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This presentation provides a detailed overview of academic staff appointments at the University of Wisconsin-Milwaukee (UWM), covering probationary, indefinite, and fixed-term appointments, as well as the review process for promotions. It includes information on non-renewal notice periods, prior service credit, annual evaluations, and resources available at UWM.

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  1. Welcome to

  2. Overview of Presentation • Appointments • Prior Service Credit • Indefinite Appointment/Review Process • Annual Evaluations

  3. Appointments/Contracts • UWS 10 and UWM Chap. 104 state that Academic Staff may be appointed to the following types of appointments: • Probationary • Indefinite • Fixed Term • Rolling Horizon/ Multi-Year (fixed term)

  4. Fixed Term Appointments • Each UWS institution may employ academic staff members on fixed term appointments. • Such appointments shall be for a fixed term to be specified in the letter of appointment, are renewable solely at the option of the employing institution and carry no expectation beyond their stated term, regardless of how many times renewed.

  5. Fixed TermRolling Horizon/Multiple Year • Fixed term appointments may be made for more than one year as either ‘multiple year’ or ‘rolling horizon’ appointments. • Multiple year appointments are made for a fixed period of time and are reviewed for possible extension at the end of the contract period. • Rolling horizon appointments are usually made for more than two years and are reviewed and may be extended annually.

  6. Probationary Appointments • A probationary appointment is defined in UWM Chap. 104.3 as an academic staff appointment leading either to review and a decision on indefinite appointment or to non-renewal of the appointment. • The probationary period at UWM shall not be for less than one year or greater than seven years.

  7. Non-renewal Notice Periods • Fixed Term: • Three months notice before the end of the appointment in the first two years, and six months thereafter for staff members on grants, contracts, or short-term funding. • Three months before the end of the appointment in the first two years; six months advance notice in the third through the sixth year, and 12 months thereafter for staff members not on grants, contracts, or short-term funding. • If the employment contract states that renewal is not intended, no further notice is required.

  8. Non-renewal Notice Periods • Probationary Appointments: • Three months notice before the end of the appointment in the first year, at least six months notice before the end of the appointment in the second year, and at least 12 months notice thereafter. • Limited Appointments: • When a limited appointment is terminated, the notice period is applied to the concurrent appointment.

  9. Prior Service Credit • Up to but not exceeding three (3) years of prior appropriate service outside of UWM may be counted in the probationary period. • Up to but not exceeding four (4) years of full-time equivalent service in a fixed term position at UWM may be counted as part of a probationary period. • The initial employment contract for a probationary appointment must clearly state the amount of prior service to be counted in the probationary period.

  10. Indefinite Appointment • An indefinite appointment is an appointment of 50% or more with permanent status and granted for an unlimited term. • Academic Staff may be granted indefinite appointment prior to the end of their probationary period, but not before one year of probationary service is completed. • An indefinite appointment is not acquired solely because of years of service.

  11. Review Process for Promotion to Indefinite Appointment • Indefinite appointment is a unique status offered to academic staff members. It is the culmination of years of service and professional development. But it is not automatic! • The entire review process must be completed no later than the quarterly date preceding the end of six years of probationary service as determined by the date of appointment. • Workshops are held annually: all probationary academic staff and their supervisors are invited and encouraged to attend.

  12. Annual Performance Evaluations • All academic staff who hold a position of 50% or greater, should be reviewed in the sixth month after the initial appointment and then annually in conjunction with and prior to the merit exercise. • Every academic staff employee should write a self-evaluation annually. • A written evaluation and a conference should be given to every academic staff employee annually by their supervisor.

  13. Resources at UWM • Employee Development • http://www.mydevelopment.uwm.edu • UWM Department of Human Resources • http://www.uwm.edu/Dept/HR • Academic Affairs • http://www.uwm.edu/Dept/Acad_Aff • Secretary of the University’s Office • http://www.uwm.edu/Dept/SecU • Unclassified Personnel Guidelines (UPG) • http://www.uwsa.edu/hr/upgs/upg.htm

  14. UWMCommunity Contacts • Academic Staff Committee • http://www.uwm.edu/Dept/SecU/asgov/ • Unit Business/Personnel Representatives • http://www.uwm.edu/Dept/HR/refmaterial/htms/prubr.htm • Mentoring Program • http://www.uwm.edu/Dept/Acad_Aff/FMP • UWM Golda Meir Library • http://www.uwm.edu/Dept/Library/ • Parking and Transit • http://www.uwm.edu/Dept/Tran/

  15. Thank you for attending!

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