The following options are available to Appointed Professionals, scheduled to work at least 0.5 FTE for 6 months or more. For Policies applicable to other employment categories, visit the Dispute Resolution page.
Annual Performance Review
| Appeal Process | Applicable Policy |
|---|---|
|
Appeals of performance reviews are made in writing to the administrative head of the next level; i.e., the person to whom your supervisor reports. The same process is used for appealing a review related to a non-faculty appointment. Deadline: 30 days after receipt of written performance review |
Continuing Status Professionals: Academic Professionals: University Handbook for Appointed Personnel 4B.2.03 Service Professionals: University Handbook for Appointed Personnel 4C.2.03 |
Contract Nonrenewal: All Professionals
For all types of professionals, a nonrenewal decision is final, and the employee is not entitled to a statement of reasons for that action.
- Continuing Status/Continuing Eligible Professionals: The president makes decisions on nonrenewal, which are final. University Handbook for Appointed Personnel 4A.4.03
- Service Professionals: The employee’s immediate administrative head makes nonrenewal decisions, which are final. University Handbook for Appointed Personnel 4C.3.04
- Academic Professionals: The employee’s dean or division head makes nonrenewal decisions, which are final. University Handbook for Appointed Personnel 4B4.04
Denial of Promotion
Continuing Status/Continuing Eligible Professional
- Denial of Promotion or Continuing Status: Decisions on promotion and continuing status are made by the provost and are final. The employee may request a statement of reasons for the action, but does not have appeal rights: University Handbook for Appointed Personnel 4A.4.05
Academic Professional
| Appeal Process | Applicable Policy |
|---|---|
|
Dean or division administrator makes promotion decisions. Denial of promotion may be appealed to the Provost. Deadline: Within 30 days of decision by dean or division administrator |
University Handbook for Appointed Personnel 4B.3 |
Dismissal or Suspension: All Professionals
| Appeal Process | Applicable Policy |
|---|---|
|
Written request is filed with Committee on Conciliation for review and investigation. Committee submits findings and recommendations to the president for approval. If the professional is willing to accept precedents determined, then the case is closed. OR If the employee does not accept the determination, then the case goes to the Committee on Academic Freedom and Tenure (CAFT) for a formal hearing. |
Arizona Board of Regents Policy 6-302(I) Continuing Status Professionals: University Handbook for Appointed Personnel 4A.4.02 Academic Professionals: University Handbook for Appointed Personnel 4B.4.02 Service Professionals: University Handbook for Appointed Personnel 4C.3.02 |
Grievances and Complaints by or against Appointed Personnel
This procedure applies to complaints that are not provided for in chapters 3, 4, and 5 of the University Handbook for Appointed Personnel. Those chapters cover appeals for such issues as performance evaluation, appointment, nonrenewal, promotion, continuing status, and tenure.
| Appeal Process | Applicable Policy |
|---|---|
|
Grievance or complaint is filed with the immediate administrative head of the individual about whom the grievance or complaint is made. Deadline
The immediate administrator's decision may be appealed to the next administrative level. Deadline: 10 days from receipt of immediate administrator’s decision. Appointed personnel who are not members of the General Faculty may file a petition with the Committee on Conciliation and, if conciliation is not possible, then subsequently with the Committee on Academic Freedom and Tenure (CAFT) for a formal hearing. |
University Handbook for Appointed Personnel Chapter 6 |
Discrimination or Sexual Harassment
The University of Arizona Nondiscrimination and Anti-harassment Policy prohibits discrimination on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or genetic information.
| Appeal Process | Applicable Policy |
|---|---|
|
Complaints are investigated by the Office of Institutional Equity. Deadline: 180 days from most recent allegedly discriminatory act OIE’s finding of fact is not subject to appeal. However, the employee may appeal any disciplinary action imposed by following the relevant the appeals process. |
Nondiscrimination and Anti-harassment Policy |
Whistleblower Complaint
The Arizona Board of Regents “Protection of Employees from Reprisal for Whistleblowing” designates an appeal process when an employee believes an adverse personnel action was taken against him or her in retaliation for the employee making a good faith disclosure of alleged wrongful behavior.
| Appeal Process | Applicable Policy |
|---|---|
|
Appeal is submitted to and investigated by a university officer such as the president, provost, vice-provost, vice-president, dean, or non-academic department director. University officer issues decision within 45 days, which is then implemented by the immediate supervisor within 10 days. Deadline: Employee may request a hearing within 15 days of receipt of university officer’s decision. |
Arizona Board of Regents Policy 6-914 |