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9 University Administrative Policies

  • 9.1 Administrative Release Time

    Approved teaching loads for administrators as follows:

    • Deans: Will teach or team teach at least one course per contract year.
    • Associate Deans: Will teach at least 8 credit hours per contract year.
    • Assistant Deans: Will teach at least 12 credit hours per contract year.
    • Chairs/Department Heads:
      • 12 month contract will teach at least 15 credit hours per contract year.
      •  9 month contract will teach at least 12 credit hours per contract year.

    (Approved Aug 20, 2012)

  • 9.2 University Faculty Meetings

    The University of North Georgia complies with USG BOR policy related to faculty meetings as found in BOR Policy Manual, Section 3.2.3.

  • 9.3 University-Wide Leave Policies

    The Board of Regents has established policies on the following types of leave:

    1. Vacation/Annual Leave (Policy 8.2.7.1)
    2. Sick Leave with Pay (Policy 8.2.7.2)
    3. Sick Leave without Pay (Policy 8.2.7.3)
    4. Educational and Professional Leave (8.2.7.4)
    5. Military Leave with Pay (Policy 8.2.7.5)
    6. Family and Medical Leave (Policy 8.2.7.6)
    7. Miscellaneous Leave (Policy 8.2.7.7)

    Miscellaneous leave includes leave related to court duty, voting, military physical exams, personal leave, leave for organ and marrow donation, and other leave due to inclement weather or emergencies.

    Please refer to the UNG Human Resources (HR) website for more details.

  • 9.4 Travel Regulations

    UNG Travel Regulations (login required) can be found on the Office of the Comptroller's website.

  • 9.5 Inclement Weather

    Decisions on closings, delayed openings, and class cancellations for each site of the University of North Georgia are based on weather conditions and road conditions in the local area and surrounding counties. Conditions in other site locations and the status of classes in other locations, may vary significantly. Students and employees are advised to check conditions in their area before attempting to drive to class or work. Please do not drive if conditions in your area are unsafe.

    UNG students who travel to other locations for course-related activities such as clinicals and internships should be aware of the inclement weather policy of the academic department of their major and, as appropriate, should consult with on-site supervisors or preceptors to make decisions about travel.

    Students, faculty and staff may seek inclement weather information about each campus from the following sources:

    ·         North Georgia website

    ·         http://ung.edu

    ·         Television stations

    ·         WSB-TV Channel 2

    ·         WAGA-TV Channel 5

    ·         WXIA-TV Channel 11

    ·         WNEG-TV Channel 32

    ·         WGCL-TV Channel 46

    ·         Radio Stations

    ·         WDUN 550 AM

    ·         WGST 640 AM

    ·         WSB 750 AM

    ·         STAR 94 (94.1) FM

    ·         MAGIC 102.9 FM

    Because of limited options for input provided by radio and television states, it is likely that more detailed information can often be found at the website and on the 1400 telephone line than through the radio and television.

    Emergency Notification System
    Students, faculty and staff who have registered under Blackboard Connect Emergency Notification System will receive information not only about college and individual campus closures but also about the status of college and campus hours, including late openings.

    If you have questions regarding the Blackboard Connect system, please contact Public Safety at 706-864-1500 or send an e-mail to emeralert@ung.edu.

    Other References
    Continuing Education

    Employee Handbook 

    Approved 27-MAR-2013
  • 9.6 Religious Holidays

    Faculty/Staff
    In instances where a religious holiday occurs outside of the published holiday schedule for the university, twelve-month employees may substitute their religious holidays for other designated holidays whenever possible. When a substitution is not possible, supervisors will work with employees to allow their religious holidays to be observed, with vacation leave charged to the employee’s account. In instances where a religious holiday occurs when classes are in session, department heads will work with faculty to facilitate personal leave for the purpose of observing religious holidays. Department heads are encouraged to support personal leave requests for this purpose. In the situations described above, authorization by the employee’s supervisor must be granted in advance via the appropriate leave request procedures.

    Students
    Students who wish to be absent to observe a religious holiday during scheduled class times must make arrangements in advance with their instructors. Faculty members will be sensitive to the observance of these holidays.

    This policy on religious holidays is in keeping with the University System of Georgia Board of Regent’s policy on religious holidays

    Section 3.4.3 Board of Regents Policy Manual 

    Section 2.1 of the Board of Regents Academic and Student Affairs Handbook

    Approved 14-NOV-2012

  • 9.7 Information Technology

    Policies related to faculty use and responsibilities related to Information Technology can be found at the following websites:

    USG BOR Information Technology Handbook, Section 5.6 Security Awareness, Training, and Education

    UNG Department of Information Technology

  • 9.8 Accessible-Technology-Statement
  • 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

  • 9.10 Employment and Service for Academic Department Head/Chair

    Academic departments will develop guidelines related to the employment and service for academic department heads and/or chairs.  These guidelines will identify processes associated with a change in department head/chair.  (Under development)

  • 9.11 Endowed Chairs

    Term - Upon appointment, an agreed upon review of status with the dean and provost will be established.  

    Contracts - Employment contracts will specify what portion of the faculty member’s salary is state-funded and what portion is funded by the endowment. The endowment portion will be labeled as a “supplement” to the base state salary and may change on an annual basis. The president must approve funding arrangements annually. 

    Merit Raises - State merit raises will be awarded based on the state-funded base salary only.  Merit raises based on endowment may be negotiated.

  • 9.12 Salaries [+]
    • 9.12.1 Summer Salaries
      Faculty Compensation

      Given the university priority of attracting and retaining highly qualified faculty for the overall good of the institution, for attracting, educating and graduating students, and for making a significant impact regionally and at the state level as well as nationally and internationally, the University of North Georgia must set appropriate levels of compensation and adjust those levels as future circumstances necessitate. In sum, the University of North Georgia recognizes that the best faculty and staff require competitive salaries to attract them and to retain their services for the good of the students.

      Faculty will receive compensation based on a number of factors, including discipline, rank, professional credentialing, time of service, and annual evaluations. The University of North Georgia is committed to appropriate compensation considering these factors and in comparison with peer institutions nationally. Compensation should be equal and within a prescribed range using nationally-recognized data (CUPA-HR or SREB, for example). Faculty equity adjustments should be a top institutional priority to achieve sufficiency and appropriate levels of compensation for faculty.

      Approved Nov 2012

    • 9.12.2 Summer Pay

      Summer faculty pay for full-time academic year employees is based upon a maximum rate of 3% of regular salary per credit hour with a total summer salary not to exceed 27% of regular salary w/o approval of the Dean and Provost. UNG policy does not allow summer salary to exceed 31% of contracted salary. The rate of pay for a course is subject to being prorated based upon the number of students in a course.

      Summer 2013 part-time faculty will be paid the part-time rate per credit hour as recorded on the faculty member’s summer salary letter.

      Beginning summer 2014 part-time faculty will be paid at a credit hour rate of $800 for non-terminal degree and $900 for terminal degree. Part-time faculty teaching science labs will be paid $1000 per lab credit hour. Any variation in part-time compensation must be approved by the Dean and the Provost.

      Deans and Directors are responsible for reviewing summer course enrollments. A decision to pay full summer salary or reduce a summer salary may be based upon such factors as low enrollment, average course enrollment across the unit, course rotation requirements, and student needs. Faculty do not receive summer pay for courses which are canceled. A decision on what constitutes a low enrollment course and whether or not to reduce pay or pay the regular rate for a course is based upon professional judgment and not on a prescribed formula.

      Since budget is allocated by departments and colleges and is not separated by campus location, it’s important that Deans and Directors view summer budgets and summer course enrollments as a whole “across all campuses” rather than as separate campus locations.

    • 9.12.3 Extra Compensation

      9.12.3. Extra Compensation

      Although full-time faculty already have their responsibilities in teaching, research/scholarship/creative activities, and service, from time to time, the institution may need faculty to teach an additional course in order to assist students in their efforts to progress and reach graduation. Faculty will be paid at a credit hour rate of $1,000. 

       With the advance approval of the department head, faculty may offer an independent study course in support of student retention, progression, and/or graduation. Faculty who provide instruction of an individual student in an independent study will be paid at a per credit hour rate of 1/8th of the current overload compensation rate.  (At the current rate, that would equal $125 per credit.) Departmental approval and faculty compensation should  be documented in writing prior to student registration.

      Approved Nov 2012; revised Oct 2014

    • 9.12.4 Part-Time Faculty Compensation

      Part-time faculty compensation must be competitive with proximate institutions in order to attract and retain highly qualified faculty in all areas. Although some departments depend on part-time faculty more than others, every effort should be made to provide part-time faculty with reasonable schedules, faculty offices, and other professional considerations.

      Part-time faculty will be paid at a credit hour rate of $800 for non-terminal degree and $900 for terminal degree. Part-time faculty teaching science labs will be paid $1000 per lab credit hour. Any variation in part-time compensation must be approved by the dean and the provost.

      Approved Nov 2012

    • 9.12.5 Public Service/Continuing Education

      The University of North Georgia complies with USG Board of Regents policy, 8.3.12.4 "Research, Saturday Classes, and Off-Campus Continuing Education" as found in the BOR Policy Manual. See link below.

      http://www.usg.edu/policymanual/section8/C245/

    • 9.12.6 Merit Raise

      The University of North Georgia’s merit increase program is designed to recognize and reward the valuable contributions of faculty to the university’s commitment to the highest levels of excellence in teaching, research, service and administration. Merit increases are different from "across-the-board" increases, adjustments to meet market conditions, adjustments to achieve internal equity, and other adjustments, and are, therefore, not universal.

      The determination of whether a faculty member's service during a given academic year can be judged meritorious depends to some degree on certain quantifiable factors, including teaching effectiveness, scholarly and creative activities, professional service, and professional development. Also important in determining merit are many other intangible qualitative factors which cannot be measured quantitatively. These include, but are not limited to, intellectual curiosity, creativity, enthusiasm, attitude, rapport with students and colleagues, effective student advising, and the ability to motivate. Comprehensive professional evaluations of faculty must be made by the respective department head, utilizing subjective as well as objective professional judgments.

      Criteria used in evaluating the faculty merit increases:

      1. Faculty job performance is evaluated annually. The evaluation process is designed to assess individual faculty contributions to departmental goals, which are aligned with the UNG Mission Statement. The evaluation process also measures faculty achievement of specific individual goals. Faculty members hired, re-employed, promoted, transferred or demoted on or after April 1, are not eligible for a merit increase.

      2. Instruments used in evaluating faculty for merit increases:

        • Annual performance evaluation form completed by department head.
        • Faculty evaluations completed by students
        • Various other statements of performance criteria as established in department faculty meetings and memoranda.
      3. Procedures used in evaluating faculty for merit increases:

        • The department head evaluates and discusses with each faculty member his/her performance during the year. At the appropriate time, the department head makes salary recommendations to the academic dean.
        • The dean reviews recommendations with department head and makes recommendations to the provost and senior vice president of academic affairs.
        • The provost and senior vice president of academic affairs reviews these recommendations from the university perspective.

      Approved Nov 2012

    • 9.12.7 Step Raises for Promotions and Post-Tenure

      The following step raises have been approved for academic promotions and post-tenure review: 

      Promotion to assistant professor - $2,000
      Promotion to associate professor - $4,000
      Promotion to professor - $6,000
      Successful post-tenure review - $1,000
      Promotion from Lecturer to Senior Lecturer - $2000

    • 9.12.8 Academic Administrator Stipends

      The following stipends have been approved for academic administrators:

      • department head: $5000.00 and teach at least 12- 15 credit hours per contract year
      • associate department head: $2500.00 and teach at least 18 credit hours per contract year
      • assistant department head: $2000.00 and teach 21 credit hours per contract year
      • coordinators (serving in lieu of department heads): $2000.00 and teach at least 21 credit hours per contract year
  • 9.13 Faculty Resignation
    The University of North Georgia complies with USG Board of Regents Policy related to faculty resignations.

    USB Board of Regents Policy Manual, Section 8: Personnel, Section 8.3.4 "Notice of Employment and Resignation"

  • 9.14 Faculty Dismissal

    The University of North Georgia complies with USG Board of Regents Policy related to faculty resignations.

    USB Board of Regents Policy Manual, Section 8: Personnel, Section 8.3.4 "Notice of Employment and Resignation"

  • 9.15 Emeritus/a Title

    The University of North Georgia complies with USG Board of Regents Policy related to Emeritus/a Title for retired faculty.

    USG BOR Policy 8.3.13

  • 9.16 Personal Use of University Property

    Georgia Code Annotated 50-5-80 states in part:

    "(b) It shall be unlawful for any employee or official of the state or any other person to purchase, directly or indirectly, through the Department of Administrative Services, or through any agency, department, board, or bureau of the state, any article, material, merchandise, ware, commodity, or other thing of value for the personal or individual ownership of himself or herself or other person or persons. All articles, materials, merchandise, wares, commodities, or other things of value purchased, directly or indirectly, by or through the Department of Administrative Services or by or through any agency, department, board, or bureau of the state shall be and remain the property of the state until sold or disposed of by the state in accordance with the laws governing the disposition or sale of other state property."

    "(c) It shall be unlawful for any person knowingly to sell or deliver any article, material, merchandise, ware, commodity, or other thing of value to any person, directly or indirectly by or through the Department of Administrative Services or by or through department, agency, board, or bureau of the state for the individual and personal ownership of such person or other person or persons except that property of the state may be sold or otherwise disposed of in accordance with the laws governing the sale or other disposition of state property.

    "(d) Any person who violates any provision of this Code section shall be guilty of a misdemeanor."

    The Policy Manual of the Board of Regents of the University System of Georgia states the following:

    "Property owned by an institution shall be used only for institutional purposes. No employee in the University System shall permit such property to be removed from the campus of an institution for use on either a rental or loan basis for personal use."

  • 9.17 Search Committee for Faculty & Administrative Positions

    Few other committees perform a task that is as vital to the overall strength of the university as search and screening committees. Formed for the purpose of recommending the selection of individuals who will serve as new faculty or academic administrators for UNG, these ad hoc committees are tasked with carefully reviewing application documentation, conducting candidate interviews, checking references and ultimately recommending individuals whom the committee believes best meet the position qualifications. Policies & procedures related to search committees can be found on the UNG Human Resources website.

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