The UNC Policy Manual
300.1.6[R]
Adopted 03/21/03
Amended 05/02/10
1.
Administrative Separation and Return to a Tenured Faculty Position.[1]
a.
Return
to a Tenured Faculty Position. An
administrator who holds a concurrent tenured faculty appointment may return to
that appointment with all the rights and responsibilities of faculty in the
home department, unless a proceeding is initiated to discharge or demote the
tenured faculty member. If there has
been an administrative stipend during the appointment, that stipend shall be
removed. The salary shall be adjusted
from a 12-month administrative salary to a 9-month or 12-month faculty salary
that is commensurate with the salaries of comparable faculty members.
b.
Research
Leave. At the discretion of the
Chancellor, or the President in the case of a UNC General Administration
employee, the Chancellor or President may provide for up to a one semester research
leave for any tenured faculty member who has served in one or more consecutive
Senior Academic and Administrative Officer positions subject to Policy 300.1.1,
I.A for at least five years in order to provide an opportunity for the faculty
member to prepare for teaching and research responsibilities. Prior to the beginning of the research leave,
the administrator shall submit a work plan for the leave period to include
expected outcomes. The plan will be
reviewed and approved by the Chancellor.
In the event that an employee of UNC General Administration is returning
to the faculty of a constituent institution, the President shall review and
approve the work plan. The leave will be
paid at a salary commensurate with the salaries of comparable faculty members.
c.
Exception
Provision. Exceptions may be made to
recognize extraordinary circumstances including, but not limited to, extended
or superior service in administrative roles.
Any exception to these provisions must be approved by the Board of
Trustees and by the President.
d.
Failure
to Return to Faculty Role.
In the event that the faculty member does not assume faculty responsibilities for at least a semester
after the research leave in accordance with this policy, the Chancellor, or the
President in the case of the UNC General Administration employee, is
authorized, in his or her discretion, to require repayment of compensation paid
during the leave period from the non-returning faculty member.
2.
Reappointment
of an Administrator without Faculty Return Rights. An administrator leaving a position that is
categorized as “at will” has no claim to a position at the university; however,
there may be circumstances in which assignment to another administrative or
teaching position would be beneficial for both the institution and the
employee. In these cases, the new salary
should be appropriate to the assignment.
Any exception must be approved by the Board of Trustees and by the President. This Regulation does not supersede any notice
or severance pay required by Board of Governors policy.
3.
Separation
from the University. In some cases, it
may be in the best interests of the institution to negotiate a severance
agreement with an administrator. UNC
policy addresses timely notice for termination of Senior Academic and Administrative
Officers hired pursuant to Policy 300.1.1,
I.B. In certain circumstances, these
employees are entitled to notice of the discontinuation of their employment
with full pay for up to 90 days or severance pay, depending on their length of
service. A Chancellor or the President
may, at his or her discretion, determine that the circumstances justify
continuing full pay for employees subject to Policy 300.1.1, I.A for up to 90 days. Any agreement that results in a longer period
of compensation must be approved by the Board of Trustees or the Board of
Governors for employees of UNC General Administration.
4.
Retirement. Nothing in these Regulations shall prevent a
tenured faculty member from immediately participating in phased retirement,
consistent with existing UNC policies.
5.
Coverage. These regulations apply to Senior Academic
and Administrative Officers hired on or after the approval date. Employees serving as Senior Academic and
Administrative Officers prior to the approval date remain covered under the
previous regulations dated 03/21/03.
300.1.6[R]
Adopted 03/21/03
1.
Retreat
to a faculty position. An administrator
who holds a concurrent tenured faculty appointment may return to that
appointment with all the rights and responsibilities of faculty in the home
department, unless a proceeding is initiated to discharge or demote the
administrator from the faculty position.
If there has been an administrative stipend during the appointment, that
stipend should be removed. The salary
will be adjusted from a 12-month administrative salary to a 9-month or 12-month
faculty salary that is commensurate with the salaries of comparable faculty
members. At the chancellor’s discretion,
the chancellor may provide for a reasonable period of time with full
administrative salary to provide an opportunity for the employee to prepare for
teaching and research responsibilities.
The reasonable period of time should be related to the time spent in
administrative duties. If the chancellor
proposes to pay the administrator full or partial administrative pay after the
termination of the administrator’s administrative duties for longer than one
year, the agreement must be approved by the Board of Trustees of the
constituent institution.
2.
Reappointment of an administrator without faculty
retreat rights. An administrator leaving a position that is
categorized as “at will” has no claim to a position at the university; however,
there may be circumstances in which assignment to another administrative or
teaching position would be beneficial for both the institution and the
employee. In these cases, the new salary
should be appropriate to the assignment. If a chancellor or the president
proposes to pay the administrator his or her full administrative salary after
moving the administrator to a position that would normally be lower paying, or
if paid leave is to be granted, the agreement with the administrator must be
approved by the Board of Trustees of the constituent institution or by the
Board of Governors for employees of the Office of the President or the General
Administration. This Guideline does not
supersede any notice or severance pay required by Board of Governors’ policy.
3.
Separation from the University. In some cases, it may be in the best
interests of the institution to negotiate a severance agreement with an
administrator. UNC policy addresses
timely notice for termination of Senior Administrative Academic Officers hired
pursuant to Policy 300.1.1, I.B.
In accordance with The University of North Carolina Policy 300.1.1,
III.B, in certain circumstances these employees are entitled to notice of the
discontinuation of their employment with full pay for up to 90 days or
severance pay, depending on their length of service. A chancellor or the president may, at his or
her discretion, determine that the circumstances justify continuing full pay
for employees subject to Policy 3001.1.I.A for up to 90 days. Any agreement that results in a longer period
of compensation must be approved by the appropriate Board of Trustees or the
Board of Governors for employees of the Office of the President or General Administration.
4.
Retirement.
Nothing in these guidelines shall
prevent an administrator from retiring or an administrator who holds a
faculty appointment from participating in phased retirement consistent with
existing University of North Carolina policies.
[1]Campuses that do not have tenured faculty
positions will follow campus-based policies approved by the President that are
consistent with the intent of this Regulation.