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Section II: Faculty

Policy Number: II-1.00(H)

University of Maryland Policy on Notification for Professional Track Faculty Contract Changes

(Approved by the President )

I. Purpose

The University recognizes the significant contributions of Professional Track (PTK) Faculty and this policy seeks to ensure that PTK faculty receive written notice and information about decisions relating to terminations, non-renewals, or reduction in appointment percentage. 

II. Applicability

  1. This policy applies to faculty who hold a Professional Track Faculty title, as specified in the University of Maryland Policy on Professional Track Faculty (II-1.00[G]). 
  2. Faculty who meet the definition of adjunct faculty established in the University of  Maryland Policy on the Employment of Adjunct Faculty (II-1.07[A]) are not subject to the provisions of this policy. 

III. Policy

  1. PTK Faculty Employment Decisions 
    1. Employment decisions related to termination, non-renewal, or reduction of appointment percentage rest with the unit head acting in accordance with applicable University and University System of Maryland policies and procedures.
    2. Decisions should be made in alignment with the faculty member’s contract and  University policies relevant to the specific faculty member. 
  2. Notification of Employment Decisions 
    1. The period of notification for employment decisions involving termination, non-renewal, or reduction in appointment percentage is based on length of service and appointment percentage. 
      1. Individual PTK faculty appointment contracts should define the notification period for each faculty member. Relevant notification periods are established in the University of Maryland Policy on Full-Time and Part-Time Professional  Track Instructional Faculty (II-1.00[F]), the University System Policy on  Appointment, Rank, and Tenure of Faculty (II-1.00), and any other applicable  University or University System of Maryland policies and procedures. 
      2. In cases where the employment decision was made for cause, the change in employment status may be effective immediately. 
      3. In cases involving unexpected significant changes to financial resources, the change in employment status may be effective immediately. 
    2. The written notification should include a reason for the decision.  
    3. The written notification should inform the faculty member of their grievance rights and any relevant appeals processes.