As amended August 25, 2009 May 11, 2006
To ensure fairness and provide notice and guidance to the faculty of the College of Law in their employment relationships with the College, this document will set forth the policies, goals, professional standards and procedures which govern the process by which the faculty makes recommendations to the Dean concerning the reappointment, promotion and tenure of the faculty of the College of Law and describe the responsibilities of the Dean in that process.
This document applies to the reappointment, promotion and tenure of tenure-track faculty, and where appropriate, to the reappointment and promotion but not tenure of non-tenure track faculty.
These reappointment, promotion, and tenure procedures are intended to promote the professional development of College of Law faculty, advance the quality and reputation of the College of Law and Georgia State University, and assure fair treatment of all concerned. All provisions of this document should be read and construed in light of these purposes.
1. In General: The Promotion and Tenure Committee (hereafter "the Committee") shall, except as otherwise provided below, consist of all persons holding full-time faculty appointments in the College with the rank of Assistant, Associate or Full Professor. Persons holding appointments as visiting faculty shall neither serve as members of the Committee nor vote in any matter concerning the Committee's functions or makeup. The Dean may not vote but may otherwise participate in all aspects of the proceedings of the Committee. Where this document does not otherwise provide, the proceedings of the Committee shall be in accordance with Robert's Rules of Order.
2. Chair: At a regularly scheduled faculty meeting held in April or May of the academic year, the Promotion and Tenure Committee shall meet to elect a Chair of the Committee, who shall be a tenured Full Professor. At least 5 business days notice shall be given to all faculty before this meeting is held. A simple majority of the Committee members present and voting shall be sufficient to elect the Chair, who, unless removed by two-thirds vote of the Committee, shall serve until the first regularly scheduled faculty meeting of the following academic year. The Chair shall convene meetings of the Committee, coordinate its proceedings, and serve as the Committee's representative with regard to all required and appropriate communications.
3. Membership of the Committee for Various Purposes:
a. Promotion: In cases of promotion to the rank of Associate Professor, only those members of the Committee who hold the rank of Full or Associate Professor shall participate. In cases, of promotion to the rank of Full Professor, only those members of the Committee who hold the rank of Full Professor shall participate.
b. Tenure: In cases where tenure is under consideration, only those members of the Committee who are tenured shall participate.
c. Reappointment: In cases of reappointment, only those persons who are tenured or who are not tenured but who are of higher rank than the rank of the person under consideration shall participate.
4. Procedure of the Committee:
a. Meetings of the Committee shall be preceded by five business days' notice to all members eligible to vote on the matters raised at that meeting. When it is anticipated that a meeting will include a vote on reappointment, promotion, or tenure, the Chair shall make every effort to schedule that meeting at a time when all faculty eligible to vote are able to attend. When a meeting of the Committee has been scheduled to vote on reappointment, promotion, or tenure, and a faculty member eligible to vote on any of those matters is unable to attend the meeting at the scheduled time, that faculty member may submit a request, in writing, to the Chair of the Committee before the meeting asking that Committee action on those matters on which the faculty member is eligible to vote be deferred to a later date. When the Chair of the Committee receives such a request, the request shall be made the first item on the agenda of the scheduled meeting and shall be put to a vote of those present and eligible to vote on the matters for which deferral has been requested and a simple majority of those so voting shall be sufficient to grant the request.
b. A quorum for all purposes shall be 4/5ths of the members entitled to vote on the particular matter according to the participation criteria under paragraph 3 above. In the absence of such a quorum, the Committee may not act on that matter. Every effort shall be made to include faculty members who are on leave in reappointment, promotion, and tenure decisions on which they are eligible to vote. However, any faculty member who is on leave and is unavailable to participate in any reappointment, promotion, or tenure decision shall not be counted for quorum or voting purposes.
c. In reappointment matters, a simple majority of yea and nay votes cast shall be sufficient, and in promotion and tenure matters, a two-thirds majority of yea and nay votes cast shall be sufficient to make a Committee recommendation to the Dean. In promotion and tenure matters, when the number of members present and voting is not an integer multiple of three, the number of yea and nay votes cast closest to two-thirds shall be sufficient. Voting shall be by secret ballot.
d. In the event of a negative vote on a candidate, further votes by secret ballot are to be taken separately on the candidate's teaching, research and service performance, respectively.
e. Deliberations of the Committee shall remain confidential.
5. Information Regarding Eligible Faculty:
a. For each faculty member to be reviewed for reappointment, promotion or tenure, a portfolio shall be developed. This portfolio shall be maintained in the Dean's office with the Chair of the Promotion and Tenure Committee keeping a duplicate file during the period of consideration for each such faculty member. It is the responsibility of the faculty member to assure that all materials to be considered in making decisions concerning reappointment, promotion and tenure are placed in this portfolio. Development of the portfolio may begin as early as the faculty member chooses and should include all relevant memoranda or reports on the faculty member.
b. The Chair of the Promotion and Tenure Committee shall notify all faculty members eligible to seek promotion or tenure in the following academic year that the Committee will examine their portfolio as soon as each such faculty member wishes and as early as the spring preceding a fall decision if the faculty member so chooses. The faculty member should begin establishing the contents of his or her portfolio as early as possible.
c. Copies of portfolio information on each faculty member candidate for reappointment, promotion or tenure are to be made available to all faculty members eligible to vote on the candidacy at least five business days before the Committee meeting is to be held at which the vote is scheduled to be taken.
6. Class Visitation: The Chair of the Committee shall assign committee members in teams of two to observe annually the classes of each faculty member who is not a tenured professor. The Chair of the Committee shall assign committee members in teams of two to observe the classes of each faculty member who has applied for promotion or tenure. Each assigned team shall be drawn from those eligible to vote on actions concerning the person observed and shall make observations in at least two classes of the same course before filing its report(s) of visitations.
a. When faculty member is teaching different courses during the year, the Chair shall decide, after consultation with the faculty member, which course will be visited.
b. Prior to each class visit, the team shall meet with the instructor to discuss the subject matter and goals of the upcoming class. The instructor shall furnish a copy of any material to be discussed in the class to the members of the team.
c. Team members shall observe together at least two fifty minute portions of a faculty member's course before writing any evaluation report.
d. After the team has made its class visits but before any final evaluation report is written, the team shall meet with the instructor to discuss the team members' observations and the instructor's comments thereon.
e. The Chair shall promptly provide a copy of the visitation report(s) to the observed faculty member who may promptly request that a second team be assigned for observation and report before any action is taken on the observed faculty member's reappointment, promotion or tenure. The original visitation report shall be filed in the observed faculty member's portfolio in the Dean office, a copy being retained in a duplicate file kept by the Chair of the Promotion and Tenure Committee during the period prior to the faculty decision on the member's candidacy for reappointment, promotion or tenure.
7. Evaluation of Products of Legal Research:
a. As specified infra in Section II C, faculty scholarship shall be submitted for inside and outside peer review. The role of the reviewer is to assess the quality of the particular scholarly work that is under evaluation.
b. Selection of Peer Reviewers: Inside reviewers (members of the College of Law faculty) and outside reviewers shall be solicited by the Dean, after consultation with the Chair of the Committee and the faculty candidate. Outside reviewers shall be selected based on their expertise in the subject matter under evaluation and may include members of the faculties of other institutions of higher learning, judges, and members of the Bar.
c. The Chair will act to ensure that legal research materials from faculty member portfolios are processed for evaluation in a timely manner. The Chair shall also ensure that copies of all written evaluations are promptly provided to the candidate, who may request that an additional inside or outside reviewer evaluate the scholarship before any action is taken on the candidate's reappointment, promotion or tenure.
d. Publications shall be judged on their intrinsic merit, regardless of their place of publication.
8. Utilization of Student Evaluations: When a vote on promotion or tenure is pending, the Chairs of the Committee will collect the student evaluations of the candidate and make them available in a secure location for review by any faculty member eligible to vote on the promotion or tenure decision. In addition, the Associate Dean for Academic Affairs, the Associate Dean for Student Affairs, and the Chairs of the Promotion and Tenure Committee will serve as a subcommittee charged with reviewing the evaluations and preparing a memo for the file that summarizes them. The memo will be provided to the candidate for review and comment prior to its finalization, and the candidate will have the opportunity to place a responsive memo in the file. (Added by vote of Promotion and Tenure Committee, September 18, 2008).
9. Application for Promotion and Tenure: The process of consideration for promotion or tenure shall be initiated by an application in such form as the Committee shall deem appropriate. No application is necessary to be considered for reappointment.
10. Recommendations of the Committee to the Dean:
a. Recommendations of the Committee shall be transmitted by the Chair to the Dean and to the faculty member involved, along with a statement of reasons for those decisions as the Committee and the Chair shall deem appropriate. The report to the Dean shall include the vote totals, but the report to the faculty member shall not include such vote totals. The faculty member may request the Dean to divulge the vote totals and this information may be released to the faculty member in the Dean's discretion.
b. In the absence of a timely recommendation transmitted by the Promotion and Tenure Committee, the Dean must transmit his or her recommendation on reappointment, promotion and tenure to the Academic Vice President by the due date set by the University based on the portfolio established for each candidate in the Dean's office.
11. Dissenting Reports: Any candidate or voting faculty member who disagrees with the advisory recommendation of the Committee, made pursuant to section I.B.9.a., may submit a timely dissenting report to the Dean. This report shall set forth in detail the reasons for the dissenting opinion. A copy of this dissenting report shall be provided to the affected faculty candidate and to the Chair of the Committee.
12. Appeals: Any faculty candidate who is aggrieved by a negative recommendation of the Dean concerning reappointment, promotion and/or tenure may exercise the applicable University or Board of Regents appeals procedures. In support of this appeal, the candidate may submit any advisory recommendation of the Committee or any dissenting report(s).
13. Committee Report to the Faculty: In addition to making timely recommendations to the Dean, the Chair shall report to the faculty the matters considered by the Committee and its actions with respect thereto. The report, made not latter than March 1 of each year, shall summarize matters to preserve the anonymity of affected persons.
1. Each year the Committee shall evaluate all nontenured faculty and recommend to the Dean whether they should be reappointed. In the case of faculty in their first year, such a recommendation shall be transmitted to the Dean three months before the expiration date of their contracts. In the case of faculty in their second year of service in the College of Law, such recommendation shall be transmitted to the Dean six months before the expiration date of their contract, and in the case of other faculty nine months before the expiration date of their contract.
2. All nontenured faculty will be notified of the renewal or non-renewal of their contracts by the Dean in accordance with the schedule set forth in the Statutes of Georgia State University.
1. Minimum Period of Resident Service: No faculty member may apply for promotion until his or her second year in residence as a full-time faculty member in the College of Law, and no promotion shall be effective until the completion of two years of service in residence on the full-time faculty of the College of Law. This time period may not be shortened. Years served as a visiting Assistant, Associate, or Full Professor in the College of Law may be counted for purposes of the years-in-service requirements for promotion provided that a favorable vote is received in accordance with Section H of this document.
2. Promotion from Assistant to Associate Professor: Promotion from assistant to associate professor may be awarded upon a minimum of four years' experience, consisting of a least three years of teaching experience and the remainder consisting of (a) a judicial clerkship; or (b) the practice of law; or (c) a law-related position in public administration. Subject to the residency requirement in Section II.D.1, "teaching experience" refers to full-time faculty rank at the College of Law, or at another ABA accredited law school, or at an accredited institution of higher education in an academic area relevant to teaching assignments in the College of Law.
3. Promotion from Associate to Full Professor: Promotion to the rank of full professor may be awarded effective upon a minimum of seven years' experience, consisting of at least six years of teaching experience and the remainder consisting of: (a) a judicial clerkship; or (b) the practice of law; or (c) a law-related position in public administration. Subject to the residency requirement in Section II.D.1, "teaching experience" refers to full-time faculty rank at the College of Law, or at another ABA accredited law school, or at an accredited institution of higher education in an academic area relevant to teaching assignments in the College of Law.
Tenure may be awarded upon completion of a probationary period of a least five years of full-time service at the rank of Assistant Professor or higher. A maximum of three years' credit toward the minimum probationary period may be allowed for service in tenure track positions at other institutions. Such credit for prior service shall be defined in writing at the time of initial appointment at the rank of Assistant Professor or above.
1. The Dean shall receive recommendations for reappointment, promotion, and tenure from the Committee, and within a reasonable time shall: (a) communicate to the Chair of the Committee his or her agreement or disagreement with each recommendation; and (b) if the Dean disagrees with a recommendation of the Committee, the Dean and the members of the Committee eligible to participate in making that recommendation shall meet to discuss the case; before the Dean takes any further action with regard to cases of such disagreement.
2. Disagreement as to interpretation of document. If the Dean and the Committee disagree regarding the interpretation of this document, or either is in doubt as to the interpretation of this document, the Dean and Committee shall meet and attempt to agree on the proper interpretation and intent; if such agreement is reached it shall be determinative. If no such agreement can be reached within a reasonable time, the matter shall be put before the full Promotion and Tenure Committee, where a majority vote shall be determinative.
No person may serve as a full-time member of the faculty with rank of Assistant Professor or above for more than seven years, without the award of tenure. This period of seven years shall be determined by including any prior credit toward tenure which may have been awarded at the time of the initial contract.
If requested by a visitor, credit toward any relevant time period set forth in this document shall be given for service as a visitor in this College only upon recommendation by the Dean supported by a two-thirds vote of the Committee (a) at the time of initial hiring as visitor, or (b) at the time of hiring as permanent member of the faculty. For this purpose, in the case of initial hiring the Committee shall consist of all persons at or above the rank to which a visitor is to be appointed; in the case of permanent hiring of a visitor the Committee shall consist of all persons at or above the rank at which the visitor is to be permanently hired.
Georgia State University requires that each faculty member be evaluated in writing at least once annually on the basis of scholarly attainment and professional growth as evidenced by: (a) teaching activity and effectiveness; (b) research publication or creative scholarly activity; and (c) institutional and professional service activities. The annual evaluation process may be utilized in preparing possible recommendations for tenure and promotion as well as in making reappointment decisions. The specific criteria and procedures for evaluation of faculty members of a college are to be developed by that college, consistent with Board of Regents policy, the Statutes of Georgia State University, and University policy as stated above.
The qualifications for reappointment in this section are minimums. It is anticipated that faculty will need to exceed these minimums in order to make normal progress to promotion and tenure.
1. Initial Reappointment: To qualify for reappointment to a second year of employment at the College of Law, a faculty member must establish to the satisfaction of the Promotion and Tenure Committee that he or she has academic promise to develop into an effective teacher, a competent scholar, and an active participant in service to the law school.
2. Reappointment for Third Year: To qualify for reappointment to a third year of employment at the College of Law, a faculty member must establish to the satisfaction of the Promotion and Tenure Committee that he or she has demonstrated potential to develop into an effective teacher, a competent scholar, and an active participant in service to the law school.
3. Reappointment for Fourth and Subsequent Years: To qualify for reappointment to a fourth or subsequent year of employment at the College of Law, a faculty member must establish to the satisfaction of the Promotion and Tenure Committee that he or she is an effective teacher, has been engaged in significant scholarship, and has taken the initiative to be an active participant in service to the law.
4. Reappointment of Faculty with Prior Experience: To qualify for reappointment, a Faculty member credited with experience at another institution prior to his or her employment at the College of Law must meet at least the minimum reappointment standards required of peers having similar credited years of experience within the College of Law.
1. Promotion from Assistant Professor to Associate Professor:
a. To qualify for promotion from Assistant Professor to Associate Professor at the
b. The faculty member subject to promotion must have engaged in service to the university community either directly or through service to the law school. Service to the legal community or other public service is not required but may be considered to strengthen a faculty member's credentials for promotion. Service to the legal/general community includes service at the local, state and national levels. Such service is indicated by, but not limited to, participation in local, state, regional and national associations and committees thereof; contributions in a faculty or advisory capacity to continuing legal or judicial education providers at the local, state, regional and national level; and the production of scholarly works in various formats having as their focus subjects of particular interest and value to the local, state, regional and national bench and bar.
2. Tenure:
a. To qualify for tenure at the College of Law, a faculty member must have demonstrated not only that he or she has been an effective teacher, a producing legal scholar and a participant in service activities to date, but that he or she will in all likelihood continue to meet those conditions for the remainder of his or her career. Service to the university community and service to the legal/general community includes, without limitation, those factors and activities described above the Section II.C.1.b.
b. To qualify for tenure, a faculty member must have reached at least the status of associate professor and have published or had accepted for publication in final form two products of legal research that are of substantial legal academic merit. The faculty member's file must have accumulated five written reviews of this scholarship, three of which must have been written by outside reviewers.
3. Promotion from Associate Professor to Full Professor:
a. To qualify for promotion from Associate Professor to Full Professor at the College of Law, a faculty member must be an effective classroom teacher and have published or had accepted for publication in final form three quality products of legal research that are of substantial legal academic merit. The faculty member's file must have accumulated seven reviews of this scholarship, four of which must have been written by outside reviewers.
b. The faculty member subject to promotion also must have participated as a legal academic in extensive service activities. Service to the university community and service to the legal/general community includes, without limitation, those factors and activities described above in Section III.C.1.b.
Each research and writing instructor shall hold a full-time, non-tenure track position in the College of Law. Such an instructor may be reappointed following an evaluation by the Promotion and Tenure Committee. No promotion may be made from the level of research and writing instructor to that of assistant professor or higher.
1. In General: Clinical faculty may be hired on a non-tenure track basis to fill appointments in the College of Law’s in-house clinics. These faculty members may hold faculty rank at the assistant, associate, and full professor level. While not eligible for tenure, non-tenure track clinical faculty may be eligible for a form of job security after serving a five year probationary period following their initial appointment.
2. Reappointment: Clinical faculty shall serve a five-year probation period during which time they will be reviewed annually for reappointment and contract renewal.
a. Criteria for Reappointment: To qualify for reappointment a clinical faculty member must establish that he or she is progressing reasonably toward meeting the standards for satisfactory completion of the five-year probationary period as described in Section 4.a. below.
b. Procedure and Evaluation Process: The procedure and evaluation process for reappointment shall generally follow the procedure used for tenure-track faculty, as supplemented by Section 5. below about clinic visitation and the process of acquiring information about a candidate’s teaching and clinical performance.
3. Promotion: Clinical faculty members are eligible for promotion from assistant to associate clinical professor and from associate to full clinical professor. Eligibility time periods for such promotions are the same as those for tenure-track faculty as set forth in Sections II. D. above.
a. Criteria for Promotion: Promotion standards for clinical faculty are similar to those for tenure-track faculty as set forth in Sections III. C.1. and C.3. except for certain adjustments that reflect differences in the nature and demands of clinical teaching and in scholarship expectations.
(1) Assistant to Associate Clinical Professor. To qualify for promotion from assistant to associate clinical professor, the review of the clinical faculty member must show that he or she is an effective clinical teacher; ably performs administrative responsibilities related to the operation of the clinic; is engaged in law school and/or university service; and is engaged professionally in developing expertise in, and in advancing, the field of skills and clinical legal education or substantive field of law related to the clinic.
(2) Associate to Full Clinical Professor. To qualify for promotion from associate clinical professor to full clinical professor, the review of the clinical faculty member must show that he or she is an excellent clinical teacher; is active in the management, operation and design of the clinical program and is engaged in the administrative responsibilities related to the operation of the clinic; is significantly engaged professionally in developing expertise in, and in advancing, the field of skills and clinical legal education or substantive field of law related to the clinic; and is a helpful participant in law school and/or university service. or substantive field of law related to the clinic.
(3). Professional engagement for clinical faculty members may, but need not, include scholarship and the publication of scholarly research.
(4). Evaluation of a clinical faculty member’s teaching will include an assessment of such factors as: 1) the quality of the supervision of students in all aspects of client representation, 2) the development of effective teaching and training materials; 3) the quality of teaching in small group settings or in a formal small class component of the clinic; and 4) the effectiveness of the clinical teacher’s work as an attorney.
b. Procedure and Evaluation Process: The procedure and evaluation process for promotion shall follow the promotion procedure for tenure-track faculty as supplemented by Section 5. below about clinic visitation and the process of acquiring information about a candidate’s teaching and clinical performance.
4. Five-Year Review and Continued Employment: In the fifth year of a clinical faculty member’s probationary period, the faculty member will undergo a formal five-year review to determine if he or she will be eligible for continued employment and an annual contract that is presumptively renewable absent cause for non-renewal on specified grounds. No clinical faculty member may be reappointed beyond the probationary period without undergoing a successful five year review and being found eligible for the award of presumptively renewable annual contracts.
A clinical faculty member who undergoes a successful five year review shall be offered annual contracts that may cease only because of 1) dismissal for good cause, including cause related to the faculty member's job performance or fitness as a clinical teacher; 2) the closing or material modification of the faculty member’s clinical program; or 3) other financial or budgetary exigency.
a. Criteria for Award of Presumptively Renewable Annual Contracts: To qualify for continued employment and a presumptively renewable contract following the 5-year probationary period, a clinical faculty member must demonstrate that he or she is an effective clinical teacher; ably handles the administrative responsibilities related to the operation of the clinic; is engaged in service to the law school and/or university community; and is actively engaged professionally in developing expertise in, and in advancing, the field of skills and clinical legal education or substantive field of law related to the clinic.
Such professional engagement may, but need not, include scholarship, as discussed in Section 3.a.3. above. Evaluation of the clinical faculty member’s teaching effectiveness should include the specific factors set forth in Section 3.a.4. above.
In assessing a faculty member’s performance in these areas, the record must demonstrate not only strong performance but that the faculty member will in all likelihood continue to meet or exceed these performance standards sufficient to justify the protections associated with annual job security contracts.
b. Procedure and Evaluation Process: The procedure and evaluation process for the five-year review shall be similar to that used for the tenure process (including the development of a review portfolio) as supplemented by Section 5. below about clinic visitation and the process of acquiring information about a candidate’s teaching and clinical performance.
c. Reappointment After the Five-Year Evaluation Period: Following a successful five-year review, a clinical faculty member will be subject to annual evaluation conducted as part of the Dean’s annual review of all faculty, and will be presumptively eligible for annual contract renewal absent cause for non-renewal on specified grounds. These annual contracts may cease only because of 1) dismissal for good cause, including cause related to the faculty member's job performance or fitness as a clinical teacher; 2) the closing or material modification of the faculty member’s clinical program; or 3) other financial or budgetary exigency.
d. Non-Renewal for Unsatisfactory Job Performance After the Five-Year Review Period: If after successful completion of the five year review period, the Dean seeks to dismiss or non-renew a clinical faculty member for good cause related to the faculty member’s job performance or fitness as a clinical teacher, the Dean shall notify the Chair of the Promotion Tenure Committee so that the committee can review the Dean’s assessment. For purpose of this review, the Promotion and Tenure Committee shall consist of the tenured members of the faculty. The Chair of the Promotion and Tenure Committee shall appoint a 3-person subcommittee consisting of the Associate Dean and two tenured professors to conduct a review of the clinical faculty member’s job performance and submit a written report to the Promotion and Tenure Committee.
Following receipt of the report, the Promotion and Tenure Committee will meet to consider whether good cause has been established to terminate the clinical faculty member[cdc1] and whether by majority vote to recommend to the Dean the renewal or non-renewal of his or her contract. The final decision on non-renewal shall rest with the dean.
e. Cumulative Reviews for Professional Development and Planning: Clinical faculty members shall be reviewed during their third probationary year to provide them with guidance on their progress in advance of their formal five-year review. The procedure for this review shall follow the process for pre-tenure review as set forth in the in College’s Guidelines for Cumulative Reviews of Tenure-Track and Tenured Faculty.
Clinical faculty members who have successfully completed their five-year review shall undergo reviews thereafter similar to post-tenure review. The purpose of such a review is to examine the individual’s contributions and achievements since his or her last review and to assist the faculty member in developing professional goals for the next five years. The procedure and intervals for these reviews shall follow the process for post-tenure review as set forth in the in College’s Guidelines for Cumulative Reviews of Tenure-Track and Tenured Faculty.
Consistent with the practice for review of tenure-track faculty, the Chair of the Promotion and Tenure Committee shall assign a team of two committee members to observe the teaching of a clinical faculty member who is the subject of reappointment, promotion, or a five-year review.
This two-member team shall visit the clinic, and, where applicable, observe the running of the clinic generally, observe small group teaching or a small class component of the clinic, schedule appropriate opportunities to observe instances of individual student supervision, and review clinical teaching materials. This two-member team also shall speak with current and former students about their clinical experience and shall gather information to evaluate the effectiveness of the clinical teacher’s work as a lawyer. The team members’ report to the Promotion and Tenure Committee shall address these aspects of the visitation.
The two-member team shall meet with the clinical faculty member both before and after the clinic visit and observation to provide him or her with the same type of consultation and feedback that applies to class visits of tenure-track faculty under Section II.6.
A clinical faculty member who is aggrieved by a negative final decision or recommendation of the Dean concerning reappointment, promotion, the five-year review, or non-renewal after the five year review period may exercise the applicable University or Board of Regents appeals and/or grievance procedures.
