Ohio Admin. Code 3339-7-11
TCPL faculty includes lecturers and clinical lecturers with the ranks of assistant, associate and senior lecturer as well as teaching and clinical faculty with the ranks of assistant, associate and full professor. Collectively, these positions are referred to as TCPL faculty.
Divisions must work within the structure of governance processes to modify this limitation and to address faculty composition more broadly. Divisions must adhere to their faculty composition policy and the dean of the college/school must annually communicate with faculty on current and historical trends in faculty mix. This communication should provide context including relevant budgetary resources and curricular needs. The provost will annually update the university senate on changes to divisional policies and faculty mix. Any changes that incur a raising of the new caps in this resolution must be approved by senate.
To facilitate the professional development and position the TCPL faculty member for promotion to the associate level, the TCPL faculty member will develop, in concert with their department chair, a philosophy of teaching and service , and emanating from that philosophy an agenda or plan of activities. This plan should be tailored to the specific professional expertise of the faculty member and the needs of the curriculum, program/department, division, and students. Plans must be approved by the dean and provided to departmental and divisional promotion and tenure committee as annual reports and dossiers are evaluated.
Plans must be flexible and open to revision, assuming faculty member, departmental, and divisional agreement on significant changes (indicated by dean approval).
Department chairs or program directors will revisit the TCPL faculty member's plan and goals as part of the annual review process.
Beginning in their second year, TCPLs must submit to the chair or program director a cumulative dossier that includes information on performance of teaching responsibilities academic advising (if assigned) and service as defined by the professional development plan.
Beginning in their second year, departmental promotion committees and chairs must provide a cumulative annual assessment of the dossier, TCPL faculty member's strengths and weaknesses and specific recommendations for improvement. The second and third year assessments, must be submitted to the dean for review.
A lecturer must:
A teaching faculty member must:
Appointments to TCPL faculty positions at the rank of assistant are made on an academic year basis. If not renewed, the TCPL faculty member will be given notice of non-reappointment by February fifteenth. An assistant tcpl faculty member is eligible to receive, but not entitled to expect, annual renewal of the appointment. No person shall serve more than five academic years as an assistant TCPL.
Following a comprehensive evaluation and review in the fourth year, a TCPL faculty member may be promoted to the associate level. If not promoted, the TCPL faculty member will be given one full academic year's notice of non-reappointment before July first. A faculty member who failed to achieve promotion may reapply for promotion during their terminal fifth year. In the event the faculty member does not achieve promotion during their terminal fifth year, their employment will cease at the end of their terminal year.
Appointments at the rank of associate are renewable in three year increments. Faculty members are entitled to one full academic year's notice of non-reappointment by July first.
Persons who have held the rank of associate for a minimum of three years may apply for promotion to the rank of full teaching professor/clinical professor or senior lecturer/clinical lecturer.
Appointments to the rank of senior lecturer/clinical lecturer and teaching/clinical professor are renewable in five year increments. Faculty members are entitled to one full academic year's notice of non-reappointment by July first.
A TCPL faculty member who:
This extension may be granted whether or not sick leave, personal leave, or family and medical leave has been taken. Written requests for such extensions must be made within one year of the birth, adoption, or serious health condition and must be made before the beginning of the academic year in which the application for promotion to associate is required (i.e. the fourth year). There may be other circumstances that require substantial amounts of time or produce excessive stress that would justify granting an extension of one year. In such cases, the TCPL faculty member may apply in writing to the provost, who in consultation with the department chair, the program director (when appropriate), the dean of the regional campuses (when appropriate), and the divisional dean, will determine whether such an extension should be granted. Any such request for an extension must be made within one year of the occurrence of the circumstance and must be made before the beginning of the academic year in which the application for promotion to associate is required (i.e. the fourth year).
There is a limit of one extension.
TCPL faculty at the rank of associate or higher may be non-renewed for failure to perform duties and associated responsibilities in a satisfactory manner. The faculty member will first be given written notice of the deficiencies in performance and a full academic year (two full semesters) in which to demonstrate that the problem or deficiency has been overcome. In the event the faculty member does not overcome the deficiencies, the faculty member is entitled to a full-year's notice of non-reappointment. The university may issue the notice of deficiencies and a contingent notice of non-reappointment concurrently (e.g., give notice to the faculty member by July first that in the event these deficiencies are not overcome, the TCPL faculty member's appointment will not be renewed beyond the upcoming academic year.)
TCPL faculty appointments may be terminated for cause at any time by the provost. Chairs/program directors and deans may recommend termination by providing written notice specifying the reasons for the proposed termination, along with supporting documentation, to both the faculty member and the provost.
The faculty member will receive an initial written notice specifying the reasons for the proposed termination from the provost along with supporting documentation. The notice will be accompanied by an opportunity for the faculty member to be heard either in a meeting with the provost or provost's designee or to respond in writing, at the faculty member's election. Faculty members are entitled to be accompanied by an advisor of their choice (including legal counsel) to the meeting with the provost.
If, following the meeting or receipt of the faculty member's written response, the provost determines that termination is not appropriate, the provost may impose one or more disciplinary sanctions and/or specify the terms and conditions under which the faculty member may remain employed. If the provost determines that termination is appropriate, the provost shall provide a written notice stating the reasons for termination. The decision of the provost is final.
Upon the written recommendation of the chair/program director and/or with the written approval of the dean and provost, TCPL faculty positions may be eliminated due to budget constraints (to include lack of funds and/or lack of work) or reorganization. TCPL faculty at the rank of associate or above are entitled to at least one full academic year's advance written notice of position elimination.
If practicable, after considering the comprehensive instructional needs of the department, the chair should first seek to eliminate per credit hour, part-time and temporary faculty before eliminating lecturers and teaching faculty.
If other employment has not been secured by the end of the notice period, the university will provide severance pay to a faculty member with at least five academic years of continuous full-time Miami service. The severance pay program is intended to provide financial assistance during a period of employment transition. Eligible faculty members will receive one week of severance pay for each completed academic year of continuous Miami service beyond five academic years. Should the eligible faculty member secure other employment prior to or within the severance pay period (not inclusive of summer or winter term), he or she shall receive one-fourth of the unused severance pay in a lump sum.
Faculty who participate in a university faculty retirement incentive program are not eligible for severance pay. Faculty receiving severance pay are required to notify their chair and academic personnel services as soon as other employment is obtained.
All assistant TCPL faculty members who began teaching at Miami in their current position prior to July 1, 2019 could elect to opt out of this policy. Upon such written election, the assistant TCPL was eligible to receive, but not entitled to expect, additional one-year appointments without limitation on the number of years of employment at the Assistant rank but will not be eligible for promotion. Eligible TCPLs had until December 20, 2019 to opt out and such decision is irrevocable.
Assistant TCPLs who began teaching at Miami in their current position prior to July 1, 2019 who do not opt out of this policy have four academic years before they are required to apply for promotion to the rank of associate (i.e. until the 2022-2023 academic year). With the approval of the department chair, program director (as appropriate), dean and provost, a TCPL faculty member may credit up to three years of prior Miami service at the assistant rank toward the four year promotion period.
Replaces: 3339-7-11
Ohio Admin. Code 3339-7-11
Promulgated Under: 111.15
Statutory Authority: 3339.15
Rule Amplifies: 3339.15
Prior Effective Dates: 03/21/2005, 10/14/2005, 10/31/2006, 10/17/2007, 11/14/2009, 09/17/2010, 10/14/2011, 03/06/2015, 11/03/2016, 12/06/2018, 11/11/2019, 02/12/2021, 11/01/2021, 10/01/2022