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Article 4. Standards And Criteria For Personnel Reviews, Recommendations and Decisions.

Section 4.1 Standards in Personnel Decisions
Section 4.2 Relationship of Affirmative Action Goals to Initial Faculty Appointments
Section 4.3 Relationship of Program Plans to Personnel Decisions
Section 4.4 Relationship between Employment Status and Academic Status
Section 4.5 Conflict of Interest

Section 4.1 Standards in Personnel Decisions. High professional standards must be the basis for all personnel decisions. Personnel recommendations and decisions shall be made only after a review of all the qualifications and all the contributions of the individual in the areas of academic endeavor specified in this document.

Section 4.2 Relationship of Affirmative Action Goals to Initial Faculty Appointments. Considering the nature of the positive contribution that affirmative action makes to the diversity of perspective that is essential to the well-being of the department and the campus community, all initial appointments of academically-salaried faculty members shall be consistent with relevant affirmative action goals at the department, school, campus, and University levels.

Section 4.3 Relationship of Program Plans to Personnel Decisions. All initial appointments, reappointments and promotions, including those in the Tenure Track through the Tenure Decision Year, shall be consistent with program plans at the department, school, campus, and University levels.

Section 4.4 Relationship between Employment Status and Academic Status. Faculty appointments fall into three categories based on their employment status and the extent to which their employment is based on academic contributions to the Medical School. These categories are as follows:

  1. University Salaried (including individuals listed as academically-salaried and professionally- salaried)
  2. UMMHC-Salaried
  3. Voluntary Faculty

Section 4.5 Conflict of Interest. No faculty member or administrative official shall participate directly in any recommendation or decision relating to appointment, reappointment, promotion, tenure, or other condition of employment at the University of any individual with whom that faculty member or official has close personal ties, including but not limited to, a parent, child, spouse, sibling, parent-in-law, sibling-in-law, child-in-law, or stepchild of said faculty member or official. Exception may be granted by the President of the University if he/she deems that it would be in the best interests of the University and in accordance with relevant state law to grant a waiver of this prohibition. A faculty member or administrative official shall withdraw from participation in any personnel recommendation or decision involving actual or potential conflict of interest as described above.