation for accumulated unused annual leave.
12. Appointments to all other ranks not specifically
mentioned in II.A.1 and all part-time appointments are
for terms not to extend beyond the end of the fiscal year
unless otherwise stipulated in the letter of appointment.
Faculty appointed to ranks not specifically mentioned in
II.A.1 on a full-time basis for a term not less than one
academic year shall receive notice of non-renewal of
contract based upon their length of continuous full-time
service in such ranks. If such service is less than
seven years, at least 90 days notice is required. If
such service equals or exceeds seven years, at least six
months notice is required. If the required notice is not
provided prior to the termination of the then-current
contract, this condition may be remedied by extending the
contract by the number of days necessary to meet the
notice requirement.
13. If in the judgment of the appointee's department chair
or supervisor a deficiency in the appointee's
professional conduct or performance exists that does not
warrant dismissal or suspension, a moderate sanction such
as a formal warning or censure may be imposed, provided
that the appointee is first afforded an opportunity to
contest the action through the established faculty
grievance procedure.
14. Unless the appointee agrees otherwise, any changes that
are hereafter made in paragraphs I.C.1 through I.C.13
will be applied only to subsequent appointments.
15. Compensation for appointments under these policies is
subject to modification in the event of reduction in
State appropriations or in other income from which
compensation may be paid.
16. The appointee shall be subject to all applicable
policies and procedures duly adopted or amended from time
to time by the institution or the University System,
including but not limited to, policies and procedures
regarding annual leave; sick leave; sabbatical 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.
II. FACULTY RANKS, PROMOTION, TENURE, AND PERMANENT STATUS
A.GENERAL PRINCIPLES
1. The only faculty ranks which may involve a tenure commitment
are: Professor, Associate Professor, Assistant Professor,
Instructor, Distinguished University Professor, Senior Staff
Scientist, Associate Staff Scientist, Assistant Staff Scientist,
Principal Agent, Senior Agent, Agent, (i.e., II.C. 1a-1d, 2a-2c,
3d-3f) and such other ranks as the Board of Regents may approve.
Appointments to all other ranks, including any qualified rank in
which an additional adjective is introduced (such as "Clinical
Professor" or "Medical School Professor"), are for a definite
term and do not involve a tenure commitment (i.e., II.C. 2d-2h,
3a-3c, 4a-4g, 5a-5d, 6a-6g). Notwithstanding anything to the
contrary in this policy, faculty in certain ranks may be granted
permanent status. The only faculty ranks which may involve a permanent-
status commitment are Library II, Librarian III, and
Librarian IV and such other ranks as the Board of Regents
may approve. Permanent status may not be granted to an
individual holding the rank of Librarian I.
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.
Each institution shall develop criteria and procedures
for the review process leading to the granting of
promotion and/or permanent status to occur no later than
the sixth year of continuous full-time employment. An
appointee who has been notified that permanent status has
been denied shall be granted an additional and terminal
one-year appointment in that rank, but barring
exceptional circumstances, shall receive no further
consideration for permanent status. Permanent status can
be awarded only by an affirmative decision based upon a
formal review. Individuals who have been granted
permanent status under BOR VII-2.15 - POLICY ON
LIBRARIANS, which is superseded by this policy, shall
retain this status. Appointments of faculty librarians
with permanent status may be terminated at any time for
cause. Cause shall include moral turpitude, professional
or scholarly misconduct, incompetence, and/or willful
neglect of duty. In addition to being terminated for
cause, faculty engaged exclusively or primarily in library
services may be terminated because of the discontinuation 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. Procedures for termination of faculty
librarians with permanent status are those that apply to
tenured and tenure-track faculty, as described in I.C.6
through I.C.11.
Appointments of faculty librarians who do not have
permanent status may be terminated for cause under
policies and procedures that apply to non-tenure track
faculty.
Subject to the approval of the President or designee, the
campus libraries of USM constituent institutions shall
develop guidelines, procedures, and appropriate criteria
for evaluating librarians' performance. These
guidelines, procedures, and criteria should be monitored
system-wide to ensure equity with respect to standards.
Every institution shall have written procedures governing
the processes on granting promotion and permanent status.
Following review for form and legal sufficiency by the
Office of the Attorney General, these procedures must be
submitted to the Chancellor for review and approval.
A person appointed to the position of Director shall
serve in that capacity at the pleasure of the President
or his or her designee, regardless of whether the
appointee has at the time of the appointment, or obtains
during the appointment, permanent status as a librarian.
2. In addition to the ranks listed in II.C (below), there may
also be such other faculty ranks as institutions shall define and
include in their respective appointment, rank, and tenure
policies, subject to the approval of the Board of Regents.
3. Institutions should specify in writing to faculty at the
time of appointment the length of appointment and the applicable
terms and conditions of the appointment with regard to tenure.
B.CRITERIA AND PROCEDURES FOR PROMOTION AND TENURE
1. The criteria for tenure and promotion in the University
of Maryland System are: (1) teaching effectiveness,
including student advising; (2) research, scholarship,
and, in appropriate areas, creative activities; and (3)
relevant service to the community, profession, and
institution. The relative weight of these criteria will
be determined by the mission of the institution.
2. The activities considered to be within the criteria for
promotion and tenure shall be flexible and expansive.
The assessment of teaching, research/scholarship/creative
activities, and service during the promotion and tenure
process shall give appropriate recognition, consistent
with the institution's mission, to faculty
accomplishments that are collaborative,
interdisciplinary, and interinstitutional and to faculty
innovations in areas such as undergraduate education,
minority-achievement programs, K-16 curriculum
development, and technology-enhanced learning.
1. Every institution shall have written procedures governing
the promotion and tenure process. Following review for form and
legal sufficiency by the Office of the Attorney General, these
procedures must be submitted to the Chancellor for review and
approval. These procedures shall include, at a minimum, the
following:
Criteria: A statement of criteria upon which reviews will
be based, and guidelines for appointment or promotion to
each academic rank, with recognition that institutional
mission is the primary factor that defines these
criteria.
Procedures: A description of tenure and/or promotion
review procedures, including participants, documentation,
degree of confidentiality, schedule of the annual cycle
for reviews, and authority for final approval.
Appeals: A statement of the right of faculty to appeal
promotion and tenure decisions, the grounds for such
appeals, and a description of appeal procedures.
C. FACULTY RANKS
Following is a list of all faculty ranks utilized within the
University of Maryland System. Specific ranks to be utilized
within each constituent institution are to be dependent upon
the mission of, and contained within the faculty personnel
policies of, that institution.
1. FACULTY WITH DUTIES PRIMARILY IN INSTRUCTION, RESEARCH, AND
SERVICE
a. Instructor: The appointee ordinarily shall hold, at a
minimum, the master's degree in the field of instruction,
preferably with evidence of pursuit of the doctorate or other
terminal degree. There shall be evidence also of potential
for effective teaching and for a successful academic career.
b. Assistant Professor: The appointee ordinarily shall
hold the doctorate or recognized terminal degree in the
field of specialization. The appointee should also show
potential for superior teaching, service, and research,
scholarship, or creative performance, commensurate with
the mission of the institution.
c. Associate Professor: In addition to having the
qualifications of an Assistant Professor, the appointee
ordinarily shall have had successful experience in
teaching and research, scholarship, or creative
performance, and, when appropriate to the mission
of the institution, be competent to offer graduate
instruction and direct graduate research. There shall
also be evidence of relevant and effective service to the
institution, the community, and the profession.
d. Professor: In addition to having the qualifications of
an Associate Professor, the appointee ordinarily shall
have established an outstanding record of teaching and
research, scholarship or creative performance, and, where
appropriate to the mission of the institution, a national
reputation. There shall be continuing evidence of relevant
and effective service to the institution, the community, and
the profession.
2. FACULTY WITH DUTIES PRIMARILY IN RESEARCH
a. Assistant Staff Scientist: The appointee shall hold the
doctoral degree in the field of specialization, and shall
have indicated promise of a high degree of ability in
research in some subdivision of the field.
b. Associate Staff Scientist: In addition to the qualifications
of an Assistant Staff Scientist, the appointee shall have had
extensive successful experience in research. Since this position
may carry permanent tenure, the appointee's scholarly production
and professional achievement in research will be thoroughly
documented.
c. Senior Staff Scientist: In addition to having the
qualifications of an Associate Staff Scientist, the
appointee shall have demonstrated a degree of proficiency
in research sufficient to establish an excellent national
reputation. Appointment to this rank carries tenure.
d. Faculty Research Assistant: The appointee should be
capable of assisting in research under the direction of
the head of a research project and should have ability
and training adequate to the carrying out of the
particular techniques required, the assembling of data,
and the use and care of any specialized apparatus. A
baccalaureate degree shall be the minimum requirement.
e. Research Associate: The appointee ordinarily should
hold the doctoral degree in the field of specialization,
or have relatively comparable experience. The appointee
should be capable of carrying out individual research or
collaborating in group research at the advanced level;
should be trained in research procedures; and should have
had the experience and specialized training necessary to
develop and interpret data required for success in such
research projects as may be undertaken. This appointment
is made annually, with reappointment possible for a
maximum of six years.
f. Research Assistant Professor; Assistant Research
Scientist; Assistant Research Scholar; Assistant Research
Engineer: This rank is generally parallel to Assistant
Professor. In addition to the qualifications of a
Research Associate, appointees to this rank should have
demonstrated superior research abilities. Appointees should
be qualified and competent to direct the work of others
(such as technicians, graduate students, other senior
research personnel). The doctoral degree will be a normal
requirement for appointment at this rank. Initial appointment
to this rank is for periods up to three years, and reappointment
is possible.
g. Research Associate Professor; Associate Research
Scientist; Associate Research Scholar; Associate Research
Engineer: This rank is generally parallel to Associate
Professor. In addition to the qualifications required of
the Assistant ranks, appointees to this rank should have
extensive successful experience in scholarly or creative
endeavors, and the ability to propose, develop, and
manage major research projects. Initial appointment to
this rank is for periods up to three years, and
reappointment is possible.
h. Research Professor; Senior Research Scientist; Senior
Research Scholar; Senior Research Engineer: This rank is
generally parallel to Professor. In addition to the
qualifications required of the Associate ranks, appointees to
this rank should have demonstrated a degree of proficiency
sufficient to establish an excellent reputation among regional
and national colleagues. Appointees should provide tangible
evidence of sound scholarly production in research, publications,
professional achievements or other distinguished and creative
activity. Initial appointment at this rank is for periods up to
five years, and reappointment is possible.
3. FIELD FACULTY
a. Associate Agent: The appointee shall hold at least a
bachelor's degree, shall qualify for acceptance in a
graduate school, and shall show evidence of ability to
work with people. The appointee shall have an educational
background related to the specific position, and should
demonstrate evidence of creative ability to plan and
implement Cooperative Extension Service programs. This
appointment is made annually, with reappointment possible
for a maximum of six years. Attainment of a master's
degree in an approved subject area is required before
promotion can be considered.
b. Faculty Extension Assistant: The appointee should be
capable of assisting in Extension under the direction of
the head of an Extension project and should have ability
and training adequate to the carrying out of the
particular methodology required, the assembling of data,
and the use and care of any specialized apparatus. The
baccalaureate degree shall be the minimum requirement.
c. Faculty Extension Associate: The appointee should be
capable of carrying out individual instruction or
collaborating in group discussions at the advanced level;
should be trained in Extension procedures; and should
have had the experience and specialized training
necessary to develop and interpret data required for
success in such Extension projects as may be undertaken.
An earned doctorate shall be the minimum requirement.
d. Agent: The appointee must hold a master's degree in an
appropriate discipline and show evidence of academic
ability and leadership skills. The appointee shall have
an educational background related to the specific
position.
e. Senior Agent: In addition to the qualifications of an
Agent, the appointee must have demonstrated achievement
in program development and must have shown originality
and creative ability in designing new programs, teaching
effectiveness, and evidence of service to the community,
institution, and profession. Appointment to this rank may
carry tenure.
f. Principal Agent: In addition to the qualifications
of a Senior Agent, the appointee must have demonstrated
leadership ability and evidence of service to the community,
institution, and profession. The appointee must also have
received recognition for contributions to the Cooperative
Extension Service sufficient to establish a reputation among
State, regional and/or national colleagues, and should have
demonstrated evidence of distinguished achievement in
creative program development. Appointment to this rank
carries tenure.
4. FACULTY ENGAGED EXCLUSIVELY OR PRIMARILY IN CLINICAL TEACHING
a. Dental School Assistant Professor; Law School Assistant
Professor; Medical School Assistant Professor; Nursing
School Assistant Professor; Pharmacy School Assistant
Professor; Social Work and Community Planning School
Assistant Professor: Appointees to this rank shall hold,
as a minimum, the terminal professional degree in the
field, with training and experience in an area of
specialization. There must be clear evidence of a high
level of ability in teaching and clinical practice in the
departmental field, and the capacity for clinical
supervision in a subdivision of this field. Appointees
should also have demonstrated scholarly and
administrative ability.
b. Dental School Associate Professor; Law School Associate
Professor; Medical School Associate Professor; Nursing
School Associate Professor; Pharmacy School Associate
Professor; Social Work and Community Planning School
Associate Professor: In addition to the qualifications
required of Assistant Professors in this series,
appointees shall ordinarily have had extensive successful
experience in clinical or professional practice in a
field of specialization, or in a subdivision of the
departmental field, and in working with and/or directing
others (such as professionals, faculty members, graduate
students, fellows, residents, or interns) in clinical
activities of the profession. Appointees must also have
demonstrated superior teaching ability and scholarly or
administrative accomplishments.
c. Dental School Professor; Law School Professor; Medical
School Professor; Nursing School Professor; Pharmacy
School Professor; Social Work and Community Planning
School Professor: In addition to the qualifications
required of Associate Professors in this series,
appointees shall have demonstrated a degree of excellence
in teaching, and clinical and professional practice sufficient
to establish an outstanding regional and national reputation among
colleagues. Appointees shall also have demonstrated
extraordinary scholarly competence and leadership in the
profession.
d. Clinical Instructor: The appointee shall hold, as a
minimum, the terminal professional degree in the field.
There must be clear evidence of potential in clinical
practice and teaching in the departmental field.
e. Clinical Assistant Professor: The appointee shall hold,
as a minimum, the terminal professional degree in the
field, with training and experience in an area of
specialization. There must be clear evidence of a high
level of ability in clinical practice and teaching in the
departmental field, and the potential for clinical and
teaching excellence in a subdivision of this field. The
appointee should also have demonstrated scholarly and/or
administrative ability.
f. Clinical Associate Professor: In addition to the
qualifications required of a Clinical Assistant Professor, the
appointee should ordinarily have had extensive successful
experience in clinical or professional practice in a
field of specialization, or in a subdivision of the
departmental field, and in working with and/or directing
others (such as professionals, faculty members, graduate
students, fellows, and residents or interns) in clinical
activities in the field. The appointee must also have
demonstrated superior teaching ability and scholarly or
administrative accomplishments.
g. Clinical Professor: In addition to the qualifications
required of a Clinical Associate Professor, the appointee shall
have demonstrated a degree of excellence in clinical practice and
teaching sufficient to establish an outstanding regional and
national reputation among colleagues. The appointee shall also
have demonstrated extraordinary scholarly competence and
leadership in the profession.
5. FACULTY ENGAGED EXCLUSIVELY OR PRIMARILY IN LIBRARY SERVICES
The only librarian ranks with non-tenure faculty status are
Librarian I, Librarian II, Librarian III, and Librarian IV and
such other ranks as the Board of Regents may approve. These
titles are to be granted to a limited number of appointees who
fulfill roles defined by professional graduate training, such
as librarian, curator, archivist, and information scientist.
In the overwhelming number of instances, the professional
graduate training required is an M.L.S. degree, which is
considered the terminal degree in the practice of academic
librarianship, from the American Library Association (ALA)-
accredited program. However, each constituent institution may
define instances when other graduate degrees may substitute for
or augment the ALA-accredited M.L.S. Such exceptions will be
based on and required by the functional needs of USM libraries,
appointments to these ranks are normally for twelve months with
leave and other benefits provided to twelve-month
tenured/tenure-track faculty members, with the exception of
terminal leave, sabbatical leave, and non-creditable sick leave
(collegially supported).
a. Librarian I: This rank is 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. A Librarian I is not eligible
for permanent status.
b. Librarian II: 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. Normally, a minimum of three years of
professional experience is required.
c. Librarian III: Appointment or promotion to this rank
signifies that the librarian has mastered the skills, knowledge,
and techniques of librarianship and has made meaningful
contributions to the library, the institution, the library
profession, and/or an academic discipline. Normally, a minimum
of six years of professional experience is required, three of
which must be at a level comparable to the rank of Librarian II
at the appointing USM institution.
d. Librarian IV: Appointment or promotion to this rank is
exceptional. This rank is awarded to those librarians who have
made distinctive contributions to the library, the institution,
the library profession, and/or an academic discipline. This rank
normally requires a minimum of nine years of professional
experience, at least three of which must be at a level comparable
to the rank of Librarian III at the appointing USM institution.
Subject to the approval of the President or designee, the
campus libraries of USM constituent institutions shall
develop guidelines, procedures, and appropriate criteria for
evaluating librarians' performance. These guidelines,
procedures, and criteria should be monitored system-wide to
ensure equity with respect to standards.
6. FACULTY WITH DUTIES PRIMARILY IN INSTRUCTION AT UMUC
a. Collegiate Instructor: The appointee to this non-tenure
rank ordinarily should hold, at a minimum, a master's degree
appropriate to the area of instruction and have evidence of
potential effective teaching. The appointee also should have
academic or professional experience relevant to the field.
b. Collegiate Assistant Professor: The appointee to this non-
tenure rank ordinarily shall hold, at a minimum, a terminal
degree appropriate to the area of instruction. The appointee also
should show potential for superior teaching as well as
professional experience relevant to the field.
c. Collegiate Associate Professor: In addition to having the
qualifications of an Assistant Professor, the appointee to this
non-tenure rank ordinarily shall have successful experience in
teaching as well as professional experience relevant to the
field.
d. Collegiate Professor: In addition to having the
qualifications of an Associate Professor, the appointee to this
non-tenure rank ordinarily shall have established an outstanding
record of teaching as well as professional experience relevant to
the field.
7. ADDITIONAL FACULTY RANKS
a. Assistant Instructor: The appointee should be competent to
fill a specific position in an acceptable manner, but is not
required to meet all the requirements for an Instructor.
Appointment to this rank requires at least the appropriate
baccalaureate degree.
b. Lecturer: This title may be used for appointment at any
salary and experience level of persons who are competent to fill
a specific position but who are not intended to be considered for
professorial appointment. Appointments to this rank shall be for
terms not to exceed three years and are renewable.
c. Senior Lecturer: In addition to having the qualifications
of a Lecturer, the appointee shall have completed at least six
years as a Lecturer (or in a rank at another institution of
higher education that is accepted as comparable to Lecturer), and
shall have established a record of teaching excellence and a
record of service. Fewer than six years experience may qualify
one for this rank if approved by the President or designee.
Appointments to this rank shall be for terms not to exceed five
years and are renewable.
d. Artist-in-Residence; Writer-in-Residence; Executive-in-
Residence: This title may be used to designate temporary
appointments, at any salary and experience level, of
persons who are serving for a limited time or part-time,
and who are not intended to be considered for
professorial appointment.
e. Adjunct Assistant Professor; Adjunct Associate
Professor; Adjunct Professor: These titles are used to
appoint outstanding persons who may be simultaneously
employed outside the institution. The appointee should
have expertise in the discipline and recognition for
accomplishment sufficient to gain the endorsement of the
preponderance of the members of the faculty of the
department to which he or she is appointed. Appointment
is made on a semester or an annual basis and is
renewable. These titles do not carry tenure.
f. Affiliate Assistant Professor; Affiliate Associate
Professor; Affiliate Professor: These titles are used to
recognize the affiliation of a faculty member or a member
of the professional staff with an academic department,
program or center when that individual's appointment and
salary lie in another department of the institution. The
appointment will be made upon the recommendation of the
faculty of the department, and at a level commensurate with
the appointee's qualifications, consistent with standards
established for regular tenure track faculty, although tenure
cannot be earned on an affiliated appointment. Each institution
shall establish guidelines and procedures for awarding
these titles.
g. Visiting Appointments: The prefix "Visiting" before an
academic title is used to designate a short-term, full-
time appointment without tenure.
h. Emeritus Faculty Appointments: Emeritus status may be
bestowed by an institution on the basis of both quality
and length of service to the institution. Each
institution shall establish guidelines and procedures for
awarding this title. Emeritus titles at the System level
may be bestowed by the Chancellor.
i. Distinguished University Professor: This title may be
bestowed by an institution to provide special recognition
to faculty members. Each institution that chooses to
utilize this title shall establish guidelines and
procedures for awarding it.
j. Professor of the Practice: This title may be used to
appoint individuals who have demonstrated excellence in
the practice as well as leadership in specific fields.
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
ability 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. Appointees will hold
the rank of Professor but, while having that stature,
will not have rights that are limited to tenured faculty.
Initial appointment is for periods up to five years, and
reappointment is possible. This title does not carry
tenure, nor does time served as a Professor of the
Practice count toward achieving tenure in another title.
Each institution shall establish guidelines and
procedures for awarding this title.
k.[Institution] Professor: This title may be used for
nationally distinguished scholars, creative or performing
artists, or researchers who would qualify for appointment
at a University System of Maryland Institution at the
level of Professor, but who normally hold full-time
positions outside the University. Holders of this title
may provide graduate students supervision, serve as
principal investigators, and participate in departmental
and college shared governance. Initial appointment is
for three years and is renewable annually upon
recommendation to the Provost by the unit head and the
dean. This is a non-paid non-tenure track title.
III. APPLICABILITY
A. Except as provided in sections B. and C. below, the
provisions in this policy shall apply to all individuals
who are employed as faculty members in the University of
Maryland System as of July 1, 1989, and individuals whose
faculty appointment becomes effective on or after July 1,
1989.
B. The provisions in this policy shall not apply to any faculty
member who receives notice of non-reappointment at any time prior
to July 1, 1989.
C. Each tenure-track and tenured faculty member of an
institution (i.e., a faculty member holding an academic rank
specified in the first sentence of paragraph II. A. l.) shall (1)
be apprised of the provisions in Part I.C., paragraphs 1 through
14 of this policy at the earliest practical time following
approval of this policy by the Board of Regents, and (2) be
offered an opportunity to elect to remain subject to his or her
written
D. faculty contract in effect on April 4, 1989, to the extent
and only to the extent that any provision of that
contract is inconsistent with Part I.C., paragraphs l
through 14 of this policy. The election shall be
confirmed in a written and signed notification to the
institution's chief executive officer on or before May
12, 1989. Absent such election by the faculty member, the
provisions in Part I.C., paragraphs l through 14 of this
policy shall apply pursuant to paragraph III. A.
E. Upon the recommendation of the President of the University
of Maryland, Baltimore, the Chancellor may establish alternative
terms and conditions for the faculty of the University of
Maryland School of Medicine modifying the following sections of
this Policy: I.C.2, I.C.3, I.C.4, I.C.5, I.C.7 (a), II.A.1,
II.A.3, and II.C. The Chancellor
shall specify the alternative terms and conditions in
writing. Unless an appointee subject to the alternative
terms and conditions agrees otherwise, any changes made
in the alternative terms and conditions will not apply to
that appointee.
The alternative terms and conditions will apply to a
tenure track or tenured faculty member appointed as of
June 30, 1998, only upon that person's written request
received by September 1, 1998. The alternative terms and
conditions shall apply to other School of Medicine
faculty as follows: all faculty first appointed and
employed on or after July 1, 1998; non-tenure track
faculty beginning new appointment terms or changing from
one type of appointment to another on or after July 1,
1998, effective as of the date of the new or changed
appointment; and non-tenure track faculty whose
appointments end after June 30, 1998, who so request by
September 1, 1998.
Replacement for: BOR VII-2.15 - POLICY ON LIBRARIANS
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