Application for Tenure Clause Samples

The Application for Tenure clause outlines the process and requirements for a faculty member to formally request consideration for tenure status at an academic institution. Typically, this clause specifies eligibility criteria, necessary documentation, deadlines, and the steps involved in submitting an application, such as providing evidence of teaching, research, and service. Its core function is to ensure a transparent and standardized procedure for tenure review, helping both the applicant and the institution manage expectations and responsibilities throughout the process.
Application for Tenure. 10.6.1 Subject to the provisions of Article 10.3.9, all Tenurable Employees shall be candidates for tenure on 15 January of the fifth probationary year. 10.6.2 By 15 January, the Chair of the Academic Unit shall submit the names of all Employees in the Academic Unit who are candidates for tenure to the secretary of the UTPC. 10.6.3 By 1 February, the candidate, with the assistance of the Chair of the Academic Unit, shall submit the tenure dossier containing all the required documents normally covering nine (9) semesters to the chair of the TC, and shall advise the President of the Mount Royal Faculty Association of the application for tenure.
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Application for Tenure. Tenure with Promotion, and Promotion: An applicant for promotion shall submit a properly documented application form to the office of the Chief Human Resource Officer by September 1. Applications with attachments may not exceed thirty (30) pages, excluding separate support materials provided for in Article 10.10 and in Article 16.
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Application for Tenure. 16.3.1 An employee in, or about to enter, the third year of his or her candidacy appointment shall be notified by the ▇▇▇▇ or Director, in writing, of the upcoming tenure hearing no later than July 1 of the college year in which the tenure decision will be made. An employee who chooses to be considered for tenure prior to the final year of his or her candidacy appointment shall give notice, in writing, to the ▇▇▇▇ or Director of his or her intention no later than July 1 of the college year in which the tenure decision will be made. 16.3.2 Employees who are to be considered for tenure shall submit an application through the ▇▇▇▇ or Director no later than September 1 of the college year in which the tenure decision will be made. 16.3.3 The application shall be accompanied by: an up-to-date curriculum vitae, a summary of teaching experience, copies of all relevant scholarly publications or works, a summary of the candidate’s contribution to OUC, his or her profession, and the community, and any other documentation the candidate considers as evidence of fulfillment of criteria. 16.3.4 The ▇▇▇▇ or Director shall forward the application, supporting documentation, and a copy of the employee’s official personnel file to the Chair of the relevant Departmental Review Committee within 5 working days of receipt of an application. The applicant shall receive a copy of his or her official file. 16.3.5 OUC and all employees participating in the tenure process shall maintain confidentiality.
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Application for Tenure. 1. Bargaining unit faculty members in the tenure stream may seek tenure only one time. 2. All bargaining unit faculty members shall be provided at the time of their initial appointment with all criteria and guidelines for tenure that apply to their appointment. In the event of a change in the criteria and guidelines, bargaining unit faculty members who seek tenure after the adoption of the new criteria and guidelines may elect to do so under the new criteria and guidelines or under those in effect at the time of their initial appointment. 3. In the event that a bargaining unit faculty member in the tenure stream applies for tenure prior to their sixth year in the tenure stream, or ninth year in the tenure stream for bargaining unit faculty members appointed to the School of Nursing, and tenure is not awarded, the bargaining unit faculty member’s appointment in the tenure stream will terminate at the end of their current appointment term. 4. The parties acknowledge that Employer Policy AC 28 contains an appeal process applicable to denial of a bargaining unit faculty member’s tenure application and agree that the process set forth therein shall be the only appeal and/or grievance process available to bargaining unit faculty members. Denial of a bargaining unit faculty member’s application for tenure shall not be subject to the grievance and arbitration procedure. 1. Appointment of tenured bargaining unit faculty members shall be in accordance with Chapter II, Article IV of the Bylaws of the University. 2. Tenure may only be held by Professors and Associate Professors, and only in the school or regional campus where tenure is granted. 3. Promotion of Tenured Faculty a. After three (3) years as Associate Professor with tenure, bargaining unit faculty may apply for promotion to the rank of Full Professor with tenure. b. Final promotion decisions shall be made within a reasonable period. c. All bargaining unit faculty members shall be provided at the time of their appointment to Associate Professor with tenure with all criteria and guidelines for promotion that apply to their appointment. In the event of a change in the criteria and guidelines, bargaining unit faculty members who seek promotion within seven (7) years of the adoption of the new criteria and guidelines may elect to do so under the new criteria and guidelines or under those in effect at the time of their appointment. d. In the event that an Associate Professor with tenure is denied promotion to Fu...
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Application for Tenure. 1. Bargaining unit faculty members in the tenure stream may seek tenure only one time. 2. In the event that a bargaining unit faculty member in the tenure stream applies for tenure prior to their sixth year in the tenure stream, or ninth year in the tenure stream for bargaining unit faculty members appointed to the School of Nursing, and tenure is not awarded, the bargaining unit faculty member’s appointment in the tenure stream will terminate at the end of their current appointment term. 3. The parties acknowledge that Employer Policy AC 28 contains an appeal process applicable to denial of a bargaining unit faculty member’s tenure application and agree that the process set forth therein shall be the only appeal and/or grievance process available to bargaining unit faculty members. Denial of a bargaining unit faculty member’s application for tenure shall not be subject to the grievance and arbitration procedure. 1. Appointment of tenured bargaining unit faculty members shall be in accordance with Chapter II, Article IV of the Bylaws of the University. 2. Tenure may only be held by Professors and Associate Professors, and only in the school or regional campus where tenure is granted. 3. Promotion of Tenured Faculty a. After three (3) years as Associate Professor with tenure, bargaining unit faculty may apply for promotion to the rank of Full Professor with tenure. b. In the event that an Associate Professor with tenure is denied promotion to Full Professor with tenure, they may reapply for such promotion no earlier than one (1) year following denial of promotion. c. The parties acknowledge that Employer Policy AC 28 contains an appeal process applicable to denial of a tenured bargaining unit faculty member’s promotion application and agree that the process set forth therein shall be the only appeal and/or grievance process available to tenured bargaining unit faculty members. Denial of a tenured bargaining unit faculty member’s application for promotion shall not be subject to the grievance and arbitration procedure.
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Application for Tenure. 10.6.1 Subject to the provisions of Article 10.6.4, all tenurable employees shall be candidates for tenure on 15 January of the fifth probationary year. 10.6.2 By 15 January, the Chair of the academic unit shall submit the names of all employees in the academic unit who are candidates for tenure to the secretary of the UTPC. 10.6.3 By 1 February, the candidate, with the assistance of the Chair of the academic unit, shall submit the tenure dossier containing all the required documents normally covering nine (9) semesters to the chair of the TPC, and shall advise the President of the Mount Royal Faculty Association of the application for tenure. 10.6.4 A tenurable employee may elect to extend the probationary period as described in Article 10.3 for one year, subject to the following provisions:
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Application for Tenure. 10.6.1 Subject to the provisions of Article 10.6.4, all tenurable employees shall be candidates for tenure on 15 January of the fifth probationary year. 10.6.2 By 15 January, the Chair of the academic unit shall submit the names of all employees in the academic unit who are candidates for tenure to the secretary of the UTPC. 10.6.3 By 1 February, the candidate, with the assistance of the Chair of the academic unit, shall submit the tenure dossier containing all the required documents normally covering nine (9) semesters to the chair of the TPC, and shall advise the President of the Mount Royal Faculty Association of the application for tenure. 10.6.4 A tenurable employee may elect to extend the probationary period as described in Article 10.3 for one year, subject to the following provisions: 10.6.4.1 The employee has not previously elected to extend the probationary period. 10.6.4.2 The employee has not been granted an additional probationary year as provided for in Article 10.8.2.3. 10.6.4.3 The employee shall remain in the same work pattern identified in the letter of appointment. 10.6.4.4 The employee shall notify the Chair of the academic unit and the President of the Mount Royal Faculty Association, after receipt of the annual tenure evaluation report for the fourth probationary year and no later than 30 September of the fifth probationary year that he/she is electing to extend the probationary period for one year. 10.6.4.5 All tenurable employees who elect to extend the probationary period for one year shall be candidates for tenure on 15 January of the sixth probationary year. Application for tenure shall be as outlined in Articles 10.6.2 and 10.6.3, with the exception that the tenure dossier will normally contain all the required documents covering eleven (11) semesters.
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Application for Tenure. 1. Bargaining unit faculty members in the tenure stream may seek tenure only one 2. All bargaining unit faculty members shall be provided at the time of their initial appointment with all criteria and guidelines for tenure that apply to their appointment. In the event of a change in the criteria and guidelines, bargaining unit faculty members who seek tenure after the adoption of the new criteria and guidelines may elect to do so under the new criteria and guidelines or under those in effect at the time of their initial appointment. 3. In the event that a bargaining unit faculty member in the tenure stream applies for tenure prior to their sixth year in the tenure stream, or ninth year in the tenure stream for bargaining unit faculty members appointed to the School of Nursing, and tenure is not awarded, the bargaining unit faculty member's appointment in the tenure stream will terminate at the end of their current appointment term or one (1) year following the date of written notification of the decision, whichever is longer.
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Application for Tenure. The parties agree that periods of time for which the teacher is on childbirth leave shall not be counted in determining the completion of probationary period.
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Related to Application for Tenure

  • Application for Leave Any request for a leave of absence shall be submitted in writing by the employee to the Employer or designee. The request shall state the reason the leave of absence is being requested and the length of time off the employee desires. Authorization for a leave of absence shall be furnished to the employee by the Employer or designee, and it shall be in writing.

  • Application for Benefits Requests for short-term leaves shall be in writing, upon the appropriate form prescribed and provided by the District, and shall be filed with the unit member's supervisor and the appropriate manager five (5) days in advance of the intended leave (except in emergency situations), unless otherwise stated by the provisions of the specific leave.

  • New Application for Licensure Any time after the three-month period has lapsed from the Effective Date of this Agreement and Respondent has paid the Administrative Penalty set forth in Section III, Paragraph 1 of this Order, Respondent may apply for a new mortgage loan originator license or, as applicable, petition for the reinstatement of an MLO Activity Endorsement in any or all of the Participating States with the understanding that each State Mortgage Regulator reserves the rights to fully investigate such application for licensure or petition for reinstatement of an MLO Activity Endorsement and may either approve or deny such application or petition pursuant to the normal process for such licensing or endorsement investigations. No license application or petition described in this paragraph will be denied solely based on the facts, circumstances, or consensual resolution provided for in this Agreement. Respondent further agrees that Respondent must satisfy the Administrative Penalty provision prior to submitting an application for a new mortgage loan originator license or, as applicable, petition for the reinstatement of an MLO Activity Endorsement.

  • Venue Limitation for TIPS Sales Vendor agrees that if any "Venue" provision is included in any TIPS Sale Agreement/contract between Vendor and a TIPS Member, that clause must provide that the "Venue" for any litigation or alternative dispute resolution shall be in the state and county where the TIPS Member operates unless the TIPS Member expressly agrees otherwise. Any TIPS Sale Supplemental Agreement containing a “Venue” clause that conflicts with these terms is rendered void and unenforceable.

  • Application of Agreement 4.1 This Agreement applies to: (a) ▇'▇▇▇▇▇▇▇▇ Ground Engineering Pty Ltd (the Employer) (b) the CFMEU (the Union) (c) all Employees of the Employer engaged in construction work and for whom classifications and rates of pay are provided by this Agreement (the Employee). Collectively known as Parties 4.2 This Agreement only applies to work done in Queensland or Northern Territory and to work temporarily done outside Queensland or Northern Territory by Employees who are based in Queensland or Northern Territory, except where employees are covered by a subsequent Greenfields agreement made under s.182(3) of the Fair Work Act 2009 (Cth) and approved by the Fair Work Commission.