Faculty Handbook - version 8/12
Handbook for contracts dated prior to 7/1/03 (PDF)
Index | Faculty Senate | UNCA


2.1 Faculty Status and Rank - Definitions

2.1.1 Terminal Degree Policy of the UNC System

It is the policy of The University of North Carolina that faculty members must have the appropriate terminal degree for their discipline in order to be eligible for academic tenure. In most fields this is the doctorate degree. To clarify questions about exceptions consult with your Department Chair/Program Director and the VCAA.

2.1.2 Ranked Faculty

The faculty at The University of North Carolina at Asheville is composed of all persons having academic rank, the Chancellor and the Vice Chancellor for Academic Affairs and all ranked librarians. Faculty ranks are Professor, Associate Professor, Assistant Professor, and Instructor (see Article I, Constitution of the Faculty Senate, UNCA, Section 14.1). Ranked appointments may be held by full-time members of the teaching faculty, librarians, the Chancellor and the Vice Chancellor for Academic Affairs. Individuals who perform duties equivalent to teaching 24 semester hours during the academic year and hold a regular faculty contract are considered full-time members of the faculty.

See Section 14.2 of the UNCA Tenure Policies and Regulations, Faculty Ranks, for details associated with appointments, evaluation and notice. Full-time Faculty

Instructor: The rank of instructor is appropriate for persons who are appointed to the faculty in the expectation that they could progress to a professorial rank but who lack, when appointed, one or more qualifications expected by their department for appointment to a professorial rank. Initial appointment to the rank of instructor shall be for a probationary year's service at this rank. Effective on completion of any probationary year, instructors may also be offered promotion to the rank of assistant professor, which appointment constitutes initial appointment at that rank, or a "special" appointment pursuant to Section 14.2, III.C.5. No person holding a position as an instructor may be appointed to permanent tenure at that rank.

Assistant Professor: Appointment to the rank of assistant professor is appropriate for faculty who hold the terminal degree (usually the doctorate) in their discipline and who are otherwise fully qualified to hold a faculty position. Initial appointment to this rank shall be for a probationary term of three years. At the end of this term, the person may or may not be reappointed (See Section 14.2, III, C.5). Reappointed persons on tenure track will normally be evaluated for tenure in the fifth year of employment.

Associate Professor: Appointment to this rank is appropriate for faculty who hold the terminal degree in their discipline and who demonstrate an outstanding level of achievement in either teaching or scholarship and creative activity, with significant contribution in the other area, and in service. For untenured faculty, the initial appointment to this rank shall be for a probationary term of five years; at the end of this term the person may or may not be reappointed (See Section 14.2, III,C.5).

Professor: Appointment to the rank of Professor indicates an outstanding level of achievement in either teaching or scholarship/creative activity, with a significant contribution in the other area, and in service which has been sustained over a period of years. For untenured faculty, the initial appointment to the rank shall be for a probationary term of three years; at the end of this term the person may or may not be reappointed (See Section 14.2, III,C.5). Part-time, continuing contract (at least one-half time)

Under special circumstances approved by the VCAA, and for a specified time period, a faculty member may be appointed to a ranked position at less than full-time but more than one-half time teaching equivalency. Persons in this category are on an annual salaried contract; their tenure status is not altered by this appointment.

2.1.3 Special Faculty Appointments (see Section 14.2. for further explanation) Lecturer; Artist, Poet, Writer in Residence: Clinical, Research

Fixed-term appointments with the title designations of "lecturer," "artist in residence," or "writer in residence," or with any faculty rank designated in Section 2.1.2 above when accompanied by the qualifying prefix "Clinical," or "Research," may be made as provided herein. Such an appointment is appropriate for a person who has unusual qualifications for teaching, research, academic administration, or public service but for whom neither a professorial rank nor the instructor rank is appropriate because of the limited duration of the mission for which he or she is appointed, because of concern for continued availability of special funding for the position, or for other valid institutional reasons. An initial special appointment shall be for fixed terms of one to five years and may be made either in direct succession or at intervals.

The "notice" provisions of Section 14.2,III.B.4., do not apply to special faculty appointments, and a faculty member holding such an appointment is not entitled to any notice concerning offer of any subsequent appointment at any rank or appropriate department. Adjunct Faculty (less than one-half time)

Adjunct faculty are employed semester by semester and paid on a per course contract as specified in their letter of employment from the VCAA. Normally an adjunct is restricted to teaching no more than six hours per semester. Adjuncts are subject to the same fixed-term appointments described in Section Emerti Faculty (SD0495F)

To honor distinguished service, the University grants emeritus status to those faculty members who:

  1. Retire from the University with faculty rank  after at least ten years of serve at UNCA.
  2. Have demonstrated distinguished performance as determined by the judgment of the Committee of Tenured Faculty.
  3. Are approved by the Board of Trustees acting upon the recommendation received from the faculty and Chancellor.

However, special circumstances may dictate that the first of these requirements be waived, in which case the Committee of the Tenured Faculty is empowered to act by two-thirds vote of those present and voting. Eligibility for emeritus status under these standards is retroactive for all faculty who have retired since the creation of the University of North Carolina at Asheville.

The designation shall be Professor Emeritus, Associate Professor Emeritus, or Assistant Professor Emeritus depending upon the status of the incumbent upon retirement.

In each instance of faculty retirement, the Chair of the retiree's department (in the case of retiring Department Chairs or Program Directors, the Vice Chancellor for Academic Affairs) shall initiate the process of recommending emeritus status, provided such action meets the approval of the individual

The designation of Emeritus status for major administrative officers shall conform to the same ten year policy and be initiated by the Chancellor for approval by the Board of Trustees. Major administrators who also hold professorial rank will be considered for professional emeritus status in accordance with the regular procedure for faculty and administrative status in accordance with the procedure for administrators. Visiting Faculty Appointments

Persons other than regular members of the faculty may receive fixed-term appointments as visiting members of the faculty with rank designations, prefixed by the word "visiting," appropriate to their status in their regular employment. Such an appointment shall be for a term of not more than one year; one subsequent appointment may be made for a term of not more than one year.

2.2 Budgeted Faculty Positions

The Board of Governors annually determines the number of full-time-equivalent (FTE) students to be funded at each constituent institution and then allocates faculty positions, salary and other budget items, based upon the enrollment figures. The adjunct faculty budget is funded by holding some full-time positions vacant which generates money to hire adjunct faculty. Information about the relationship between enrollment and faculty positions is available at the Office of Institutional Research's website in the "Introduction" section of each annual Department Profile report (http://www.unca.edu/ir/report/index.html).

2.3 Allocation of Faculty Positions

Faculty positions funded to UNCA are allocated by the VCAA after analysis of requests from Department Chairs and Program Directors, consideration of Institutional needs, and consultation with the Council of Chairs and the Chancellor. Positions which become vacant must be justified in the same way as requests for new positions. Once a position has been allocated the Search Procedure described in the following section is activated.

2.4 Searches to Fill Faculty Positions

2.4.1 Affirmative Action

UNCA's commitment to a liberal education of highest quality requires the creation of a diverse community of teachers and learners. Consequently, the University is unalterably dedicated to employing a multicultural faculty of diverse age, gender, and race who share the vision of a distinctive public undergraduate liberal arts university. The University has developed an Affirmative Action Plan and search procedures to assist in achieving this vision. The Affirmative Action Plan is updated annually to define hiring goals for minority and women faculty and staff in accordance with federal and state statutes. Copies of the Affirmative Action Plan are available in departmental offices, the Affirmative Action Office, the VCAA office and Ramsey Library.

2.4.2 Procedures for Conducting Faculty Searches

NOTE: Search Committee Chairs receive a more detailed set of objectives and procedures from the VCAA.  All members of the Faculty Senate are empowered to visit with the candidates for a faculty position at UNCA.  (SD1099F)

The filling of authorized vacant faculty positions (new or replacement) occurs in three stages, each of which must be approved by the VCAA prior to initiating the action. Forms are available from the Office of Academic Affairs. The forms are:

  1. Faculty Position Request
  2. Request to Initiate a Search
  3. Request to Appoint

Once a request to fill a position has been approved, Stage 2 is initiated. It requires submission to and approval by the VCAA and the Affirmative Action Officer of a detailed recruitment plan with special efforts to locate and attract minority and women faculty. All searches for full time appointments must be carried out nation-wide utilizing advertising most effective for the department/program.

Applicant pools are expected to reflect disciplinary availability of minority and women candidates. Normally, with approval of the VCAA, at least two applicants are invited to campus interviews. A summary report on the applicant pool is required when the search is completed.

2.4.3 Faculty Search Committees (SD4682)

The Faculty Search Committee comprises one part of the faculty employment process at UNCA. This process is controlled by The Code of the University (see Section 13.1.1) as well as by State and Federal laws governing employment by public institutions and including regulations concerning Affirmative Action and non-discrimination. In the employment of faculty members at UNCA, the VCAA has been delegated responsibility for all matters, from the allocation of vacant positions to the recommendations for hiring to the Chancellor. In the hiring of tenure-track persons, the Board of Trustees acts on the recommendation of the Chancellor. The Board has delegated to the Chancellor the final decision on the hiring of non-tenure-track faculty members. Purpose of the Search:

To find the person most qualified in the needed expertise and most suited to the purposes and character of this particular academic community. The achievement of this purpose may be modified by the circumstances of the employment market, rank and salary available, etc. Function of the Search Committee:

1. To clarify (to the extent that they have not already been determined) the professional and personal qualifications to be sought in applicants for the position including areas and level of expertise, allied areas, special needs for personal characteristics, etc.

2. To screen all applicants in order to determine those most qualified.

3. To determine the qualified applicants who are members of minority groups or women.

4. To recommend to the VCAA several applicants to be invited for on-campus interviews.

5. To participate in these on-campus interviews and to recommend to the VCAA the persons to whom offers of employment shall be made. Role of Chair of the Search Committee:

1. To lead the Committee in performing its functions including:
* setting up its procedures, files, and individual assignments,
* maintaining objectivity in assessing applicants' qualifications,
* directing attention to affirmative action consideration, and
* checking applicants' references.

2. To act as liaison with Office of Academic Affairs in:
* developing advertisement, its placement in journals and deadline for applications,
* determining the availability of travel funds for candidates,
* meeting requirements and reporting needs of Affirmative Action,
* offering the position to the candidate, and
* carrying on any subsequent salary or rank discussions.

3. To make arrangements for interviews and presentations by candidates in:
* setting up dates and interview schedules,
* arranging travel, lodging and meals, and
* arranging for reimbursement for expenses incurred by candidate. Composition of Search Committees

The types indicated below reflect the normal hiring procedures. As particular needs and circumstances arise, variations may become necessary and should be approved by the VCAA. All committee members and the committee Chair are explicitly appointed by the VCAA.

Search for Department Chair
Because of the nature of this position, involving more than disciplinary expertise and calling for qualities of leadership, communication and awareness of organizational realities, this Search Committee extends beyond the confines of the department. Depending on the size and composition of the department, there should normally be two senior faculty members from the department and three department chairs or program directors on the committee.

The tenure-track department members who are not on the search committee should be consulted on the academic qualifications of the candidates selected by the Committee to visit the campus. All department members should have the opportunity to interview the candidates.

Search for a Department Member
In departments of five or fewer members, the department as a whole should act as a search committee along with one person outside the department. In departments of six or more the Chair will recommend to the VCAA the names of those to serve on the Search Committee. Normally these should include the senior faculty and the tenured junior faculty before non-tenured junior persons are considered for membership. One person from outside the department shall be appointed to the Search Committee. Except for unusual circumstances, the Department Chair shall serve as the Chair of the Search Committee. Each Search Committee shall contain both men and women and, whenever possible, a minority person.

Interdepartmental Searches
When there is a search for a person whose major responsibilities will extend beyond one academic department, a committee will be constituted by selecting persons from those areas in which the new faculty member will work. Travel and Subsistence Expenses for Prospective Professional Hires

The University will reimburse candidates for a maximum of one round trip airfare from their current location to UNCA and for reasonable room and board expenses directly associated with an interview. Whenever possible, interview schedules should be arranged to allow the "over-Saturday-night" reduced airfares. Reasonable meal expenses will be reimbursed for one Search Committee/Departmental person to accompany candidates at each meal included in the interview. For more information see UNCA PPM #7. Appointment Procedures

Appointments are consummated between the Search Committee Chair and the VCAA. Conditions of appointment will be consistent in rank and salary with comparable positions already on the faculty. Strict adherence to Affirmative Action guidelines must be followed. The UNC Board of Governors through The Code Section 103 states that:

Admission to, employment by, and promotion in the University of North Carolina and all of its constituent institutions shall be on the basis of merit, and there should be no discrimination on the basis of race, color, creed, religion, sex, or national origin.

More detailed hiring procedures are sent to the Chair of the Search Committee by the VCAA.

2.5 Contracts - Full time (formerly 3.1 and subsections)

2.5.1 General

The normal contract period for faculty members is the academic year, two semesters spanning about nine months, and running from the first academically related assignment prior to fall registration, through commencement at the end of spring semester.

After a candidate has been recommended for full-time employment by the appropriate department chair or program director, the VCAA, and approved by the UNCA Board of Trustees, a written contract is issued.

2.5.2 Joint Faculty Appointments

To receive a joint appointment in two academic departments a faculty member must:

1. Provide documentation of education, training, or experience relevant to the curriculum needs of both departments.
2. Receive a recommendation from the Chairs of each department which includes statements indicating the appropriateness and justification for such appointment.
3. Agree to meet the anticipated teaching assignments in both departments.
4. Agree that one department is the department of primary responsibility. This department's chair will be responsible for all personnel recommendations but must consult with and include in the file an evaluation and recommendation letter from the chair of the second department. Should tenure be granted it would be as a faculty member in the primary department. The decision as to which department is the primary department is negotiated between the faculty member and both department Chairs and approved by the VCAA at the time of initial appointment. Any change in this appointment requires agreement of all parties plus the Chancellor and may occur only after documenting that program needs call for the adjustment.
5. A visiting scholar who is not filling a tenure track position may receive a joint appointment for the duration of the visit.
6. As with any appointment, joint appointments must receive the favorable recommendation of the VCAA, the Chancellor, and final appointment by the Board of Trustees.

2.6 Contracts - Adjunct (formerly 3.2 and subsections)

2.6.1 Decision to Hire

Adjunct faculty are employed on a by-the-course basis for one semester at a time. The department chair or program director is responsible for searching for adjunct faculty. Annually the VCAA allocates funding for a specified number of adjunct-taught hours to each department/program. The chair/program director is responsible for determining the appropriate qualifications of the candidate, evaluating performance, communicating policy and other relevant information to adjunct faculty.

2.6.2 Responsibilities

Adjunct faculty are expected to attend departmental faculty meetings whenever feasible. Chairs/Directors should provide an orientation for all adjunct faculty and should attempt to schedule department meetings at times when most adjunct faculty may attend.

2.6.3 Application and Contract

Applicants for adjunct positions must submit a completed application form, official transcripts of all post-secondary work, and other documentation of expertise and experience as requested by the Chair/Director. Upon recommendation by the Chair/Director and after an interview, the VCAA issues a letter of employment which specifies the terms of employment. These individuals carry Adjunct status.

2.6.4 Teaching Responsibilities

Normally adjunct faculty members may teach no more than six hours per semester. Requests to exceed this amount must be approved in advance by the VCAA.

2.6.5 Salary and Fringe Benefits

Salary for adjunct faculty is normally paid by the semester credit hour at a rate reflecting the individual's training and experience. A copy of prevailing salary rates may be acquired in the Academic Affairs office. Checks are issued on the 15th of each month while employed and subject to withholding for Social Security, state and federal income taxes.

In special cases a part-time faculty member may be employed at a salary rate independent of the number of semester hours taught. These individuals receive a formal contract issued by the VCAA and are employed as part-time Lecturers.

The State of North Carolina does not fund fringe benefits for adjunct and part-time faculty (defined as those who teach less than three-quarter time). The state does pay the Social Security matching contribution.

2.6.6 Perquisites

On a space available basis UNCA provides adjunct faculty with offices (sometimes shared with other faculty) for meeting with students, secretarial support for work directly related to course instruction, access to the services of the Library, Computer Center, Printing Services and Publications, Media Center, and athletic facilities. The services of the Health Center and Counseling Center are not available to adjunct faculty except on an emergency basis while on campus performing assigned duties. During the period of employment adjunct faculty have access to athletic events, films, performances and lectures on the same basis as full-time faculty.

2.6.7 Summer School

Adjunct faculty may be employed during the summer on the same basis as outlined above for the regular semester.

2.7 Faculty Personnel Records (formerly 3.3 and subsections)

2.7.1 Purpose/Location

Faculty personnel records are maintained in the Office of Academic Affairs with the VCAA as the custodian of these records. (see UNCA PPM #29)

2.7.2 Content

The following information on each faculty member is kept in the personnel file:

2.7.3 Access

Faculty personnel files are by law open to the person who is the subject of the file and to "the supervisor of the employee," defined in the statute as any individual in the chain of administration authority above the employee. The employee is entitled to see everything except letters of references solicited prior to employment and any information concerning a medical disability, mental or physical, that a prudent physician would not divulge to a patient.

2.8 Faculty Salary (formerly in 3.9 and subsections)

2.8.1 Salary Budget

The total budget for faculty salaries each year is determined on the basis of the average faculty salary of the previous year (i.e., total salary budget divided by the number of budgeted positions). Additional positions that result from enrollment increases are then added at the average salary rate of that previous year. Any salary increments are then added to this as appropriated by the General Assembly and allocated by the Board of Governors.

Priorities for allocating the faculty salary budget are:

  1. salaries for faculty members on continuing contracts,
  2. salaries for newly hired faculty, and
  3. salaries for adjunct faculty.

2.8.2 Compensation Practices Payroll Periods (dates)

Salaries for UNCA employees are directly deposited into the bank account designated by each employee. New faculty must provide a deposit slip to the Payroll Office for the designated bank account. Each pay period, paycheck stubs are distributed to employees through campus mail.

The contract salary is paid in twelve installments; checks are deposited on the last working day of each month, except in December when deposits are issued about the 20th. Summer school deposits are issued on July 15 for all summer terms.

The pay period for new faculty members extends from July 1st through June 30th. The first paycheck for new faculty members is issued at the end of August in the amount of two-twelfths of the contract salary. The balance of the contract is paid in one-twelfth installments from September through June.

Because our payroll is prepared in Raleigh, UNCA is unable to issue salary advances or issue checks prior to pay day. Salary Increases

The General Assembly and the UNC Board of Governors has a practice of awarding salary increases for meritorious service. Additional adjustments may be made to reward promotions and to minimize salary inequities. These increases become part of a faculty member's base salary. The awarding of merit salary increases is part of the annual faculty evaluation process (see Section 3.4).

2.8.3 Payroll Withholding Mandatory

The following items are required to be withheld from each employee's paycheck:

Federal Income Tax Social Security tax (FICA)
North Carolina Income Tax Retirement Contribution Voluntary

The following items are voluntary deductions from an employee's paycheck. See the Office of Human Resources for more information (http://www.unca.edu/hr/).

Deducted on a pre-tax basis
1. Family and Dependent Health Insurance
2. Flexible Spending Accounts for expenses such as unreimbursed medical costs and child care costs.
3. Supplemental dental and/or vision coverage.
4. Accidental Death and Dismemberment Insurance which pays a benefit for certain types of injuries incurred either on or off the job.
5. Tax Deferred Annuities (TDA), designed for an employee to defer the payment of Federal and State income taxes on a portion of the monthly salary. By deferring the receipt of a portion of the State salary, the employee also reduces the amount of Federal and State withholding taxes taken from their check as well as the amount of taxes at the end of the year.

Deducted on an after-tax basis
1. Life insurance
2. Supplemental disability insurance
3. Purchase of U.S. Savings Bonds

2.9 Fringe Benefits (formerly in 3.9 and subsections)

2.9.1 Retirement Systems Teachers' and State Employees' Retirement System

  • Contributions. Each employee contributes 6% of their gross pay. The state makes an additional contribution to the system.
  • Pension payments are related to salary, years of service and an established formula.
  • Early retirement is available, beginning at age 50 after 20 years of service.
  • A death benefit equal to the previous year's salary (minimum $25,000, maximum $50,000) is paid by the retirement system to the beneficiary of an employee who, after one year of full-time service, dies in service before age 70.
  • A disability retirement allowance is paid by the retirement system to an employee who, after five years of full-time service, becomes permanently disabled, mentally or physically.  Short-term disability is available after one year of service.
  • Vesting. After five years' full-time service, a participant earns a vested right in the retirement system and is eligible for monthly retirement payments, available at age 60, even though he has left state employment. A person employed for less than five years, or one who does not wish to qualify for retirement benefits, may withdraw his own contributions, subject to a possible tax penalty, upon leaving state employment. Optional Retirement Plans (ORPs)

In the ORP system the employee contributes 6% of gross earnings each pay day. The State provides a matching contribution and this total is sent to the selected vendor each month.

The ORP system permits annuity premiums to be invested at percentages selected by the employee through many different stock, mutual fund, money market, etc options.  Forms to enroll in ORP programs and information booklets are available in the Human Resources Office.

2.9.2 Other Benefits

To be eligible for retirement and health benefits a faculty member must be employed three-quarter time or more.  Additional information is available at http://www.unca.edu/hr/. Institututional Payments

The University System currently makes the following payments to the appropriate agency on each employee for each pay period: Social Security tax, Retirement contribution, and Major medical insurance. Insurance Medical and Life Insurance

Comprehensive hospitalization and major medical insurance are available. The employee's coverage is paid in full by the state. Family coverage is available at an additional cost for spouse and/or children.

Group life insurance plans are available from TIAA. Faculty should consult with TIAA for specific details. Life insurance coverage at bargain rates is available to members of the State Employee's Association, and additional coverage may be purchased through N.C. State group plan with Jefferson Pilot. Liability/Property Insurance

A personal liability insurance plan covers faculty members for suits brought against them for actions connected with their performance of professional duties.

A description of liability coverage is found beginning on page 13 of PPM #4 in the UNCA Policy and Procedures Manual. A copy of the basic policy can be reviewed in the UNCA Business Office.

The State of North Carolina does not provide insurance coverage for the personal property of employees even if that property is used in meeting assigned or contractual responsibilities. Therefore, faculty members use personal property "at risk" in the conduct of their professional activities while on campus.

2.10 Termination/Separation Procedures (formerly 3.7)

See Section 13.1.1 The Code, Chapter VI, for discussion relating to issues of separation, resignation, and non-reappointment.

2.10.1 Retirement

Early retirement is available beginning at age 50 and after 20 years of service for participants in the State Retirement Program. Contact the Human Resources Office for additional information.

2.10.2 Phased Retirement Program

The phased retirement program was created by the UNC system to provide an opportunity for full-time tenured faculty members to transition to retirement through several years of half-time service. The program is offered for five years beginning Fall 1998. Eligible faculty may elect to enter the program at any time during this period. The decision to enter the program is entirely voluntary but is irreversible. Enrolling faculty may elect to begin receiving benefits accrued under their respective retirement systems (state or ORP) but they are not required to do so.

The following program information is taken from UNC Administrative Memorandum #378 and applies to phased retirement at all UNC institutions.

(NOTE:  The Board of Governors adopted the Innovations in Faculty Work Life Committee's "Report and Recommendations Concerning the University of North Carolina's Phased Retirement Program for Tenured Faculty" at its meeting on May 11, 2001. The Committee recommended that the Phased Retirement Program be continued beyond the five-year trial period and also that several program provisions be modified.  Information about recommendation changes is available at http://www.northcarolina.edu/aa/reports/planned_retirement/.)

1. Only full-time tenured faculty are eligible for the program.  Faculty must be at least age 60 and have at least five years of contributory participation in an approved retirement program or be at least 50 and have at least 20 years contributory participation as of the August 1 following application to the program.  In addition, faculty must have at least five years of full-time service at the current institution.

2. Application to enter the program must be made at least six months but not more than eleven months before the effective date of participation. The application must be submitted to the faculty member's department or division head and approved by the VCAA. The faculty member also must execute a waiver of rights and claims under the Age Discrimination in Employment Act and other laws.

3. Upon entering the program, the faculty member gives up tenure and contracts for a period of half-time service to the institution.  The faculty member retains his or her rank, rights, responsibilities and benefits (with the exception of tenure status). The faculty member receives 50% of the salary received during their last year of full-time employment, paid over a 12-month period.

4. Participating faculty remain subject to The Code of the University of North Carolina.

5. Participating faculty may terminate phased retirement at any time upon mutual agreement of the parties.

6. Institutions may cap participation in the program and also may limit participation in circumstances of financial exigencies or jeopardy to the state of an academic program.

The following information represents UNCA's institutional guidelines for phased retirement (SD2098S).

1. Institutional limitations on participation in the Phased Retirement Program
There are no departmental or institutional caps on the number of participants in the Phased Retirement Program (PRP). However, an application to participate can be denied if participation in the PRP would substantially weaken academic quality of department or university programs. This finding, however, must be supported by objective measures of program quality.

A judgment to deny participation on these grounds must be confirmed by the Vice Chancellor for Academic Affairs, if first made by a Department Chair. A judgment to deny participation must be confirmed by the Chancellor when first made by the Vice Chancellor for Academic Affairs.

2. Limits on participation because of financial exigencies
Financial exigency shall be determined according to the stipulations of The Code of the University (Section 605, A, B, C) and the UNCA Tenure Policies and Regulations (Section V, 1,2). The following conditions must be met in order for there to be any effect upon the application of the PRP.

     A. Funds in the "101" faculty salary amount must be insufficient to support fully the number of FTE faculty positions of the previous year and
     B. A determination has been made by the Chancellor, under the conditions set by The Code, to terminate a designated program or to reduce the number of faculty members in a designated program.

In the event a financial exigency is declared according to the provisions of The Code, entry into phased retirement for faculty in the programs being eliminated may be suspended until the financial exigency is declared at an end.

3. Eligibility
Faculty are individually responsible for providing to the Office of the Vice Chancellor for Academic Affairs their age and service data needed to determine their program eligibility.

A list of faculty by rank, age, department and administrative title (without names) of those faculty eligible and ineligible to participate in the program will be prepared annually each year and mailed as part of the PRP program materials. (See Item 5B.6)

4. Enrollment in PRP
PRP is a trial program being offered through the UNC system. Enrollments may commence with fall semester of 1998, 1999, 2000, 2001 or 2002. The UNCA phased retirement program has been established as a three consecutive academic year plan. The plan commences with the fall semester of each year of the program.

5. Procedures ensuring eligible members are informed
     A. Upon the initiation of the PRP on February 1, 1998, or upon its approval by President Broad (whichever is later), all full-time tenured faculty will receive a letter announcing the PRP and providing eligibility information from the Office of the Vice Chancellor for Academic Affairs.

     B. By February 1, 1998, or upon its approval by President Broad (whichever is later), all existing eligible faculty members, and those who appear to be qualified for participation by August 1, 1998, will receive program materials from the Office of the Vice Chancellor for Academic Affairs. Following this, program materials will be sent by September 1 of each year. Program materials will be sent by certified mail in order to document the receipt of it by the eligible faculty member.

The Phased Retirement program materials will consist of the following:
  1. A letter announcing the program
  2. The program summary
  3. A copy of the model UNC Phased Retirement Application and Re-employment Agreement
  4. A copy of the model Phased Retirement Release
  5. A chart outlining effects of participation in Phased Retirement Program on employee benefits
  6. A chart reflecting information regarding persons who are eligible and those who are ineligible for the program

     C. On or about September 1, a letter will be sent by the Office of the Vice Chancellor for Academic Affairs to all eligible faculty reminding them of the Program and their eligibility for it. A public notice will also be placed in Monday Morning, a weekly faculty newsletter, and sent by e-mail.

     D. Annual presentations will be advertised and held to provide further information about the Program to interested faculty, through a cooperative venture between the Office of the Vice Chancellor for Academic Affairs and the Office of Human Resources.

     E. Questions about the program should be directed to the Director of Human Resources.

6. Procedure used to accept, review, and approve applications
     A. Application to the PRP is made:
* Not earlier than eleven (11) months prior to the fall semester.
* Not later than six (6) months prior to the fall semester.

     B. Faculty members intending to enter the PRP will develop a half-time work plan with the Department Chair. This plan will be subject to approval by the Vice Chancellor for Academic Affairs. A faculty member who is currently serving as a Department Chair will develop a half-time work plan with the Vice Chancellor for Academic Affairs, who will consult with senior members of the department about the plan. This plan will be subject to approval by the Chancellor.

     C. The Office of the Vice Chancellor for Academic Affairs will receive applications, recording the date of their receipt. The Vice Chancellor will review the application and render a decision regarding its approval with regard to its effect on the academic quality of department or university programs. When an application is received from a current Department Chair, the Chancellor will review the application and render a decision regarding its approval.

     D. If the Application is approved:

1. A checklist and the Agreement and Release Package will be provided the faculty member by the Office of the Vice Chancellor for Academic Affairs. The checklist will insure and document that the eligible faculty member has received all the materials in the Agreement and Release Package. The eligible faculty member will sign the checklist, confirming receipt of these materials as well as the Agreement and Release forms.

2. Upon signing this checklist and receiving the completed Agreement and Release forms signed by the institution, the faculty member has 45 days in which to sign and return the forms to the Office of the Vice Chancellor for Academic Affairs. If the Agreement and Release forms are not returned within 45 days, there is no active request to participate in the Phased Retirement Program at that time. A faculty member may reapply for the Program at a later date.

3. If the signed forms are received by the Vice Chancellor's Office within 45 days, there will be a 7-day waiting period in which the faculty member has the right to revoke the fully executed Agreement and Release. If the application is not revoked, the faculty member is officially enrolled in the Program. If revoked, the faculty member will not be eligible to participate in the program at that time, but may reapply to participate at a later date. The Office of the Vice Chancellor for Academic Affairs will provide to the Office of Human Resources a listing of all faculty members who have enrolled in the Program.

     E. If the initial application is not approved, faculty members may appeal to the Grievance Committee if they feel they have been  inappropriately denied access to the Program or if they feel the Program's guidelines have not been properly followed.

7. Guidelines for half-time work plans
     A. The faculty member will carry a teaching load which is reduced by one-half of the standard load, currently 24 semester hours (or their equivalent) per academic year. Thus, the faculty member participating in PRP will carry 12 semester hours per academic year. Faculty members in the Program will not typically be eligible for additional time released from teaching.

     B. The faculty member will carry one-half of faculty responsibilities including service and scholarly activity (advising, departmental work, campus committee assignments, and community service).

     C. Only faculty with duties extending over 12 months (e.g., research professors) may perform services during other than the fall and spring semesters of the regular-term academic year. No work plan may include duties incident to summer school curricula.

     D. Compensation is paid over the 12-month participation year even if services are rendered during only part of the 12 months.

The faculty member will work together with the Department Chair to define specific service responsibilities under (B), recognizing that these may shift from year to year during the Phased Retirement.

2.11 Retired and Emeritus Professor (2/14/85) (formerly 3.8.7)

Faculty members retired and emeriti possess such privileges as continued listing in the university catalog, standing invitations to march in all academic processions and to participate in other faculty events on the same basis as currently employed faculty, use of athletic and library facilities and faculty parking areas, and such other privileges as may be extended by the Board of Trustees.

2.12 FORMS for Section 2.0

No forms for this section.

Faculty Handbook - version 8/12
Handbook for contracts dated prior to 7/1/03 (PDF)
Index | Faculty Senate | UNCA