UNC CHARLOTTE-SPECIFIC Resources for Administrators

• New Administrator Booklet A quick reference guide to get you started
• Chair/Director Roles and Responsibilities – spoiler alert. There are a lot
• This guidance outlines the Roles and Responsibilities of Faculty at UNC Charlotte
• Click here to access the UNC Charlotte Faculty Policy Quick Reference Chart.
• UNC Charlotte Academic Policy and Procedure: Evaluation of Academic Administrators A regular, ongoing evaluation of the performance of academic administrators is essential to improve administrative performance and assure accountability for the achievement of institutional goals
• Governance & Senior Administration Organizational Chart

Checklist for Chairs Upon Hiring a New Faculty Member

• Encourage New Faculty to sign up for a Mentor on the ADVANCE FADO website. Mentees in ADVANCE FADO Mentor Program are intentionally placed with mentors outside of their units. This programming is not meant to replace new faculty mentors within the new faculty’s own unit, but is designed to provide the opportunity for new faculty to meet with faculty from around campus, and to hear different perspectives.
• Make sure new faculty are aware of the Podcast Series, Only Faculty in the Building, our Office has developed to introduce new faculty to Offices and people on campus who can help them be successful in their first few years here.
• Chair Duties for New Faculty – what you should be doing for your new hires
• Checklist of items you should be doing for new faculty hires
• That New Hire Needs Your Help
• How To Help New Hires

Faculty Procedures, Policies and Regulations Including RPT

• University Policy 102.13, Tenure Policies, Regulations, and Procedures of the University of North Carolina at Charlotte
• Academic Policies
• Faculty Governance
• Academic Personnel Procedures Handbook
• Faculty Development and Resource Directory
• University Policies, Standard & Notices

Important Information for Department/Unit Review Committees and College Review Committees

Powerpoint used in Best Practices in Holistic Faculty Review Workshop, presented by: Yvette Huet – ADVANCE Faculty Affairs and Diversity Office; Sarah Edwards – Associate Vice Chancellor for Legal Affairs and Deputy General Counsel and Holly Middleton – Associate Director of Engaged Scholarship

References Related to Bias in Evaluations

• Antonio, Anthony “Faculty of Color Reconsidered: Reassessing Contributions to Scholarship” The Journal of Higher Education, Vol 73, No. 5 (September/October 2002)
• “Rising Above Cognitive Errors: Guidelines for Search, Tenure Review and Other Evaluation Committees” by Joann Moody)
• Too Nice to Land a Job – This article in Inside Higher Ed details research that shows that women faculty who are described in letters of recommendation as being “caring,” “compassionate” or other communal words find their chances of being hired are hurt more than are men’s chances. The National Science Foundation funded the research, which was published in the Journal of Applied Psychology.

• Numerous resources from The Georgia Institute of Technology regarding Biases in Evaluation Processes. Resources are categorized as follows: Cultural Biases, Professional Climate, Organizational Changes and Evaluation Procedure
• The Gender Bias Calculator was inspired by this AWIS blog post on gender biases in recommendation letters. The blog post and the scientific paper it is based on also explain why gender bias is important
• List of Resources Discussing Student Evaluations and the RPT Process, Particularly as they Pertain to Women and URM Faculty

Faculty Illness: Academic Procedure

Every year, some faculty experience illness severe enough to keep them out of the classroom for at least a few days.  On these occasions, faculty notify their students and department chairs and adjust assignments as needed.  If the illness is prolonged, it is the responsibility of the department chair to identify a qualified substitute instructor to assume responsibility for the class(es).  

Family and Medical Leave FMLA

• FMLA should be applied for when an absence lasts longer than 3 days due to illness or other medical conditions. This protects the employee and the employer to comply with the law. If there is a planned absence such as maternity or a surgery, FMLA can be applied for up to 30 days in advance. Click here to learn more
• Family and Medical Leave for Nine-Month Faculty: University Policy 102.6
• This policy addresses how faculty with academic year (9-month) appointments with qualifying conditions are covered under the Family and Medical Leave Act (FMLA).
• PIM 09: Family and Medical Leave

Procedures for Resolving Faculty Grievances (arising under Section 607(3) of The Code of The University of North Carolina)

• Click here for more information