Faculty and Academic Staff Classifications & Job Titles

Rank definition: 
Assistant Professor (untenured) 
Associate Professor (typically tenured but can be untenured based on initial appointment) 
Professor 
Distinguished Professor 

Qualifications: Must meet employment requirements, spoken English language competency (per KBOR requirements), and the minimum qualifications for instructional responsibilities as outlined in the university policy on Minimum Qualifications for Individuals with Instructional Responsibilities. PhD or equivalent terminal degree is required.  

Terms:Academic year appointments, with potential for additional summer effort and pay. Full time – unless on an approved phased retirement appointment. Tenure-track line faculty members hold annual appointments until awarded promotion and tenure. Appointments with tenure are continuous. Primary appointment is in an academic unit but may also have a joint or courtesy appointment in an administrative role or with another academic unit or research center. Appointment terms may be different when also holding an administrative position or joint appointment.  

Has sabbatical eligibility upon meeting criteria [https://policy.ku.edu/provost/sabbatical-leave-policies]. Has regular Principal Investigator (PI) status [Principal Investigator Status Policy | Policy Library]. Covered by the memorandum of agreement between KU and UAKU unless also holds an administrative title that is not covered.  

General Responsibilities and Workload/FTE Standards: Duties are in all three areas of research/scholarship/creative activity, teaching/instruction, and service. Standard workload distribution of 40% research, 40% teaching, and 20% service [Tenured and Tenure-Track Faculty Teaching Workload | Policy Library]. Eligible for differential allocation of effort based on the Differential Allocation of Effort policy [Differential Allocation of Effort (DAE) | Policy Library]. Workload distribution may differ if the employee also holds an administrative position. Workload should be reviewed and updated annually by the employee and supervisor.  

Evaluation Criteria & Processes: Evaluated annually utilizing criteria and methods developed by the unit in alignment with university policy and the collective bargaining agreement and based on the faculty member’s identified workload and responsibilities for the year.In addition to annual reviews, tenured faculty members must engage in a more comprehensive post-tenure review following the award of tenure on the timeline specified in the KU-UAKU collective bargaining agreement. Employees holding joint appointments, will be evaluated separately by each unit, however coordinated for promotion and tenure or post tenure review. 

Promotion Criteria & Processes: Promoted through university promotion and tenure process with expectation to go through a tenure review within 6 years after starting a pre-tenure appointment, unless the offer specifies an early date.[Faculty Senate Rules and Regulations (FSRR) | Policy Library]. Policy outlines circumstances and procedures which allow for the extension of the probationary period to more than 6 years [Interruption of the Probationary Period (Tenure Clock) | Policy Library]. Approximately midway between a faculty member’s appointment and mandatory review year, tenure line faculty are required to participate in a Progress toward Tenure Review, usually in the third year of the appointment, to provide meaningful appraisal of their progress toward tenure and to orient them toward the basics of the tenure process [Faculty Senate Rules and Regulations (FSRR) | Policy Library].   

Non-reappointment & Termination: For tenure-line faculty, an unsuccessful tenure review will result in a terminal appointment of one academic year. Non-reappointment of untenured tenure-line faculty shall be in accordance with FSRR 6.4.3. Appointments with tenure are continuous except in the case of resignation, retirement, tenure relinquishment, termination for cause, financial exigency, or program discontinuance.

Rank definition: 
Assistant Librarian (untenured) 
Associate Librarian 
Full Librarian 
Distinguished Librarian  

Qualifications: Must meet employment requirements and spoken English language competency (per KBOR requirements). ALA-accredited master’s degree in library science or equivalent from a foreign institution in library and information studies. An individual without an ALA-accredited master’s degree may be considered for appointment to the rank of librarian if they hold a PhD in library and information science awarded by an LIS program that also offered an ALA-accredited master’s degree at the time the PhD was awarded. Similarly, in the specialized field of archives, a graduate degree—e.g., a master’s or PhD, depending on position requirements—in an appropriate field OR an archival certification by the Academy of Certified Archivists may be considered. Appointment to certain positions may require additional subject expertise, experience, or educational preparation.  

Terms:Fiscal year appointments. Full time – unless on an approved phased retirement appointment. Tenure line librarians hold annual appointments until awarded promotion and tenure. Appointments with tenure are continuous. Appointment terms may be different when also holding an administrative appointment. 

Has sabbatical eligibility upon meeting criteria [[https://policy.ku.edu/provost/sabbatical-leave-policies]]. Has regular Principal Investigator (PI) status [Principal Investigator Status Policy | Policy Library]. Covered by the memorandum of agreement between KU and UAKU unless also holds an administrative title that is not covered.   

General Responsibilities & Workload/FTE Standards: Primary duties in the applied practice of library and information sciences, with responsibilities in the areas of research, scholarship, and/or creative inquiry; service; and professional responsibilities.  

Standard workload distribution is 70% professional responsibilities, 20% research, and 10% service. The wide range of Library Faculty assignments at KU and the demands of 12-month appointments may lead to variation in the type and amount of scholarly or creative activities in which they engage.  

The above percentages may be adjusted beyond the typical ranges upon final approval by the Dean of Libraries [Section 3, KU Libraries: Faculty Evaluation Plan | Policy Library]. Workload distribution may also differ if the employee also holds an administrative position/title. Workload should be reviewed and updated annually by the employee and supervisor.  

Evaluation Criteria & Processes: Evaluated annually utilizing criteria and methods developed by the unit in alignment with university policy and the collective bargaining agreement and based on the faculty member’s identified workload and responsibilities for the year.In addition to annual reviews, tenured librarians must engage in a more comprehensive post-tenure review following the award of tenure on the timeline specified in the KU-UAKU collective bargaining agreement.   

Promotion Criteria & Processes: Promoted through university promotion and tenure process with expectation to go through a tenure review within 6 years after starting at the assistant librarian rank unless the offer specifies an earlier date.[Faculty Senate Rules and Regulations (FSRR) | Policy Library]. Policy outlines circumstances and procedures which allow for the extension of the probationary period to more than 6 years [Interruption of the Probationary Period (Tenure Clock) | Policy Library]. Approximately midway between a faculty member’s appointment and mandatory review year , tenure line librarians are required to participate in a Progress toward Tenure Review, usually in the third year of the appointment, to provide meaningful appraisal of their progress toward tenure and to orient them toward the basics of the tenure process [Faculty Senate Rules and Regulations (FSRR) | Policy Library].   

Non-reappointment & Termination: For tenure-line librarians, an unsuccessful tenure review will result in a terminal appointment for the following year. Non-reappointment of untenured tenure-line librarians shall be in accordance with FSRR 6.4.3. Appointments with tenure are continuous except in the case of resignation, retirement, tenure relinquishment, termination for cause, financial exigency, or program discontinuance.    

Rank definition: 
Assistant Teaching Professor 
Associate Teaching Professor 
Teaching Professor 

Qualifications: Must meet employment requirements, spoken English language competency (per KBOR requirements), and the minimum qualifications for instructional responsibilities as outlined in the university policy on Minimum Qualifications for Individuals with Instructional Responsibilities. A terminal or professional degree, or an exception for equivalent tested experience as approved by the chair/dean and Vice Provost for Faculty Affairs, relevant to the area of teaching and unit expectations for the position, is required.  

Terms: May be Academic or Fiscal Year appointment based on unit structure and needs. Typically, full time but can be part time. Limited term appointment for a 3-year contract period. KBOR allows appointments for a maximum term of 3 years. There is not an automatic renewal of the position at the end of the limited term period. Renewal may occur at the end of a contract period and is based on department need and funding, as well as performance as assessed in the faculty member’s required comprehensive evaluation. Notice of non-renewal shall be provided within the time required by KBOR policy. Appointment terms may be different when the employee also holds a joint administrative position (e.g., Teaching Professor/Director).  

Not eligible for tenure or sabbatical. Has regular Principal Investigator (PI) status [Principal Investigator Status Policy | Policy Library]. Covered by the memorandum of agreement between KU and UAKU unless also holds an administrative title that is not covered.

General Responsibilities & Workload/FTE Standards: The Teaching Professor Series is an instructional faculty track that contributes to the university’s academic mission through teaching and instructional responsibilities at the individual course, program, unit, and university levels. Teaching expertise and service extends beyond the scope of responsibilities expected of employees in the Lecturer Series. The primary responsibilities for Teaching Professors are in teaching and instructional activities but may also include scholarly engagement/research, service activities, and occasionally, program coordination/administration. Teaching responsibilities include being an instructor of record and/or team teaching for courses in any format (i.e. in person, online, blended, competency-based), as well as other instructional activities such as carrying out curricular and course development or transformation, providing student mentorship and advising assessment of learning outcomes, or other activities to implement innovations in teaching and learning. Scholarly engagement or research is broadly defined, with specific expectations set by each department/school. It may involve documenting and disseminating the results of inquiry into improving teaching and learning with products including, but not limited to, workshops, presentations, and publications of best practices in teaching and learning within and outside the unit. Service typically, but not exclusively, involves being a member of departmental/school or University-level committees which may or may not directly involve teaching. When program coordination/administration is a part of the assigned workload, these responsibilities are typically only held by those at the associate or full rank.    

The standard workload for teaching professors is 80% teaching and instruction and 20% service. However, they may also have up to 20% duties in either the area of research/scholarly activities or program coordination/administration. Effort allocation may vary within the ranges in the table below, but there is a required minimum of at least 60% effort dedicated to teaching and instruction related activities. In all cases, service allocation will be 20%. Workload distributions must be configured within the approved ranges in the table below.    

Workload allocation must be clearly outlined in the initial offer of employment, renewal letter, or updated position description. If the allocation changes before the employee’s next promotion, the change must be clearly documented in the annual workload assignment or workplan. With approval from the Dean and Office of Faculty Affairs, workload distribution may differ from the standard or approved range for employees with a joint administrative position (e.g., Teaching Professor/Director). Workload should be reviewed and updated annually by the employee and supervisor. 

Evaluation Criteria & Processes: Evaluated annually utilizing criteria and methods developed by the unit in alignment with university policy and the collective bargaining agreement and based on the faculty member’s identified workload and responsibilities for the year. Comprehensive evaluations are required prior to the offer of another limited term appointment, regardless of rank. Notification of upcoming comprehensive review must occur no later than March 15 in the spring semester preceding the academic year of review.

Promotion Criteria & Processes: Eligible for consideration for promotion in rank after 6 years or more in current rank but there is not a mandatory review date or timeline. A comprehensive promotion review is required, with performance meeting or exceeding university and unit defined standards, to be eligible for promotion. If a faculty member is not approved for promotion to associate or full teaching professor at the time of review, they may request another review in subsequent years, and they may continue to be renewed for subsequent terms at the current rank. In rare circumstances in which the faculty member is meeting or exceeding unit expectations for promotion, promotion in rank may occur earlier with approval from the Dean and the Office of Faculty Affairs, but it must be at the time of a new limited term appointment and with completion of a comprehensive review by the department and school/college level.   

Non-Reappointment & Termination: Appointments may be terminated or FTE reduced before and during the contract period due to budget constraints, low course enrollment, program discontinuance, financial exigency, or for cause. Notice of non-renewal shall be provided within the timeframe required by KBOR policy.    

Rank definition: 
Assistant Professor of the Practice 
Associate Professor of the Practice 
Professor of the Practice 

Qualifications: Must meet employment requirements, spoken English language competency (per KBOR requirements), and the minimum qualifications for instructional responsibilities as outlined in the university policy on Minimum Qualifications for Individuals with Instructional Responsibilities.  Must hold a professional or terminal degree in the applicable field as well as significant post-graduation experience as a practitioner within the profession, as defined by the unit. If a terminal or professional degree is not held an exception for equivalent tested experience must be approved by the chair/dean and Vice Provost for Faculty Affairs. A current license and/or certification in a designated area may also be required depending upon the discipline. 

Terms: May be academic or fiscal year appointments based on department structure and needs. Typically, full time but can be part time to allow for continued practice in the field. Limited term appointment, with 1 to 3 year contract period. KBOR allows appointments for a maximum term of 3 years. There is not an automatic renewal of the position at the end of the limited term period. Renewal may occur at the end of a contract period and is based on unit need and funding, as well as performance as assessed in the faculty member’s required comprehensive evaluation. Notice of non-renewal shall be provided within the time required by KBOR policy. Professors of the Practice on multi-year appointments will ordinarily not be reduced to shorter appointments in renewals, exceptions must be reviewed and approved by the Dean, HR, and Faculty Affairs. Appointment terms may be different when the employee is officially hired into a joint administrative position (e.g., Professor of the Practice/Director). 

Not eligible for tenure or sabbatical. Has regular Principal Investigator (PI) status [Principal Investigator Status Policy | Policy Library]. Covered by the memorandum of agreement between KU and UAKU unless also holds an administrative title that is not covered.  

General Responsibilities & Workload/FTE Standards:Professors of the Practice positions are utilized by academic programs that require instruction by experienced practitioners, often for purposes of accreditation and to provide connections to the professional fields in which students will be entering. Professors of the Practice engage primarily in course delivery and instruction based upon a high level of expertise from a combination of academic and professional experience, but they may also have service or program coordination/administration responsibilities. Teaching responsibilities include being an instructor of record and/or team teaching for courses in any format (i.e. in person, online, blended, competency-based), as well as other instructional activities such as carrying out curricular and course development or transformation, providing student mentorship and advising, assessment of learning outcomes, or other activities to implement innovations in teaching and learning. Service may involve being a member of departmental/school or University-level committees as well as disciplinary or community service related to academic expertise. When program coordination/administration is a part of the assigned workload, these responsibilities are typically only held by those at the associate or full rank. In rare cases, professors of practice may also be involved with research and scholarship activities.   

The standard workload for professors of practice is 80% teaching and instruction and 20% service. However, they may also have up to 20% duties in program coordination/administration, and in rare cases, research and scholarly activity. Effort allocation may vary within the ranges in the table below but there is a required minimum of at least 60% effort dedicated to teaching and instruction related activities.  In all cases, service allocation will be 20%. Workload distributions must be configured within the approved ranges in the table.   

Workload allocation must be clearly outlined in the initial offer of employment, renewal letter, or updated position description. If the allocation changes before the employee’s next promotion, the change must be clearly documented in the annual workload assignment or workplan. With approval from the Dean and Office of Faculty Affairs, workload distribution may differ from the standard or approved range for employees with a joint administrative position (e.g., Professor of the Practice/Director). Workload should be reviewed and updated annually by the employee and supervisor. 

Evaluation Criteria & Processes: Evaluated annually utilizing criteria and methods developed by the unit in alignment with university policy and standards and the collective bargaining agreement and based on the faculty member’s identified workload and responsibilities for the year. Comprehensive evaluations are conducted prior to the offer of another limited term appointment regardless of rank. Notification of upcoming comprehensive review must occur no later than March 15 in the spring semester preceding the academic year of review.  

Promotion Criteria & Processes: Eligible for consideration for promotion in rank after 6 years or more in current rank but there is not a mandatory review date or timeline. A comprehensive evaluation review is required, with performance meeting or exceeding university and unit defined standards, to be eligible for promotion. If a faculty member is not approved for promotion to associate or full professor of the practice at the time of review, they may request another review in subsequent years, and they may continue to be renewed for subsequent terms at the current rank. In rare circumstances in which the faculty is meeting or exceeding unit expectations for promotion, promotion in rank may occur earlier with approval from the Dean and the Office of Faculty Affairs, but it must be at the time of a new limited term appointment and with completion of a comprehensive review by the department and school/college level.   

Non-Reappointment & Termination: Appointments may be terminated or FTE reduced before and during the contract period due to budget constraints, low course enrollment, program discontinuance, financial exigency or for cause. Notice of non-renewal shall be provided within the timeframe required by KBOR policy.       

Rank definition: 
Lecturer 
Senior Lecturer 

Qualifications: Must meet employment requirements, spoken English language competency (per KBOR requirements), and the minimum qualifications for instructional responsibilities as outlined in the university policy on Minimum Qualifications for Individuals with Instructional Responsibilities.  A terminal or professional degree, or an exception for equivalent tested experience as approved by the chair/dean and Vice Provost for Faculty Affairs, relevant to the area of teaching and unit expectations for the position, is required.  

Terms: Limited term appointment in a regular position as established by the unit based on needs and funding. Lecturers have 1 to 3-year appointment and Senior Lecturers have a 3 year appointment. May be employed at full-time or part-time. When the need for a position is anticipated to last more than a year, appointments shall normally be multi-year appointments. Lecturers currently in multi-year appointments will ordinarily not be reduced to shorter appointments. Not eligible for tenure or sabbatical. Covered by the memorandum of agreement between KU and UAKU.    

There is not an automatic renewal of the position at the end of the limited term periods. Renewal may occur at the end of a contract period and is generally based on unit need and funding, as well as performance as assessed in annual or comprehensive evaluations. Notice of non-renewal shall be provided within the time required by KBOR policy. KBOR requires a comprehensive evaluation prior to renewal for multi-year contracts.  

General responsibilities & Workload/FTE Standards:With discipline specific expertise, lecturers/senior lectuers are hired to teach in a specific field and to teach courses in any format (i.e. in-person, online, blended, or competency-based) specific to their expertise. Instruction based duties may include, but are not limited to, developing course materials; developing and managing syllabi; creating lectures and assignments; classroom teaching; grading student work; advising students and holding office hours; course design, development, and innovation; instruction of large class sections; curricular innovation; and mentorship or advisement for students or other lecturers/instructors. Additionally, Lecturers may have limited program coordination/administrative responsibilities (not to exceed 40%).     

The full allocation of duties must equal 100% effort and may not be less than 60% teaching and instruction based. Primary area of responsibility is teaching and instruction but may also include program coordination or administrative responsibilities. Workload distributions must be configured within the approved ranges in the table.

Workload allocation should be clearly outlined in the initial offer of employment, renewal letter or position description and should not significantly change during an appointment period without a new or updated job description. Workload should be reviewed and updated annually by the employee and supervisor, if appointment extends beyond one year.  

Evaluation Criteria & Processes: Lecturers with multi-year appointments are evaluated annually utilizing criteria and methods developed by the unit in alignment with university policy and standards and the collective bargaining agreement based on the identified workload and responsibilities for the year. Comprehensive evaluations are conducted prior to the offer of another limited term appointment regardless of rank. Notification of upcoming comprehensive review must occur no later than March 15 in the spring semester preceding the academic year of review.  

For lecturers with a one-year appointment, an annual evaluation is not required but is encouraged. Units may have unit-specific procedures to assess performance in one year appointments to help inform future renewals. 

Promotion Criteria & Processes: Eligible for consideration for promotion from Lecturer to Senior Lecturer after the equivalent of at least six cumulative years of full-time service as Lecturer. There is not a mandatory review date or timeline. A comprehensive evaluation review is required, with performance meeting or exceeding university and unit defined standards, to be eligible for promotion. If a faculty member is not approved for promotion to senior lecturer at the time of review, they may request another review in subsequent years, and they may continue to be renewed for subsequent terms as a Lecturer. In rare circumstances in which the faculty is meeting or exceeding unit expectations for promotion, promotion in rank may occur earlier with approval from the Dean and the Office of Faculty Affairs, but it must be at the time of a new employment term and with completion of a comprehensive review by the department and school/college level.    

Non-Reappointment & Termination: Appointments may be terminated or FTE reduced before and during the contract period due to budget constraints, low course enrollment, program discontinuance, financial exigency or for cause. Notice of non-renewals shall be provided within the timeframe required by KBOR policy.  

Rank definition: 
Assistant Visiting Professor 
Associate Visiting Professor 
Visiting Professor  

Qualifications: Must meet employment requirements, and the minimum qualifications for instructional responsibilities as outlined in the university policy on Minimum Qualifications for Individuals with Instructional Responsibilities. PhD or equivalent terminal degree in the discipline is required.  

Terms: Limited term appointment, for a 1-year contract term. Any extension requires special approval from the Dean and Vice Provost for Faculty Affairs. Extensions are limited to no more than 2 additional years and require a rating of “good” in evaluation. Extension is based on department need and funding. Not eligible for reappointment. Not eligible for promotion, tenure, or sabbatical. Covered by the memorandum of agreement between KU and UAKU.

General responsibilities and Workload/FTE Standards:The Visiting Professor Series provides units with an opportunity to bring specific disciplinary expertise and skills into the unit for a limited time period in alignment with time bound needs and/or resources. Responsibilities primarily center on teaching and instruction but may also include limited research or service responsibilities.   

The full allocation of duties must equal 100%, and areas of responsibility may include teaching and instruction, research, and/or service. Workload allocation should be clearly outlined in the appointment letter. Workload should be reviewed and updated annually by the employee and supervisor, if appointment extends beyond one year. 

Evaluation Criteria & Processes: As these appointments are for one year, an annual evaluation is not required. However, if an extension is requested based on department need, then an annual evaluation should be conducted to evaluate performance because a rating of “good” in evaluation is required for extension.  

Promotion Criteria & Processes: Due to limited term, not eligible for promotion.   

Non-Reappointment & Termination: Appointments may be terminated before and during the contract period due to budget constraints, low course enrollment, program discontinuance, financial exigency or for cause.   

Ranks:Single title without promotional ranks  

Qualifications: Must meet employment requirements, spoken English language competency (per KBOR requirements), and the minimum qualifications for instructional responsibilities as outlined in the university policy on Minimum Qualifications for Individuals with Instructional Responsibilities. A terminal or professional degree, or an exception for equivalent tested experience as approved by the chair/dean and Vice Provost for Faculty Affairs, relevant to the area of teaching and unit expectations for the position, is required.   

Terms: Limited-term hire, on a part-time or full-time basis, not to exceed two continuous semesters. Generally an appointment is filled by a professional with the credentials to teach for a limited assigned period. Renewal is based on unit need and funding, as well as performance that meets expectations as assessed in performance evaluation. Not eligible for promotion, tenure, or sabbatical.

General responsibilities: Instructors are hired to teach in a specific field and deliver courses in any format (i.e. in person, online, blended, or competency-based) specific to their expertise. This position is 100% teaching and instruction based with no effort allocated to service or administration. Instruction based duties may include developing course materials, developing and managing syllabi, creating lectures and assignments, classroom teaching, grading student work, advising students in their courses, and holding office hours.    

Workload/FTE Standards: 100% Teaching and instruction based – not engaged in research, service or administration. 

Evaluation Criteria & Processes:An annual evaluation is not required since appointments are for one year or less. However, units may have unit-specific procedures to assess performance to help inform future hire eligibility.  

Promotion Criteria & Processes: Instructors are not eligible for promotion.   

Non-Reappointment & Termination: Appointments may be terminated before and during the contract period due to budget constraints, low course enrollment, program discontinuance, financial exigency or for cause. Notice of reduction of an appointment or immediate termination of an appointment shall be provided within the time required by KBOR policy.   

Rank definition: 
Assistant Research Professor 
Associate Research Professor 
Research Professor 

Qualifications: Must meet employment requirements. PhD or equivalent terminal degree is required.   

Terms:Typically, fiscal year appointments but may be an academic year appointment. Academic year appointments may have the potential for additional summer compensation based upon the unit need for instruction, grants or other programmatic opportunities. During the probationary period, appointments are annual. Appointments only become continuous after being successfully promoted in rank. If employee chooses not to be evaluated for promotion at the end of their probationary period, then they will continue with annual appointments until they are promoted. Positions may be contingent on funding, as indicated in the offer letter. Effort allocated to service and/or professional performance duties may require an alternate funding source outside of external grant funding. Appointment terms may be different when also holding an administrative position (e.g., Research Professor/Director) or joint appointment. Promoted through the university promotion process but not tenure eligible.   

Has sabbatical eligibility when meeting criteria. Has regular Principal Investigator (PI) status [Principal Investigator Status Policy | Policy Library]. Covered by the memorandum of agreement between KU and UAKU unless also holds an official administrative title that is not covered.  

General Responsibilities & Workload/FTE Standards:Academic staff in the Research Professor series contribute primarily to the research mission of the university, but they may also hold service, professional performance, and/or administrative duties. They are expected to build a self-sufficient research program over the course of their career in line with the mission of the research unit.  

For research professors, the standard effort allocation for research is 80-100%. However, the research allocation may vary depending on responsibilities in other areas.      

Workload allocation must be clearly outlined in the initial offer of employment, renewal letter or position description. If the allocation changes before the employee’s next promotion, the change must be clearly documented in the annual workload assignment. Workload should be reviewed and updated annually by the employee and supervisor. 

Evaluation Criteria & Processes: Evaluated annually utilizing criteria and methods developed by the unit in alignment with university policy and the collective bargaining agreement and based on the faculty member’s identified workload and responsibilities for the year.  Research professors at the associate or full rank must engage in a comprehensive post-promotion review once every seven years in addition to annual reviews.  

Promotion Criteria & Processes: Promoted through university promotion process based on disciplinary and role-based standards established through unit policy [Faculty Senate Rules and Regulations (FSRR) | Policy Library]. The probationary period for unclassified academic staff at the assistant level is six years with the expectation for a promotion review at the end of the probationary period. However, promotion review is not mandatory at the end of the probationary period, and if an employee chooses not to be evaluated for promotion, the unit may continue to make annual appointments at the current rank. If there is an unsuccessful promotion review, the unit may decide to initiate annual appointments at the current rank.  

Approximately midway between an assistant research professor’s appointment and promotion (approximately 3 years), assistant research professors are required to participate in a Progress toward Promotion Review to provide meaningful appraisal of their progress towards promotion and to orient them towards the basics of the promotion process.   

Non-reappointment & Dismissal: Non-reappointment of unclassified academic staff prior to successful completion of probation and promotion shall be in accordance with FSRR 6.4.3. Academic staff who have successfully completed the probationary period and who have been promoted may be dismissed for cause and are subject to non-reappointment in cases of budgetary constraints due to funding availability (contingent on funding), financial exigency, and program discontinuance and organizational restructure.

Rank definition: 
Assistant Clinical Professor 
Associate Clinical Professor 
Clinical Professor 

Qualifications: Must meet employment requirements, spoken English language competency (per KBOR requirements), and the minimum qualifications for instructional responsibilities as outlined in the university policy on Minimum Qualifications for Individuals with Instructional Responsibilities. Terminal degree appropriate to the discipline. A current license and/or certification in a designated area may also be required depending upon the discipline.  

Terms: May be an academic or fiscal year appointment based on unit or program needs. Academic year appointments may have the potential for additional summer compensation based upon the unit need for instruction, grants or other programmatic opportunities. During the probationary period, appointments are annual. Appointments only become continuous after being successfully promoted in rank from assistant to associate. If employee chooses not to be evaluated for promotion at the end of their probationary period, the unit may continue to make annual appointments at the current rank. Appointment terms may be different when also holding an administrative position (e.g., Clinical Professor/Director) or joint appointment.   

Promoted through the university promotion process but not tenure eligible. Has sabbatical eligibility upon meeting criteria [https://policy.ku.edu/provost/sabbatical-leave-policies]. Has regular Principal Investigator (PI) status [Principal Investigator Status Policy | Policy Library]. Covered by the memorandum of agreement between KU and UAKU unless also holds an administrative title that is not covered.

General responsibilities & Workload/FTE Standards: The Clinical Professor Series is for appointments that involve primary responsibilities in specialized professional practice including direct clinical practice, clinical education, supervising student internships and training, and participating in other practice components of degree programs. Workload allocation may include responsibilities in teaching/clinical instruction, research, service, and/or administrative duties, with teaching and clinical instruction being the primary area of responsibility.   

Workload allocation must be clearly outlined in the initial offer of employment, renewal letter or position description. If the allocation changes before the employee’s next promotion, the change must be clearly documented in the annual workload assignment. Workload should be reviewed and updated annually by the employee and supervisor.  

Evaluation Criteria & Processes: Evaluated annually utilizing criteria and methods developed by the unit in alignment with university policy and the collective bargaining agreement and based on the faculty member’s identified workload and responsibilities for the year. Clinical professors at the associate or full rank must engage in a comprehensive post-promotion review once every seven years in addition to annual reviews. 

Promotion Criteria & Processes: Promoted through university promotion process based on disciplinary and role-based standards established through unit policy [Faculty Senate Rules and Regulations (FSRR) | Policy Library]. The probationary period for unclassified academic staff at the assistant level is six years with the expectation for a promotion review at the end of the probationary period. However, promotion review is not mandatory at the end of the probationary period, and if an employee chooses not to be evaluated for promotion, the unit may continue to make annual appointments at the current rank. If there is an unsuccessful promotion review, the unit may decide to initiate annual appointments at the current rank.   

Approximately midway between assistant clinical professor’s appointment and promotion (approximately 3 years), assistant clinical professors are required to participate in a Progress toward Promotion Review to provide meaningful appraisal of their progress towards promotion and to orient them towards the basics of the promotion process.   

Non-reappointment & Dismissal: Non-reappointment of unclassified academic staff prior to successful completion of probation and promotion shall be in accordance with FSRR 6.4.3. Academic staff who have successfully completed the probationary period and who have been promoted may be dismissed for cause and are subject to non-reappointment in cases of budgetary constraints, financial exigency, and program discontinuance and organizational restructure.  

Rank definition: 
Assistant Curator 
Associate Curator 
Curator  

Qualifications: Must meet employment requirements. If there are responsibilities related to instruction, must also meet spoken English language competency (per KBOR requirements), and the minimum qualifications for instructional responsibilities as outlined in the university policy on Minimum Qualifications for Individuals with Instructional Responsibilities. PhD or equivalent terminal degree is required. 

Terms: Generally fiscal year appointments but may hold academic year appointments. Academic year appointments may have the potential for additional summer compensation based upon the unit need for instruction, grants or other programmatic opportunities. During the probationary period, appointments are annual. Appointments only become continuous after being successfully promoted in rank from assistant to associate. If employee chooses not to be evaluated for promotion at the end of their probationary period, the unit may continue to make annual appointments at the current rank. May be contingent on funding, as indicated in the offer letter. Effort allocated to service and/or professional performance duties may require an alternate funding source outside of external grant funding in some units. Appointment terms may be different when also holding an administrative position (e.g., Curator/Director) or joint appointment.   

Promoted through the university promotion process but not tenure eligible. Has sabbatical eligibility upon meeting criteria [https://policy.ku.edu/provost/sabbatical-leave-policies]. Has regular Principal Investigator (PI) status [Principal Investigator Status Policy | Policy Library]. Covered by the memorandum of agreement between KU and UAKU unless also holds an administrative title that is not covered.  

General responsibilities & Workload/FTE Standards:Position is focused on curatorial research and service/education related to the overall research mission of the assigned unit. Responsibilities within the areas of research, scholarship and/or creative inquiry; professional performance; and service.

Workload allocation must be clearly outlined in the initial offer of employment, renewal letter or position description. If the allocation changes before the employee’s next promotion, the change must be clearly documented in the annual workload assignment. Workload should be reviewed and updated annually by the employee and supervisor.  
 

Evaluation Criteria & Processes: Evaluated annually utilizing criteria and methods developed by the unit in alignment with university policy and the collective bargaining agreement and based on the faculty member’s identified workload and responsibilities for the year. Curators at the associate or full rank must engage in a comprehensive post-promotion review once every seven years in addition to annual reviews. If jointly appointed with a tenure-track/tenured appointment review terms will default to the timeline required for the tenured appointment. 

Promotion Criteria & Processes: Promoted through university promotion process based on disciplinary and role-based standards established through unit policy [Faculty Senate Rules and Regulations (FSRR) | Policy Library]. The probationary period for unclassified academic staff at the assistant level is six years with the expectation for a promotion review at the end of the probationary period. However, promotion review is not mandatory at the end of the probationary period, and if an employee chooses not to be evaluated for promotion, the unit may continue to make annual appointments at the current rank. If there is an unsuccessful promotion review, the unit may continue to make annual appointments at the current rank.   

Approximately midway between an assistant curator’s appointment and promotion (approximately 3 years), assistant curators are required to participate in a Progress toward Promotion Review to provide meaningful appraisal of their progress towards promotion and to orient them towards the basics of the promotion process.    

Non-reappointment & Dismissal: Non-reappointment of unclassified academic staff prior to successful completion of probation and promotion shall be in accordance with FSRR 6.4.3. Academic staff who have successfully completed the probationary period and who have been promoted may be dismissed for cause and are subject to non-reappointment only in cases of budgetary constraints, funding availability (if designated as contingent upon funding), financial exigency, and program discontinuance and organizational restructure.  

There are current employees in this series, but the series will be discontinued for future hiring.   

Rank definition: 
Assistant Specialist 
Associate Specialist 
Senior Specialist  

Qualifications: Must meet employment requirements. If there are responsibilities related to instruction, must also meet spoken English language competency (per KBOR requirements), and the minimum qualifications for instructional responsibilities as outlined in the university policy on Minimum Qualifications for Individuals with Instructional Responsibilities.  

A terminal or professional degree, or an exception for equivalent tested experience as approved by the chair/dean and Vice Provost for Faculty Affairs, relevant to the area of teaching and unit expectations for the position, is required.  

Terms: May be fiscal or academic year appointments. Academic year appointments may have the potential for additional summer compensation based upon the unit need for instruction, grants or other programmatic opportunities. During the probationary period, appointments are annual. Appointments only become continuous after being successfully promoted in rank from assistant to associate. If employee chooses not to be evaluated for promotion at the end of their probationary period, the unit may continue to make annual appointments at the current rank. May be contingent on funding, as indicated in the offer letter. Appointment terms may be different when also holding an administrative position (e.g., Specialist/Director) or joint appointment.   

Promoted through the university promotion process but not tenure eligible. Has sabbatical eligibility upon meeting criteria [https://policy.ku.edu/provost/sabbatical-leave-policies]. Has regular Principal Investigator (PI) status [Principal Investigator Status Policy | Policy Library]. Covered by the memorandum of agreement between KU and UAKU unless also holds an administrative title that is not covered. 

General Responsibilities and Workload/FTE Standards: Specialists apply advanced expertise to targeted responsibilities within a unit, such as teaching specific courses or overseeing specialized functions (e.g., stage management). They contribute to the academic mission through a combination of teaching, research, and public service.  

Workload allocation must be clearly outlined in the initial offer of employment, renewal letter or position description. If the allocation changes before the employee’s next promotion, the change must be clearly documented in the annual workload allocation. Workload should be reviewed and updated annually by the employee and supervisor.  
 
Evaluation Criteria & Processes: Evaluated annually utilizing criteria and methods developed by the unit in alignment with university policy and the collective bargaining agreement and based on the faculty member’s identified workload and responsibilities for the year. Specialists at the associate or senior rank must engage in a comprehensive post-promotion review once every seven years in addition to annual reviews.  

Promotion Criteria & Processes: Promoted through university promotion process based on disciplinary and role-based standards established through unit policy [Faculty Senate Rules and Regulations (FSRR) | Policy Library]. The probationary period for unclassified academic staff at the assistant level is six years with the expectation for a promotion review at the end of the probationary period. However, promotion review is not mandatory at the end of the probationary period, and if an employee chooses not to be evaluated for promotion, the unit may continue to make annual appointments at the current rank. If there is an unsuccessful promotion review, the unit may decide to initiate annual appointments at the current rank.  

Approximately midway between an assistant specialist’s appointment and promotion (approximately 3 years), assistant specialists are required to participate in a Progress toward Promotion Review to provide meaningful appraisal of their progress towards promotion and to orient them towards the basics of the promotion process. 

Non-reappointment & Dismissal: Non-reappointment of academic staff prior to successful completion of probation and promotion shall be in accordance with FSRR 6.4.3. Academic staff who have successfully completed the probationary period and who have been promoted may be dismissed for cause and are subject to non-reappointment only in cases of budgetary constraints, financial exigency, and program discontinuance and organizational restructure.  

There are current employees in this series, but the series will be discontinued for future hiring.   

Rank definition: 
Assistant Scientist 
Associate Scientist 
Senior Scientist  

Qualifications: Must meet employment requirements. PhD or equivalent terminal degree is required.   

Terms: Fiscal or academic year annual appointments during the six year probationary period. Academic year appointments may have the potential for additional summer compensation based upon the unit need for instruction, grants or other programmatic opportunities. Appointments only become continuous after being successfully promoted in rank from assistant to associate. If employee chooses not to be evaluated for promotion at the end of their probationary period, the unit may continue to make annual appointments at the current rank. May be contingent on funding, as indicated in the offer letter. Effort allocated to service and/or professional performance duties may require an alternate funding source outside of external grant funding. Appointment terms may be different when also holding an administrative position (e.g., Scientist/Director) or joint appointment.   

Promoted through the university promotion process but not tenure eligible. Has sabbatical eligibility upon meeting criteria. Has regular Principal Investigator (PI) status [Principal Investigator Status Policy | Policy Library]. Covered by the memorandum of agreement between KU and UAKU unless also holds an administrative title that is not covered.     

General Responsibilities and Workload/FTE Standards: Faculty in the Scientist series contribute primarily to the research mission of the university. They are expected to build a self-sufficient research program over the course of their career in line with the mission of the research unit.   

Workload allocation may include responsibilities in research, service, professional performance, and/or administrative duties, with research duties being the primary area of responsibility. For scientists, the standard effort allocation for research is 80%. However, the research allocation may vary depending on responsibilities in other areas.     

If the allocation changes before the employee’s next promotion, the change must be clearly documented in the annual workload allocation. Workload should be reviewed and updated annually by the employee and supervisor.
 
Evaluation Criteria & Processes: Evaluated annually utilizing criteria and methods developed by the unit in alignment with university policy and the collective bargaining agreement and based on the faculty member’s identified workload and responsibilities for the year. Scientists at the associate or senior rank must engage in a comprehensive post-promotion review once every seven years in addition to annual reviews. 

Promotion Criteria & Processes: Promoted through university promotion process based on disciplinary and role-based standards established through unit policy [Faculty Senate Rules and Regulations (FSRR) | Policy Library]. The probationary period for unclassified academic staff at the assistant level is six years with the expectation for a promotion review at the end of the probationary period. However, promotion review is not mandatory at the end of the probationary period, and if an employee chooses not to be evaluated for promotion, the unit may continue to make annual appointments at the current rank. If there is an unsuccessful promotion review, the unit may decide to initiate annual appointments at the current rank. 

Approximately midway between an assistant scientist’s appointment and promotion (approximately 3 years), assistant scientists are required to participate in a Progress toward Promotion Review to provide meaningful appraisal of their progress towards promotion and to orient them towards the basics of the promotion process.  

Non-reappointment & Dismissal: Non-reappointment of academic staff prior to successful completion of probation and promotion shall be in accordance with FSRR 6.4.3. Academic staff who have successfully completed the probationary period and who have been promoted may be dismissed for cause and are subject to non-reappointment only in cases of budgetary constraints, contingent on funding (if applicable), financial exigency, and program discontinuance and organizational restructure.