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Employment Policy for Library Faculty

EMPLOYMENT POLICY FOR LIBRARY FACULTY

This statement outlines the policies and procedures governing employment for Library Faculty in keeping with UNCW Policy 08.111, Recruitment and Selection of EPA and Faculty Employees.

1. Library faculty members are exempt from the State Personnel Act (EPA) and employed on 11-month contracts.

2. Library faculty members are considered "special faculty members" per The UNC Policy Manual, Chapter 100.1 - The Code Section 610.

3. Library faculty members are hired at the rank of Lecturer/Assistant Librarian.

Annual contracts (July 1 - May 31 or August 1 -June 30) may be issued each year for four years:

1st Contract: End Date: June 30
2nd Contract: End Date: June 30
3rd Contract: End Date: June 30
4th Contract: End Date: June 30
5th Contract: End Date: June 30

4. For a new Library faculty member the University Librarian will recommend an initial annual contract to the Provost /Vice Chancellor for Academic Affairs. Upon hiring and after all paperwork and collection of credentials are complete, Human Resources will provide the initial letter of appointment with details of the annual contract period. The University Librarian's office may provide a letter of intent to hire after a position is offered and accepted by the candidate and approved by Human Resources. While this letter of intent is not an official letter of appointment, it can be helpful if the candidate is relocating and needing employment data. Library faculty members with annual contracts will receive a letter each subsequent year from the University Librarian's office indicating salary for the contract year. If the University Librarian denies an annual contract, employment ends at the end of the contract year.

5. All Library faculty members will be evaluated annually. Evaluations are based on four areas: Competence and Performance in Librarianship; Professional Contributions; Scholarship, Research, Academic Achievement, and Creative Contributions; and Library, University, and Community Service Contributions as described in The Performance Criteria for Library Faculty. These criteria will be used in all evaluations of Library faculty members. Evaluations will be conducted by the supervising Library faculty member, and include a review of the Library faculty member's self-evaluation and feedback from the Library Faculty Personnel Committee. Library faculty members hired after November 30 and before the last day in February are exempt from submitting a self-evaluation for the year of hire to the Library Faculty Personnel Committee, but will submit a self-evaluation to the supervising Library faculty member. All evaluation summaries will be written and signed by the Library faculty member being evaluated, the supervising Library faculty member, and the University Librarian. A copy will be given to the Library faculty member being evaluated and a copy will be placed in his or her Personnel Folder. Evaluations are used by the University Librarian to decide whether or not to issue subsequent annual contracts.

6. Library faculty members hired July 1 through November 30 will be considered to have started employment in that fiscal year for 5-year contract review purposes. Library faculty members hired December 1 through June 30 will be considered to have started employment in the subsequent fiscal year for 5-year contract review purposes. For example, a Library faculty member hired September 1, 2006 (1st year contract: 2006-2007); a Library faculty member hired December 15, 2006 (1st year contract: 2007-2008).

7. During the first week of February of the 4th contract year, based on a positive recommendation by the Library Faculty Personnel Committee and the University Librarian, a Library faculty member may be recommended to the Provost/Vice Chancellor for Academic Affairs for a 5-year contract at the rank of Lecturer/Senior Assistant Librarian. Library faculty members who are approved by the Provost/Vice Chancellor for Academic Affairs will receive their initial 5-year contract and all subsequent 5-year contracts from the Provost's office, signed by the Provost. Library faculty members within 5-year contracts will receive a letter each year from the University Librarian's office after the initial year indicating salary for the contract year. Human Resources will provide a template compliant with relevant UNC and UNCW policies. If the Library Faculty Personnel Committee does not recommend a 5-year contract and the University Librarian and the Provost both concur, employment ends at the end of the 4th contract year.

8. During the first week of February of the 9th year of employment (the 5th year of the first 5-year contract), based on a positive recommendation by the Library Faculty Personnel Committee and the University Librarian, a Library faculty member may be recommended to the Provost/Vice Chancellor for Academic Affairs for a 5-year contract renewal at the rank of Lecturer/Associate Librarian. Evaluation and recommendation for subsequent 5-year contract renewals will be made in the 5th year of the 5-year contracts. If the Library Faculty Personnel Committee does not recommend a 5-year contract and the University Librarian and the Provost both concur, the Library faculty member will be offered a final 1-year contract.

9. If a Library faculty member applies for an internal Library position and is the successful candidate, his or her existing rank and ranked contract remain in place. The Library faculty member will receive an appointment letter from Human Resources noting the new position title with a new effective contract date. The existing ranked contract determines the end of the contract period.

10. If the Library Faculty member receives a negative annual evaluation during the 1st, 2nd, 3rd, or 4th year of a 5-year contract the supervising Library faculty member will document the performance areas needing improvement and work with the individual on a detailed plan for improvement . Continued negative evaluations may result in non-renewal of the 5-year contract in the 5th year of the contract, or discharge or suspension under the Policies of Academic Freedom and Tenure in the UNCW Faculty Handbook and Section 603 of the UNC Code during the contract period.

11. Permissible grounds for discharge or suspension of a Library faculty member are specified in the Policies of Academic Freedom and Tenure in the UNCW Faculty Handbook and Section 603 of the UNC Code. Discharge for cause, as distinct from non-renewal terminations (as noted in paragraphs 7 and 8), must be preceded by written notice of intent to discharge and is subject to invocation by the affected employee of the procedures outlined in the Policies of Academic Freedom and Tenure in the UNCW Faculty Handbook and Section 603 of the UNC Code.

ANNUAL CONTRACTS, RANKS, AND 5-YEAR CONTRACTS
Year 1 Year of hire1
Rank: Lecturer/Assistant Librarian
First annual contract*
Year 2 Second annual contract*
Year 3 Third annual contract*
Year 4 Fourth annual contract
First 5-year evaluation takes place, followed by annual evaluation
Final year of employment if 5-year contract denied
Year 5 First year of first 5-year contract**
Rank: Lecturer/Senior Assistant librarian
Year 6 Second year of first 5-year contract**
Year 7 Third year of first 5-year contract**
Year 8 Fourth year of first 5-year contract**
Year 9 Fifth year of first 5-year contract
Second 5-year evaluation takes place, followed by annual evaluation
Year 10 First year of second 5-year contract**
Rank: Lecturer/Associate Librarian
Final year of employment if second 5-year contract denied
Year 11 Second year of second 5-year contract**
Year 12 Third year of second 5-year contract**
Year 13 Fourth year of second 5-year contract**
Year 14 Fifth year of second 5-year contract
Third 5-year evaluation takes place, followed by annual evaluation
Year 15 First year of third 5-year contract**
Final year of employment if third 5-year contract denied
Year 16+ Continue in the pattern of years 10-15

1    See paragraph 6 for breakdown of start dates for 5-year contract review purposes.
*    Annual evaluation takes place. Final year of employment if no additional annual contract offered.
**   Annual evaluation takes place. 

12. Any Library faculty member who change duties or salary during the year after the issuance of the normal contract will receive a written notice of the changes from the University Librarian's office.

13. The University Librarian's office is responsible for all forms necessary to hire Library faculty members, change status, change salaries, and change rank and titles as needed by Human Resources. Human Resources works with Academic Affairs, the Budget Office, and Payroll to make needed additional changes.

14. Ranks for Library faculty:

Lecturer/Assistant Librarian - (Library faculty on 1-year contracts)
Lecturer/Senior Assistant Librarian - (Library faculty on 1st 5-year contract)
Lecturer/Associate Librarian - (Library faculty on 2nd and subsequent 5-year contracts)

15. Library faculty members will have access to the UNCW Faculty Professional Relations Commi