NOTE: Portions of this chapter may have been superseded by various Collective Bargaining Agreements.
7.10.10 There shall be four faculty ranks that include tenure-track and tenured faculty as well as non-tenure track research and clinical faculty. [Administrative January 2013]
Order of Ranks
7.10.11 Those members of the faculty who retire and have reached the rank of associate professor or professor and have served the University a minimum of ten years immediately prior to retirement shall be granted emeritus status. Members of the administration with the title dean, provost, vice president and president who have served the University ten years in that capacity immediately prior to retirement shall be granted emeritus status.
7.10.12 The University, recognizing the valuable contribution that faculty emeriti are able to render, shall make every effort to provide an office, secretarial assistance, working space and equipment to all who desire to continue their scholarly activities. These privileges shall be accorded on an annual basis by the appropriate academic dean upon recommendation of the department chairperson, depending upon the availability of funds and space, and the nature and value of the retired member's work.
7.11.10 Titles with no right to rank or tenure. Persons having the following titles (7.11.11-28) shall not have right of rank or tenure, except for rank for the positions in 7.11.18-20 and 7.11.25-27:
7.11.11 Lecturer shall normally be a limited appointee assigned to teach credit-bearing courses on a full-time basis within the academic year. [Administrative January 2013]
7.11.12 Part-time faculty are appointed on a semester-by-semester basis to teach a maximum of two credit-bearing courses per semester. [Administrative January 2013]
7.11.13 Graduate Assistant shall be a person with a bachelor's degree who has been admitted to the Graduate School and who is currently enrolled as a full-time degree student. (7.11.14-16; see also 7.80.10-7.83.11). [Administrative January 2013]
7.11.14 Graduate Teaching Assistant shall be a person who may assist with the instructional activities of a department under chair or faculty supervision (see 7.80.10-12). A graduate teaching assistant may also be an instructor of record for credit-bearing courses. [Administrative January 2013]
7.11.15 Graduate Research Assistant shall be a person conducting research on individual research projects sponsored either by the University or extra-mural funding sources (see 7.80.10 and 7.80.13-15). [Administrative January 2013]
7.11.16 Graduate Administrative Assistant shall be a person providing support in administrative offices. (See 7.80.10 and 7.83.10.) [Administrative January 2013]
7.11.17 Special Assistant shall be a person who is highly qualified to render special services but who is in none of the above categories, 7.11.11-16. [Administrative January 2013]
7.11.18 Research Associate or Research Assistant shall be a person engaged at the University principally supported by extramural funding agencies whose term of employment has no basis of permanency (see 7.43.18). [Administrative January 2013]
7.11.19 Research Associate shall be a person who has substantial research training and experience and who is well-qualified and capable of planning and directing a research project independently after having been briefed on the objectives of such a project. [Administrative January 2013]
7.11.20 Research Assistant shall be a person who has research training and experience and who is qualified to conduct research under supervision. [Administrative January 2013]
7.11.21 Coach shall be a person whose position is related to coaching of intercollegiate athletics. Salary and increments shall be determined by the Director of Athletics and approved by the President. [Administrative January 2013]
7.11.22 Visiting Professor or Visiting Associate Professor, etc. shall be a person holding academic rank at another institution, or a person regularly engaged in similar and equivalent intellectual endeavor who may be employed at the University for a limited period. [Administrative January 2013]
7.11.23 Adjunct Professor shall be a person of established reputation or distinction in his/her field who in return for adjunct status shall actively contribute to the teaching, research, or service missions of the institution. Adjunct professors shall receive no salary unless it is separately contracted. Such appointments shall continue for up to three years, following which they may be renewed according to the procedure stated below. Nominations for adjunct professor shall originate in a department and the credentials of such a person shall be examined in the same manner and with the same criteria as are used with regular faculty appointment before the candidate receives approval. The request shall be forwarded to the Dean of the College who in turn will forward it to the Office of the Provost. Reappointment of Adjunct Professors shall be based on active participation in the work of a department, college, or the University. The dean of the college shall provide a summary of such participation when requesting renewal or reappointment. [Administrative January 2013]
7.11.24 External Committee Member shall be a person, not a member of the URI graduate faculty, of established reputation or distinction in her/his field appointed by the Graduate School specifically to serve as an additional member of the thesis or defense committee for a particular graduate student. Nominations for appointments, with supporting documents, shall be made by the colleges or departments to the Dean of the Graduate School. The appointment will automatically expire with the dissolution of the committee as provided in the Graduate Student Manual. External Committee Members shall receive no compensation unless it is separately contracted. [Administrative January 2013]
7.11.25 Clinical Professor shall be a person who has reached a principal clinical position and is capable of independently planning and directing clinical service and training programs. [Administrative January 2013]
7.11.26 Clinical Associate Professor shall be a person who has had substantial experience and training in clinical service and research and is qualified to participate in clinical service and training programs in conjunction with University programs. [Administrative January 2013]
7.11.27 Clinical Assistant Professor shall be a person who, by training and experience, is capable of participating in clinical training and service programs. [Administrative January 2013]
7.11.28 Postdoctoral Research Fellow shall be a person engaged in research work in a specialized subject area for specific funded research projects. The fellowship is primarily for the benefit of the individual to aid the pursuit of study or research, and appointments are normally made for a period of up to three years. Postdoctoral Research Fellows may hold their award without reference to rank or salary schedule. [Administrative January 2013]
7.12.10 Family Relationship. Family relationship shall not be a bar to appointment, except that two persons of the same family may not hold positions in which one of them is directly responsible for making recommendations regarding promotion, tenure or salary of the other. Family is defined as spouse, children and their spouses, and siblings and their spouses and children.
7.20.10 Promotion. A person in the rank of instructor, assistant professor, associate professor (or their equivalents) who is employed full-time or part-time to carry out his/her duties shall be given annual consideration for promotion to a higher rank.
7.20.11 Budgetary provision for promotion shall be made each year in connection with the preparation of the annual budget.
7.20.12 Final decisions on promotion for the ensuing academic year shall normally be made by the President in March, but shall not be delayed beyond May. Notification to faculty members promoted shall normally be given on or about March 15, or not more than two weeks after the President acts if the decision is delayed beyond March.
7.21.10 Promotion Process. Normally, the department chairperson shall be responsible for initiating a formal proposal for promoting a member of his/her department.
7.21.11 The department chairperson shall prepare annually a written report in which every member of his/her department below the rank of professor (or equivalent) is recommended for retention in rank, promotion to a higher rank or separation from service at the University. The report shall be submitted to the appropriate dean by December 1. It shall leave space to accommodate the dean's remarks.
7.21.12 After studying the report, the dean shall discuss each proposal with the department chairperson in conference. Within a reasonable time, the dean shall then inform the department chairperson, in writing, of his/her decision on each proposal. A proposal may be marked "approved" without further explanation. If a proposal is marked "disapproved," reasons for the disapproval shall be given in writing. If further conference fails to reconcile a disagreement between the dean and the department chairperson, the President or Provost shall arbitrate the disagreement.
7.21.13 If, in the opinion of the dean or the department chairperson, a faculty member's work is so unsatisfactory under any of the criteria in 7.22.10 and 7.40.10-7.45.10 as to endanger his/her future promotion or retention, the department chairperson shall give the faculty member formal notification of the cause of dissatisfaction, either orally or in writing according to the judgment of the department chairperson. Such notification normally shall follow the annual review of the faculty member's work but may be given at any other time deemed advisable.
7.22.10 Criteria for Promotion. Promotion shall be based on the extent of value to the University. The prime mission of a university is the discovery and dissemination of knowledge; teaching, research, and service are regarded as the criteria for promotion. Since faculty positions vary in designated responsibility, these criteria may be weighted differently among departments and among individual faculty members in determining value to the University. It shall be the responsibility of the faculty of the department or other organizational unit with the concurrence of the dean to determine periodically the relative importance of the criteria that shall apply and to report this to the individual faculty members. #12-13--30
7.23.10 Promotion of Instructors. One-year contracts shall be given an instructor (or person of equivalent rank) for a maximum period of four years. At the end of each contract year, the instructor shall be eligible for reappointment in rank, contract termination or promotion. If the instructor is not to be reappointed, he/she must be informed at least three months in advance of termination, except that at the end of the third year, if it is known that the instructor will not or cannot be promoted at the end of the fourth year, the instructor must be informed of this fact before he/she signs his/her fourth year contract. Any instructor who remains through the fourth year with the assurance of reappointment at the end of that year, must also be assured of promotion to an assistant professorship effective at the beginning of the fifth year. Nothing in this paragraph shall be construed to mean that an instructor (or person of equivalent rank) cannot be promoted before the end of four years.
7.23.11 A degree candidate at this institution holding the rank of instructor or equivalent rank (see 6.11.19) shall become eligible for promotion upon (1) completion of degree requirements or (2) waiver of status as a degree candidate, either of which shall be effected within the maximum four-year period as specified in section 7.23.10.
7.23.12 Promotion of Assistant Professors. Promotion of assistant professors shall not be automatic. However, the University shall consider six years as the normal period of time to be spent in the rank of assistant professor (or its equivalent) before advancement to the next rank.
7.23.13 Promotion of Associate Professors. Promotion of associate professors shall not be automatic. The University shall not fix limits on the time to be spent as an associate professor (or its equivalent). However, 7.20.10 provides that associate professors be given annual consideration for promotion.
7.24.10 Notice of Non-Reappointment. Notice of non-reappointment, or of intention not to recommend reappointment of faculty members in the ranks of assistant professor, associate professor, and professor who have not yet acquired tenure shall be given in writing in accordance with the following standards: 1) not later than March 1 of the first academic year of service, if the appointment expires at the end of that year; or, if a one-year appointment terminates during an academic year, at least three months in advance of its termination; 2) not later than December 15 of the second academic year of service, if the appointment expires at the end of that year; 3) at least one academic year before the expiration of an appointment after two or more years of service.
7.30.10 Department Chairpersons. The chairperson of a department shall be appointed by and serve at the pleasure of the President. Normally, such appointments are for a three-year period. A department chairperson may be reappointed to that position by the President. The initial appointment and reappointments are made with the advice of the dean of the college, who shall request and consider the individual or collective preferences of the members of the department with the rank of assistant professor or above.
7.40.10 Statement of Principles on Tenure. The purpose of any system of tenure is two-fold: 1) to protect the individual; 2) to protect the institution.
7.40.11 The University during a stated number of years has the opportunity to observe and evaluate the capabilities and services of a faculty member. Each time a contract comes up for renewal the administration is charged with the responsibility of judging all the qualifications of every faculty member. This should be an affirmative and not a passive judgment. Upon this judgment must be based a decision not to reappoint those who have failed to adapt themselves to the standards of this institution, or to promote those who have achieved beyond the normal expectations or who have performed satisfactorily over a period of years. No system of tenure will work unless the administration acts with firmness in not renewing contracts of those who are not adapted by training, experience or temperament to the institution. It goes without saying that lack of success here does not necessarily imply lack of success elsewhere. In most instances, persons whose contracts are not to be renewed should be aided by the administration in obtaining another position.
7.40.12 After a faculty member has served his/her apprenticeship for a specified number of years and has been found worthy of retention on the faculty, he/she should be granted tenure and be given the assurance of continuous appointment which cannot be terminated except for cause after the individual has been accorded the rights of due process if he/she elects to seek them as hereinafter provided.
7.41.10 Dismissal under Tenure. A member of the teaching, research or extension faculty (with the exception of the county extension staffs) who has been granted tenure as provided in 7.40.10-12 may not be dismissed except as provided in the following statement on tenure formulated by a joint conference of committees from the Association of American Colleges and the American Association of University Professors:
Termination for cause of a continuous appointment, or the dismissal for cause of a teacher previous to the expiration of a term appointment, should, if possible, be considered by both a faculty committee and the governing board of the institution. In all cases where the facts are in dispute, the accused teacher should be informed in writing of the charges against him/her and should have the opportunity to be heard in his/her own defense by all bodies that pass judgment on his/her case. He/she should be permitted to have an adviser of his/her own choosing who may act as counsel. There should be a full stenographic record of the hearing available to the parties concerned. In the hearing of charges of incompetence, the testimony should include that of teachers and other scholars, either from his/her own or from other institutions. Teachers on continuous appointment who are dismissed for reasons not involving moral turpitude should receive their salaries for a least a year from the date of notification of dismissal whether or not they are continued in their duties at the institution.
7.41.11 The University of Rhode Island accepts the above statement as its basic policy governing dismissal under tenure, with the following modification: all provisions of the paragraph shall apply to members of the extension and research faculties who have been granted tenure as well as to teachers on tenure.
7.42.10 Definitions. Tenure at The University of Rhode Island shall provide for continuing appointment which may not be terminated by the University except for cause and after the individual has been accorded the rights of due process if he/she elects to seek them as herein provided.
7.42.11 For purposes of tenure and promotion, a year of teaching experience shall consist of two semesters or three quarters, except that three semesters or four quarters taught during one fiscal year (twelve-month period) shall not count for more than one year of credit toward tenure. Teaching in summer session shall not be considered. A year of research or extension experience shall consist of a fiscal year minus the authorized vacation period.
7.42.12 The time to be credited toward tenure for previous experience that cannot be classified as research, extension or teaching of standard college grade, shall be appraised by the dean and department chairperson concerned. If the experience under consideration is that of a candidate for department chairperson, the appraisal shall be made by the dean and the President of the University and they shall use the formula in 7.43.18.
7.42.13 Time spent on leave of absence shall not be credited toward tenure.
7.43.10 Eligibility for Tenure. A professor (or person of equivalent rank) who has been advanced to that rank while in full-time service at the University and who has completed a minimum of three years of full-time service shall be granted permanent tenure with the issuance of contract for his/her fourth year of full-time service.
7.43.11 A professor (or person of equivalent rank) who begins his/her service at the University in that rank shall be granted permanent tenure with the issuance of contract for his/her fourth year or full-time service.
7.43.12 An associate professor (or person of equivalent rank) who has been advanced to that rank while in full-time service at the University and who has completed a minimum of three years of full- time service at the University shall be granted permanent tenure with the issuance of contract for his/her fourth year of full-time service.
7.43.13 An associate professor (or person of equivalent rank) who begins his/her service at the University in that rank shall be granted permanent tenure with the issuance of contract for his/her fourth year of full-time service.
7.43.14 An assistant professor (or person of equivalent rank) who has been advanced to the rank while in full-time service at the University and who has completed seven years of such service including years of service in the rank of instructor (or its equivalent) but excluding any service performed in a rank below that of instructor (or its equivalent) shall be granted permanent tenure with the issuance of contract for his/her eighth year of full-time service. No credit toward tenure shall be allowed for previous experience in another college or university.
7.43.15 An assistant professor (or person of equivalent rank) who begins his/her service at the University in that rank and serves on a full-time basis shall be credited with one year toward tenure for each year of previous service in the rank of assistant professor or above in standard college work, to a maximum of three years of credit. Whenever such person, on the basis of credit for previous service and credit for resident service, shall have achieved seven years of total service, he/she shall be granted permanent tenure with the issuance of contract for the eighth year of weighted service. The amount of credit to be allowed for previous experience, if any, shall be shown in the first contract to be issued.
7.43.16 An instructor (or person of equivalent rank) shall not be eligible for tenure.
7.43.17 A member of the county extension staff, because his/her employment is not under the control of the University alone, shall not be eligible for tenure under the system outlined herein.
7.43.18 Research Associates and Research Assistants shall not be eligible for tenure.
However, should a person who has held either title be employed by the University at some later time in the rank of instructor or above on a full-time basis, he/she shall be credited with one year toward tenure for each two years of prior employment under such title, to a maximum of four years of credit.
7.44.10 Notice of No Tenure. If, after action by the Board of Review, it is determined that a faculty member will not be recommended for tenure, he/she shall be notified in writing by the President or his/her authorized representative at least one academic year before the faculty member would have met the time requirements of eligibility. However, failure to notify a faculty member shall in no way prevent the withholding of tenure and termination of appointment for unanticipated cause that becomes evident after this date.
7.45.10 Tenure Not Automatic. No statement either expressed or implied in 7.40.10-7.44.10 shall be construed to imply that tenure is automatic. To meet the conditions of eligibility for tenure shall not in itself presume or grant tenure. Only by vote of the Board of Education, to issue the contract for the fourth or eighth year, as described in 7.43.10-15, shall a faculty member acquire tenure.
7.46.10 Resignation or Retirement. Notification of resignation or retirement by a faculty member under tenure shall be made early enough to obviate serious embarrassment to the institution, the length of time necessary varying with the circumstances.
7.46.11 A professor or an associate professor shall be expected to give not less than four months' notice and an assistant professor not less than three months' notice.
7.50.10 Salary Levels for faculty are specified in the Collective Bargaining Agreement between the URI AAUP and the Board of Education.
7.50.11 Compensation for Summer, Winter J-Term, and College of Continuing Education Teaching. A faculty member who, at his/her option and in accord with University policy, teaches College of Continuing Education, Winter (J-term), or Summer courses shall receive extra compensation. Unless otherwise agreed to, faculty members shall have no obligation to teach College of Continuing Education, summer, or winter (J-Term) courses. Compensation for Winter J-Term teaching may take the form of overload salary or agreed-upon release time during the fall or spring semester. #12-13--21
7.53.10 Tutoring. A faculty member shall not for compensation tutor students enrolled in his/her classes or students for whose grades he/she may be responsible, in whole or in part, unless he/she is specifically requested to do so by the dean of the college.
7.54.10 Non-Distinction of Sex. The salary schedule shall apply equally without distinction of sex.
7.55.10 Appeal. Any faculty member may appeal without prejudice to the President for consideration of his/her salary status, after having first appealed to the department chairperson, the dean of the college and the Provost in that order.
7.56.10 Board of Education (formerly the Board of Governors for Higher Education). The operation of 7.50.10 may be suspended by the Board of Governors or by the President, as appropriate in accord with the delegation of authority (see Appendix A), when in their judgment conditions make such action desirable.
7.60.10 Short Leaves. A faculty member who desires or finds it necessary to be absent from regular duties at the University for a period not exceeding two weeks, shall obtain permission from the faculty member's immediate superior and arrange with the superior a satisfactory plan for carrying on the faculty member's work during the absence, except that in case of accident, illness or other emergency beyond the faculty member's control, the faculty member shall notify the immediate superior as soon as possible, so that the latter can make arrangements for the carrying on of the work.
7.60.11 A faculty member who desires or finds it necessary to be absent from regular duties at the University for more than two weeks, but for a period not exceeding two months, shall apply in writing to the faculty member's immediate superior. The superior shall refer the application to the dean of the college, together with the superior's recommendation and a plan for carrying on the work during the faculty member's absence.
7.60.12 A determination on such application shall be made by the dean of the college, and the dean shall report this decision to the Provost. If the application for leave meets with disapproval at any stage, the applicant shall be notified immediately.
7.60.13 If a faculty member is incapacitated, requiring more than two weeks leave, the immediate superior shall initiate the application.
7.60.15 Leave of Absence Without Pay shall be granted by the President to a member of the faculty or administrative staff for good cause. A leave normally shall not be granted for a period of more than one academic year. In exceptional circumstances, however, leave without pay for a period longer than one year may be granted.
7.60.16 Leave to Pursue Graduate Studies at One-Quarter Pay. A member of the faculty who has served full-time for at least three years may be granted a leave of absence to pursue graduate study. This leave shall be granted for a period of one year at one-quarter pay with the understanding that the recipient shall, upon the termination of the leave, return to duties at the University for a period of at least one year. Application for the leave shall be made in accordance with procedures and timetable specified for sabbatical leaves. Shortly after return to duty the faculty member shall file with the dean of the faculty member's college a report of the faculty member's professional activities during the absence.
7.60.17 If applications for leave exceed the number that can feasibly be granted without jeopardizing course offerings or other work of a department, selections for approval shall be based on the number of years of service since the granting of the last sabbatical leave.
7.61.10 Sabbatical Leave, Procedure and Pay. A member of the faculty who has served full-time for at least six years, who has the rank of assistant professor or above and who has tenure shall be eligible for sabbatical leave. In exceptional circumstances, sabbatical leave may be granted even though the faculty member has not served on the faculty for the full six-year period.
7.61.11 Sabbatical leave shall be granted for graduate study, postdoctoral study, research or other professional improvement for a period of one year at half pay, or for one-half at full pay.
7.61.12 Sabbatical leave shall be granted with the understanding that the recipient shall, upon the termination of the leave, return to his/her duties at the University for at least one year unless, by mutual agreement between the faculty member and the President, it is deemed inadvisable for him/her to do so. At the close of the period of leave, the faculty member shall file with his/her dean a report of his/her professional activities during his/her absence.
7.61.13 Upon the completion of the contractual year during which the sabbatical leave is taken, the faculty member shall begin again to accumulate leave service credit, becoming eligible for an additional sabbatical leave upon the accumulation of an additional (minimum) six-year period of service credit.
7.61.14 If a faculty member shall serve more than six years before his/her first sabbatical leave, or between sabbatical leaves, the additional years beyond six shall not be credited toward the service-credit requirement for the next or any subsequent sabbatical leave.
7.61.15 However, a faculty member whose approved sabbatical leave has been deferred or postponed because of replacement or other operational difficulties, shall begin to accumulate service credit for his/her next sabbatical leave as of the scheduled start of the deferred or postponed leave but not including the time, if any, eventually spent on the deferred or postponed leave.
7.61.16 If the University service of a faculty member is interrupted by leave for military duty, one year of such leave may be credited once to the sabbatical-leave service-credit minimum requirement of six years. However, regardless of the number of years of service to his/her credit, a faculty member on leave for military duty must return to his/her duties at the University for at least one year before he/she is eligible for sabbatical leave.
7.61.17 If a faculty member shall transfer to the University from another institution in the state college system, he/she shall be credited, if it is earned, with at least three years toward the sabbatical-leave service-credit minimum requirement of six years. Additional service credit toward sabbatical leave shall be a matter of negotiation at the time of transfer.
7.61.18 While on sabbatical leave, a faculty member shall be permitted to receive travel expenses, fellowships, grants-in-aid or other financial assistance from sources other than the University provided he/she is not required to perform duties detrimental to the objectives for which his/her leave has been granted. However, if he/she accepts employment for pay during the leave period, his/her University compensation will normally be reduced by the amount necessary to bring his/her total compensation for that period to a level comparable with his/her normal professional income.
7.61.19 Nothing in this section on sabbatical leave, 7.61.10-18, shall be construed to mean or imply that two consecutive periods of sabbatical leave after 12 or more years of continuous service are permitted.
7.61.20 Provision for the cost of sabbatical leave shall be made in departmental budgets. For this to be accomplished, an application for sabbatical shall be submitted by May 1, 16 months before the academic year for which the leave is requested, according to the procedure described in 7.60.11-12. In exceptional circumstances, late application for sabbatical leave shall be considered.
7.62.10 Sabbatical Leave, Administrators. Administrative officers who are members of the faculty with tenure shall have the same privileges of sabbatical leave with full pay as other faculty, except (7.62.11-16):
7.62.11 The interest of the University, in addition to the professional and personal needs of the individual, shall be a major consideration in granting the leave.
7.62.12 The amount of leave shall be calculated at the rate of one month of leave for each year of service.
7.62.13 Normally, leaves shall be granted only after six years of service but, under special circumstances, leaves of shorter or longer duration may be granted, with a minimum of three months and a maximum of nine months.
7.62.14 Eligibility for leave shall be calculated to include service in teaching at the University for which no previous leave has been granted.
7.62.15 At the discretion of the President, terminal leaves may be granted.
7.62.16 Requests for leave under the provisions of 7.62.10-15 shall be processed through the office of the Provost, to the President.
7.63.10 Sick Leave. If accident or sickness renders any faculty member temporarily incapable of performing his/her duties, sick leave shall be granted by the University according to the following plan:
7.63.11 A faculty member who has served for two years or less shall be granted up to one month's sick leave with full pay.
7.63.12 For each subsequent year of service beyond two years, he/she shall be granted an additional half month of sick leave until the accumulated total reaches a maximum of 12 months.
7.63.13 If a faculty member shall transfer directly to the University from another institution in the state college system, he/she shall be credited in full for all sick leave accrued at the other institution.
7.63.14 A faculty member who has used his/her entire sick leave allowance and is still unable to resume his/her duties, shall either apply for a leave, with or without pay, or resign. Final determination of his/her status shall rest with the President.
7.63.15 The granting of leave for incapacity not fully covered by 7.63.10-14 or involving unusual circumstances, shall be at the discretion of the President.
7.64.10 Return to Duty After Leave. Normally, a member of the faculty shall return to at least the same rank and salary, and a member of the administrative staff to the same or equivalent position at the same salary, he/she had at the University at the time his/her leave began. However, the President may make such adjustments of position and salary as appear desirable or appropriate.
7.65.10 Annual Vacation. The annual vacation for a member of the faculty on the academic-year (nine-month) basis shall ordinarily extend from the close of duties after Commencement to the resumption of duties in the fall, preparatory to the opening of classes at the scheduled time.
7.65.11 The annual vacation for a member of the faculty or head of a major administrative department on the calendar-year (twelve- month) basis shall total 22 working days. Working days shall refer to five days per week, Monday through Friday, exclusive of scheduled holidays.
7.65.12 Vacation time shall be allowed to accumulate to a maximum of 44 working days. However, the time and the number of days of the vacation to be taken are to be mutually agreed upon in advance by the faculty member, the department chairperson and the dean or director.
7.65.13 There shall be no vacation granted for less than six months of service but thereafter vacation for service during part of a year shall be prorated.
7.65.14 All other unclassified personnel shall be granted vacation leave of three weeks, or 15 working days. Vacation time shall be allowed to accumulate to a maximum of 30 working days. (Pres. Memo 72-7-9)
7.65.15 All classified personnel shall be granted vacation in conformity with state and Civil Service regulations.
7.65.16 When the service of any employee is terminated by resignation, death, dismissal or other cause, if such employee shall not have used actual vacation time equal to the vacation credits outstanding on his/her account, he/she or his/her estate, shall be entitled to receive full pay for each day of vacation leave to his/her credit as of the date of termination, with the following exception: if an employee requests release from his/her contract before the end of the fiscal year, he/she shall forfeit all vacation credits for that and any credits previously accumulated in excess of 22 days.
7.70.10 Retirement Program. Full-time members of the faculty and administrative staff who are exempt from the merit system of the State of Rhode Island shall be required to participate in the Teachers Insurance and Annuity Association (TIAA) retirement program after two years of service and attainment of age 30. Employees who are members of the Rhode Island Employee Retirement System at the time of employment shall be exempted. Participation is permitted, on a voluntary basis, on completion of two years of employment for eligible employees under 30 years of age.
7.70.11 The two-year preliminary service period shall be waived for an eligible employee who owns a retirement annuity, issued by TIAA, at the time of employment; for an eligible member of the faculty, 30 years of age or over, who has five years of teaching experience; or for an eligible member of the administrative staff, 30 years of age or over, who has five years of experience in college administration or university employment.
7.70.13 If a member of the faculty or administrative staff shall transfer to the University from another institution in the state college system, he/she shall be credited for his/her time in service at the other institution toward fulfillment, in full or in part, of the waiting period for eligibility to the TIAA.
7.70.14 All employees automatically become members of the federal Social Security System.
7.72.10 Lines of authority in the Alan Shawn Feinstein College of Continuing Education. In personnel matters such as appointment, retention, promotion, tenure, dismissal, compensation, and request for leave of absence for full-time faculty members appointed to teach exclusively in the Alan Shawn Feinstein College of Continuing Education, the proposal shall originate in the department of interest and be formally proposed by the department chairperson. The dean of the appropriate college, after consultation with the Vice Provost for Urban Programs, shall accept or reject the proposal. After action by the dean of appropriate college, it shall be processed in the same manner as personnel proposals concerning all other faculty members. See Chapters 4 and 7, especially Sections 4.61.10-12, 7.21.10-7.24.10, 7.40.10-7.50.10 and 7.54.10-7.64.10.
7.72.11 In personnel matters relating to the appointment of full- time or part-time faculty to teach for extra compensation in the Alan Shawn Feinstein College of Continuing Education, departments of interest shall have primary authority. Departments shall assign all such faculty initially (at the time course schedules are devised). Departmental assignments shall be reviewed by appropriate college deans according to such procedures as colleges shall specify. With the approval of appropriate college deans, departments may delegate faculty assignment in individual classes to the Vice Provost for Urban Programs.
7.72.12 The department staffing assignments of full or part-time faculty teaching for extra compensation in the Alan Shawn Feinstein College of Continuing Education may be rejected by the Vice Provost for Urban Programs upon written explanation of cause to the department. If such explanation is accepted, a department shall reassign the affected class(es). In the event of irreconcilable disagreement involving a department, the appropriate college dean, and/or the Vice Provost for Urban Programs, the issue shall be resolved by the Provost.
7.72.13 All departments offering courses in the Alan Shawn Feinstein College of Continuing Education shall devise written procedures applying to initial Continuing Education faculty assignments. Such procedures shall include provisions for determining priority of assignment within the department and priorities involving URI faculty and non- URI part-time faculty. These procedures shall be approved by appropriate college deans and provided to the Vice Provost for Urban Programs. Integrity of academic programs and professional qualification of faculty shall be paramount considerations in devising and applying these procedures.
7.80.10 Graduate Teaching Assistants, Graduate Research Assistants, and Graduate Administrative Assistants. To be nominated for these assistantships, a student must first be admitted to the Graduate School. Requests for appointment as graduate teaching assistant or graduate research assistant are initiated by the department chairperson and are forwarded to the dean of the college and then to the Dean of the Graduate School who certifies that the student has been admitted on full status to graduate study, or that the requirements for appointment of a student on conditional status have been met. From the Graduate School, request forms are forwarded to the Budget Office and then the Personnel Office. Upon appointment, the student will receive a copy of the Personnel Action Form. Requests for appointment of graduate administrative assistants are initiated by the administrative office in which the assistant is to serve and forwarded to the Dean of the Graduate School. [Administrative January 2013]
7.80.11 Appointment to the position of graduate assistant shall normally be on the basis of one academic year. The academic year begins five days before Advising Day in the fall and runs through Commencement. Renewals must be recommended by the department concerned. [Administrative January 2013]
7.80.12 A graduate assistant shall be expected to work up to 20 hours a week, not more than 10 hours of which shall be contact hours. The department chairperson and the coordinator or supervisor shall determine his/her responsibilities on the criteria of education, experience and ability. [Administrative January 2013]
7.80.13 A graduate research assistant shall be expected to devote a maximum of 20 hours per week to his/her research duties. On supported research contracts and grants, he/she shall be judged to be employed on a half-time basis (given a full-time 40-hour work week) for which he/she shall receive a stipend for nine months, with additional remuneration for any work during the summer months. Students may be appointed to full-time (20 hrs. /week) or part-time (10 hrs. /week) assistantships. [Administrative January 2013]
7.80.14 A graduate research assistant employed full-time during the summer months may be registered for course work and receive academic credit during those months if satisfactory arrangements are made with the supervisor for meeting work commitments. [Administrative January 2013]
7.80.15 A graduate research assistant is responsible for the financial obligations of his/her matriculation. Otherwise, the procedures for appointment and the status are the same as those for a graduate assistant. [Administrative January 2013]
7.81.10 Allocation of Graduate Assistantships. General allocation of graduate teaching assistantships shall be made to colleges and by them to departments on a three-year basis, subject to review in the Fall of the third academic year. This provision shall not preclude an interim review and reallocation where a major change occurs in the underlying premises for allocation (e.g. change in undergraduate or graduate enrollment, consolidation or separation of departments or programs, or a change in the budget). [Administrative January 2013]
7.81.11 The triennial and interim reviews of allocation of graduate assistantships shall be conducted by the Dean of the Graduate School and the Assistant Provost in cooperation with the Dean of the College or head of the administrative unit concerned. Recommendations based on these reviews shall be submitted to the Provost. In cases of disagreement, the decision of the Provost shall be final. [Administrative January 2013]
7.82.10 Guidelines on Apportionment and Assignment of Graduate Assistantships. Each department or other unit shall draft guidelines on how its graduate assistantships are apportioned and assigned. These guidelines shall be made available to graduate students with the initial and each subsequent offer of assistantship and upon request. Currently enrolled graduate assistants shall be notified of their status for reappointment about April 1 of each year. [Administrative January 2013]
7.83.10 Written Description of Duties of Graduate Teaching Assistants, Graduate Research Assistants, and Graduate Administrative Assistants. Each department or other unit to which assistantships have been allocated shall prepare a written list of duties normally assigned to graduate teaching assistants (7.11.14), graduate research assistants (7.11.15), and graduate administrative assistants (7.11.16). This list of duties shall be provided to each prospective graduate teaching assistant, graduate research assistant, and graduate administrative assistant at the time of the initial offer of the assistantship. When a graduate student is assigned or reassigned to a specific position, the department shall provide the student with a written description of the specific duties to be performed. This description shall include the extent of responsibilities (including where applicable the extent of responsibility for determining grades), the approximate working hours per week and the way in which the assistant is to be supervised. Copies of this description shall be provided to the immediate supervisor, the College Dean or administrative head of the unit concerned, and the Dean of the Graduate School. [Administrative January 2013]
7.83.11 Questions arising over the conditions of employment of graduate assistants, when not settled at the department level, shall be referred to the College Dean or administrative head and the Dean of the Graduate School who shall consult with each other. If the questions are not resolved at this level, they shall be referred to the Provost, whose decision shall be final. [Administrative January 2013]
7.90.10 Visiting Scholars. The privilege of attending lectures and seminars and carrying on limited research in laboratories and libraries may be extended for a limited time to scholars with an established reputation. Such visiting scholars shall not take courses for credit. They must devote time to scholarly work. There shall be no charge except for laboratory supplies.
7.90.11 The invitation to a visiting scholar shall be extended by the President upon the recommendation of the Dean of the Graduate School, the dean of the college and the chairperson of the department in which the scholar wishes to work.
7.90.12 A person who wishes to avail himself/herself of this privilege should correspond with the head of the department, the dean of the college or the Dean of the Graduate School before the beginning of the semester in which he/she desires residence at the University.
EVALUATION REPORT PROVOST DEHAYES posted 9/18/14
OPEN ACCESS POLICY (5/24/13)