Recruitment of New Faculty

1.0 Recruitment of New Faculty

1.1 Policies

These guidelines have been developed with advice from the FAS Policy and Planning Committee. They provide the normative frame for making regular, full time faculty appointments including tenure track, language lecturer, clinical professors, and visiting lines. Four important considerations are highlighted below:

All full time faculty hires, including visitors, are subject to approval by the NYU Office of Equal Employment Opportunity.
Under provisional authorization or approval via the response to the Annual Planing Report (APR), recruitment that is approved for hiring in Fall 2007 can commence in Summer or Fall 2006.
There are separately detailed procedures for making appointments in more than one NYU unit (cross appointments) and for defining the rights and responsibilities of faculty with such appointments.
Data on the candidate pool and projected recruitment costs must now be provided to and reviewed by divisional deans before candidates can be invited to campus.

The aim of the early approval process is not necessarily to make offers earlier, although this may be a result. The primary reason for accelerating the approval process is to increase the candidate pool, which will have an impact on quality and will also maximize our efforts to meet equal employment goals. There must be an explicit understanding with Chairs and departments: authorizations given to recruit are truly provisional and subject to final administrative and financial approval before an offer can be made during the following academic year. Indeed, authorizations to make offers may not be made depending upon the outcome of budgetary and administrative deliberations. We will defer consideration of recruitment plans that cannot be initiated on provisional terms until the following fall semester.

1.2 Procedures

These procedures assume a particular model of recruitment -- a precise and discrete series of steps. In some instances, departmental recruitment may follow a "rolling" process or entail more open-ended searches. Whatever the model authorized in a given instance, the guidelines here should be followed.

As part of the Annual Planning Report, the Chair/Director forwards to the Divisional Dean a Faculty Staffing Plan outlining requests for new faculty hiring.
If recruitment is approved, the Chair should appoint an ad hoc search committee for the positions. The names of the search committee members should be submitted to the Associate Dean of Arts and Science. The membership of the search committee will be published in the GAP. If the rank is senior or open, it is strongly recommended that the committee include one senior member from a related department. All members of the faculty at any professorial rank may serve on a committee, even for a senior position. It is strongly recommended that search committees have representation by both women and minorities.
Faculty may be appointed solely to one department or may be considered for an Affiliated, Associated, or Joint appointment (Section 1.4). The different responsibilities and privileges of Affiliated, Associated, and Joint appointments are described in Section 5.0 of the GAP, "Faculty Appointments in More than One Unit Within NYU." The rights and responsibilities indicated for each category of appointment should be carefully considered before making the recruitment proposal.
If the proposed position is likely to involve an Associate or Joint appointment, one department will assume the lead in the recruitment, but the second department or program must be appropriately represented on the search committee. If an unanticipated possibility of an Associated or Joint appointment emerges in the course of the search, the relevant academic unit should be informed immediately and asked to review the candidate's curriculum vitae. From that point on, the candidate should be jointly considered.
The position must be advertised in the appropriate disciplinary publications and/or field job listings. The advertisement must be forwarded to the Associate Dean of Arts and Science for approval and placement. If some form of Affiliated, Associated, or Joint appointment is proposed or likely, the related department must be consulted on the wording of the advertisement before it is forwarded to the Associate Dean. The approved advertisement should be circulated to members of the department and to the Chairs of related departments. All advertisements for provisionally approved recruitment must include the following language: "...subject to budgetary and administrative approval...."
The Search Committee is expected to actively seek applicants of distinction or of exceptional promise. Department members should be invited to suggest persons who might be sought out as candidates. In searches of all levels, the Search Committee is required to actively seek the candidacies of women and underrepresented minorities. The composition of the search committee must be forwarded to the FAS Office of Faculty Appointments. Information on all faculty search committees will be listed in the GAP.
The Search Committee is expected to narrow the field and develop a short list. After closely examining the work and references of candidates on that list, they should propose to the department Chair (typically) three finalists to be invited to campus for a lecture or seminar in the department, to be interviewed by department members, and to be interviewed by the Deans. The files of all candidates, those invited and those not, should be available to all faculty of the department for inspection. The files and publications of invited candidates should be distinguished from the general files and made available well before the campus visit.
The Chair should forward the curriculum vitae of the finalists to the appropriate Divisional Dean for approval of candidate visits and scheduling of meetings with the Dean. In a cover letter the Chair should describe the search process and the rationale for selection of the finalists, and indicate whether any of the finalists are women or members of underrepresented minority groups. The Chair must complete the Preliminary Data on Candidate Pool form providing statistical data on the pool of candidates identified by the search. Candidate visits will not be authorized until this information is forwarded to the Dean.
Once the required information has been provided, the Divisional Dean will notify the Chair if there is approval to proceed with invitations to the finalists. At this time, the Dean may also establish additional parameters related to the search, including specific budgetary guidelines for campus visits by the finalists, or inclusion of additional faculty or units in these final stages of the process.
The Dean of the Faculty, in addition to the Divisional Dean, must interview all candidates for senior tenured positions; junior candidates normally need to be interviewed only by the Divisional Dean.
The Search Committee must present its final recommendations to a full department or program meeting for a vote by all members in the professorial ranks. The recommendation must take the form of a written report that appraises the field of candidates, discussing the three finalists in some detail; identifies the specific strengths of the candidate recommended, with a thorough analysis of the candidate's work; and evaluates the reference letters. There should be open discussion in advance of a vote, which may be open or secret, depending upon a department's policy. This should not be confused with the review for tenure, which is a separate procedure. Faculty not present should be invited to submit a written opinion, although their vote or opinion must be recorded separately from those who attended the open discussion.
If the appointment is to be Affiliated, Associated, or Joint, the Search Committee must also present its report to the secondary department. The secondary department should then hold an open discussion in advance of its vote, which may be open or secret, depending on department or program policy. The Chair of the secondary department should send a report to the Divisional Dean and the Chair of the lead department indicating that the department faculty were consulted and that they voted on the conferral of an Affiliated, Associated, or Joint appointment. There must be concurrence of both units before an offer is made.
The Chair of the lead department must forward the department's recommendation for appointment to the Divisional Dean, including the votes and the report itself. A copy of the Affirmative Action Recruitment Form must be submitted along with the recommendation for appointment.
If the Dean of the Faculty approves that an offer be made to a candidate, the Chair (or lead department/program Chair in a joint appointment) should begin developing with the Divisional Dean the specific framework for a formal offer. After the framework for an initial offer is made, the Divisional Dean will be responsible for negotiating the final terms of the offer including salary, research funds, and housing. The Divisional Dean will consult with the Chair during the course of negotiations. The formal offer letter will be sent by the FAS Dean or the Divisional Dean.
If the position involves an Affiliated, Associated, or Joint appointment with a second unit, both Chairs must agree upon the precise expectations of both departments (number of courses, committee work, merit review, third-year review, tenure and promotion procedures, location of office) in advance of making a formal offer. These terms must be shared with the Dean and with the candidate before the offer is extended, and they must be detailed in the offer letter.
Before a formal offer is made to a candidate in writing, a completed Affirmative Action Form must be submitted to the Office of the Associate Dean, approved by the Dean, and the University Office of Equal Employment Opportunity. In the case of offers with tenure, the offer letter must indicate that the offer is contingent upon a review for rank and tenure. This formal review will begin after the terms of the offer have been accepted. The Department should follow the FAS Guidelines for Promotion and Tenure to conduct this review.

1.3 Academic Job Titles

Category	Code	Titles	General Description
Professor	102	Professor, Associate Professor,Assistant Professor	Full-time tenure/tenure track faculty. Receives full benefit package (health, retirement, tuition remission).
Adjunct	112	Adjunct Professor, Adjunct Associate Professor, Adjunct Assistant Professor, Instructor	Part-time faculty. Limited to two courses per academic year (Fall and Spring). Health benefits available to eligible adjunct faculty that teach a minimum of six credits per year (Fall, Spring and Summer).
Visiting Professor	102	Visiting Professor, Visiting Associate Professor, Visiting Assistant Professor	Full-time faculty appointment usually for one or two semesters. Receives health and retirement benefits.
Instructor	102	Instructor	Full-time faculty position. Appointment limited to maximum of three years. CAN NOT have Ph.D. Receives health benefits and tuition remission.
Assistant Professor/ Faculty Fellow	102	Assistant Professor/ Faculty Fellow	Full-time faculty position for junior Post-Docs. Appointment limited to maximum of three years. Must have received Ph.D. within five years of appointment. Receives health, retirement, and tuition remission benefits.
Language Lecturer	102	Senior Language Lecturer, Language Lecturer	Full-time faculty, non-tenure track appointment subject to continuous renewal. Receives health, retirement, and tuition benefits.
Clinical Professor	102	Clinical Professor, Clinical Associate Professor, Clinical Assistant Professor	Full-time faculty, non-tenure track. Appointment subject to continuous renewal. Receives health, retirement, and tuition benefits.
Research Scientist or Research Scholar	103	Senior Research Scientist, Research Scientist, Associate Research Scientist, Assistant Research Scientist, Junior Research Scientist	Full-time non-faculty personnel engaged in research. Must be externally funded. Receives health, retirement, and tuition remission benefits.
Research Scientist or Research Scholar	113	same titles as above	Part-time, non-faculty personnel engaged in research. Must be externally funded. No benefits provided by NYU.
Postdoctoral Fellow	103/542	Postdoctoral Fellow	Post Doc paid by outside agency to conduct research. Salary processed through NYU but not an NYU employee. Health benefits provided by NYU.
Postdoctoral Fellow	No code	Postdoctoral Fellow	Post Doc paid by outside agency to conduct research. Not an employee of NYU. Salary paid directly by agency to Post Doc. No benefits provided by NYU.
Visiting Scholar	No code	Visiting Scholar, Visiting Research Professor	No salary. Provided with ID card and use of library. Appointment limited to one year. No benefits provided.

1.4 Cross Appointments - Tenure Track Appointments in More Than One Unit Within NYU

	Joint	Associated	Affiliated
1. Additional Title	Yes	Yes	No
2. Probationary time table per primary unit only.	Yes	Yes	Yes
3. Voting rights for senatorial representation in primary unit	Yes	Yes	Yes
4. Participation in governance of both units	Yes	No	No
5. Listing in both units' catalogs	Yes	Yes	Yes
6. Formalized arrangement regarding service	Yes	Yes	No
7. Formalized agreement on funding of salary	Yes	No	No
8. Shared promotion and tenure review of appointee	Yes	No	No
9. Shared salary decisions	Yes	No	No
10. Shared decisions on leave	Yes	No	No

Source - NYU Office of Academic Appointments

Example - If the primary appointment is in the Department of Biology in FAS and the secondary appointment is in the department of Pathology in the School of Medicine, the title for a joint appointment or an associated appointment would be "Professor of Biology and Pathology".

1.5 Domestic Moving Policy (Revised November 2004)

INTRODUCTION

It is the usual practice of FAS to reimburse newly-hired tenured and tenure track faculty for reasonable relocation expenses. To be eligible for reimbursement, new faculty must move within one year of their initial date of appointment.

MOVING

Two carriers have been selected that will provide complete service associated with moving household goods covered by this policy, and will automatically provide up to $75,000 replacement value insurance coverage.

Whalen's Moving and Storage, agent for Allied Van Lines is one of NYU¡¦s two carriers; contact Whalen's directly for assistance with relocation at (800) 759-4253, extension 215. The other carrier is Moishe's Moving Systems, which should be used for moves within the New York Area; you can contact them at 800-266-8387.

If an alternate carrier is used, all allowable reimbursement costs will be based on the rates quoted by Whalen's or Moishe¡¦s. The same policies listed in this agreement apply regardless of carrier.

REIMBURSEMENT

Expenses reimbursed under this policy are:

Transportation charges for one continuous move of household items and personal effects from the faculty member's current residence to the NYC area. If required, one extra stop at the origin and destination to transport professional office materials will be covered.
Container costs for household items, including book cartons, wardrobes, linen cartons, dish packs, mattress cartons, and corrugated cartons for mirrors and pictures.
Full packing charges for all items, including breakable items, such as dishes, glassware, lamps, mirrors and pictures.
Normal appliance service covered under the carrier's tariff.

Expenses not reimbursed under this policy are:

Charges for moving office equipment, houseplants, perishable food, firewood, boats, building materials, domestic and non-domestic animals, and automobiles. Allowances for moving laboratory equipment to an NYU facility are not considered part of the individual moving expenses, and where applicable will be addressed separately.
Expedited service.
Costs for replacing household items not transported to the NYC area.
Costs of temporary living expenses and storage of goods (unless necessitated by delay in previously promised availability of University housing).

TRAVEL EXPENSES

For faculty members and immediate family, reasonable and customary expenses for transportation to the new location will be paid by the University; including one-way economy airfare for each immediate family member who will reside permanently with the faculty member. If travelling by car, reimbursement will be made at the customary flat mileage rate.

To request reimbursement for any out-of-pocket expenses incurred, please have your Department Administrator submit an employee/student reimbursement form with original receipts attached, to Tamara Jacobs-Nelson in the Office of the Associate Dean. Air travel can be arranged through your Department Administrator.

Should you have any questions regarding this policy, please contact Rafael Acevedo, Jr. at (212) 998-8067 or Tamara Jacobs-Nelson at (212) 998-8112.

1.6 Language Lecturer and Senior Language Lecturer Appointments

INTRODUCTION

Language lecturers are an integral component of language instruction at NYU. While the majority of language sections offered are taught by teaching assistants and instructors, language lecturers provide much needed coordination, continuity, and consistency in instruction.

As specialists in the field of language acquisition, language lecturers provide a consistent level of classroom instruction and, in some cases, participate in curriculum development and train other officers of language instruction (teaching assistants, instructors, adjuncts, etc.). Language lecturers are distinct from tenure track faculty in several ways: they are ineligible for tenure or sabbaticals; have no obligation to conduct research, although they are not precluded from doing so; and are required to hold an M.A. degree.

Policies

Listed below are policies that are specific to language lecturer appointments.

Titles & Qualifications

Language Lecturer - M.A. and professional attainment in language instruction
Senior Language Lecturer - M.A. or Ph.D. and at least six years of professional attainment in language instruction.
Director of Language Instruction (administrative title)

Terms of Appointment

Annual term - Language lecturers are appointed for the academic year (September to May) and paid over twelve months (October 1 - September 1). Summer appointments are optional and are made with additional compensation.
Length - Language Lecturers: the initial appointment can be made for up to three years. One subsequent reappointment can be made for up to three years. Appointments in this rank can not be made for more than six years. A Language Lecturer who is not promoted to Senior Language Lecturer at the expiration of six years shall be ineligible for further full time employment as a faculty member at the University. Senior Language Lecturers: the initial appointment can be made for up to three years. The subsequent reappointment(s) can be made for up to five years. There is no limit to the number of years that a senior language lecturer can be appointed.
Non-renewal of Appointment - Notice not to reappoint will follow the schedule outline in Title II, Section XI, item 2. a, b, c, of the "Statement in Regard to Academic Freedom and Tenure" in the Faculty Handbook, available at http://www.nyu.edu/academic.appointments/faculty_hbk.html. Once a multi-year appointment is made, it is not subject to non-renewal during the specified duration except as otherwise provided.

Responsibilities

Teaching - the normal course load for a language lecturer is three courses per term. One course release time per year is granted for administrative duties related to appointment as Director of Language Instruction.
Service - participation on departmental and school wide committees regarding language instruction is expected. Language lecturers are also expected to provide advice to the department chair or director of language instruction regarding curriculum, teaching assignments, and any other matters related to language instruction.
Research - a publication record, especially in fields other than language acquisition, is not required. A publication record in the field of language acquisition is not required but will be considered in promotion cases as well as appointment as director of language instruction.
Administrative - For appointment as Director of Language Instruction, responsibilities include but are not limited to: curriculum development, selection of textbooks and instructional methodologies, implementation of technologies, class schedules, student advisement, coordination of placement testing, supervision and training of language lecturers, instructors, teaching assistants, and adjuncts.

Governance

Language Lecturer and Senior Language Lecturer are entitled to attend and speak at meetings of the Faculty of Arts and Science, and can enjoy the voting privileges which may be extended to nontenure track faculty in the special cases listed in Bylaw 64, paragraph (b), Faculty Handbook, Page 46. At the department level, Language Lecturer and Senior Language Lecturer can participate as members of the department faculty in department governance, with the exclusion of matters related to promotion and tenure, and hiring of tenured and tenure track faculty, and matters directly or indirectly affecting the individual's candidacy for a degree, or his or her status on the faculty of NYU.

Authorization for Recruitment and Appointment

Authorization for a new line: A department wishing to create a line for a Language Lecturer or Senior Language Lecturer is required to follow the same procedure as it would use in obtaining a new tenure track faculty line. In particular, it is required to seek approval through the FAS Dean's annual planning and budgetary process, and the request should include a specific demonstration both that there is an important teaching need to be met, and that it is appropriate to meet this need with an instructor other than a research active tenured or tenure track faculty member.
Appointment: A search for the appointee can commence following approval of the staffing plan. The search must conform to standard recruitment procedures including submission of the candidate's C.V., evidence of the qualifications of the candidate, evidence that he or she will make an outstanding contribution to the quality of the program, a Preliminary Equal Employment Opportunity Form, and an Affirmative Action Recruitment Report Form. Recommendations of appointment will be made to the Dean by the department chair with the advice of an appropriate departmental committee.
Performance Review: Language Lecturers and Senior Language Lecturers are subject to the annual merit increase (AMI) review, conducted for all full time faculty by the department chair, with input from the appropriate faculty committee. The review will consider the individual's teaching performance, contribution to the effectiveness of the program and department, and relevant administrative performance.

Procedures for Reappointment and/or Promotion

When undertaking a formal review for reappointment, which occurs in the final year of the contract, if the department has any doubts whether a Language Lecturer or Senior Language Lecturer is fulfilling the requirements of the position, or doubts whether the position is still needed to fulfill the teaching mission of the department, these doubts should be clearly outlined in the review.

If such doubts are serious, the department should not recommend reappointment. In the event of reappointment, any reservations must ultimately be shared in writing and in person with the clinical faculty member, so that he or she is under no misunderstanding over the expectations for him or her. The Chair must communicate in writing, the substance of the review to the Deans with a recommendation for reappointment or termination. The recommendation must reach the Divisional Dean and the Dean of the Faculty no later than April 1^st. In the case of faculty in their first or second year of service at NYU that are not recommended for reappointment, the review is due earlier, as indicated in section XI, item 2.a,b of the Faculty Handbook. Any questions regarding the review procedures should be directed to the FAS Office of Faculty Appointments and Records.

I. DEPARTMENT

The review is to be undertaken by a committee appointed by the department Chair of three to five full time faculty, consisting of a minimum of three tenured or tenure track faculty such as the three academic officers of the department (Chair, Director of Graduate Studies, and Director of Undergraduate Studies). Any deviation from the makeup of the committee must be approved by the respective Divisional Dean.

The review may be written by the department Chair or a member of the committee, but all members of the committee should read the review before it is submitted to the department. The review should represent a collective judgment of the committee or, in the case of a divided opinion, a majority of the committee. If there is a division, the dissenting opinion should be appended to the majority review. The report of the committee may be supplemented by input (solicited or submitted) from other members of the department.

The review of the Committee, with the packet of supporting materials, must be made available to the full faculty, and an opportunity given to the faculty to comment on it.

The review packet should normally include:

An up-to-date curriculum vitae of the candidate
A description of the candidate's teaching and administrative responsibilities
A list of all courses taught since the last review
Committee service
An evaluation of teaching performance of the candidate, which should include:
- Course evaluations
- Course syllabi
- Reports of course visitations
An evaluation of the candidate's other contributions to the instructional program, for example, curriculum development
If applicable, an evaluation of the candidate's administrative performance, including any role in the training and supervising of instructors, TAs, other Language Lecturers, or adjunct faculty
A personal statement from the candidate assessing his or her contributions

If the review packet is also for promotion to Senior Language Lecturer, it must also document that the candidate meets the qualifications for Senior Language Lecturer as indicated in the "terms of appointment" and "responsibility" sections of this document. Furthermore, the candidate must have been in his or her current rank for a minimum of three years and had at least one prior reappointment to be eligible for promotion in rank.

The Chair must forward the review packet to the appropriate divisional Dean along with the committee's recommendation and any comments from the faculty.

In addition, a summary of the review, prepared by the Chair in the form of a letter of advice, must be given to the candidate and discussed with him or her by the Chair. The candidate must sign the letter to indicate that he or she has read it and discussed it with the Chair. This summary must cover both strengths and weaknesses of the candidate's performance to that time. The candidate's summary letter signed by both the Chair and the candidate should be forwarded to the Dean along with the review packet.

The summary letter to the candidate must include the recommendation that the evaluation committee is making to the dean, including promotion, the length of reappointment (if that is the decision), and a signature block for the candidate. It must also include the following sentences:

"This is a letter of advice; regardless of the merits for reappointment/promotion at this time, it does not constitute a guarantee of future reappointment."

"Candidates will be judged for reappointment/promotion depending on the conditions and standards in effect at the time of their next review."

"I have read this letter of advice and understand its contents."

The recommendation must reach the Deans Office no later than April 1^st. For faculty in their first or second year of service at NYU, who are not recommended for renewal, the review is due earlier, as indicated in section XI, item 2.a, b of the Faculty Handbook.

II. FAS DEANS OFFICE

The Departmental Review and all relevant supporting materials will be reviewed by a standing review committee consisting of the relevant Divisional Dean, the Dean of the College of Arts and Science, and the Dean of the Graduate School of Arts and Science. This committee may be augmented, at the discretion of the Dean of FAS, to include staff from the College andGraduateSchool.

The Dean's committee, if it chooses to do so, may consult with faculty from academic departments other than the candidate's home department.

If there are questions in any particular case, the Chair of the Department Review Committee may be asked to provide additional information to the Dean's Review Committee.

The Dean's Review Committee makes its recommendation to the Dean of the Faculty. After receiving the Dean's Review Committee's advice, the Dean of FAS will inform the Department Chair of the advice provided by the Review Committee as well as his own decision. If the Dean's decision is contrary to that of the departmental evaluation committee, the Dean will provide the department chair with the reasons. The Chair will then have ten days in which to provide further information or counter-argument before the Dean's decision is finalized.

1.7 Clinical Assistant Professor, Clinical Associate Professor, And Clinical Professors

Overview

Clinical Faculty lines differ from tenure track lines. Although clinical lines are without tenure, they are typically multiyear and research is not part of their formal responsibilities, and hence teaching loads are greater; positions often include some administrative oversight; candidates are experienced practitioners in their area of specialization; and an advanced degree is not necessarily required. Clinical faculty members receive the same health, retirement, and tuition remission benefits as tenured and tenure track faculty. They are also eligible to be principal investigators on curriculum grants, training and teaching grants, and other non-research grants. Because they have no research responsibilities, they are not eligible for sabbaticals.

Appointment procedures for clinical faculty are the same as for full time tenure track faculty as described in the FAS Policies and Procedures located online.

Clinical positions are intended to supplement the instruction provided by tenured and tenure track faculty. Although clinical faculty members do not have tenure, they may be appointed for multiple year contracts, and the contracts can be renewed without limit. As such, it is important that the qualifications and performance of the clinical faculty member, as well as the needs of the department, be evaluated regularly as part of the appointment and reappointment process.

Ranks and Titles

There are three ranks: Clinical Assistant Professor, Clinical Associate Professor, and Clinical Professor. Initial appointments can be made to any of the three ranks.

Qualifications and Responsibilities

Appointees must be experienced practitioners of their particular professions; some may have had experience in curriculum development and supervision of laboratory facilities and teaching assistants. Appointees do not normally need to possess the scholarly credentials expected of tenured and tenure track faculty. The Ph.D. is not necessarily required; the appropriate degree and qualifications for rank will be established by the department in consultation with the Divisional Dean. ABD candidates currently enrolled at NYU are not eligible for clinical positions.

Most new appointments will be at the rank of Clinical Assistant Professor. Appointment at the rank of Clinical Associate Professor requires at least six years of relevant teaching and professional experience, evidence of supervisory experience (where relevant), superior contributions to the teaching program, as well as recognition for excellence in the professional field and innovation in the area of instruction. Appointments made at the rank of full Clinical Professor require a minimum of 12 years of teaching and related professional experience, evidence of extraordinary contribution to the teaching program, and evidence of national recognition for leadership and innovation in the field or in teaching in his or her field.

In some cases, appointees will also have administrative duties related to program coordination. Research is not an expectation of these positions. The normal teaching load is six courses per year. With the approval of the relevant Divisional and School Deans, supplementary administrative duties may substitute for a course.

Governance

Clinical Assistant Professors, Clinical Associate Professors and Clinical Professors are entitled to attend and speak at meetings of the Faculty of Arts and Science, and can enjoy the voting privileges which may be extended to nontenure track faculty in the special cases listed in Bylaw 64, paragraph (b), Faculty Handbook, Page 46. At the department level, Clinical Assistant Professors, Clinical Associate Professors and Clinical Professors can participate as members of the department faculty in department governance, with the exclusion of matters related to promotion and tenure, and hiring of tenured and tenure track faculty, and matters directly or indirectly affecting the individual's candidacy for a degree, or his or her status on the faculty of NYU.

Salary & Benefits

The salaries of Clinical Professors will be handled as regular faculty salaries on a nine month basis, paid over twelve months. Benefits will be the same as other non tenure eligible full-time faculty.

Authorization for Recruitment and Appointment

1. Authorization for a new line: A department wishing to create a line for a Clinical Assistant Professor, Clinical Associate Professor or Clinical Professor is required to follow the same procedure as it would use in obtaining a new tenure track faculty line. In particular, it is required to seek approval through the FAS Dean's annual planning and budgetary process, and the request should include a specific demonstration both that there is an important teaching need to be met, and that it is appropriate to meet this need with an instructor other than a research active tenured or tenure track faculty member.

2. Appointment: A search for the appointee can commence following approval of the staffing plan. The search must conform to standard recruitment procedures including submission of the candidate's C.V., evidence of the qualifications of the candidate, evidence that he or she will make an outstanding contribution to the quality of the program, a Preliminary Equal Employment Opportunity Form, and an Affirmative Action Recruitment Report Form. Recommendations of appointment will be made to the Dean by the department chair with the advice of an appropriate departmental committee.

3. Terms of Appointment and Annual Review: Clinical Assistant Professors, Clinical Associate Professors and Clinical Professors may initially be appointed to terms of one to three years. Subsequent terms of appointment may also be for one to three years. Clinical faculty will be eligible for renewals of up to five years, if they have attained the rank of Clinical Associate Professor and they have been at NYU for at least six years. Clinical Assistant Professors, Clinical Associate Professors and Clinical Professors are appointed for the academic year (September - May) and paid over twelve months (October 1 - September 1). Summer teaching assignments are optional and are made with additional compensation.

All three ranks are subject to the annual merit increase (AMI) review, conducted for all full time faculty by the department chair, with input from the appropriate faculty committee. The review will consider the individual's teaching performance, contribution to the effectiveness of the program and department, and relevant administrative performance.

PROCEDURES for Reappointment and/or Promotion

When undertaking a formal review for reappointment, which occurs in the final year of the contract, if the department has any doubts whether the Clinical Assistant Professor, Clinical Associate Professors, or Clinical Professor is fulfilling the requirements of the position, or doubts whether the position is still needed to fulfill the teaching mission of the department, these doubts should be clearly outlined in the review.

I. DEPARTMENT

The review of the Committee, with the packet of supporting materials, must be made available to the full faculty, and an opportunity given to the faculty to comment on it.

The review packet should normally include:

An up-to-date curriculum vitae of the candidate
A description of the candidate's teaching and administrative responsibilities
A list of all courses taught since the last review
Committee service
An evaluation of teaching performance of the candidate, which should include:
- Course evaluations
- Course syllabi
- Reports of course visitations
An evaluation of the candidate's other contributions to the instructional program, for example, curriculum development
An evaluation of the candidate's administrative performance, including any role in the training and supervising of instructors, TAs, other clinical faculty, or adjunct faculty
A personal statement from the candidate assessing his or her contributions

If the review packet is also for promotion to Associate or full Clinical Professor, it must also document that the candidate meets the qualifications for associate or full clinical professor as indicated in the "qualifications and responsibilities" section of this document. Furthermore, the candidate must have been in his or her current rank for a minimum of three years and had at least one prior reappointment to be eligible for promotion in rank.

The Chair must forward the review packet to the Dean along with the committee's recommendation and any comments from the faculty.

"This is a letter of advice; regardless of the merits for reappointment/promotion at this time, it does not constitute a guarantee of future reappointment."

"Candidates will be judged for reappointment/promotion depending on the conditions and standards in effect at the time of their next review."

"I have read this letter of advice and understand its contents."

II. FAS DEANS OFFICE

The Dean's committee, if it chooses to do so, may consult with faculty from academic departments other than the candidate's home department.

If there are questions in any particular case, the Chair of the Department Review Committee may be asked to provide additional information to the Dean's Review Committee.

1.8 Research Personnel Appointments

1.8.1 Research Scientists/Scholars and Training Specialists

The following procedures describe the appointment process for new code 103/113 employees. These procedures will prevent delays in payments by insuring that all appointments are properly defined and salaried. Outlined below are the FAS procedures for all such appointments.

For each new appointment, fill out Form 110 - Code 103/113 Appointment Review Form.

Submit the Form 110, a current CV, a draft copy of the candidate's appointment letter, and an Appointment Form with appropriate documentation (e.g. I-9, W-4 form, social security number, and visa information [if applicable]) to the Director of FAS Office of Academic Appointments who will review each appointment with the appropriate Divisional Dean.

Offer Letter Guidelines

The following information should be included in ALL offer letters to Research Personnel.

Proposed Title: e.g., Assistant Research Scientist, Assistant Research Scholar. See Form 110 for a comprehensive list of titles.

Terms of Appointment: Start date, anticipated end date, statement that appointment and reappointment (if applicable) is contingent upon external funding.

Salary: Indicate twelve-month annual salary.

Source of Salary: Indicate title of grant, project period, Principal Investigator, and funding source.

Job description: Brief statement of expectation of job to be performed and relationship to the goals of the P.I. If part-time, indicate number of hours per week.

Benefits: Include the following statement "Benefits, including health, tuition remission, and retirement, are those currently in effect for full-time research employees. A benefits packet is available at the Benefits Office, 7 East 12th Street, 212-998-1270."

Signature: Offer letters should be signed by the P.I. or department chair.

Routing: Submit a copy of the offer letter, along with all relevant appointment forms, to the FAS Office of Academic Appointments. Upon receipt of written notification that the appointment has been approved, the P.I. or department chair can mail the offer letter to the candidate.

To insure that the employee receives his or her first paycheck on time, we recommend that materials be submitted at least eight weeks prior to the start dates.

Once approved, the department will receive a signed copy of the Form 110 and any recommended changes to the offer letter. When the department receives the approved Form 110, it is authorized to make a formal offer to the candidate. Academic Appointments will then forward the Appointments Form and a copy of the Form 110 to the Fiscal Services Office to initiate the payroll process.

Designation of Principal Investigator Status and Honorific Faculty Titles (e.g. Research Professor):
Code 103 research scientists and research scholars can be designated as Principal Investigators and Research Professors on the recommendation of their department chair, the Dean and approval by university administration. For information on privileges and appointment process for these designations see this page.

Questions about these procedures or about the criteria for selection of Code 103/113's can be directed to Director Lauren Holmes, at extension 88691.

1.8.2 Post Doctoral Fellows

"Post Doctoral Fellows" are neither employees nor students of New York University. They come to NYU with stipends administered through NYU from a variety of external sources. "Post Doctoral Fellows" have no specific work assignments, nor does the stipend they receive constitute payment for services rendered. "Post Doctoral Fellows" normally have received a doctoral degree within the past five years and have not held a tenure track position. They come to the University in a training capacity, for the purpose of developing their own research competence. They commit to an average of 35 hours per week at NYU, for a minimum of four months and up to five years duration. They are under the supervision of an NYU faculty member.

Note: 103/542 "Post Doctoral Fellows" should not be confused with 103 research scientists/research scholars/training personnel who are NYU employees, paid from external funds and are assigned to specific NYU sponsored programs. Nor should they be confused with NYU's own predoctoral graduate students who are awarded fellowships and who are currently coded 542.

The procedure for appointment of a "Post Doctoral Fellow" is the same as for Research Scientists/Scholars and Training Specialists (see 1.8.1), except that the Form 110 is replaced by Form 111, Code 103/542 Post Doctoral Fellow Review Form.

1.9 Visiting Scholars and Research Professors (Policy amended as of February 26, 1996)

INTRODUCTION

The program for Visiting Scholars, Visiting Research Professors, and Visiting Exchange Professors extends specified courtesy titles and privileges to scholars of distinction who visit New York University in order to engage in research and scholarship and in general scholarly and cultural interaction with New York University's faculty and students. The courtesy titles may not be granted for the purpose of providing free courses or other privileges to graduate or post-graduate students, or for the sole purpose of providing library privileges.

Visiting Scholars, Visiting Research Professors, and Visiting Exchange Professors are considered guests of the University who may visit for a temporary period of up to one year (renewable). As non-employees, they have no teaching or other responsibilities and they are not entitled to salary, housing, or benefits other than those privileges cited below. Visiting Scholars, Visiting Research Professors, and Visiting Exchange Professors covered by this program may not in any way perform in the role of an employee at New York University.

The University can revoke the title or any privileges at any time, in its sole discretion.

TITLES & DEFINITIONS

The title Visiting Scholar may be granted to scholars who hold academic appointments elsewhere, to scholars who have no academic affiliation (e.g., who are independent private scholars, government officials, business people, and scientists employed by corporations), or to younger scholars who are sufficiently proficient in their disciplines to be accepted as colleagues by the University's faculty, but who have not yet to obtain academic appointments.

The title Visiting Research Professor may be granted to eminent scholars who hold full time appointments at other academic or research institutions, normally at the rank of Professor, or who held this rank before they retired from such institutions.

The title Visiting Exchange Professor may be granted to scholars who hold full time appointments at other academic or research institutions, normally at the rank of Professor, who come to New York University in accordance with an exchange agreement between New York University and the other institution, authorized by the Office of the Vice Chancellor.

* includes those visiting scholars chosen by the Vice Chancellor's Committee for International Visitors.

PRIVILEGES

Visiting Scholars, Visiting Research Professors, and Visiting Exchange Professors may participate in colloquia, audit classes, consult members of the faculty, and use University Libraries. Deans may permit the use of office space and/or access to laboratory and research facilities in their schools. Memberships in the Coles Sports Center are also available, upon submission of a request from the Dean of the School and the presentation of an NYU Photo ID card.

The University does not provide assistance with housing. However, the University will offer assistance related to visa matters through the Office of International Studies and Scholars. These services include issuance of certificates of eligibility for the J-1 Exchange Visitor Visa, orientation and advisement about maintaining non-immigrant status (insurance, teaching, and extensions). Informal assistance may be provided by the schools or the departments.

RESPONSIBILITIES

Visiting Scholars, Visiting Research Professors, and Visiting Exchange Professors are not obligated to perform any duties at the University, but they may be invited by the department with which they are affiliated to participate actively in the academic life of the school or department, including participating in seminars or delivering an occasional lecture, consulting with faculty, and voluntary informal counseling and consultation with students.

ADMINISTRATIVE PROCESS

A request to New York University for a Visiting Scholar, Visiting Research Professor, or a Visiting Exchange Professor designation may be initiated either by the individual scholar or by a sponsoring organization. A request for a courtesy title should be directed to the appropriate department chairperson. If the request is accepted, the chairperson should identify a faculty member with whom the visitor would be associated and send the recommendation on the standard Application for Visiting Scholars, Visiting Research Professors, and Visiting Exchange Professors, form 113, along with relevant documentation to the Director of Academic Appointments. If the Director accepts, the recommendation will be forwarded to the University Office of Academic Appointments for approval.

Final approval by the Office of Academic Appointments will be communicated to the Dean on the standard application form along with a form signed by the Director (or his/her designee) authorizing a Library ID card.

The Dean will notify the department in writing of approval, and forward information to be sent to the applicant, including a copy of this program description and the signed ID application form. Any additional communications with the individual applicant or with the sponsoring agency will be carried out as designated by the Dean's office.

In cases in which an award is granted by the Provost's Office for a modest living and/or travel allowance or a modest speaking honorarium, arrangement for payment is initiated by the department and follows the normal process for a request for check submitted to the Office of the Controller.

Questions regarding Visiting Scholars and Research Professor appointments can be directed to the attention of Lauren Holmes in the Office of Academic Appointments.

1.10 ID authorization cards and net ID’s

Academic Appointments prepare ID authorization cards for continuing full time faculty (code 102), research scientists/scholars (code 103), their spouses and domestic partners.

ID authorization cards for new full time faculty will be prepared by the Office of the Associate Dean of Arts and Science after receipt of all paperwork from the department. If an ID card is needed before the paperwork has been sent, the department may still request the ID authorization card (please provide the faculty members social security number and date of birth). ID authorization cards will be sent directly to the department administrator when they are complete.

ID authorization cards for 103’s can be prepared only after we receive all appointment paperwork from the department. ID authorization cards will be sent to the department administrator when they are complete.

For spouses and domestic partners ID authorization cards we will need both the spouse’s social security number and the employees social security number to prepare the card. Please note: spouses and domestic partners are not eligible for net ID’s.

The recipient of the ID authorization card then proceeds to the NYU ID Center (7 East 12^th Street) where they will be issued their photo ID.