It is the policy of the Board that the laws of the United States and of the State of Oklahoma shall be upheld and obeyed in all of its actions. In stating this policy, the Board is especially aware of Title VI of the Civil Rights Act, Title IX of the Educational Amendments of 1972 and other Federal laws and regulations, and continues not to discriminate against persons on the basis of race, color, religion, national origin, sex, qualified handicap or status as a veteran. Such nondiscrimination applies to all policies, practices, and procedures, including those pertaining to admission, employment, financial aid, and education services. The administration of each institution governed by the Board is directed to develop, establish and observe procedures which implement the nondiscriminatory policy of the Board. In all such instances the Board encourages the inclusion of minorities and women.

Clearly stated and sound policies governing appointments, renewal and nonrenewal of appointments, tenure, promotion, dismissal, retirement, sabbaticals and related matters assist faculty and administrators to perform effectively. The opportunity to offer suggestions relative to improvement of policies is likewise an important means of maintaining a productive general faculty and staff. This requires a general policy of revision and updating as opportunities for improvement of institutional welfare arise. The Board encourages faculty, administrators, and students to make recommendations to the president of the institution. Such recommendations which can be supported by the president should be submitted to the Board for its consideration.

In order to implement this policy of the Board, each institution has been directed to develop written statements of procedure to manage the appointment, the renewal and nonrenewal of appointment, the promotion, dismissal, and the retirement of faculty and the selection and retention of administrators (below the level of president). Current statements of institutional procedures shall be maintained on file with the Board and the institution as a matter of public record and shall be duly effective only insofar as they are in strict compliance with Board policy.

While the appropriate chief administrator is charged with the responsibility of recommending appointments, promotions, discontinuances, and retirement of personnel, he/she shall secure appropriate faculty counsel and may consider student input before making recommendations. "Appropriate faculty counsel" referred to in this policy statement normally will involve obtaining a recommendation from (1) the faculty, or (2) a special or permanent committee of the faculty of the administrative unit involved, or (3) duly-elected boards, senate or councils at division, college or departmental level.

Prior to initiating a search for a president, the Board will approve the procedures which will guide the process. These procedures will specify the methodology for developing a Position Description and Qualifications Statement, the composition of the Search Committee, and the involvement of institutional constituencies. The decision to select and employ a president or to reject all candidates or to reopen the search shall at all times remain solely the responsibility of the Board.

With regard to the appointment of other major administrative personnel, appropriate consultation shall be secured from the Board. This will include presenting the Board with a complete job description of the position to be filled and minimum required qualifications, both of which must have Board approval prior to the acceptance of applications or initiating screening procedures of applicants.

Faculty counsel shall precede any recommendation for appointment by the president. At the president's option, unless otherwise directed by the Board, he/she may consult and/or involve students and other citizens in making recommendations to the Board.

The president shall recommend major administrative personnel to the Board for approval. Major administrative personnel shall be considered to be those holding, or to hold, the title of vice-president, dean, or an equivalent administrator of a major administrative unit.

Faculty shall be appointed by the Board only after the vacancy has been advertised appropriately, after applicants have been carefully screened to ensure they meet all necessary minimum requirements, and after appropriate faculty counsel has been obtained. In all cases, the person judged to be the best qualified and most apt to render successful service shall be appointed.

The continuation of administrators in their positions at institutions under the operational control of the Board is a result of demonstrated satisfactory performance. The concept of tenure in an administrative position is not applicable.

Each administrator's performance shall be continually evaluated. Administrators under the president's level shall be evaluated by the responsible administrative supervisor in each institution. The evaluation shall be made in accord with the evaluation procedures developed in the institution where the administrator is employed. All evaluation procedures in each institution shall be developed under the direction of the president and are subject to the approval of the Board.

In instances where the performance of an administrator is determined to be unsatisfactory, the future performance by such an administrator must be carefully monitored by the administrative supervisor responsible for that administrator. Continuing failure to improve by an administrator whose present or past performance is unsatisfactory may result in reassignment to other duties or termination of employment.

The performance of presidents will be evaluated only by the governing Board. Retention or reappointment of presidents is a result of demonstrated satisfactory performance in such areas as:

• Academic Leadership
• Administrative Leadership
• Financial Responsibility
• Personnel Management
• Implementation of Board and Institutional Policies
• Maintenance of Confidence and Respect of the Board of Regents and the Relevant Constituencies and Publics of the Institution

Faculty shall be evaluated systematically prior to reappointment. Campus administrators shall seek faculty counsel in an appropriate fashion prior to making personnel recommendations to the Board. The administration of each institution governed by the Board is directed to develop and establish appropriate evaluation procedures which will facilitate making reasonable decisions regarding reappointment of faculty. Such procedures may also include input from administrators and students.

Faculty will be given adequate notice of the decision to dismiss or not to recommend reappointment and reasonable institutional procedures shall be available to the affected faculty member who wishes to dispute the adequacy of the process observed in making the adverse recommendation. "Adequate notice" regarding non-reappointment shall be defined at each institution governed by the Board, with the definition taking into account academic rank, years of service, institutional function, and other relevant circumstances. The administration of each institution shall develop and implement appropriate procedures for reaching decisions regarding dismissal and non-reappointment and for institutional review of grievances related to such decisions.

Faculty shall be eligible for consideration for promotion provided they meet the criteria established by the individual institutions. Furthermore, administrators responsible for making promotion recommendations shall seek faculty counsel in an appropriate fashion. The administration of each institution shall be responsible for developing appropriate definitions and procedures to implement this policy.

The retirement policies of the Board for all personnel are in force as approved by the Board.

Approved December 9, 1977
Revised June 20, 1997