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9.9 Employment Policies

  • 9.9.1 Amorous Relationships

    The University of North Georgia complies with USG Board of Regents policy as found in the Human Resources Administrative Practice Manual: Employee Relations.

  • 9.9.2 Purchasing and Contracts

    Visit UNG's Purchasing website to review information regarding making purchases and creating contracts.

  • 9.9.3 Gratuities and Gifts

    The University of North Georgia complies with USG Board of Regents Policy 8.2.13 "Gratuities". See link below.

    http://www.usg.edu/policymanual/section8/C224/

  • 9.9.4 Types of Employment

    The University of North Georgia's policy is consistent with the USG BOR Human Resources Administrative Practice Manual: Classification, Compensation, and Payroll

     
  • 9.9.5 Reappointment of Non-Tenured Faculty

    The University of North Georgia's Policy is consistent with USG BOR policy found in the Academic & Student Affairs Handbook: 4.7.1 Renewal and Nonrenewal of Contracts of Non-tenured Faculty.

    USG Bor Policy 8.3.4.2 Non-Tenured Faculty with Academic Ranks of Instructor, Assistant Professor, Associate Professor, and Professor
  • 9.9.6 Joint Academic Appointments

    I. Introduction

    Critical to the mission of the University of North Georgia (UNG) are collaborative academic endeavors that provide opportunities for faculty to teach, conduct research, and provide professional service across colleges, departments and programs. These guidelines describe the process for establishing formal collaborative endeavors between units at UNG.

    Joint academic appointments may be developed between:

    • Academic departments/units within a college.
    • Academic departments/units in different colleges.
    • Academic departments/units in one or more colleges and an institute.
    • Any of the above and an administrative unit.
    A joint appointment in two or more organizational units may be initiated either upon request by the faculty member or the heads/directors of the units involved in the joint appointment. A formal Memorandum of Understanding (MOU) outlining the conditions of the joint appointment must be agreed upon by the faculty member and the head(s) and director(s) of every department involved in the appointment.

    Once approved at the departmental level, the MOU will be forwarded to the appropriate dean(s) and/or associate vice president(s) for college/division approval and then to the provost and/or the senior vice president for university affairs for final approval.  All requests for joint appointments must; a) demonstrate that they help fulfill the missions of the academic programs and university, and b) clearly show how they allow the faculty involved to achieve successful performance evaluations

    II. Definitions

    Academic Unit:  an academic department, institute, or college.
    Home Unit:  the unit most relevant to the discipline of the faculty member making the request for the joint appointment and with which the faculty member feels the closest identity.
    Joint Appointment:  faculty members hold joint appointments if they have appointments in two or more UNG units (academic or administrative).
    Sharing Unit:  an academic unit that has joined with a faculty member’s identified home unit in a collaborative manner to support a joint academic appointment.

    III.    Guidelines

    1. Prior to the approval of the joint appointment, a Memorandum of Understanding between the sharing unit(s) and the home unit must be developed which addresses the specific critical elements listed below. The MOU must identify or state:
      1. Units involved in the joint appointment.
      2. Home unit of the of the jointly appointed faculty member. The home unit will have the lead responsibility in the management of personnel issues and coordination of annual performance evaluations, merit decisions, tenure, and promotions in rank reviews. For tenure-track or tenured faculty, the commitment of tenure and rank will be within the home unit. Often, but not always, the home unit will be the unit with the higher workload fraction. As a general guide, the designated home unit should be the unit that is most relevant to the faculty member or administrator's discipline, inclusive of the faculty member's area of intellectual / creative pursuits, and that which the individual faculty member feels the closest identity.
      3. Terms of the appointment, e.g., academic year, twelve months, etc. (Extended appointments may be negotiated.)
      4. Tenure status of the appointment, e.g., tenured, tenure track or non-tenure track.
      5. Rank or title of the applicant for the appointment.
      6. Workload distribution between the two units and whether this is for the duration of the joint appointment or up for review at designated times; if the latter, state the times.
      7. Eligibility criteria and expectations regarding membership on unit level committees.
      8. Location of joint appointee’s office, access to instructional support materials, secretarial support, and research support.
      9. Method in which the home unit will modify its evaluation and review processes for annual review, pre-tenure, tenure, promotion, and post-tenure review to be inclusive of the sharing unit’s input on faculty performance (see Evaluation of Appointee for additional information).
      10. Processes which will be formulated to conduct joint appointment faculty searches, interviewing, and hiring.
      11. Mechanisms by which applicable revenues are managed if generated by a joint appointee with an externally funded grant.
      12. Process for modifying or terminating the joint academic appointment.
      13. Positions may not be split-funded at this time. Exceptions may be granted in rare circumstances. Additional com pension for above-load work may be provided by the sharing department.
    2. In order for the joint appointment to be executed, the MOU must contain the following signatures in the following order:
      1. Heads and/or directors of departments/programs involved in the joint appointment.
      2. Deans and/or associate vice presidents of colleges/institutes involved in the joint appointment.
      3. Provost and/or senior vice president for university affairs.
      4. Faculty member who will receive joint appointment. The faculty member’s signature signifies his/her final review and acceptance of the conditions of MOU and the joint appointment.

    IV. Evaluation of Appointee

    The evaluation procedures of the home unit should be followed for joint academic appointments. The evaluation procedures of the home unit must recognize the jointly appointed faculty members’ multiple academic commitments and should base evaluations on their total performance, inclusive of interdisciplinary instruction, scholarly activities, and service.   The annual evaluative processes and forms typically used within the home unit should be modified as necessary to ensure that the sharing unit has notable input in the evaluation process. While the administrator of the home unit will be responsible for completing the evaluation, the administrator of the sharing unit must also provide a written performance evaluation pertaining to the faculty member’s performance of responsibilities within the sharing unit. This evaluation must be included in the overall evaluation documents. The final evaluation completed must be reflective of these two unit level administrators’ perspectives. Prior to commencement of the appointment, both sharing unit administrators should make sure that the jointly appointed faculty member understands the explicit evaluation criteria that will be applied to his/her work in each unit. The responsibility of conducting tenure and promotion review of jointly appointed faculty lies with the home unit. However, as in the annual evaluation process, the sharing academic unit must have equitable opportunity for input during the review.

    In order to resolve personnel conflicts, the home and sharing units must identify the steps jointly appointed faculty should follow if they experience concerns about the terms of the joint academic appointment and/or the actions of the units involved. In general, it is recommended that an individual faculty member’s concerns be first expressed at the most appropriate lowest level of either the home or sharing unit. Appropriate upper levels of administration related to the academic units should become involved only if the units’ efforts to resolve the difficulty prove to be unsatisfactory. If problems persist, the relevant upper level administrators should undertake to resolve them. The home unit is responsible for addressing performance and conduct issues. The home unit should consult with the sharing unit supervisor, if appropriate. If the sharing unit has concerns that require substantive corrective feedback and/or disciplinary action, the sharing unit supervisor should notify the home unit supervisor and work collaboratively to address the problem.

    V. Additional Information

    Each unit should provide the jointly appointed faculty member with opportunities to participate broadly in the life of the academic community. Ideally, the joint appointments will afford the faculty member substantive opportunities for involvement in scholarly activities and organizational responsibilities in each of the sharing units.  A jointly appointed faculty member’s overall effort and access to resources must be comparable, in total, to faculty who hold an academic appointment in only one unit. Such resources may include mentoring, space, equipment, travel funds and other sources of funding.

    The faculty member who holds a joint appointment is expected to play an active role in helping the sharing academic units effectively collaborate. The faculty member should make the effort to become familiar with each academic unit’s expectations and procedures. If these procedures conflict, the faculty member should speak up in a timely way. The faculty member should inform the relevant administrators of issues that arise as a result of the joint appointment.

    VI. New Tenure Track Faculty Appointments

    If the appointment is for a tenure track faculty member, the home unit should identify a mentor for the jointly appointed faculty member who, ideally, is familiar with his or her interdisciplinary work. The mentor should provide feedback and advice for the faculty member on a regular basis throughout the year. At least once a year, the mentor and faculty member should meet together to discuss the faculty member's performance and progress.  

    VII. Changes in Appointment

    Faculty members with joint appointments may wish to change the terms of the original agreement. Sharing units may also wish to change the terms of their arrangements with other units or with individual jointly appointed faculty members. Such changes may be made through the establishment of a new Memorandum of Understanding as per section III above.

    VIII. Hiring Jointly Appointed Faculty

    The responsibility of hiring faculty into newly created joint appointment lines, or replacing faculty in an existing joint appointment line lies with the home unit. However, the sharing academic unit must have opportunity for input during the search and selection process. Accommodations must be made in the home unit’s normal hiring processes, e.g. preparation of the position description and advertising procedures, committee structure, interview format, administrative recommendation, etc. that will provide appropriate representation of the sharing academic units’ collegial peer and administrative involvement. A recommendation to the provost and/or senior vice president for university affairs to make an offer must be approved by both administrators of the sharing units.

    IX. Budget

    Salary will be budgeted in the home department, with an agreed upon workload distribution as specified in the MOU. Work above load may be provided by the sharing department.

    Approved: Academic Affairs Committee 2/27/13

  • 9.9.7 Draft MOU for Joint Appointments

    Memorandum of Understanding
    Joint Appointed Faculty
    University of North Georgia

    This Memorandum of Understanding outlines the joint appointment of [faculty FIRSTNAME LASTNAME] to [Unit A] and [Unit B] for [insert Terms involved: Academic Year, 12 months, multiple years, etc.] at [insert tenured/tenure-track/non-tenure] and rank of [insert rank].  At the expiration of the terms of this agreement, the MOU will be reevaluated with respect to workload distribution and/or changes in promotion/tenure needs or guidelines. 

    1. The Home Unit: [Unit A/B] is designated as the administrative home unit. All laboratory and office space will be provided by [Unit A/B]. [Unit A/B] will supply administrative support, including contracts and grant administration. 

    2. Salary: Salary will be budgeted within the faculty member’s Home Unit.

    3. Teaching: Classes will be scheduled by the respective departments (i.e., [UNIT A] will schedule [UNIT A] classes and [Unit B] will schedule [Unit B] classes). In the case of cross-listed courses, [UNIT A/B] will remain the administering department and will collect course evaluations.

    4. Workload: The normal teaching load for UNG faculty is 24 hours per academic year; exceptions are defined in attached documents. Professor LASTNAME will be expected to meet the following:

    Specific Teaching and Service Workload Expectations:

    UNIT A:

    UNIT B:

    Professor LASTNAME ___is/___is not eligible to serve on the departmental committees for [Unit A]. Professor LASTNAME ___is/___is not eligible to serve on the departmental committees for [Unit B].

    Teaching and service expectations, including Advising, will be coordinated annually between the two Units. Service in both departments should be roughly that of the teaching expectations and with the above restrictions in mind, but jointly appointed faculty should be prepared to participate in both Units’ faculty meetings and to serve on ad hoc committees as needed. 

    Scholarship Workload Expectations:

    With regard to scholarship requirements, the expectations will normally be outlined by the Home Unit.  Exceptions should be noted in attached documentation.

    5. Review of Personnel Actions: University policy requires that for jointly appointed faculty, reviews be coordinated between all involved departments. The Home Unit will take the lead on processing performance evaluations, promotion and tenure reviews, as well as merit decisions.  The Home Unit will seek the Sharing Unit’s input on review cases and then forward to the Dean of the Home Unit.  Merit and/or promotion consideration will follow the Home Unit’s departmental policies and process.   

     

     

    Faculty Member

     

    Date

     

     

     

    Department Head/Director Home Unit

     

    Department Head/Director Shared Unit

     

     

     

    Dean/Asst. or Assoc. VP, Home Unit

     

    Dean/Asst. or Assoc. VP, Shared Unit

     

     

     

    Provost and Senior VPAA

     

    Senior VP for University Affairs (if needed)

  • 9.9.8 Employment of Retired Faculty Members
    The University of North Georgia complies with USG Board of Regents Policy related to the employment of retired faculty.

    USG Academic & Student Affairs Handbook Section 4.3.1

  • 9.9.9 Affordable Care Act

    Under the Affordable Care Act (ACA), a reasonable method of crediting hours for part-time regular and temporary faculty may be used to determine healthcare eligibility. The University System of Georgia has determined that a reasonable method for converting credit hours or contact hours to standard hours work is as follows: 1.25 Prep/Grading hours + .5 Office/Meeting hours per each Classroom/Contact hour per week. Graduate Assistants and Graduate Research Assistants will track hours worked. A conversion chart has been developed and will be used for crediting hours on a weekly basis for Part-time Regular and Temporary Faculty for purposes of the ACA to determine healthcare eligibility.

    Below is a link to the USG-BOR policy:

    http://www.usg.edu/hr/manual/employee_categories?highlight=employee+categories

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