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Yale University |
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The University is committed to basing judgments concerning the admission, education, and employment of individuals upon their qualifications and abilities and affirmatively seeks to attract to its faculty, staff, and student body qualified persons of diverse backgrounds. In accordance with this policy and as delineated by federal and Connecticut law, Yale does not discriminate in admissions, educational programs, or employment against any individual on account of that individual’s sex, race, color, religion, age, disability, status as a special disabled veteran or veteran of the Vietnam era, or national or ethnic origin; nor does Yale discriminate on the basis of sexual orientation. University policy is committed to affirmative action under law in the employment of women, minority group members, individuals with disabilities, special disabled veterans, and veterans of the Vietnam era. Inquiries concerning this policy may be referred to the Office for Equal Opportunity Programs. Written affirmative action programs are maintained by the University for the employment of women, members of government-designated racial or ethnic minority groups, persons with disabilities, special disabled veterans, veterans of the Vietnam era, and other covered veterans. Copies of these programs are available for review in the Office for Equal Opportunity Programs.
At Yale, distinctions are made among ladder faculty ranks, non-ladder instructional ranks (e.g., adjunct and visiting), and research ranks. Differences among these categories include the appointment and review procedures, leave and benefit policies, and maximum time in rank. Throughout the University, ladder ranks include: at the junior level, lecturer convertible and assistant professor; at the senior level, associate professor on term, associate professor with tenure, and professor. (For a more detailed description of the faculty ranks, see Sections IV-VI.)
Faculty positions are announced and nominations for them solicited in ways that will ensure appointments of the highest possible quality and an appointments process that is consistent with the University’s goals of open access and affirmative action. Usually recruitment will include widespread advertisement, such as announcements in professional journals and newsletters and at professional meetings, as well as contact with representatives of relevant departments and schools, by letter, e-mail, or telephone. When general announcements are unlikely to be successful, departments and schools are expected to undertake recruiting efforts that reflect the special characteristics of the position and relevant pool of candidates. In general, new appointments to the ranks of professor, associate professor, and assistant professor, including adjunct ranks, require written documentation of the entire search process. This documentation is reviewed by the Office for Equal Opportunity Programs and must be approved by the Provost’s authorized representative before an appointment is offered. Affirmative action deputies are appointed in each of the professional schools to assist search committees in their schools with the recruitment of women and members of minority groups. More detailed information about appointments procedures can be found in memoranda prepared and distributed by the Provost and deans of the professional schools.
Appointments to all faculty positions are made by vote of the Yale Corporation, either upon nomination by the President, or upon nomination approved and transmitted by the President or Provost. Appointments to tenure are made after recommendation to the Provost by the board of permanent officers or otherwise designated governing body of a school. Other appointments may be recommended by the board of permanent officers or other governing body, by the dean, or by the appropriate appointments committee, depending on the school originating the appointment.
An appointment or promotion to tenure is made only when a tenure position has been authorized by the Provost. Non-tenured members of Yale faculties are eligible to become candidates for tenure at Yale only after the authorization of a position in the relevant field. Approval by the Provost is therefore required before tenure positions (which ordinarily become open through retirement or resignation, though they may be newly designated) may be filled. The normal practice in allocating positions is for appropriate advisory bodies to make recommendations to the Provost. No offer of appointment is final until approved by the Corporation upon the recommendation of the President or Provost. No member of a faculty may commit the University to any academic appointment unless authorized by the Corporation to do so. With the approval of the Provost, chairs of departments or deans of schools, or their representatives, may, however, discuss the terms of possible offers of academic appointment with prospective candidates. A notice of the Corporation’s vote making the appointment is sent to the appointee from the Office of the Secretary.
No one appointed to a ladder faculty position at Yale may simultaneously hold a tenure or tenure-track position elsewhere. Various kinds of other appointments at other institutions may be appropriate, as long as they are disclosed and do not create a conflict of interest or conflict of commitment. (See Section X.D.) No member of the faculty employed full-time at Yale may hold a teaching position, even a visiting one, at another institution during the academic year without special permission from the Provost, and in such cases additional compensation is not permitted.
With the exception of appointments to tenure positions and, in certain professional schools, appointments to continuing professorial ranks, appointments to the faculty are to a given rank for a specified period of time, ranging from one semester to five years. Many term appointments are renewable, though the time permitted in non-tenure ladder ranks is generally limited. Most appointments carry with them an understanding of a full-time level of compensated effort, i.e., full-time employment, either for the nine-month academic year or the full calendar year. However, the level of compensated effort in appointments other than tenure appointments[2] may be less than full-time and may vary from year to year. Thus it is important to distinguish between the level and term of appointment and the understanding with respect to the fraction and duration of employment.
With the exception of faculty in certain tracks in Medicine and Nursing, no one on the Yale faculty may be employed in the ranks of assistant professor and associate professor on term for longer than a total of ten years, plus any extensions as described below. This ten-year maximum may be extended by up to a total of three years for time during which the faculty member:
(a) has taken a leave of absence for public service,
(b) has taken an approved Child Rearing Leave or a Caregiver’s Leave of at least six weeks, or
(c) has been given an approved extension in connection with childbearing or as a result of a short-term medical disability of at least six weeks (see Section VII.D).
Extensions granted for any combination of these reasons are subject to a maximum of three additional years in the non-tenure ladder ranks.
An extension may also be allowed, on a pro-rata basis and subject to the same three-year limit on extensions, for time during which the faculty member holds a part-time ladder appointment at Yale. (For example, a person working half-time over the course of two academic years would be entitled to a one-year extension of the ten-year maximum.)
In the schools of Medicine and Nursing, the ten-year maximum includes years of appointment to the ladder ranks at Yale and all years (up to three) of full-time teaching at other institutions, in both cases excluding years in which the faculty member did not hold the Ph.D. or its equivalent for any part of the academic year.
The reappointment of persons holding term appointments is not automatic at Yale. Schools and departments are expected to make a careful evaluation of each candidate’s work and promise, as well as the programmatic needs of the school or department, before deciding whether or not to recommend reappointment or promotion. Notice of non-reappointment for persons holding full-time term appointments will be given in writing according to the following schedule, although failure to provide such notice does not create any right to extension or reappointment.
For full-time faculty in the ladder ranks appointed to terms of three or more years, notice of non-reappointment normally will be given at least one year before the terminal date of the appointment.
In extraordinary circumstances, persons at the ladder rank of assistant professor holding an appointment of at least three years may request, in writing, a waiver of the one-year notification by asking for postponement of the review until the fall term of their final year of appointment. Schools and departments are not obligated to grant such requests and may do so only after approval by the Office of the Provost following consultation with the appropriate dean. In such cases, the decision of the department on promotion, reappointment, or termination should be communicated to the individual no later than December 1 of the terminal academic year. Only in extraordinary circumstances will permission be granted to postpone the review until the 10th or final year in the non-tenure ladder ranks.
For full-time faculty in the fifth or any subsequent year of successive one or two-year appointments in the non-ladder ranks, notice of non-reappointment normally will be given by October 31 of the final year of appointment.
For specific notice of non-reappointment as lector, senior lector, adjunct, and lecturer in the Faculty of Arts and Sciences, see Section IV.A.11.
For notice of termination in research faculty appointments as a result of lack of external salary support, see Section V.A.
For notice of termination specific to certain professional schools see Section IV, and consult the appointments procedures of the appropriate school.
Joint ladder faculty appointments to two or more schools or departments are normally appropriate only if the appointee is expected to make a significant contribution to the undergraduate or graduate programs by teaching, conducting research, supervising dissertations, or carrying out administrative responsibilities on a regular basis in both of the schools or departments to which joint appointment is made.
There are two kinds of joint faculty appointments. A fully joint appointment is made for the same duration (including tenure, if the rank is a tenure one) and confers voting rights appropriate to the rank in both departments or schools. Such an appointment is made only in exceptional cases and by vote of both departments or schools, the appropriate appointments committees and governing boards, and the Corporation, either at the time of initial appointment or subsequently.
The more common kind of joint appointment is characterized by a primary appointment in one department or school and a secondary (sometimes called “courtesy”) appointment in another. The secondary appointment will normally be either for a time not to exceed the term in the primary department or school or for five years, whichever is less. Under most conditions the secondary appointment may be renewed.
When either kind of joint appointment of a new member of the faculty is anticipated, the initiating school or department is expected to seek participation of any proposed second school or department in the search for candidates. Joint appointments require approval through the normal procedures of both schools or departments.
Persons currently holding an appointment in one Faculty of Arts and Sciences department may be granted a secondary appointment in another for a renewable term of up to five years with the approval of both departments and the dean chairing the Term Appointments Committee. Persons holding an appointment in a professional school may be granted a secondary appointment in the Faculty of Arts and Sciences with the approval of the school, the department, and the Faculty of Arts and Sciences Term Appointments Committee. Persons holding an appointment in the Faculty of Arts and Sciences may be granted a secondary appointment in a professional school with the approval the department and the school’s appointments committee, where appropriate, and board of permanent officers or other authorized governing board.
Voting rights in the secondary department or school follow department or school customs, except that faculty holding secondary appointments may not vote on tenure appointments in the department or school in which they hold secondary appointment.
Within the Faculty of Arts and Sciences, faculty members holding fully joint appointments in a department and in an interdisciplinary department (such as African American Studies) or certain interdisciplinary programs (such as American Studies) are eligible to vote in both, and such joint appointments carry the same term in each.
The primary purpose of allowing part-time appointments to the ladder ranks is to accommodate persons whose pressing personal or professional responsibilities cannot be adjusted to full-time appointments at the University. For positions with tenure (and in the School of Medicine, positions held on a continuing basis) part-time appointments are permitted only in exceptional circumstances and only for a limited period of time. The proportion of time designated in a part-time appointment applies to the full range of faculty responsibilities, including committee work and other administrative obligations.
An appointment in the ladder ranks on a part-time basis requires approval by the Provost, except in the School of Medicine, where approval may be granted by the Dean. Normally, the proportion of time specified at the outset of a part-time appointment will apply throughout the appointment. Changes in the proportion of time require the approval of the Provost (or in the School of Medicine, of the Dean).
Part-time appointments are made in accord with the standards and procedures for full-time appointments to these same ranks. Such appointments will be made as a percentage of full-time (not less than fifty percent) occurring throughout the academic year. With the exception of faculty on Phased Retirement, appointments will ordinarily be made for the full academic year, rather than on the basis of one-term-on, one-term-off. A person holding a part-time appointment in the rank of assistant professor, associate professor, or professor is required to obtain approval from the Provost or dean before undertaking outside employment during the academic year. In the School of Medicine, part-time appointments in the Clinician-Educator Track may be any percentage of full-time.
The ten-year limit on non-tenure appointments and the limits on time in a particular rank may be extended for a faculty member who has held part-time appointment in a ladder rank, up to a maximum of three additional years. The Provost, on the recommendation of the appropriate dean, will determine whether to grant such an extension. However, in no case may an individual be on part-time status or a combination of part-time and full-time status in term appointments to the ladder ranks for a period that exceeds thirteen years, including any extensions as described in Section III.F.
Persons holding part-time appointments (with proportional compensation) are eligible for most leaves available to full-time faculty members in those faculties in proportion to the percentage of time worked. For full information about leaves, consult the Provost’s Office. For benefits consult the Benefits Office.
When an individual holds both a faculty appointment and an appointment as a managerial or professional employee, one appointment is primary and the other is secondary. In rare cases an individual can hold a fully joint appointment. The designation is normally made either at the time of hire or at the time the second appointment is made, but it may be done at any time by the dean or Provost. If a primary faculty appointment is changed to secondary during the term of appointment, that designation becomes effective after the expiration of a period equal to the required notice of non-reappointment for that position, as specified in Section III.G. If no formal designation is made, a dual faculty appointment in a ladder or research rank is presumed to be primary, and a dual faculty appointment in any other rank is presumed to be secondary.
The termination of a primary appointment, whether faculty or managerial or professional, automatically terminates a secondary dual appointment, without any notice, grievance or similar rights with respect to the secondary appointment otherwise afforded by the Faculty Handbook or the Personnel Policies and Practices Manual available at the Human Resources web site. The termination of a secondary appointment is effective at the same time as the termination of the primary appointment, except that if the individual is teaching a course during the current academic term under the secondary appointment, the termination may be made effective at the end of the academic term. Termination of (or other personnel action directed toward) the secondary appointment only will not automatically affect the primary appointment. In such instances, the individual will be extended such notice, grievance and similar rights as are afforded by the Faculty Handbook or the Personnel Policies and Practices Manual with respect to the secondary appointment.
Specific details on the appointments process in the Faculty of Arts and Sciences are provided in a memorandum periodically circulated to chairs of departments in that faculty called “Procedures for Faculty Searches, Appointments, Leaves, and Terminations.” Similar material is normally circulated by the deans of professional schools to their faculties. Copies are available from the Provost or dean. The normal procedure for appointment and promotion begins with the consideration by the department or school of its needs and a request to the Provost for a defined position. In the Schools of Medicine and Nursing, only tenure and continuing positions must be specifically approved by the Provost. Once the position has been authorized, the department or school takes the initiative on the appointments process, except that the Provost’s Office, the deans’ offices, and the Office for Equal Opportunity Programs are involved in various stages as set forth in the appointments memoranda.
Except in the Schools of Medicine and Nursing, both tenure and non-tenure ladder positions normally arise from retirements, resignations, and terminations of appointments. Budgetary flexibility may be provided if the opportunity to make an outstanding appointment should arise in the absence of a vacancy, particularly if the appointment would support the University’s affirmative action policies for the appointment of outstanding women and members of minority groups.
a. Ladder Positions in the Faculty of Arts and Sciences. When a person is recommended for a ladder position through the search and voting processes of a department in the Faculty of Arts and Sciences, the recommendation is reviewed by an appointments committee. In the case of non-tenure appointments, it is the Term Appointments Committee. Appointments to the ranks of associate professor with tenure and professor are reviewed by the Committee on Tenure Appointments for the division in which the candidate is recommended. (See Section IV.A.) On the initiative of the Provost, the Dean of Yale College, or the Dean of the Graduate School, an ad hoc committee may be impaneled by the Provost as a supplement to (or substitute for) the divisional Tenure Appointments Committee.
b. Ladder Positions in the Professional Schools. In each of the professional schools of the University, ladder faculty appointments are initiated either by a school-wide appointments committee or by a department followed by a school-wide appointments committee. They are then voted upon by the board of permanent officers or other authorized governing body of the school. In the case of small or diversified faculties, the Provost will, as a matter of course, impanel either a standing committee (normally called the Standing Advisory and Appointments Committee) or an ad hoc committee to conduct an advisory review of the recommendations for tenure appointments made by the board of permanent officers or other authorized governing body of such faculties. In some schools (e.g., Drama and Music) recommendations of appointments to the ranks of professor adjunct and associate professor adjunct are reviewed in the same way. No appointments are final until voted by the Corporation on the recommendation of the President or Provost.
c. Non-Ladder Positions University-wide. In the Faculty of Arts and Sciences and in each of the professional schools, procedures exist that govern the steps needed to recommend a faculty appointment to the Corporation.
When meeting to discuss a faculty appointment or promotion, the permanent officers or other authorized governing body of a school may invite to attend, with vote, other members of their faculty who hold a rank equal or superior to that of the position to be filled. However, regardless of rank, faculty with secondary appointments in a department or school may not vote on promotions or appointments to tenure. Also, faculty on term appointments may not vote on reappointments to ranks equivalent to their own. Absentee ballots are not part of the formal vote; if taken, they must be recorded and reported separately. In the Faculty of Arts and Sciences and in the School of Medicine, the same policies govern voting in departments.
It is University policy that only those who by usual practice transmit or vote on a particular candidate’s appointment or promotion may see the letters of evaluation used in the appointments process. The letters of evaluation are confidential and their contents may not be shared with the person being evaluated. They may be seen by a review committee in the course of a grievance and may have to be produced in the course of administrative proceedings or legal actions.
Except in extraordinary circumstances and with the approval of the Provost, in all schools except Drama and Nursing, initial appointments to the ladder faculty begin on either July 1 or January 1, and resignations from the ladder ranks can take place only on June 30 or December 31.
Faculty on nine-month appointments who are paid over a twelve-month period are paid in advance during July and August of each year of appointment and must complete the academic year to have earned that salary. (See Section VIII.A.1.)
One-year appointees are normally appointed and paid from September through May, and one-semester appointees from September through December, or January through May, as appropriate. When circumstances warrant, and with prior permission from the Provost’s Office, one-semester appointments may be made from July through December or June or from January through June, as appropriate. Similarly, one-year appointments may be made from July through June or from January through December.
In the School of Drama and the School of Nursing, initial appointments may be made, and resignations accepted, at any time during the calendar year.
Faculty appointments to the research ranks are normally made on a 12-month basis and may begin and end at any time of the year.
In making any appointment to the faculty, the University seeks to appoint the best candidate for the position, whether or not the candidate is currently affiliated with the University. Faculty members on term appointments do not have a right to reappointment or promotion, and decisions on reappointment, like initial decisions on appointment, are subject to the exercise of professional and scholarly judgment by competent University authorities. Failure to recommend a person for reappointment or promotion is not necessarily an adverse judgment of academic or other competence. It may result, for example, from the lack of an opening in a relevant field, the priorities of the department or school, or the availability of better-qualified candidates for the position.
To ensure that there is no misunderstanding about the availability of positions, that extra-department and extra-school interests of the University have not been overlooked, and that the department or school consideration of each member of the non-tenured faculty has been adequate, chairs of Faculty of Arts and Sciences departments and deans of schools will, as a matter of course (and prior to taking any formal action on appointments by the department or school), discuss with a representative of the Provost’s Office all members of their faculties who might expect to be considered for reappointment or promotion. When a decision not to reappoint or promote is made on a candidate who has held an appointment at Yale for more than one year, the department or school submits to the Provost a brief report of the action to be taken before that decision is conveyed to the candidate. In the School of Medicine, departments submit such reports to its Office for Faculty Affairs.
The Provost may ask a department or school that has decided not to recommend a reappointment or promotion to reconsider the case. Among the reasons for such a request could be a misunderstanding about the availability of the resources for a position.
If the Provost has substantial questions about the adequacy of the consideration of a candidate for reappointment or promotion, he or she may request a review committee (see below) to review the decision and to offer advice on the matter. The views of the department or the school are presented in any such reappraisal.
a. Purpose. The review procedure described below is intended for any faculty member[3] who believes 1) that a University policy has not been properly observed in the case of his or her reappointment or promotion; 2) that his or her reappointment or promotion has not been adequately or fairly considered; or 3) that he or she has been discriminated against in matters of reappointment or promotion on the basis of race, color, religion, age, sex, sexual orientation, disability, or national or ethnic origin. It is not the purpose of these review procedures to consider substantive issues of professional competence.
b. Process
Informal Consultation and Resolution. A faculty member is encouraged initially to seek an equitable solution to the problem through direct discussion with the responsible persons. The dean of the school, the Dean of Yale College, the Dean of the Graduate School, or the Provost will, if requested, recommend a faculty member or administrator who may be consulted for advice in a confidential manner by any member of the faculty who believes that he or she may have cause for complaint.
Submission to the Dean. If the problem cannot be resolved by informal discussion, the faculty member shall submit to the appropriate dean[4] a letter explaining the complaint and the redress sought. (If the faculty member believes that the dean has been significantly involved in the matters under dispute, he or she shall submit the letter of complaint directly to the Provost. See below.) The letter should be received by the dean within 45 days of the final action giving rise to the complaint. However, the dean may extend the time for filing the grievance if special circumstances warrant it.
The dean[5] will then undertake an informal investigation. In doing so, the dean may consult with the faculty member and may meet with such other parties as the dean deems appropriate in an attempt at resolution. In discussions with the dean, the complaining faculty member may be accompanied by an adviser,[6] and the dean may consult separately with the adviser only with the consent of the faculty member.
The dean’s inquiry will be carried out within a reasonable period of time, normally within 30 days, and will conclude with a written response to the faculty member. The dean’s written response will also apprise the faculty member of the availability of a committee review as described below.
Submission to the Provost. Where informal consultation (if attempted) or submission to the dean has not resolved the problem, or where the dean was significantly involved in the matters under dispute, the complainant shall submit a letter to the Provost explaining the complaint and the redress sought and requesting consideration of the complaint. A copy of this letter will be furnished to the individual respondents who are the subject of the complaint. This letter must be received by the Provost within 45 days of the final action giving rise to the complaint or, if the matter was initially submitted to the dean, within two weeks of the dean’s written response to the faculty member.
The Provost or a designee of the Provost may conduct a preliminary review of the complaint and, if appropriate, will attempt to resolve the matter informally. As soon as possible, but in no case later than one month after the Provost’s receipt of the complaint, the Provost will forward to a review committee those issues raised by the complaint that have not been resolved, except for any that the Provost has concluded are not within the purview of the procedures or are clearly without merit.
Review Committee Procedures. A review committee will consider complaints referred to it by the Provost. The Review Committee for the Faculty of Arts and Sciences is a standing committee, appointed each year by the Provost in consultation with the Executive Committee of the Faculty of Arts and Sciences and consisting of four tenured members of the Faculty of Arts and Sciences and one member of the Law School faculty. One of these individuals will be designated chair of the particular review. The Review Committee for cases involving faculty appointments in other schools will consist of five tenured faculty members— in the case of Music and Drama, these may be professors adjunct — two of whom will be selected from among the members of the standing Review Committee for the Faculty of Arts and Sciences and three of whom will be appointed by the Provost to hear a particular case.
Members of the Committee who may be directly involved in the complaint shall excuse themselves during the Committee review. When a member or members are excused or are otherwise unavailable to participate, the Provost may designate substitutes. During its inquiry, the Committee may review documents from any office of the University that are relevant to the underlying complaint and that were prepared prior to the decisions about which the faculty member is complaining. However, the Committee may not review documents covered by a legal privilege (for example, psychiatric patient records and attorney-client communications). It is expected that all members of the Yale community will cooperate fully with the Committee in its inquiry.
The proceedings are not intended to be adversarial. The complaining faculty member must meet with the Committee and may be accompanied by an adviser when doing so. The faculty member and the respondent(s) will have the opportunity to present information and to propose that the Committee interview relevant witnesses. The faculty member and the respondent(s) may be permitted to inspect documents or parts of documents that the Committee deems directly relevant to the specific complaint and were not written under a presumption of confidentiality. As its inquiry proceeds, the Committee may interview the witnesses proposed by the faculty member or the respondent(s) and any other persons it deems relevant. The Committee may at its discretion pursue its inquiry with or without the presence of the complaining faculty member and his or her adviser. The Committee may consult separately with the adviser only with the consent of the faculty member.
Where a complaint alleges sex discrimination or discrimination on the basis of disability in a matter of reappointment or promotion, the Committee will also consult, respectively, with the Title IX Coordinator of the University or the chair of the Advisory Committee on Resources for Students and Employees with Disabilities.
The Review Committee, having conducted its inquiry, will deliberate in closed session and will present a written report stating its findings of fact and its conclusions. In a separate section of the report, the Committee will outline what actions, if any, it recommends that the Provost take. The report of the Committee will be adopted only upon the majority vote of the members of the Committee who participated in the inquiry.
Resolution. The Review Committee will submit its report within a reasonable period of time, normally within 90 days of its receipt of a complaint. (Ordinarily the report will be submitted to the Provost, but in the event the Committee determines that the Provost has been significantly involved in the matters under dispute, the Committee will submit its report to the President, who will substitute for the Provost in the resolution of the complaint.)
The report is advisory to the Provost, and no other individuals are entitled to a copy. However, the Provost will permit the faculty member and the respondent(s) to inspect and to comment on those portions of the finding of facts and conclusions (but not the recommendations) that are not confidential to the Provost.
The Provost will accept the Committee’s findings of fact. The Provost may accept, modify, or reject the conclusions of the Committee and any of its recommendations. However, in any case where the Provost has reservations about the actions recommended by the Committee, the Provost will discuss the matter with the Committee in advance of a final decision and explain his or her reasons for disagreement. The Provost will then decide the matter and convey his or her decision in writing to the faculty member, the Committee, the respondent(s) and, where appropriate, the relevant appointments committee.
The Provost’s decision ordinarily should be rendered within three months after submission of the written statement of the complaint to the Provost. In instances where additional time may be required — for example, delays caused by the absence of faculty members over the summer months – 60
the Provost may extend the period for rendering a decision. If the period is so extended, the faculty member and respondent(s) will be so informed.
A decision by the Provost to sustain a decision not to reappoint or promote a member of the faculty shall be final. Any other decision by the Provost will be implemented in accordance with rules or practices of the University. (For example, an ad hoc appointments committee might be impaneled.)
A member of the teaching or research faculty who believes that he or she has suffered as a result of a breach of University policy (e.g., discrimination on the basis of race, color, religion, sex, sexual orientation, disability, age or national or ethnic origin) in a matter not involving reappointment or promotion may request review of his or her complaint in accordance with the procedure set forth in Section III.L.3 above.[7] However, if the complaint is submitted to a committee for review, the Provost, at his or her discretion, may submit the complaint either to the Standing Review Committee described above or to an ad hoc panel of no fewer than three members appointed by the Provost. A decision of the Provost regarding a complaint brought under this section shall be final.
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