Reappointment at UMaine
Article 10, Evaluation, of the AFUM collective bargaining agreement requires that all unit members be evaluated by a peer committee annually, except as shown below.
- Any unit member having the rank of Professor with tenure and any unit member having the rank of Extension Educator with continuing contract shall be evaluated by the department, division or other appropriate unit every four (4) years, or more frequently upon written request of the unit member.
- Any unit member having the rank of Associate Professor with tenure, any unit member having the rank of Associate Extension Educator with continuing contract and any Lecturer with over six (6) years of continuous service in the same department, division or other appropriate unit shall be evaluated by the department, division or other appropriate unit every four (4) years, or more frequently upon written request of the unit member.
2022-2023 Timetable for AFUM Reappointment Actions
|Activity||First Year||Second Year||Third and Subsequent Year|
|Chair instructs Peer Committee regarding specific faculty to be considered, the deadline and appropriate procedures for Peer Committee action.||December 15*||September 15*||March 15*|
|Faculty member submits credentials to Peer Committee. Except for submission in the third and subsequent year appointment round, there is no standard form for this purpose.||January 4||October 5||April 3|
|Peer Committee forwards its recommendation to the Chair and to the faculty member. The faculty member may respond to this recommendation, in writing, within one week.||January 15*||October 15*||April 30*|
|Chair (Dean or Director, as appropriate) receives faculty member’s written response, if any, to the Peer Committee’s recommendation.||January 22* or within one week of receipt of the Peer Comm.’s recommendation||October 22* or within one week of receipt of the Peer Comm.’s recommendation||May 7* or within one week of receipt of the Peer Comm.’s recommendation|
|Chair (Dean or Director) forwards the Peer Committee’s recommendation, the written response of the faculty member, if any, and his/her recommendation to the Dean. The faculty member must be sent a copy of the Chair’s recommendation at the time it is forwarded to the next level of review.||February 20||November 16||May 10|
|Provost receives the recommendations submitted to the Dean and the Dean’s recommendation. The faculty member must be sent a copy of the Dean’s recommendation at the time it is forwarded to the Executive Vice President and Provost.||March 6||December 16||May 26|
|Faculty receive notice of the President’s decision.||March 31*||January 15*||June 30*|
|*Deadline specified in Article 7; other deadlines are administrative.|
Reappointment Administrative Guidelines
Sections C and D of Article 7 of the AFUM collective bargaining agreement outline a peer recommendation process for reappointment/non-reappointment which is very similar to the process used in promotion and tenure decisions. The main points of the process are summarized here.
Consideration of faculty for reappointment is automatic; the unit member does not have to request consideration. It is the department’s responsibility to identify those faculty who need to be considered for reappointment in 2022-2023 and schedule the review to fall in the appropriate reappointment cycle. Non fixed length unit faculty whose current appointment ends on or before August 31, 2023 must be considered for reappointment during the coming year.
The department chairperson is responsible for convening the peer evaluation committee. The chairperson may be an observer of the deliberations of the committee evaluation. The chairperson will provide the peer committee access to the personnel file, including student evaluation results. The peer committee or the chairperson of the peer committee must meet with the faculty member who is being evaluated for a frank discussion of the faculty member’s performance, if such a meeting is requested by the faculty member. This meeting should occur before the peer committee puts its evaluation in writing. Once the evaluation is in writing, the faculty member has one week in which to comment, also in writing, if they so desire. The response must be attached to the evaluation and both placed in the personnel file.
The peer committee need not evaluate any faculty member whose service will cease at the end of the current year. That is, any faculty member who has stated in writing an intent to resign or retire, any faculty member completing a terminal year, or any faculty member with a fixed-length or soft-money appointment which will expire this year and will not be renewed.
Following receipt of the peer committee evaluation and after the period in which faculty may comment in writing, chairpersons will prepare their evaluations which will be discussed with the dean (vice president in units without deans) according to college practice prior to being communicated, also in writing, to the faculty member.
Evaluation Criteria and Student Evaluation Forms
Each peer committee should annually review departmental evaluation criteria and student evaluation forms and procedures to consider revisions. Any revision is subject to administrative review and becomes effective at the beginning of the following academic or fiscal year. Proposed revisions to criteria should be submitted for administrative review by June 1.
Fixed Length Faculty
To ensure that AFUM faculty holding a multi-year, fixed-length term appointment who will continue their position into the next year are evaluated via the regular peer review process, they are included in the first year cycle. If their appointment is expected to end with the 2022-2023 academic year, no action is required beyond notifying the Dean or other administrative officers that the faculty member is not continuing their position at the present time. All AFUM unit faculty holding fixed-length appointments will receive a notice from Provost reminding them of the nature of their appointment by March 31 if it is ending. It is especially important that department chairs clearly communicate with fixed-length faculty about the nature of their position and potential reemployment opportunities. Approval of AFUM is required to extend fixed-length faculty beyond three years of service.
Faculty holding joint appointments are reviewed by a single peer committee for the purpose of evaluation, reappointment, tenure and promotion. The composition of the peer committee for the unit member in a joint appointment shall reflect the proportion of responsibilities assigned to the unit member in each department, division, or other appropriate unit. For the purpose of evaluation, reappointment, promotion, and tenure there shall be a single recommendation from the peer committee. Please note that a cooperating (unsalaried) appointment is not a joint appointment.
Reappointment Frequently Asked Questions (FAQs)
Who is Included in the Faculty Reappointment Cycle?
Regular faculty who do not now have tenure or continuing contract should be included in a cycle unless they have been currently reappointed beyond June 30, 2023 (for fiscal-year faculty) or August 31, 2023 (for academic-year faculty).
The evaluation and reappointment of non AFUM unit faculty, such as non-represented faculty (Union Code= blank) or part-time regular faculty (Union Code= 009), does not need to follow the AFUM time table.
How is the Reappointment cycle determined?
The AFUM agreement bases the reappointment cycle (notice of reappointment/non-reappointment) on the years of service in a probationary (tenure track or continuing contract eligible) appointment.
The reappointment cycle for soft money faculty is based on the number of years of regular University service unless otherwise noted in the faculty member’s personnel file.
All Lecturers with on-going (non-fixed length) appointments are included in the first year reappointment round. However, the AFUM Collective Bargaining Agreement no longer requires reappointment reviews and notice of reappointment to faculty holding the Instructor or Lecturer rank who have earned Just Cause Protection (more than six years of service).
Provisions for evaluating such faculty have not changed and are still in accordance with AFUM Article 10.
How do I identify which Reappointment cycle I am in?
- Those with an appointment date between December 1, 2021 and November 30, 2022 are considered part of the 1st Year Reappointment cycle.
- Those with an appointment date between December 1, 2020 and November 30, 2021 are considered part of the 2nd Year Reappointment cycle.
- Those with an appointment date of November 30, 2020 or Earlier are considered part of the 3rd & Subsequent Year Reappointment cycle.
Faculty holding fixed-length appointments and all faculty with the rank of Lecturer are included in the First Year Reappointment Cycle (who have not yet achieved “just cause protection”).
Is there a reappointment format for faculty to follow?
For 1st and 2nd Year Reappointments, there is no established University or System-wide form to follow. You should consult your College Dean’s office or Department chair’s office for the proper format.
For tenure/continuing contract eligible faculty in their 3rd and Subsequent Year Reappointment cycle, you are highly encouraged to use the UMS Tenure Application for your packet.
It is recommended to use the UMS Tenure Application as your format and keep it updated each year, as it will make the promotion, tenure, & reappointment processes easier at each level of review.
Does prior credit affect the Reappointment cycle?
No, prior credit does not affect your reappointment cycle. Prior credit only affects when a tenure-track faculty member may choose to apply for promotion or tenure.
How long may a department recommend for a reappointment term?
Following the first year, based on performance, tenure track/continuing contract eligible faculty may be reappointed for a one year term.
- First year faculty are normally reappointed for a term greater than one year.
- Second or third and subsequent year faculty may be reappointed for a one or two year term; however, the reappointment of a second or third and subsequent year faculty member, which is not for a terminal year, will guarantee employment for a year beyond the stated term.
- Ongoing lecturers may be reappointed for up to three years.
- Soft money faculty may not be reappointed for a duration which extends beyond the time for which funding is currently available. The recommendation should clearly distinguish between the term of the reappointment and the duration of funding that is currently available for the position.
Tenure track faculty should not be reappointed beyond the year of mandatory tenure/continuing contract consideration. For example, a faculty member who is to be considered for tenure/continuing contract in 2023-2024 should not be reappointed beyond the end of that academic/fiscal year.
The recommendation concerning reappointment should be to reappoint for a specific term or to reappoint for a terminal year. The recommendation is for the coming year, beginning July 1 or September 1, 2023 although reappointment of 2nd or 3rd and subsequent year faculty, which is not for a terminal year, will also guarantee employment for the 2024-2025 year.
Departmental Evaluation Criteria
College of Education and Human Development
- Education and Human Development (effective 9/1/2022)
- Education and Human Development (archive)
College of Liberal Arts and Sciences
- Communication and Journalism (effective 9/1/2015)
- Communication and Journalism (archive)
- History (effective 9/1/2020)
- History (archive)
- Mathematics and Statistics
- Modern Languages and Classics (effective 9/1/2018)
- Modern Languages (archive)
- Philosophy (effective 9/1/2020)
- Philosophy (archive)
- Physics and Astronomy (effective 9/1/2021)
- Physics and Astronomy (archive)
- Political Science (effective 9/1/2022)
- Political Science (archive)
- School of Computing and Information Science
- Computer Science (effective 9/1/2021)
- Computer Science (archive)
- New Media
- Spatial Informatics (effective 9/1/2017)
- Computer Science (effective 9/1/2021)
- School of Performing Arts
- Sociology (effective 9/1/2020)
- CLAS-Honors Preceptor of English
- CLAS-Honors Preceptor of Journalism
- CLAS-Honors Preceptor of Philosophy
- CLAS-Honors Preceptor of Psychology
- CLAS-Honors Preceptor of Political Science
College of Natural Sciences, Forestry, & Agriculture
- Animal and Veterinary Sciences
- Biochemistry, Microbiology, Molecular
- Communication Sciences and Disorders
- Cooperative Forestry Research Unit
- School of Earth and Climate Sciences
- Food Science and Human Nutrition
- School of Biology and Ecology (effective 9/1/ 2019)
- School of Economics
- School of Food and Agriculture
- School of Forest Resources (effective 9/1/2021)
- School of Marine Sciences
- School of Nursing
- School of Social Work
- Wildlife, Fisheries, and Conservation Biology (effective 9/1/2022)
- NSFA- Honors Preceptor of Genomics
Maine Business School / Graduate School of Business
- Maine Business School (effective 9/1/2021)
- Maine Business School (archive)