As of February 27, 2002
This document describes the conditions of employment as a National Superconducting Cyclotron Laboratory (NSCL) Faculty member. NSCL Faculty positions are a specific adaptation of the Fixed Term Appointment and Joint Appointment provisions of the NSCL Continuing Appointment System (NSCL CA Handbook paragraphs 5 & 6). The following paragraphs clarify how the NSCL Faculty fit within this previously established employee framework. The term "Laboratory faculty" will be used when referring to the combined group of Tenure Stream faculty with joint appointments in the NSCL and NSCL Faculty.
1. Role and Responsibility
1.1 NSCL Faculty will normally be jointly appointed in the NSCL and an appropriate academic unit (Physics and Astronomy, Chemistry, Engineering, etc.). There will be three ranks: Assistant Professor, Associate Professor and Professor. NSCL Faculty will have titles corresponding to their rank and joint academic unit, e.g. Associate Professor of Physics and Astronomy. NSCL Faculty members who do not hold a joint appointment in an academic unit will have a title dependent only upon rank, e.g. Associate Professor NSCL.
1.2 NSCL Faculty are expected to make high quality contributions to research, teaching and service in support of the NSCL mission and the teaching goals of their academic unit. NSCL Faculty will normally be expected to share the regular teaching load with the NSCL tenure-stream faculty in their academic unit, thus reducing the average teaching load of the Laboratory faculty.
1.3 Research conducted by NSCL Faculty is expected to be of excellent quality as determined by peer review and to be directed toward further enhancement of the national role of the NSCL and its long-term objectives.
1.5 NSCL Faculty will participate in laboratory faculty meetings and will have the same voting rights as tenure-stream faculty at the NSCL.
1.6 NSCL Faculty may act as senior investigator on sponsored research projects with approvals according to applicable University procedures and policies and may act as advisors to graduate students in thesis research.
2. Appointment Basis
2.1 NSCL Faculty appointments will be on a full time, annual year (12 months) basis with salaries paid in 12 equal installments on the last working day of each calendar month. Academic year (9 month) appointments may be recommended at the discretion of the Laboratory Director.
2.2 Assistant Professors will be appointed for three-year terms. Associate Professors and Professors will be appointed on rolling three-year and five-year bases respectively.
3. Performance Review, Reappointment and Promotion
3.1 The annual review for NSCL Faculty will parallel the NSCL's Tenure-System Faculty review procedure, adhering to the same time schedule, referencing the same Salary Increase Criteria and utilizing the same Faculty Evaluation Advisory Committee. The Faculty Evaluation Advisory Committee will provide the Laboratory Director advice regarding salary and performance. The Laboratory Director will also seek advice from the Department Chair of the academic unit that holds the joint appointment.
3.2 Any faculty member holding a NSCL appointment may request that a Reappointment and Promotion committee be formed to consider promotion, non-rolling extension reappointment or appointment expiration for a NSCL Faculty member. An affirmative vote of 25% or more of higher ranked Laboratory faculty or a request by the Laboratory Director will cause a committee to be formed.
3.3 When needed, a Reappointment and Promotion committee will be appointed by the NSCL Director. The committee will be composed of faculty members of higher rank including three Laboratory faculty members and, for jointly appointed NSCL Faculty, one additional member from the appropriate academic unit.
3.4 When a Reappointment and Promotion committee has gathered its information and completed its deliberations, a recommendation will be provided to the Laboratory faculty. A majority vote of Laboratory faculty members of higher rank will determine if the recommendation will be endorsed and forwarded to the Laboratory Director. The final decision is made by the Laboratory Director.
4. Grievance Procedure
4.1 Any NSCL Faculty member may initiate a grievance alleging a violation, misinterpretation, or misapplication of existing policies or legislation, applicable in a department of the Laboratory, the Laboratory as a whole, or the University. Informal resolution of a grievance must be attempted through discussion with appropriate Laboratory administrators, prior to initiating a formal grievance.
4.2 In the event that the grievance is not satisfactorily resolved informally, the NSCL Faculty member may request resolution using the formal procedures specified for the NSCL Continuing Appointment System.
5. Expiration or Termination of Appointment
5.1 The University has no obligation to provide reappointment or extension of an NSCL Faculty appointment beyond the current end date. Except in the case of dismissal for cause (see paragraph 5.4), a notice of at least 12 months will be provided prior to termination of the appointment.
5.2 In the event that the operation and research funds of the NSCL are terminated or drastically cut it may be necessary to reduce or eliminate NSCL Faculty positions. In this case and after review by the Provost, NSCL Faculty appointments may be allowed to expire at the end of their current term.
5.3 NSCL Faculty appointments may be allowed to expire at the end of their current term for failure to meet the responsibilities as defined in Sections 1.2 and 1.3. Inadequate performance will consider a period of at least two years and be judged by a majority of faculty with NSCL appointment who are of higher rank. For Professors, faculty of equal rank will make the judgement. The final decision is made by the Laboratory Director.
5.4 NSCL Faculty may be dismissed immediately for cause including but not limited to (1) intellectual dishonesty; (2) acts of discrimination, including harassment, prohibited by law or University policy; (3) acts of moral turpitude; (4) theft or misuse of University property; (5) incompetence; (6) refusal to perform reasonable assigned duties; (7) use of professional authority to exploit others; (8) violation of University policy substantially related to performance of faculty responsibilities, and (9) conviction of violation(s) of law(s) which are substantially related to the fitness of faculty members to engage in teaching, research, or service. Dismissal for cause will be judged by a majority of Laboratory faculty who are of equal or higher rank. The final decision is made by the Laboratory Director.
6. Professional Development
6.1 NSCL Faculty members are encouraged to take advantage of special conferences, seminars, colloquia, and other short-term activities and programs which will add to or update their professional knowledge and skills. Attendance at professional meetings and participation in programs which are held outside of the immediate area further require the approval of the appropriate NSCL Associate Director and completion of Travel Authorization forms.
7. General Conditions
7.1 Additional information on other aspects of employment for NSCL Faculty is referenced or contained in the following appendices.
Appendix I MSU Faculty Handbook References
Appendix II Vacation
APPENDIX I - MSU Faculty Handbook References
The following references to the MSU Faculty Handbook (see index on MSU Web page
/HRsite/Documents/Faculty/Handbooks/Faculty/FacHandIndex.htm) apply to this document except that the grievance procedures described in this document replaces the Faculty Grievance Procedures and Tenure Rules do not apply.
Section III University Policies
All paragraphs apply.
Section IV Academic Human Resources Policies
The following paragraphs apply:
Health Assessment
Identification Cards
Jury Duty
Payroll Procedures
Leaves of Absence
Without Pay
Medical
Parental Leave
Family and Medical Leave
Military
Bridging Breaks in Service
Credit for Past Service
Retirement
Resignation
Participation in Partisan Political Activities
Study at MSU by Faculty Members
Course Fee Courtesy
Outside Work for Pay
Section V Instruction
All paragraphs apply.
Section VI Research and Creative Endeavor
All Paragraphs apply.
Section VII Faculty and Academic Staff Retirement and Benefit Programs
All paragraphs apply.
Appendix II - Vacation
The University provides vacation leave to CA staff members whose appointments are on an annual basis under the following conditions:
Eligibility
a. CA staff members holding appointments on an annual basis, with more than six months service, are eligible for annual vacation leaves.
b. CA staff members holding appointments on an annual basis receive annual vacation leave of 22 working days each year. Proportional allowances are granted to appointees with more than six months of service but less than twelve. Vacation allowances are granted on July 1 of each year.
c. Any supplementary employment during the annual vacation leave is contrary to University policy.
Scheduling
The Laboratory is responsible for scheduling vacations in order not to interfere with its research program and to insure that each CA staff member receives the appropriate vacation allowance during the appointment period. The scheduling preferences of CA staff will be considered, but vacations must never-the-less in all cases be scheduled to be compatible with the requirements of the Laboratory's program.
Carry Forward
All unused vacation up to a cumulative maximum of 22 days will be carried forward from one fiscal year to the next. Time thus carried forward will be used before time granted in the new fiscal year. Under no conditions will vacation leave which has been carried forward be eligible for payment in lieu of vacation.
Pay in Lieu of Vacation
Payment in lieu of vacation may be approved in cases of retirement or termination for any cause (resignation, death, etc.), in accordance with University policy.
Vacation time provided in the current fiscal year which, upon request of the Laboratory, has not been used at the end of the fiscal year will be compensated for at the rate of 0.2% of the annual salary per unused day.
To be eligible for payment in lieu of vacation a staff member must maintain and periodically submit records of her/his working schedule, such records to be maintained in a format acceptable to the Laboratory Administration as an adequate record evidencing the basis of the in-lieu-of-vacation payment in a way acceptable to auditors who monitor the financial transactions of the Laboratory. Neither vacation time nor pay in lieu of vacation can be granted prior to eligibility for vacation allowance. Payments for vacation not used (at the request of the Laboratory) in any fiscal year will be made in the first month of the following fiscal year.