1.    All proposals for appointment or advancement in salary of Professors shall be made in writing by the Chair of the department concerned and sent to the Dean of the Faculty for transmission to the President. Appointment of Professors shall normally be made only after formal consultation (a formal vote taken at a meeting) with the Professors and the tenured Associate Professors having full or joint appointments in the department. Proposals for advancement in salary of Professors shall be made by the Chair of the department. In cases of joint appointment, action is taken in each of the departments involved.

       These proposals shall be presented by the President to the Faculty Advisory Committee on Appointments and Advancements. After consultation with this Committee, the President recommends to the Board of Trustees such action as he or she may deem proper.

2.    Professors are appointed without express limitation as to term (i.e., having continuing tenure). Proved abilities as an outstanding scholar and teacher with the capacity to make important contributions to the department shall be essential qualifications for appointment as professor; qualifications for making other contributions to the welfare of the University shall also be taken into account.

3.    In recommending a Professor for advancement in salary, the quality of scholarship and teaching shall be primary considerations and service to the University community an important consideration.

1.    All proposals for appointment, reappointment, or advancement in rank or salary of Associate Professors shall be made in writing by the Chair of the department concerned and sent to the Dean of the Faculty for transmission to the President. They shall normally be made only after formal consultation (a formal vote taken at a meeting) with those Professors having full or joint appointments in the department. Associate Professors shall also be consulted with regard to the appointment of Associate Professors. In cases of joint appointment, action is taken in each of the departments involved.

       These proposals shall be presented by the President to the Faculty Advisory Committee on Appointments and Advancements. After consultation with this Committee, the President recommends to the Board of Trustees such action as he or she may deem proper.

2.    The first appointment to the Faculty in the rank of Associate Professor may be for a term of up to three years. The service of the appointee shall then terminate unless he or she is reappointed. Departments shall recommend action in such cases not later than December first of the final year of the appointment. In an exceptional case, the appointee may be reappointed for one year only; otherwise reappointment is without express limitation as to term (i.e., with continuing tenure).

       Departments may recommend that the initial appointment of an Associate Professor be without express limitation as to term (i.e., with continuing tenure). Associate Professors who are promoted to that rank hold appointment without express limitation as to term (i.e., with continuing tenure).

3.    Proved abilities as a scholar and teacher shall be essential qualifications for recommendation of appointment as Associate Professor; qualifications for making other contributions to the welfare of the University shall also be taken into account in making any such recommendation.

4.    In judging and recommending any Associate Professor for advancement in rank or salary, or for reappointment, departments shall make the quality of scholarship and teaching primary considerations and service to the University community an important consideration.

1.    All proposals for appointment, reappointment, or advancement in rank or salary of Assistant Professors shall be made in writing by the Chair of the department concerned and sent to the Dean of the Faculty for transmission to the President. They shall normally be made only after formal consultation (a formal vote taken at a meeting) with the Professors and Associate Professors having full or joint appointment in the department.

2.    All proposals concerned with the reappointment or advancement in rank or salary of Assistant Professors shall be presented by the President to the Faculty Advisory Committee on Appointments and Advancements. After consultation with this Committee, the President recommends to the Board of Trustees such action as he or she may deem proper.

3.    The normal initial appointment of an Assistant Professor is for a three-year term.

       An Assistant Professor may be recommended for reappointment for a second three-year term. He or she shall be notified not later than December first of the third year of his or her initial appointment whether or not the department recommends reappointment for a second three-year term. The Chair of the department shall submit to the Dean of the Faculty the department’s recommendation, and the material on which it is based, for consideration by the Faculty Advisory Committee on Appointments and Advancements. Whatever the recommendation, the material submitted to the Dean of the Faculty shall include a written report evaluating the Assistant Professor’s performance and promise according to the criteria in paragraph 10 below and stating, in full, the grounds for the department’s recommendation.

       If the department’s recommendation is to reappoint, the Committee shall advise the President regarding the recommendation. If the department’s recommendation is not to reappoint, the Committee may either (a) let the department’s negative recommendation stand or (b) suggest that the department reconsider its recommendation in the light of any comments the Committee may offer. The department shall report to the Dean of the Faculty the results of such reconsideration.

4.    Normally an Assistant Professor shall not be appointed in that rank for more than a total of six years. If the Assistant Professor is reappointed for a second three-year term, he or she shall be notified, not later than November fifteenth of the sixth year of appointment, of the department’s intention to recommend or not to recommend promotion to Associate Professor.

       The Chair of the department shall submit to the Dean of the Faculty the department’s recommendation with respect to promotion, and the material on which it is based, for consideration by the Faculty Advisory Committee on Appointments and Advancements. Whatever the recommendation, the material submitted to the Dean of the Faculty shall include a written report evaluating the Assistant Professor’s work and potential according to the criteria in 10 below and stating, in full, the grounds for the department’s recommendation. Candidates for promotion and advancement to tenure shall be invited to submit a written evaluation to the department concerning scholarship, teaching, and service to the University and a list of referees. This submission is entirely voluntary; failure to submit may in no way count against the candidate. It shall be considered in the department’s own evaluation of the candidate and shall be forwarded along with the department's recommendation to the Faculty Advisory Committee on Appointments and Advancements. A department that solicits letters from outside referees for use by the department itself shall take care to consult some referees suggested by the candidate. All letters received by the department shall be forwarded to the Committee on Appointments and Advancements.

       If the department’s recommendation is to promote, the Committee shall advise the President directly regarding the recommendation. If the department’s recommendation is not to promote, the Committee may either (a) let the department’s negative recommendation stand or (b) suggest that the department reconsider its recommendation in light of any comments the Committee may offer. The department shall report to the Dean of the Faculty the results of such reconsideration.

       When the Faculty Advisory Committee on Appointments and Advancements rejects a departmental recommendation for reappointment or advancement, the Dean of the Faculty shall invite the candidate to a discussion of the case.

5.    Only under the following exceptional circumstances and on no more than one occasion may a department recommend an Assistant Professor for an additional appointment of up to three years beyond the normal total of six years: (a) where the type of scholarship in which the Assistant Professor is engaged requires an unusually long period of time to make an adequate scholarly reputation or (b) where for other extraordinary reasons an Assistant Professor has not had adequate opportunity to demonstrate his or her ability and potential as a teacher-scholar. Such an appointment shall not, however, in itself be construed as creating a presumption of eventual attainment of tenure.

6.    An Assistant Professor who becomes the parent of a child by birth or adoption will automatically be granted a one-year extension of term by the Dean of the Faculty, upon notification by the Assistant Professor’s department. The Assistant Professor’s service may be extended by one year for each child, including twins and other multiple births or adoptions. Extensions are available to (1) all Assistant Professors in the first term, before the final year of that term; (2) Assistant Professors in the final year of the first term who have been reappointed to a second term; and (3) Assistant Professors in the second term, before the final year of that term. Notifications of such extensions should be made by the Assistant Professor’s department in writing to the Dean of the Faculty as soon as possible after the childbirth and/or adoption, but in no case later than September fifteenth of the year in which a recommendation on the Assistant Professor’s reappointment or promotion to tenure must be made. Extensions on grounds of childbirth and/or adoption do not preclude an additional appointment according to the provisions of 5 above.

7.    If promotion to Associate Professor does not occur, the sixth year of appointment as Assistant Professor shall normally be considered terminal, unless additional appointment as Assistant Professor occurs as provided in 5 or 6 above, in which case the final year of additional appointment shall be considered terminal. One additional terminal year reappointment may be made. It should be based upon specific agreement in writing with the Faculty member for whom recommendation is made that such further appointment has no implications concerning promotion to tenure at Princeton.

8.    In judging and recommending Assistant Professors for further appointment, departments, without being bound by any rule of equivalence, shall take into account prior service at other academic institutions. Assistant Professors may request that a departmental decision on promotion to Associate Professor be made earlier than the sixth year in the rank. If the promotion is denied, the Assistant Professor must be reviewed again at the end of the regular appointment as in 4 above.

9.    Appointment to a Bicentennial Preceptorship is for a three-year term which replaces the remainder of the term of appointment as an Assistant Professor. An Assistant Professor, who is appointed as a Bicentennial Preceptor during the first three-year term, may later be appointed for a one-year or two-year term as Assistant Professor to complete six years in the rank, with possible appointment thereafter as provided in 5 and 6 above. No appointment to a Bicentennial Preceptorship shall be made which would come into effect later than the beginning of the fifth year of an Assistant Professorship.

       Appointment to a University Preceptorship is held concurrently with appointment as Assistant Professor, normally for a three-year term. However, a Preceptorship expires at the completion of the regular term as Assistant Professor or any extension of that term. In the event the recipient of a Preceptorship is promoted to tenure at any time during the term of the preceptorship, the recipient will continue to receive its benefits until the preceptorship expires.

10.   In judging and recommending Assistant Professors for advancement in rank or salary, or for further appointment, departments shall make the quality of scholarship and teaching primary considerations and service to the University community an important consideration.

11.   Chairs of departments are required to have annual reviews with Assistant Professors. Each such review is an important occasion in the career of the non-tenured faculty member, and the Chair should therefore prepare for the review by consulting with colleagues familiar with the teaching and research of the Faculty member. The Chair should, at the review, explain fully, frankly, and tactfully the department’s view concerning the Faculty member’s progress and prospects. If the Chair believes that departmental priorities or situations are, or are becoming, adverse to the prospects of a particular member, that information should be conveyed and its implications assessed.

       The third-year review of Assistant Professors should be especially frank and thorough. The Chair should appoint a subcommittee consisting of one or more tenured members of the department qualified to review the scholarly work and teaching of the candidate for reappointment. The subcommittee should report formally to the tenured members of the department. The candidate should be informed of useful criticism.

1.    The designation of University Lecturer is reserved for individuals with a distinguished record of professional accomplishment as instructors and/or scholars in traditional academic fields of study represented by our tenured and tenure-track Faculty.

2.    All proposals concerned with the appointment of University Lecturers or promotion of Lecturers or Senior Lecturers to the rank of University Lecturer shall be made in writing by the Chair of the department or Director of the program concerned and sent to the Dean of the Faculty. They shall normally be made only after formal consultation (a formal vote taken at a meeting) with the tenured and tenure-track Faculty members and full-time University Lecturers and Professors of the Practice having full or joint appointment in the department or program.

       These proposals shall be presented by the Dean of the Faculty to the Faculty Advisory Committee on Appointments and Advancements in the Lecturer Ranks. After consultation with this committee, the Dean of the Faculty will take such action as they deem proper.

3.    In the beginning of the final year that an individual is on a multi-year appointment at the rank of University Lecturer, the department or program shall review the appropriateness of extending the appointment and shall notify the candidate not later than December 1 whether or not the department or program recommends reappointment and the length of the term of the proposed reappointment. Unless a University Lecturer is notified in writing by the Dean of the Faculty (not the department Chair or program Director) that their appointment has been renewed, the appointment will terminate on the end date of the current appointment.

4.    All proposals for reappointment or advancement in salary of University Lecturers shall be made in writing by the Chair of the department or Director of the program concerned and sent to the Dean of the Faculty. Proposals for reappointment shall normally be made only after formal consultation (a formal vote taken at a meeting) with the members of the tenured and tenure-track Faculty members having full or joint appointment in the department or program. Proposals for advancement in salary of University Lecturers shall be made by the Chair of the department or the Director of the Program. In cases of joint appointment, action is taken in each of the departments/programs involved.

1.    The designation of Professor of the Practice is reserved for distinguished practitioners who demonstrate eminence in their field and sustained accomplishment and activity in their area of practice, such as industry, entrepreneurship, government, journalism, or the creative or performing arts. This rank is intended for those who are experienced in a field of practice and teach subject matter that is not normally taught or represented by our tenured and tenure-track Faculty. The rank of Professor of the Practice is meant primarily to enable departments and programs to appoint practitioners with national and international reputations to contribute to and participate in our instructional programs in a meaningful way.

2.    All proposals concerned with the appointment of Professors of the Practice or promotion of Lecturers or Senior Lecturers to the rank of Professor of the Practice shall be made in writing by the Chair of the department or Director of the program concerned and sent to the Dean of the Faculty. Such proposals shall normally be made only after formal consultation (a formal vote taken at a meeting) with the members of the tenured and tenure-track Faculty members and full-time University Lecturers and Professors of the Practice having full or joint appointment in the department or program.

       These proposals shall be presented by the Dean of the Faculty to the Faculty Advisory Committee on Appointments and Advancements in the Lecturer Ranks. After consultation with this committee, the Dean of the Faculty will take such action as they deem proper.

3.    In the beginning of the final year that an individual is on a multi-year appointment at the rank of Professor of the Practice, the department shall review the appropriateness of extending the appointment and shall notify the candidate not later than December 1 whether or not the department recommends reappointment and the length of the term of the proposed reappointment. Unless a Professor of the Practice is notified in writing by the Dean of the Faculty (not the department Chair or program Director) that their appointment has been renewed, the appointment will terminate on the end date of the current appointment.

4.    All proposals for reappointment or advancement in salary of Professors of the Practice shall be made in writing by the Chair of the department or Director of the program concerned and sent to the Dean of the Faculty. Proposals for reappointment shall normally be made only after formal consultation (a formal vote taken at a meeting) with the tenured and tenure-track Faculty members having full or joint appointment in the department or program. Proposals for advancement in salary of Professors of the Practice shall be made by the Chair of the department or the Director of the Program. In cases of joint appointment, action is taken in each of the departments/programs involved.

1.    The designation of Senior Lecturer is accorded to individuals with a record of significant professional accomplishment and experience.

2.    All proposals concerned with the appointment of Senior Lecturers or promotion of Lecturers to the rank of Senior Lecturer shall be made in writing by the Chair of the department or Director of the program concerned and sent to the Dean of the Faculty. Such proposals shall normally be made only after formal consultation (a formal vote taken at a meeting) with the tenured and tenure-track Faculty members and full-time University Lecturers and Professors of the Practice having full or joint appointment in the department or program.

       These proposals shall be presented by the Dean of the Faculty to the Faculty Advisory Committee on Appointments and Advancements in the Lecturer Ranks. After consultation with this committee, the Dean of the Faculty will take such action as they deem proper.

3.    In the beginning of the final year that an individual is on a multi-year appointment at the rank of Senior Lecturer, the department shall review the appropriateness of extending the appointment and shall notify the candidate not later than December 1 whether or not the department recommends reappointment, and the length of the term of the proposed reappointment. Unless a Senior Lecturer is notified in writing by the Dean of the Faculty that their appointment has been renewed, the appointment will terminate on the end date of the current appointment.

4.    All proposals for reappointment or advancement in salary of Senior Lecturers shall be made in writing by the Chair of the department or Director of the program concerned and sent to the Dean of the Faculty. Proposals for reappointment of Senior Lecturers shall normally be made only after formal consultation (a formal vote taken at a meeting) with the tenured and tenure-track Faculty members and full-time University Lecturers and Professors of the Practice having full or joint appointment in the department or program. In case of joint appointment, action is taken in each of the department/programs involved.

1.    The designation of Lecturer is accorded to individuals participating in instructional programs of the University. Appointment as a Lecturer is normally for one year at a time but, to accommodate curricular needs or certain projects, appointments can be up to three years. All lecturer appointments are subject to annual or term renewals. Unless a lecturer is notified in writing by the Dean of the Faculty (not the department Chair or program Director) that their appointment has been renewed, the appointment will terminate on the end date of the current appointment.

2.    All proposals for appointment, reappointment, or advancement in salary of Lecturers shall be made in writing by the Chair of the department or Director of the program concerned and sent to the Dean of the Faculty. Proposals for appointment, reappointment or advancement in salary of full-time Lecturers shall normally be made only after formal consultation (a formal vote taken at a meeting) with the tenured and tenure-track Faculty members and full-time University Lecturers and Professors of the Practice having full or joint appointment in the department.

3.    In their sixth year of service teaching more than .40 FTE or 40% duty-time, Lecturers shall be notified in writing either (a) that further appointments as Lecturer shall be for equal to or less than .40 FTE or 40% duty-time, or (b) that the seventh year shall be the terminal year of employment, or (c) that they are being recommended to the Faculty Advisory Committee on Appointments and Advancements in the Lecturer Ranks for promotion to Senior Lecturer or Professor of the Practice or University Lecturer. Exceptions to the seven-year limit may be made if the department or program can demonstrate to the satisfaction of the Dean of the Faculty (1) that the appointment meets an indispensable academic purpose and (2) that the lecturer meets all expectations in this role.

       Appointment as Lecturer to teach at a duty-time equal or less than .40 FTE or 40% in an academic year may be renewed on the recommendation of the department and with the approval of the Dean of the Faculty.

4.    On recommendation of a department, and with the permission of the Dean of the Faculty, members of the Professional Staffs who are assigned teaching duties may, during the semester or academic year in which such assignments are made, hold a secondary appointment as a Lecturer, Senior Lecturer, Professor of the Practice, or University Lecturer, as appropriate. All proposals concerned with the appointment or promotion of a member of the Professional Staffs to the rank of Senior Lecturer, Professor of the Practice, or University Lecturer as a secondary appointment shall be made in writing by the Chair of the department or Director of the program concerned and sent to the Dean of the Faculty. Such proposals shall normally be made only after formal consultation (a formal vote taken at a meeting) with the tenured and tenure-track members of the Faculty and full-time University Lecturers and Professors of the Practice having full or joint appointment in the department or program. These proposals shall be presented by the Dean of the Faculty to the Faculty Advisory Committee on Appointments and Advancements in the Lecturer Ranks. After consultation with this committee, the Dean of the Faculty will take such action as they deem proper. 

1.    All proposals for appointment, reappointment or advancement in rank or salary of Instructors shall be made in writing by the Chair of the department concerned and sent to the Dean of the Faculty for transmission to the President. Proposals for appointment, reappointment or advancement in rank or salary of full-time Instructors shall normally be made only after formal consultation (a formal vote taken at a meeting) with the tenured members having full or joint appointment in the department. Those proposals concerned with part-time Instructors may be made by the Chair without formal consultation with the department.

2.    Instructors are appointed for a period of one year. An Instructor in the third year of appointment shall be notified before March fifteenth of the department’s intention to recommend promotion to Assistant Professor at that time, or within one year subject to specific conditions. Otherwise an appointment for a fourth year as an Instructor shall be considered terminal.

3.    In recommending Instructors for further appointment, departments, without being bound by any rule of equivalence, shall take into account prior service at other academic institutions.

4.    In recommending an Instructor for advancement in rank or salary, or for further appointment, departments shall make the quality of scholarship and teaching primary considerations and service to the University community an important consideration.

1.    The Dean of the Faculty shall seek to ascertain in a systematic way the views of non-tenured faculty members on the range and balance of the academic specialties in their departments and on the manner in which decisions on appointments are made in their departments.

       The Dean of the Faculty shall also review periodically the practices of all departments with regard to matters important to the quality of life of tenure-track Faculty. The results of this review should be communicated to the President and the Faculty. This review should pay particular attention among other issues to:

• the fairness with which teaching assignments are distributed, taking into account the professional development of the faculty;
• the manner in which departments select candidates for nominations to Preceptorships;
• the possible overloading of tenure-track faculty with advising and committee responsibilities; and
• the extent to which tenure-track faculty are involved formally and informally in determining policies for the department as a whole.

2.    The Dean of the Faculty shall produce and make available to all members of the tenured and tenure-track Faculty a written account of the procedures that govern the work of the Faculty Advisory Committee on Appointments and Advancements and the Faculty Advisory Committee on Appointments and Advancements in the Lecturer Ranks. This account shall describe the character of the information that the Committee receives from departments and the ways in which the Committee may solicit additional information.

3.    Each year departmental Chairs shall invite interested students and student departmental committees to express their views on the range, balance, and quality of instruction in their departments and on other matters relevant to the reappointment and advancement of Faculty members, and shall advise the students and committees that they may forward to the Dean of the Faculty for transmission to the President (and where appropriate to the Faculty Advisory Committee on Appointments and Advancements or the Faculty Advisory Committee on Appointments and Advancements in the Lecturer Ranks) comments regarding the quality of teaching by individual members of the Faculty.

1.    One member in each department shall be charged with responsibility for stressing and safeguarding the University’s commitment to affirmative action, in at least the following two respects:

       a.   He or she should keep informed on availability data concerning women and minorities in fields in which appointments are to be made. If the proportion of applicants from these groups is significantly less than the data would lead one to expect, the possible reasons should be explored with colleagues, Chairs, and the Dean of the Faculty with an eye to improving recruiting procedures.
       b.   He or she should review files of women and minority applicants rejected at the various stages of the appointment procedure, to determine whether any might merit further consideration.

2.    The Dean of the Faculty shall ask the departments to report on the measures they have taken to widen their contacts and the manner in which candidates for appointment come to the attention of the department.

3.    The Dean of the Faculty shall seek to ascertain whether perceptions of prejudice or bias affected the decisions of those who turn down offers from Princeton.

4.    The tenure flow to individual departments shall be administered with sufficient flexibility to take account of the importance to the University of broadening the Faculty to include more women and minority group members. In special situations, an effort may be made to provide additional positions to departments able to identify and attract distinguished women and minority group members.

       The following considerations and rules apply to Faculty on full-time appointment. When a Faculty member is on part-time appointment, University obligations, outside activities, and leave of absence arrangements shall be approved by the Dean of the Faculty.

1.    A Faculty member on full-time appointment has a primary obligation to the University, and outside professional activities, whether gainful or not, shall not be allowed to interfere with teaching, scholarly research, and other duties in the department or the University.

2.    During a calendar year (vacation periods excepted), a Faculty member on full-time appointment shall devote an average of no more than one working day a calendar week to outside professional activity during the academic year and portions of the summer for which salary is drawn through the University. The duty terms for part-time service shall be specified clearly at the time of hiring or at the time of moving to part-time service.

3.    The term “outside” refers to professional activities not directly associated with the fulfillment of a Faculty member’s teaching, research, and administrative commitments to the University. Such activities generally bring into play the academic expertise of the Faculty member and often bring professional benefits to the Faculty member and the University. They may or may not involve compensation. Before undertaking such activities, faculty members should satisfy themselves that the activities contribute:

       a.   to teaching and scholarship at Princeton,
       b.   to communicating and applying special knowledge outside the University, and/or
       c.   to furthering the common good.

4.    In outside professional activities, whether compensated or not, a Faculty member shall not:

       a.   violate the University’s patent policy;
       b.   permit an outside agent to have a preferred position with respect to information emanating from University activities.

5.    In outside professional activities, a Faculty member shall not commit University materials, facilities, students, or personnel for the gain or benefit of an outside enterprise. However, limited use may be made of materials, facilities, and secretarial assistance for service to professional societies in the Faculty member’s discipline and in connection with nonpartisan public service. The Chair of the department and the Dean of the Faculty shall be kept informed of such activities. Questions arising out of special circumstances shall be reviewed by the Dean of the Faculty.

6.    In outside professional activities, a Faculty member shall take care not to affect adversely either the Faculty member’s own independence or the integrity of the University. For example, a Faculty member may not accept a regular and continuing position with significant responsibility for the management of an outside enterprise. Also, a Faculty member may not become a regular and continuing employee of any outside organization, either part-time or full-time, or accept any outside position that would tend to create conflicts of interest with the position in the University.

7.     A full-time Faculty member may not teach part-time or full-time on a continuing basis in another institution or hold a regular teaching post or assignment on a continuing basis on the Faculty of another institution. Teaching under the Faculty Exchange Program at Rutgers or at the Princeton Theological Seminary, which involves no overall increase in teaching load or salary income, is an exception to this rule. Acceptance by a Faculty member of a temporary teaching appointment to give a course at an academic institution in the region is subject to approval by the Dean of the Faculty, in line with the policy that Princeton stands ready to assist a neighboring institution which is unable temporarily to fill a regular vacancy or which has a short-term vacancy for such reasons as sickness or leave of absence.

8.    A faculty member who provides by way of a restrictive and specific license extensive course materials in electronic form to any other educational institutions or to businesses aiming to profit from enrollment in their courses may be thereby involved in teaching elsewhere. (One indication of this potential conflict of commitment is that (a) the course materials are available to the public only in connection with a course offered by the educational institutions or businesses who hold the license, and (b) the materials constitute a substantial part of the content of a course at such institutions or businesses.) A faculty member who uses electronic media to engage in ongoing educational interaction with students enrolled in a course offered at another institution or through a business aiming to profit from enrollment in its academic courses, where that interaction represents a substantial part of the content of the course, shall be deemed to be teaching elsewhere. Moreover, even in the absence of ongoing educational interaction, a faculty member shall be deemed to be teaching elsewhere if the faculty member allows himself or herself to be listed as a teacher of a substantial part of a course, electronic or otherwise, offered for credit at another institution or at a business. Uncertainties about the application of these principles should be raised with the Dean of the Faculty and with the Faculty Advisory Committee on Policy. The Dean of the Faculty will report periodically to the Board of Trustees on the ongoing implementation of these policies, and the policies themselves shall be reviewed after a period of about three years.

9.    A Faculty member shall inform the departmental Chair annually, in writing, of all outside professional activities as part of the regular report on scholarly and other activities. A Faculty member shall also consult with the Chair whenever considering significant new outside professional activities. The Chair shall consult with the Dean of the Faculty concerning any exceptions to these rules and forward for consideration any special circumstances that may arise.

10.  Only the Dean of the Faculty may approve exceptions to, or exemptions from, these rules concerning outside professional activities.

       As of July 1, 1994, retirement of tenured Faculty at age 70 is no longer mandatory. Retirement from the University is a voluntary termination. A Faculty member who wishes to discuss retirement should consult with the Chair of the department and with the Dean of the Faculty.  Emeriti may teach on an occasional and part-time basis when needed with the rank of Professor Emeritus (Teaching) or Associate Professor Emeritus (Teaching).

       A member of the Faculty unable to perform the normal duties because of a disability may be terminated at the option of the University, if a reasonable accommodation will not allow that person to perform the essential functions of the position he or she holds, or if the University is unable to transfer that person into another position for which he or she is qualified.