101.01  General Provisions

101.0101 Recommendations for Appointment.

All appointments and reappointments of members of the Faculty shall be made by the President of University of West Georgia with the approval of the Board of Regents. Recommendations for positions on the General Faculty will, except in the case of Department Chairs, Deans and Vice Presidents, originate at the level of the Department Chair following a review of applicants by a Search Committee selected by the faculty of the department by whatever means the faculty of the department shall determine. Any committee thus formed and the process by which it is formed must meet the requirements of Board of Regents' policies and any other constraints with which the institution must comply (e.g. Affirmative Action). Recommendations for positions on the General Faculty shall be presented to the Department Chair by the department Faculty Search Committee. The Department Chair shall then present a recommendation through the appropriate deans or directors of activities and then through the Vice President for Academic Affairs to the President for his or her consideration. When a search is being conducted to fill the position of a department chair, the Search Committee will channel its recommendations through the Dean. Recommendations for appointments to positions as Dean or Vice President will be made by Search Committees appointed by the President. 

No individual shall be employed in a department or unit which will result in the existence of a subordinate superior relationship between such individual and any relative of such individual through any line of authority. As used herein, "line of authority" shall mean authority extending vertically through one or more organizational levels of supervision or management. (BR Minutes, 1989-90, p. 250).

For the purpose of this policy, relatives are defined as husbands and wives, parents and children, brothers, sisters, and any in-laws of any of the foregoing. (BR Minutes, February 14, 1973. p. 312). ( Section 802.03, Board of Regents Policy Manual, University System of Georgia).

(see Article V, Section 2, Policies and Procedures )

Every appointment shall be made solely on the basis of merit and the special qualifications of the individual for the work demanded by the position. For teaching faculty, special considerations shall be given to the candidate's teaching ability; his or her research ability; his or her achievements; his or her successful experience (this must necessarily be waived in the case of beginners otherwise qualified); his or her desirable personal qualities, judged on the basis of personal interview; his or her complete biographical data; his or her recommendations; and his or her general usefulness or promise to the University. ( Section 803.01, Board of Regents Policy Manual, University System of Georgia )

The appointee shall be given the appropriate rank according to the criteria outlined in Section 803.01 , Board of Regents Policy Manual, University System of Georgia and in Section 101.02 Faculty Handbook, University of West Georgia. A Faculty Committee at the departmental level, selected by whatever means the faculty of the department shall determine, will review the professional records of any candidate seeking a position with professorial rank within that department and will make a recommendation to the department chair with respect to the professorial rank to be assigned each candidate. Any committee formed for this purpose and the process by which it is formed must meet the requirements of Board of Regents' policies and any other constraints with which the institution must comply (e.g., Affirmative Action). Department chairs, deans of colleges, directors of activities, and other personnel authorized to recommend initial appointment of faculty members shall be responsible for maintaining equity in rank between faculty being employed and those already serving.

The precise terms and conditions of every appointment, including the amount of credit the faculty member will receive toward tenure for prior service at other institutions, shall be stated in writing and be in the possession of both institution and appointee before the appointment is consummated.

It shall be a condition of the initial offer of employment that such employment is contingent upon receipt of official verification of all degrees claimed.

Completion and signing of a State of Georgia Security Questionnaire-Loyalty Oath by each employee of the University System of Georgia shall be a condition of employment. All copies of Security Questionnaires-Loyalty Oaths shall be filed in the office of the President of the University of West Georgia. (Section 802.04 , Board of Regents Policy Manual, University System of Georgia)

101.0201 To the Rank of Instructor

1. Teaching. If no teaching experiences, potential for effective teaching as revealed by transcripts, recommendations, and personal interview. If experienced, evidence of effective teaching as revealed by recommendations.
2. Service to Institution. Potential for student advising/counseling, community service, committee work, skill in handling teaching routines or other professional duties, and for proper ethical relationship. ( See Section 109 and  Article V, Section 1, UWG Statutes )
3. Academic Achievement. Master's degree with plans for further academic advancement. Exception may be made in fields where recognition and achievement are of more significance than receipt of degree.
4. Professional Growth and Development. Definite plans for continued professional study and potential for involvement in professional activities.

1. Teaching. Demonstration of potential for effectiveness in teaching with evidence, where possible, from student evaluations and from at least two additional sources listed in section 103.0302,D,1 .
2. Service to Institution. Demonstration of potential for effectiveness, where possible, by successful, collegial service on departmental, school-wide, institutional or system-wide committees and with evidence from at least two additional sources listed in section 103.0302,D,2 .
3. Academic Achievement. Terminal degree in discipline or significant recognition and achievement in specialization. Those holding academic rank in the Library must earn a second Master's degree.
4. Professional Growth and Development. Demonstration of potential for effectiveness in the candidate's discipline with evidence, where possible, from at least two of the sources listed in section 103.0302,D,3.

1. Teaching. Demonstration of significant contributions as a teacher and a strong likelihood of continuing effectiveness in teaching with evidence from student evaluations and from at least three additional sources listed in section 103.0302,D,1.
2. Service to Institution. Demonstration of significant contributions in such service and a strong likelihood of continuing effectiveness as shown by successful, collegial service on departmental, school-wide, institutional or system-wide committees and with evidence from at least three additional sources listed in section 103.0302,D,2 .
3. Academic Achievement. Terminal degree in discipline or extraordinary recognition and achievement in specialization. Those holding academic rank in the Library must earn a second master's degree.
4. Professional Growth and Development. Demonstration of significant contributions to the candidate's discipline and a strong likelihood of continuing effectiveness with evidence from at least three of the sources listed in section 103.0302,D,3 .

1. Teaching. Demonstration of a clear and convincing record of a high level of sustained effectiveness with evidence from student evaluations and from at least four additional sources listed in section 103.0302,D,1.
2. Service to Institution. Demonstration of a clear and convincing record of a high level of sustained effectiveness as shown by successful, collegial service on departmental, school-wide, institutional or system-wide committees and with evidence from at least four additional sources listed in section 103.0302,D,2 .
3. Academic Achievement. Terminal degree in discipline or extraordinary recognition and achievement in specialization. Those holding academic rank in the Library must earn a second master's degree.
4. Professional Growth and Development. Demonstration of a clear and convincing record of emerging stature as regional, national or international authority within the candidate's discipline, and/or a clear and convincing record of a high level of sustained effectiveness in the candidate's discipline with evidence from at least four of the sources listed in section 103.0302,D,3 .

To carry out special instructional functions such as basic skills instruction, an individual may be hired at the rank of lecturer. Not more than 10% of the FTE corps of primarily undergraduate instruction may be lecturers and/or senior lecturers. (BOR 803.03)

1. Teaching. If no teaching experiences, potential for effective teaching as revealed by transcripts, recommendations, and personal interview. If experienced, evidence of effective teaching as revealed by recommendations.
2. Service to Institution. Potential for student advising/counseling, community service, committee work, skill in handling teaching routines or other professional duties, and for proper ethical relationship. ( See Section 109 and  Article V, Section 1, UWG Statutes )
3. Academic Achievement. Master's degree with plans for further academic advancement. Exception may be made in fields where recognition and achievement are of more significance than receipt of degree.
4. Professional Growth and Development. Definite plans for continued professional study and potential for involvement in professional activities

Initial hiring at the rank of senior lecturer is discouraged.