104.1 - Administrative Separation and Retreat Policy

University Group Policy #104.1

Policy Statement

This policy provides Regulations on Administrative Separation and/or Retreat to a tenured faculty position commensurate with The UNC Policy Manual 300.1.6, as it may be amended from time to time, and applies to those administrative positions defined in UNC Policy 300.1.1.

Guidelines

Retreat to a tenured faculty position. An administrator who holds a concurrent tenured faculty appointment may return to that appointment with all the rights and responsibilities of faculty in the home department, unless a proceeding is initiated to discharge or demote the administrator from the faculty position. If there has been an administrative stipend during the appointment, that stipend shall be removed. The salary shall be adjusted from a 12-month salary administrative to a 9-month or 12-month salary based upon instructional needs of the academic department of assignment and at a faculty salary that is commensurate with the salaries of comparable faculty members.
  1. Research Leave.
    1. At the discretion of the Chancellor, up to a one semester research leave may be provided for any tenured faculty member who has served in one or more consecutive Senior Academic and Administrative Officer positions subject to Policy 300.1.1, I.A for at least five years in order to provide an opportunity for the faculty member to prepare for teaching and research responsibilities. Prior to the beginning of the research leave, the administrator shall submit a work plan for the leave period to include expected outcomes. The plan will be reviewed and approved by the Chancellor. The leave will be paid at a salary commensurate with the salaries of comparable faculty members.
    2. Failure to Return to Faculty Role. In the event that the faculty member does not assume faculty responsibilities for at least a semester after the research leave in accordance with this policy, the Chancellor is authorized, at his or her discretion, to require repayment of compensation paid during the leave period from the non-returning faculty member.
    3. Exception Provision. Exceptions may be made to recognize extraordinary circumstances including, but not limited to, extended or superior service in administrative roles. Exceptions must be approved by the Board of Trustees and by the President.
  2. Reappointment of an Administrator without Faculty Return Rights. An administrator leaving a position that is categorized as “at will” has no claim to a position at the university; however, there may be circumstances in which assignment to another administrative or teaching position would be beneficial for both the institution and the employee. In these cases, the new salary shall be appropriate to the assignment. Any exception must be approved by the Board of Trustees and by the President. This Regulation does not supersede any notice or severance pay required by UNC policy.
  3. Separation from the University. In some cases, it may be in the best interest of the University for the Chancellor to negotiate a severance agreement with an administrator. The UNC Policy addresses timely notice for termination of Senior Academic and Administrative Officers hired pursuant to Policy 300.1.1, I.B. In certain circumstances, these employees are entitled to notice of the discontinuation of their employment with full pay for up to 90 days or severance pay, depending on their length of service. A Chancellor or the President may, at his or her discretion, determine that the circumstances justify continuing full pay for employees subject to Policy 300.1.1, I.A for up to 90 days. Any agreement that results in a longer period of compensation must be approved by the Board of Trustees
  4. Retirement. Nothing in this policy shall prevent a tenured faculty member from immediately participating in phased retirement consistent with existing University policies.
  5. Agreements in writing. All agreements entered into pursuant to this policy shall be in writing signed by both the administrator and the chancellor or the chancellor’s designee and shall set forth the monetary provisions and/or period of notice of retreat or separation.
  6. Effective Date. This policy applies to Senior Academic and Administrative Officers hired on or after the approval date. Employees serving as Senior Academic and Administrative Officers prior to the approval date remain covered under the previous regulations dated 03/21/03. Employees serving as Senior Academic and Administrative Officers prior to the approval date are subject to the following:
    1. The research leave period may be for up to one year at the administrator’s most recent administrative salary. Research leave in excess of one year requires Board of Trustee approval.
    2. There is no minimum administrative service requirement for eligibility for a research leave period.
    3. The pre-research leave work plan is not required.
    4. The post-research leave summary report is not required.

Applicability

This policy applies to Senior Academic and Administrative Officers hired on or after the approval date.


Responsible Division: Vice Chancellor and Chief of Staff

Authority: Board of Trustees

History:

  • Adopted: December 10, 2010