The electronic Faculty Handbook is an index of current Regent Laws and Policies and Administrative Policy Statements, Regent actions and sections of Colorado Revised Statute that pertain to faculty.
The information in the Faculty Handbook is provided in this document for the convenience of members of the University of Colorado community. Although the policies and other statements found here cover a wide variety of subjects, readers should be aware that there are other important policies and procedures specific to the University's colleges, schools, departments, and other academic units that should be consulted as the need arises.
The Faculty Handbook cannot and is not intended to address all circumstances related to a faculty member's role in the University nor is the information contained in the Handbook intended to constitute an express or implied contract of employment with the University.
Similarly, in an institution as complex as the University, policies and procedures are regularly in the process of review and revision. The University of Colorado expressly reserves the right to amend its policies and procedures periodically. Such amendments, as well as any new policies deemed to be in the University's interest, will be effective as of the date of their enactment, unless the action itself specifies a different effective date.
We welcome your comments, suggestions, corrections, and questions regarding this Handbook and any suggestions for other issues that might be addressed appropriately in this Handbook.
Write: System Office of Academic Affairs, 1800 Grant Street, Suite 800, Denver, CO 80203
At the first session of Colorado's territorial legislature in 1861, a bill was passed providing for a university at Boulder. Boulder residents donated land south of town and made gifts to match the $15,000 appropriated by the legislature for construction of the university. The university opened its doors on September 5, 1877, with 44 students, one instructor, and a president.
Today the University is composed of campuses at Boulder, Colorado Springs, Denver and the Anschutz Medical Campus in Aurora. Each of the four campuses of the University has a distinct role and mission. The role and mission for each campus is recorded in Colorado Statutes (C.R.S. §23-20-101, 1997).
The University is governed by an elected board of nine regents. There is a secretary of the Board of Regents and of the University. The Regents elect the president of the University of Colorado, who is the principal executive officer of the University. The offices of the president are sometimes referred to as "system administration." There is a chancellor of each campus, who is the chief academic and administrative officer responsible to the president for the conduct of the affairs of the campus. The dean of each college or school is the principal administrative officer for the college or school. The colleges and schools are composed of one or more units. The Board of Regents has approved other academic or research units, including numerous research centers, institutes, bureaus and laboratories.
The University is composed of the following colleges and schools:
College of Music 
Graduate School 
School of Law 
College of Education 
Graduate School 
Business School 
CU Anschutz Medical Campus
A. Organization and Powers
The organization and powers of the Board of Regents are set forth in the Laws of the Regents.
The Board of Regents holds regular meetings and special meetings. Provisions for these meetings are in the Laws of the Regents.
The responsibilities of the president are described in the Laws of the Regents.
The responsibilities of the chancellors are described in the Laws of the Regents.
A. Definitions of Officers
Officers are defined by Regent policy.
B. Appointment Provisions in the Laws of the Regents
The Laws of the Regents establish general guidelines and specific provisions for the appointment of officers, including the president, chancellors and deans.
C. Search Policies and Procedures for Select Officers
Search policies and procedures for select officers are set forth in Regent policy.
D. Conditions of Appointments and Evaluations of Officers
Conditions of officer appointments and evaluation processes for officers are set forth in Regent policy.
E. Procedures for Making Acting Appointments to Administrative Positions
Guidelines for the use of acting or interim appointments for administrative positions are set forth in administrative policy.
Colleges and Schools are organized on each campus as approved by the Board of Regents. The terms "college" and "school" are defined by the Laws of the Regents. There are operational relationships among some colleges and schools of the four campuses. Contact the Office of the Vice President for Academic Affairs for details.
B. Multi-Campus Colleges and Schools
Colleges and schools normally operate as separate academic units at the campuses, except as multi-campus operation of colleges and schools is provided for under the Laws of the Regents.
The dean is the principal administrative officer of the college or school. The responsibilities of deans are set forth in the Laws of the Regents.
D. Council of Academic Deans
The membership and responsibilities of the Council of Academic Deans are set forth in the Laws of the Regents.
E. Faculty Membership
The membership of the faculty of each college or school is defined by the Laws of the Regents. (The membership of the general faculty of the University of Colorado is defined in Section 5.A.1, Laws of the Regents).
F. Faculty Powers
The jurisdiction of the faculty of a college or school is set forth in the Laws of the Regents, except as modified by other actions of the Board of Regents.
A. Departmental Organization
Departmental organization and responsibilities are set forth in the Laws of the Regents.
B. Selection of Department Chairs
Provisions for the selection and appointment of department chairs are set forth in Appendix B of the Laws of the Regents
C. Department Chair's Term of Office
Provisions for the selection and appointment of department chairs are set forth in Appendix B of the Laws of the Regents
D. Roles and Responsibilities of Department Chairs
The chair is the principal officer of the department. The responsibilities of the chair are set forth in the Laws of the Regents. Included as Appendix B of the Laws of the Regents are provisions on the roles and responsibilities of department chairs and appointment, evaluation, orientation and compensation of department chairs.
A. Centers, Institutes, Laboratories and Bureaus
The Laws of the Regents, provide for the establishment of other academic and research units. Procedures on the establishment of such units are set forth in administrative policy. Any group of faculty interested in forming a new institute, center, laboratory, or bureau should consult the campus Chancellor's Office and review the procedures outlined in the complete text of the APS.
The administrative head of any center, institute, laboratory, or bureau, serves in an administrative capacity and is directly responsible to the senior member of the chancellor's staff in charge of research programs, unless this reporting relationship is specifically modified in enabling bylaws, as approved by the chancellor, the president and the Board of Regents.
The Laws of the Regents define the membership of the general faculty of the University of Colorado. (The membership of the faculty of each college or school is defined in Regent Laws Section 4.A.4, Faculty Membership .) Regent policy defines members of the general faculty for the purpose of clarifying those positions exempt from the State Personnel System.
Meetings of the general faculty of the university may be called by the president.
The organizations of the faculty government are the university-wide Faculty Senate, the Senate committees, the Faculty Council and its committees, the four campuses' faculty governing bodies and their committees, and the faculty in each college or school. The constitution of the faculty government is found in the Rules of the Senate. Provisions in the Laws of the Regents on faculty government are in Part E of Article 5.
B. Faculty Senate
The Faculty Senate is an organization of faculty government. There are provisions in the Rules of the Senate and the Laws of the Regents about the Faculty Senate.Senate Committees are as follows: Budget, Educational Policy and University Standards (EPUS), Intercollegiate Athletics and Student Recreation-Intramurals, Minority Affairs, Personnel, Presidency, Privilege and Tenure, Public Service and Information, and Teaching.
C. Faculty Council
The Faculty Council is the representative governing body of the Faculty Senate.The organization and responsibilities of the Faculty Council are established in the Rules of the Senate. See also provisions in the Laws of the Regents on the Faculty Council.
D. Campus Governing Bodies
Faculty Senate members on each campus are organized as local faculty senates,each of which has its own constitution and bylaws. The faculty governing bodies currently constituted on the four campuses are: Boulder Faculty Assembly, Colorado Springs Faculty Assembly, Denver Faculty Assembly and Health Sciences Center Faculty Assembly. See also provisions in the Laws of the Regents on campus governing bodies.
E. Shared Governance
The relationship between faculty, governance and the administration and the Board of Regents, is defined in the Laws of the Regents and in the Faculty Senate Constitution..
[link to Regent Law]
The Laws of the Regents establish principles of non-discrimination for employees and students. In addition to federal legislation, several Regent Laws and Policies apply:
Other: Affirmation of Policy, Office of the President
B. Commitment to Diversity
The Board of Regents has reaffirmed, by Regent resolution, its commitment to the promotion of diversity in the University community.
A. General Policy
The Laws of the Regents establish principles of academic freedom, including principles on intent and definition, faculty responsibility and student responsibility.
B. AAUP Statement on Academic Freedom and Tenure
Sections of the AAUP's 1940 Statement of Principles on Academic Freedom and Tenure have been adopted as a statement of policy by the Board of Regents.
A. Classified Research
Administrative policy on classified research sets forth Regent policy on classified research and procedures for implementation. This APS also includes the October 12, 1987, "Statement of the Faculty Committee on Classified Research."
B. Indirect Cost Recoveries
Administrative policy on indirect cost recoveries was rescinded on July 1, 2010. The Board of Regents established campus indirect cost recovery (ICR) policy guidelines. An indirect cost recovery policy for the Anschutz Medical Campus is required by the "Indirect Cost Recovery Resolution" of the Board of Regents. For more information, contact your campus Office of Contracts and Grants.
APS: Indirect Cost Recoveries (rescinded 7/1/10)
RA: Campus Indirect Cost Recovery (ICR) Policy Guidelines
RA: Indirect Cost Recovery Resolution
C. Intellectual Property
The Board of Regents established a policy on discovery and patents. This policy sets forth objectives, definitions, scope of the policy, responsibilities of participating parties, and policies on the division of income. This policy also establishes the University Committee on Intellectual Property.
RA: Policy on Discovery and Patents
D. Misconduct in Research and Authorship
Policies defining misconduct, setting forth consequences of a finding of misconduct and establishing the responsibilities of standing committees on research misconduct are set forth in administrative policy.
E. Fiscal Misconduct
Policies on reporting fiscal misconduct and procedures for reporting and resolving instances of known or suspected fiscal misconduct are set forth in administrative policy.
F. Research Involving Human Subjects or Animal Studies
Each campus of the University of Colorado has a policy or guidelines for situations dealing with human research subjects and animal studies. These campus policies or guidelines conform to federal regulations. Questions regarding human research subjects and animal studies should be directed to the campus Vice Chancellor for Academic Affairs.
Administrative policy sets forth precepts on conflicts of commitment and conflicts of interest, examples of conflict situations, the process of disclosure, review, and evaluation of disclosures, and provisions for campus policies. General policy of the Board of Regents on conflict of interest is set forth in Regent policy
The Board of Regents established "Conflict of Interest Policy Guidelines for Officers, Central Administration, and Board Employees" and approved a policy on "Membership on Boards of External Corporations."
The Board of Regents also endorsed a "Statement on Preventing Conflicts of Interest in Government Sponsored Research at Universities." The statement sets forth conflict situations and university responsibilities. This statement was formulated by the American Council on Education in collaboration with the American Association of University Professors.
Other policies related to Conflict of Interest:
A. Statement on Teaching
The "Report of the University of Colorado's Committee on Teaching," was endorsed by the Board of Regents on August 14, 1986. With an introductory section listing institutional goals for teaching excellence, this report includes sections on the definition of teaching and the evaluation of teaching.
RA: Report of the University of Colorado's Committee on Teaching
B. Teaching Workload
Recognizing that undergraduate teaching should be a priority for all faculty in schools and colleges with undergraduate programs, the Board of Regents adopted the "Resolution on Faculty Teaching Workload."
RA: Resolution on Faculty Teaching Workload
C. Differentiated Annual Workload
Policy on the University's commitment to the appropriate use of differentiated annual workloads is set forth in administrative policy.
Policies for the University's uniform grading system are set forth in administrative policy. The complete text of the uniform grading system is included in this APS.
F. Student Academic Ethics and Student Conduct Codes
Each school or college has developed, over time, policies on academic ethics that apply to students and that establish and maintain appropriate ethical standards of conduct for their respective disciplines. Because the locus of responsibility frequently lies with individual faculty, in terms of presenting ethical standards to students, recognizing violations, and handling violations in a manner consistent with the established policies on academic ethics of the school or college and department, it is important for each faculty member to be aware of the policies in his/her school or college and department. Faculty members are encouraged to consult with the appropriate dean or department chairperson regarding policies on academic ethics.
In addition, faculty members should be aware of the existence of conduct codes that apply to the activities of students, apart from academic ethics. Questions regarding student conduct codes should be directed to the campus Chancellor's Office.
Jurisdiction over matters of academic ethics is established in section 4.A.6, Laws of the Regents. Part B of Article 7, Laws of the Regents establishes standards of conduct for students.
G. New Degree Proposals
The Board of Regents has established policy on procedures for approving new degree program proposals. This policy includes procedures for development and review of the concept paper and the full proposal as well as guidelines for program proposals.
H. Existing Program Review
Administrative policy sets forth policies for implementing the Regents' November, 1980 resolution requiring the review of all academic programs once every five years where feasible, but at least once every seven years. Included within this APS are policies and procedures on university objectives of program reviews, review schedules, and campus program reviews.
I. Program Discontinuance
Policies on program discontinuance are set forth in Administrative Policy Statement "Program Discontinuance, Policy for Implementing." This APS identifies those policies used by the University to arrive at an internally initiated decision to close a program. Regent policy "Program Discontinuance" forms the basis of this APS. The Laws of the Regents establish provisions for the termination of faculty for the reason of program discontinuance.
Regent policy, "Additional Remuneration for Consultative Services" sets forth policy on additional remuneration for consultative services. Separate policies apply to faculty in the School of Medicine, who are subject to provisions of the Medical Services Foundation.
Administrative policy sets forth policy prohibiting sexual misconduct and related retaliation on University campuses and in University activities and programs. Regent policy forms the basis of this APS.
A. Performance Ratings
Policies on performance ratings are set forth in administrative policy. Regent policy defines "performance rating" for purposes of responding to requests under the Colorado Open Records Act for performance ratings on faculty and unclassified staff and administrators.
B. Student Privacy
Administrative policy sets forth policies to comply with provisions of the "Family Educational Rights and Privacy Act."
The Laws of the Regents establish provisions for the University's academic calendar and commencements on the individual campuses of the University.
A. Use of Electronic Communications
Policies with regard to use of, access to, and disclosure of electronic communications are set forth in administrative policy.
B. Use of Social Media
Guidelines for the proper use of social media are provided by the Office of University Relations.
A. Political Participation by Members of the University Community
The Board of Regents has adopted a number of policies regarding the participation of members of the University community in political activity.
B. Federal Lobbying
Administrative policy sets forth policies to implement the provisions of the Lobbying Disclosure Act of 1995 at the University and defines the rights and responsibilities of those who represent the needs of the University to the Federal government.
A. University's Name in Advertising
Policy on use of the University's name in advertising is set forth in Regent policy.
B. University Seal
Policy on use of the University seal is set forth in Regent policy. "Use of the University Seal." The Laws of the Regents establish provisions on the University seal.
C. Property and Facilities
The Laws of the Regents establish provisions on principles for the appropriate use of facilities, campus regulations regarding use of facilities, the standard of conduct required of others, identification upon request, and exclusion of persons from University property.
A. Anti-Drug Abuse
Each campus has policies and procedures that comply with the Anti-Drug Act of 1988. For campus specific policies, please contact the respective campus HR office.
B. Drug-Free Workplace
Each campus has policies and procedures that comply with The Drug Free Schools and Communities Act. For campus specific policies, please contact the respective campus HR office.
C. Weapons Control
The Board of Regents adopted a statement of policy on Weapons Control.
The Board of Regents adopted a statement of policy "Defense and Indemnification of University of Colorado Employees," that relies on the provisions of the Colorado Governmental Immunity Act as the statement of its obligation to defend and indemnify University of Colorado employees and sets forth authority for the administration of the policy. The statutory obligations of Colorado public employers for defense and indemnification of public employees are set out in the Colorado Governmental Immunity Act, C.R.S. §24-10-101, et seq.
By separate resolution, "Employee Retention of Counsel at University Expense," it is Regent policy that, except as otherwise provided in Regent policy entitled "Defense and Indemnification of University of Colorado Employees," no University employee, officer or agent may retain private legal counsel at the expense of the University without prior express approval by the Board of Regents.
RA: Employee Retention of Counsel at University Expense
Regent policies establish the payment of financial obligations to the University as a condition of employment by the University. Administrative policy sets forth policies and procedures to implement Regent policy in instances when the campus of employment is not the campus which is the creditor. Additional provisions of Regent policy address procedures for declaring past-due outstanding obligations and procedures for the determination of hardship by the Bursar's Office.
APS: Intercampus Implementation of Regents' Policy on Employees with Delinquent Financial Obligations (rescinded on 1/1/11)
RA: Policies on Employees with Delinquent University Loans
A. Determination of Salaries
The Laws of the Regents set forth provisions on the determination of salaries and guidelines for salaries, including a provision for a salary plan or plans as the Board may adopt.
B. Salary Increments
Administrative policy sets forth policies on compensation allocations to campuses and academic units, the role of the department, department chair and dean in individual merit increases, Regent criteria for merit increases, differentiated annual workloads, and the administrative salary grievance procedure.
C. Base, Supplement and Incentive Plan (BSI) Salary Plan for the School of Medicine
The Board of Regents approved a Base, Supplement and Incentive Plan (BSI) Salary Plan for the School of Medicine. This salary plan includes a statement of general policies and the BSI salary plan.
RA: Base, Supplement and Incentive (BSI) Salary Plan - School of Medicine
D. Salary Plan for Officers and Exempt Professionals
The Board of Regents has approved a salary plan for officers and exempt professionals. This plan includes policies for initial salaries and annual salary adjustments.
E. Basis for Service
Academic year salaries for faculty members are established on a "contract for service" basis and are not for time-related activity such as hourly, daily, or monthly. The University uses such time-related rates only as a convenience to prorate academic year salaries.
F. Pay Periods
Payday throughout the University is the last working day of the month, with the exception of June, which is paid on July 1. If the last day of the month falls on a weekend, payday is the preceding Friday.
Members of the instructional faculty have the option of receiving payment on a nine- or twelve-month installment basis. The nine-month installment basis provides one-ninth of the academic year salary monthly. The twelve-month installment basis provides one-twelfth of the academic year salary monthly.
An automatic bank deposit program for paychecks is available and may be mandatory on individual campuses.
As required by law, the University withholds federal and state income taxes from faculty earnings. Tax deduction amounts are determined by the exemption schedule filed by each employee on the W-4 form. Faculty members who wish to change their exemptions should file a new W-4 form in the personnel office. Tax deductions are reported to employees each year in January on the W-2 form, Withholding Tax Statement, which is used in completing tax forms. Mandatory CU Optional Retirement Plan and Social Security retirement contributions are deducted for those faculty members eligible to participate in the plans. In addition, deductions authorized by the faculty member for health/life insurance premiums, parking fees, credit union, tax sheltered retirement annuities, and similar items are made.
H. Compensation for Administrators Returning to Teaching
Compensation policies for administrators returning to teaching are set forth in Regent policy "Compensation for Administrative Officers Returning to AY Faculty Positions."
I. Deferred Compensation
Deferred compensation is not used as a form of compensation for employees of the University.
Administrative policy sets forth precepts on conflicts of commitment and conflicts of interest, examples of conflict situations, the process of disclosure, review, and evaluation of disclosures, and provisions for campus policies. The general policy of the Board of Regents on conflict of interest is set forth in Regent policy "Conflict of Interest - University Community."
The Board of Regents established "Conflict of Interest Guidelines for Officers, System Administration, and Board Employees," and approved policy on "Membership on Boards of External Corporations."
A. Additional Remuneration for Consultative Services (One-Sixth Rule)
Regent policies, "Additional Remuneration for Consultative Services" and "Consultative Privileges," set forth policy on additional remuneration for consultative services. Separate policies apply to faculty in the School of Medicine, who are subject to provisions of the Medical Services Foundation.
B. Additional Remuneration for Extra Work
Regent policy sets forth limited provisions for payment of faculty for extra work.
C. Additional Remuneration for Grant Funds Administered by the University
Grant funds administered by the University and derived from non-University sources for partial or complete support of sponsored research and related activities must be expended meticulously in accordance with the stated guidelines and policies of the granting agencies. Grant funds may not be used to increase an individual's regular (official) stipend for an academic year (i.e., for the period between the scheduled date of reporting for duty for the fall semester and the date of spring commencement). Exceptions will be made only with the explicit written authorization of the granting agency and the appropriate administrative review and approval within the University. All contracts and grants obtained by University employees must be managed through, and in accordance with policies of, the University of Colorado. (Source: Current Administrative Practice.)
D. Faculty Practice Plans at the Anschutz Medical Campus
for the Schools of Dental Medicine, Nursing, Medicine and Pharmacy at the Anschutz Medical Campus. Please contact the appropriate school or college for additional information on faculty practice plans.
"Sabbatical Assignments," a policy approved by the Board of Regents for eligible members of the faculty, sets forth rules and procedures regarding the grant of sabbaticals and is in compliance with state law and CCHE guidelines. The Board of Regents adopted a revision to this policy by approving "Guidelines for the Evaluation of Sabbatical Proposals that Coincide with a Major Change in Duties." Consult with appropriate campus officials regarding application of these rules and procedures. The Board of Regents eliminated the sabbatical leave program for unclassified executive staff.
A. Family, Medical and Parental Leaves
"The Family and Medical Leave Act of 1993" is a federal law requiring employers to provide up to 12 weeks of unpaid leave during a 12-month period for certain family and medical reasons. Please contact your campus Human Resources office for more information on family and medical leave entitlement, requests for leave, health plan benefits during unpaid leave, return from family and medical leave, continuation of the parental leave policy, records, confidentiality and implementation.
The Administrative Policy Statement, "Parental Leave for Faculty and Unclassified Staff," sets forth parental leave policy for faculty and unclassified staff.
B. Sick Leave
1. Sick Leave (Academic Personnel on Nine-month Appointments)
Sick leave benefits shall be available to instructors with annual appointments, senior instructors, assistant professors, associate professors, professors, and deans. These benefits come as applicable to an individual, shall start only when the University must hire a substitute for the person in question, or when the dean or other administrative superior, after consultation with the department concerned, shall so decide.
Each eligible person under the plan shall be entitled to one-half month of sick leave at full salary for each academic year of service rendered from the date employment began.
No benefits shall be paid after the termination of employment or after retirement.
Provided that, the words "academic year" in the committee's recommendation are held to mean any three quarters of service.
Provided that, not more than one-half month of sick leave at full salary may be accumulated in any calendar year.
Provided that, a certificate of a competent medical practitioner may be required with right of reexamination.
Note to the Reader: Persons on disability retirement are not eligible for sick leave benefits. Any illness which extends beyond six months should be reviewed for possible transfer to disability coverage.
RA: Regent Action 11/21/47 (modified consistent with Regent actions of 4/30/71 and 5/15/80 regarding sick leave for administrative officers)
2. Sick Leave (Academic Personnel on Twelve-month Appointments)
Academic personnel on regular twelve-month appointments (e.g., librarians, research associates) are covered by the same sick leave policies as unclassified personnel on twelve-month appointments. They accrue 1 1/4 days of sick leave per month, or 15 days per year. There is no limit on how much sick leave an employee can accrue. Employees working part-time earn sick leave on a prorated basis.
Other: Current Administrative Practice
C. Vacation for Academic Personnel with Twelve-Month Appointments
Vacation policies for academic personnel with twelve-month appointments are set forth in Regent Policy. Academic personnel on nine-month academic appointments do not have vacation benefits.
D. Leave for Political Candidates
Leave policies for political candidates are set forth in Regent policy.
E. Military Leave
The Board of Regents has approved military leave policies. Please See Regent Policy 11-H, (section III e).
Military Leave: Use of military leave shall be consistent with state and federal laws. Upon presentation of proper military orders, an officer, exempt professional, or a faculty member on a twelve-month appointment who is a reservist or member of the National Guard is granted up to 15 calendar days of leave with pay to attend training and/or active duty service ordered. This leave is not charged to vacation leave.
F. General Leave (Leave Without Pay)
It is current administrative practice that faculty members may explore with their department chairperson and/or appropriate administrative officials the opportunities for arranging for leave without pay. The terms and conditions for such a leave are negotiable on a case-by-case basis as determined by each campus and approved in writing by the President.
G. Leave Sharing
This administrative policy statement (APS) affirms the availability of leave sharing for all University officers, exempt professionals, and faculty on twelve-month appointments, and provides guidance regarding minimum procedural standards in its application, as may be further developed in campus and system administration policy statements.
A. Dismissal for Cause, and Termination
The Laws of the Regents establish a provision for the dismissal of faculty members on the grounds of demonstrable profession incompetence, neglect of duty, insubordination, conviction of a felony, or any offense involving moral turpitude upon a plea or a verdict of guilty or following a plea of nolo contendere, or sexual harrassment, or other conduct which falls below minimum standards of profession integrity. The Laws of the Regents include provisions for notification to the faculty member and referral to the Committee on Privilege and Tenure.
B. AAUP Statement on Termination and Dismissal
The Board of Regents adopted sections of AAUP's "1940 Statement of Principles on Academic Freedom and Tenure" referring to tenure of faculty members. Effective October, 1984, all testimony presented at hearings shall be recorded on tape. See "Panel Procedures for Processing Cases - - University Committee on Privilege and Tenure."
C. Nonreappointment, Denial of Promotion or Tenure
The Laws of the Regents establish provisions for grievances and the role of the Committee on Privilege and Tenure. Prerogatives for review by the Senate Committee on Privilege and Tenure are contained in the Standards, Processes and Procedures Document.
A. General Policy
The Regents established provisions for termination of faculty for the reasons of program discontinuance.
Policies for program discontinuance are set forth in Administrative Policy Statement "Implementing Program Discontinuance." Regent policy, "Program Discontinuance," forms the basis for the APS. The Laws of the Regents establish provisions for termination of faculty for the reasons of program discontinuance.
The appointment of a faculty member who is an employee-at-will is terminable by either the faculty member or the University at any time. Employee-at-will provisions apply to all faculty except tenured, tenure-track and specialty track faculty members whose primary job assignment is clinical care. (For a related discussion of tenured faculty, tenure-track faculty and non-tenure-track faculty see Part Three, Section I.)
State law requires that any employment contract for an at-will employee must contain terms that clearly state the at-will nature of the employment and that describe other provisions of the statute as they may be amended from time to time.
The Laws of the Regents set forth principles on non-discrimination of employees. The Board of Regents reaffirmed its commitment to these principles.
The Board of Regents established policy regarding the needs of disabled persons in the University community. Sections 503-504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990 prohibit discrimination against otherwise qualified disabled persons, and require that reasonable accommodations be made for such persons.
"University-wide Affirmative Action Policies" include policies on hiring, promotion, evaluation, other personnel practices and retrenchment. Administrative policy describes the authority and responsibilities of the chancellors' offices and president's office for affirmative action programs and goals. The president's office issued an "Affirmation of Policy" on affirmative action.
See also Part Six, Section 1 for further information on non-discrimination policies.
RA: University-Wide Affirmative Action Policies
Other: Affirmation of Policy, Office of the President
B. Commitment to Diversity
The Board of Regents has reaffirmed, by Regent resolution, its commitment to the promotion of diversity in the University community.
A. Faculty Recruitment and Hiring
Administrative policy reaffirms Regent law to recruit mainly in the lower ranks and is a statement of policy on those circumstances which justify hiring at higher ranks.
B. Employment Assistance for Dual Career Couples
The University may attempt to accommodate the employment needs of dual career couples when such accommodation may benefit the University.
C. Conflict of Interest and Nepotism
Administrative policy establishes procedures to insure that Regent policies on conflict of interest and nepotism are implemented.
A. Appointment Guidelines
Appointment guidelines set forth in the Laws of the Regents require that appointments shall be made in accordance with subsection 2.A.4(B) or 3.B.1(F) of the Laws of the Regents.
B. Review and Approval of Personnel Actions
Administrative policy sets forth policies and procedures to implement requirements for the approval of appointments.
C. Appointment to the Faculty of the Graduate School
Procedures for the appointment of regular and special members to the faculty of the Graduate School are set forth in the "Rules of the Graduate School" of each campus. Copies of these rules are available from the campus resident dean of the Graduate School.
A. Conditions of Appointment - Employee-At-Will Status of Some Faculty
(Note to the Reader: For a related discussion see Part Three, Section I.)
Contracts of employment are by appointment. The Laws of the Regents establish tenured, limited, indeterminate, or at-will appointments. Faculty who have been awarded tenure hold tenured appointments. Tenure-track faculty hold limited appointments that are granted for a specific period of time. Non-tenure-track faculty hold indeterminate appointments that are not granted for a specified period of time.
Employee-at-will provisions of Colorado law apply to all faculty except tenured faculty, tenure-track faculty, and specialty track faculty whose primary job assignment is clinical care. With the exception of those specialty-track faculty, non-tenure-track faculty members are deemed by state statute to be employees-at-will. The appointment of an employee-at-will is terminable by either the faculty member or the University at any time.
State law requires that any employment contract for an at-will employee must contain terms that clearly state the at-will nature of the employment and that describe other provisions of the statute as they may be amended from time to time
B. Terms and Conditions in Writing (Letters of Offer and Contracts)
Administrative policy sets forth policies and procedures for campus authorization for recruitment, letter of proposed offer and contract, additional information provided to prospective faculty members, contracting authority, subsequent appointment actions and standards of notification. As set forth by the Laws of the Regents, the terms and conditions of every appointment shall be in writing.
C. Special Conditions of Appointment
The Laws of the Regents set forth special conditions for the appointment of faculty, including conditions for the appointment of volunteer clinical faculty at the School of Medicine and senior faculty of the School of Medicine whose salaries are paid by affiliated institutions.
D. Oath Requirement
The Board of Regents has approved policies on the implementation of the statutory oath or affirmation required by Colorado law.
RA: Resolution to Repeal "Regents' Oath" and Implement Statutory Oath or Affirmation
CRS: Professors, Instructors, and Teachers in State Institutions of Higher Education to take Oath or Affirmation (CRS §22-61-104)
E. The Immigration Reform and Control Act (IRCA) of 1986
Each campus HR office has its own IRCA policy which meets their needs and is consistent with current laws. For more information, contact your campus HR office.
A. Standards, Processes, and Procedures for Comprehensive Review, Tenure and Promotion
The Administrative Policy Statement titled "Standards, Processes and Procedures for Comprehensive Review, Tenure and Promotion" is to be applied in making appointment, reappointment, tenure and promotion recommendations on all campuses, in all schools and colleges.
B. Presidential Review Process
Administrative Policy Statement "Standards, Processes, and Procedures for Comprehensive Review, Tenure and Promotion," defines those circumstances under which the president's office will review individual faculty personnel recommendations made by the campus chancellors and clarifies the relationship of the president's office to the campuses in faculty personnel administration.
A. Eligibility for Tenured Appointment
The "Standards, Processes, and Procedures for Comprehensive Review, Tenure and Promotion" APS is to be applied in making tenure recommendations on all campuses, in all schools and colleges. Article 5 of the Laws of the Regents sets forth eligibility provisions for tenured appointments.
B. Tenure Probationary Period
The "Standards, Processes and Procedures for Comprehensive Review, Tenure and Promotion" APS is to be applied in making tenure recommendations on all campuses in all schools and colleges. Article 5 of the Laws of the Regents sets forth provisions for the tenure probationary period.
C. Tenure Policies for Librarians
Administrative policy sets forth provisions for the implementation of tenure policies and procedures for librarians (see section XIII).
A. Tenure-Track Faculty
The Laws of the Regents set forth provisions for the evaluation of pre-tenured faculty. The APS titled "Performance Ratings for Faculty" distinguishes the process leading to the award of tenure from annual merit performance evaluation.
B. Tenured Faculty (Post-Tenure Review)
2. Post-Tenure Review
The Laws of the Regents establish provisions for the periodic valuation of tenured faculty. Administrative policy sets forth policies on post-tenure review and includes procedures for Regular Review, Performance Improvement Agreement, Extension Review, the Development Plan, sanctions and assessment of post-tenure review.
C. Multiple Means of Teaching Evaluation
Administrative policy sets forth the responsibility of primary units to evaluate the teaching of their individual faculty members for the purpose of making informed decisions regarding all merit-based salary adjustments and reappointment, promotion and tenure actions.
D. Faculty-Course Evaluation
Policies for faculty-course evaluation are set forth in Regent action "Faculty-Course Evaluation."
A. Grievances Involving Reappointment, Tenured Appointment, and/or Promotion
(Note to the Reader: See Section VIII-B for information on grievances not involving reappointment, tenured appointment and/or promotion.)
1. Committee on Privilege and Tenure
The Laws of the Regents set forth provisions on grievances and the role of the Committee on Privilege and Tenure. The Rules of the Faculty Senate set forth rules on the composition, functions and procedures of the Committee on Privilege and Tenure.
Other: Faculty Senate Constitution 
2. Panel Procedures for Processing Cases - University Committee on Privilege and Tenure
"Panel Procedures for Processing Cases - University Committee on Privilege and Tenure," defines the scope of panel operations and establishes procedures for commencement of a grievance, investigation of a case (first panel), and termination of proceedings (first panel). Also described are procedures for determining the nature of hearings (second panel), conducting informal hearings (second panel), conducting formal hearings (second panel), and terminating a case. References throughout the "Panel Procedures for Processing Cases - University Committee on Privilege and Tenure," will ordinarily be to the chancellor only. There may be cases involving the chancellor, however, in which the president may necessarily be the proper person to receive notice.
B. Grievances Not Involving Reappointment, Tenured Appointment, and/or Promotion
The Laws of the Regents set forth provisions on grievances not involving reappointment, tenured appointment, and/or promotion. Faculty members and administrators are encouraged to manage or resolve conflicts through direct communication at the lowest appropriate level. The grievance procedure should be utilized only when informal avenues toward reaching a mutually acceptable resolution have been exhausted.
The Laws of the Regents set forth provisions on retirement and health, dental, life and disability benefits.
The Benefit-Manager's Office maintains a benefits website that offers information on faculty benefits. Benefit information for retirees is also provided. As a courtesy, this handbook provides an electronic link to the University of Colorado Benefits Website. (This information is put together by the Benefits-Manager's Office and is not incorporated into this Faculty Handbook.)