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Appendix A6 Equal Employment Opportunity Commission Guidelines
Appendix A10 H1B Visa Overview
Appendix B Sample Letters of Appointment for New Faculty
Appendix C Checklist of Required Materials in Promotions Applications
Appendix D Checklist of Required Materials in Tenure Applications
Appendix E Faculty Welfare Grievance Procedures
Appendix F Sample Memorandum of Professional Expectation for Full-Time Contractual Faculty
Appendix G Sabbatical Leave Request Form
Appendix J Foundation Grants
Appendix L
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Appendix LIB-B Criteria for Rank, Promotion, Permanent Status and Post-Permanent Status Review
Appendix LIB-C Dossier Contents and Responsibilities
Appendix LIB-D Calendar of Key Dates for Library Faculty
Appendix M Establishing Departmental Committees for T&P
Appendix N Salary Request Information Form
Appendix O Evaluation Form for Tenured and Tenure-Track Faculty
Appendix Q Evaluation Form for Full-Time, Non-Tenure Track Faculty
Appendix R Evaluation Form for Part-Time, Non-Tenure Track Faculty
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Last updated August, 2022.
H1B temporary workers are defined as persons who will perform services in specialty occupations on a temporary basis. The Immigration Act of 1990 defines specialty occupation as: “an occupation which requires theoretical and practical application of a body of highly specialized knowledge to fully perform the occupation.” To qualify as a “specialty occupation” the position must meet the following requirements:
1. A baccalaureate or higher degree (or its equivalent) in a specific academic field is normally the minimum requirement for entry into a particular profession. This can be demonstrated through one or more of the following criteria:
a. The degree requirement is common to the industry.
b. The employer normally requires a degree or its equivalent for the position.
c. The job duties must be “so specialized and complex that knowledge required to perform the duties is usually associated with the attainment of a baccalaureate or higher degree.”
d. The position’s level of responsibility and authority must be “commensurate with professional standing.” The H1B status can be used to bring temporary faculty members, researchers, consultants, administrators, or individuals engaged in a variety of professional-level activities to the United States.
To qualify for H1B status, the alien must possess the required degree in the specific field (or a closely related field) or its equivalent or possess a certificate or license that permits the alien to immediately practice the profession in the state of intended employment. The H1B is employer-specific; the employee may only work for the employer who filed the H1B petition, and can only perform the job included in the petition in the specific location noted on the petition. Any changes to a sponsored employee’s position or work location must be brought to the attention of the employer representative before such changes are implemented.
In applying for an H1B visa on behalf of an employee, Salisbury University is affirmatively attesting to the above, AND each of the following:
- Wages: Wage offered must be higher of prevailing wage or actual wage paid to similarly situated employees
- Working conditions: Employment of H-1B worker will not affect wages/working conditions of similarly situated employees
- No strike or lockout: At time of filing, there is no strike, lockout or work stoppage in occupation at workplace
- Notice: Employer has given notice to employees that a Labor Condition Application (LCA) was filed
Temporary Employment:
The H1B is a temporary visa. The alien must be coming to temporarily fill a position that may, or may not in itself be temporary. The H1B is granted initially for a period of three (3) years, and is renewable for a second three (3) year period. After the initial six (6) years of employment the alien will no longer qualify for sponsorship unless specific requirements are met. The letter of appointment and other documents must stipulate the temporary nature of the appointment.
Obtaining the H1B for Employment:
The H1B process takes at least six (6) months prior to the requested H1B employment date. US Citizenship and Immigration Services (USCIS, also referred to as Immigration (previously known as INS) is a branch of the US Department of Homeland Security) determines eligibility status, not SU, SU’s Provost, or the Chief Human Resources Officer of SU. After determining that the person qualifies for H1B status, the employer must obtain the Labor Conditions Application (LCA) from the Department of Labor (DOL). Once the certified LCA is received, the H1B petition will be filed. The petition must show that the alien is entering the United States or changing to H1B status for the purpose of temporary employment. The petition must be accompanied by supporting documents such as degrees or academic records, licenses to practice a profession, and letters and other documents attesting to the alien’s qualifications.
USCIS has instituted a Premium Processing Service. In the event that the visa petition has not been finalized prior to the start date of the incoming faculty member, a premium processing fee may need to be submitted to USCIS. In this case, the petition will be adjudicated within 15 calendar days of receipt. The University does not routinely pay for premium processing..
Period of Stay:
An H1B may be initially issued for a minimum period of one (1) year or for three (3) years. Extensions may be obtained, but the total period of authorized stay cannot exceed six (6) years, unless the individual has progressed through the requisite steps leading toward permanent residency.
If the employer dismisses the alien prior to the expiration of the authorized stay, the employer is liable for the reasonable cost of return transportation for the alien abroad.
Legal Penalties:
By signing the Request Form, the employer representative is attesting to the accuracy of the information that is on the form and supporting documents. To knowingly furnish any false information; conceal or cover-up information; make any false, fictitious or fraudulent statements or representations, or make or use any false writing or document in the preparation of a U.S. government document, or to aid, abet, or counsel another to do so is a felony, punishable by a $10,000 fine or five years in the penitentiary, or both.
Transferring Employers:
Due to the new portability provisions of Public Law 106-313 (Title I), Section 105, it is possible to “transfer” H1B status to another employer based on the timely filing of a petition for new employment by that sponsoring employer. A request to transfer H1B status will still require attorney assistance but may enable a transferring employee to start upon filing of the petition with USCIS rather than waiting for a final decision from USCIS.
Tips and Reminders:
OVERVIEW OF STEPS
Consideration for hiring foreign aliens due to the visa costs, preparations, etc. is available for full-time tenure track positions.
Although Salisbury University is not required to sponsor aliens with respect to the petition process, if necessary to begin an appointment,the University may pay for the customary fees of SU’s immigration attorney who would work with the incoming faculty member in securing the visa. If required, Salisbury University may also pay the cost of the I-129 application, and premium processing service for the H-1B visa if necessary to ensure proper work authorization by the beginning of this appointment. Please note that Salisbury University will not pay any costs associated with securing a visa for any member(s) of the incoming faculty member’s family. Sponsorship at any point beyond the beginning of the appointment may be considered if satisfying the requirements of the Immigration and Nationality Act is in jeopardy thus placing the employment in jeopardy.
- In signing the employment/appointment agreement, the candidate agrees to comply and be timely with any documents that are requested by the University, immigration attorney or USCIS.
- Upon signing of the agreement the Provost’s Office notifies the Human Resources (HR) Office and forwards a copy of the agreement with all pertinent contact information to HR.
- The Provost’s Office will need to provide HR with full contact information of the incoming faculty member (i.e. name, address, phone number, email address).
- Once HR receives a copy of the signed agreement and incoming faculty member’s information, they will contact the immigration attorney to begin work on the petition and VISA processing requirements.
- A meeting will be scheduled with the attorney, SU representative(s), and the incoming faculty member to begin the necessary interview to acquire, review, organize and prepare documents necessary to supplement the petition to the USCIS.
- Attorney prepares petition for Non-Immigrant Worker, forms (e.g. I-129, H Supplement and W Supplement) and applications pertaining to the incoming faculty member.
- Attorney works with the Human Resources Office to complete the employer questionnaire for the University.
- Attorney and the Human Resources Office work jointly on preparing and completing the prevailing wage request.
- H1B petition notice must be posted for 10 days in the corresponding hiring Department and on the University/HR bulletin board.
- Attorney prepares petition forms, Letter of Support and submits to HR Office for review. The reviewed documentation is then forwarded to the Provost’s Office for signature.
- Upon completion of entire package, attorney files the petition with USCIS.
- Copy of package is sent to the University Human Resources Office.
- Attorney is responsible for all follow-up work required on the package, including but not limited to, supplementing the application should Homeland Security require additional information.
The estimated timeframe from the time the attorney receives the required documentation from the incoming faculty member to the submission to USCIS and final USCIS decision, is approximately six (6) months. This timeframe assumes that the incoming faculty member is prompt in providing all the required documentation to the attorney.
In the event that the VISA petition has not been finalized prior to the start date of the incoming faculty member, a premium processing fee may need to be submitted to USCIS. The premium processing fee expedites the USCIS to adjudicate a complete petition within 15 calendar days of receipt.
Attorney retained by SU:
Fragomen, Del Rey, Bernsen & Loewy, LLP
1101 15th Street, N.W., Suite 700, Washington, DC 20005
Firm provides legal services for employees seeking permission to work in the U.S. either temporarily or permanently.
- Curriculum Vita
- Provost’s Statement of Eligibility
- Application for Promotion: Two to three page introduction and overview with special attention paid to specific qualifications for promotion based on activities and development within the areas of teaching, professional development, and service.
- Annual Chair’s/School Director’s Evaluation with Self-Evaluations Appended for the last four years.
- Letters of Support (maximum of five)
- Summary of Evidence of Effective Teaching: This is an opportunity for the candidate to describe their teaching methodology, innovations, improvements, successes, and failures as well as curricular and program developments and revisions.
- Supporting Evidence of Effective Teaching: The evidence might come in many forms but must at least include a) Some course materials developed by the applicant, b) Clear and understandable summaries and analyses of student evaluations for the last four years, and c) Actual student evaluations, in the students’ own handwriting if available, for the previous teaching semester. (If original student evaluations are not available for open-ended evaluation questions, an explanation should be provided.) A brief description of the evaluation process-when it occurred, under what circumstances, etc.-would also be helpful.
- (Optional) Statement of Additional Duties. This is an opportunity for faculty who have responsibilities and duties related or in addition to teaching, including advising or mentoring or additional administrative duties which are part of their job expectations but outside the realm of full-time teaching, to describe those responsibilities and provide evidence as to their effectiveness in these additional roles.
- Summary and Evidence of Professional Development. The candidate should summarize professional development activities. The candidate should focus special attention on the three most significant accomplishments since the applicant’s last promotion and the ways in which those activities enhance the candidate’s qualifications as a teacher and scholar.
- Summary of Evidence of Service. Candidate should summarize service to the department, school, university, and community, with special attention paid to identifying and explaining the candidate’s three most significant service contributions since their last promotion.
- Addenda: The candidate may elect to include additional pertinent information, which falls outside the categories identified above.
- Curriculum Vita
- Provost’s Statement of Eligibility
- Application for Tenure: Two to three page introduction and overview with special attention paid to specific qualifications for tenure and promotion based on activities and development within the areas of teaching, professional development, and service.
- Annual Chair’s/School Director’s Evaluation with Self-Evaluations Appended for the last three years.
- Letters of Support (maximum of five)
- Summary of Evidence of Effective Teaching: This is an opportunity for the candidate to describe their teaching methodology, innovations, improvements, successes, and failures as well as curricular and program developments and revisions.
- Supporting Evidence of Effective Teaching: The evidence might come in many forms but must at least include a) Some course materials developed by the applicant, b) Clear and understandable summaries and analyses of student evaluations for the last three years, and c) Actual student evaluations, in the students’ own handwriting if available, for the previous teaching semester. (If original student evaluations are not available for open-ended evaluation questions, an explanation should be provided.) A brief description of the evaluation process-when it occurred, under what circumstances, etc.-would also be helpful.
- (Optional) Statement of Additional Duties. This is an opportunity for faculty who have responsibilities and duties related or in addition to teaching, including advising or mentoring or additional administrative duties which are part of their job expectations but outside the realm of full-time teaching, to describe those responsibilities and provide evidence as to their effectiveness in these additional roles.
- Summary and Evidence of Professional Development. The candidate should summarize professional development activities. The candidate should focus special attention on the three most significant accomplishments since the applicant’s appointment to a tenure-track position and the ways in which those activities enhance the candidate’s qualifications as a teacher and scholar.
- Summary of Evidence of Service. Candidate should summarize service to the department, school, university, and community, with special attention paid to identifying and explaining the candidate’s three most significant service contributions since their appointment to a tenure-track position.
- Addenda: The candidate may elect to include additional pertinent information, which falls outside the categories identified above.
The Faculty Welfare Committee shall serve as a grievance hearing board in matters of promotion and merit pay decisions. The committee shall mediate, gather information, offer counsel, and make recommendations to the president of the institution where appropriate. As a hearing board, the Faculty Welfare Committee shall not have the authority to overturn decisions previously made.
In all cases, the faculty member concerned will be provided with the results of the committee’s deliberations and the reasons for the committee’s recommendations.
For the purposes of this committee’s deliberation, a grievance shall be defined as an allegation of substantive error of procedures or of due process of law. Mere disagreement with the recommendation of the University Committee on Promotions, the provost, or the decision of the president of the institution shall not in and of itself alone be considered a grievance.
An allegation of unlawful discrimination based arbitrarily upon race, color, national origin, sex, age, marital status or handicap shall be handled through grievance procedures for faculty.
Procedure:
When a faculty member feels that they have just cause for a grievance, once promotion and/or merit pay decisions have been made, the faculty member may contact the chair of the Faculty Welfare Committee. Upon consultation with the faculty member, the chair may then convene the committee to hear the faculty member’s case.
If, in the opinion of the committee, no just grievance exists or the case reaches beyond the purview of the Faculty Welfare Committee, the committee may recommend to the faculty member concerned other avenues of appeal.
If, the committee elects to pursue the matter, it may meet with the department chair and/or provost in cases of merit pay and promotion decisions to mediate and gather information. In exceptional cases concerning promotion, the Faculty Welfare Committee may also meet with the University Committee on Promotions in its mediation efforts. The Faculty Welfare Committee will then decide as to whether, in its opinion, the faculty member’s grievance is warranted or not. This decision will be forwarded to the president of the institution who will make a final decision using, among other information at his disposal, the information and recommendation of the Faculty Welfare Committee.
Except as stated above, the Faculty Welfare Committee’s deliberations as a grievance hearing board will remain strictly confidential.
The following is language representative of topics covered in a Memorandum of Professional Expectation for FT-NTT faculty.
MEMORANDUM OF PROFESSIONAL EXPECTATIONS
The ___________________department/program has requested your appointment to a Full-Time, Non-Tenure Track Faculty Position for ___________________Academic Year(s). The offer of an appointment is only for the stated academic year(s). Please note: there is no guarantee of an appointment renewal beyond each one-year period, as any possible renewal of appointment is based on the needs of the department and the overall positive performance review of the Appointee.
- The teaching assignment is as follows:
- Indicate reason(s) for teaching less than 24 credit hours/28 contact hours:
- Your responsibilities as a(n) Click or tap here to enter text. are as follows:
- Additional Expectations/Information:
The following sections outline the criteria for rank, promotion, permanent status, and post-permanent-status review for library faculty. Every candidate is expected to demonstrate work in support of diversity and inclusion in at least one of the categories with increasing weight being given to broader diversity activity.
Job Performance
Every candidate is expected to demonstrate competence in their assigned areas of responsibility. Competence entails being responsible, accurate and punctual; organizing work and completing tasks promptly; writing and speaking well; having a professional attitude; showing responsiveness to criticism; working effectively with patrons, colleagues, and staff and working collaboratively with other constituencies; and supporting the mission of the SU Libraries and the University. Annual performance reviews provide a key element in the determination of the candidate’s level and quality of job performance. Among the criteria to be considered are (in order of increasing weight):
- ongoing professional reading
- successful completion of basic assignments
- thoroughness in executing projects
- proactively sharing information with staff/colleagues (electronically, meetings, reports)
- acceptance and successful completion of assignments of increasing complexity
- sound, professionally informed judgment in offering/managing library services/resources
- collaborating with staff, colleagues, University departments and constituencies, and other libraries
- accepting new duties
- application of new job skills
- taking initiative to identify library needs and problems
- thoroughly researching innovative ideas and possible enhancements to existing operations
- consistently excellent performance
- mentoring new librarians expertly
- providing active leadership
- introducing/implementing/maintaining new services/operations
Service
The quality and extent of service on committees and of service to the external community merit consideration, in that order. Such service may be unrelated to an individual’s primary area of responsibility, but must reflect the values and mission of the University. While all committee service is important, increased weight accrues to geographic level (local, regional, state, national, and international); to scope (internal library, University, and professional); to degree of participation or leadership (member, chair); and to level of assignments or activities (nominating tasks, revising documents, conference planning, etc.). Among the criteria to be considered are (in order of increasing weight):
- fulfilling basic obligations of attendance/participation
- chairing a committee (internal, University, local, state, regional, national and/or international)
- performing voluntary administrative duties
- standing for election (local, state, regional, national and/or international)
- completion of and quality, level, and scope of assignments
- principal responsibility for planning a conference (local, state, regional, national and/or international)
Professional Development/Achievement
Candidates are expected to be dedicated to scholarly pursuits and to be professionally active as evidenced by scholarly contributions in their area(s). Scholarship includes original contributions to relevant disciplines, and may include forms such as engaged scholarship, entrepreneurial projects, interdisciplinary research, and any other forms that may develop, regardless of the medium of publication or execution. The non-exhaustive list of examples below are ordered on the basis of movement from a local audience to a national audience or from the inception to the completion of a project. Examples in each category include (in order of increasing weight):
Publications
- book reviews (local, regional, national publications)
- articles (length; local, regional, national publications; peer review, including open access)
- chapters
- journals, editorship
- books
Presentations
- panel discussion participation at internal, local, state, regional and national meetings and conferences
- workshops/papers/presentations to the University and/or local, state, regional, national, or international conferences/meetings
Grantsmanship
- identifying appropriate funding sources
- contributing select portions to grant proposals
- developing ideas that match funding source interests
- writing grants
- serving as a principal investigator for a grant
- receiving grant awards
Advanced Study
- workshops attended (length, relevance to position)
- conferences attended
- courses taken (relevance to position)
- certificates earned
- research in the field
- advanced degrees earned
Awards
- local (relevance to position)
- regional, state, national, and/or international
Other Creative Activities (not in weighted order)
- exhibits
- performances
- demonstrations
- other creative activities
The following guidance is for library faculty.
A. Items to be supplied by candidates applying for promotional/permanent status/post-permanent-status-year review are listed. Candidates will submit materials through Salisbury University’s online system.
1. Curriculum Vitae should be dated, accurate, current, and present a portrait of the candidate’s accomplishments in as concise a manner as possible. To aid the LFPRC, it should include the following information:
- Personal Information. This should include name, current rank, and educational background (including institutions, dates, degrees and continuing education activities).
- Employment history (in chronological order). Employment background information should include sufficient textual content to describe levels of professional competence.
- Service. For each organization or committee, include the full name of the organization or committee, the term of service, and offices held. If applicable, briefly mention contribution to significant projects.
1.library
2.campus
3.professional
4.community (mission-related)
5.service awards and honors
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Research, Scholarly and Creative Activities
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publications (in-house articles, web pages, book reviews, handbooks, on-line tutorials, and editorships; local, state, regional, national and international book reviews, articles, chapters, editorships, books)
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workshops attended, certificates earned, courses taken, degrees earned
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panel discussions (campus, USM, local, regional, state, national, international)
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workshops/papers/presentations delivered (campus, USM, local, regional, state, national, international)
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grants (partial or full responsibility, level of award, and amount of award)
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awards (campus, USM, local, regional, state, national, international)
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creative activities (exhibits, performances, demonstrations, other creative activities)
2. Candidate’s Promotion/Permanent Status/Post-Permanent-Status Review Statement
The promotion, permanent status, or post-permanent-status review statement should describe the candidate’s accomplishments during the review period in each of the three general areas described in Appendix LIB-B. In addition, candidates are expected to discuss how their work has advanced or supported diversity and inclusion. Candidates are encouraged to refer to the specific criteria listed in each category. The statement should address the ways in which candidates have met the requirements for the rank being sought, the awarding of permanent status, or, in the case of post-permanent-status reviews, the rank already held. The statement should focus on achievements and should provide a picture of career development, accomplishments, and aspirations.
The review period is that period of time since:
- for promotion, initial appointment or a candidate’s last promotion
- for permanent status, initial appointment
- for post-permanent-status review, the awarding of permanent status or the previous post-permanent-status review.
3. Transcript(s)
Original transcript(s) documenting any formal continuing studies during the review period.
4. Publications
Copies of up to three professionally relevant publications and title pages of others.
5. Service
Merely listing membership in committees is not sufficient. Please provide enough information to indicate your contributions and accomplishments on the committees.
6. Other
Candidates may submit any other materials concerning their professional capabilities or accomplishments that support the application for promotion or permanent status or the post-permanent-status review. These might include representative examples of scholarship/creative work, evaluations of candidates’ work from users/faculty/associates, and data/analysis relating to professional activities.
B. Items to be supplied by others during the course of promotional/permanent status/post-permanent-status review:
- Current position description to be updated as necessary by supervisors and candidates and uploaded to the online system by the Dean of Libraries & Instructional Resources.
- Performance evaluations
For promotions, copies of the six most recent annual evaluations since the last promotion; if a candidate has not been employed long enough to have had six evaluations, then all evaluations since their start date shall be added. For permanent status, copies of the most recent annual evaluations since start date or promotion. For post-permanent status review, copies of the five most recent annual evaluations since the last post-permanent status review or the awarding of permanent status. The Dean of Libraries & Instructional Resources will upload these evaluations.
3. Letter of Reference from the supervisor, plus, for promotion or permanent status, two additional letters of reference. If so desired, the candidate may supply additional letters of reference beyond the first two. The additional letters of reference should be sent to the Dean of Libraries & Instructional Resources for uploading.
4. Other
Any additional information from inside and outside the Libraries in order to complete the documentation needed to make recommendations.
5. Recommendations and Actions
- for promotion and permanent status, letter conveying decision of LFPRC supplied by LFPRC Chair
- for promotion and permanent status, decision of Dean of Libraries & Instructional Resources
- for promotion and permanent status, decision of Provost or designee
- for permanent status review, recommendations of the supervisor and the Dean of Libraries & Instructional Resources
Table 1. Key Dates for Promotion Review*
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Date
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Description |
| July 15 |
Dean of Libraries & Instructional Resources sends written or electronic notification to faculty at the rank of Librarian I who must undergo mandatory review for promotion after three full years of employment (see Section 3.A.2.) |
| December 1 |
Deadline for candidates to send written or electronic notification to Dean of Libraries & Instructional Resources of intent to apply for promotion. |
| January 8 |
Deadline for uploading applications for promotion in Salisbury University’s online system. |
| January 15 |
Deadline for upload of supervisors’ letters of reference in the online system.
Deadline for submission of any other letters of reference to the Dean of Libraries & Instructional Resources.
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| January 18 |
Deadline for Dean of Libraries & Instructional Resources to upload position description, letters of reference, and previous evaluations in the online system. |
| February 15 |
Deadline for LFPRC to request any additional information from the candidates. |
| February 22 |
Deadline for candidates to upload any additional information requested by the LFPRC. |
| March 1 |
LFPRC uploads its letter on its decision to recommend or not recommend candidates for promotion. |
| March 8 |
Candidates through the online system signify their intention to move forward or to withdraw application by this date. |
| March 22 |
Dean of Libraries & Instructional Resources uploads letter with Dean’s decision to recommend or not recommend candidate for promotion by this date. |
| April 1 |
Candidates through the online system signify their intention to move application forward to Provost or withdraw application by this date. |
| May 1 |
Provost uploads recommendations for the President by this date. |
| May 15 |
President notifies candidates in writing of promotion decision by this date. |
| June 1 |
Provost’s Office uploads the president’s letter in the online system and archives the file. |
*Exception: If also applying for permanent status, follow the timeline in Table 2. If the LFPRC recommendation for promotion is positive, then permanent status will also be recommended unless conditions in 2.B. preclude such a recommendation.
Table 2. Key Dates for Permanent Status Review
| Date |
Description |
| July 15 |
Dean of Libraries & Instructional Resources sends written or electronic notification to librarians who must undergo mandatory review for permanent status (see Section 4.B.). |
| September 1 |
Deadline for uploading applications for permanent status in Salisbury University’s online system. |
| September 8 |
Deadline for upload of supervisors’ letters of reference in the online system.
Deadline for submission of any other letters of reference to the Dean of Libraries & Instructional Resources.
|
| September 11 |
Deadline for Dean of Libraries & Instructional Resources to upload position description, letters of reference, and previous evaluations in the online system.
|
|
October 1
|
Deadline for LFPRC to request any additional information from the candidates. |
| October 8 |
Deadline for candidates to upload any additional information requested by the LFPRC. |
|
October 15
|
LFPRC uploads its letter on its decision to recommend or not recommend candidates for permanent status. |
| October 22 |
Candidates through the online system signify their intention to move forward or to withdraw application by this date. |
| November 7 |
Dean of Libraries & Instructional Resources uploads letter with Dean’s decision to recommend or not recommend candidates for permanent status by this date. |
| November 14 |
Candidates through the online system signify their intention to move application forward to Provost or withdraw application by this date. |
|
December 15
|
Provost uploads recommendations for the President by this date.
|
| January 15 |
President notifies candidates in writing of permanent status decision by this date.
|
|
February 1
|
Provost’s Office uploads the president’s letter in the online system and archives the file. |
Table 3. Key Dates for Post-Permanent-Status Review of Library Faculty
| Date |
Description |
| July 15 |
Dean of Libraries & Instructional Resources sends written notification to librarians who must undergo post-permanent-status review. |
| December 15 |
Deadline for librarians to upload post-permanent-status review materials (including any letters of reference other than from supervisors) in Salisbury University’s online system. |
| December 22 |
Dean of Libraries & Instructional Resources uploads position description and copies of the five most recent annual evaluations since the last post-permanent status review or the awarding of permanent status. |
| February 1 |
Deadline for supervisors to upload their reviews in the online system. |
| March 1 |
Deadline for Dean of Libraries & Instructional Resources to upload the Dean’s review in the online system.
|
| March 8 |
Deadline for candidates to respond, if desired, to supervisors’ and Dean’s evaluations. |
| March 15 |
Dean of Libraries & Instructional Resources archives the file.
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Salisbury University Faculty Handbook ©
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