UNR Faculty Senate Meeting April 21, 2011 – Sponsored Projects Administration

UNR Faculty Senate Meeting
April 21, 2011
Consent Agenda Item #2a
UAM Revision
1,113 – Sponsored Projects Administration
RATIONALE FOR CHANGE: The outdated policy references a Sponsored Projects
Administration Manual which no longer exists. Policies are now located in the UAM.
Sponsored Projects Administration
Reviewed: 5/20/08
Sponsored Project Administration Manual is available from the Grants & Contracts, Controller’s
Office. It addresses general management, fiscal management, property management, program
income and close out of sponsored projects.
UNR Faculty Senate Meeting
April 21, 2011
Consent Agenda Item #2b
UAM Revision
2,256 – Positions with Temporary Funding
RATIONALE FOR CHANGE: Revisions were made to address layoff rights for classified
Positions with Temporary Funding Classified Employee Position Funding and Layoff Rights
Revised: August 2005
March 2011
Classified employees hired for projects of limited duration will not be afforded layoff rights at the
end of the funding period if in the judgment of the appoint authority, there is no assurance of
refunding. If the appointing authority determines that temporary project layoff rights are in the
best interest of the state government, he may so designate the appointment as having layoff
rights on the appointment document.
Details concerning the temporary funding, time limits, and layoff eligibility of the position shall be
made on the original appointment document and at each successive time the project is
renewed. Projects originally designated layoff eligible or non layoff eligible may not be a redesigned upon refunding unless the project funding status has changed.
Note to deans and directors: the above rule is important in that positions created out of
temporary funds, such as grants and contract, may either be designated as having layoff rights
or not being eligible for layoff rights. The designation must clearly be slated on the original
appointment document and at each successive time the project or funding is renewed.
Employees must acknowledge that their position has not been afforded layoff by initially in the
space provided on the PAF.
The determination of layoff rights is based on the original appointment document/Payroll
Action Form. Every attempt will be made to restate the lack of layoff eligibility with each
subsequent Payroll Action Form but the final determination of layoff eligibility is the
original hiring documents.
Funding Source and Layoff Rights
Only positions funded by state funds entitle the classified permanent employee to layoff
rights in accordance with applicable Nevada Revised Statues and Nevada Administrative
Code regulations.
Positions funded by non-state funds or state funded projects of limited duration are not
afforded layoff rights.
Multiple Funding Sources and Layoff Rights
When an employee is hired into a position that is funded by both state and non-state
funds, the determination of extending layoff rights will be based on the percentages of
funding, the relative stability of funding and the duration of the position The decision to
offer layoff rights will be determined by Human Resources in conjunction with the hiring
authority. The final determination regarding layoff rights will be made by Human
Classified Employees with Layoff Rights (State Funded)
A classified employee who occupies a state funded position which is afforded layoff
rights my only transfer, bump, or displace into another state funded position which is
afforded layoff rights. An employee occupying a state funded position and being laid off
shall not be given the placement option of assuming a non-state funded position.
Classified Employees with No Layoff Rights (Non-State Funded)
A classified employee who occupies a non-state funded position has no layoff rights
(NAC 284.425). The incumbent of such a position cannot be affected by transfer, bump or
displacement of a state funded employee affected by a layoff.
UNR Faculty Senate Meeting
April 21, 2011
Consent Agenda Item #2c
UAM Revision
2,721 – Criteria in Recommending Tenure and Promotion
RATIONALE FOR CHANGE: The current policy does not exist in the NSHE Code as
referenced in the policy.
Criteria in Recommending Tenure and Promotion
Revised: 12/15/97
Merit as Defined in the NSHE Code: The recommendation for awarding tenure to academic
faculty may include, but not be limited to, specific review of the faculty member’s teaching
effectiveness and scholarship record, along with the following criteria:
1. A record of effectiveness as a university teacher, including the ability to communicate
effectively with students;
2. Demonstrated teaching competence in a classroom and laboratory;
3. Definite interest in advising students;
4. Skill in handling classroom and campus routines;
5. Evidence of continued professional growth through study, membership in professional
organizations, and creative or research activity;
6. Demonstrated ability to work in harmony with colleagues in the best interests of the
university and the people it serves;
7. Service on college and university committees;
8. A record of creative or research activity resulting in publication or comparable
9. Reputation among colleagues for stability, integrity, capacity for further significant
intellectual and professional achievement
10. Indication of respect and esteem of colleagues and students;
11. Recognition and respect for participation and service in worthy community, state, or
nationwide activity.