If, after conducting a final review of appropriate materials and allowing the faculty member an opportunity to be heard at the conclusion of the Performance Improvement Plan, the School Chair and Dean determine that the faculty member has failed to make sufficient progress in performance as outlined in the performance improvement plan (or has refused to engage reasonably in the process), the School Chair and Dean will propose appropriate remedial action corresponding to the seriousness and nature of the faculty member’s deficiencies. 

  1. The faculty member may appeal the Unsuccessful Post-Tenure Review or the School Chair and Dean’s assessment that the faculty member has failed to make sufficient progress as outlined in the Performance Improvement Plan (PIP) to the Faculty Post-Tenure Review Appeals Committee, following the procedures outlined in 3.3.9.4 Post-Tenure Review Appeals. 
  2. Within five (5) business days of receiving the recommendation(s) from the Faculty Post-Tenure Review Appeals Committee, the Provost shall send an official letter to the faculty notifying them of the decision. 
  3. The faculty member may appeal to the President of the institution within five (5) business days of receiving the decision from the Provost. The President’s final decision shall be made within ten (10) business days of receipt of the faculty member’s appeal and should notify the faculty member of their decision and the process for discretionary review application as provided for in Board of Regents’ Policy. 
  4. If the remedial action taken is dismissal by the President, the faculty member may complete their faculty assignment for the current semester at the discretion of the institution; however, the semester during which a final decision is issued will be the last semester of employment in their current role.
  5. However, if the remedial action is separation from employment, the faculty member has the right to request a final faculty hearing for the purpose of confirming that due process was followed in reaching the decision of separation of employment. The outcome of the faculty hearing will not be binding, but only advisory to the President who will make the final decision. The procedures of this final faculty hearing will be governed by the procedures found in Post-Tenure Review in the Academic & Student Affairs Handbook.
  6. An aggrieved faculty member may seek discretionary review of the Institute's final decision pursuant to Board of Regents’ Policy on Applications for Discretionary Review (6.26).