CAUT | ACPPU
Canadian Association of University Teachers
CAUT Policies
Policy Statement on Renewal of Tenure-track Appointments
1
A “tenure-track” appointment is an appointment with the expectation that the academic staff member will demonstrate appropriate levels of scholarship, teaching competence, professional activities and service to be awarded tenure at the end of the period. The length of contracts varies across Canadian post-secondary institutions. In some cases there is only one contract that is followed by consideration for tenure; in others, there may be an initial contract followed by consideration for a second appointment that terminates in consideration for tenure. Generally the length of the period, whether through one or two appointments, ranges from four to six years.
2
The duration, conditions, as well as the criteria and standards of tenure-track appointments should be clearly stated, in writing. The period of the tenure-track appointment should be adequate for the Member to establish a record that can speak to the stated conditions and criteria; this period should not normally exceed six years, in the first instance. Members can apply for early consideration for tenure. Extensions to the probationary period shall be granted where appointees enter into an extended period of leave including, but not restricted to, maternity, parental, compassionate, and sick leave. Any such leave period(s) should fully reflect the provisions of the language governing such leave(s). Any applications for early consideration of tenure or for acceptance of extensions of the probationary period should be at the discretion of the appointee.
In cases where two contracts are the route to tenure consideration, the procedures and criteria used as part of the renewal process should be in writing and must be acceptable to the academic staff association. The procedures for renewal of contracts should be based on principles of fairness and natural justice. When assessing candidates for renewal, recognition must be given to different and diverse experiences of various marginalized groups. Diverse substantive contributions to knowledge must be welcomed in the post-secondary institution. The procedures should, at a minimum, allow for the candidate to present their case for renewal to the academic review body considering their case, to appear before that body to present written and oral evidence and to have the right to address any perceived deficiencies noted by the committee. Candidates should be given sufficient and written notice of any meetings where their case for renewal will be considered. In cases where the decision is not to renew, the burden of proof is on the employer to justify that decision, strictly in accordance with and in reference to the stated procedures and criteria.
3
At the academic unit level, the recommendation on renewal should be made by the candidate’s academic unit. In cases where the size of the unit dictates otherwise, the recommendation may be made to the full academic unit by an elected committee from the academic unit.
In cases where the decision is not to renew, the candidate must be given written reasons for that decision. Negative decisions on renewal should be grievable and subject to binding arbitration with the arbitrator having the right to consider both procedural and substantive issues and to reverse the decision that renewal not be granted. Budgetary considerations are not valid reasons for non-renewal since the employment of members should only be affected for budgetary reasons in accordance with negotiated procedures respecting redundancy and financial exigency.
4
If there are at the time of the appointment any specific conditions that must be met before an appointment can be renewed, e.g., the completion of a doctoral degree, these should be clearly communicated in writing to the academic staff member. Furthermore, academic staff members should be made fully aware of the criteria by which they will be evaluated. Consideration for renewal should take place according to the criteria in place at the time of the initial appointment. Termination of a contract before its expiry can only be for just and proper cause under the terms of the collective agreement and subject to grievance and arbitration.
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