District of Columbia Administrative Code

1422 FACULTY EVALUATION 1422.1 The evaluation process shall be used to assess the quality and work of the faculty and to encourage and assist in the improvement of faculty performance. 1422.2 While evaluation is a continuing process, a summary assessment shall be submitted annual…

1423 EVALUATION CRITERIA 1423.1 The four basis categories for evaluation shall include the following: (a) Teaching and teaching-related activities (including student evaluations); (b) Scholarship and professional growth; (c) University service; and (d) Professionally-related comm…

1424 EVALUATION OF TEACHING AND TEACHING-RELATED ACTIVITIES 1424.1 Teaching is the primary mission of the University and shall be a focal point of the evaluation of every faculty member. 1424.2 The evaluation process shall recognize the following prime requisites of the effective…

1425 EVALUATION OF SCHOLARSHIP AND PROFESSIONAL GROWTH 1425.1 A faculty member shall be expected to strive continually for personal growth, to search for new ideas, and to avoid complacency with the level of his or her own personal intellectual development. 1425.2 Scholarship sha…

1426 EVALUATION OF UNIVERSITY SERVICE 1426.1 This evaluation category shall include activities other than teaching or scholarship that contribute to the day-to-day operations and development of the University. 1426.2 University service may include, but is not limited to the follo…

1427 EVALUATION OF PROFESSIONALLY-RELATED COMMUNITY SERVICE 1427.1 Faculty members shall be expected to use their professional expertise and knowledge freely and voluntarily in service to organizations and activities in the community. 1427.2 Activities under this category may inc…

1428 COMPONENTS OF EVALUATION 1428.1 The process of reviewing faculty performance shall include the following components: (a) Peer evaluation; (b) Student evaluation; (c) Chairperson's evaluation; and (d) Faculty member's documentation. 1428.2 Peer evaluation shall include assess…

1429 RIGHTS AND RESPONSIBILITIES IN THE EVALUATION PROCESS 1429.1 It shall be the responsibility of each faculty member to compile and submit all available documents to be considered in the evaluation and to submit these documents to the appropriate department evaluation committe…

1430 DEPARTMENTAL RESPONSIBILITY IN THE EVALUATION PROCESS 1430.1 Each department shall establish written guidelines, instruments, and procedures for conducting faculty evaluations, which shall be subject to the approval of the dean. 1430.2 Each department shall ensure that each …

1431 THE ROLE OF DEANS IN THE EVALUATION PROCESS 1431.1 Each dean shall review and assess the evaluation materials and make his or her own recommendations. 1431.2 Each dean shall submit his or her recommendations to the appropriate departments and inform those departments of his …

1432 REVIEW AND APPEAL OF EVALUATIONS 1432.1 Each college shall develop and make available to its faculty a review and appeal procedure that allows for fair, expeditious, and impartial reconsideration of the outcome of evaluations. 1432.2 All appeals or requests for reconsiderati…

1433 EVALUATION OF CHAIRPERSONS 1433.1 Each department chairperson shall be evaluated in his or her role as a faculty member in the regular evaluation process. 1433.2 Performance in the role of chairperson shall be separately reviewed, in accordance with the provisions of this ti…

1434 ACADEMIC ADMINISTRATORS, LIBRARIANS, AND MEDIA SPECIALISTS 1434.1 Academic administrators shall be evaluated in their roles as faculty members by their respective departments. 1434.2 Librarians and media specialists shall be evaluated as faculty members and in accordance wit…

1435 EVALUATION RATINGS, MERIT INCREASES, AND MERIT BONUSES 1435.1 All increments in salary shall be based solely on merit. 1435.2 A favorable rating shall not guarantee a merit increase, but shall be the basis for consideration for a merit increase. 1435.3 Upon the recommendatio…

1436 PERSONNEL FILES 1436.1 All materials connected with faculty employment within the University (except evaluation materials) shall be maintained in the Office of Personnel Management and Development. 1436.2 The office of the dean and the department office shall each maintain a…

1440 REAPPOINTMENT AND NON-REAPPOINTMENT 1440.1 Reappointment authority shall be consistent with the appointment authority. 1440.2 Each recommendation for reappointment and non-reappointment shall originate at the department level. 1440.3 Each reappointment shall be contingent up…

1441 PROMOTION 1441.1 The principles set forth under the provisions of this chapter which are applicable to appointments shall be applied to promotion, in addition to the provisions of this section. 1441.2 Eligibility for promotion shall constitute grounds for consideration for p…

1442 PROMOTION PROCEDURES 1442.1 Early in the fall semester of each academic year, the dean of each college shall notify the faculty, by memorandum, of the deadlines for the submission of materials and of the procedures for applying for promotion, as established by the college co…

1443 COLLEGE COMMITTEE ON PROMOTIONS 1443.1 Each college shall have the responsibility of forming its own committee on promotions. 1443.2 The committee shall have a minimum of five (5) and a maximum of ten (10) voting members. Efforts shall be made to have the committee composed …

1444 PROMOTION COMMITTEE. PROCEDURES 1444.1 The college committee on promotions shall review and evaluate all data received and shall recommend in rank order the candidates for promotion. 1444.2 The committee shall act by hand vote, and shall be prepared to give written supportiv…

1445 FINAL ACTION AND APPLE OF PROMOTION RECOMMENDATIONS 1445.1 Candidates shall be notified of promotion decisions in writing by the appropriate administrative official within thirty (30) days after submission of the recommendations of the committee. 1445.2 If a request for prom…

1450 FACULTY SEPARATION FROM THE UNIVERSITY 1450.1 Faculty members may be separated from the University in the following five ways: (a) Resignation; (b) Retirement; (c) Non-reappointment, in accordance with the provisions of §1440; (d) Termination for cause, in accordance with ch…

1460 UNIVERSITY TENURE: GENERAL POLICY 1460.1 University tenure is a privilege which shall be reserved for faculty members who have earned the confidence of the University by merit of their superior capabilities and credentials. 1460.2 The awarding of University tenure shall be b…

1461 TENURE: ELIGIBILITY REQUIREMENTS 1461.1 All members of the University's regular (full-time) faculty shall be required to apply for University tenure when they become eligible. 1461.2 In order to be eligible for tenure, a faculty member shall hold the rank of either Professor…

1462 TENURE: CRITERIA FOR AWARD 1462.1 The general criteria set forth in this section shall be applied to each tenure decision in light of the missions and goals of the University and the specific qualities and competencies of the individual faculty member under consideration for…

1463 EARLY APPLICATION FOR TENURE 1463.1 In unusual circumstances, a particularly outstanding faculty member with less than the requisite years of service for tenure eligibility may submit early application for tenure consideration. 1463.2 If tenure is denied based on an early ap…

1465 RIGHTS, PRIVILEGES, AND RESPONSIBILITIES OF TENURED FACULTY 1465.1 The rights, privileges, and responsibilities of the University tenured faculty shall be the following: (a) Periodic evaluation ratings rather than annual evaluation ratings; (b) The right to exercise seniorit…

1466 TENURE COMMITTEES 1466.1 Each college shall annually elect a Committee on University Tenure. 1466.2 Each Tenure Committee shall elect its own chairperson. 1466.3 Each Tenure Committee shall develop procedures for considering and recommending tenure for all candidates in its …

1467 TENURE COMMITTEE RECOMMENDATION PROCESS 1467.1 Early in the Fall semester of each academic year, the Dean of each college shall notify the faculty by memorandum of the deadlines for submission of materials and of the approved procedures for applying for University tenure. 14…

1468 NOTICE OF TENURE RECOMMENDATIONS 1468.1 Each applicant shall be notified in writing of the recommendation of the Tenure Committee. 1468.2 If an applicant is not recommended for tenure, the Tenure Committee shall send in writing the supporting reasons for the denial to the ap…

1469 TENURE REVIEW COMMITTEE 1469.1 Upon receipt the recommendations of the college Tenure Committees, the Vice President for Academic Affairs shall convene a University Tenure Review Committee. 1469.2 The University Tenure Review Committee shall consist of one (1) individual sel…

1470 REVIEW AND RECONSIDERATION OF TENURE RECOMMENDATIONS 1470.1 An applicant who is not recommended for tenure by the Tenure Committee may request reconsideration by the Vice President for Academic Affairs. The Vice President shall transmit the request to the University Tenure R…

1471 STATUS OF FACULTY MEMBERS DENIED TENURE 1471.1 Eligible candidates who are denied tenure, except for those who have made early application, may not reapply for tenure. 1471.2 If a faculty member is denied tenure at the end of seven (7) years or more of service, the continuat…

1499 DEFINITIONS 1499.1 When used in this chapter, the following terms and phrases shall have the meanings ascribed: Bona fide financial exigency - an imminent financial crisis which threatens the survival of the University and which cannot be alleviated by less drastic means tha…

1500 GENERAL PROVISIONS 1500.1 This chapter establishes a progressive approach for addressing employee performance and conduct deficiencies at the University of the District of Columbia. 1500.2 The provisions of this chapter shall apply to all University employees, except the fol…

1501 POLICY 1501.1 The policies outlined in this section apply to employees and their supervisors, and form the basis for the standards governing this chapter. 1501.2 Each supervisor has a duty and responsibility to ensure that employees are aware of the established performance a…

1502 EMPLOYEE RIGHTS 1502.1 Employees enjoy the protections established in this chapter. No employee subject to this chapter may be reprimanded, suspended, demoted, or removed without cause, as defined in this chapter. 1502.2 Employees who are subject to a recognized labor agreem…

1503 MISCONDUCT & PERFORMANCE DEFICIENCIES 1503.1 University employees are expected to demonstrate high standards of integrity, both on and off the job, guided by established standards of conduct, and other Federal and District laws, rules, and regulations. When established stand…

1504 ESTABLISHING APPROPRIATE ACTION 1504.1 After establishing a sufficient basis for taking action (i.e., evidence to support the allegation(s) and a nexus between the conduct or performance at issue and the employee’s job or the University’s mission), a supervisor must determin…

1505 MEMORANDUM OF COUNSELING 1505.1 As an employer, the University, through its managerial staff, has an obligation to create a fair, supportive, and transparent work environment that prevents the need for disciplinary action. However, when an employee engages in misconduct or f…

1506 CORRECTIVE ACTION: WRITTEN REPRIMAND 1506.1 A Corrective Action is a Written Reprimand or a Suspension of less than ten (10) days. 1506.2 When counseling (admonishing or warning) fails to correct conduct or performance issues, or where such counseling is an inadequate discip…