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Model Clause on the Appointment of Senior Academic Administrators

1
Senior academic administrators are persons who hold an academic staff appointment but are excluded from the bargaining unit by virtue of their administrative position.

2
In light of their role and responsibilities, senior academic administrators shall have significant and relevant experience in academia, including teaching and research, familiarity with the principle and practice of collegial governance. Librarian administrators shall have appropriate academic credentials such as a Master of Library Science (MLS) or equivalent and relevant experience in librarianship.

3
In keeping with the principle and practice of collegial governance, search committees for senior academic administrators shall be constituted so that a majority of committee members are academic staff members elected by the academic staff association. The composition of the committee and the search itself shall be consistent with the equity policies and requirements of this agreement.

4
Search committees for a senior administrative officer of a specific administrative unit (e.g., a Dean or University Librarian¹) shall have no fewer than two-thirds of the academic staff association members on the search committee to be drawn from that administrative officer’s administrative unit. Once appointed or elected to the search committee, a committee member cannot apply or be considered for the position.

5
The search committee shall be responsible for developing the description of the position and the criteria for appointment. The employer shall advertise the position in accordance with the recommendation of the search committee.

6
The search committee shall invite the nomination of and applications from internal candidates from the academic unit in question, and may, if necessary, invite applications from external candidates.

7
All nominations and applications shall be reviewed and considered under a set of criteria established by the search committee and a short list of candidates shall be interviewed.

8
The search committee shall provide a venue for a public presentation by each short-listed candidate and invite attendees to submit their comments in writing to the committee.

9
The search committee shall recommend a single candidate determined by a majority vote cast by secret ballot.

10
If the employer rejects a recommendation of the search committee, the search committee shall be provided with a written statement of reasons for the decision, and be invited to reconsider the matter. The employer may not suggest alternative candidates, different selection criteria, or other significant changes to the nature of the appointment. In the event that the search committee is unable to recommend an alternative candidate, the employer shall be invited to reconsider the appointment of the committee’s recommended candidate. If no resolution can be reached, the position shall be readvertised.

11
Appointments to senior administrative positions shall be for a specified term and shall be renewable for one additional term. If an incumbent seeks a renewed appointment, the senior administrator’s performance in office shall be reviewed by a search committee constituted under the terms of this article. A recommendation for the renewal of the appointment requires support of at least 75% of the committee. An incumbent may apply for a third term, but the search committee shall advertise the position, conduct a search, and assess the incumbent’s application along with that of other applicants.

12
The provisions of the agreement for tenure/continuing appointment and for promotion in rank shall apply to senior academic administrators. While in office, a senior academic administrator may apply for promotion in rank in accordance with the provisions of the collective agreement. In the case of an external appointment, the individual’s academic appointment shall be in accordance with the assessment and recommendation of appointments under the collective agreement.

13
A senior academic administrator shall have an academic salary in accordance with their academic appointment and rank. While in office, this salary shall be adjusted in accordance with the collective agreement. An academic administrator may receive additional compensation for administrative work. When an academic administrator returns to the bargaining unit, this additional compensation shall no longer be paid, and the individual’s academic salary shall be in accordance with the terms and conditions of the collective agreement. 

14
A review of a senior academic administrator’s administrative performance shall have no effect on the individual’s academic appointment. Removal from an administrative position is not removal from an academic position. The removal from an academic position is procedurally distinct and must follow the relevant provisions of the collective agreement.²

15
The appointment of an academic administrator in an acting capacity shall only be for the reason of permitting time for a full search under the provisions of this article. Such an acting appointment shall be for no longer than 12 months.

16
If, during the term of the collective agreement, the employer creates a new senior academic administrative position, as defined under 1 above, the appointment, including the search to fill the position, shall be in accordance this article. The composition of the search committee shall be subject to the agreement of the employer and the academic staff association.


Endnotes
1.  See CAUT Guidelines for the Appointment and Review of University Chief Librarians and Other Library Administrators Outside the Bargaining Unit (2003).

2.  See CAUT Policy Statement on Early Review of an Academic Administrator’s Performance (2005).