Skip to main content
Faculty Handbook
Office of the Provost signature Office of the Provost signature

Chapter 5: Appointments

Save chapter as a PDF

5.N Termination for Cause

Save section as a PDF

5.N.1 Instructional Faculty

See handbook section 6.L “Termination for Cause.”

5.N.2 Research Faculty, Librarians, Archivists, and Curators

Research faculty (research professor and research scientist tracks) may be dismissed for failure to meet the requirements of their position or for conduct that violates University policy or criminal law, or which interferes with the orderly and efficient operation of the University. The University expects that, when appropriate, these faculty members will be given an opportunity to change their conduct or attitude to avoid termination. (SPG 201.12) In situations of incompetence, they should be provided a full and complete understanding of the requirements and responsibilities of the position and an adequate opportunity, when appropriate, to reach the acceptable level of performance.

Discipline and dismissal procedures for librarians, archivists, and curators are governed by Article XV of the LEO-GLAM collective bargaining agreement.

Chapter 5: Appointments

Save chapter as a PDF

5.M Cessation of Funding for Appointments Supported by Grants and Contracts

Save section as a PDF

5.M.1 Instructional Faculty

Appointments of instructional faculty to positions paid in whole or in part from grants or limited term contracts are subject to the following specific provisions in the event that these funds cease. Those who were tenured before the funding ceased are restored to their tenured appointment status (including rank and appointment fraction) within the department. Those who held full or part-time positions paid from the general University funds before the outside funding ceased are restored to their previous status in the department for the remainder of the term of appointment at the appropriate departmental salary.

The appointments of individuals brought to the University to perform duties paid for from limited-term funds terminate when the funding ceases unless they receive other appointments (Chapter V. The Faculties and Academic Staff, bylaw 5.08).

5.M.2 Research Professors

Research professors are encouraged to consult with their appointing unit for bridging support should their sponsored funding lapse. The decision to provide bridging support is at the discretion of the appointing unit. The provision of bridging support generally assumes the resumption of funding at the end of the bridging period.

Other criteria for support may include length of service at the university, importance of the research to the unit, endorsement of the dean or director, and availability of funds.

5.M.3 Research Scientists

Research scientists may be eligible to apply to their appointing unit for bridging support should their sponsored funding lapse. The decision to provide bridging support is at the discretion of the appointing unit. The provision of bridging support generally assumes the resumption of funding at the end of the bridging period.

Other criteria for support may include length of service at the university, importance of the research to the unit, endorsement of the dean or director, and availability of funds.

Chapter 5: Appointments

Save chapter as a PDF

5.L Reduction in Force/Termination

Save section as a PDF

5.L.1 Research Faculty

When a school, college, center, or institute decides that it is necessary to terminate the appointment of a research faculty member (research professor and research scientist tracks) during the term of appointment, a minimum notice of 90 calendar days is required regardless of length of service at the University. In such instances, the layoff procedures detailed in SPG 201.72 must be followed. These procedures cover reduction in the work force, transfers after notification of layoff, layoff and recall. For any such changes in employment status, the hiring unit must notify the research faculty member prior to taking any action, preferably as early as possible. This should be accompanied or followed by a written explanation. The notification is the responsibility of the administrative head of the unit in which the decision is made. In some instances, bridge funding may be available to cover temporary lapses in funded research. See handbook sections 5.M.2 “Research Professors”; and 5.M.3 “Research Scientists.”

Supplemental (adjunct or visiting) research faculty appointments are considered terminal appointments, and notice of non-reappointment is not required.

5.L.2 Librarians, Archivists, and Curators

The University endeavors to provide stable employment for all its faculty members, including librarians, archivists, and curators. However, the University may find it necessary in certain situations to reduce its faculty for an indefinite period. If so, notice of at least 90 days should be provided. Layoff and Recall of Librarians, Archivists, and Curators are governed by Article XXIX of the LEO-GLAM collective bargaining agreement.

Chapter 5: Appointments

Save chapter as a PDF

5.K Non-reappointment of Instructional Faculty

Save section as a PDF

When a decision is made not to reappoint a member of the regular instructional faculty, the faculty member is notified as soon as possible, but in any event, not later than the minimum time period set forth in SPG 201.88. These guidelines also apply in the case of a decision not to recommend tenure. Teaching appointments for supplemental instructional faculty (see, e.g., SPG 201.34-1, Section II) are considered terminal appointments and notice of non-reappointment is not required. See also section 6.F “Non-reappointment of Tenure-Track Faculty.”

Chapter 5: Appointments

Save chapter as a PDF

5.J Status of Appointments When Academic Programs are Discontinued

Save section as a PDF

5.J.1 Instructional Faculty

  • Existing procedures for notice of non-reappointment for non-tenured instructional faculty should be followed when a program is scheduled for discontinuation. The procedures are the same as those followed in the case of non- reappointment for any other reason.
  • For Lecturers covered by a collective bargaining agreement, consult with the appropriate appointing unit and Academic Human Resources (https://hr.umich.edu/about-uhr/service-areas-offices/academic-human- resources)
  • The maintenance of tenured faculty and of essential instructional and supporting services remains the highest priority of the University. If, however, at some future time, it should become necessary to release tenured faculty members within a program to be discontinued, every effort will be made to place tenured instructional faculty members in other suitable positions. This could include retraining if a reasonable period of retraining of the affected faculty member would qualify him or her for another position within the University.
  • In cases where it is not possible to continue the appointment of a tenured faculty member, see the procedures listed in Chapter V. The Faculties and Academic Staff for further clarification.

5.J.2 Other Faculty

Existing procedures for reduction in the workforce will be followed for non-instructional faculty who are affected by the decision to close a program. See section 5.L “Reduction in Force/Termination.”

Chapter 5: Appointments

Save chapter as a PDF

5.I Resignations and Retirements

Save section as a PDF

5.I.1 Research Faculty, Librarians, Archivists, and Curators

It is requested that any individual in a research faculty (research professor or research scientist), librarian, archivist, or curator appointment (all ranks) who is resigning will give at least one month’s notice to the employing unit. Because of required processing time, the University requests any individual in this group who is planning to retire to give at least three months notice.

Chapter 5: Appointments

Save chapter as a PDF

5.H Termination of Appointments

Save section as a PDF

Faculty appointments can terminate for a variety of reasons. Whatever the situation, the University seeks to conclude the employment relationship in a way that fairly and appropriately recognizes the needs of both the faculty member and the University. See details in the following handbook sections.

Chapter 5: Appointments

Save chapter as a PDF

5.G Appointments: Other Considerations

Save section as a PDF

5.G.1 Conflict of Commitment in Faculty Appointments

A faculty member who accepts a tenure track or tenured position at the University of Michigan must resign from any tenure track or tenured position held at another institution of higher education prior to the start date of the U-M appointment(s). Exceptions to this policy must be approved by the dean and by the provost and executive vice president for academic affairs.

5.G.2 Dual Career Program

Many faculty members have partners who are accomplished professionals in their own right. Therefore, the University’s ability to recruit and retain faculty often hinges on dual career partners’ ability to find suitable employment or other career opportunities. In response, the University created the Dual Career Program, a collaborative effort that involves academic departments and programs, the school and college deans’ offices, and the Office of the Provost. The program provides assistance to dual career partners of tenure-track and tenured faculty members. For more information about the program, faculty members should contact the appropriate department chair, program director, or dean, or see the Office of the Provost dual career web page.

In addition, the College of Engineering, the College of Literature, Science, and the Arts, and the Medical School have created school/college dual career offices.

The staff for these school/college programs and the dual career staff in the Office of the Provost work collaboratively.

5.G.3 Employment Oath

Faculty at the University of Michigan, by virtue of being employees of the State of Michigan, are required by law to subscribe to the following constitutional oath of office before beginning work: “I do solemnly swear (or affirm) that I will support the Constitution of the United States of America and the Constitution of the State of Michigan, and that I will discharge the duties of my position according to the best of my ability.” (SPG 201.17)

5.G.4 Favoritism/Nepotism

At the University there shall be neither favoritism toward nor discrimination against any individual in appointment, promotion, wages, hours, or other conditions of employment based upon that individual’s being a “relative” of or having a close personal relationship or external business relationship to another person employed by the University, hereafter in this section referred to “relative” (SPG 201.23). If a faculty or staff member is to be assigned to a position that is under the supervision or control of a relative who has or may have a direct effect on the individual’s progress or performance, or an individual is to be assigned to a position with the same immediate supervisor as a relative, a management plan must be devised and approved by the head of the unit (e.g., dean or director) and that of the unit’s senior Human Resources officer. A management plan is also required when an individual already assigned to a position becomes a “relative” or a supervisor, subordinate, or someone who works for the same immediate supervisor.

For the purposes of this rule, the term “relative,” when used with regard to family members is defined as a staff member’s spouse or partner, daughter or son, grandparent, brother or sister, grandchild, aunt or uncle, niece or nephew (or the spouse of any of these) of either the staff member or the staff member’s spouse, or any other related person who is part of the staff member’s household.

Relationship to a staff member constitutes neither an advantage nor a deterrent to appointment by the University. It is only required that the individual meet and fulfill the standards appropriate to a University appointment. See SPG 201.23, which includes procedures and handbook section 9.G, “Conflicts of Interest and Conflicts of Commitment.”

5.G.5 Fitness for Duty

A Fitness for Duty policy was adopted to help assure the safety and health of individuals in the University community and others with whom they come in contact while performing their duties; to establish procedures by which the University can evaluate an employee’s ability to safely and competently perform his or her duties when a health or safety problem arises; and to comply with the Federal Drug Free Workplace Act. Safety is the primary objective of this policy. Therefore, a faculty or staff member may be asked to have a fitness for duty evaluation only if it is determined that his or her behavior poses an imminent and serious safety threat to self or others. The policy spells out the procedures that must be followed when an individual is asked to have an evaluation. For additional information, see SPG 201.15.

5.G.6 International Faculty

The University provides assistance in obtaining Temporary Work Visas (H-1) for international instructional faculty and will consult on procedures for obtaining permanent residency status. Hiring units are urged to contact the International Center before making an offer of employment to a non-U.S. citizen, but potential employees may also contact the International Center directly to discuss their current visa status and options that are available to them. (SPG 402.01) The International Center charges the unit a flat fee for processing H-1B and permanent resident visas. The U.S. Citizenship and Immigration Services also charges a fee, which is typically paid by the individual.

It is important to address visa issues promptly in order to avoid situations where individuals cannot secure necessary immigration documents in time to teach, conduct research, or fulfill other responsibilities because immigration status does not permit employment. For more information, see the Center’s website. The International Center has offices on both central campus and north campus, and can be contacted at [email protected].

The University also has a large number of international students (F-1 and J-1 visas) and exchange visitors (J-1 visas), many of whom may be employed under certain conditions. For information about immigration status and employment eligibility of international students and visitors, contact the International Center main number and ask to speak to an international student and scholar advisor. See also handbook section 21.J “International Center.”

Chapter 5: Appointments

Save chapter as a PDF

5.F Types of Appointments

Save section as a PDF

5.F.1 Academic-year Appointments

These are commonly referred to as University-year appointments. See section  5.F.9 “University-year Appointments (Academic-year Appointments.)”

5.F.2 Additional Appointments

Additional appointments are appointments that extend the term of service of faculty on University- year appointments. Instructional faculty who are on university-year appointments may receive additional appointments not to exceed two months beyond the university-year appointment in Ann Arbor and UM-Flint or three additional months in UM-Dearborn. Exceptions may be allowed by the appropriate dean. (SPG 201.04)

Librarians, Archivists, and Curators appointments may be eligible for additional appointments, in accord with Article XI in the LEO-GLAM collective bargaining agreement. 

5.F.3 Annual Appointments

Annual appointments are twelve-month appointments. Instructional faculty members on annual appointment perform academic duties for eleven months and receive one month of paid vacation.

5.F.4 Joint Appointments

Annual appointments are twelve-month appointments. Instructional faculty members on annual appointment perform academic duties for eleven months and receive one month of paid vacation. See handbook section 6.H “Joint Appointments.”

5.F.5 Librarians, Archivists, and Curators Appointments

Librarians, Archivists, and Curators are covered by a collective bargaining agreement that establishes the terms and conditions of their appointment. All positions in the bargaining unit are classified as either term appointment or regular appointment, as defined in Article XI in the LEO-GLAM collective bargaining agreement.

5.F.6 Multi-year Appointments

Multi-year appointments are term appointments for more than one year. Instructors and assistant professors, and associate and full professors when appointed without tenure, may be appointed for terms of up to four years within the probationary period. Under the terms of the collective bargaining agreement with LEO, some Lecturer IVs may be appointed for up to five years. The term of appointment is established by the dean and executive committee in most schools and colleges. See also handbook section 6.D “Extensions of the Probationary Period for Childbearing, Dependent Care, or Medical Leave.”

5.F.7 Open-ended Appointments

Open-ended appointments are appointments that do not have a specified ending date. Tenured instructional faculty and most research faculty (including research scientists and research professors), librarians, curators, and archivists hold open-ended appointments. An open-ended appointment continues until the head of the employing unit requests a change.

5.F.8 Partial Appointments

A faculty member with less than 80% effort may wish to consider the impact of appointment level changes on benefits. Also see SPG 201.13 and section 6.I “Partial Appointments.”

5.F.9 Term Appointments (Closed-ended Appointments)

Term appointments are appointments for a fixed period of time. Adjunct and visiting instructional faculty appointments are always closed-ended appointments. Term appointments vary in length of time but are often for one or two years. Most lecturer appointments (and some adjunct appointments) are governed by the provisions of the collective bargaining agreement with LEO. A term appointment carries with it the same benefits and obligations as an open-ended appointment.

5.F.10 University-year Appointments (Academic-year Appointments)

The University conducts three full academic terms each year: fall (Term I), winter (Term II) and the spring and summer half terms (Terms III-A and III-B). A University-year appointment is composed of two of the three full terms. On the Ann Arbor and UM- Flint campuses, a University-year appointment is for nine months; on the UM- Dearborn campus, it is for eight months. A University-year salary is paid in twelve equal monthly installments. See handbook section 14.C “Salary Payments.”

Chapter 5: Appointments

Save chapter as a PDF

5.E Librarians, Archivists, and Curators

Save section as a PDF

5.E.1 Librarians

Librarians at the University of Michigan hold academic appointments and are part of the faculty of the University (Chapter VI. Schools and Colleges: Program Definitions bylaw 5.01).

In recognition of the changing intellectual and technical information environment, libraries and archives are no longer viewed as only the physical repositories of knowledge but have evolved into intellectual learning centers. Librarians therefore have important educational, research, and service roles at the University. They provide bibliographic access and information services needed to support the programs of the University and to maintain the University’s libraries as a resource; sustain an active interest in developments in librarianship; participate in appropriate professional meetings; and serve on library, University, and professional association committees. See handbook section 3.K “University of Michigan Libraries and Museums (Ann Arbor Campus) for an overview of libraries and section 21.K “Libraries.”

On the Ann Arbor campus, the appointment of librarians in the University library is handled through the University Library Office of Human Resources. The supervisor interviews applicants and recommends appointment, subject to the approval of the department head, the appropriate deputy or assistant director or manager and the University Librarian and Dean of the Libraries, and in accord with Article XI of the LEO-GLAM collective bargaining agreement. Similar appointment procedures are followed within the administrative structure of other independent libraries on the Ann Arbor campus.

Librarians are classified as:

  • librarian
  • senior associate librarian
  • associate librarian
  • assistant librarian

Classification of librarian positions in the four ranks is determined by the appointing unit University library and the Law Library through classification committees which make recommendations to their respective directors. In Kresge Library Services, the classification committee makes recommendations in consultation with the dean. The classification of librarian positions in other independent libraries and units on the Ann Arbor campus is done by the University Library Classification Evaluation Committee. Through these processes, all new positions in the respective units are evaluated to determine the appropriate classification and to review positions periodically for possible reclassification.

Some administrative positions, such as university librarian and dean of libraries, are outside this classification scheme are not included in the LEO-GLAM bargaining unit, and are appointed by and report to the Office of the Provost.

5.E.2 Archivists

Archivists within the University of Michigan hold academic appointments and are part of the faculty of the University (Chapter VI. Schools and Colleges: Program Definitions bylaw 6.01). Because of the changing intellectual and technical information environment, archives are no longer viewed as only the physical repositories of research materials but have evolved into intellectual learning centers. Archivists therefore perform a number of functions at the University, including educational, research and service roles. They provide research resources to students and faculty (as well as to the broader scholarly public), introduce users to the process of archive-based research, sustain an active interest in developments in related professional organizations, and serve on appropriate University and professional association committees. Article XI of the LEO-GLAM collective bargaining agreement governs Archivists appointments.

Archivists are classified as:

  • archivist
  • senior associate archivist
  • associate archivist
  • assistant archivist

Classification of positions in the four basic ranks is determined by the appropriate archival unit and University Human Resources. Because the Bentley Historical Library has the greatest number of archivists of any unit on the campus, its classification scheme is taken as a model. New positions within the archival ranks are usually defined in conjunction with the interested unit, the Bentley Library, and University Human Resources. Some administrative positions such as director of the Bentley Historical Library, fall outside the classification scheme, are not included in the LEO-GLAM bargaining unit, and are appointed by and report to the Office of the Provost.

5.E.3 Curators

Curators within the University of Michigan hold academic appointments and are part of the faculty of the University (Chapter VI. Schools and Colleges: Program Definitions bylaw 6.01). Though sometimes separately administered, the collections of the University are seen as an integral part of the academic mission of specific units on the campus, in education, research, and service. They provide materials considered integral to teaching and research. Curators convey a knowledge of specific collections that is essential to the processes by which these materials can be used. Curators sustain an active interest in developments in their respective professional roles. They participate in appropriate professional meetings and serve on University and professional associations. Article XI of the LEO-GLAM collective bargaining agreement governs Curator appointments.

Curators are classified as:

  • curator
  • senior associate curator
  • associate curator
  • assistant curator

Classification of positions in the four basic ranks is determined by the particular unit in consultation with University Human Resources. Recommendations are made to the particular unit head or chair. In the cases of academic units, a dean may be involved. New positions are determined by a similar set of consultations. Some administrative positions, such as director of the Museum of Art, are outside this classification scheme, are not included in the LEO-GLAM bargaining unit, and report to the Office of the Provost.

5.E.4 Promotions of Librarians, Archivists, and Curators

Participation in the promotion system is highly encouraged, but voluntary. The promotion process is governed by the LEO-GLAM collective bargaining agreement, Article XII, Promotion of Librarians, Archivists, and Curators.  Specific procedures for promotion may vary among the units. Librarians, archivists, and curators should consult their immediate supervisors for more information.