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April 21, 2011 Consent Agenda Item #2a UAM Revision 1,113 – Sponsored Projects Administration RATIONALE FOR CHANGE: The outdated policy references a Sponsored Projects Administration Manual which no longer exists.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 1,113 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 employees. Positions with Temporary Funding Classified Employee Position Funding and Layoff Rights 2,256 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 Resources. 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 2,721 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 productivity; 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.