UUP Permanent Appointment Process

The Policies of the Board of Trustees of the State University of New York offer to professional employees who satisfy specific University service requirements, eligibility for permanent appointment (see Article XI, Title C). A professional employee in a title in which permanent appointment may be granted, who has completed seven consecutive years of full-time service as a professional employee at that college, the last two years of which have been in that professional title, must be on the basis of permanent appointment (term appointments will no longer be available); such appointment shall not be effective until made so by the Chancellor.

Permanent appointment is oriented toward the future. It is a status granted by the Chancellor to those professionals whose service and contributions have and will continue to benefit and enrich the University. In making recommendations for permanent appointment, a supervisor should consider whether such appointment is in the long-term best interest of the University.

There are many factors to consider in such a decision. A permanent appointment recommendation should reflect a judgment made after an examination not only of the employee's past performance but also of the employee's potential for future contributions to the University.

Consideration should be given to the following:

1. Whether the employee exhibits the motivation, expertise and human relations skills to continue the professional growth pattern exhibited in their current professional position.
2. The pattern of the employee's past professional performance (evaluations) in relation to past professional objectives (performance programs). Past performance is a useful indicator of future productivity.
3. The emphasis and "profile" of the position as it existed in the past. Is it likely to change significantly? If so, has the employee demonstrated the ability to accept change, innovation and new direction to meet probable new requirements of the position?
4. Whether the employee's potential for future contributions will likely be in areas where the University will require such professional skills.
5. Whether the university requires, and can continue to provide, the professional growth positions to meet the employee's professional career plans.

Your recommendations should be made in the light of a thorough and perceptive analysis of the significant contributions of the employee as they compare to those of other employees and as they relate to the future needs for excellence in the department and the University.

In making your recommendations, it is essential to consult with the senior members of your department and others, both within and outside the department, who have had extensive contact with this individual and who may be particularly well qualified to comment on the professional qualifications and achievements of this professional employee.

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