SECTION 4
APPOINTMENT


4.1 FACULTY RANKS AND TITLES


4.1.1 Tenured and Tenure-Track Faculty Appointments


Professor, Associate Professor, and Assistant Professor Ranks

These ranks are assigned to tenured or tenure-track academic faculty members who are
required to perform duties involving teaching, scholarship, and professional service.


4.1.2 Non-Tenure-Track Faculty Appointments

This paragraph provides a description of the basic characteristics of the academic faculty
appointments listed below. Specific details regarding the level of time commitment required, job
duties, and the employment benefits associated with a particular appointment wil be addressed in an
employee's employment contract or employment offer letter. A faculty member holding one of the
ranks or titles listed below is not eligible for tenure while serving at that rank.

A.
Teaching Professor, Teaching Associate Professor and Teaching Assistant
Professor Ranks

These ranks are assigned to part-time and ful -time instructional faculty members with
assignments primarily devoted to teaching. These appointments are anticipated to be at least
one full academic year in duration. Faculty members holding these titles are expected to
remain current with developments in their fields so as to maintain the highest quality of
instruction, and are encouraged to attend and participate in department/division/program
activities and shared governance in keeping with the normal practices of the academic unit(s)
which form the locus of their appointments. They are required to fulfill all applicable terms of the
Faculty Handbook. Teaching faculty may serve as the co-advisor for graduate students and as
the principal investigator on Mines proposals. They may request Graduate Faculty status (see
Section 4.2) to serve as the primary advisor to graduate students.

B. Professor of Practice

This position is appropriate for exceptional practitioners in fields aligned with CSM to whom CSM
wishes to extend a title that conveys a closer tie and long term commitment to the School.
Candidates for Professor of Practice shal have terminal degrees in disciplines related to CSM’s
programs or equivalent professional experience and shall have achieved exceptional distinction as
practitioners in such disciplines. Appointments may be for terms of up to three years, may be
part-time or ful -time, and are renewable.

Professors of Practice are general y expected to devote a substantial portion of their professional
life to CSM. The Professor of Practice title is not appropriate for individuals whose external
affiliation is, or has been primarily academic. A Professor of Practice may not hold active, full-
time appointments elsewhere. An individual, however, may be on leave from a non-academic
position for the duration of the CSM appointment.

Involvement by the Professor of Practice in institutional activities wil vary according to
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programmatic needs. Duties and responsibilities may include teaching, research and service.
Professors of Practice may have full responsibility for course instruction, be principal investigators
on Mines proposals, and may serve as the primary advisor to graduate students.

C. Adjunct Titles

The title "Adjunct Faculty" is used to describe temporary faculty members who are appointed on
a semester-by-semester basis, contingent upon sufficient need and resources within the hiring
department or division. Adjunct faculty members may or may not receive remuneration,
depending upon the specific nature of their duties and other relevant factors. With regard to
non-remuneration adjuncts, the Provost may permit multiple semester appointments. Adjunct
faculty may serve as the co-advisor for graduate students and as the principal investigator on
Mines proposals.

D. Visiting Titles

The title "visiting" coupled with the rank attained at their home institution is used to describe
faculty members who by mutual agreement wish to associate themselves with CSM. Visiting
faculty members may hold their positions for up to two years and may serve with or without
remuneration. This title is normal y reserved for faculty members who are serving at CSM while
on leave from another academic institution.



E. Research Titles

The title "research" coupled with the appropriate rank or title is used to describe faculty and staff
members whose primary responsibilities are obtaining research funding, performing research, or
providing technical or administrative support for research activities, and providing assistance in
directing graduate student thesis projects. When remunerated, these positions are funded
through grant or contract sources.

1. Visiting Scholar

This title is used to describe faculty members temporarily associated with CSM whose primary
responsibilities are performing research and providing assistance in directing graduate
student thesis projects, and whose salaries are general y paid from non-State funds. Visiting
Scholars may hold their positions for up to two years and may serve with or without
remuneration. Visiting Scholars are ineligible for tenure.


2. Postdoctoral Fellow


This title is used to describe a research-oriented scholar. By mutual agreement between a
fel ow and CSM, the fel ow may engage in limited teaching or provide assistance in directing
graduate student thesis projects. The normal term of employment wil be for up to two
years, although the arrangement may be extended for a third year with the approval of the
Provost.


3. Research Associate

This title series is used to describe staff members whose primary responsibilities are to
provide professional research assistance to faculty members and graduate students in the
performance of their research.
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4. Research Support

This title series is used to describe staff members whose primary responsibilities are to
provide administrative or technical support to research activities.

5. Research Professor, Research Associate Professor and Research Assistant
Professor

These ranks are assigned to research faculty members whose primary duties involve
scholarship. By mutual agreement between the research professor and his or her department
head the professor may also engage in teaching and service. Research faculty may serve as
the co-advisor for graduate students and as the principal investigator on Mines proposals.
They may request Graduate Faculty status (see Section 4.2) to serve as the primary advisor
to graduate students.

6. Affiliate Faculty

This title is used to describe individuals who are either employed full-time elsewhere or
retired with mutual y beneficial ties to the university that warrant such an appointment. This
is not intended for retired CSM faculty, who are encouraged to use the standard Research
Faculty track. Typical y, these individuals are involved with university faculty members and
their research programs. They may serve on graduate student supervisory committees at the
request of their ful -time col eagues and as approved by the department head or division
director. Affiliate Faculty may serve on thesis committees and as a co-advisor to graduate
students. However, they are not permitted to serve as the primary advisor. Affiliate Faculty
are not permitted to serve as the principal investigator on Mines proposals, but they may
serve as a co-principal investigator. Affiliate Faculty may hold their positions for up to two
years, may be renewed, and may serve with or without remuneration. If the appointment is
remunerated, the FTE assigned shal be no greater than 25 percent and remuneration must
be approved by both the employer and appropriate department head and dean at Mines.
Affiliate Faculty are not evaluated in the scheduled and formal manner that is required for the
other types of faculty appointments.

7. External Joint Appointee

Joint Appointees are a special category of Affiliate Faculty who have ful or part-time
positions elsewhere (e.g., NREL, NIST, or USGS) and who have strong col aborations with
Mines and Mines faculty. At the request of a ful -time academic faculty member at Mines and
as approved by the department head or division director, joint appointees may serve on
thesis committees and are permitted to serve as co-advisors to graduate students. To serve
as primary advisor, Joint Appointees must become members of the Graduate Faculty (Section
4.2). Joint appointees may serve as a co-principal investigator on Mines proposals with
appropriate approvals from their employer and from Mines. Joint Appointees may hold their
positions for up to two years with the possibility of renewal and may serve with or without
remuneration. For joint appointees remunerated at CSM, the monthly level of effort should
not exceed 49%.



F.
Librarian Title

The title "Librarian" coupled with the appropriate faculty rank is used to describe faculty
members whose duties involve rendering professional library service to the CSM community in
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the information fields. Library faculty also contribute professional y by conducting research and
scholarship and by performing service to their profession and the CSM community.


4.1.3
Named Faculty Appointments

Faculty appointments made possible through endowments and other gifts enable the school to attract
and support outstanding educators and scholars. The following are the categories of positions that
can be named in response to a donor's wishes. The fil ing and rotation of such positions is the sole
prerogative of CSM. The granting of tenured status at CSM does not grant or imply tenure rights in
any named position.


A.
Distinguished Endowed Chair

A distinguished endowed chair signals the highest honor CSM can bestow upon a faculty
member. Funding from the endowment, in combination with funds from other sources, wil be
used to support the chair holder’s compensation package and supply discretionary funds to
support the teaching and scholarly activities of the chair. Although chairs are not normal y
rotated, circumstances may necessitate changing the holder of a chair, and CSM reserves the
right to do so at any time for any reason.


B.
Endowed Chair

An endowed chair recognizes teaching and research excel ence of a CSM faculty member.
Funding from the endowment, in combination with funds from other sources, wil be used to
support the chair holder’s compensation package and supply discretionary funds to support the
teaching and scholarly activities of the chair. Although chairs are not normal y rotated,
circumstances may necessitate changing the holder of a chair, and CSM reserves the right to do
so at any time for any reason.

C.
Endowed Professorship

An endowed professorship is awarded to professors in recognition of their outstanding teaching,
research, and service. Income from the endowment or gift wil be used in combination with
other funds to partially support the teaching and scholarly activities of the recipients. Endowed
professorships may be renewed or rotated within a department or among several departments at
CSM.

D.
Developmental Professorship

Available to junior faculty members, a developmental professorship provides support for the
teaching and scholarly activities of the recipients. Developmental professorships may be
renewed or rotated within a department or among several departments at CSM.

E.
Teacher-Scholar

A teacher-scholar award wil be utilized to recognize excel ence in scholarly achievements by
faculty members. The award wil provide support for teaching and scholarly activities, such as
travel to technical or professional conferences, summer support, and professional advancement
activities.

4.1.4 Transitional Faculty Appointments
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From time to time, CSM may enter into Transitional Appointment Agreements with academic faculty
members who wish to retire. When both CSM and the retiring faculty member deem it mutually
beneficial to do so, and contingent upon the approval of the Provost, the parties wil negotiate a part-
time appointment for a specific period of time, usual y not in excess of three years, fol owing the faculty
member’s retirement date. The Transitional Appointment Agreement wil specify the faculty member’s
responsibilities and level of effort during the transitional appointment. During the period of his or her
appointment, the transitional faculty member will retain his or her title and rank at retirement.
Transitional appointments do not confer tenure, but may provide the appointee eligibility for certain
benefits during the semesters he or she is providing and compensated for services to CSM per the terms
of CSM’s benefits plans and policies. In rare circumstances, transitional appointments may be considered
for administrative and library faculty. However, these appointments are contingent upon the approval of
the President.

4.1.5 Emeritus Faculty Appointments

Recipients of emeritus status shal receive special recognition at commencement. Additional privileges
bestowed upon emeritus faculty members include the issuance of a permanent faculty identification card,
a listing in the university catalog, and full continued use of library and athletic facilities. From time to
time, CSM may make other facilities, services, or amenities available for the use of emeritus faculty
members. However, emeritus appointments do not confer tenure.


A.
Emeritus Title

At the time of his or her retirement, in recognition of his or her years of dedication and service to
CSM, a tenured, teaching or library faculty member who has completed ten or more years of
regular ful -time service at CSM in a tenured/tenure track, teaching faculty or library position may
be nominated to the Provost by his or her department head, in consultation with the
department’s promotion and tenure committee and college dean, for the title of “emeritus”
coupled with his or her academic rank. The Provost shal submit his or her recommendation
regarding the emeritus appointment to the Board of Trustees for a final decision.


B.
University Emeritus Title

A tenured or teaching faculty member holding the rank of professor who has completed ten or
more years of ful -time service at CSM and has provided unusual y distinguished service during
that period shal be eligible for the title of University Emeritus Professor or University Emeritus
Teaching Professor at the time of his or her retirement. Although seldom awarded, this title may
be conferred upon a faculty member by the Board in recognition for outstanding dedication and
service to CSM. The criteria enabling a faculty member to qualify for the title of University
Emeritus (Teaching) Professor are: (1) a distinguished teaching career at CSM; and (2)
outstanding achievement of national and international recognition through outstanding
scholarship. In order to receive this title, a faculty member must be nominated in writing by a
col eague. The written nomination should be sufficiently detailed to enable a determination to be
made as to whether the criteria stated above have been met by the nominee. Nominations
should be submitted to the Provost by the department head, in consultation with the
department’s promotion and tenure committee and college dean. Upon receiving the
nomination, the Provost may, at his or her discretion, seek additional input from the faculty
member’s department and other members of the CSM administration and academic community.
Any faculty member the Provost recommends for a University Emeritus appointment shal be
submitted to the President and the Board for final approval.

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4.1.6 Administrative Faculty Appointments

Administrative faculty appointments apply to exempt employees who perform specialized professional
duties and hold appointments that are designated by function or title, not by academic rank.
Administrative faculty are ineligible for tenure. Tenured faculty members who assume administrative
positions at CSM retain the right to resume their tenured faculty positions upon the termination of
their administrative responsibilities.


4.1.7 Athletics Faculty Appointments

Athletics faculty appointments apply to faculty members who teach athletics department courses
and/or coach varsity-level sports, and who hold appointments that are designated by function or title,
not by faculty rank. Athletics faculty members are ineligible for tenure.

4.1.8 Non-remuneration Appointments

Upon the review and positive recommendation of the appropriately constituted department/division
Promotion and Tenure Committee, the department head, and the Dean of the college1, an individual
may be nominated for a non-remunerative, volunteer faculty appointment at the appropriate rank.
For non-remunerative appointments not involving faculty rank (e.g., research assistant, research
associate, etc.) nominations may be made upon the recommendation of the department head without
the need for input from the col ege Dean.

For non-remunerative appointments in Academic Affairs, nominations are submitted to the Associate
Provost for approval. For non-remunerative appointments in Student Life, Finance and Administration,
or in the President’s Office, nominations are submitted to the appropriate executive.

Non-remunerative appointments are made for a maximum of two calendar years, though they are
renewable. These appointments must provide clearly defined value to the department/ division and
CSM as wel as to the individual, and specific responsibilities must be detailed. Like all other faculty,
non-remunerative faculty are governed by the provisions of the Faculty Handbook. Non-remunerative
faculty are ineligible to receive benefits with the exception of provisions set forth in section 5.2 of this
Handbook.

Non-remuneration research faculty appointments must fol ow the process described in section 4.8.1D.


4.1.9 Special Appointments and Titles


A.
Trustees Professorship

From time to time, the Board may choose to recognize extraordinary service to the CSM
academic mission by a CSM professor. The official title of this honor is Trustees Professor of
(Department), and it wil be awarded only occasional y and on a highly selective basis. The
Board wil normal y confer certain ancil ary benefits upon recipients of this honor, which may
include: (1) a significant salary increase (above any normal salary adjustment earned for the
evaluation period in which the honor is granted); (2) a one-time discretionary fund grant; and (3)
a plaque commemorating the award. Al non-chaired ful professors are eligible to receive this
honor. Nominations for the award shall be initiated by the Provost, who may appoint an advisory
review committee to assist him or her in the nomination process. If the President approves a
recommendation submitted by the Provost, he or she shal then forward the recommendation
and supporting materials to the Board for a final decision.
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B.
Honorary Titles

Special honorary titles may be conferred by the Provost in conjunction with non-remuneration
appointments on a case-by-case basis.

C.
Mines Presidential Faculty Fellow

From time to time, the President may ask a faculty member to perform special duties in service
to the institution and wil recognize the faculty member’s broader institutional role by naming that
faculty member a Mines Presidential Faculty Fel ow for (descriptive title). Typical y, such
appointments are limited to three years, but may be extended at the discretion of the President.
Such appointments may come with appropriate service, teaching, and research relief as
negotiated by the President, faculty member, and the faculty member’s Department Head.

D.
University Librarian

The position of University Librarian is open to any candidate holding the rank Librarian and is
appointed by, and reports to the Provost. The University Librarian articulates a vision of the
Library that promotes and supports the University’s mission, and implements a strategic plan to
advance that vision. The University Librarian integrates diverse resources and technologies, seeks
new opportunities, collaborates with university constituents, and cultivates a vibrant research and
learning community. The University Librarian fosters an organizational and educational climate
that promotes diversity and provides effective leadership to col ectively achieve our strategic
initiatives. Overseeing management of the Library’s virtual and physical space, the
University Librarian collaborates with Library faculty, staff, students, and external entities
to identify, evaluate, and implement programs that provide services and facilities, enhancing the
quality of resources, and increase operational efficiency within the Library. Providing
leadership and facilitating library-wide communication, the University Librarian functions as the
chief fiscal officer of the Library providing transparent reporting on the budget, supporting a
balance between the student-centered library, research support, and the traditional core
functions of the Library for the Mines community.

4.2
Graduate Faculty Status

4.2.1
Qualifications of Graduate Faculty

Members of the Graduate Faculty at Mines are those qualified to be primary advisor for students
conducting research toward a graduate degree. Academic units may choose to further specify the
privileges and responsibilities granted to graduate faculty in the areas of student supervision,
teaching assignments, voting rights, etc. Such unit-level policies should be expressed in writing.

4.2.2
Criteria for Appointment to the Graduate Faculty

It is assumed that al Colorado School of Mines faculty in full-time, tenured or tenure-track positions
who serve in academic units offering graduate degrees are ful y qualified to be part of the Graduate
Faculty. Hence, they wil be appointed to the graduate faculty upon joining CSM. Teaching Faculty,
Research Faculty, Professors of Practice, Emeritus Faculty, and Joint Appointees are eligible to
become members of the Graduate Faculty subject to the following minimum requirements:

● Graduate Faculty appointees must have the terminal degree appropriate to their
academic field or discipline, or must show a comparable level of expertise.
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● Appointment to the Graduate Faculty must be requested by the candidate and supported
by a two-thirds majority of the Graduate Faculty in the academic unit.
● The proposed Graduate Faculty appointee must meet any other criteria established by
their col ege and/or department, and must be endorsed by the unit director and the
col ege dean.

Reflecting the University’s interest in encouraging interdisciplinary research and scholarship, Graduate
Faculty may be appointed in more than one academic unit. The process for such additional
appointments is similar to that outlined in section 4.2.3 below. Appointment to the Graduate Faculty
in any academic unit makes the faculty member ineligible to serve as an external committee member
for students pursuing degrees within that unit.

4.2.3
Procedures for Appointment to Graduate Faculty Status

Appointments to the Graduate Faculty are made by and subject to the approval of the Graduate
Dean. Ful -time faculty appointees in tenured or tenure-track positions wil be appointed to the
Graduate Faculty upon joining CSM. Al other appointments to the Graduate Faculty must be initiated
by the candidate. This process requires approval by the academic unit and the college, as well as
submission to the Graduate Dean of the candidate’s credentials and a completed nomination form.
The nomination form must include a statement of purpose, the anticipated role(s) of the nominee in
the unit’s graduate degree programs, the nominee’s qualifications, and a statement of support from
the unit’s Graduate Faculty and col ege Dean(s). Upon approval, appointment to Graduate Faculty is
formalized in a letter from the Graduate Dean.

4.3 MINIMUM QUALIFICATIONS FOR TENURED/TENURE-TRACK FACULTY RANKS

While a doctoral degree is usual y required for appointment to the professorial ranks at CSM, in
exceptional cases as may be determined by the Provost, the needs of CSM may dictate that professional
experience and/or accomplishments beyond the baccalaureate degree may be considered the equivalent
of a doctoral degree.


4.3.1 Assistant Professor

A. Doctoral degree; and
B. Demonstrated potential for successful teaching, scholarship, and service


4.3.2 Associate Professor

A. Doctoral degree;
B. Documented success in teaching, scholarship, and service; and
C. Potential for national and international professional recognition


4.3.3 Professor

A. Doctoral degree;
B. Record of excel ence in teaching, scholarship, and service; and
C. National and international professional recognition


4.4 MINIMUM QUALIFICATIONS FOR INSTRUCTIONAL FACULTY TITLES
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An individual must possess at least the minimum specified academic degree in order to be considered for
any of the instructional faculty positions listed below. However, upon the recommendation of the
department head, and with the approval of the Dean of the college1 and the Office of the Provost,
professional experience and/or accomplishments and/or a different academic degree may be deemed to
be satisfactory equivalents to the minimum academic degree specified for each title.


4.4.1 Teaching Assistant Professor

A. Either a terminal degree (e.g., a doctoral degree) or a Master’s degree along with
professional or academic experience and accomplishments; and
B. Demonstrated potential for successful teaching


4.4.2 Teaching Associate Professor

A. Either a terminal degree (e.g., a doctoral degree) or a Master’s degree along with
professional or academic experience and accomplishments; and
B. Documented success in teaching as instructor of record and relevant service.


4.4.3 Teaching Professor

A. Either a terminal degree (e.g., a doctoral degree) or a Master’s degree along with
professional or academic experience and accomplishments; and
B. Record of excel ence in teaching; and
C. Demonstrated excel ence in pedagogy, which may be evidenced by course innovation,
publications or success in attracting pedagogical research support


4.4.4 Professor of Practice

A. Either a terminal degree (e.g., a doctoral degree) or equivalent professional experience; and
B. Substantial professional experience with a national or international reputation demonstrating
achievement as a distinguished practioner of the discipline.


4.4.5 Adjunct Faculty


Adjunct Faculty must possess the qualifications for the position to which he or she is
appointed. If appropriate to the position, preference wil be given to advanced degrees and
proven teaching ability.

4.5 MINIMUM QUALIFICATIONS FOR RESEARCH FACULTY RANKS

While a doctoral degree is usual y required for appointment to the research faculty ranks at CSM, in
exceptional cases as may be determined by the Provost, the needs of CSM may dictate that professional
experience and/or accomplishments beyond the baccalaureate degree may be considered the equivalent
of a doctoral degree.


4.5.1 Research Associate

A. Minimum of a baccalaureate degree


4.5.2 Research Assistant Professor
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A. Doctoral degree; and
B. Demonstrated potential for successful scholarship and service


4.5.3 Research Associate Professor

A. Doctoral degree;
B. Documented success in scholarship and service; and
C. Potential for national or international professional recognition


4.5.4 Research Professor

A. Doctoral degree;
B. Record of excel ence in scholarship and service; and
C. National or international professional recognition


4.5.5 Research Support


A. Experience closely related to the job duties of the position; and

B. Education typical y found in a technical degree or equivalent


4.5.6 Affiliate Faculty

An Affiliate Faculty member must possess the qualifications for the position to which he or she is
appointed.

4.5.7 External Joint Appointee

A.
Doctoral degree;
B.
Record of excel ence in scholarship and service;
C.
National or international professional recognition; and
D.
Strong collaboration with Mines faculty.

4.6 MINIMUM QUALIFICATIONS FOR LIBRARY FACULTY RANKS

A master’s degree from an American Library Association-accredited program is generally the minimum
requirement for appointment to a library faculty position. The Director of the Library may waive this
requirement if a library faculty position requires an advanced degree in another appropriate field.
Additional qualifications and experience may be required, depending upon the nature of the position.


4.6.1 Assistant Librarian

A. Demonstrated potential for achieving success in the performance of professional
librarianship, scholarship, and service.


4.6.2 Associate Librarian

A. Evidence of success in the performance of professional librarianship;
B. Evidence of professional contributions in the areas of research and scholarship which
demonstrate an impact on librarianship or other academic disciplines; and
C. Evidence of significant service within the academic community.
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4.6.3 Librarian

A. Evidence of excellence in the performance of professional librarianship;
B. Evidence of professional contributions in the areas of research and scholarship which are of
significance to librarianship or other academic disciplines and which provides recognition to
the individual and the institution; and
C. Evidence of significant service within the academic community and the library profession.

4.7 MINIMUM QUALIFICATIONS FOR ADMINISTRATIVE FACULTY

Minimum qualifications for each administrative faculty position shal be determined by the hiring authority
for that position after appropriate consultation with the Office of Human Resources. Most administrative
faculty positions wil require at least a baccalaureate degree plus appropriate experience relevant to the
job assignment.

4.8 FACULTY APPOINTMENT PROCESS

It is the responsibility of each department head and administrative director to recruit faculty for new or
vacant positions and to recommend their appointment to the President or appropriate vice president. In
discharging this responsibility, department heads and administrative directors should consult with
appropriate CSM personnel and knowledgeable persons in other academic, governmental, and business
institutions. Al hiring shal be done in accordance with CSM's Affirmative Action Plan and other
appropriate legal requirements.


4.8.1 General Outline of Faculty Appointment Process



A. Tenured Faculty, Tenure-Track Faculty, and Library Faculty

1. The department head shall obtain authorization from the Provost regarding the
availability of a departmental position as wel as the rank and the salary that can be
offered.
2. The vacancy shal be advertised in one or more professional journals or other appropriate
publications.
3. Applications wil be considered in accordance with the rules established for each search.
A departmental y appointed faculty committee, which shal not include the head of the
hiring department, shall be utilized as a part of the applicant screening process.
4. The finalists shal be personal y interviewed by appropriate members of the department
and the administration.
5. A summary of departmental observations of al interviewed candidates shal be included
in the department head's written hiring recommendation.
6. The department head shal submit a recommendation to the Provost in writing, together
with al required administrative forms, letters of recommendation, resumes and
transcripts. [If an offer of tenure is being considered for a new faculty member, the
departmental promotion and tenure committee shall be involved in the decision as set
forth in subparagraph 8.1.7.B below.]
7. The Provost, upon the written recommendation of the department head, can determine
that fol owing this process would not be in the best interests of CSM. In such cases, the
Provost, after consultation with the Associate Vice President for Human Resources, may
provide written authorization to modify this process as necessary and appropriate.
8. The selected candidate shall be recommended by the Provost to the President for
appointment. No employment, or other type of contractual relationship, shall arise
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between CSM and the candidate until the written employment contract or offer letter has
been executed by the President, or the President's delegate, on behalf of CSM.
9. Following discussions with the Provost and contingent upon the approval of the
President, the department head shal verbal y negotiate salary and other terms of
employment with the candidate. However, because benefits are determined by
employment category, the terms of employment may not modify any benefits programs
offered by CSM.
10. Once negotiations between the department head and the candidate have concluded, an
appropriate CSM employment contract or offer letter shall be prepared for the selected
candidate.

B.
Professor of Practice

1. The department head shal obtain authorization from the Dean regarding the availability
of a departmental position for a Professor of Practice.
2. A departmentally appointed faculty committee, which shall not include the head of the
hiring department, shall be utilized to screen candidates.
3. The candidates(s) shal be personal y interviewed by appropriate members of the
department and the administration.
4. A summary of departmental observations of interviewed candidate(s) shal be included in
the department head's written hiring recommendation.
5. The department head shal submit a recommendation to the Dean in writing, together
with al required administrative forms, letters of recommendation, resumes and
transcripts.
6. The selected candidate shal be recommended by the Dean to the President for
appointment. No employment, or other type of contractual relationship, shall arise
between CSM and the candidate until the written employment contract or offer letter has
been executed by the President, or the President's delegate, on behalf of CSM.
7. Following discussions with the Dean and contingent upon the approval of the President,
the department head shal verbal y negotiate salary and other terms of employment with
the candidate. However, because benefits are determined by employment category, the
terms of employment may not modify any benefits programs offered by CSM.
8. Once negotiations between the department head and the candidate have concluded, an
appropriate CSM employment contract or offer letter shall be prepared for the selected
candidate.

C.
Adjunct Faculty and Visiting Faculty

1. The department head shal confer with the Provost to confirm the availability of a
departmental position as well as the salary that can be offered.
2. While departments are encouraged to advertise vacancies for Adjunct Faculty, there may
be a need to fil an Adjunct Faculty position immediately or on relatively short notice,
thus direct appointment and reappointment of Adjunct Faculty on a semester-by-
semester basis, without a search, may be made.


D.
Research Titles

1.
Research Professor, Associate Research Professor and Assistant
Research Professor

1. The Principal Investigator shal confer with the department head to confirm the
availability of a research faculty position and of institutional or departmental
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resources that wil be required to support the position.
2. Departments are encouraged to advertise vacancies for Research Faculty. If a
search is undertaken, the search process outlined for Administrative Faculty in
section 4.7.1 E beginning at Step 2 wil be followed.
3. In some cases, there may be a need to fil a Research Faculty position
immediately or on relatively short notice. In these cases, direct appointment of
Research Faculty for the period of a grant or contract without a search may be
made with the approval of the department head.
4. For research professors, research associates professors, research assistant
professors, and joint appointees, a minimum of two-thirds of the department
tenured and tenure-track faculty must vote in favor of the appointment. After
appropriate approval at the department level the department head wil submit
the appointment for approval to the col ege dean.
5. Upon appropriate approval at the department level the department head wil
submit the tenured and tenure-track faculty approval memo to the col ege dean.

2.
Visiting Scholar

The Principal investigator requests appointment. Appointments require approval
from the department head, Office of Research Administration, col ege dean, and
Office of International Student and Scholars Scholar Services.

3.
Postdoctoral Fellow, Research Associate, Research Support and
Affiliate Faculty

The Principal investigator requests appointment. Appointments require approval
of the department head and college dean.

4.
Joint Appointee

Appointments require approval by 2/3 of departmental tenured and tenure-track
faculty, and approval of the department head, col ege dean and provost, in
addition to appropriate approvals from laboratory/employer supporting the joint
appointee.


E. Instructional Faculty

The appointment process for tenured/ tenure-track faculty set forth in 4.8.1.A above shal
also be followed for the appointment of teaching professors, teaching associate professors
and teaching assistant professors, unless the Provost determines that fol owing this process
would not be in the best interests of CSM. In such cases, the Provost may provide written
authorization to modify this process as necessary and appropriate.

F. Administrative Faculty

1. The supervisor of the new or vacant administrative faculty position shal confer with the
department head and the appropriate vice president, if applicable, to confirm the
availability of the position. The supervisor shall concurrently notify the Office of Human
Resources of the availability of the position and the initiation of the hiring process.
2. Unless a decision is made to fil the position through an internal promotion, the
availability of the position shall be advertised in one or more professional journals or
other appropriate publications. In conjunction with the Office of Human Resources, the
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supervisor shal appoint a search committee to assist in the applicant screening process.
3. Applications wil be considered in accordance with the rules established for each search.
4. The finalists shal be personal y interviewed by al appropriate CSM constituent groups.
5. The Vice President or Provost in consultation with the Associate Vice President for Human
Resources, on the written recommendation of the department head, may determine that
fol owing the ful search process would not be in the best interests of CSM. In such
cases, the Vice President or Provost may provide written authorization to modify this
process as necessary and appropriate.
6. The supervisor shal submit a written recommendation to the President or vice president,
including a summary of the search committee's observations of all interviewed
candidates. Resumes, letters of recommendation, and other supporting documentation
for each final candidate shal also be forwarded as part of the recommendation package.
7. The selected candidate shal be recommended to the President for appointment. No
employment, or other type of contractual relationship, shall arise between CSM and the
candidate until the written offer letter has been executed by the President, or the
President's delegate, on behalf of CSM.
8. Following discussions with the President or vice president, the supervisor shal verbal y
negotiate salary and other terms of employment with the selected candidate. However,
because benefits are determined by employment category, the terms of employment
may not modify any benefits programs offered by CSM.
9. Once negotiations between the supervisor and the candidate have concluded, an
appropriate CSM offer letter shall be prepared for the selected candidate. Any special
understandings or conditions that have been negotiated with the candidate shall be
clearly stated in the offer letter provided to the candidate.

G. Athletics Faculty

On account of circumstances that are unique to their positions, such as the seasonal nature of
intercollegiate athletics and the timing of recruiting cycles, a search shall not be required for the
hiring of qualified athletics department faculty. In order to bypass the search process, the
department head must receive written confirmation from the appropriate vice president regarding the
availability of the position, the title and salary that can be offered, and approval to proceed without a
search. Upon receipt of confirmation from the appropriate vice president, the department head shal
notify the Office of Human Resources of the availability of the position and the intention to fil the
position without a search. Once an individual has been selected for the position, the hiring shal
proceed in accordance with step 6 and the remaining steps of the process set forth immediately
below.

If it is determined that a search is required for an athletics faculty position, the fol owing process
shal be utilized:

1. The department head shal confer with the appropriate vice president to confirm the
availability of the position as wel as the title and salary that can be offered. The department
head shall concurrently notify the Office of Human Resources of the availability of the position
and the initiation of the hiring process.
2. Unless a decision is made to fil the position through an internal promotion, the availability of
the position shal be advertised in one or more appropriate publications. In conjunction with
the Office of Human Resources, the department head shal appoint a search committee,
including a committee chairperson, to assist in the applicant screening process. The
department head and any supervisor of the position may chair or actively serve on the search
committee.
3. Every application received for the position shal be considered.
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4. The finalists shal be personal y interviewed by al appropriate CSM constituent groups.
5. The search committee chairperson shal submit a written recommendation to the department
head, including a summary of the search committee's observations of all interviewed
candidates. Resumes, letters of recommendation, and other supporting documentation for
each final candidate shal also be forwarded as part of the recommendation package.
6. The department head shal submit a written recommendation to the appropriate vice president
together with appropriate supporting documentation, which shal include al required
administrative forms, resumes, transcripts and, if applicable, letters of recommendation.
7. The selected candidate shal be recommended to the President for appointment. No
employment, or other type of contractual relationship, shal arise between CSM and the
candidate until the written employment contract has been executed by the President, or the
President's delegate, on behalf of CSM.
8. Following discussions with the appropriate vice president, the department head shal verbal y
negotiate salary and other terms of employment with the selected candidate. However,
because benefits are determined by employment category, the terms of employment may not
modify any benefits programs offered by CSM.
9. Once negotiations between the department head and the candidate have concluded, an
appropriate CSM employment contract shal be prepared for the selected candidate. Any
special understandings or contractual conditions that have been negotiated with the candidate
shal be clearly stated in the contract transmittal letter and provided to the candidate with the
employment contract.

H. Temporary Faculty

Temporary faculty may be hired in the fol owing categories: Adjunct, Administrative, Research,
Library, and Athletics. If it is determined that a need exists that can best be fil ed by a temporary
appointment, the hiring department may request authorization from the appropriate Vice President to
hire a temporary faculty member.

1. Adjunct Faculty

The conditions outlined in Section 4.7.1 B shal apply to the appointment of an Adjunct
Faculty member.

2. Temporary Administrative, Research, and Library Faculty

The fol owing conditions shal apply to the appointment of a temporary administrative,
research, or library faculty member: (a) a temporary appointment may be made without a
search; (b) the duration of a temporary appointment shal not exceed twelve months; (c) a
temporary appointment shal not be renewable, except that under extraordinary
circumstances with the approval of the appropriate vice president, the appointment may be
renewed for an additional period of up to twelve months; (d) a candidate for a temporary
appointment must possess the qualifications that would be required for a regular
appointment to the same position; and (e) the hiring department must submit a brief job
description along with the hiring paperwork.

3. Temporary Athletics Faculty

The fol owing conditions shal apply to the appointment of a temporary athletics faculty
member: (a) a temporary appointment may be made without a search; (b) the duration of a
temporary appointment shal not exceed twelve months; (c) a temporary appointment shal
not be renewable, except that under extraordinary circumstances with the approval of the
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appropriate vice president, the appointment may be renewed for an additional period of up
to twelve months; and (d) a candidate for a temporary appointment must possess the
qualifications that would be required for a regular appointment to the same position.


4.8.2 Locus of Appointment

Each teaching/research faculty member shal have a locus of appointment in an academic department
or division of CSM, which shal be stated in the faculty member's employment contract or letter of
appointment. A faculty member holding a joint appointment shall have a locus of appointment in one
or both of the academic departments/divisions sharing responsibility for the appointment as specified
below in paragraph 4.7.3.


4.8.3 Internal Joint Appointments

Joint appointments shal be made only when the professional activities of a faculty member fal within
the purview of two or more CSM departments or divisions and al required approvals for a joint
appointment have been given. The personal preference of a faculty member, by itself, shall not
constitute sufficient justification for a joint appointment. A joint appointee shall have a locus of
appointment in one or both of the departments or divisions contracting for the faculty member's
effort. The joint appointee and the concerned department heads shal by mutual agreement
determine the joint appointee's locus of appointment. If a consensus decision cannot be reached
among the affected parties regarding locus of appointment, the Provost shall decide this issue. In all
joint appointments, a written agreement addressing the subjects of evaluation, promotion, tenure,
locus of appointment, and a specific division of supervisory responsibility between the department
heads shall be executed by all concerned parties.

4.8.4 Change of Locus of Appointment

On occasion, the professional activities of a faculty member, tenured or teaching, may evolve such
that the faculty member’s appointment aligns with the purview of a CSM department other than the
faculty member’s current locus of appointment. In that case, subject to the process described herein,
the locus of appointment can be changed. Such a change must be codified in a new contract or letter
of appointment.

Tenure-track faculty may not change locus of appointment through this process. Further, the intent
of this policy is to provide a process for realignment of existing appointments, not create new joint
appointments, which are governed by section 4.7.3.

In determining whether the requested department change is appropriate, the elements of the faculty
member’s record to be considered include, but are not limited to the fol owing:

a. academic credentials,
b. previous instructional activities, potential instructional overlap with or contribution to the
proposed new department, and recent student teaching evaluations at CSM,
c. if appropriate, previous research activities, and potential research overlap with or
contribution to new department,
d. internal service record at CSM,
e. professional society affiliations and external service record,
f. if appropriate, graduate student advising history at CSM, and
g. col aborations with and other potential contributions to the department to which the faculty
member desires to be appointed.

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The process for reviewing such a change is as fol ows:

1. The faculty member should first informal y confer with both his or her current department
head or division director (DHDD) and the proposed new DHDD to explore the possibility and
desirability of a change in appointment locus.
2. To formal y request a change in appointment locus, the faculty member should prepare a
dossier for submission to both his or her current (DHDD) and the proposed new DHDD. The
dossier should follow the format of a faculty promotion dossier, with the exclusion of external
letters of recommendation. The candidate should also include as part of “other information”
a clear rationale why his or her professional activities align with the purview of the new
department.
3. The Departmental Promotion and Tenure Committee for tenured faculty or Departmental
Promotion Committee for teaching faculty in the proposed new department shal review the
dossier and provide a letter of recommendation.
4. The DHDDs in the old and proposed new departments shal individual y supply letters of
recommendation to the package, and the DHDD in the proposed new department shal
supply the cover memorandum for the package.
5. For appointment changes within a single col ege, the Dean of the Col ege has final authority
to approve the change in locus of appointment. The Dean shal review the package and
render a decision. With an affirmative decision, the Dean shal 1) work with the respective
DHDDs on a transition plan for the appointment; 2) notify the Provost of approval of the
change in appointment locus; and 3) work with the Office of the Provost to revise the faculty
member’s contract and issue a new letter of appointment.
6. For appointment changes that span col eges, each Dean shal review the package, add a
letter of support and forward the package to the Provost. The Provost shall review the
package and render a decision. With an affirmative decision, the Provost shall direct the
Deans to 1) work with the respective DHDDs on a transition plan for the appointment, and 2)
work with the Office of the Provost to revise the faculty member’s contract and issue a new
letter of appointment.
7. Decisions rendered by the Dean or Provost, whichever is appropriate, are final and may not
be appealed.

4.9 PROBATIONARY APPOINTMENTS

Only tenure-track appointments at CSM are probationary in nature. Exempt employees in non-tenure
track appointments are employees at-wil and, as such, are subject to termination at any time, with or
without cause. However, in the case of Teaching Faculty whose appointments are non-renewed, such
terminations are subject to the notice requirements and appeal rights provided in Section 9 below.

A tenure-track appointment is inherently probationary in nature for the full term of the appointment
described in the faculty member’s employment contract. At the conclusion of the tenure-track period,
which under normal circumstances may last up to seven years, the employee has usual y either achieved
tenure or been terminated for failing to achieve tenure. After the Preliminary Tenure Review has been
performed, a tenure-track faculty member may be terminated for failing to demonstrate sufficient
progress toward tenure. However, tenure-track faculty members possess ful grievance rights and retain
their appeal rights in al cases of termination for cause other than insufficient progress toward tenure.
[The subjects of academic tenure and the tenure review process are discussed in subsection 8.1 below.]




4.10 FACULTY EMPLOYMENT CONTRACT AND OFFER LETTER PROCESS
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4.10.1 Employment Contract Form List

All employment contract forms currently in use at CSM are ful y reproduced in the Academic Affairs
Procedures Manual. For quick reference, the fol owing is a complete listing of the employment
contract form titles. As new employment contract forms are approved for use at CSM, or currently
used forms are discontinued, the list shall be updated, as appropriate. (Template forms for offer
letters for positions not listed below are available through the office of Human Resources.)


A.
Faculty Employment Contracts

1. Tenured Faculty Employment Contract
2. Tenure-Track Faculty Employment Contract
3. Non-Tenured Faculty Employment Contract - Nine-Month Appointment
4. Non-Tenured Faculty Employment Contract - Twelve-Month Appointment
5. Library Faculty Employment Contract


B.
PERA Retiree Employment Contracts

1. Exempt Faculty Employment Contract - PERA Retiree Appointment
2. Sponsored Program Employment Contract - PERA Retiree Appointment



C.
Additional Appointment Addenda

1. Administrator Addendum
2. Department Head Addendum
3. Acting or Interim Department Head Addendum
4. Assistant Department Head / Program Director Addendum
5. Special Sabbatical Assignment Addendum



D. Extra Duties Contracts

1. Extra Duties Contract - Lump Sum Remuneration
2. Extra Duties Contract - Hourly Remuneration
3. Extra Duties Contract - Part-Time Athletics Coach


4.10.2 General Employment Procedure

Each new faculty member shal receive a CSM employment contract or offer letter. In subsequent
years, each continuing faculty member shall be sent a letter each summer notifying the faculty
member of his or her salary for the upcoming academic or fiscal year (as the case may be). If a
faculty member's title or rank changes, a new employment contract or appointment letter shal be
issued by CSM to reflect such change of title or rank. Academic faculty who have an additional
appointment as an administrator, department head, or a Dean of the College, shall receive an
addendum regarding the additional appointment, and in subsequent years he or she shall be given
salary update information concerning the additional appointment in the salary notification letter.
Other employment contracts, such as extra duties contracts, shal be issued as necessary.




4.10.3 Employment Contract Period or Term of Appointment
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A. Tenured and Tenure-Track Faculty

The contract period for tenured and tenure-track faculty normal y runs from the date of the
annual Faculty Conference to the date of spring Commencement for each academic year. Any
exception to these dates shal be noted on the employment contract form or salary notification
letter tendered annually by CSM to the faculty member. Academic year salary is generally paid to
faculty members in nine equal instal ments on the last business day of each month from
September through May. Faculty may request to receive their academic year salary in twelve
equal instal ments. To do so, a deferred pay agreement must be completed in the Human
Resources office prior to the first day of work in the fal semester and is irrevocable for the
academic year to which it applies. If the period of actual service does not equal a full academic
year, salary wil be earned in proportion to the fraction of the academic year in which services
were actual y rendered.


B.
Non-Tenure-Track Faculty

Subject to their legislatively mandated employment-at-wil status, the appointment renewal
period for non-tenure-track faculty wil vary according to the duration of the funding which has
been secured to support the faculty member's position. Salary shall be paid in monthly
installments on the last business day of each month. If the period of actual service does not
equal the full length of the appointment, salary wil be earned in proportion to the fraction of the
appointment period in which services were actual y rendered. In the case of Teaching Faculty,
non-renewal of non-tenure-track faculty appointments is subject to the applicable notice
requirements and appeal rights, if any, provided in Section 9 below.


C. Administrative Faculty

Subject to their legislatively mandated employment-at-wil status, the salary evaluation and
adjustment period for administrative faculty, and other exempt CSM employees whose salaries
are calculated on a twelve-month basis, is July 1st through June 30th of each year. Salary shal
be paid in twelve equal installments on the last business day of each month. If the period of an
administrative faculty member's actual service does not equal a full year, salary wil be earned in
proportion to the fraction of the year in which services were actually rendered.

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