PART 1: POSTDOCTORAL APPOINTMENT DEFINED

A postdoctoral appointment is a classification for those individuals who are exemplary scholars, who have recently been awarded a doctoral degree, and who wish to continue their education and research experience under the direction of a university faculty member.

PART 2: RECRUITMENT CONSIDERATIONS

The recruitment process for a post doctoral appointment shall include consideration of any individual who expresses an interest in such an appointment. Advertising on a local, national or international basis is optional.

PART 3: TERMS OF APPOINTMENT

Appointments contemplate 1.0 FTE employment for at least one (1) year, renewable annually, and not to exceed a total of five (5) years, absent an exceptional circumstance. Exceptions to reduce FTE percentage, to not less than .50 FTE, or to deviate from the minimum term of one (1) year or the maximum term of five (5) years, will require the written approval from the appropriate dean or equivalent administrator and the vice president of research. The annual term of employment shall be specific in the appointment letter or in other Office of Human Resource Services documentation. The postdoctoral appointee shall receive the benefits and privileges associated with regular employment, including leave accrual.

PART 4: ANNUAL RENEWAL REQUIRED (LACK OF RENEWAL CONFIRMS END OF TERM APPOINTMENT)

Sixty (60) days advance notice of annual renewal shall be given. A failure to give timely notice shall not prevent a renewal, but lack of notice of annual renewal constitutes confirmation of the end date specified on the annual appointment letter or other Office of Human Resource Services documentation.

PART 5: TERMINATION OF EMPLOYMENT PRIOR TO END OF APPOINTMENT TERM

An annual post doctoral appointment may be terminated prior to the end of the termination date specified in the appointment letter or other Office of Human Resource Services documentation for two reasons:

1. For just cause, in accordance with the university’s procedures governing involuntary termination of regular faculty; or
2. Loss or reduction in funding affecting the position.

PART 6: GRIEVANCE RIGHTS

If it becomes necessary for an individual holding a post doctoral position to file a grievance, the faculty grievance procedure at ARP 10.60 Review of Faculty Grievances will apply. If the post doctoral appointee’s complaint involves unlawful discrimination, then RPM 3.25, Equal Opportunity and Prohibition of Development Opportunities and ARP 3.25 – Prohibition of All Forms of Unlawful Discrimination or other OIE protocols will govern.