Policy 4003: Faculty Appointments

Category: Academic Affairs
Subcategory: Faculty Code
Covered Individuals: Faculty
Responsible Executive: President
Policy Custodian: Office of the Provost and Executive Vice President, Provost and Executive Vice President
Last Revised: 2026/08/07
Previous USU Policy Number: 404
Download the PDF File for Policy 4003

4003.1 PURPOSE AND SCOPE

This Policy explains the requirements and procedures for appointment to various faculty positions.

2.1 Appointment

An appointment is a contractual agreement between a faculty member and the University. The terms and conditions of the appointment are described in this Policy, the faculty member's role statement (See USU Policy 4004.6.1, Role Statement and Role Assignment (for tenure-eligible faculty), and USU Policy 4004.11.1, Role Statement and Role Assignment (for term faculty)), and merit increase criteria. As an integral part of the appointment, faculty will be entitled to the full range of benefits and privileges for which they are eligible.

2.1.1 Policies Respecting Appointments

The University will take sufficient time to seek, and then to investigate thoroughly, candidates for appointment to assure that only highly qualified personnel are employed and will not discriminate against any candidate based on protected characteristics (see USU Interim Policy 2101: Discrimination based on Protected Characteristics).

Faculty positions and administrative positions to be filled by faculty members, when external searches are being conducted, will be advertised in outlets most likely to reach qualified persons who may have an interest. In addition to candidate-initiated applications, faculty will be invited to submit nominations, and the search and screening committee will identify qualified candidates by encouraging nominations and pursuing promising nominees.

2.1.2 Professional Services

Employment, professional services, and compensation of faculty members will be in accordance with these policies. Professional services include but are not limited to teaching, research or creative endeavors, extension, librarianship along with related and supporting services, and are described in the role statement.

2.1.2.1 Professional Commitment

The University has a right to the professional services of each faculty member as described in the role statement and to the extent prescribed by the faculty member’s appointment. Faculty are expected to be committed to their University duties during periods of their appointment.  Conflicts of commitment between University duties and outside activities will be addressed in accordance with USU Policy 2301: Individual Conflicts of Interest.

2.1.2.2 Automatic Renewal for Tenured Faculty

The appointments of tenured faculty will be automatically renewed annually. Notice regarding changes to status will be in accordance with other faculty code policies including:

2.1.2.3 Automatic Renewal for Tenure-eligible Faculty

The appointments of tenure-eligible faculty in the probationary period are automatically renewed annually unless they receive notice of non-renewal in accordance with other faculty code policies including:

  • USU Policy 4005.3, Terminations; Reductions in Status (Program Discontinuance);
  • USU Policy 4005.4.4, Terminations; Reduction in Status (Financial Exigency);
  • USU Policy 4006.2, Sanctions;
  • USU Policy 4006.4, Procedures for Sanctions Other than Reprimands; and
  • USU Policy 4006.6, Non- Renewal.
2.1.2.4 Automatic Renewal for Professional Faculty

The appointments of Professional Faculty are automatically renewed annually unless they receive notice of non-renewal in accordance with other faculty code policies including:

  • USU Policy 4004.12.1, Annual Review of Faculty;
  • USU Policy 4005.2.3, Terminations; Reductions in Status (Program Discontinuance);
  • USU Policy 4005.4.4, Terminations; Reduction in Status (Financial Exigency);
  • USU Policy 4006.2, Sanctions;
  • USU Policy 4006.4, Procedures for Sanctions Other than Reprimands; and
  • USU Policy 4006.6, Non-Renewal.
2.1.2.5 Renewal for Faculty with Limited Appointments

Renewal for Limited appointments for faculty are renewed at the discretion of the academic unit in which the appointment is held.  Limited appointments may expire without notice of non-renewal.

2.1.2.6 Resignation or Retirement

Faculty who decide to resign or retire will submit a letter of resignation/retirement as soon as possible. The letter will indicate the effective date of resignation/retirement and be submitted to the department head or supervisor who notifies the appropriate dean, or Vice President for Extension, and statewide campus administrator where appropriate. The appropriate dean or Vice President for Extension will notify the Provost who, in turn, will notify the President. A faculty member's resignation/retirement terminates all faculty rights and privileges.

2.1.2.7 Supplemental Compensation

The University will provide additional compensation for temporary assignments or supplemental appointments beyond the professional services outlined in a faculty’s role statement and included in their primary appointment. Temporary assignments and supplemental appointments may not adversely affect the responsibilities described in the role statement under the faculty’s regular appointment. In cases of extra-service compensation, USU Interim Policy 3201: Extra Service Compensation must be followed.

2.1.2.8 Initial Role Statement

An initial role statement and any subsequent revisions to the role statement will be prepared in accordance with Policies 4004.6.1, Role Statement and Role Assignment (for tenure-eligible faculty), and 4004.11.1, Role Statement and Role Assignment (for professional faculty).

2.1.2.9 Salary Increases

Salary increases for faculty will be determined following an annual performance review, as outlined in USU Policy 4004, Tenured and Term Appointments: Evaluation, Promotion, and Retention, by the appropriate administrators, including the department head or supervisor, dean, Vice President for Extension, or statewide campus administrators. Consideration will be given to the quality of the entire range of professional services as defined in the faculty member's role statement and USU Policy 4002, Academic Freedom and Professional Responsibility.

2.1.3 Minimum Educational Requirements for Tenured and Tenure-Eligible Appointments

The minimum educational requirements for tenured and tenure-eligible faculty can be found in:

  • USU Policy 4004.2, Tenure and Promotion: Criteria for Core Faculty Ranks;
  • USU Policy 4004.3, Tenure and Promotion: Criteria for Librarians;
  • USU Policy 4004.4, Tenure and Promotion: Criteria for Faculty with Extension

2.1.4 Graduate Degrees from the University

Except under unusual circumstances, and to avoid potential conflicts of interest, the University will not grant graduate degrees to its own faculty where the degree satisfies a prerequisite for appointment or advancement in rank. Requests for exceptions will be individually considered and approved by the Provost.

2.2 Term of Appointment for Academic or Fiscal Year

In the appointment of faculty members, two types of terms will be used: (1) an appointment on an academic year basis and (2) an appointment on a fiscal year basis.

Academic year appointees receive holidays and sick leave; however, they do not earn annual leave. Faculty on academic year appointments may be absent from campus between semesters after they have fulfilled the professional responsibilities of their assignments; they may earn up to three additional months of salary for teaching, research, or administrative assignments during the summer.

An academic year does not exceed 274 consecutive calendar days commencing in August. Faculty members are expected to start work and be available on the first day of the academic year work calendar (as posted by the Provost’s office annually) and continue through the last day.  Within this framework, in any given year, the specific dates for the academic year are approved by the University Leadership Council. Fiscal year appointments can be made for teaching, research, extension, library, or administrative assignments, or for a combination of such assignments. Fiscal year appointees receive holidays and earn annual and sick leave.

2.3 Appointment Procedures, Tenured or Tenure-Eligible Faculty and Faculty with Professional Appointments

The department head or supervisor and the search and screening committee are responsible to ensure that all applicable policies and law are adhered to throughout the appointment process.

2.3.1 Approval of Faculty Positions

The department head, after consultation with faculty, makes a request for faculty positions to the dean. Faculty may recommend new faculty positions to the Department Head to meet programming needs.

The dean or Vice President for Extension will obtain approval from the Provost to establish or fill any faculty position.

2.3.2 Search and Screening Committee

The department head or supervisor will appoint a search and screening committee of not less than five members which will be approved by the dean. A majority must be appointed from among the faculty of the department conducting the search. Only tenured, tenure-eligible, and professional faculty are able to serve on search and screening committees. In searches for faculty who will reside at campuses other than Logan, the search and screening committee must include faculty representation from the campus where the new faculty member will reside.

2.3.3 Job Description and Advertising

The search and screening committee will prepare the job description in accordance with University policy. The search and screening committee will present the job description to the department head or supervisor for review and share it with the faculty. The dean, in consultation with the Provost’s Office, will approve the final job description. Once approved, the department, in consultation with Human Resources, will develop a thorough and appropriate search and advertising plan.

2.3.4 Application Screening

The search and screening committee will screen applicants according to the job description and identify candidates for further consideration by the faculty and pertinent administrators. The search and screening committee will identify at least three candidates, if possible, for a final round of interviews. Final round candidates must be approved by the department head and dean.

2.3.5 On-Campus Interviews

Final round candidates will be invited, at University expense, to the campus location where they will reside to be interviewed by the academic unit's faculty and pertinent administrators. In addition, final round candidates who will reside at a statewide location will also be invited to interview at the Logan campus, when appropriate.

2.3.6 Student Input

The department will involve students in the evaluation of faculty candidates. County extension faculty searches may be excluded from this requirement. Students will be given an opportunity to provide feedback to the search and screening committee.

2.3.7 Final Input and Committee Recommendation

At the conclusion of the final round of candidate interviews, the search and screening committee will solicit input from faculty and other relevant parties. Utilizing this input and their own knowledge of the candidates, the search and screening committee will present its list of acceptable candidates with assessed strengths and weaknesses and any other supporting information, to the department head or supervisor.

2.3.8 Recommendation of Department Head and Dean

The department head or supervisor will forward a recommendation from the list of acceptable candidates submitted by the search and screening committee, including all supporting information, to the dean and, where appropriate, the Vice President for Extension.

 The dean and, where applicable, the Vice President for Extension will forward a recommendation to the Provost, including all supporting information.

2.3.9 Approval of Appointment by Provost

The Provost will review the recommendation by the dean and authorize the department head to make a tentative offer to the candidate. The department head will work with the candidate to negotiate final terms of hire. The final offer of employment must be approved by the dean and Provost.

2.4 Appointment Procedures: Faculty with Limited Appointments

The department head or supervisor is responsible to ensure that all applicable policies and law are adhered to throughout the appointment process.

2.4.1 Adjunct and Visiting Ranks and Titles

Before appointing faculty in the adjunct and visiting ranks, the department head or supervisor will consult with the faculty and then make a recommendation to the dean and, where appropriate, the Vice President for Extension. The dean and, where appropriate, the Vice President for Extension will make a decision regarding appointment of the candidate.

2.4.2 Temporary Ranks and Titles

2.4.2.1 Determination of Need for Temporary Faculty Appointment

The faculty of departments and other academic units, in conjunction with the department head or supervisor, will determine the need for and general parameters of temporary faculty appointments congruent with its mission and role.

2.4.2.2 Authorization of Temporary Appointment

The department head or supervisor will obtain authorization from the Provost through the appropriate dean, or Vice President for Extension, to establish or fill a temporary appointment in an academic unit's faculty.

2.4.2.3 Job Description and Advertising

The department head or supervisor, together with the appropriate dean, or Vice President for Extension, will prepare the job description and advertise in accordance with University policy.

2.4.2.4 Recommendation

The department head or supervisor will consult with the faculty and then make a recommendation to the appropriate dean, or Vice President for Extension. In turn, the dean, or Vice President for Extension, will make a recommendation to the Provost.

2.4.2.5 Approval of Appointment by Provost

The Provost as the President's designee, will make a decision regarding the appointment of the candidate. The Vice President of Statewide Campuses will be notified of the final decisions, as appropriate.

2.4.3 Emergency Appointments

Emergency appointments to the temporary ranks (USU Policy 4000.2.5.2.3, Temporary Ranks) may be approved by the Provost after consultation with the appropriate dean, or Vice President for Extension, and the appropriate department head or supervisor without following the procedures in 4003.2.4.2, Temporary Ranks and Titles. The Vice President of Statewide Campuses will be notified of any final decisions, as appropriate.

2.5 Appointment Procedures: Department Administration

The dean, or Vice President for Extension, and the search and screening committee are responsible to ensure that all applicable policies and law are adhered to throughout the appointment process.

2.5.1 Appointment of Department Heads

To start the appointment procedure for a department head, the dean will consult with the department faculty regarding the qualifications, duties, and responsibilities of the position. This consultation should address the search timeline and whether it is to be an external or internal search. Department heads are appointed as faculty.

2.5.1.1 External Search Procedures for Department Heads

The academic unit will conduct an external search whenever possible for department heads. Applications from qualified faculty of the University will be considered.

2.5.1.2 Authorization of Appointment for Department Heads

The dean will obtain authorization from the Provost to establish or fill a department head appointment.

2.5.1.3 Search and Screening Committee

The dean will appoint a search and screening committee of not less than five members. A majority must be appointed from among the faculty of the department or the library, if the search occurs there. Only tenured, tenure-eligible, and professional faculty are able to serve on department head search and screening committees.

2.5.1.4 Job Description and Advertising

In consultation with the dean and the faculty of the department, the search and screening committee shall prepare the job description and advertising in accordance with University policies.

2.5.1.5 Application Screening

The search and screening committee will screen applicants according to the job description and identify candidates for further consideration by the faculty and appropriate administrators. Where feasible, at least three candidates will be identified.

2.5.1.6 On-campus Interviews

Candidates will be invited to come to the Logan campus and, when appropriate, to the campus location where they will reside, at University expense to be interviewed by the academic unit's faculty and pertinent administrators.

2.5.1.7 Faculty and Administrator Input

When the investigation of candidates has been completed, the search and screening committee will solicit recommendations from faculty and pertinent administrators. Utilizing these recommendations and their own knowledge of the candidates, the search and screening committee members will present a list of acceptable candidates with assessed strengths and weaknesses and any other supporting information to the dean.

2.5.1.8 Recommendation of Dean

Subsequent to consultation with the faculty search and screening committee, the dean will forward a recommendation from the list of acceptable candidates recommended by the search and screening committee, including all supporting information, to the Provost.

2.5.1.9 Appointment by Provost

The Provost will review the recommendation by the dean and authorize the dean to make a tentative offer to the candidate. The dean will work with the candidate to negotiate final terms of hire. The final offer of employment must be approved by the Provost.

2.5.1.10 Tenure of Appointed Department Heads

The tenure of appointed department heads is held in the appointing academic unit. For departments that include tenured/tenure track faculty,  the department head must have tenure. Exceptions to these tenure requirements may be submitted by the dean to the Provost for consideration.

2.5.2 Internal Search Procedures for Department Heads

The procedures for an internal search are identical to the procedures for an external search, with the following difference:

  • Internal Circulation of Job Description: The job description will not be advertised externally but will be circulated Interested faculty will submit applications to the search and screening committee.

2.5.3 Appointment of Assistant or Associate Department Heads

Assistant or associate department heads are appointed by the appropriate department head, subsequent to consultation with the faculty in the department.

2.6 Appointment Procedures: College Administration

The President, or designee, and the search and screening committee are responsible to ensure that all applicable policies and law are adhered to throughout the appointment process.

2.6.1 Appointment of Deans

The University will conduct an external search whenever possible for deans. Applications from qualified faculty of the University will be considered.

2.6.1.1 Search and Screening Committee

The President, or President’s designee, will appoint a representative search and screening committee and chair following consultation with the President of the Faculty Senate, administrators, appropriate faculty, and affected staff. The committee will be structured to represent the interests of the college’s faculty.

2.6.1.2 Job Description

As its first order of business, the search and screening committee will refine the current description of the position and, if necessary, prepare an appropriate description. The announcement will be reviewed with the Provost and President before its publication. The position announcement will be published by the University.

2.6.1.3 Application Review and Recommendation

The search and screening committee will screen applicants according to the position announcement and identify candidates for further consideration. Where feasible, at least three finalists will be identified. The list of finalists with assessed strengths and weaknesses will be recommended to the Provost.

2.6.1.4 Finalist Interviews

The Provost will review the list of recommended finalists with the President. With the President’s approval, the finalists will be announced to the University community and invited to campus for a series of interviews.

2.6.1.5 Selection of the Dean

 The Provost will evaluate input from, administrators, faculty, and staff and make a recommendation to the President. The President makes the final decision.

2.6.1.6 Tenure of Appointee

Dean appointments require tenured faculty status within the college (or Library) they will lead. The Provost may choose to waive this requirement.

2.6.2 Internal Search Procedures

The President may decide that an internal search for a dean appointment is appropriate based on circumstances and consultation.

The procedures for an internal search are identical to the procedures for an external search, with the following difference:

  • Internal Circulation of Job Description: The job description will not be advertised externally but will be circulated Interested faculty will submit applications to the search and screening committee.
2.6.2.1 Appointment of Assistant or Associate Deans

Assistant or associate deans are appointed by the dean, subsequent to consultation with faculty in the college (or Library).

4003.3 Related USU Policies

Information below is not included as part of the contents of the official policy. It is provided only as a convenience for readers/users and may be changed at any time by persons authorized by the president.

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Policy History

Original issue date: 1997/07/01
Last review date: 2026/08/07
Previous revision dates: 1999/07/01, 2009/03/06, 2011/07/08, 2022/02/01, 2023/11/14