OLPM

UNH.V  Personnel Policies
(Note: OLPM sections on this page may be cited following the format of, for example, "UNH.V.C.5.16.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)

C. Employment

5.16   Postdoctoral Appointments

5.16.1   Definition. Postdoctoral appointees are pre-professionals who hold the Ph.D., M.D., or equivalent degree and come to the University for a limited period under the guidance of a University faculty mentor to further their professional development by engaging in independent or original research or teaching, or an advanced training program. The University uses three types of postdoctoral appointments: Postdoctoral Research or Teaching Associate, NIH Postdoctoral Trainee, and Postdoctoral Fellow.

5.16.1.1   Postdoctoral Research or Teaching Associates conduct research or teaching as University employees on grants from external sponsors to the University based on proposals from the University faculty mentor. Typically, the grant is charged for the postdoctoral appointee's salary and health benefits.

5.16.1.2   NIH Postdoctoral Trainees are recruited by the University faculty mentor who has written a proposal resulting in a National Research Service Award (NRSA) institutional training grant award from NIH to the University. The grant is charged directly for the trainee's stipend and a sponsor-determined percentage of related training costs and allowable health benefits. NIH policy mandates that trainees must not be considered University employees.

5.16.1.3   Postdoctoral Fellows are recipients of their own research or teaching awards from an external sponsor after having secured a University faculty mentor. Fellows' stipends are typically paid directly to the fellows. When sponsor financial allowances are provided to the host institution, such allowances cover costs related to the research or teaching, such as equipment, supplies, and administrative support. Fellows are not University employees. However, if a fellow elects to receive his/her stipend through the University, he/she will be appointed as a postdoctoral research or teaching associate.

5.16.2   Advertising. For postdoctoral appointees who will receive salary or stipend through the University, the hiring college/school in consultation with the Human Resources Office will use a generic advertisement for anticipated openings. Advertising is not applicable to Postdoctoral Fellows.

5.16.3   Appointment Process. The University college/school dean makes the postdoctoral appointments based on recommendations of the faculty mentor. Appointment letters must include the basic appointment terms such as appointment period (see below), salary or stipend level, benefits information, and other applicable information pertaining to the specific appointment. An appointment extension is documented by a new letter from the dean to the appointee, with the pertinent information included. The faculty mentor must co-sign all appointment correspondence.

5.16.4   Appointment period. Postdoctoral appointments are full time and are made for a minimum of the equivalent of one academic or fiscal year up to a maximum of four years. At the recommendation of the faculty mentor and with the dean's concurrence, appointments can be extended under special circumstances for one year to a maximum total of five years.

5.16.5   Health (Medical, Dental, Eye Care) Benefits

5.16.5.1   Postdoctoral Research or Teaching Associate

5.16.5.1.1   Associates are eligible to participate in the USNH health benefits program. If an associate declines to participate, he/she must provide to the University proof of other medical insurance coverage at the beginning of the appointment period and must maintain coverage throughout the appointment period.

5.16.5.1.2   The faculty mentor is responsible for providing the employer share of the health benefits costs through charging the grant supporting the postdoctoral appointee's salary and for which the mentor serves as project director. (The prevailing USNH postdoctoral research/teaching associate fringe benefits rate is charged regardless of the associate's participation level in the USNH program.) In unusual or special circumstances, the mentor's department or college/school may agree to cover some or all of these costs. Such arrangements must be made with the dean prior to the initial offer of appointment.

5.16.5.2   NIH Postdoctoral Trainee. Ineligible to participate in the USNH health benefits program, trainees nevertheless are required to have medical coverage during their appointment periods. Medical insurance costs from private carriers will be reimbursed by the applicable NIH training grant to the University to the extent such costs are allowable by the NIH. Trainees are responsible for their own dental and eye care costs.

5.16.5.3   Postdoctoral Fellows. Ineligible to participate in the USNH health benefits program, fellows are personally responsible for medical insurance coverage. Costs for private carrier medical coverage may be reimbursed by the applicable grant to the extent such costs are allowable by the sponsor. Fellows are responsible for their own dental and eye care costs.

5.16.6   Holidays. Postdoctoral appointees are not expected to work on official University holidays. There is no reduction or increase in the appointee's pay resulting from holidays taken or worked.

5.16.7   Personal Leave. Personal leave is earned at the rate of one day for each month worked. Personal leave can accumulate for up to one year at a time from the initial appointment date and must be used by the end of the annual anniversary date. There is no cash value for unused personal leave at the end of the appointment period or earlier termination.

5.16.8   Sick Leave. Sick leave is earned at the rate of one day for each month worked. Sick leave may accumulate for the duration of the appointment. However, there is no cash value for unused sick leave at the end of the appointment period or earlier termination.

5.16.9   Retirement. The University does not provide contributions to USNH or private retirement plans for postdoctoral appointees. However, postdoctoral research or teaching associates may contribute their own funds to USNH-sponsored retirement programs. Other postdoctoral appointees may not.

5.16.10   Social Security. For postdoctoral research and teaching associates, the University contributes to Social Security as mandated by the federal government. No contributions are made for other postdoctoral appointees.

5.16.11   Unemployment Compensation. For postdoctoral research and teaching associates, the University contributes to the State-mandated Unemployment Compensation program. No contributions are made for other postdoctoral appointees.

5.16.12   Workers' Compensation. Postdoctoral research and teaching associates are provided with Workers' Compensation insurance coverage to the extent required by state law. Other postdoctoral appointees do not have Workers' Compensation coverage.

5.16.13   Complaint Process. Appointees should contact the Human Resources Office for alleged violations of USNH Board of Trustees, USNH, or University policies and/or federal or state laws.

5.16.14   Performance Review. Annual written performance reviews will be conducted by each appointee's University faculty mentor. Copies of the reviews will be provided to the appointee and to the dean.

5.16.15   Privileges. All postdoctoral appointees are provided with a University identification card that entitles the appointees to use the library and other facilities; obtain a parking permit at the employee staff rate; receive University employee discounts on equipment/supplies to be used in connection with the research, teaching, or training program; and other privileges generally available to University identification cardholders.

5.16.16   Responsibilities. Postdoctoral appointee responsibilities include but are not limited to conscientious discharge of research and/or teaching responsibilities; conformity with ethical standards in research or teaching; compliance with good laboratory practice, where applicable, including maintenance of adequate research records; where applicable, observation of University standards for use of sensitive/hazardous materials or involvement of vertebrate animals or human subjects; open and timely discussion, when applicable, with the University faculty mentor regarding possession or distribution of materials, reagents, or records belonging to the mentor's laboratory, and any proposed disclosure of findings or techniques privately or in publications; collegial conduct; and compliance with all applicable University policies.

5.16.17   Salary/Stipend, Initial. There is no University wage scale for postdoctoral appointees. The University faculty mentor is expected to recommend an initial salary that is competitive for the appointee's discipline and, where applicable, appropriate for the grant to be charged. For postdoctoral trainees, the NIH NRSA stipend schedule must be followed. The initial salary/stipend must be specified in the appointment letter. (See Appointment Process above)

5.16.18   Salary Increase Process. Postdoctoral research and teaching associates are eligible to participate in the University's annual salary increase process. The faculty mentor recommends the amount of the salary increases consistent with UNH salary increase and external sponsor guidelines.

5.16.19   Termination. The postdoctoral appointee's University faculty mentor may recommend termination of appointment during the appointment period for reasons of performance, unexpected cessation of funding by sponsor, or other reasons specified in USY V.C.9 Termination. A notice of 60 days must be provided to the appointee. Notice of termination must be in writing by the dean and co-signed by the faculty mentor, and specify the termination period. Salary/stipend and benefits will cease at termination.

5.16.20   Years of Service. If a postdoctoral research or teaching associate converts to a USNH faculty or staff position, years served during the postdoctoral appointment period will be counted towards USNH years of service for purposes of employee retirement benefits, recognition programs, and other similar employee programs.

 

6.   Appointment of Clinical Faculty

6.1   Definition: Clinical faculty have specialized training and experience in a professional field. It is expected that clinical faculty have expertise in three areas: direct services to clients, supervision and teaching in a clinical or practice setting, and service.

6.2   Appointment procedure: Individuals with recognized excellence as clinicians and teachers are eligible for appointments in the clinical faculty track. Appointments are made at three faculty levels: Clinical Assistant Professor, Clinical Associate Professor, and Clinical Professor.

6.2.1   UNH Advertising and Affirmative Action policies must be followed in appointing Clinical Faculty. Appointments may be full-time or part-time and are always made to an existing academic department or program. Appointments require approval based on the by-laws in that department or program and a positive recommendation from the appropriate dean(s). Such individuals are granted academic rank within the department or program by the Provost. Appointments are for a one to five-year term, renewable.

6.2.2   The Dean recommending an appointment will forward the following materials to the Provost:

6.2.2.1   A letter signed by the department chairperson or program director indicating that the candidate meets the criteria outlined below and favor the appointment at the rank specified, and appointment period; and

6.2.2.2   A written recommendation by the appropriate college dean(s)

6.3   Criteria

6.3.1   A Clinical Assistant Professor shall have completed a terminal degree appropriate for his/her field and shall have successful teaching or other relevant experience. A Clinical Assistant Professor will hold current licensure/certification as appropriate to the field and have significant professional experience post master's degree in the appropriate field.

6.3.2   A Clinical Associate Professor shall have attained a terminal degree, have had several years of successful teaching or other relevant experience, and shall have shown evidence of professional leadership and scholarly activity. A Clinical Associate Professor will hold current licensure/certification as appropriate to the field.

6.3.3   A Clinical Professor shall have a background of successful teaching, marked by the perspective of maturity and experience, and some outstanding creative attribute recognizable in the professional and academic world as a special asset to the University. A Clinical Professor will hold current licensure/certification as appropriate to the field.

6.4   Responsibilities and Privileges

6.4.1   Clinical faculty are responsible for providing direct service to patients or clients, training and supervising students, and/or coordinating student field experiences/internships. Their primary function is to help baccalaureate and/or graduate students acquire clinical skills needed in a professional environment. Clinical Faculty are considered to be faculty, but they do not occupy tenure-track faculty positions. Clinical faculty may be eligible for appointment to the Graduate Faculty.

6.4.2   Clinical Faculty are not eligible for sabbatical leave or tenure. Voting rights of Clinical Faculty within a department or program are determined by the by-laws of that unit. Clinical Faculty otherwise have ordinary faculty privileges (library, parking, etc.). They are eligible for benefits in keeping with established Board of Trustees policy.

6.4.3   Promotion recommendation for Clinical Faculty follow University Promotion and Tenure policy except that the evaluation of the candidate is limited to accomplishments in direct services to clients, supervision and teaching in a clinical or practice setting, and service as defined in this policy statement.

6.5   Review

6.5.1   Annual written reviews are prepared by the department chair or program director. It is expected that the review will justify the need for reappointment, and will summarize the candidate's strengths and accomplishments in her/his current position in relation to clinical contributions, teaching, and service.

 

7.   Appointment of Extension Faculty

7.1   Definition: Extension Faculty have specialized training and experience in an academic discipline. These individuals are responsible for providing disciplinary expertise and educational curriculum for Cooperative Extension outreach programs. In addition to disciplinary expertise, Extension Faculty have proficiency in program development and evaluation, group process and facilitation and leadership development.

7.2   Appointment Procedure: Individuals are eligible for appointments in the extension faculty track when the appointment is within an academic department/program. Appointments are made at four faculty levels: Extension Instructor and Extension Specialist, Extension Assistant Professor and Extension Specialist, Extension Associate Professor and Extension Specialist, and Extension Professor and Extension Specialist. Appointments without an academic affiliation will be classified as Extension Specialists.

7.2.1   UNH advertising and Affirmative Action policies are consistently followed in the appointment of Extension Faculty. Appointments may be full-time or part-time and are always made to an existing academic department or program. Appointments require approval based on the by-laws in that department or program and a positive recommendation from the appropriate dean and the Dean and Director of Cooperative Extension. Such individuals are granted academic rank within the department or program by the Provost. Appointments are for a one to five year term, renewable. All appointments will follow an extensive search and interview process led by a search committee. Search committee membership and candidate interviews include department chairs and faculty as appropriate.

7.2.2   The Dean and Director of Cooperative Extension shall forward the following materials to the Provost when recommending an appointment:

7.2.2.1   A letter signed by the department chairperson or program director indicating that the candidate meets the criteria outlined below and favor the appointment at the rank specified and appointment period

7.2.2.2   A written recommendation by the appropriate college dean

7.2.2.3   A written recommendation by the Dean and Director of Cooperative Extension

7.3   Criteria

7.3.1   A master's degree and extensive training and experience are minimum requirements for Extension Faculty. A doctorate is preferred. Also required is evidence of a high level of ability to identify needs, establish program priorities and educational objectives, and to design, conduct and evaluate both disciplinary and interdisciplinary programs. Extension Faculty must also have acquired recognition for their disciplinary leadership and competence, and maintain expertise through appropriate professional development and professional association activities.

7.4   Responsibilities and Privileges

7.4.1   Extension Faculty are responsible for providing the disciplinary expertise and statewide leadership for educational outreach programs conducted by Cooperative Extension staff located in all ten New Hampshire counties. Some have direct contact with clientele through group teaching or individual consultation to address specific needs or problems. Other responsibilities include conducting training for both paid and volunteer staff; producing educational curricula, publications and teaching materials; and working collaboratively with colleagues in other states to address problems or needs of the region.

7.4.2   Extension Faculty are not eligible for sabbatical leave or tenure. Voting rights of Extension Faculty in a department or program are determined by the bylaws of the department/program. Extension Faculty otherwise have ordinary faculty privileges (library, parking, etc.). They are eligible for benefits in keeping with established Board of Trustees policy.

7.4.3   Promotion recommendations and procedures for Extension Faculty follow the Extension Educator Ranking System promotion guidelines, overseen by the Extension Educator Promotion Committee. Promotion is based on program planning and implementation accomplishments, disciplinary competence, professional development, and leadership achievements.

7.5   Review

7.5.1   Annual written performance reviews are conducted annually by the appropriate Cooperative Extension Program Leader and the Dean and Director of Cooperative Extension. This is done in consultation with the appropriate department chair and college/school dean. These annual reviews highlight strengths and accomplishments, justification for reappointment, and performance enhancement or professional development.

 

8.   Appointment of Research Faculty

8.1   Definition: Research Faculty (Research Assistant Professor, Research Associate Professor, Research Professor) are those who have research as their principal assignment. Research faculty are typically supported by a variety of mechanisms (internal and external sources); however, the majority of salary support is derived from grant and contract funds obtained by the research faculty member. Research Faculty are not eligible for tenure.

8.2   Appointment Procedure. Affirmative Action policies are followed in appointing Research Faculty. Unless the person to be appointed is either a prominent scientist who will be the project director of the external grant or contract, or already an employee of the University, advertising and competitive selection is required.

8.2.1   Appointments may be full-time or part-time for a 9 month academic year (AY) or 12 month fiscal year (FY) and are normally made to an existing department. They require the approval of the faculty in that department in accordance with their bylaws and the concurrence of the appropriate dean(s), the Senior Vice Provost for Research and the Provost. Such individuals are granted academic rank within the department or program by the President upon recommendation of the Provost.

8.2.1.1   Appointment Options. In consultation with and approval from the Dean and/or Director of University Institute, Research Faculty may select an appointment period once every three (3) years. This limitation lends stability to both the faculty member and to his/her department or center, and reduces the administrative overhead involved in changing appointments. Research faculty who choose a fiscal year appointment will follow PAT guidelines for accrual, use, and tracking of annual and sick leave. Accrued vacation time must be used prior to the end of the Fiscal Year appointment.

8.2.2   When recommending an appointment, the following materials are to be forwarded to the Provost:

8.2.2.1   A letter signed by the department chairperson (or other unit director in the event that the appointment is not proposed within an academic department) indicating that a majority of the faculty in the department agree that the candidate meets the criteria outlined below and favor the appointment at the rank specified;

8.2.2.2   Specific recommendations by the appropriate college dean(s) and the Vice Provost for Research.

8.2.3   Appointments are renewed annually for Research Assistant Professors and may be renewed up to five years for senior faculty. They may be renewed only if continued external funding is assured.

8.3   Criteria

8.3.1   The three ranks of Research Assistant Professor, Research Associate Professor, and Research Professor parallel their tenure-track counterparts. However, research is the primary focus of the candidate.

8.3.1.1   A Research Assistant Professor shall have completed formal advanced study appropriate to his/her field and shall have demonstrated success in carrying out externally funded research, be capable of advising graduate students, and provide some service to the University and profession.

8.3.1.2   A Research Associate Professor shall have completed formal advanced study, had several years of successful research experience, and have shown clear evidence of his/her ability to conceive and perform independent research and to obtain external funding for his/her research, supported and advised graduate students, and provide some service to the University and profession.

8.3.1.3   A Research Professor shall have a background of successful research, marked by maturity and experience that has earned him/her a national/international reputation in the field. The candidate will have supported and advised graduate students and provided some service to the University and profession.

8.4   Responsibilities and Privileges

8.4.1   Research Faculty may fulfill some teaching and/or service responsibilities. However, research must remain the principal duty of the faculty member. Research Faculty may serve as directors of graduate student research and may serve on thesis committees.

8.4.2   Research Faculty are not eligible for service in the Faculty Senate, nor are they eligible for sabbatical leave or tenure. Voting rights of Research Faculty within a department or program are determined by the bylaws of the department, institute, or center. Research Faculty otherwise have ordinary faculty privileges (library, parking, etc.). They are eligible for benefits in keeping with established Board of Trustees policy.

8.4.3   Annual written reviews are prepared by the department chairperson, program director, institute or center director who also makes the initial recommendation for salary adjustment. Promotion recommendations for Research Faculty follow University Promotion and Tenure policy except that evaluation of the candidate is limited to accomplishments in research and scholarly activity. An appropriate format for promotion recommendations is provided by the Provost in consultation with the Vice Provost for Research.

 


This page last updated September 25, 2012. For information on the adoption and effective dates of policies please see explanation on the OLPM Main Menu.



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