13.1 Appointments to the Faculty

All appointments to the faculty, except Sessional Lecturers, are made by the Board in accordance with the procedures specified in this Agreement.

13.1.1 Academic Ranks

The following are the ranks of academic faculty appointments:

  • Professor
  • Associate Professor
  • Assistant Professor
  • Lecturer
  • Instructor
  • Special Lecturer
  • Librarian
  • Associate Librarian
  • Assistant Librarian

The ranks of Professor, Associate Professor, and Assistant Professor, may be designated:

  1. Full-time or part-time,
  2. Probationary, with tenure, with continuing status, with term, or without term, and/or
  3. Clinical

The ranks of Librarian, Associate Librarian, and Assistant Librarian may be designated:

  1. Full-time or part-time,
  2. Probationary, with tenure, or with term.

The rank of Lecturer may be designated:

  1. Full-time or part-time,
  2. With term or without term.

The rank of Instructor may be designated:

  1. Full-time or part-time,
  2. With term or without term,
  3. Clinical

The rank of Special Lecturer may be designated:

  1. Full-time or part-time,
  2. With term.

13.1.2 Adjunct Professor

An adjunct professor is a faculty member appointed on the recommendation of the College of Graduate and Postdoctoral Studies to participate in graduate student supervision and instruction, and who receives no salary from the University.

13.1.3 Special Lecturers

The special lecturer rank is used for appointments made to accommodate the special requirements of the employee, the Employer, or both and for which the specific salary and other terms and conditions of employment have been approved by the Joint Committee for the Management of the Agreement. The Special Lecturer rank is in-scope of the Association. An appointment to the rank of Special Lecturer is a limited term appointment to which Article 13.3.3.1 applies. In exceptional circumstances, for reasons acceptable to the Joint Committee for Management of the Agreement, a Special Lecturer appointment may be extended to a term longer than 5 years. A Special Lecturer who enters a probationary appointment immediately or within three years after the cessation of the appointment as Special Lecturer shall have the length of the period of probation determined by the Joint Committee for the Management of the Agreement.

13.2 Change in Status

13.2.1 Full-Time to Part-Time Status

By mutual agreement between the Employer and the employee, the conditions of employment of a probationary or tenured employee, or without term Instructors and Lecturers, except for employees opting for the Reduced Appointment Retirement Plan, may be changed from a full-time to a part-time basis with a corresponding change in salary, provided the following conditions are met:              

  1. The change is approved according to Article 11.1. The employee's assigned duties, while requiring less than full-time employment according to the definition of part-time appointments, do require the employee to work on a basis of 50% or more of full-time.
  2. The change is for a defined period of time.
  3. The change is approved by the Provost and Vice-President Academic. In the event that the Provost and Vice-President Academic does not support the change in status, there shall be a meeting of the Appointments Forum according to Article 13.5.2.
  4. The employee shall retain probationary, tenured, or without term status and rank.
  5. The change is approved by the Joint Committee for the Management of the Agreement.
  6. The Association will continue to negotiate terms and conditions of employment for those who have become part-time employees according to the provisions of this Article.

13.2.2 Part-Time to Full-Time Status

By mutual agreement between the Employer and the employee, the conditions of employment of a part-time probationary or tenured employee, or without term Instructors and Lecturers, except for employees on the Reduced Appointment Retirement Plan, may be changed from a part-time to a full-time basis with a corresponding change in salary, provided the following conditions are met:

  1. The change is approved according to Article 11.1.
  2. The change is approved by the Search Committee and the Provost and Vice-President Academic. In the event that the Provost and Vice-President Academic does not support the change in status, there shall be a meeting of the Appointments Forum according to Article 13.5.
  3. The employee shall retain probationary, tenured, or without term status and rank.
  4. The change is approved by the Joint Committee for the Management of the Agreement.

13.3 Types of Appointment

All full-time faculty appointments at the University shall be made under one of the following conditions:

  1. for a limited term
  2. without term
  3. on probation
  4. with tenure
  5. with continuing status

13.3.1 Instructor and Lecturer Appointments

The duties assigned to Instructors and Lecturers differ from the range of duties assigned to the professorial ranks. Instructors and Lecturers are considered teaching appointments and focus on the delivery of instruction in support of academic programs offered by academic units.

13.3.1.1 Instructors

The Instructor rank is for appointments where the instruction is associated with the practice of professional skills within a regulated profession. Instructors will normally be required to hold registration within a professional regulatory body, and normally will not hold advanced academic qualifications (masters, doctoral or equivalent post-graduate degrees).

13.3.1.2 Lecturers

The Lecturer rank is for appointments where the instruction requires advanced academic qualifications (masters, doctoral or equivalent post-graduate degrees).

 

13.3.2 Probationary Appointments

Appointments to the rank of Assistant Professor, Associate Professor, Assistant Librarian, Associate Librarian, or Librarian are probationary unless otherwise specified (see Articles 13.3.2.3, 13.3.3, 13.3.4). The initial probationary period shall be for three years. A probationary appointment or renewal does not imply ultimate appointment with tenure. Initial appointments taking effect before November 1 shall be considered, for purposes of calculating the period of probationary service, to have been made from July 1 of that year. Initial appointments taking effect on or after November 1 shall be considered, for purposes of calculating the period of probationary service, to have been made from July 1 of the succeeding year. Service in a limited term or without term appointment shall qualify as probationary service under certain conditions, if the employee so elects (see Articles 13.3.3.2 and 13.7.3). The employee may elect to be considered for tenure in any year of the employee’s probationary appointment. An employee may be promoted to a higher rank during the probationary period, but an employee so promoted shall complete the probationary period for the rank at which the employee was initially appointed. Continuity of probationary service shall not be interrupted by leave of absence from the University but the period of leave shall not count as qualifying service for tenure, except as provided for in Article 21.7.1.7.

13.3.2.1 Assistant Professor, Assistant Librarian or Associate Librarian

For an employee initially appointed as a full-time Assistant Professor, Assistant Librarian or Associate Librarian, renewal of the probationary period shall be considered in the third year of appointment. The appointment shall be terminated or renewed for an additional three-year probationary term. The employee must inform the Employer by June 15 whether the employee wishes to be considered for tenure in the next academic year. If the probationary period is not renewed or tenure is not awarded, the appointment shall terminate at the end of the academic year. In extenuating circumstances and with the approval of the Joint Committee for the Management of the Agreement, an employee may be permitted to serve one additional year of probationary service. The employee shall forward the request to extend probation because of extenuating circumstances to the Dean with a copy to the Department Head (in a departmentalized College), Vice-President Academic and Provost and to the Association by June 15. Under no circumstance shall years of probationary service exceed seven years.

13.3.2.2 Associate Professor or Librarian

For an employee initially appointed as a probationary full-time Associate Professor or Librarian, renewal of the probationary period shall be considered in the third year of appointment. The appointment shall be terminated or renewed for an additional two-year probationary term. The employee must inform the Employer by June 15 whether the employee wishes to be considered for tenure in the next academic year. If the probationary period is not renewed or tenure is not awarded, the appointment shall terminate at the end of the academic year. In extenuating circumstances and with the approval of the Joint Committee for the Management of the Agreement, an employee may be permitted to serve one additional year of probationary service. The employee shall forward the request to extend probation because of extenuating circumstances to the Dean with a copy to the Department Head (in a departmentalized College), Vice-President Academic and Provost and to the Association by June 15. Under no circumstance shall the years of probationary service exceed six years.

13.3.2.3 Appointment of Associate Professor or Librarian with Tenure

On the recommendation of the Search Committee and the Provost and Vice-President Academic, an employee initially appointed as an Associate Professor or Librarian may be appointed with tenure, in accordance with Article 13.3.5 if they have previously been awarded tenure at a comparable institution or have completed probationary service at a comparable institution equivalent to the minimum required at the University of Saskatchewan.

13.3.2.4 Professors

On the recommendation of the Search Committee and the Provost and Vice-President Academic, an employee initially appointed as a full-time Professor shall be appointed either with tenure, in accordance with Article 13.3.5, or for a period of probation not exceeding two years.

13.3.3 Limited Term Appointments

Appointments in accordance with Article 13.3.3.1 designated "with term" shall be for a limited term not exceeding five years, except as described for a Special Lecturer in Article 13.1.3. Limited term appointments are not tenurable.

13.3.3.1 Purpose of Limited Term Appointments

Limited term appointments are not a substitute for probationary appointments. They are made in the professorial, librarian, lecturer, or instructor ranks only where a position is not tenurable because:

  1. it is a replacement for an employee on leave; or
  2. it is a replacement for an employee who is appointed to another position within the University but who retains a tenurable academic rank; or
  3. the appointment is funded from research grants, contracts, or similar sources; or
  4. a position is tenurable, but there has been inadequate opportunity to conduct a satisfactory search for an appointee; or
  5. a search has failed to produce a candidate considered suitable for a probationary appointment; or
  6. funds, budgeted for part-time appointments, are combined.

The Association shall be informed of all such appointments, indicating whether they fall into category (i), (ii), (iii), (iv), (v), or (vi). The Association shall be informed of the source of funds under category (iii).

13.3.3.2 Length of Limited Term Appointments

The length of the employment period will be clearly stated in the letter of appointment from the President. No right to tenure inheres in any position designated limited term, but full-time service in a limited term appointment may be counted as qualifying service if the employee is subsequently appointed to a tenurable rank, subject to the provisions of Articles 13.1.3, 13.3.2, and 13.7.3. The maximum accumulated period for limited term appointments is five years, except as described for a Special Lecturer in Article 13.1.3.

Appointments of full-time faculty members for less than twelve months shall extend from the date of appointment to the end of the academic year, unless otherwise approved by the Joint Committee for the Management of the Agreement.

13.3.3.3 Termination of Limited Term Appointments

Because a limited term appointment automatically terminates on the last day of the stated term with no right of renewal, no reasons need be given for the decision not to reappoint and there shall be no right of grievance or appeal against the decision not to reappoint.

13.3.4 Appointments Without Term

These are academic appointments made when faculty status is deemed appropriate although the terms of the appointment and the duties are such as to make the granting of tenure or continuing status inappropriate. Appointments without term are not tenurable and are continued from year to year unless the appointee is given written notice of the termination of the appointment in accordance with Article 13.3.4.5.

No without term appointments shall be made to the professorial or librarian ranks within the bargaining unit without prior approval of the Association through the Joint Committee for the Management of the Agreement.

13.3.4.1 Purpose of Appointments Without Term

Appointments without term are not a substitute for probationary appointments. They are made only in cases where there is a significant reason which makes the granting of tenure or continuing status inappropriate. The reasons are: 

  1. salary paid from a research grant or similar source of funds;
  2. part-time employment with duties beyond those expected of a sessional lecturer;
  3. full-time instructional duties in the case of appointments to the instructor or lecturer ranks;
  4. significant non-academic duties;
  5. concurrent self-employment or employment by another institution.

The Joint Committee for the Management of the Agreement may approve other reasons for without term appointments where the granting of tenure or continuing status is inappropriate.

13.3.4 2 Criteria for Appointments Without Term

The following criteria shall be observed for appointments "without term": 

  1. in the case of an appointment to a professorial rank, the appointee shall have an assigned teaching load which is at least one-third of that considered normal for the department or College;
  2. the appointee shall have qualifications expected for such rank within the department or College;
  3. the appointment shall be made within an academic department or College, and in accordance with normal appointment procedures for the rank.

 

13.3.4.3 Without Term Instructor and Lecturer Appointments

The number of without term Instructor and Lecturer appointments is limited to a combined total of 30. This maximum excludes university employees identified in the list provided to the Joint Committee for the Management of the Agreement, dated July 31, 2018. The employees on this list are excluded from the total of 30 new appointments only if they are appointed to the rank of without term Instructor or without term Lecturer prior to August 1, 2021.

Appointments shall be made in accordance with the search and appointment procedures of Article 13. No appointments in excess of the new 30 without term appointments shall be made without prior approval of the Joint Committee for the Management of the Agreement.

Full-time service in a without term Lecturer appointment may be counted as qualifying service if the employee is subsequently appointed to a tenurable rank, subject to the provisions of Articles 13.3.3 and 13.7.3.

13.3.4.4 Continuing Part-Time Appointments

A person appointed continuing part-time, without term, shall be a member of the bargaining unit provided the following conditions are met:

  1. the appointment is made in accordance with Article 13.5 and is designated "continuing part-time";
  2. the person's assigned duties, while requiring less than full-time employment do require the person to work on a basis of 50% or more of full-time;
  3. the person's salary is funded from the University's operating budget;
  4. the initial salary and any subsequent Career Development Increases or Special Increases awarded shall be prorated in the same ratio that the person's part-time duties to full-time duties are stated in the letter of appointment;
  5. the appointment is approved by the Joint Committee for the Management of the Agreement.

13.3.4.5 Termination of Without Term Appointments

An employee in a without term appointment shall receive a minimum six months written notice of the termination of their appointment and an additional one month’s notice for every year of service greater than six years, up to a combined maximum of 24 months notice. For the purposes of this article, service shall mean accumulated time in limited term and without term appointments provided that it is continuous.

At the Employer’s discretion, notice may be given as working notice or salary in lieu of notice. Any appointee who has been given working notice may elect salary in lieu of notice. Normally, an employee who accepts salary in lieu of notice may not be employed by the University until the end of the notice period.

In the event that the employee intends to resign, the employee shall give 90 days notice.

13.3.5 Appointments with Tenure

Appointments with tenure shall be made in accordance with Articles 13.3.2.3, 13.3.2.4, 13.7.2 and 15.7.2, when deemed appropriate by both the Search Committee and Provost and Vice-President Academic. In a departmentalized college, the Department Renewals and Tenure Committee shall submit to the Dean for transmission to the Provost and Vice-President Academic the department's recommendation for the award of tenure. In a non-departmentalized College, the College Renewals and Tenure Committee shall submit to the Provost and Vice-President Academic the College’s recommendation for the award of tenure. The Provost and Vice-President Academic will submit to the President for transmission to the Board, the University's recommendation for the award of tenure on appointment. Except for the above, the Committee structure, procedures, powers and basis for the award of tenure shall be according to Article 15.

13.4 Advertising of Positions

13.4.1

To attract a broad and diverse candidate pool, vacancies shall be advertised for at least six weeks prior to the final selection of candidates by the Search Committee. Advertisements shall appear in:

  1. at least one national or international multi-disciplinary academic print or electronic outlet. For this purpose, CAUT Bulletin and University Affairs are recommended venues.
  2. two or more academic discipline-specific print or electronic outlets, and
  3. the University of Saskatchewan’s Human Resources Web Page.

13.4.2

For limited term positions only, and when the authorization to recruit occurs less than three months prior to the start date of the appointment, the advertising period may be reduced to a minimum of two weeks. In these circumstances advertising outlets may be limited to those indicated in Articles 13.4.1(ii) and (iii).

13.4.3

In exceptional circumstances, the Provost and Vice-President Academic may waive the advertising requirements, and inform the Joint Committee for the Management of the Agreement of the nature of the exceptional circumstances that justified the waiver.

13.5 Procedures for Appointments

The appointment of faculty members who by virtue of their appointment come within the scope of the Certification Order shall be made in accordance with the following procedures.

13.5.1 Search Committee

There shall be a Search Committee established in each department and non-departmentalized College chaired by the Department Head or Dean whenever a vacancy in the academic staff exists. The Committee shall consist of all employees holding probationary, continuing status or tenured appointments in the department or College.

13.5.1.1

In departmentalized colleges, the Search Committee shall also include, as an observer, a Department Head from a cognate department. In non-departmentalized colleges, two members of the Search Committee shall be designated as members of the Appointments Forum (see Article 13.5.2).

13.5.1.2

Where there are fewer than five members of the department, the College Review Committee shall co-opt employees from cognate departments to bring the membership of the Committee up to a minimum of five. An employee on leave who is a member of the Committee may, if present, participate and vote in the meetings of the Committee. The quorum shall be a majority of eligible members and must never be less than five. Employees excluded because they are on leave or because of conflict of interest (Article 10.9) shall not be counted in order to determine the size of the Committee or the quorum. The Committee may delegate its work to a subcommittee provided that the Committee itself approves all recommendations.

13.5.1.3

A representative from the Association and a representative from Human Resources shall attend the initial meeting of the Search Committee to provide procedural oversight and advice to the Search Committee.

13.5.1.4

The Search Committee and the Department Head or Dean shall seek suitable candidates for the vacancy by means of advertising.

13.5.1.5

The Committee shall review the academic credentials, scholarly work, teaching experience, letters of recommendation, and any other relevant information about the candidates for the position and subsequently vote by secret ballot on the question "Shall appointment be recommended?" Where the appointee requires hospital privileges to perform assigned duties, the Search Committee shall consult with a representative of the board of the health region prior to the vote.

13.5.1.6

No appointment shall be made without a positive recommendation from the Search Committee.

13.5.1.7

In departmentalized colleges, where the vote is positive, a recommendation for appointment, with the recorded vote, shall normally be forwarded within two days of the Search Committee vote to the Dean. If the Dean supports the recommendation for appointment, he or she will forward it to the Provost and Vice-President Academic.

13.5.1.8

In non-departmentalized colleges, where the vote is positive, a recommendation for appointment, with the recorded vote, shall be forwarded by the Dean to the Provost and Vice-President Academic.

13.5.1.9

The Dean and the Provost and Vice-President Academic shall request and consider minority views, if any, from a Department or College Search Committee.

13.5.1.10

For a recommendation supported by the Dean and Provost and Vice-President Academic, the following procedures shall be observed:

  1. The Dean shall send the recommendation, along with the recorded vote, to the Association and Human Resources in a form approved by the Joint Committee for the Management of the Agreement for that purpose;
  2. The Provost and Vice-President Academic shall normally send a letter of offer of employment to the appointee within five days of authorizing the appointment.

13.5.1.11

In the event that the Dean does not support the recommendation of the Search Committee, the Dean shall meet with the Search Committee to discuss the recommendation. The Search Committee may reconsider the recommendation or require that it be forwarded to the Provost and Vice-President Academic.

13.5.1.12

The Provost and Vice-President Academic may reject, or refer back to the Search Committee for reconsideration, the recommendation of the Search Committee. In that event, the Provost and Vice-President Academic shall meet with the Search Committee to inform the Committee of the deliberations of the Appointments Forum.

13.5.1.13 Subcommittee of the Search Committee

When a subcommittee is formed, its composition and terms of reference shall be established by vote of the Search Committee each time there is a vacancy in the academic staff. The subcommittee shall have a majority of members of the Search Committee, unless otherwise approved by the Joint Committee for the Management of the Agreement. Search subcommittees shall be chaired by a member of the Search Committee. The subcommittee may include members of other departments and Colleges including affiliated and federated Colleges. In clinical departments and Colleges, the subcommittee may include members who participate in the delivery of clinical service but who are not full-time employees of the University. In those situations where it is not clear at the time of the search in which department or College the appointment will be made, the subcommittee’s composition and terms of reference shall be established by the Department Heads and/or Deans of the departments and/or Colleges in which the employee might be expected to be appointed but shall include at least two representatives of the search committee of each such Department or College. In these situations, the subcommittee shall recommend the department or College in which the candidate is to be appointed.

13.5.1.14 Reporting on Employment Equity

In order to assist the University in measuring its progress toward achieving employment equity, Chairs of the Search Committees shall provide the following information for each search conducted in accordance with Article 13.1 on a form approved by the Joint Committee for the Management of the Agreement:

  1. advertising and other recruiting efforts, including any measures taken to encourage applications from aboriginal people, persons with disabilities, visible minorities, and women;
  2. the gender of the candidate recommended for each position and, if known, whether the candidate is aboriginal, visible minority, and/or disabled;
  3. the number of male applicants and the number of female applicants;
  4. the number of male applicants who are interviewed and the number of female applicants who are interviewed;
  5. a brief explanation if the short list contains no members who are female, aboriginal, visible minority, and/or disabled.

13.5.2 Appointments Forum

The purpose of the Appointments Forum is to review and discuss the conflicting views of the Search Committee, Dean and/or Provost and Vice-President Academic and evaluate alternatives prior to a final decision from the Provost and Vice-President Academic. 

There shall be a meeting of the Appointments Forum whenever a final recommendation from a Search Committee is not supported by the Dean or Provost and Vice-President Academic, or upon the request of any member of the Forum.

13.5.2.1

The Appointments Forum in departmentalized colleges shall consist of the Vice-President Academic and Provost as Chair, the Dean, the Department Head, the cognate observer from the Search Committee, and an observer from the Association. In the case of non-departmentalized Colleges the Appointments Forum shall consist of the Provost and Vice-President Academic as Chair, the Dean, the two employees of the College designated by the Search Committee and an observer from the Association.

13.5.3 Letter of Appointment

After an appointment has been approved by the Provost and Vice-President Academic, the President or the President's designate shall send a letter offering an appointment to the candidate along with a copy of this agreement. Normally, the letter of appointment shall be sent within 5 days from the date the Provost and Vice-President Academic authorizes the appointment. The letter of appointment shall specify conditions of employment agreed upon by the Dean and Provost and Vice-President Academic, which shall in no case be inconsistent with the terms and conditions of this Agreement. Except in the case of a reappointment or in accordance with the processes set out in Article 18.2.6, an offer of employment cannot be made at a salary above the Career Development Increase ceiling for that rank according to Article 18.3.

The letter of appointment shall contain information as listed below:

  1. salary, rank and Career Development Increase Count and, where relevant, Special Increase Count;
  2. department, College or other administrative unit to which the candidate is to be appointed;
  3. outline of duties of the appointment;
  4. type of appointment;
  5. length of initial probationary appointment or length of term if a limited term appointment;
  6. date of appointment;
  7. any other terms and conditions of employment pertaining to the appointment;

The Employer shall provide a copy of the letter of appointment, and any accompanying documentation, to the Association at the time it is sent to the candidate. In addition to this agreement, the letter of appointment and any accompanying documentation constitute the entirety of the terms and conditions of each appointment. The letter of appointment may only be amended in accordance with Article 11.2.3. In the event that a letter of appointment is revised prior to acceptance by the candidate, the Employer shall provide the Association with a copy of the final letter of appointment.

13.6 Appointment of Department Heads and Assistant Deans

The procedures for appointing Department Heads and Assistant Deans shall be as specified in Article 13.5 for faculty members, with the following modifications.

13.6.1 Search Committee

  1. For appointment of Department Heads, the Search Committee shall be chaired by the Dean and include two Department heads from cognate departments as observers.
  2. For appointment of Assistant Deans, the Search Committee shall be chaired by the Dean and shall include a minimum of six probationary, tenured or continuing status employees from the College as selected by the College Review Committee.
  3. For appointment of Assistant Deans in a non-departmentalized College, the Search Committee shall be chaired by the Dean and shall include a minimum of six probationary, tenured or continuing status employees from the College as selected by the College Renewals and Tenure Committee.

When the Search Committee deems it appropriate it may forward to the Provost and Vice-President Academic a recommendation to consider two candidates for the appointment of Department Head or Assistant Dean. The Provost and Vice-President Academic shall attend the initial meeting of the Search Committee to discuss the department’s or College’s needs, requests, obligations and opportunities.

13.6.2

Candidates for the headship or assistant deanship shall not be members of the Search Committee.

13.6.3 Appointments Forum

There shall be a meeting of the Appointments Forum whenever a final recommendation from a Search Committee is not supported by the Dean or Provost and Vice-President Academic, upon the request of any member of the Forum, or when more than one candidate is recommended by the Search Committee.

13.6.3.1

The Appointments Forum for Department Heads shall consist of the Vice-President Academic and Provost as Chair, the Dean, the two Search Committee observers from cognate departments, and an observer from the Association. In the case of Assistant Deans the Appointment Forum shall consist of the Vice-President Academic and Provost as Chair, the Dean, two Search Committee members designated by the Search Committee, and an observer from the Association.

13.6.3.2

The Provost and Vice-President Academic may refer back for reconsideration or reject a recommendation of a Search Committee and request a second nomination. If the Search Committee declines to reconsider its recommendation or to make a second nomination, the Provost and Vice-President Academic shall either accept the initial recommendation of the Search Committee or, after meeting with the Appointments Forum, appoint an acting Department Head or acting Assistant Dean for a term not exceeding one academic year. If the Search Committee declines to make an initial recommendation for a Department Head or an acting Department Head or an Assistant Dean or an acting Assistant Dean, the Provost and Vice-President Academic shall, after meeting with the Appointments Forum, appoint an acting Department Head or an acting Assistant Dean on the recommendation of the Dean for a term not exceeding one academic year.

13.6.3.3

Where the appointee will be head of a department in the College of Medicine providing clinical services, the Provost and Vice-President Academic shall consult with a representative of the board of the health region prior to authorizing an appointment.

13.6.4 Length of Appointment

  1. The initial appointment of a Department Head or Assistant Dean shall be for a term not to exceed five years. The appointment may be renewed, in accordance with the appointment procedures herein specified, for successive terms not exceeding three years each.
  2. If a Department Head or Assistant Dean takes a sabbatical leave or administrative leave during the initial appointment, the term of the appointment shall be extended by the length of the leave. If the Department Head or Assistant Dean takes a sabbatical leave or administrative leave during the period of reappointment, the term of the reappointment shall be extended by the length of the leave. The period of sabbatical or administrative leave will not be credited as qualifying service for a further leave.

13.6.5 Appointment of Acting Department Heads and Acting Assistant Deans

The procedures for appointing acting Department Heads and acting Assistant Deans shall be as specified in Articles 13.5 and 13.6, with the following modifications.

13.6.5.1

In cases where the appointment of an acting Department Head or acting Assistant Dean will be for a period of twelve months or less, there shall be no requirement to convene a joint meeting of the Provost and Vice-President Academic and the Search Committee.

13.6.5.2

There shall be no requirement to convene a meeting of the Search Committee when an acting Department Head or acting Assistant Dean is appointed to replace a Department Head or Assistant Dean for a period of six months or less. The Dean shall recommend an appointment to the Provost and Vice-President Academic. In all other cases, including consecutive appointments of acting Department Heads or acting Assistant Deans for six months or less, a meeting of the Search Committee will be held, and the recommendation of the Search Committee will be considered by the Provost and Vice-President Academic as specified in Article 13.6.3.

13.7 Reappointment

13.7.1 Reappointment within the year

Continuous service for probationary purposes will not be interrupted by resignation when a faculty member is reappointed to a tenurable position effective before November 1 of the following academic year.

13.7.2 Reappointment within three years

A faculty member with tenure who resigns and is reappointed to a full-time academic position in the same department or non-departmentalized College within three years shall be reappointed with tenure.

13.7.3 Reappointment and Probationary Service

A faculty member on probation or holding a full-time limited term appointment or holding an appointment without term who resigns, or whose appointment terminates and who is reappointed to a tenurable position in the same department or non-departmentalized College within three years, may elect to have any or all of the prior service applied towards the probationary period on reappointment. A faculty member who has previously completed the maximum term may, nevertheless, be required by the Provost and Vice-President Academic to serve a probationary period of two years. This could result in a probationary period exceeding the maximum for the rank.

13.7.4 Reappointment of Limited Term Faculty Members

The reappointment of a faculty member who held a full-time limited term appointment and who is reappointed within three years to a full-time limited term appointment in the same department or non-departmentalized College shall require the approval of the Joint Committee for the Management of the Agreement.

The Association will be informed when an employee holding a limited term appointment is reappointed. All reappointments of full-time limited term employees will be for a twelve-month period or more unless a shorter term is approved by the Joint Committee for the Management of the Agreement.

13.8 Associate Members of Departments

13.8.1

A faculty member or librarian with tenure or a probationary appointment in one department, College or the Library, or a person holding a permanent academic or professional appointment in the University, in a teaching hospital, or in an institution federated or affiliated with the University in accordance with The University of Saskatchewan Act, may be given an associate appointment in a department or College. The institution, College or department in which the permanent appointment is held is referred to as the principal unit and the College or department in which the associate membership is held is referred to as the secondary unit.

Examples of the purposes for which associate appointments are suitable are supervision of graduate students; graduate or undergraduate course delivery; clinical activities; research activities; outreach activities.

13.8.2

Faculty members so appointed shall have the title "Associate Member" in the secondary unit. The extent of participation of an associate member in the committees of the secondary unit shall be related to the purpose of the associate member’s conjunct appointment. Work done in the secondary unit shall be considered in assignment of duties (Article 11), and in consideration of renewal of probation (Article 14), tenure (Article 15), promotion (Article 16), and salary review (Article 17).

13.8.3 Covering Agreement

To establish an associate membership:

  1. the faculty member and the two heads or Deans concerned shall draft an agreement on the nature and extent of the faculty member's involvement with the secondary unit;
  2. the agreement shall be submitted for approval to the two units, and, if approved, shall be forwarded through the Dean(s) of the units concerned (including the Dean of Graduate and Postdoctoral Studies if graduate supervision is involved) to the Vice-President Academic and Provost for approval;
  3. after approval, the President shall inform the Associate Member, the Dean(s) and heads and shall provide the Association with the details of the agreement.

13.8.4

Any Associate Membership shall be made for a limited period, normally not less than 3 years or more than 5 years. An Associate Membership may be renewed on the initiation of the secondary unit and with the concurrence of the head of the principal unit and the Dean(s).

13.8.5

Associate Membership shall not in any way limit the employee's rights, privileges or responsibilities in the employee's principal unit, and shall not be inconsistent with any of the terms of this Agreement.

13.9 Joint Members of Academic Units

13.9.1

A joint appointment reflects the active and substantial involvement of an employee in the academic activities in more than one unit. An employee with an academic appointment in one academic unit may be given a joint appointment in another academic unit. The academic unit in which the permanent appointment is held is referred to as the primary unit and the academic unit in which the joint appointment is held is referred to as the secondary unit. A primary characteristic of a joint appointment is the assignment of duties by both the primary and secondary units.

Examples of the purposes for which joint appointments are suitable are:

  1. continuing involvement in supervision of graduate students;
  2. continuing delivery of a graduate or undergraduate course;
  3. continuing contribution to clinical activities;
  4. extensive involvement in research activities;
  5. continuing involvement in the development of academic programs;
  6. continuing involvement in outreach activities.

13.9.2

Where a joint appointment in a secondary unit is anticipated, the provisions of Article 13.5.1.13 shall apply to the appointment process if it is not clear at the time of the search in which academic unit the appointment will be made. Once the primary and secondary units have been identified, the letter of appointment under Article 13.5.3 shall state the extent of the duties of the employee that will be assigned in each unit.

13.9.3

Employees so appointed shall have the title "Joint Member" in the secondary unit.

13.9.4 Covering Agreement

13.9.4.1

When it is desired to establish a joint appointment, the employee and the two heads or Deans concerned shall draft an agreement on the nature and extent of the employee's involvement with the secondary unit and the extent to which the employee shall participate in its meetings or committees in order that work performed in both units is considered in the assignment of duties and the assessment of the employee in collegial processes. The employee may request the assistance of a representative of the Association in the drafting of the agreement. The following aspects shall be addressed in the agreement:

  1. specification of the unit in which the employee is tenurable or tenured;
  2. mechanisms to ensure fairness in the assignment of duties in both units;
  3. mechanisms to ensure fairness in the assessment through the collegial processes (renewal of probation, tenure, promotion, salary review, and sabbatical leave entitlement);
  4. specification of the extent to which the joint member may participate in collegial processes other than those specified in the collective agreement in Articles 13, 14, 15, 16, and 17 in the secondary unit;
  5. the length of the joint appointment if of limited term (13.9.4.4);
  6. mechanisms for ongoing consultation between the academic unit heads to ensure that any problems associated with the assignment of duties and assessment through the collegial processes may be addressed;
  7. mechanisms for the settlement of any disagreements that may arise in the assignment of duties and assessment through the collegial processes;

13.9.4.2

The agreement shall be submitted for approval to the two academic units, and, if approved, shall be forwarded through the Deans of the units concerned (including the Dean of Graduate and Postdoctoral Studies if graduate supervision is involved) to the Vice-President Academic and Provost for approval.

13.9.4.3

After approval, the Vice-President Academic and Provost shall provide a copy of the agreement to the joint member, the Dean(s) and heads, and the Association. The agreement may be modified with the consent of the two academic unit heads and the joint member and shall be forwarded through the Deans of the units concerned (including the Dean of Graduate and Postdoctoral Studies if graduate supervision is involved) to the Vice-President Academic and Provost for approval. A copy of the modified agreement will be provided to the Association.

13.9.4.4

Except where made on the initial appointment, any joint appointment shall be made for a limited period, normally not less than 3 years or more than 5 years. Where made on appointment and subject to Article 13.9.4.1, the joint appointment agreement shall remain in effect unless the joint member or either head or Dean applies to terminate it. Application to terminate the joint appointment shall be forwarded through the Deans of the units concerned (including the Dean of Graduate and Postdoctoral Studies if graduate supervision is involved) to the Vice-President Academic and Provost for approval. Notice of the termination of a joint appointment agreement shall be provided to the Association. A joint appointment may be renewed on the initiation of the secondary unit and with the concurrence of the head of the primary unit, the Dean(s), and the joint member and with approval as per Article13.9.4.2.

13.9.5 Committee Participation

Since a joint member does not have tenure in the secondary unit, a joint member may participate in the deliberations of the collegial committees referred to in Articles 13, 14, 15, or 16, in the secondary unit but shall not vote unless co-opted under the provisions of Articles 13.5.1.2, 15.8.1, 15.8.2, 16.3.1 or 16.3.2.

13.9.6

Joint appointment shall not in any way limit the employee's rights, privileges or responsibilities in the employee's primary unit, and shall not be inconsistent with any of the terms of this Agreement. Any disagreement that arises in respect of a joint appointment that cannot be resolved through the mechanisms specified in the agreement pursuant to Article13.9.4.1 shall initially be referred to the Joint Committee for the Management of the Agreement for resolution.

13.10 Interpretation

Any disputes concerning the interpretation of these regulations and procedures on appointment that should arise in an individual case shall be resolved by agreement between the Employer and the Association.