Refer to applicable policies for additional information on eligibility, timelines and procedures.
| Issue |
Reporting Process |
Applicable Policy |
| Annual performance review |
Requests for review are made in writing to the administrative head of the next level e.g. the person to whom your supervisor reports.
- Deadline: 30 days after receipt of performance review.
Disagreement with teaching and/or research component of evaluation:
- When academic assignment is 25% or less, appeal is to next administrative level
Or
- When academic assignment is more than 25% and:
- Rating is satisfactory or rating is unsatisfactory and Administrator is non-tenured faculty, appeal is to next administrative level
Or
- Rating is unsatisfactory and Administrator is tenured faculty, an enhanced review* of performance will occur according to specific college guidelines.
* An enhanced review consists of a review by one of three peer committees: a committee jointly appointed by head and unit peer review committee or an elected peer committee
at a higher or university level.
|
University Handbook for Appointed Personnel 5.08.04 |
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| Dismissal |
The President's decision to dismiss an adminstrator may be appealed in writing to the ABOR.
- Deadline: within 15 days
- The ABOR's determination is final.
|
University Handbook for Appointed Personnel 5.13 |
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| Discrimination on the basis of race, color, religion, sex, national origin, age, disability, veteran’s status, gender identity, or sexual orientation |
Complaints are investigated by the Equal Opportunity and Affirmative Action Office
- Deadline: 180 days from most recent allegedly discriminatory act
|
Interim Nondiscrimination and Anti-Harassment Policy |
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| Grievances and complaints by or against appointed personnel of the University that are not provided for in Chapters 3, 4 and 5 of the University Handbook for Appointed Personnel (UHAP). Those chapters cover appeals for issues such as performance evaluation, appointment, nonrenewal, promotion, continuing status, and tenure. |
Grievance or complaint filed with the immediate administrative head of the individual about whom the grievance or complaint is made.
-
Deadline:
- 30 days for compensation issues
- 90 days for all other issues
The immediate administrator's decision may be appealed to the next administrative level
- Deadline: 10 days from receipt
- Decision at next administrative level is not subject to further administrative review.
- CAFT hearing panel issues a recommendation to President.
- President's decision is final.
|
University Handbook for Appointed Personnel 6.02 (If not resolved at the administrative level covered in 6.02 and 6.03, see University Handbook for Appointed Personnel 6.04 which provides for a CAFT hearing.)
|
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| Sexual harassment (See policy link for definition). |
Complaints are investigated by the Equal Opportunity and Affirmative Action Office
- Deadline: 180 days from most recent allegedly discriminatory act
|
Sexual Harassment Policy (also found in University Handbook for Appointed Personnel 2.16) |
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| Whistleblower complaint (An appeal of an adverse personnel action which an employee believes is based on their prior disclosure of alleged wrongful conduct). |
Appeal is submitted to and investigated by a university officer designated in the policy such as president, provost, vice-provost, vice-president, dean, or non-academic department director.
- Deadline: 30 days after becoming aware of the adverse personnel action.
- University officer issues decision within 45 days which is then implemented by the immediate supervisor within 10 days.
- Employee may request a hearing within 15 days of receipt of University officer’s decision
|
Arizona Board of Regents 6-914 (also found in University Handbook for Appointed Personnel 2.19) |
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