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Administrative

Dispute Resolution Options - Administrative

Refer to applicable policies for additional information on eligibility, timelines and procedures.

Annual Performance Review
Dismissal
Discrimination
Grievances by or against appointed personnel not covered under UHAP chapters 3, 4 and 5
Sexual Harassment
Whistleblower complaint (An appeal of an adverse personnel action which employee believes is based upon their prior disclosure of alleged wrongful conduct)

Administrative

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 Office of Institutional Equity 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 Office of Institutional Equity 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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