Common use of Multi-Year Contract Appointments and Reappointments Clause in Contracts

Multi-Year Contract Appointments and Reappointments. Each candidate for a multi-year appointment or reappointment contract shall undergo a thorough and rigorous review of his or her qualifications for continued employment at the College/University, and such employee will be expected to present evidence of past performance and future potential such as to warrant the granting of a multi-year contract in the candidate's professional staff position. Subsequent to a notice of non-renewal to an employee, a College/University may, in its discretion, declare the terminal year of a then current multi-year contract as a Performance Improvement Year to be accompanied by a Performance Improvement Plan (PIP). The College/University’s declaration of the Performance Improvement Year provided herein shall dismiss any pending grievance challenging the non-renewal. The PIP shall be developed in consultation and cooperation with the employee and representatives of the LOCAL union, provided however that the College/University shall have final decision making authority as to the content of the PIP, which is not subject to review. If the College/University determines, in its discretion, that the professional staff member has complied with the PIP the professional staff member shall be eligible for renewal of their contract in accordance with Section A of this Appendix. Failure to comply with the PIP shall subject the professional staff member to non-renewal at the conclusion of the year. Notice of non-compliance shall be provided to the professional staff member no later than April 1 of the terminal contract year. In the event of a dispute over the compliance of the PIP, the employee may appeal to the President or his/her designee for administrative review. The final determination of whether to renew a contract after a terminal PIP year shall not be subject to the contractual grievance/arbitration provision.

Multi-Year Contract Appointments and Reappointments. Each candidate for a multi-year appointment or reappointment contract shall undergo a thorough and rigorous review of his or her qualifications for continued employment at the College/University, and such employee will be expected to present evidence of past performance and future potential such as to warrant the granting of a multi-year contract in the candidate's professional staff position. Subsequent to a notice of non-renewal to an employee, a College/University may, in its discretion, declare the terminal year of a then current multi-year contract as a Performance Improvement Year to be accompanied by a Performance Improvement Plan (PIP). The College/University’s declaration of the Performance Improvement Year provided herein shall dismiss any pending grievance challenging the non-renewal. The PIP shall be developed in consultation and cooperation with the employee and representatives of the LOCAL unionLocal UNION, provided however that the College/University shall have final decision making authority as to the content of the PIP, which is not subject to review. If the College/University determines, in its discretion, that the professional staff member has complied with the PIP the professional staff member shall be eligible for renewal of their contract in accordance with Section A of this Appendix. Failure to comply with the PIP shall subject the professional staff member to non-renewal at the conclusion of the year. Notice of non-compliance shall be provided to the professional staff member no later than April 1 of the terminal contract year. In the event of a dispute over the compliance of the PIP, the employee may appeal to the President or his/her designee for administrative review. The final determination of whether to renew a contract after a terminal PIP year shall not be subject to the contractual grievance/arbitration provision.