Office of the Provost / Academic Affairs

Employment

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.

Academic Freedom and Responsibility

It is the policy of the university (UF Rule 6C1-7.018 - pdf) to maintain and encourage full academic freedom. Faculty shall have the freedom to discuss their own academic subjects frankly and forthrightly, select instructional materials and determine grades in accordance with university policies and other applicable laws, and shall be free to engage in scholarly and creative activity and to publish the results in a manner consistent with their professional obligations. The faculty member fulfills his/her responsibility to society and his/her profession by manifesting academic competence, scholarly discretion, and good citizenship.

Academic freedom is accompanied by the corresponding responsibility to 1) be forthright and honest in the pursuit and communication of scientific and scholarly knowledge; 2) respect students, staff, and colleagues as individuals and avoid any exploitation of such persons for private advantage; 3) respect the integrity of the evaluation process with regard to students, staff, and colleagues, so that it reflects their true merit; 4) indicate when appropriate that one is not an institutional representative unless specifically authorized as such; and 5) recognize the responsibilities arising from the nature of the educational process.

Academic Ranks and Titles (See UF Rule 6C1-7.003 - pdf)

Faculty Ranks and Titles
Eminent Scholar
An endowed position held by a faculty member with an outstanding professional reputation and outstanding record of scholarly activity. Eminent Scholar is not considered a promotional rank.

Graduate Research Professor
A rank awarded to faculty to recognize outstanding accomplishment and an international reputation in teaching and research. This title is no longer awarded.

Distinguished Service Professors and Research Curators
A rank awarded to recognize outstanding accomplishments in teaching, extension, or service or in research, service, and teaching in either the Florida Museum of Natural History or the University Libraries. These titles are no longer awarded.

Distinguished Professor
A title granted to tenured faculty holding the rank of professor or equivalent to recognize a distinguished and exceptional record of achievement that is recognized both nationally and internationally. Nominations are initiated by the appropriate college dean or equivalent administrator. Distinguished Professor is not considered a promotional rank.

Professor
A tenure eligible faculty rank signifying a distinguished record of achievement beyond the level of associate professor, and recognition as a national or international authority or an outstanding teacher in a field of specialization.

Associate Professor
A tenure eligible faculty rank signifying a distinguished record of achievement beyond the level of assistant professor. Associate Professors are expected to produce creative work, professional writing, or research, and to have had successful teaching or professional experience.

Assistant Professor
A tenure eligible faculty rank. Candidates hold the highest degree appropriate to his or her field or possess equivalent qualifications based on professional experience, and are expected to demonstrate successful experience pertinent to the position, and qualities pertinent to the goals of the academic unit.

Curator
Candidates may be awarded these tenure eligible positions in the following equivalent academic ranks: Assistant Curator, Associate Curator, and Curator.

University Librarian
Candidates may be awarded these tenure eligible positions in the following academic ranks: Assistant University Librarian, Associate University Librarian, and University Librarian.

Research or Extension Scientist/Scholar/Engineer
Candidates for these tenure ineligible positions are not normally involved in regular academic programs but are carrying out equivalent faculty duties in research and/or cooperative extension programs that may be funded by external or temporary sources. Candidates in the following ranks have the same professional qualifications required of those faculty described above: Assistant Research Scientist, Associate Research Scientist, Research Scientist, Assistant Scholar, Associate Scholar, Scholar, Assistant Engineer, Associate Engineer, Engineer, Assistant Extension Scientist, Associate Extension Scientist, Extension Scientist.

Lecturer
Candidates shall have received the academic degree appropriate to the assignment of duties, or equivalent experiences or accomplishments in the field may be substituted. Candidates may be awarded these tenure ineligible positions in the following academic ranks: Lecturer, Senior Lecturer, and Master Lecturer.

Specialty and County Extension Faculty Ranks and Titles
Developmental Research School Faculty Positions
Candidates for faculty positions at the university's P.K. Yonge Developmental Research School (PKY) shall have at least a master's degree and three years experience or relevant experience pertinent to the assigned position, and shall hold a valid teacher's certificate appropriate to the assignment. The ranks of PKY Instructor, PKY Assistant Professor, PKY Associate Professor, and PKY Professor are permanent status accruing positions but are not equivalent faculty ranks to those described above.

County Extension Agents I, II, III, IV
Candidates for these permanent status accruing specialty faculty positions shall hold a master's degree and/or possess other qualifying experience or accomplishments. Responsibilities include the development and implementation of long-range education programs in the area of responsibility of the Florida Cooperative Extension Service and in concert with the county in which the agent is employed.

Assistant in, Associate in, Senior Associate In
Candidates for these tenure ineligible specialty faculty positions must hold a master's degree in a field of specialization or an equivalent level of experience and/or training. Promotion from Assistant In to Associate In to Senior Associate In is based on additional qualifying education and/or experience.

Postdoctoral Associate
A specialty faculty title used when an individual renders services to the university and is assigned specific duties and responsibilities. The appointee shall have received a doctorate in the appropriate field. Postdoctoral associates have no continuing contractual relationship with the university.

Student Titles - Graduate School Series
Appointees to all of the following positions must meet the requirements set forth by the Graduate School and must be properly registered and working toward a graduate degree through the Graduate School. Appointees have no continuing contractual relationship with the university.

Senior Graduate Teaching or Research Associate
The appointee shall have completed most of the work leading to a doctorate. This appointment represents a promotion from either Graduate Teaching or Research Associate.

Graduate Teaching or Research Associate
The appointee shall have completed most of the work leading to a doctorate. This appointment represents a promotion from either Graduate Teaching or Research Assistant.

Graduate Teaching or Research Assistant
The appointee shall have complete 30 semester credits of graduate work. This appointment represents a promotion from Graduate Assistant.

Graduate Assistant
The lowest rank of graduate assistant positions. The appointee is normally a beginning graduate student.

Student Titles - Professional School Series
Appointees to all of the must be registered students in the Colleges of Medicine, Dentistry, or Law and must meet the standards of their respective colleges. Appointees have no continuing contractual relationship with the university.

Medical or Dental Teaching or Research Associate or Legal Writing Associate
This appointment represents a promotion from the position of Medical or Dental Teaching or Research Assistant or Legal Writing Assistant.

Medical or Dental Teaching or Research Assistant or Legal Writing Assistant
The appointee shall have completed 30 semester credits of graduate work.

Resident
The appointee must be a graduate of an approved program or hold a terminal degree appropriate for the appointment and be enrolled in the respective training program within his or her area of specialization. The appointee serves as a member of the house staff or trainee of a Health Center professional school. The term "Intern" usually refers to a Resident in the first year of postgraduate work in the involved specialty.

Academic-Administrative Titles
Faculty appointed to serve in administrative appointments such as vice presidents, deans, directors, or department chairpersons, shall retain the rights and privileges afforded to them by their faculty rank. A faculty member holding an administrative position may be removed or reassigned to other institutional duties at any time; there is no right to continued appointment in such classifications.

Affirmative Action Plan for Equal Employment Opportunity

The Affirmative Action Plan for Equal Employment Opportunity (UF Rule 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.

Academic Appointments

Search and Screen Committees (See UF Rule 6C1-7.004 - pdf)
A search committee is required for all faculty, sub-faculty, and designated TEAMS (Technical, Executive, Administrative, and Managerial Support) positions. Advertisement of positions is done in accordance with the Position Vacancy Announcement Guidelines. The Search Committee ultimately makes recommendations to the hiring authority and/or department chair.

Initial Appointment (See UF Rule 6C1-7.004 - pdf)
Recommendation for appointment to the faculty of the university is made by the department chair or unit administrator to the appropriate dean or director. Deans and directors are delegated the presidential power of appointment for positions at the rank of assistant professor or equivalent or lesser ranks. For IFAS and the Health Science Center, the vice-president retains the power of appointment. Authority for final approval of faculty positions at higher ranks rests with the Office of Academic Affairs.

Assignment and Responsibilities (See UF Rule 6C1-7.010 - pdf)
The responsibility of the faculty member is the full and competent performance of all duties pertinent to his/her employment with the university. When first employed, each faculty member shall be informed in writing of what is generally expected of him or her, in terms of teaching, including extension work, research and other creative activities, and service, and if there are any other specific requirements and/or other duties involved.

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
Faculty who hold appointments at the rank of assistant professor or above, or an equivalent title, are eligible to become members of the graduate faculty of the University of Florida subject to certain requirements listed in the Graduate Council Policy Manual. For new faculty being hired in tenure-accruing lines in graduate-degree-granting departments, the Graduate School Dean will review the candidate's curriculum vitae and department's/college's recommendations for the graduate faculty appointment, so the appointment to the graduate faculty can be made as part of the recruitment package.

Emeritus Status (See UF Rule 6C1-7.003 - pdf)
Faculty members are eligible for the title "Emeritus" in connection with their faculty rank when they retire. The title is to be conferred for recognition of meritorious service by one's colleagues and it shall entail continued campus courtesies.

Evaluation (See UF Rule 6C1-7.010 - pdf)
Each faculty member shall be evaluated in writing at least once annually on the basis of an assessment of the individual's total performance in fulfilling his/her assigned duties and responsibilities to the university. The basic purpose of this evaluation is faculty improvement in the functions of teaching, including extension work, research, service, and any other duties that may be assigned with the resulting enhancement of learning, cultural advancement, and production of new knowledge.

Renewal of Appointments (See UF Rule 6C1-7.004 - pdf)
After the initial appointment, a faculty member shall be officially notified of the renewal of an appointment by means of a Notice of Appointment, Employment Contract, or a letter indicating the renewal of the appointment. Renewal of appointments shall take into consideration the effectiveness of the faculty member's performance in their assigned duties.

Non-Renewal of Appointments (See UF Rule 6C1-7.013 - pdf)
No appointment, other than for tenured or permanent status faculty members, shall be considered to create any right or expectancy of continued appointment beyond the term of the contract. The university may choose not to renew the appointment of a non-tenured or non-permanent status faculty member with appropriate notice as follows:

1. for employees in their initial appointment period of faculty employment with the university, 3 months prior to the effective date of the non-renewal notice;
2. for employees in their second appointment period, 6 months prior to the effective date of the non-renewal notice; and
3. for employees in their third appointment period or beyond, 12 months prior to the effective date of the non-renewal notice.

A faculty member who has not been granted tenure by the end of the sixth year (effective May 2004: seventh year) of continuous employment in a tenure-earning position will be given a notice of non-renewal of employment. Notice of non-renewal will also be given to faculty members in permanent status-earning positions who have not been granted permanent status by the end of the sixth year (effective May 2004: seventh year) of continuous employment for county extension, or by the end of the third year for faculty at the P.K. Yonge Developmental Research School.

Resignation
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
There is no mandatory retirement age. Faculty are requested to give appropriate written notice of retirement, specifying the last day of employment, to their chair, dean, or director at least three months in advance, if possible. Faculty are encouraged to contact Human Resource Services at least six months in advance of planned retirement for information about the continuation of benefits to which faculty are entitled. For more on retirement benefits, see "Benefits" section below.

Tenure, Permanent Status, and Promotion (See UF Rule 6C1-7.019 - pdf)

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
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.

Review Process
Faculty eligible for tenure and/or faculty who wish to be considered for promotion shall be furnished a copy of the University's Guidelines and Information Regarding the Tenure, Permanent Status and Promotion Process to assist them in preparation of the tenure, permanent status and/or promotion nomination packet.

Departmental Review
The tenure and/or promotion nomination packets shall be completed for departmental review in accordance with the university guidelines before the departmental vote is taken. The eligible faculty of the department or unit shall review the packets and may meet to discuss the nomination. A secret ballot of the eligible faculty shall be taken no earlier than one day following the meeting. The chairperson or unit head shall review the nomination and report the results of the faculty vote, the results of his/her review, and his/her recommendation to the candidate and to the appropriate dean or director.

College Level Review
The dean or director shall review the nomination, consulting with eligible faculty members of the college and/or a fact-finding committee comprised of eligible faculty members of the college. The dean's or director's letter of review and recommendation will be submitted to the candidate and to the university's Academic Personnel Board and, in the case of IFAS and the Health Center, the dean shall forward the letter of review and recommendation to the appropriate vice president who shall review the nomination and submit his/her recommendation to the candidate and to the Academic Personnel Board.

Academic Personnel Board Review
The Academic Personnel Board (APB) advises the President with respect to tenure and promotion nominations. The APB consists of six tenured faculty members with rank of full professor or above, the Provost and Senior Vice President for Academic Affairs, an associate provost, and the Vice President for Research and Dean of the Graduate School. The APB serves in a fact-finding and consultative role, reviewing the candidates' nomination packets and reporting on the strengths and weaknesses of their records. The Provost presents the report of the APB to the President.

Presidential Review
The President makes the final university decision with respect to all tenure recommendations and presents these to the Board of Trustees for ratification. The President makes the final decision with respect to all recommendations for promotion. The faculty member and their college or unit will be notified of the final action taken on the nomination for tenure and/or promotion.

Appeals Procedures
If a faculty member who has been denied tenure, permanent status, or promotion believes that the university has failed to comply with the university's criteria or to follow the appropriate university procedures for these decisions, he or she may choose to appeal (or grieve) the action. An appeal should begin at the level at which the nomination was denied. If the faculty member is dissatisfied with the result of the appeal, he or she may proceed through the administrative levels. Relevant documentation should be included with the action. For more information, see "Grievance Procedures" below.

Junior Faculty Mentoring Program and Special Review for Faculty in the Tenure Probationary Period
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.

A special (mid-term or mid-career) review should be conducted for any faculty members in the tenure probationary period no later than the close of the third year of academic service. Each college shall establish procedures for conducting the review. Such procedures must require that each candidate prepare a tenure packet (without external letters). A departmental committee of tenured faculty, the department chair or equivalent administrator, and the dean or equivalent administrator must provide an evaluation of the faculty member's progress toward meeting the criteria for tenure. The outcome of the review shall be shared with the faculty member evaluated, but shall not be used in any future evaluation of the faculty member for tenure.

Mid-Career Review for Tenure-Accruing Faculty (policy effective May 2004)
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 Rule 6C1-7.019 - pdf)
Tenured faculty members shall receive a sustained performance evaluation once every seven years following the award of tenure or their most recent promotion. The purpose of this evaluation is to document sustained performance during the previous six years of assigned duties and to encourage continued professional growth. A performance improvement plan shall be developed for those employees whose performance is consistently below satisfactory in one or more areas of assigned duties.

Suspension, Termination, and Other Disciplinary Action (See UF Rule 6C1-7.048 - pdf)
The appointment of any faculty member may be suspended with or without pay or terminated or other disciplinary action taken during the term of employment for just cause. Just cause is defined as incompetence or misconduct and may comprise (but is not limited to) the following:

1. neglect of duty or responsibilities, including unauthorized absence, which impairs teaching, research, or other normal and expected services to the university
2. failure to perform the terms of employment
3. willful violation of the rules and regulations of the university
4. failure to discharge assigned duties
5. conduct, professional or personal, involving moral turpitude
6. violation of the ethics of the academic profession
7. actions which impair, interfere with, or obstruct (or aid, abet, or incite the impairment, interference with, or obstruction) of the orderly conduct, processes and functions of the university
8. failure to return from an approved leave
9. failure to maintain professional licensure or clinical privileges necessary to perform assigned duties
10. threatening or abusive language or conduct
11. sexual harassment
12. falsification of records
13. unauthorized use of state property, equipment, or personnel
14. possession, sale, distribution of alcoholic beverages or non-prescribed drugs
15. insubordination
16. possession of unauthorized weapons and/or firearms on university property

The President (or designee) shall provide written notice of the proposed termination or suspension to the faculty member, specifying the reasons for termination or suspension and the effective date of the action. The faculty member may respond in writing within ten working days and may schedule a meeting with the individual issuing the notice of termination or suspension.

If the President (or designee) believes that a faculty member's actions or presence on the job would adversely affect the functioning of the university and/or jeopardize the safety or welfare of the faculty member, colleague(s), other employee(s) or student(s), the President (or designee) may immediately suspend the faculty member, with or without pay, pending an investigation, which shall not exceed thirty days without appropriate justification. At the close of the investigation, the President (or designee) shall send written notice to the faculty member of any additional action to be taken by the university. Disciplinary actions other than suspension or termination include a reprimand, demotion, payment of fines, reassignment, or required leave.

Grievance Procedures (See UF Rules 6C1-7.041, 6C1-7.042, 6C1-7.0441 - pdf)
A faculty member who believes he or she has not been afforded his or her rights pursuant to the university rules may elect to proceed through the informal appeal and/or formal grievance procedures of the university.

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.

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 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 specific details on grievance procedures and filing deadlines. 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 Rule 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 Rule 6C1-1.201 - pdf)

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 (sabbatical)
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.

Other Policies Related to Employment

• Acceptable Use Of Computing Resources
• Affirmative Action Plan for Equal Employment Opportunity
• Alcoholic Beverage Policy (pdf)
• Conflict Of Interest And Outside Activities
• Drug-Free School And Workplace Statement
• Employment of Relatives (pdf)
• Health Insurance Portability and Accountability Act (HIPAA) - Privacy Rule
• Intellectual Property Policy (pdf)
• Non-Discrimination Policy (pdf)
• Sexual Harassment Policy
• Smoking Policy (pdf)
• Workplace Violence Policy

Awards, Honors and Recognition Programs

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.

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.

Other Benefits
Beyond an outstanding insurance benefit package, UF offers employees a variety of other, often less known, benefits. These include fitness and recreation opportunities, cultural events, enrichment activities, on-campus child care, and free bus transportation.

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. Your professional organizations are another. For more ideas, consult the Inventory of Leadership Development Resources for Faculty.

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.