Academic Appointments

Disclaimer: The UF Faculty Handbook is provided as a general reference rather than the official source of university policies and guidelines. For your convenience, links to official UF documents are provided.

Search and Screen Committees

(See UF Regulation 6C1-7.004 - pdf)

Initial Appointment

(See UF Regulation 6C1-7.004 - pdf and CBA Article 12)

Assignment and Responsibilities

(See UF Regulation 6C1-7.010 - pdf and CBA Article 14)

Contact Periods

The university operates on a modified semester system with two semesters during the academic year and three summer terms, identified as Terms A, B, and C. Faculty are employed for contractual periods. The employment period for instructional faculty is normally nine months (two semesters or 39 consecutive weeks). Employment periods differ for faculty in the P.K. Yonge Developmental Research School, the Health Science Center, and IFAS.

Graduate Faculty Appointments:

Graduate Council Policy Manual

Emeritus Status

(See UF Regulation 6C1-7.003 - pdf)

Evaluation

(See UF Regulation 6C1-7.010 - pdf and CBA Article 17=8)

Renewal of Appointments

(See UF Regulation 6C1-7.004 - pdf and CBA Article 12)

Non-Renewal of Appointments

(See UF Regulation 6C1-7.013 - pdf and CBA Article 13)

Faculty members who desire to obtain release from a position are requested to submit a letter of resignation to the chair or supervisor. Three months notice should be given, whenever possible. When a faculty member fails to return to employment at the conclusion of a leave or fails to sign or accept the university's renewal of appointment, the faculty member will generally be considered to have resigned from employment.

Retirement:

Human Resource Services

Tenure, Permanent Status, and Promotion:

(See UF Regulation 6C1-7.019 - pdf and CBA Articles 19 and 20)

General Information

Tenure, a status granted by the Board of Trustees, is attained by a faculty member in an academic department through distinction in teaching, research, extension, or other scholarly or creative activities, and service and contributions to the university and to the profession. It assures the faculty member immunity from reprisals or threats due to an intellectual position or belief that may be unpopular. A tenured faculty member has the status of a permanent member of the faculty and will remain in the employment of the university until the faculty member voluntarily leaves, voluntarily retires, is dismissed for cause under Rule 6C1-7.048, is discontinued from employment pursuant to the layoff provisions of the university rules, or dies.

Permanent status is similar to tenure in that it provides assurance of a continual appointment for County Extension faculty and P.K. Yonge Developmental Research School faculty subject to certain requirements as described in UF Rule 6C1-7.025 (pdf). Consideration for permanent status is based on performance of faculty duties and responsibilities.

Promotion shall mean the appointment of a faculty member to a higher academic rank in recognition of distinguished performance as a faculty member. Responsibility for promotion decisions has been specifically delegated to the President by the Board of Trustees.

Criteria for Tenure, Permanent Status and Promotion

(See UF Regulation 6C1-7.019, Section 4 - pdf)

The criteria for promotion or for granting of tenure or permanent status shall be related to the performance of the work which the faculty member has been assigned to do and the faculty member's duties and responsibilities as a member of the university community. These criteria recognize three broad categories of academic service:

  1. instruction - including regular classroom teaching, direction of theses and dissertations, academic advisement, extension programs, and all preparation for this work including study to keep abreast of one's field
  2. research or other creative activity including scholarly, peer-reviewed publications
  3. professional and public service

In most cases, promotion and tenure should require distinction in at least two of three categories, one of which should be the faculty member's primary responsibility, and acceptable performance in all areas. "Distinction" means appreciably better than the average college faculty member of the candidate's present rank and field. (See UF Regulation 6C1-7.019, Section 4 - pdf)

Review Process

Faculty eligible for tenure and/or faculty should consul the most recent University Guidelines and Information Regarding the Tenure, Permanent Status and Promotion Process. In addition, each college, school and department has developed clarifications of the university criteria for tenure and promotion. Candidates should consult with their department, school or college for additional information.

Junior Faculty Mentoring Program

Each college and equivalent academic unit shall establish a mentoring program for faculty in the tenure probationary period. This must include consultation assessing the faculty member's progress toward tenure. No college or equivalent academic unit mentoring program shall require any written assessments by the mentor.

Mid-Career Review for Tenure-Accruing Faculty

The department will initiate a mid-career review of each tenure-accruing faculty member toward the end of the faculty member's third or fourth year. The chair and the faculty will define the departmental review process, but this will include, at a minimum, a substantive assessment of an updated curriculum vita and teaching evaluations of the faculty member. The tenured faculty in the department shall review the progress of the faculty member and provide input to the chair, who shall share this information with the faculty member. The dean or director will also review the faculty member's record and provide an assessment.

Sustained Performance Evaluations

(See UF Regulation 6C1-7.019 - pdf and CBA Article 18)

Suspension, Termination, and Other Disciplinary Action

(See UF Regulation 6C1-7.048 - pdf and CBA Article 30)

Appeals and Grievances

  • Informal Resolution or Informal Appeal Procedure
    Faculty are encouraged to seek informal resolution of their complaints. This may be accomplished by meeting with the person responsible for the action giving rise to the complaint, and if the matter is not resolved, appealing to the person's supervisor or chair, dean or director, appropriate vice president, or the Provost. Normally, grievances or other formal review procedures should be filed only after informal resolution has proven unsuccessful. (See UF Regulation 6C1-7.041 Section 2)
  • Grievance Procedure and Methods of Grievance Resolution
    The term "grievance" means a dispute or complaint alleging a violation of the rules of the university concerning tenure, promotion, non-renewal and termination of employment contracts, salary, work assignments, annual evaluation, lay-off and recall, and other benefits or rights accruing to a faculty member pursuant to university rules or by law. In disciplinary grievances, the burden of proof is on the university. In all other grievances, the burden of proof is on the faculty member. The purpose of a grievance procedure is to provide a prompt and efficient collegial method for the review and resolution of grievances.

Faculty outside the bargaining unit may elect one of several methods of grievance resolution as appropriate. Consult UF Rules 6C1-7.041, 6C1-7.042, 6C1-7.0441 (pdf). For those in unit, Article 31 of the Bargaining Agreement provides details on grievance procedures and filing deadlines. This is the exclusive grievance procedure for those in unit. If a grievant seeks resolution of the matter in any other forum, whether administrative or judicial, the university may decide not to entertain or proceed further with the grievance.

Employment Records

(See UF Regulation 6C1-1.019 - pdf)

The university maintains employment records on its employees. The custodian of employment records of faculty, the Director of Human Resource Services, may release limited access records only under the conditions and to the persons set forth in Rule 6C1-1.019, to the President (or designee) in the discharge of official responsibilities, or upon order of a court of competent jurisdiction. A faculty member may make arrangements to view these records upon request.

Leaves

(See UF Regulation 6C1-1.201 - pdf and CBA Article 24)

Faculty members are afforded a variety of types of leave, including annual leave (twelve-month faculty only), sick leave, military leave, holidays, Family and Medical Leave, administrative leave for jury duty, and unpaid parental leave. General information about leave can be obtained from Human Resource Services.

Professional Development Leave

Faculty are eligible for professional development leave after six years of continuous full-time service to the university. Professional development leave provides eligible faculty with the opportunity to take a period of time for professional renewal, planned travel, study, formal education, research, writing, employee development, certification, or other experience of professional value. Application for professional development leave is made through the respective dean or director. (See also CBA Article 23)

Faculty Development

Leadership Development Opportunities

Faculty who are interested in developing leadership skills can choose from a variety of on-campus and off-campus opportunities. Serving as a chair of a departmental or college committee is a good place to start. Serving on University Committees, Boards, and Councils or as a member of the Faculty Senate can also lead to leadership opportunities. Your college may offer an administrative internship program. The Provost selects several faculty each year to participate in the Provost Administrative Fellowship program. Campus faculty organizations such as the Association of Academic Women, Association of Black Faculty and Staff, Association of Hispanic Faculty and Staff, or honor societies such as Phi Kappa Phi, and Sigma Xi are another potential source of leadership opportunities.

Programs for Faculty

Career Growth and Enhancement

Teacher-Scholar Development

Benefits

Insurance

Many insurance options are available to faculty. Employees may select from two types of health plans and choose from a variety of supplemental plans to best meet their individual and family needs.

Retirement

Human Resource Services serves as a liaison with the state of Florida's Division of Retirement and employees regarding pension plan information. In particular, employees can obtain help enrolling in retirement plans, counseling on retirement benefits, and assistance throughout the retirement process.

Tuition Exchange Program

The Tuition Exchange Scholarship Program provides the opportunity for dependent children of UF's full-time faculty to attend a participating Tuition Exchange college or university at a significant tuition reduction or at no tuition charge. The Tuition Exchange program is a scholarship opportunity rather than a fringe benefit; there is no guarantee of acceptance of dependent children into the program.

Other Benefits

Beyond an outstanding insurance benefit package, UF offers employees a variety of other, often less known, benefits. See also, CBA Article 28.

Awards

The University of Florida makes available numerous awards for teaching, research, and service. Information on some of these awards is located on the Faculty Devellpment Awards and Recognition site. Others are listed below. In addition, faculty should consult with their college, department or other campus units.

Distinguished Alumni Professor

The Distinguished Alumni Professor award, given by the UF Alumni Association, recognizes superior and highly influential teachers whose contributions to the community, state, and nation have brought distinction to the university.

Presidential Medallion and University Medallion

Both medallions are awarded by the President. Recommendations may be made by any member of the university community to the President, but the President may also seek a vice presidential recommendation.

The Presidential Medallion, a two-and-a-half-inch medal, is given for outstanding service or contribution to the university.  Examples of individuals receiving the award include the Teacher/Scholar of the Year, Distinguished Service Professors and Administrative Council members upon retirement, and other individuals inside and outside the university who have given outstanding service or contributions to the university and deserve special recognition.

The University Medallion, a two-inch medal, is given for significant service and loyalty to the university. Examples of individuals receiving this award include faculty upon their retirement from tenured positions with at least ten years of service, and other university employees and members of the university community who exhibited significant service and loyalty to the university.

Superior Accomplishment Awards

The Superior Accomplishment Awards program recognizes employees who contribute outstanding and meritorious service, efficiency and/or economy, or to the quality of life provided to students and employees. Division-level award recipients receive cash awards, then compete for university-level awards.

Outstanding Teaching and Advising Awards

The University of Florida recognizes its outstanding teachers and advisors from throughout the campus through awarding Teaching/Advising Awards, which are available to all colleges offering undergraduate instruction. These awards are to encourage and reward excellence, innovation, and effectiveness in either teaching or advising. Only three awards (two teaching and one advising award) are granted at the university level to individuals who receive college awards.

Teacher/Scholar of the Year Award

Teacher/Scholar of the Year is the highest honor bestowed upon a faculty member by the University of Florida. The award is to a faculty member who demonstrates excellence in both teaching and scholarly activity. The individual receives a cash award and the Presidential Medallion.

Other Policies

Academic employment issues are governed by University of Florida Regulations and, for those faculty who are “in unit,” by a collective bargaining agreement. Units covered by the bargaining agreement are the Florida Museum of Natural History; the Student Health Counseling Center; Library West; and the colleges of Business Administration; Design, Construction and Planning; Education; Engineering; Fine Arts; Health and Human Performance; Journalism; and Liberal Arts and Sciences.

Academic Freedom and Responsibility

(See UF Regulation 6C1-7.018 - pdf)

Academic Ranks and Titles

(See UF Regulation 6C1-7.003 - pdf and CBA Article 10)

Affirmative Action Plan for Equal Employment Opportunity

The Affirmative Action Plan for Equal Employment Opportunity (UF Regulation C1-1.0061 - pdf) implements the Equal Employment Opportunity Policy:

The university shall provide equal employment opportunities and practices for all qualified persons which conform to laws against discrimination on the basis of race, creed, religion, color, marital status, veteran status as protected under the Vietnam Era Veterans' Readjustment Assistance Act, sex, national origin, disability, political opinions or affiliations, or age; and to promote the full realization of equal opportunity through a positive, continuing program of affirmative action which shall be aimed at enlarging and expanding the employment opportunities of qualified women and minority groups through the university.

American with Disabilities Act Compliance Office

The University of Florida, under the guidelines of ADA and 504 federal legislation, is required to make reasonable accommodations to the known physical and mental limitations of otherwise qualified individuals with disabilities.

To help provide the best possible service to students, staff, faculty and visitors, the University of Florida has an ADA Compliance Office with a coordinator responsible for access for persons with disabilities. The ADA coordinator assists anyone with questions about access.

Other Policies Related to Employment

Forms Related to Employment