/Institutions/MGH-Institute-of-Health-Professions/json/current/Faculty-Handbook-local.json

/Institutions/MGH-Institute-of-Health-Professions/json/current/Faculty-Handbook.json

Faculty Handbook 2023-2024 > II. Appointment and Reappointment > b. Reappointment > i. Guidelines for Reappointment

i. Guidelines for Reappointment

Reappointment of faculty members is part of the shared responsibility of the Institute's administrative leadership, faculty, and trustees. At the Institute, consideration of reappointment is one indicator of successful participation in the academic mission. The Provost’s recommendation for reappointment is based on the following criteria: 

• Has the faculty member been recommended by the academic unit for reappointment?
• Has the faculty member been successful at meeting the goals of the program and the Institute? 
• Is there continuing demand in the program for this particular faculty member?

The Office of the Provost initiates and coordinates the process of reappointment at the Institute. Faculty reappointment takes place at the same time as the performance review process. The Office of the Provost, with support from the Office of Human Resources, maintains a list of all faculty with terms of their appointments. In December of each academic year, those faculty members whose appointment expires at the conclusion of the following year are notified by the Office of the Provost, with a copy of the communication to the academic unit leader.

With the exception of faculty hired on the basis of grant funding, as noted below, faculty members are to be notified of reappointment decisions by the Office of the Provost no later than September 30 of the terminal year of their appointment. A faculty member not being recommended for reappointment will be so informed by the academic unit leader. If an academic unit leader recommends reappointment and the Provost denies the request, the Provost will provide a written justification to the faculty member. The decision not to reappoint is not subject to the problem resolution process (Section VIII).

Faculty members hired on the basis of grant funding of all ranks will be informed of their reappointment status by their dean or director a minimum of 3 months prior to their appointment end dates.

Steps toward Reappointment:

1. At each annual review, the faculty member should request feedback from the academic unit leader regarding progress toward reappointment to be fully informed of any concerns or opportunities to improve. This discussion should be documented in the Mentor faculty evaluation system.
2. In the December preceding the end of the faculty member’s appointment period, the Office of the Provost will send a notice of the upcoming opportunity for appointment renewal, with a copy to the academic unit leader.
3. Recommendations for reappointment will occur during the faculty evaluation period. Academic unit leaders may seek input from other sources as they make reappointment decisions. It is expected that the annual review process and the rank and promotion process afford a valid and useful indicator of academic productivity and performance. Additional factors or measures, set by the school as part of the evaluation, should be constructed so as not to be burdensome to individual faculty members.
4. By September 30 of the terminal year of the appointment, the academic unit leader will make a recommendation to the Provost about the reappointment of each member of the faculty whose appointment period will expire the following June 30. This recommendation shall be made in the annual evaluation, as follows:

A. When the recommendation is for reappointment, the academic unit leader shall:

  1. Indicate the requested renewal term in years; and

2. Provide a brief narrative that summarizes any key factors related to the reappointment.

B. When the recommendation is for non-reappointment, the academic unit leader shall:

1. Indicate the rationale for the decision in writing; and

  2. Indicate the decision has been reviewed with the faculty member.

C. Upon receipt of the recommendation, the Office of the Provost shall:

  1. Approve or reject the recommendations for reappointment. 

  2. Communicate the reappointment decision in writing to the candidate, contingent upon final Board approval in the case of five-year reappointments, in the final year of the

    appointment.

3. Inform any candidates not being recommended for reappointment of the rationale for the decision and the end date of their final appointment period.