ࡱ> LjKk bjbjȚ 46,j,j 11114e,16Z:> j6l6l6l6l6l6l6G9;vl6l660j6j61\4`bMJ3V66<6b3\s<s<044\s<5<l6l6B6s< Y : PROCEDURES FOR TENURE WAIVER - LCOM FACULTY NON-TENURE TRACK TO TENURE TRACK POSITION Includes: Tenure Pathway waivers. Waivers are managed on a case-by case basis. Please refer to Larner College of Medicine (LCOM) Faculty Non-Tenure Track (NTT) to Tenure-Track Position guideline document. Chair completes and signs LCOM documentation and submits to Deans Office via PeopleAdmin waiver action: Complete PeopleAdmin tabs in action. Attach in PeopleAdmin: Provosts office prefers that the documents be attached in PeopleAdmin in the following manner: CV All other documents (combined into one document if possible): Faculty Staffing Proposal-Recruitment Request Form Summary Chart for Faculty Req Recruitment Template (xls) Position description please highlight any changes from existing position Salary justification, indicating if there is a change in fte and why Organizational chart Evidence of the Departments support-not just the chairs. A narrative describing the consultation process with the department and an indication of the department faculty members support will hasten the process of review. Most units hold a vote by the tenured faculty members in the department or their department RPT Committee. Detailed cover letter from the Department Chair addressed to LCOM Dean outlining the rationale for the transition to TT, unique qualifications of the candidate, and evidence to support the guiding principles. The letter needs to list each principle and the departments response for each principle (see below). It should also contain the support of the candidates TT transition, and how this meets the strategic goals of the department as well as general financial plans for supporting the faculty. A mentoring plan and a description of how the department will facilitate the candidates transition to TT responsibilities including how the candidate will satisfy the teaching and service expectations of the TT as outlined by the Faculty Handbook and Standards and Guidelines. Principle 1. The facultys actions demonstrate evidence of meeting or exceeding all applicable standards and criteria for TT as described in the LCOM Faculty Handbook and additionally in the LCOM Standards and Guidelines and supports LCOMs Strategic Plan HYPERLINK "http://www.med.uvm.edu/vision2025/strategic"http://www.med.uvm.edu/vision2025/strategic Principle 2. Is aligned with the Universitys diversity goals as exemplified in LCOMs Statement on Professionalism and ̽̽s Our Common Ground HYPERLINK "https://med.uvm.edu/com/professionalism"https://med.uvm.edu/com/professionalism HYPERLINK "/president/our-common-ground"/president/our-common-ground Principle 3. Addresses a departments immediate needs and/or national recruitment challenge in a specific academic expertise Principle 4. The transition of the faculty to the TT position meets the strategic and financial goals of the facultys department Attach in email to Jeanna Page in Deans Office: LCOM Request for Position (attach in an email to Deans Office) ̽̽MG Business Plan and Approval Email - for clinical positions if applicable (attach in an email to Deans Office) Deans Office approvals as appropriate: Sign off by Senior Associate Dean for Research Sign off by Associate Dean for Faculty Sign off by Senior Associate Dean for Finance & Administration Senior Associate Dean for Finance & Administration. The SADR will review with the LCOM Dean. Once fully approved, Jeanna Page creates Dean approval letter and sends email with approval letter attached to Vice Provost for Faculty Affairs (VPFA), copying Associate Dean for Faculty and SADR to inform them and let them know the action will be submitted in PeopleAdmin. Jeanna will attach approval letter to the PeopleAdmin action. Deans Office submits action (excluding COM RFP and ̽̽MG documents) to Provosts Office for approval. Provost approval is received electronically via PeopleAdmin. Once the Provosts Office has approved the waiver, it will transition to the Onboarding team who will start the background check for candidate. Please inform your candidate that when the background check is initiated, they will receive an email from UniversityofVermont@screening.services with the subject line ̽̽ Background Check. The email will contain a link to complete a short information and consent form. You should continue with your regular hiring process while the background check is being conducted. Should the background check process yield adverse findings, the steps outlined in the Adverse Finding section of the Background Check Policy will be followed. Once Onboarding approves the waiver, you will receive the Provost approval electronically via PeopleAdmin. Once approved by the Provosts Office, the PeopleAdmin steps in the PeopleAdmin Mini Manual should be followed to have candidate apply and closing out the action. Chair initiates appointment letter and ePAR and submits to Jeanna Page in the Deans Office for approval by the Senior Associate Dean for Finance & Administration who reviews with the Dean and obtains signature. Refer to Procedures for Processing New Hire Appointment Letter and ePAR Once Chairs Office receives letter signed by Chair, Dean and Provost, Chairs office will send letter to candidate. Once candidate has signed the letter and returned completed employee information form, Chairs office will attach signed appointment letter to ePAR and submit to the Deans Office. Following Deans Office approval, ePARs are routed to Faculty Services and Payroll for approval. Note: Chairs office must be cognizant of the ̽̽ payroll deadlines to ensure that the letter and completed materials arrive in the Deans Office prior to the individuals hire date and associated payroll deadline. Complete PeopleAdmin steps to finalize the recruitment process. 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