OLPM

USY.V  Personnel Policies
(Note: OLPM sections on this page may be cited following the format of, for example, "USY.V.C.6.1". 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

6.   Appointments and Employment Relationships

6.1   Definition. This section includes information about establishing position appointments and employment relationships and the types of relationships recognized within USNH. All appointments and accompanying conditions must comply with Trustee and USY V. Policy, regardless of funding source, unless otherwise covered by a Collective Bargaining Agreement.

6.2   Definitions of parameters important to each relationship

6.2.1   Authority to Hire and Fire. All appointments are made by the Board of Trustees or its delegated authority. (See USY V.C.6.3.17.3 for authority delegated to Principal Investigators.)

6.2.2   Benefits and Policy Eligibility. Each appointment shall be defined as hourly or salaried and status or adjunct. The definition of appointment status determines access to benefits and policies.

6.2.3   Hourly or Salaried. Based on standards described in the Fair Labor Standards Act (FLSA), each appointment will have a designation of hourly and be eligible for overtime (non-exempt under FLSA), or salaried and ineligible for overtime (exempt under FLSA).

6.2.3.1   Compensation. Each appointment type has an applicable wage schedule, with the exception of faculty appointments which are determined by campus policies or collective bargaining agreements.

6.2.4   Appointment. Each appointment shall be designated as status or adjunct.

6.2.4.1   A status appointment is normally reserved for those with continued employment expectations which, however, shall not be construed to imply a commitment or a contractual obligation to provide employment. Status positions must be at least 75% time and are assigned a classification through the USNH classification process. Individuals with status appointments are eligible for USNH benefits consistent with Board of Trustee policy and other personnel policies, including access to grievance procedures, unless they are otherwise covered by a Collective Bargaining Agreement.

6.2.4.1.1   Benefits. Status appointments provide USNH benefits consistent with Board of Trustee policy (see USY V.A.2), or, if applicable, with a Collective Bargaining Agreement. Percent-time status appointments of at least 75% allow for participation in the benefits program according to the percentage appointment (see USY V.A).

6.2.4.2   Adjunct Appointments are temporary in nature, and/or less than 75% time, and exist primarily to allow the University System to meet emergency labor needs and offer no assurance, promise or intent of continuous employment; individuals hired in these appointments are without "policy status" and have no rights to formal grievance procedures and limited benefits as defined in Board of Trustee policy (see USY V.A.3).

6.2.4.2.1   Benefits. Adjunct appointments have limited benefits other than those required by law (see USY V.A.3). Adjunct Faculty and Staff are eligible to contribute to the Defined Contribution Retirement plans for which there are no matching contributions by USNH. See USY V.A.5.

6.2.5   Duration and Commitment. Appointments are based on a Fiscal Year, which is 12 consecutive months, beginning each year with July 1 and ending with June 30; or on an academic year of approximately nine months, with the exact dates being determined every year by each USNH institution. The specific dates of percent-time appointments are determined each fiscal year, based on the calendar for that year.

6.2.5.1   Appointment Percentage for status appointments. Each status appointment is either full-time for the fiscal year (July 1 - June 30) or at least 75% of the fiscal year. Faculty academic year appointments with a full schedule shall be considered full-time appointments (100%).

6.2.5.1.1   For hourly appointments, the appointment percentage is determined by the number of hours worked per fiscal year and based on a typical full-time appointment of 1957.5 hours for those with a 37.5 hour work-week base and 2088 for those with a 40-hour week.

6.2.5.1.2   For salaried, non-faculty appointments, the appointment percentage is determined by the number of full-time days worked each fiscal year, based on a full-time appointment of 260 days per fiscal year.

6.2.5.1.3   Dual appointments. Normally, a faculty/staff member is not appointed to more than one status position by the University System. Faculty or staff members may not be employed in both a full-time position and an additional percent-time status position.

6.2.5.1.4   Involuntary Percent-Time Reduction in Staff Appointments. In cases of involuntary, permanent percent-time reduction in PAT/OS staff appointments, adequate notice of such reduction, in writing, will be given to the staff member affected. The notice period will be at least 90 calendar days for PAT and 30 calendar days for OS when the percent-time reduction amounts to more than 10%, or when the reduction affects the employee's level of benefits contribution status, e.g., reduction from 75% to 72%.

6.2.5.2   Appointment percentage for adjunct appointments. Adjunct appointments are generally hourly, with a percentage based on the number of hours worked per fiscal year, with 2088 hours as the base. Salaried professional adjunct appointments are based on the number of full days worked during the fiscal year with 260 days as the base. Adjunct faculty appointments are based on the number of courses taught each semester.

6.2.5.3   Funding. To provide the greatest comparability of data among institutions, there are three major types of current fund expenditure functional classifications for appointments within USNH.

6.2.5.3.1   Education & General. This type includes expenditures relating to instruction, research, public service, academic support, student services, institutional support, operation and maintenance of plant, scholarships and fellowships.

6.2.5.3.2   Auxiliary Enterprises ("self-supporting"). This type includes expenditures relating to an entity that exists to furnish goods or services to students, faculty, or staff, and that charges a fee directly related to, although not necessarily equal to, the cost of the goods or services. The distinguishing characteristic of auxiliary enterprises is that they are managed as essentially self-supporting activities.

6.2.5.3.3   Independent Operations ("externally funded"). This type includes expenditures of those operations that are independent of, or unrelated to, but which may enhance the primary mission of the institution. It includes expenditures associated with major federally funded research laboratories but excludes expenditures associated with property owned and managed as investments of the institution’s endowment funds. Faculty and staff whose positions are funded from external sources may be terminated for loss of funding subject to notice provisions provided in USY V.C.9.4.

6.3   Types of Employment Relationships

6.3.1   Operating Staff (OS). Status appointments that include office staff, crafts, certain technical, service, and maintenance employees, who are paid by the hour, are considered non-exempt under the Fair Labor Standards Act, and may be established for a specific time period. They are eligible for overtime and other additional pay as defined in USY V.F.7.3. Each appointment position has been through the campus classification process and assigned a classification, based on the specific job duties of the position. Each classification has an assigned pay range.

6.3.1.1   Authority to Hire and Fire. The Board of Trustees delegates all changes in title, all acting appointments, all additional appointments, all leaves of absence, and all other appointment actions relating to Operating Staff to the Chief Executive Officer or her/his designee.

6.3.1.2   Benefits and Policy Eligibility. Status Operating Staff appointments are eligible for USNH benefits (see USY V.A.2) consistent with Board of Trustee policy and for other personnel policies, including access to grievance procedures. Percent-time status appointments allow for participation in the benefits program including Earned Time/sick pool leave (see USY V.A.11.2) and paid holiday leave according to the percentage of the appointment.

6.3.1.3   Additional Appointments. Operating Staff members may assume adjunct hourly appointments if they are outside the hours of their regular status appointments. In such cases, all hours worked will be combined for overtime purposes and a "blended" overtime rate applied. See USY V.F.7 for more specific information concerning the various circumstances surrounding the acceptance and payment of such appointments.

6.3.1.4   Duration and Commitment. The status appointment percentage is determined by the number of hours worked per fiscal year and is based on a typical full-time appointment of 1957.5 hours for those with a 37.5 hour work-week base and 2088 for those with a 40-hour week. All Operating Staff serve an introductory period through the first six months of employment, during which time they will have no recourse to grievance procedures if they are terminated for any legal reason. (see USY V.C.8).

6.3.1.4.1   Term appointment. An Operating Staff appointment may be established as a term appointment with a minimum duration of one year and normal maximum duration of three years. In very special situations requiring budgetary review and justification, it may be possible for the term appointment to extend up to a total of five years.

6.3.1.5   Transitional appointments. Under certain circumstances, Operating staff may assume transitional appointments.

6.3.1.5.1   Temporary up-grade. The appointment of a staff member to a higher classification. Such appointment normally includes an increase to the staff member’s hourly rate. If the appointment is for a period of six months or more, the higher hourly rate becomes benefits-eligible.

6.3.1.5.2   Acting Appointment. An Acting Appointment is made at the initiation of the institution and is one in which the staff member retains a significant proportion of his/her duties and responsibilities in the status position held when an acting appointment is made. Normally, such appointment is for a minimum ninety (90) days and a maximum of less than six months. The staff member retains her/his former classification and benefits privileges accorded by the status appointment held at the time the acting appointment is made. Extra compensation for the appointment is paid by additional pay (see USY V.F.7.5.3).

6.3.1.5.3   Apprentice. When a new employee or current staff member does not meet the "journey" level qualifications of a trades or crafts position classification, an appointment is indicated by an "apprentice" suffix, such as "Electrician - Apprentice". The pay range for an apprentice is established two ranges below the pay range for the journey-level classification. The Human Resources Office, in conjunction with the position's supervisor, will determine the initial pay rate within that range as well as any wage adjustments that may be given during the period of the apprenticeship. The supervisor, in conjunction with the Human Resources Office, develops an apprentice program for the staff member and includes formal guidelines for skill attainment and a prescribed course of instruction toward the attainment of experience and skills within the craft or trade. The apprenticeship program may take up to five years, and the apprentice suffix terminates when the incumbent reaches the "journey" level. When the apprentice meets the minimum acceptable qualifications for the job, he/she will be deemed to have received a promotion to the journey-level position.

6.3.1.5.4   Trainee. When a new employee or current staff member does not meet the minimum qualifications of a position classification, the appointment to a classification is indicated by a "trainee" suffix, such as "Architectural Drafting Specialist - Trainee". Such appointments are limited to classifications requiring specific educational or experience requirements. The salary range for a trainee will be established at two ranges below the salary range for the classification to be attained. The Human Resources Office, in conjunction with the position's supervisor, will determine the initial salary within that range as well as salary increases that may be given during the training period. A training plan is designed by the Human Resources Office, the hiring department, and the staff member. The plan includes target dates for completion of educational levels, experience requirements, and/or benchmark skills, as applicable. A copy of the plan is normally kept in the staff member's personnel file and periodically reviewed by the concerned parties. The traineeship program may take up to three years, and the trainee suffix terminates when the incumbent reaches the minimum job qualifications. When the trainee meets the minimum acceptable qualifications for the job, s/he will be deemed to have received a promotion to the position classification. Trainees will be subject to an introductory period for the full duration of the traineeship and the following six months; during this time they will have no recourse to grievance procedures if they are terminated for any legal reason. (See USY V.C.8.1).

6.3.2   Adjunct hourly appointments. These appointments are paid by the hour and considered non-exempt under the Fair Labor Standards Act. They are eligible for additional pay such as overtime, stand-by pay, shift, and call-back pay as defined in USY V.F.7.3. There are three types of adjunct hourly staff:

  • Casual. A casual appointment is made for a single event or short-term employment, not to exceed 200 hours per fiscal year.
  • Part-Time. A part-time appointment is made when the commitment is expected to be more than 200 hours, but less than 1500 hours for the fiscal year.
  • Temporary. A temporary appointment is made when the commitment is expected to be 75% (1500 hours) or more of the fiscal year.

6.3.2.1   Authority to Hire and Fire. The Board of Trustees delegates all adjunct appointments and appointment actions to the Chief Executive Officer or her/his designee.

6.3.2.2   Benefits and Policy Eligibility. Adjunct appointments have limited benefits other than those required by law (see USY V.A.3). Appointments of 20 hours per week or more are eligible to contribute to a retirement fund and to an individual medical plan for which there are no matching contributions by USNH.

6.3.2.3   Duration and Commitment. Adjunct appointments are appointed on an as-needed basis with the percentage calculated on the number of hours scheduled to work against a 2088 hour standard work year. They offer no assurance, promise, or intent of continuous employment.

6.3.2.3.1   Casual appointments may be reappointed each fiscal year without limit as long as no year exceeds 200 hours.

6.3.2.3.2   Part-time appointments can be renewed with no limit at the discretion of the hiring department.

6.3.2.3.3   Temporary appointments must be made for at least one fiscal year and must be at least 75% time (1500 hours) and for no more than three fiscal years. At the end of the three years, the appointment ends, the appointment changes to part-time, or the appointment changes from adjunct to status.

6.3.2.3.3.1   Exception. Working in conjunction with Human Resources, the CEO or her/his designee may extend a full-time temporary appointment for up to a maximum total appointment of five years.

6.3.3   Student appointments. These appointments are adjunct in nature, paid by the hour, and considered non-exempt under the Fair Labor Standards Act. They are eligible for additional pay such as overtime and stand-by pay as defined in USY V.F.7.3. For all other purposes, persons having such appointments will be considered students.

6.3.3.1   Authority to Hire and Fire. The Board of Trustees delegates all adjunct appointments and appointment actions to the Chief Executive Officer or her/his designee. All College Work Study appointments must be approved by the institution's financial aid department.

6.3.3.2   Benefits and Policy Eligibility. Adjunct student appointments have limited benefits other than those required by law (see USY V.A.3).

6.3.3.3   Duration and Commitment. Adjunct student appointments are appointed on an as-needed basis, with hours accommodating the student's academic class schedule.

6.3.3.4   Types of Student Appointments.

6.3.3.4.1   Student Hourly. Student employees whose compensation is charged to the direct labor budget of the department for which they work.

6.3.3.4.2   College Work-Study. Student employees whose compensation comes partially from federal funding sources administered by the institution's financial aid department and partially from the employing department's direct labor budget.

6.3.4   Graduate Student Appointments. These are adjunct appointments made to a post-baccalaureate student admitted to the Graduate School.

6.3.4.1   Authority to Hire and Fire. The Board of Trustees delegates all adjunct appointments and appointment actions to the Chief Executive Officer or her/his designee. Graduate appointments require the recommendation of the appropriate department and approval of the appointment by the Graduate School.

6.3.4.2   Benefits and Policy Eligibility. Adjunct appointments have limited benefits other than those required by law (see USY V.A.3).

6.3.4.3   Duration and Commitment. Graduate appointments are established with specific appointment dates. Each type of graduate student appointment has limitations on the length of appointment.

6.3.4.4   Types of Graduate Appointments.

6.3.4.4.1   Graduate Assistant. Appointment is made for one academic year, but may be renewable. Service is instructional or administrative as specified by the appointing department, is not more than 20 hours per week, and is supported by institutional funds.

6.3.4.4.2   Graduate Associate. Appointment made to a doctorial candidate to teach one or two courses per semester. The appointment is made for one academic year and may be renewable and is supported by institutional funds.

6.3.4.4.3   Graduate Part-Time Lecturer. Appointment made to a Master's, Certification of Advanced Graduate Studies - CAGS, or pre-candidacy doctoral student to teach one or two courses per semester. The appointment is made for one academic year, may be renewable, and is supported by institutional funds.

6.3.4.4.4   Graduate Interns/Trainee. Appointment made to a graduate student assigned to a specific subject area to acquire additional learning experiences. The appointment is made for one academic year, may be renewable, and is normally supported by external funds.

6.3.4.4.5   Graduate Fellow. Appointment made to a graduate student who has been awarded a fellowship, either directly or through the institution. The appointment is normally made for one academic year, but may be renewable in accordance with the terms of the fellowship.

6.3.4.4.6   Graduate Research Assistant. Appointment made to a graduate student to conduct research on grants supported by the Agricultural Experiment Station, or external grants and contracts. The appointment is normally made for one year, but may be renewable in accordance with the terms of the grant/contract.

6.3.4.4.7   Graduate Research Associate. Appointment made to a doctoral candidate to conduct research on grants supported by the Agricultural Experiment Station, or external grants and contracts. The appointment is normally made for one year, but may be renewable in accordance with the terms of the grant/contract.

6.3.4.4.8   Graduate Hourly Appointment. An hourly appointment made to a graduate student in support of the instructional, administrative, or research activities of the institution. Such an appointment has less responsibility than those in other graduate appointment categories.

6.3.4.4.9   Graduate Supplemental Appointment. An additional hourly or salaried appointment to a graduate student in one of the above appointments (except hourly) for up to an average of 10 hours per week during academic semesters and 20 hours per week when classes are not in session. F-1 and J-1 visa students are not eligible for such appointments.

6.3.5   Professional, Administrative, and Technical staff (PAT). PATs are status appointments to administrative positions such as directors, managers, and supervisors; professional positions, such as accountants, artists and engineers; and upper level technical staff such as information technologists and research technicians. These are salaried appointments, exempt under the Fair Labor Standards Act, and may be established for a specific time period. Each appointment position has been through the USNH classification process and assigned a specific classification based on the job duties of the position. Each classification has an assigned pay range.

6.3.5.1   Authority to Hire and Fire. The Board of Trustees delegates all initial appointments, all changes in title, all acting or interim appointments, all leaves of absence, and all other appointment actions relating to PATs to the Chief Executive Officer or her/his designee.

6.3.5.1.1   Exceptions.

6.3.5.1.1.1   Any administrative appointment that includes the granting of tenure to a faculty position requires Board of Trustee approval.

6.3.5.1.1.2   Any title which includes "Director" requires University System Classification Committee approval.

6.3.5.2   Benefits and Policy Eligibility. Status PAT appointments are eligible for USNH benefits (see USY V.A.2) consistent with Board of Trustee policy and for other personnel policies, including access to grievance procedures. Percent-time status appointments allow for participation in the benefits program according to the percentage appointment and appointments less than 100% have vacation/sick leave and paid holiday leave on the basis of days worked (see USY V.A.12 & 13).

6.3.5.3   Additional Appointments. PAT Staff members may assume adjunct appointments if they are outside the appointment dates of their regular status appointments. See USY V.F.7 for more specific information concerning the various circumstances surrounding the acceptance and payment of such appointments.

6.3.5.4   Duration and Commitment. The status appointment percentage is determined by the number of days of the appointment per fiscal year and based on a typical full-time appointment of 260 days. All PATs serve an introductory period through their first six months of employment, during which time they will have no recourse to grievance procedures if they are terminated for any legal reason. (See USY V.C.8.1).

6.3.5.4.1   Term appointment. A PAT appointment may be established as a term appointment with a minimum duration of one year and normal maximum duration of three years. In very special situations requiring budgetary review and justification it may be possible for the term appointment to extend up to a total of five years.

6.3.5.5   Transitional appointments. The following are transitional appointments applicable to PAT Staff.

6.3.5.5.1   Temporary up-grade. The appointment of a staff member to a higher classification. Such appointment normally includes an increase to the staff member's salary rate. If the appointment is for a period of six months or more, the higher salary becomes benefits-eligible.

6.3.5.5.2   Acting Appointment. An Acting Appointment is made at the initiation of the institution and is one in which a staff member retains a significant proportion of her/his duties and responsibilities in the status position held when an acting appointment is made. Normally, such appointment is for a minimum of ninety (90) days and a maximum of less than six months. The staff member retains her/his former classification and benefits privileges accorded by the status appointment held at the time the acting appointment is made. Extra compensation for the appointment is paid by additional pay (see USY V.F.7.5.3).

6.3.5.5.3   Trainee. When a new employee or current staff member does not meet the minimum qualifications of a position classification, the appointment to such a classification is indicated by a suffix, such as "Academic Counselor - Trainee". Such appointments are limited to classifications requiring specific educational or experience requirements. The salary range for a trainee will be established at two ranges below the salary range for the classification to be attained. The Human Resources Office, in conjunction with the position's supervisor, will determine the initial salary within that range as well as salary increases that may be given during the trainee period. A training plan is designed by the Human Resources Office, the hiring department, and the staff member. The plan includes target dates for completion of educational levels, experience requirements, and/or benchmark skills, as applicable. A copy of the plan is normally kept in the staff member’s personnel file and periodically reviewed by the concerned parties. The traineeship program may take up to three years, and the trainee suffix terminates when the incumbent reaches the minimum job qualifications. When the trainee meets the minimum acceptable qualifications for the job, s/he will be deemed to have received a promotion to the position classification. Trainees will be subject to an introductory period for the full duration of the traineeship and the following six months; during this time they will have no recourse to grievance procedures if they are terminated for any legal reason. (See USY V.C.8.1).

6.3.5.5.4   Interim Appointment. An Interim Appointment is a suffix used for a position when there is a temporary appointment of a staff member to a position for six (6) months or more and made at the initiation of the campus. The staff member does not retain a significant proportion of her/his duties and responsibilities in the status position s/he held when the interim appointment was made. An interim appointment of six (6) months or more may also be utilized when there is a temporary staffing need. In such cases, the person appointed is not a current USNH employee at time of assuming the duties of the interim appointment. The benefits calculation base is the annualized salary rate of the interim appointment for the duration of that appointment. In the case of appointing a current staff member, eligibility for all other benefits is derived from the staff member's original position.

6.3.6   Adjunct Professional appointments. These are salaried, adjunct appointments that are exempt under the Fair Labor Standards Act. There are three types of adjunct salaried staff:

  • Casual. A casual appointment is made for a single event or short-term employment, not to exceed 25 full-time days per fiscal year.
  • Part-Time. A part-time appointment is made when the commitment is expected to be more than 25 full-time days, but less than 195 full-time days for the fiscal year.
  • Temporary. A temporary appointment is made when the commitment is expected to be 75% (195 full-time days) or more of the fiscal year.

6.3.6.1   Authority to Hire and Fire. The Board of Trustees delegates all adjunct appointments and appointment actions to the Chief Executive Officer or her/his designee.

6.3.6.2   Benefits and Policy Eligibility. Adjunct appointments have limited benefits other than those required by law (see USY V.A.3). Appointments of 50% (2.5 full days per week) or more are eligible to contribute to a retirement fund and to an individual medical plan for which there are no matching contributions by USNH.

6.3.6.3   Duration and Commitment. Adjunct appointments are appointed on an as-needed basis with the percentage calculated on the number of days scheduled to work against a 260-day work year. Such appointments offer no assurance, promise or intent of continuous employment.

6.3.6.3.1   Casual appointment may be reappointed each fiscal year without limit as long as no year exceeds 25 full-time days.

6.3.6.3.2   Part-Time appointments can be renewed with no limit at the discretion of the hiring department.

6.3.6.3.3   Temporary appointments must be made for at least one fiscal year and must be at least 75% time (195 full-time days) and for no more than three fiscal years. At the end of three years, the appointment ends, the appointment changes to part-time, or the appointment changes from adjunct to status.

6.3.6.3.3.1   Exception. Working in conjunction with Human Resources, the CEO or her/his designee may extend a full-time temporary appointment for up to a maximum total appointment of five years.

6.3.7   Principal Administrator (PA). The Principal Administrators are status appointments to key administrative positions, such as the Chancellor, presidents, deans, vice presidents, University System officers, and certain other senior administrators. These are salaried appointments and exempt under the Fair Labor Standards Act.

6.3.7.1   Authority to Hire and Fire. Appointment to this occupational type is made solely by the Board of Trustees or the Executive Committee of the Board of Trustees. Board of Trustee review and approval is required for all aspects of Principal Administrator appointments, including changes in title, acting and interim appointments, and all leaves of absence. The Executive Committee acts on behalf of the Board of Trustees regarding all changes in compensation and status of current principal administrator appointments and no such appointment can be effective until favorable action is taken by the Board of Trustees.

6.3.7.2   Benefits and Policy Eligibility. PA appointments provide USNH benefits consistent with Board of Trustee policy (see USY V.A.2 and other personnel policies). Percent-time status appointments allow for participation in the benefits program according to the percentage appointment and have vacation/sick leave and paid holiday leave on the basis of days worked (see USY V.A.12 & 13).

6.3.7.3   Duration and Commitment. Principal Administrators are appointed with the expectation of continuing employment but may be terminated by approval of the Executive Committee of the Board of Trustees for any reason that is not based upon illegal discrimination.

6.3.8   Academic Administrators (AA). Status appointments to individuals with either primary or secondary responsibility for the administration of the activities of a major academic unit (school/college) or program of the University System. Many, but not all Academic Administrator appointments include a faculty appointment within a particular department or discipline. These are salaried appointments and exempt under the Fair Labor Standards Act. Academic Administrators are appointed on a fiscal year basis and are considered PAT for purposes of salary policy.

6.3.8.1   Authority to Hire and Fire. The Board of Trustees delegates Academic Administrator appointments and appointment actions to the Chief Executive Officer or her/his designee.

6.3.8.1.1   Exception. Any Academic Administrator appointment which includes the granting of tenure to a faculty position requires Board of Trustee approval.

6.3.8.2   Benefits and Policy Eligibility. AA appointments are eligible for USNH benefits (see USY V.A) consistent with Board of Trustee policy and for other personnel policies, including access to grievance procedures. Percent-time status appointments allow for participation in the benefits program according to the percentage appointment and have vacation/sick leave and paid holiday leave on the basis of days worked (see USY V.A.3).

6.3.8.3   Duration and Commitment. Academic Administrators are PATs for purposes of salary policy and are appointed on a fiscal-year employment basis. All Academic Administrators serve an introductory period through their first six months of employment, during which time they will have no recourse to grievance procedures if they are terminated for any legal reason. (See USY V.C.8.1).

6.3.9   Extension Educators (EE). Extension Educators are the status, professional staff of the University of New Hampshire Cooperative Extension. Extension Educator staff are located at the University and in each of the ten counties in New Hampshire. These are salaried appointments and exempt under the Fair Labor Standards Act. Their primary responsibility is the assessment, development, and implementation of continuing non-formal educational programs for the people of New Hampshire. They hold appointments in one of a series of Extension Educator or Extension Faculty ranks.

6.3.9.1   Authority to Hire and Fire. The Board of Trustees delegates Extension Educator appointments and appointment actions to the Chief Executive Officer or her/his delegated authority.

6.3.9.1.1   Exception. Any Extension appointment which includes the granting of tenure to a faculty position requires Board of Trustee approval.

6.3.9.2   Benefits and Policy Eligibility. Status Extension Educator appointments are eligible for USNH benefits (see USY V.A.2) consistent with Board of Trustee policy and for other personnel policies, including access to grievance procedures. Percent-time status appointments allow for participation in the benefits program according to the percentage appointment and have vacation/sick leave and paid holiday leave on the basis of days worked (see USY V.A.12 & 13).

6.3.9.3   Duration and Commitment. The status appointment percentage is determined by the number of days of the appointment per fiscal year and based on a typical full-time appointment of 260 days. All Extension Educators serve an introductory period through their first full year of employment, during which time they will have no recourse to grievance procedures if they are terminated for any legal reason. (See USY V.C.8.1).

6.3.9.4   Extension Educator Ranks. The Extension Educator rank system is designed for all professional staff members whose primary role is that of educator. Excluded from this ranking system are those Cooperative Extension specialists who hold academic appointment (Faculty rank) in academic departments. The ranks are as follows:

6.3.9.4.1   Extension Instructor. (Entry Level) The minimum educational requirements for initial appointment are Master's degree with no experience or Bachelor's degree in appropriate subject matter area with at least three years of relevant experience. The minimum time in rank when hired with a Master's degree is two years. When hired with only a Bachelor's degree, continued employment is contingent on obtaining a Master's degree within seven years of hire. The employee will have probationary status as an Extension Educator until the Master's degree is earned. Promotion to Assistant Extension Educator does not require the formal promotion process and occurs when the educator has obtained the Master's degree and two years of relevant experience.

6.3.9.4.2   Assistant Extension Educator. Shall have completed an advanced degree (at least Master's) with two years of relevant or Extension experience. Requires proven competence in subject matter areas, with evidence of ability to apply the process of determining client needs, to establish program priorities, to design/implement Extension educational programs, and to improve professional competence. The minimum time in rank for promotional purposes is five years.

6.3.9.4.3   Associate Extension Educator. Shall have completed an advanced degree (at least Master's) with seven years of relevant or Extension experience. Requires a proven high level of competence in subject matter areas, with evidence of a high level of ability to apply the process of determining client needs and establishing program priorities. Must also show evidence of creative performance in the design/implementation of Extension educational programs with state/regional recognition as an Extension Educator. The minimum time in rank for promotional purposes is six years.

6.3.9.4.4   Extension Educator. Shall have completed an advanced degree (at least Master's) with thirteen years of relevant Extension experience. Requires proven recognized outstanding leadership in appropriate subject matter areas, with evidence of outstanding ability to apply the process of determining client needs and establishing program priorities. Must also show evidence of a consistently high level of ability and competence in all phases of designing and implementing Extension educational programs with state, regional, and national recognition as an extension educator.

6.3.9.4.5   Extension Specialist. An Extension appointment which requires extensive training and expertise in a subject area but has no academic affiliation.

6.3.9.4.6   County Coordinator. There are four levels of Extension Educator rank classifications to identify those individuals who are county Extension Educators, are located in each of the ten counties, and have administrative responsibilities. Such individuals have the suffix "County Coordinator" after their Extension Educator rank, and are assigned a salary range higher than that of regular Extension Educator rank to compensate for their additional duties. Example: Associate Extension Educator/County Coordinator.

6.3.9.5   Extension Faculty Ranks. Extension faculty have specialized training and experience in an academic discipline and provide disciplinary expertise and educational curriculum for Cooperative Extension outreach programs, and they have proficiency in program development and evaluation, group process and facilitation and leadership development. A Master’s degree and extensive training and experience are minimum requirements for Extension Faculty. A Doctorate is preferred. Individuals are eligible for appointments in the Extension faculty track when their appointments are within an academic department/program. They are not eligible for sabbatical leave or tenure, but do follow the Extension Educator ranking system promotion guidelines, overseen by the Extension Educator Promotion Committee.

6.3.9.5.1   Extension Instructor and Extension Specialist. (Entry Level) The minimum time in rank when hired with a Master’s degree is two years. Promotion to Assistant Extension Professor does not require the formal promotion process and occurs when the individual has obtained two years of relevant experience.

6.3.9.5.2   Extension Assistant Professor and Extension Specialist. Shall have completed an advanced degree (at least Master's) with two years of relevant or Extension experience. Requires proven competence in subject matter areas, with evidence of ability to determine client needs, to establish program priorities, to design/implement Extension educational programs, and to improve professional competence.

6.3.9.5.3   Extension Associate Professor and Extension Specialist. Shall have completed an advanced degree (at least Master's) with several years in teaching/Extension work. Requires a proven high level of competence in subject matter areas, with evidence of a high level of ability to determine client needs and to establish program priorities. Must also show evidence of creative performance in the design/implementation of Extension educational programs with state/regional recognition as an Extension Educator.

6.3.9.5.4   Extension Professor and Extension Specialist. Shall have completed an advanced degree (earned doctorate) with many years of teaching/extension or related work. Requires proven recognized outstanding leadership in appropriate subject matter areas, with evidence of outstanding ability to determine client needs and to establish program priorities. Must also show evidence of a consistently high level of ability and competence in all phases of designing and implementing Extension educational programs with state, regional and national recognition as an extension educator.

6.3.9.6   Transitional appointments. The following are transitional appointments applicable to Extension Educators.

6.3.9.6.1   Temporary up-grade. The appointment of a staff member to a higher classification. Such appointment normally includes an increase to the staff member's salary rate. If the appointment is for a period of six months or more, the higher salary becomes benefits-eligible.

6.3.9.6.2   Acting Appointment. Acting Appointment is made at the initiation of the institution and is one in which the Extension Educator retains a significant proportion of his or her duties and responsibilities in the status position held when an acting appointment is made. Normally, such appointment is for a minimum ninety (90) days and a maximum of less than six months. The Extension Educator retains her/his former classification and benefits privileges accorded by the status appointment held at the time the acting appointment is made. Extra compensation for the appointment is paid by additional pay (see USY V.F.7.5.3).

6.3.10   Adjunct Extension Educator appointments. These are salaried, adjunct professional Extension appointments which are exempt under the Fair Labor Standards Act.

6.3.10.1   Authority to Hire and Fire. The Board of Trustees delegates all adjunct appointments and appointment actions to the Chief Executive Officer or her/his designee.

6.3.10.2   Benefits and Policy Eligibility. Adjunct appointments have limited benefits other than those required by law (see USY V.A.3). Appointments of 50% (2.5 full days per week) or more are eligible to contribute to a retirement fund and to an individual medical plan for which are no matching contributions by USNH.

6.3.10.3   Duration and Commitment. Adjunct appointments are appointed on an as-needed basis with the percentage calculated on the number of days scheduled to work against 260-day work year.

6.3.10.3.1   Extension Lecturer. The employment category of Extension Lecturer is an appointment of temporary, adjunct nature to cover persons employed for a period of less than one year.

6.3.11   Academic Faculty (full-Time), Including Librarians. Status faculty who have demonstrated scholarly and professional competence in a recognized academic discipline or service and who are engaged in teaching and/or research pertaining to teaching are considered academic faculty. These are salaried appointments and exempt from the Fair Labor Standards Act.

6.3.11.1   Authority to Hire and Fire. All faculty appointments are made by the Board of Trustees or its delegated authority. Board of Trustee review and approval is required for initial faculty appointments that include tenure and actions granting faculty tenure and promotions above the rank of Assistant Professor, and no such appointment can be effective until favorable action is taken by the Board of Trustees. Faculty appointments which include tenure and rank of professor are recommended to the Board by the appropriate governing body of each campus for persons whose service is primarily to the college, school or academic division to which they are appointed.

6.3.11.1.1   Delegated Authority. The Board of Trustees delegates to the Chief Executive Officer or her/his designee all faculty appointments when the appointment does not include the initial granting of tenure and all title changes, leaves of absence, and appointment actions for faculty; and the appointment of departmental chairpersons or the equivalent.

6.3.11.2   Benefits and Policy Eligibility Status appointments are eligible for USNH benefits (see USY V.A.2) consistent with Board of Trustee policy and for other personnel policies, including access to grievance procedures, unless they are otherwise covered by a Collective Bargaining Agreement.

6.3.11.3   Duration and Commitment. Each status academic faculty appointment is either for the academic year (as defined by each institution) or the fiscal year. Faculty academic year appointments with a full schedule shall be considered full-time appointments (100%). Fiscal year appointments can be full-time for the fiscal year (July 1 – June 30) or a percentage of the fiscal year. It is understood that persons holding an academic year appointment as full-time faculty members hold professional annual appointments which may include responsibilities or requests for professional contributions outside of the "active" dates of appointment. Prior to attaining tenure, status academic faculty appointments have one-year appointment terms which may be renewed. Campus policy, faculty handbooks and/or collective bargaining contracts may specify conditions, reviews and maximum time frame for reappointment without tenure (see USY V.C.6.3.11.5). However, it is expected that non-renewal may occur for any reason that is not based upon illegal discrimination. Notice periods for non-renewal shall be defined in institutional policy, faculty handbooks and/or collective bargaining contracts.

6.3.11.4   Academic Faculty Rank. An individual with an appointment as Instructor, Assistant Professor, Associate Professor, or Professor is recognized as holding academic rank in a particular college, school or academic division of an institution of the University System. An individual who is not a member of the faculty but who is appointed to an administrative position may be accorded academic rank by the campus President, upon recommendation and/or concurrence of the appropriate campus academic officers/departments. A tenured member of the Faculty appointed to an administrative position will normally maintain his/her previous academic rank and tenure. Specific requirements for awarding of rank are included in collective bargaining contracts or Faculty handbooks as appropriate. Appointments to academic rank are made within the following guidelines:

6.3.11.4.1   Instructor: The initial academic rank for "tenure track" and shall be reserved for persons who have made substantial progress toward completion of formal advanced study appropriate to the area of expertise (discipline/field of study) or level of the program of instruction.

6.3.11.4.2   Assistant Professor: Shall have completed a terminal degree appropriate to his/her field and shall have had successful teaching or other relevant experience.

6.3.11.4.3   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 development and scholarly interest.

6.3.11.4.4   Professor: Shall have a background of successful teaching and research, marked by the perspective of maturity and experience, and some outstanding creative attribute recognizable in the academic world as a special asset to an institution of higher education.

6.3.11.5   Faculty Tenure. This appointment is reserved for those full-time academic ranked faculty who will be subject to the institutions' policy, guidelines and where applicable, collective bargaining agreements, regarding tenure. Subject to the exception set forth in USY V.C.6.3.11.5.1 below, such appointments are made only to positions funded entirely by Education and General (E&G) funds, a designated endowment, or some combination of those two.

6.3.11.5.1   Exception. An institution may appoint faculty to tenure track positions partially funded from sources other than E&G funds or a designated endowment only under the following conditions:

  • The institution has a policy enabling such appointments.
  • The institution's enabling policy establishes a prudent limitation on the proportion of funding for any such position which may come from sources other than E&G funds or a designated endowment.
  • The institution's enabling policy clearly states that the reduction or loss of funding from sources other than E&G funds or a designated endowment may occur: (i) at any time; and (ii) without prior notice to the faculty member.
  • The institution's enabling policy clearly states that the reduction or loss of funding from sources other than E&G funds or a designated endowment may not be the basis of a a faculty member's grievance through any internal process, except to the extent such loss or reduction is alleged to be the result of illegal discrimination.
  • The institution's enabling policy clearly states that in the event of the reduction or loss of funding from sources other than E&G funds or a designated endowment, the institution may, at its sole discretion, reduce the percent time attribute of the position by an amount sufficient to account for the reduction or loss of funding.
  • The institution's appointment letter to the faculty member clearly states the amount of salary that is subject to reduction or elimination even while the faculty member may continue to hold the tenure track appointment.
  • The institution's appointment letter to the faculty member clearly states that the institution is under no obligation to replace reduced or lost funding from sources other than E&G funds or a designated endowment.

6.3.11.6   Faculty Fellow. A faculty member may be temporarily appointed as a Faculty Fellow to an administrative office or assigned special tasks on behalf of the institution. Such an individual retains her/his status and benefits as a faculty member. Alternatively, s/he may receive additional compensation and/or release time for such responsibilities (See USY V.F.7.4.2.1).

6.3.12   Research Faculty. Research Faculty are those status faculty who have research as their principal assignment. These are salaried appointments and exempt under the Fair Labor Standards Act. They are not normally eligible for sabbatical leave or tenure. (See USY V.C.6.3.11.5).

6.3.12.1   Authority to Hire and Fire. All research faculty appointments are made by the Chief Executive Officer or her/his delegated authority.

6.3.12.2   Benefits and Policy Eligibility. Status appointments are eligible for USNH benefits (see USY V.A.2) consistent with Board of Trustee policy and for other personnel policies, including access to grievance procedures, unless they are otherwise covered by a Collective Bargaining Agreement. Percent-time status appointments allow for participation in the benefits program according to the appointment percentage.

6.3.12.3   Duration and Commitment. Research Faculty appointments are subject to the duration and conditions of a research project.

6.3.12.4   Research Faculty Rank. Faculty rank is applicable to research faculty.

6.3.12.4.1   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.

6.3.12.4.2   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.

6.3.12.4.3   Research Professor shall have a background of successful research, marked by maturity and experience, that has earned him/her a national and/or international reputation in the field.

6.3.13   Clinical Faculty. Clinical faculty are status faculty who have specialized training and experience in a professional field. These are salaried appointments and exempt from the Fair Labor Standards Act. It is expected that clinical faculty have expertise in three areas in a clinical or practice setting: direct services to clients, supervision, and teaching. They assist students to acquire the skills needed in a professional environment. They are not eligible for sabbatical leave or tenure.

6.3.13.1   Authority to Hire and Fire. The Board of Trustees delegates Clinical Faculty appointments and appointment actions to the Chief Executive Officer or her/his designee.

6.3.13.2   Benefits and Policy Eligibility. Status appointments are eligible for USNH benefits (see USY V.A.2), consistent with Board of Trustee policy, and for other personnel policies, including access to grievance procedures.

6.3.13.3   Duration and Commitment. Clinical faculty appointments are made for a one to five year term and are renewable.

6.3.13.4   Clinical Faculty Rank. Faculty rank is applicable to clinical faculty.

6.3.13.4.1   Clinical Instructor. This rank is for a faculty member who holds current licensure/certification as appropriate to the field.

6.3.13.4.2   Clinical Assistant Professor. The initial rank for a faculty member who has successful teaching or other relevant experience, holds current licensure/certification as appropriate to the field, and has significant professional experience post Master's degree in the appropriate field.

6.3.13.4.3   Clinical Associate Professor. This rank requires several years of successful teaching or other relevant experience, shown evidence of professional leadership and scholarly activity, and holds current licensure/certification as appropriate to the field.

6.3.13.4.4   Clinical Professor. This rank requires a background of successful teaching, marked by the perspective of maturity and experience, an outstanding creative attribute recognizable in the professional and academic world as a special asset to the University, and holds current licensure/certification as appropriate to the field.

6.3.14   Part-time Status Faculty with Academic Rank. Part-time faculty hired into non-tenure track appointments for an academic year. These are salaried appointments and exempt from the Fair Labor Standards Act. Such faculty are not eligible for tenure or sabbatical leaves.

6.3.14.1   Authority to Hire and Fire. The Board of Trustees delegates Part-time Status Faculty appointments and appointment actions to the Chief Executive Officer or her/his designee.

6.3.14.2   Benefits and Policy Eligibility. Status appointments are eligible for USNH benefits (see USY V.A.2) consistent with Board of Trustee policy and for other personnel policies, including access to grievance procedures.

6.3.14.3   Duration and Commitment. Part-time status faculty appointments are made for a specific academic year and are renewable, as applicable by campus policies.

6.3.14.4   Faculty Rank. Institutional policy will determine the appropriate faculty rank for part-time status faculty.

6.3.15   Status Faculty Without Academic Rank. Faculty hired into non-tenure track appointments for a specific period of time. These are salaried appointments and exempt from the Fair Labor Standards Act. Such faculty are not eligible for tenure or sabbatical leaves.

6.3.15.1   Authority to Hire and Fire. The Board of Trustees delegates Status Faculty without Academic Rank appointments and appointment actions to the Chief Executive Officer or her/his designee.

6.3.15.2   Benefits and Policy Eligibility. Status appointments are eligible for USNH benefits (see USY V.A.2) consistent with Board of Trustee policy and for personnel policies, including access to grievance procedures.

6.3.15.3   Duration and Commitment. Status faculty appointments are made for a specific period of time and are renewable, as applicable by campus policies.

6.3.15.3.1   Contract lecturers are hired for at least one academic year. The appointment period may be indefinite unless otherwise restricted by campus policy or collective bargaining agreements.

6.3.15.3.2   A Senior Contract Lecturer is an experienced lecturer hired for at least one academic year. The appointment period may be indefinite unless otherwise restricted by campus policy or collective bargaining agreements.

6.3.15.3.3   Resident Artists are faculty providing practical instruction in the performing and visual arts, when the interest of the faculty member or the demand for such faculty requires less than a permanent position. The appointment period may be indefinite unless otherwise restricted by campus policy or collective bargaining agreements.

6.3.16   Adjunct Faculty, including adjunct librarians. These are salaried adjunct appointments and exempt from the Fair Labor Standards Act. These faculty are engaged in teaching and/or research pertaining thereto.

6.3.16.1   Authority to Hire and Fire. The Board of Trustees delegates all non-status appointments and appointment actions to the Chief Executive Officer or her/his designee.

6.3.16.2   Benefits and Policy Eligibility. Adjunct appointments have limited benefits other than those required by law (see USY V.A.3). Appointments of 50% (2.5 full days per week) or more are eligible to contribute to a retirement fund and to an individual medical plan.

6.3.16.3   Duration and Commitment. Adjunct appointments are appointed on an as-needed basis with the percentage calculated on the number of courses they teach each semester.

6.3.17   Special Employment Situations

6.3.17.1   Contract Appointments. The Chief Executive Officer of the institution or her/his designee shall have the authority to extend an employment contract to employees listed below to cover up to five years of employment. These contract appointments differ from normal appointments in that a set term of employment may be specified, subject to USNH policy on reduction-in-force and other policies not related to the evaluation of job performance. Contract appointments for Directors of Athletics and Athletic Coaches are subject also to compliance with NCAA regulations. Those eligible for such appointments are:

  • Directors of Athletics
  • Athletic Coach I
  • Athletic Coach II
  • Athletic Coach III
  • Any PAT classified coach designated as "Head Coach"
  • Advancement employees at the executive level or whose performance goals are in large part objective measures.

6.3.17.1.1   It is expected that such contracts may include either (1) a salary commitment of only one year at a time, subject to the annual salary increase guidelines; or (2) a specified salary commitment for each year of the contract.

6.3.17.1.2   Compensation commitments will be based on the salary range for the position classification. Contract language may also make one-time bonus incentives conditional on specified performance standards. Contract language may include supplemental income in lieu of perquisites such as employer paid cars, or golf club memberships. For Directors of Athletics and Athletics Coaches contracts may include options for income based on additional services such as summer camps or television and radio appearances.

6.3.17.1.3   Unless authorized by the process noted below, contract language may not include:

  • Deferred compensation
  • Salary increases which would result in a direct annual salary in excess of the 10% of the classified pay range
  • Total salary level (supplemental salary and direct salary, but not including the value of employee benefits) in excess of the 75 percentile of an agreed upon comparison group by institution and by sport; and/or in excess of 75% of the institutional CEO salary
  • Outside income paid by booster or foundation groups
  • Automobiles, housing allowance, or other in-kind forms of compensation

6.3.17.1.4   It is anticipated that institutional strategic considerations may sometimes require compensation terms in excess of the delegated authority of the President. In such cases the Administrative Board may authorize the exception after consultation with the institutional and USNH human resources offices. Such request shall be accompanied by a rationale for the proposal including comparative compensation data and the basis for continuing compliance with legal requirements including Title IX, Title VII, and the Equal Pay Act.

6.3.17.2   Employees not covered by the Fair Labor Standards Act (FLSA). Some employees, such as those teaching, working summer camp jobs, or serving as student interns or residence hall assistants, are exempt from the FLSA and may be paid stipends for their work.

6.3.17.2.1   Interns are USNH students who assume responsibility for a portion of a staff member's duties for a full year or a semester as a school-based experience.

6.3.17.3   Principal Investigator Hiring Actions. There is delegated hiring authority for Principal Investigator Actions (applies only to independent operations/externally funded projects and appointments). The following type of appointment actions may be made by a Principal Investigator if conditions are as stated below (also see USY V.C.3.5.4):

6.3.17.3.1   When a grant or contract is being transferred from another institution, the principal investigator may bring along those staff members who have been, and will continue to be, integral members of the research activity. Such individuals are advised that continued employment at the University is contingent upon continued external funding; and additional staff members must be recruited through regular procedures;

6.3.17.3.2   When an individual(s) (generally not more than two) is specifically named in a proposal by the principal investigator and funding calls for or is contingent upon having a qualified individual(s) named who is essential to the successful completion of the project, then normal recruitment procedures to fill that position(s) will not be necessary;

6.3.17.3.3   When an individual not currently employed by the University has written a proposal and gained endorsement from a faculty member/administrator at the University to be the Co-Principal Investigator so named in the proposal, that individual may be named as Co-Principal Investigator without recruitment.

6.3.17.3.4   In all cases, the following points remain in effect:

  • The position occupied by staff members who transfer from other institutions or who are hired under the above listed circumstances will be classified and paid in accordance with normal University policies;
  • It is understood that there is no guarantee of continued employment for employees hired and supported by externally funded grants or contracts beyond the termination of the original external support or the extension of that same fund source;
  • All current policies, procedures, and benefits of the University System apply to grant-funded personnel, including classification, wage and salary policies; and
  • An employee originally hired and supported by an externally funded grant or contract will be subject to all the usual affirmative action/equal employment recruitment guidelines when applying for a (regular) University-supported position.

6.3.17.4   Retirement Transition. This policy describes an appointment for a faculty/staff member to transition to retirement status.

6.3.17.4.1   Eligibility. A faculty/staff member who has attained at least age 59½ and has ten or more years of status service within USNH may apply for a retirement transition.

6.3.17.4.2   Approval. Unless otherwise defined by campus policy, institutional approval shall mean approval of the faculty/staff member's written retirement transition plan by the appropriate departmental dean/director and Vice-President (or equivalent) for the area.

6.3.17.4.3   Conditions. The reduced appointment may normally be between 80-50%, but not less than 50%, and may be selected for a period of up to three years. The faculty/staff member remains subject to USNH policies, including performance requirements and reduction in force policies. Campus policies may also apply.

6.3.17.4.3.1   Benefits. Status benefits continue at the employee rate for the duration of the retirement transition. Life Insurance, disability insurance, and retirement contributions are based on the reduced appointment salary. Tuition benefits and paid leave time are based on the reduced appointment percentage.

6.3.17.4.3.2   Retirement Funds. The faculty/staff member may choose to begin payment from his/her USNH retirement income funds while continuing to be employed on a reduced basis in a status position for the period of the retirement transition.

6.3.17.4.4   Exclusions. Provisions of this policy do not apply to faculty/staff who are members of collective bargaining agreements.

6.4   Non-Employment Relationships. A category of persons who have informal service relationships with USNH institutions.

6.4.1   Affiliate Faculty with Rank. Those faculty from a different college/school than the appointment location, or from outside the college/university who volunteer their time to the college/university's education, research, and/or service activities on a limited-time basis. Affiliate faculty may be titled Affiliate Instructor, Affiliate Assistant Professor, Affiliate Associate Professor, or Affiliate Professor, based on experience as determined by the institution.

6.4.1.1   Authority to Establish Relationship. The Academic Vice President or Dean may make appointment arrangements.

6.4.1.2   Benefits and Policy Eligibility. The relationship involves no compensation. The only benefits are those that USNH is legally obligated to provide.

6.4.1.3   Duration and Commitment. The time period for the appointment is for one to three years and is renewable as determined by campus administration.

6.4.2   Visiting Faculty. Visiting faculty members are individuals who hold regular faculty appointments at other institutions of higher education and who contribute to the educational or research activities of a USNH institution, either full-time or part-time. Visiting faculty may be appointed as Visiting Instructor, Visiting Assistant Professor, Visiting Associate Professor, or Visiting Professor, as determined by the institution.

6.4.2.1   Authority to Establish Relationship. The Chief Academic Officer or her/his designee may establish these relationships and related actions.

6.4.2.2   Benefits and Policy Eligibility. The relationship involves full, part-time, or no compensation. These appointments are only eligible for benefits consistent with Board of Trustee policy (see USY V.A.3.1) and personnel policies, and those benefits that USNH is legally obligated to provide.

6.4.2.3   Duration and Commitment. The time period for the appointment is determined by campus administration. All such appointments shall be for one semester or one academic year and shall be renewable. Visiting faculty members do not normally accrue time toward tenure at their visiting campus.

6.4.3   Clergy.

6.4.3.1   Authority to Establish. The Chief Student Affairs Officer or her/his designee may establish these relationships and related actions.

6.4.3.2   Benefits and Policy Eligibility. Appointees in this category are not remunerated by or through the USNH payroll. The Vice President/Dean of Student Affairs verifies their eligibility for the tuition benefit for themselves and/or spouse and dependent children under policy USY V.A.9.

6.4.4   R.O.T.C. Members of the United States Armed Services who fulfill instructional responsibilities under the aegis of the formal R.O.T.C program.

6.4.4.1   Authority to Establish Relationship. The Chief Academic Officer or her/his designee may establish these relationships and related actions.

6.4.4.2   Benefits and Policy Eligibility. Appointees in this category are not remunerated by or through the USNH payroll. The Vice President/Dean of Student Affairs verifies their eligibility for the tuition benefit for themselves and/or spouse and dependent children under policy USY V.A.9.1.3.

6.4.5   Volunteers. Persons in each USNH institution’s community and members of the University System community may volunteer their service to an institution. Status and adjunct faculty and staff members' volunteer work must be different than the work for which they are compensated by USNH. As volunteers they normally will not receive any direct or indirect compensation and must comply with all USNH policies.

6.4.5.1   Authority to Establish Relationship. A Principal Administrator as assigned by the institution, or her/his designee, may establish these relationships and related actions.

6.4.5.2   Benefits and Policy Eligibility. The relationship involves no pay or benefits except for those that USNH is legally obligated to provide.

6.5   Retiree Relationships

6.5.1   Retirees. Those who retire from the University System at age 62 or older and have 10 or more years of service are considered retirees. See Retiree definitions in USY V.C.9.2.1.

6.5.1.1   Privileges. The privileges of retirees are defined by each institution.

6.5.1.2   Employment after Retirement. Employment may be part-time or full-time. The availability and specific work assignment after retirement must be mutually acceptable to both the retiree and department and appropriate administrative approvals on a year-to-year basis. Only those benefits required by law will be earned during employment.

6.5.2   Emeritus Appointments

6.5.2.1   All tenured members of the faculty who retire from the University System after 10 or more years of service may be nominated by institutional processes for emeritus appointment at the rank held at the time of retirement to the president of the institution. Emeritus appointments shall specifically indicate the faculty member's discipline and rank, e.g., Associate Professor Emeritus of English. As a continuing member of the University or College community, the emeritus faculty member shall have privileges as defined by campus policy. The president will exercise final approval of emeritus status.

6.5.2.2   Extension Educators. All Extension Educators who retire from the University System after 10 or more years of service may be approved by the President of the University of New Hampshire for emeritus appointment at the rank held at the time of retirement. Emeritus appointments shall specifically indicate the Extension Educator's discipline and rank, e.g., Associate Extension Educator, Nutrition. As a continuing member of the University community, the emeritus Extension Educator will have the privileges as defined by Extension Services.

6.5.2.3   Staff. Occasionally other members of the University System may receive an emeritus appointment by approval of the institution's President. Specific privileges accorded to individuals who hold such appointments will be at the discretion of the institution's President.

 

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