Section 1: Faculty
The faculty of the University of Georgia consists of the corps of instruction and the administrative officers.
1.02 Teaching Faculty Ranks[PERMALINK]
Teaching faculty ranks include Professor, Associate Professor, Assistant Professor, Instructor, Lecturer, Academic Professional, and Clinical.
1.03 Other Faculty Ranks[PERMALINK]
The University of Georgia has established non-tenure track positions for full-time professional personnel employed in administrative positions staffing research, technical, special, career, and public service programs or programs which are anticipated to have a limited lifespan or which are funded, fully or partially, through non-System sources. There shall be no maximum time limitation for service in positions in this category. Individuals employed in non-tenure track positions shall not be eligible for consideration for the award of tenure. Probationary credit toward tenure shall not be awarded for service in non-tenure track positions.
1.04 Other Terminology[PERMALINK]
The various faculty ranks and positions at the University of Georgia may be modified by a variety of terms, including visiting, adjunct, regular, limited-term, and part-time.
The University Faculty shall, in regular session, meet at least once a year upon the call of the President. At this meeting, the President shall report on the state of the University. The President shall also call a meeting of the University Faculty upon petition of 100 University Faculty members or after 2/3-majority vote of the University Council.
Evaluation of faculty members includes written annual reviews and feedback from peers. Evaluations also include a thorough review for assistant professors during the third year of appointment at the University of Georgia and a review every five years following the award of tenure.
1.07 Compensation and Workload[PERMALINK]
Faculty compensation shall be reasonable and consistent with Regents Policy.
1.08 Recruitment of Faculty[PERMALINK]
When a full-time position is to be filled, a search and screening committee normally will be formed and charged by the appointing authority. Its composition should reflect [or demonstrate] the unit’s and the institution’s commitment to diversity in its faculty ranks. Procedures for discharging committee responsibilities may be included in the charge or developed at the discretion of the committee chair. Where there is procedural discretion, the committee should commit its operating procedures to writing prior to any recruiting effort to assure responsiveness to the charge and to assure uniform treatment of all applicants. Members of the committee should:
prepare for approval a description that summarizes both the needed qualifications for and the responsibilities of the position.
prepare for approval an advertisement. A copy of the approved draft advertisement/position announcement should be forwarded to the Equal Opportunity Office for its review and concurrence. Regents’ policy also requires listing position vacancies with the Applicant Clearinghouse. Refer to UGA International Student, Scholar and Immigration Services (ISSIS) website at http://international.uga.edu/issis/information-for-sponsoring-uga-departments before beginning recruitment for faculty rank positions that may attract an international applicant pool and review the recommended guide for advertising the position.
place the advertisement in national media appropriate for the discipline. If you wish to be able to sponsor the successful candidate for U.S. permanent residency, the ad must be placed in a national or international published, print journal. Every recruitment ad must carry the statement, “The University of Georgia is an Equal Employment/Affirmative Action Institution” or its abbreviated version.
adopt aggressive affirmative action steps for minority and women candidates such as telephoning colleagues at other institutions, calling prospective candidates to encourage application, obtaining good prospect names from lists of grantees from granting agencies.
screen applicants for the position.
identify a pool of candidates.
arrange interviews (Finalists for chaired professorships must be interviewed by the Provost.)
If you wish to be able to sponsor the successful candidate for U.S. permanent residency, you must document all recruitment efforts. Please contact ISSIS at: email@example.com for details prior to interviewing.
1.09 Appointment Procedures[PERMALINK]
Complete faculty appointment packages should be submitted to the Office of Faculty Affairs at least 30 days prior to the employment effective date.
- Office of Faculty Affairs
- Office of the Provost, February 19, 2010
1.10 Promotion Process[PERMALINK]
The University of Georgia has guidelines for the promotion of faculty with academic rank, lecturers, research faculty, public service faculty, clinical faculty, librarians, and academic professionals.
The Board of Regents and the University of Georgia have guidelines for the granting of tenure to faculty.
At the University of Georgia, a variety of leaves for faculty are available as outlined below.
1.13 Suspension and Dismissal[PERMALINK]
The president of an institution may at any time remove any faculty member or other employee of an institution for cause. Cause shall include willful or intentional violation of the policies of the Board of Regents or the approved statutes of an institution. Further causes or grounds for dismissal are set forth in the tenure regulations of the policies of the Board of Regents and in the approved statutes or bylaws of an institution (BoR Minutes, 1974-75, pp. 304-313; 1982-83, p. 23).
When a faculty member of any USG institution is charged with the violation of a state or federal law, or is indicted for any such offense, a thorough review of the circumstances shall be carried out by the president.
In the event a faculty member is temporarily suspended, the administration shall immediately convene an ad hoc faculty committee or utilize the services of an appropriate existing faculty committee for the purpose of hearing an appeal by the faculty member. The appeal shall be submitted in writing in accordance with procedures to be established by the hearing committee, which shall render its decision within ten (10) days from the conclusion of the hearing. Thereafter, any further appeal by the faculty member shall be in accordance with the procedures set forth in Article VIII of the Bylaws of the Board of Regents (BoR Minutes, 1969-70, p. 394).
Dismissal of Limited-Term or Part-Time Instructional Personnel
Limited-term or part-time personnel serving without a written contract hold their employment at the pleasure of the president, chief academic officer, or their immediate supervisor, any of whom may discontinue the employment of such employees without cause or advance notice (BoR Minutes, 1986-87, p. 103).
To recognize faculty for excellence achieved and to encourage all to strive for such achievement, the university presents a number of prestigious professorships, awards and grants. For details, see the Faculty Resources section of the Provost’s Office website: http://provost.uga.edu/index.php/resources/
1.15 Dispute Resolution Procedures[PERMALINK]
For details on the UGA’s policy and procedures regarding the resolution of disputes, see this URL: http://legal.uga.edu/dispute_resolution_policy.
1.16 Review of Administrators[PERMALINK]
Certain University of Georgia administrators are reviewed for effectiveness on a periodic basis.
1.17 Emeritus Status[PERMALINK]
The University of Georgia may confer, at its discretion, the title of “emeritus” on any retired and tenured professor, associate professor, or assistant professor, or Board-approved non-tenure track faculty of equivalent rank, who, at the time of retirement, had ten years or more of honorable and distinguished service in the University System. Also, the University of Georgia may confer, at its discretion, the title of “emeritus” on any Board-approved, retired administrative officer who, at the time of retirement, had ten years or more of honorable and distinguished service in the University System.