Intranet: Policies and Procedures: Section 1: Personnel
1.02 Recruitment and Appointments
- 1.02.01 Procedures for Filling Memo I Administrative/Faculty Positions
- 1.02.02 Process for Personnel Actions
- 1.02.03 Policy Converting 12-month Faculty Appointment to 9-month Faculty Appointment
- 1.02.04 Administrative Appointments and Supplements
- 1.02.05 Adjunct Appointments
- 1.02.06 Special Professorships
1.02.01 Procedures for Filling Memo I Administrative/Faculty
Positions
The College of Agricultural and Environmental Sciences is in agreement with Board of Regents’ policy that stipulates that procedures are to be followed to ensure nondiscriminatory employment of high caliber personnel in major faculty and administrative positions (Memo I).
Applicability
Positions currently classified as Memo I in the college are: 1) dean and director, and 2) chaired (endowed) professorships. The senior vice president and provost for academic affairs shall be responsible for filling a vacancy of the dean and director.
The dean and director shall be responsible for ensuring that Memo I procedures are adhered to in the filling of chaired professorships. Appointment to a chaired professorship is restricted to faculty who demonstrate a margin of excellence in instruction, research, extension, or a combination thereof.
Responsibility for Initiation of Chaired Professorship through Memo I Procedures
The academic department head shall be responsible for initiating the Memo I procedures for appointment of chaired professors using the same procedures as followed for regular faculty appointments, subject to the guidelines or criteria specified for the particular professorship.
The office of the dean and director shall staff all requests to appoint chaired professors.
Implementation of Appointment of Special Professorships
Upon recommendation of the faculty, the department head shall transmit the dossier of the candidate with supporting documentation to the office of the dean and director. The department head shall be explicit in his recommendation of concurrence or nonconcurrence with the appointment.
The office of the dean and director shall appoint an ad hoc committee comprising of representatives from the college Level I Promotion and Tenure Committee to review and recommend appointment of the candidates to the chaired professorship.
The dean and director shall submit the name of the candidate with a letter of endorsement to the University administration for approval who will then forward to the University System of Georgia Board of Regents.
Upon approval, the dean and director shall issue a letter of appointment to the faculty member.
1.02.02 Process for Personnel Actions
Selection of personnel in the College of Agricultural and Environmental Sciences is a critical process that requires thoughtful and careful deliberations on the part of all concerned. Each department, district, or unit in the College should have a long-range plan regarding personnel needs that should be compatible with the goals and mission of the College.
This policy will cover the basic steps for the majority of personnel actions in the College. It should be recognized that unique circumstances may require minor deviations in processing some positions and such deviations can be granted by the Dean and Director. Approval for deviations in this policy must be approved in writing prior to the initiation of a search process.
The Dean and Director is responsible for all administrative staff in the College. Department Heads and support unit directors are action level, line positions reporting directly to the Dean and Director. District Extension Director positions are action level, line positions answering directly to the Associate Dean for Extension. Request to fill faculty positions originate with the department, assistant dean, district director or unit director.
Request to Fill a Position (RFP)
The UGA "Request to Fill a Position (RFP)" form (http://www.busfin.uga.edu/forms/request_to_fill_position.pdf) is prepared by the unit administrator for faculty/staff actions to post/fill vacant positions. For faculty positions, you must provide a cover letter including additional details for further amplification on rationale and a proposed draft position announcement. Proper routing of the RFP is: 1) director of human resources; 2) director of fiscal affairs; 3) if the faculty is to be located on the Griffin or Tifton campuses or if assistant dean is providing salary or operating funds, the appropriate assistant dean will be included in the concurrence process; 4) associate dean with the majority percentage of assignment; 5) other associate deans, (associate deans for academic affairs and research signatures not required on county agent positions). After concurrence by the aforementioned, the RFP is forwarded to the dean and director for approval. The dean and director will forward, as appropriate, to the University administration for approval. Any questions regarding the status of the RFP should be directed to the Dean and Director's Office. Once the RFP has been approved, the unit administrator has the authority to proceed with the requested action.
Request for Salary Actions (RSA)
The UGA "Request for Salary Action (RSA)" form (http://www.busfin.uga.edu/forms/request_salary_exception.pdf) is prepared by the unit administrator for faculty/staff actions for a base plus 15% exception, mid-year increase, counter offer, promotional salary increase exception, salary supplement, and other personnel actions (you may attach additional documentation as needed for requested action). Proper routing of the RSA is: 1) director of human resources; 2) director of fiscal affairs; 3) if the faculty is located on the Griffin or Tifton campuses or if assistant dean is providing salary or operating funds, the appropriate assistant dean will be included in the concurrence process; 4) associate dean with the majority percentage of assignment; 5) other associate deans, (associate deans for academic affairs and research signatures not required on county agent positions). After concurrence by the aforementioned, the RSA is forwarded to the dean and director for approval. The dean and director will forward, as appropriate, to the University administration for approval. Any questions regarding the status of the RSA should be directed to the Dean and Director's office. Once the RSA has been approved, the unit administrator has the authority to proceed with the requested action.
Appointment and Responsibilities of Search and Screening Committee for Faculty Position
Search and screening committees are not required for County Extension Faculty positions. These searches are handled by the District Extension Director (DED) and it is left to the discretion of the DED as to whether a search committee will be utilized. Typically, the DED will include the appropriate Program Development Coordinator and the County Extension Coordinator in the interview process. A representative from the local county government may be included at the discretion of the DED.
The unit administrator will appoint a search and screening committee to identify candidates for a position. The unit administrator will charge the search and screening committee. The search and screening committee will forward the position announcement to the CAES office of human resources for approval and posting with the Applicant Clearinghouse. After approval is obtained, the search and screening committee chair will be notified by the CAES office of human resources that the position announcement is approved and ready for distribution.
The position announcement is distributed by the search and screening committee chair to all appropriate institutions, agencies, media, and other organizations. The search process will be highly proactive with regard to quality of candidates, diversity, and availability. An important step in the process is for the search and screening committee chair to list the position with the UGA Applicant Clearinghouse. It is the responsibility of the search and screening committee to set deadlines for applications and acknowledge all inquires and applications.
After all applications are received, the search and screening committee shall meet and review all applications. The chair of the search and screening committee will select candidates for further consideration.. The chair of the search and screening committee will arrange all interviews.
Normally, candidates for assistant professor positions will not interview with university administrators beyond the dean and director. All candidates for associate professor and professor may be interviewed by the appropriate vice presidents, including the dean of the Graduate School. The assistant deans, associate deans, dean and director and university administrators, where appropriate, will interview the candidates.
It is imperative that the chair of the search and screening committee adequately prepare prior to the initiation of the interview process. It is essential that information be provided to the interviewers prior to the interview (information should include the interview schedule; position announcement; approved RFP; Vita and recommendation letters).
A member of the search and screening committee or unit administrator will accompany each candidate for the interview. The person will provide introduction of the candidates to the interviewer and be available during the interview. Normally, thirty minutes should be allowed for each interview, unless more time is specifically requested by the candidate or interviewer.
All costs associated with the search, screening, and interviewing process will be the responsibility of the department, district, or unit for which the position is located. Also, all costs associated with the search, screening and interviewing process of department heads, district extension directors, and unit directors will be the responsibility of the department.
Requests for Graduate Faculty Status on Appointment
During the hiring process for faculty at the rank of assistant professor, associate professor, or full professor, a request may be made by the appropriate dean for Graduate Faculty status. A written request with the faculty votes, along with a c.v., for Graduate Faculty appointment must be forwarded to the dean of the Graduate School, and a duplicate package sent to the Provost and Senior Vice President for Academic Affairs. The applicant's department head must notify the dean of the Graduate School when the applicant accepts employment. Upon approval by the graduate dean, Graduate Faculty status will begin with date of employment for a three-year period. New hire Graduate Faculty members will be eligible for regular Graduate Faculty appointment in three years and thereafter reappointment every seven years (http://www.uga.edu/gradschool/faculty/procedures.html).
Requests for Tenure on Appointment
Only candidates with outstanding and demonstrable national reputations will be eligible for consideration for tenure upon appointment. The appointment should be equivalent in stature to distinguished professors in the candidate's field. "Demonstrable national reputation" may be evidenced either by a combination of several achievements or one singular and distinctive achievement. Examples include prestigious honors and awards in field; publications of international, national, or regional scope, including textbooks; offices and positions held in international, national, or regional organizations in field; level and scope of consultant work; number and dollar amounts of funded research; recognition for excellence in teaching, and others.
Candidates must meet all tenure requirements of the nominating institution (except for length of service) including, when possible, review and recommendation by the unit and campus tenure committees.
Candidates must have received tenure at a prior comparable or higher level institution (if there is an exception, it must be justified).
Candidates must be eligible to be associate or full professor.
Recommendations for the tenure upon appointment should be made to the Provost and should fully address each of the requirements listed below:
- Provide the rationale for appointment and value to institution (mission)
- Highlight the candidate's outstanding and distinguished achievements
- Indicate rank at prior institution
- Indicate tenure status at prior institution
- Highlight evidence of demonstrable national reputation
- Include current curriculum vitae
- Institutions must not make any commitments to the candidate about tenure on appointment prior to notification of recommended action from the Senior Vice Chancellor for Academic Affairs
(http://www.uga.edu/provost//polproc/apt/gatua.html)
Approval to Hire for Faculty Position
At the completion of the interview process, the unit administrator will request input from faculty, staff, students, search committee members, and other interested parties as appropriate. It is anticipated that prospective candidates be contacted within 10 working days after input is received. If none of the candidates interviewed are deemed suitable for recommendation, then this information will be forwarded to the associate deans and dean and director by memorandum. However, if a candidate is deemed appropriate and the unit administrator wishes to make a recommendation to fill a position from among those interviewed, the unit administrator will submit the approval "Request to Hire for a Faculty Position" form (PDF, Word). This form will be submitted along with additional explanation and justification that the unit administrator feels appropriate to strengthen the recommendation. Also attached to the form is a draft letter of offer. Faculty appointments require Board of Regents (BOR) approval. Therefore, the effective appointment date should allow sufficient time for BOR approval.
Candidates included in the interview process will not be advised of the outcome until a commitment is secured by the top choice. As soon as an individual has committed, all other candidates will be advised, both by telephone and in writing.
Appointment Package for Faculty Positon
Visit the Office of Faculty Affairs Web site (http://www.uga.edu/provost/facaffairs.htm) for the latest check list.
After receiving approval to hire, the unit administrator will prepare the appointment papers which will include the following paperwork.
| Check List: | |
| ____ | Personnel Report |
| ____ | New Appointment Form — with appropriate signatures |
| ____ | Cover Letter from Dean’s Office to Senior Vice President for Academic Affairs |
| ____ | Letter of Offer |
| ____ | Affirmative Action Check List or
Letter from Equal Employment Opportunity Office (It is the responsibility of the chair of the search committee to submit to the unit administrator the Affirmative Action Check List) |
| ____ | Applicant Clearinghouse Position Vacancy Announcement |
| ____ | Degree Certification (i.e. official transcript with raised seal) |
| ____ | Vita |
| ____ | Three to Five Letters of Recommendation |
| ____ | Letter from Dean to Senior Vice President for Academic Affairs for Professor or Associate Professor Appointments |
| ____ | Letter from Graduate School Dean to Senior Vice President for Academic Affairs for Graduate Faculty Status |
| ____ | Security Questionnaire, Loyalty Oath, I-9, W-4 (forwarded from the department to Human Resources) |
| ____ | FIRST Record consistent with all information in appointment package submitted to OFA Receiving Administrator |
The unit administrator will submit the appointment papers to the CAES Business Office for processing. After checking the appointment papers, the CAES Business Office will obtain approval from the CAES administration and forward the paperwork to the University administration for processing.
| FORMS | Word | |
| Request to Fill a Position (RFP) | Download | |
| Addendum to UGA Request to Fill a Position | Download | Download |
| Approval to Hire for a Faculty Position | Download | Download |
| Appointment Request for a Faculty Position | Download | Download |
| Request for Salary Action (RSA) | Download |
1.02.03 Policy Converting 12-Month Faculty Appointment to 9-Month Faculty Appointment
Initiation and Approval Process
Initiation of conversion from a 12-month faculty appointment to a 9-month faculty appointment may be made by either the college administration or the individual faculty involved. In either case, adequate justification must be provided demonstrating sufficient evidence of continuing quality performance and productivity in the newly configured position assignment of duties and responsibilities. Each request will be evaluated carefully and decided on an individual case-by-case basis consistent with objectives of the position and with the availability of resources. Approval by the dean and director and appropriate vice presidents will be greatly influenced upon the recommendations and justifications of the unit administrator.
The decision to convert from a 12-month to 9-month appointment must be based on a careful review by the college administration.
Who is Eligible
Any person with academic rank in the College of Agricultural and Environmental Sciences. Federal appointees in the Cooperative Extension Service are not eligible for 9-month appointment if they wish to retain Federal retirement.
Tenure
A tenured faculty member changing from 12-month to 9-month appointment will retain tenure. A non-tenured faculty member on tenure track may apply for tenure in the 9-month appointment.
Permanency of Change in Appointment
The change from 12-month to 9-month appointment is permanent for that individual during that fiscal year. Subsequently, an individual may return to a 12-month appointment only by approval of the administration and in accordance with University policy on salary conversion.
New and Vacant Positions
All new and vacant positions must be defined and approved as 12-month or 9-month. The department head shall develop a statement to justify the relationship of each position to the mission of the department.
Period of Appointment
The 9-month appointment must coincide with the academic year at the University.* The academic year begins on the first day of late registration in the Fall semester and continues through the last day of final examinations in the Spring semester.
When Effective
The change to a 9-month appointment must be declared by March 1 for the subsequent fiscal year commencing on July 1. Any new or vacant positions must be designated and advertised as a 12-month or 9-month appointment.
Salary Administration
The salary conversion rate for those changing from 12-month to 9-month appointment will be 0.75 of the current salary.* Funds released through this process will automatically revert to the dean and director.
Employment with Supplement Salary
A faculty member on 9-month appointment will be eligible for an additional appointment depending on availability of funds from grants or contracts, summer school, or other outside funding sources. Supplemental compensation for the 3-month period shall not exceed 0.33333 times the current 9-month salary.* Supplemental sponsored project activity must have sufficient resources in addition to the supplemental salary and benefits to provide creditable operating support for the sponsored activity during the three months.
Annual Leave
No annual leave will accrue to faculty on 9-month appointment.* A faculty member changing to a 9-month appointment will be asked to use his/her accumulated annual leave before the effective date of the appointment. The annual leave must be used or it will be lost before the beginning of the fiscal year of the 9-month appointment.
Other Fringe Benefits
A faculty member changing appointment will continue on state retirement where academic appointment (nine months) counts as one year toward retirement. He/she will continue to be eligible for the other fringe benefits such as medical and life insurance. Premiums for these benefits during the three month non-appointment period will be withheld in advance from one of the nine monthly payments. Faculty will continue to accumulate sick leave and will be covered by workmen's compensation during the nine months of employment.
*Based on current University of Georgia Policy
1.02.04 Administrative Appointments and Supplements
The guiding principle for administering programs in the College of Agricultural and Environmental Sciences is to keep administrative appointments to an absolute minimum to accomplish the assigned tasks and carry out responsibilities. Where administrative appointments are required for the conduct of operations, an additional stipend will be provided that clearly identifies the responsibilities associated with such administrative responsibilities.
Administrative Appointments
All tenure and non-tenure track administrative positions shall be advertised in accordance with established institutional policies and procedures.
Administrative Supplements
An administrative supplement is a unit budget allocation beyond the base salary of an individual. A supplement is deemed appropriate when an existing college tenure track faculty or district head or a new hire is appointed to an administrative position. Because budget adjustments carry long term fiscal implications, the supplement must be completed and maintained as a retrievable transaction. Supplements will be in effect only as long as administrative responsibilities continue. Resignation or termination of administrative responsibilities shall result in the discontinuance of the specified supplement.
Supplements will be defined separately from the base salary in college salary documents. The dean and director will recommend approval of the supplement to the appropriate University administration.
The amount of the supplement will be stated and shown in the individual's contract. The terms and period of the recognition of the supplement will be recorded in a separate agreement with the individual. The college Business Office will prepare, distribute, and maintain a copy of the individual contract agreement.
Exceptions of these procedures may be made upon the recommendation of the appropriate associate dean and approved by the dean and director.
Eligibility
Tenure track faculty, support unit coordinators and district heads are eligible to receive administrative salary supplements. Retraction of a supplement shall follow the procedures outlined in this section.
Except in the case of an interim appointment, non-tenure track faculty shall not receive an administrative salary supplement.
When a non-tenure track employee is promoted within the same department to a newly established position with a higher pay range, a promotional salary increase may not be granted until either the resultant vacant position is filled, advertised or until the next authorized salary adjustment period is reached, normally July 1. The employee remains eligible for an annual merit increase in addition to the promotional salary increase.
Where extenuating circumstances influence the refilling of the vacated position, or where the nature and level of the work in the higher graded position deviates considerably from the responsibilities of the vacated position, request for a wavier of this policy may be made in writing. These requests will be reviewed on a case-by-case basis, and no commitment for a promotional salary increase should be made to the employee until written authorization is received.
Supplement Retraction
The following procedures will be implemented when retracting a faculty position which had an administrative supplement.
When an administrator vacates his/her responsibilities, the supplement will be withdrawn.
If the individual administrator is returning to a faculty position not previously held, the adjusted salary will not be less than the average salary of faculty within the same rank and experiences within the unit assigned.
If the individual is returning to a faculty position which he/she held prior to the administrative appointment, the adjusted salary will not be less than his/her salary at the time of the transfer plus his/her salary percentage increases applied to the base salary exclusive of any supplements for each of the years during the period while holding the administrative position.
Supplement Scale for Faculty Appointments
Due to the complex nature of administrative duties and responsibilities in CAES, salary supplements may vary. The following flat supplement scale is offered as guidance for implementation of salary supplements:
| POSITION | SUPPLEMENT |
| Associate Deans | $10,000 |
| Assistant Deans | $8,000 |
| Unit Heads | $5,000 |
1.02.05 Adjunct Appointments
Individuals with unique skills and special abilities can enhance teaching, research, and extension programs in the college. Such individuals can receive adjunct "courtesy" appointments to the College of Agricultural and Environmental Sciences.
General
Board of Regents and institutional policies provide that regularly appointed faculty in the University may hold adjunct appointments across departments, schools and colleges. Similarly, eligible allied staff employed by state and federal agencies may be awarded adjunct appointments to the College of Agricultural and Environmental Sciences. Adjunct or other honorific appointments in the College of Agricultural and Environmental Sciences must be distinguished from regular joint appointments within or across disciplines.
Adjunct appointments (which are subject to Regents approval) are considered purely courtesy appointments. Persons holding adjunct appointments are not considered members of the faculty, although they may be entitled to selected faculty privileges as determined by the department head. Adjunct faculty are not paid for duties although they may be University or college employees. Adjunct faculty are not eligible for tenure.
Duties and Responsibilities
Commensurate with their training and experience, adjunct faculty appointed in the College of Agricultural and Environmental Sciences may participate in the normal instructional, research, and extension responsibilities of a regular faculty appointee. They may teach undergraduates, direct graduate students (if members of the graduate faculty) in the conduct of their research for thesis and dissertations, or participate in technology transfer, or outreach/service activities.
Adjunct faculty may not vote or otherwise participate in departmental faculty governance.
Appointment, Rank and Titles
The procedure for appointment of adjunct faculty in the College of Agricultural and Environmental Sciences shall be the same as for appointment of regular faculty. All such appointments shall originate in an academic department. However, rank and titles of adjunct faculty may differ depending upon whether the applicant is a regular employee of the University or a member of an allied agency. As used herein, the term "allied agency" includes state, industry, and other organizations whose employees seek a professional affiliation with academic units in the College of Agricultural and Environmental Sciences. Since an adjunct appointment is a courtesy appointment, it may be revoked by a faculty vote at any time.
- Regular Faculty Appointee — In specialized cases, departmental
faculty may approve adjunct appointments at the ranks of lecturer and/or instructor.
- Allied Faculty Appointment — Commensurate with experience and training, an eligible employee of an allied agency may be awarded regular academic rank or an approved special title, if circumstances dictate. In either case, the recommendation to offer adjunct rank or title to an allied faculty must be made by the academic department head subject to approval of the granting faculty.
Promotion
Adjunct faculty with professorial rank are eligible for promotion. The responsibility for ensuring that such faculty meet the standard promotion criteria applicable for the intended rank resides with the department in which the faculty is home-based.
Process
The initial step in an adjunct appointment is the submission of a vita for evaluation by the appropriate faculty. The cover letter transmitting the vita must bear evidence that the applicant has coordinated with his/her department or supervisor at the time of requesting appointment consideration. When transmitting adjunct appointment papers to the dean and director for approval, the submitting department head will ensure that a copy of the document is sent to the department head or supervisor of the potential adjunct employee.
Privileges
Adjunct faculty are eligible for such regular faculty privileges as use of the library, parking permits, athletic tickets at reduced employee rates, and other discounts available to holders of faculty ID cards. Such faculty are not eligible to participate in the University Retirement System, the group life or health insurance programs nor waiver of non-resident tuition.
Review of Adjunct Appointments
Each unit is encouraged to review adjunct appointments for consistency with this policy statement. Changes in adjunct titles or rank aimed to comport with this policy must be made initially at the departmental level with full faculty governance. All adjunct appointments will be reviewed using same criteria as for appointment every five years. Department heads may request a change for a current adjunct appointee as outlined in this policy. A ranks and titles for use in the college appear below for your consideration.
Initiation of Adjunct Appointments
A request for review of adjunct status can be initiated by any member of the faculty in which an adjunct is appointed. At the request of any member of the faculty, the department head will call for a review of the request followed by appropriate actions that are inherit in the adjunct process.
Alphabetical Listing of Faculty
Ranks and Titles
| Agricultural Research Scientist | 44070 |
| Assistant Professor | 55100 |
| • Temporary Assistant Professor | 55104 |
| • Adjunct Assistant Professor | 55105 |
| Assistant Research Scientist | 44030 |
| Associate Professor | 55130 |
| • Associate Professor Emeritus | 55131 |
| • Visiting Associate Professor | 55132 |
| • Adjunct Associate Professor | 55135 |
| Associate Research Scientist | 44040 |
| Instructor | 55030 |
| • Part-time Instructor | 55003 |
| Lecturer | 55000 |
| • Part-time Lecturer | 55033 |
| Post Doctoral Associate | 22080 |
| Professor | 55160 |
| • Professor Emeritus | 55161 |
| • Visiting Professor | 55162 |
| • Adjunct Professor | 55165 |
| Public Service Assistant | 55500 |
| • Adjunct Public Service Assistant | 55505 |
| Public Service Associate | 55520 |
| • Public Service Associate Emeritus | 55521 |
| • Adjunct Public Service Associate | 55525 |
| Public Service Representative | 55560 |
| • Adjunct Public Service Representative | 55565 |
| Research Scientist | 44000 |
| • Senior Research Scientist | 44050 |
| • Adjunct Senior Research Scientist | 44055 |
| Senior Public Service Associate | 55540 |
| • Senior Public Service Associate Emeritus | 55541 |
| • Adjunct Senior Public Service Associate | 55545 |
1.02.06 Special Professorships
The College of Agricultural and Environmental Sciences considers it of utmost importance to recognize exceptional scholars through the awarding of special professorships. The first chair at the University was the Terrell Professor of Agriculture, established in 1854. The D. W. Brooks Distinguished Professorship, established in 1975, is the most recently established special professorship in the college.
The prime considerations for selection of faculty to be awarded a special professorship are the stature and exceptional scholarly contribution of the candidate. Only a truly outstanding full professor of high stature shall be considered for selection. Selection of a full professor to a special professorship or endowed chair is not to be regarded as a lateral move, but as a recognition of exceptional merit and distinction.
The significance of the candidate's teaching, research, and/or extension contributions should be carefully evaluated to assure that they are innovative and pace-setting in the field. The results of the scholarly work should lead to a significant new understanding of concepts and fundamental advancements in the candidate's field.
The special professorship is a nontenured appointment. Tenure shall apply only to the regular professorial rank in accordance with University of Georgia guidelines. The initial award of a special professorship is for a period of five years. At five-year intervals thereafter, the unit supervisor will review the performance of the incumbent and recommend renewal or nonrenewal of the award to the appropriate assistant dean(s), associate dean(s), and dean and director.
Nominations for a special professorship may be made to the appropriate assistant dean(s), associate dean(s), and dean and director. The supporting materials for the nominee should document the exceptional performance and superiority achieved in the criteria listed in "The University of Georgia Guidelines for Appointment, Promotion, and Tenure" and should be prepared in accordance with the general outline shown in the Guidelines. Special emphasis should be given to the outstanding excellence and distinctive scholarly attributes of the candidate which are well beyond those required for appointment as, or promotion to, full professor.
The Dean and Director, in consultation with the appropriate assistant dean(s) and associate dean(s) shall appoint an ad hoc committee of full professors to review the dossier and make a recommendation to the Dean and Director regarding the candidate's qualifications. The Dean and Director may approve or deny any or all recommendations. Selection shall be made by the dean and director in consultation with the appropriate assistant dean(s), associate dean(s) and the appropriate vice president(s). The recommendation will then be forwarded to the University administration for transmittal to the Board of Regents.
Guidelines for Terrell Professorship
The Terrell Professorship fund was established in 1854 by a gift from Dr. William Terrell of Hancock County, Georgia. The income is used to supplement the salary of a teaching position in the College of Agricultural and Environmental Sciences relating to the subject of agriculture, chemistry or geology.
The general guidelines listed above are to be followed in awarding a Terrell Professorship.
Guidelines for D. W. Brooks Distinguished Professorship
The D. W. Brooks Distinguished Professorship was established in the College of Agricultural and Environmental Sciences in 1975 to honor University of Georgia alumnus D. W. Brooks, who devoted his professional life to improving the quality of society through continued service and support of agriculture and agribusiness. Mr. Brooks was a graduate and former faculty member of the College of Agricultural and Environmental Sciences.
Purpose
The D. W. Brooks Distinguished Professorships in the College of Agricultural and Environmental Sciences are intended to recognize faculty with exemplary achievements in research, teaching, and extension. The Brooks special professorship is the highest scholastic award offered to faculty by the college. As such, the award aims to recognize those faculty whose sustained achievement clearly distinguishes them in their intellectual achievement or administrative leadership. In addition to recognition of past achievement, this special professorship aims to provide faculty with additional resources for the continuation of their professional development and success during their tenure in the college.
Eligibility
The intent of the award is to honor exemplary scholarship. The appointee should be the equivalent in stature to distinguished faculty in the candidate's field at the nation’s finest universities. Eligibility for the award shall be limited to tenure-track faculty holding the rank of professor. Under special circumstances, the distinguished professorship may be offered as part of an enhanced recruiting package with less restrictive eligibility rules.
The professorship shall be granted for an initial period of five (5) years. Renewal for a second five-year period shall be considered by the Dean and Director upon the recommendation of the faculty and the department head. Request for consideration beyond the second five-year renewal will require re-nomination. The awardee shall receive a one-time $5,000 permanent increase in salary and a $2,000 annual support fund for the duration of the appointment.
At the time of appointment to the D. W. Brooks Distinguished Professorship, the appointee will relinquish any other special professorship granted by the college or the University. A Brooks Distinguished Professor shall not be eligible for any of the Brooks Awards of Excellence.
Process
Departments may make one nomination for the Brooks Distinguished Professorship. Each department may develop its own procedures for identifying potential applicants but such procedures must include a review of all applicants by the tenured faculty. The nomination must be endorsed and forwarded to the Dean and Director by the department head or designated senior faculty representative.
The dossier should be submitted in five (5) copies and include the nomination form, a written statement addressing the nominees’s worthiness for consideration (not to exceed three double spaced pages), a résumé, and an appendix of supporting documentation. There should be independent comments from three to five distinguished scholars from outside the college who can provide a critical evaluation of the candidate's work. The reason why these are appropriate judges should be briefly stated.
Nomination Deadline
All nominations should be forwarded, by June 1st of the year in which nominations are requested, to:
Dean and Director
College of Agricultural and Environmental Sciences
D.W. Brooks Faculty Awards for Excellence Selection Committees
101 Conner Hall
The University of Georgia
Athens, GA 30602-7501
Award Review Committee
Once the dossiers are received in the Office of the Dean and Director, the Dean will appoint a review committee consisting of the chair of the Level I Promotion and Tenure Committee and three (3) distinguished professors to screen and recommend one recipient for the award. All votes shall be made by secret ballot, and shall be recorded and maintained by the Review Committee. The Dean and Director shall notify the Chair of the Brooks Executive Committee of the name of the nominee. Upon conferring with the leadership of Gold Kist, the Dean and Director will forward the name of the nominee to the President for submission to the Chancellor.
D. W. Brooks Faculty Award for Excellence in Teaching
The D. W. Brooks Faculty Award for Excellence in Teaching was initiated in the College of Agricultural and Environmental Sciences in 1981 to honor University of Georgia alumnus D. W. Brooks, who devoted his professional life to improving the quality of society through sustained service and support of agriculture, agribusiness and the environment. Mr. Brooks was a graduate and former faculty member of the College of Agricultural and Environmental Sciences.
Purpose
The purpose of the Teaching Award is to encourage and recognize exceptional creativity and excellence in classroom instruction in the College of Agricultural and Environmental Sciences. The Brooks Award shall be the highest honor bestowed by the college upon a member of the teaching faculty for achievements in instruction.
The successful candidate must demonstrate an unusually high commitment to pedagogy. That commitment must manifest itself in a measured way that highlights scholarship, concern for the development of the whole student, innovations in learning structures, disciplinary methodologies, and adoption and integration of creative learning technologies.
Normally, one Brooks Award shall be given annually for Excellence in Teaching. However, in years where there are not outstanding candidates as judged by the dean and director and associate deans, an award will not be given. The recipient shall receive a plaque and a $5,000 cash award from the D. W. Brooks Endowment Fund per annum.
Eligibility
Eligibility for the award shall be limited to current tenure-track faculty with at least a .30 EFT in instruction who have been employed in tenure-track positions in the college for at least five (5) years at the time the award is received. Past recipients of the award are not eligible for renomination.
Process
Each academic department may submit the dossier of one nominee per 10 qualified faculty to the Office of the Dean and Director. Each department may develop its own procedures for identifying all potentially qualified applicants, but such a procedure must include a review of all applicants by a designated peer faculty review committee. The nomination must be endorsed and forwarded to the Dean and Director by the department head or designated senior faculty representative.
The dossier should be forwarded in five (5) copies and include the nomination form, a written statement addressing the nominee's worthiness for consideration (not to exceed three double spaced pages), a résumé, and an appendix of supporting documentation. The appendix will typically include supporting letters from students and professional peers within, and external to, the college.
The Brooks Award Review Committee will review all dossiers and recommend to the Chair of the Executive Committee the recipient for the annual award. The Chair of the Executive Committee will forward the name of the nominee to the Dean and Director. Only the Dean and Director shall make public the name of the recipient.
Nomination Deadline
All nominations should be forwarded, by June 1st, to:
Dean and Director
College of Agricultural and Environmental Sciences
D.W. Brooks Faculty Awards for Excellence Selection Committees
101 Conner Hall
The University of Georgia
Athens, GA 30602-7501
The award shall be presented at the D. W. Brooks Luncheon in October of each year.
Award Review Committee
The Dean and Director shall appoint annually a review committee of senior faculty, including the previous year’s winner, to screen all dossiers and make recommendations to the Executive Committee. All votes shall be by secret ballot, and shall be recorded and maintained by the Executive Committee.
D. W. Brooks Faculty Award for Excellence in Research
The D. W. Brooks Faculty Award for Excellence in Research was established in 1983 to honor University of Georgia alumnus D. W. Brooks, who has devoted his professional life to improving the quality of society through continued service and support of agriculture, agribusiness, and the environment. Mr. Brooks was a graduate and former faculty member of the College of Agricultural and Environmental Sciences.
Purpose
The purpose of the Research Award is to foster faculty development in the College of Agricultural and Environmental Sciences by recognizing exceptional creativity and excellence in the discovery, application, or integration of knowledge which contributes to timely problem-solving of an agricultural, environmental, industry, community, disciplinary, interdisciplinary, or policy nature. The intent of the award is to encourage high quality research of a focused and specialized nature rather than to recognize one’s life-time achievements in a broad research field or methodological area.
The impact of the researcher’s achievements should be readily measurable and affirmable by industry, the community, and/or national or international peer assessment.
Normally, one Brooks Award shall be given annually for Excellence in Research. However, in years where there are not outstanding candidates as judged by the dean and director and associate deans, an award will not be given. The recipient shall receive a plaque and a $5,000 cash award from the D. W. Brooks Endowment Fund per annum.
Eligibility
Eligibility for the award shall be limited to current tenure-track faculty with at least a .30 EFT in research, who have been employed in a tenure-track position in the college for at least five (5) years. Past recipients of the award are not eligible for renomination.
Process
Each academic unit may submit the dossier of one nominee per ten qualified faculty to the Office of the Dean and Director. Each department may develop its own procedures for identifying all potentially qualified applicants. However, such a procedure must include a review of all applicants by a designated peer faculty review committee. The nomination must be endorsed and forwarded to the Dean and Director by the department head or designated senior faculty representative.
The dossier should be forwarded in five (5) copies and include the nomination form, a written statement addressing the nominee’s worthiness for consideration (not to exceed three double spaced pages), a résumé, and an appendix of supporting documentation. The appendix will typically include supporting letters from industry or community leaders, government officials or professional peers of national or international stature.
The Brooks Award Review Committee will review all dossiers and recommend to the Chair of the Executive Committee the recipient for the annual award. The Chair of the Executive Committee will forward the name of the nominee to the Dean and Director. Only the Dean and Director shall make public the name of the recipient.
Nomination Deadline
All nominations should be forwarded, by June 1st, to:
Dean and Director
College of Agricultural and Environmental Sciences
D.W. Brooks Faculty Awards for Excellence Selection Committees
101 Conner Hall
The University of Georgia
Athens, GA 30602-7501
The award shall be presented at the D.W. Brooks Luncheon in October of each year.
Award Review Committee
The Dean and Director shall appoint annually a review committee of senior faculty, to include the previous year's winner of the Research Award, to screen all dossiers and make recommendations to the Executive Committee. All votes shall be by secret ballot, and shall be recorded and maintained by the Executive Committee.
D.W. Brooks Faculty Award for Excellence in Extension
The D. W. Brooks Faculty Award for Excellence in Extension was established in the College of Agricultural and Environmental Sciences in 1983 to honor University of Georgia alumnus D. W. Brooks, who has devoted his professional life to improving the quality of society through continued service and support of agriculture, agribusiness, and the environment. Mr. Brooks was a graduate and former member of the faculty of the College of Agricultural and Environmental Sciences.
Purpose
The purpose of the Extension Award is to foster faculty development by recognizing exceptional creativity and scholarship in the application of research through nonformal educational and service programs including, but not limited to, farm and community based educational program development, and specialized informational service delivery in rural and urban settings. The intent of the award is to encourage and recognize scholarship in applied problem recognition, development of practical programs and solutions to people problems. The solution set should involve adaptable systems that feature the transfer of knowledge and technology.
The impact of the faculty's achievement should be readily measurable and affirmable by industry, the community, the state, and the College of Agricultural and Environmental Sciences.
Normally, one Brooks Award shall be given annually for Excellence in Extension. However, in years where there are not outstanding candidates as judged by the dean and director and associate deans, an award will not be given. The recipient shall receive a plaque and a $5,000 cash award from the Brooks Endowment Fund per annum.
Eligibility
Eligibility for the award shall be limited to current tenure-track or public service faculty with state-wide responsibilities having at least a .50 EFT in extension, and who have been employed in a tenure track or public service position for at least five (5) years. Past recipients of the award are not eligible for renomination.
Process
Each appropriate unit may submit the dossier of one nominee per ten qualified faculty to the Office of the Dean and Director. Each department may develop its own procedures for identifying all potentially qualified applicants, but such procedures must include a review of all applicants by a designated peer faculty review committee. The nomination must be endorsed and forwarded to the Dean and Director by the department head or designated faculty representative.
The dossier should be forwarded in five (5) copies and include the nomination form, a written statement addressing the nominee's worthiness for consideration (not to exceed three double spaced pages), a résumé, and an appendix of supporting documentation. The appendix will typically include supporting letters from industry, community leaders, government officials, and/or professional peers of national or international stature.
The Brooks Award Review Committee will review all dossiers and recommend to the Chair of the Executive Committee the recipient for the annual award. The Chair of the Executive Committee will forward the name of the nominee to the Dean and Director. Only the Dean and Director shall make public the name of the recipient.
Nomination Deadline
All nominations should be forwarded, by June 1st, to:
Dean and Director
College of Agricultural and Environmental Sciences
D.W. Brooks Faculty Awards for Excellence Selection Committees
101 Conner Hall
The University of Georgia
Athens, GA 30602-7501
The award shall be presented at the D. W. Brooks Luncheon in October of each year.
Award Review Committee
The Dean and Director shall appoint annually a review committee of senior faculty, to include the previous year's winner of the Extension Award, to screen all dossiers and make recommendations to the Executive Committee. All votes shall be by secret ballot, and shall be recorded and maintained by the Executive Committee.
D. W. Brooks Faculty Award for Excellence in Public Service Extension Programs (County Operations)
The D. W. Brooks Faculty Award for Excellence in Public Service Extension Programs was established in the College of Agricultural and Environmental Sciences in 1983 to honor University of Georgia alumnus D. W. Brooks, who devoted his professional life to improving the quality of society through continued service and support of agriculture, agribusiness, and the environment. Mr. Brooks was a graduate and former faculty member of the College of Agricultural and Environmental Sciences.
Purpose
The purpose of the Public Service Extension Award is to foster faculty development by recognizing exceptional creativity and sustained excellence in the development and delivery of research- based education and service programs. This includes recognizing relevant local issues and concerns, formulating effective strategies and prescriptions aimed to resolve local problems, and integrating and transferring the vast body of public knowledge contained in universities and colleges to customers, empowering them to better solve their individual problems. The intent of the award is to recognize exceptional achievement in informal education, communications, leadership, program planning, administration, and scholarship at the community level.
The impact of the county agent's achievement should be readily measurable and affirmable by industry, the state, the community, and/or national and international peer assessment.
Normally, one Brooks Award shall be given annually for excellence in county agent programming. However, in years where there are not outstanding candidates as judged by the dean and director and associate deans, an award will not be given. The recipient shall receive a plaque and a $5,000 cash award from the D. W. Brooks Endowment Fund per annum.
Eligibility
Eligibility for the award shall be limited to current county extension faculty holding a public service track appointment in the college, who have been employed for at least five (5) years. Past recipients of the award are not eligible for renomination.
Process
The Associate Dean for Extension may submit the dossiers of not more than five (5) public service track applicants to the Office of the Dean and Director. The Associate Dean for Extension may develop his/her own procedures for identifying all potentially qualified applicants from across extension districts. However, such a procedure must include a review of all applicants by a designated peer faculty review committee. The nomination must be endorsed and forwarded to the Dean and Director by the Associate Dean for Extension or designated representative.
The dossiers should be forwarded in five (5) copies and include the nomination form, a written statement addressing the nominee's worthiness for consideration (not to exceed three double spaced pages), a résumé, and an appendix of supporting documentation. The appendix will typically include supporting letters from industry, state or community leaders, government officials, or professional peers of national or international stature.
The Brooks Award Review Committee will review all dossiers and recommend to the Chair of the Executive Committee the recipient for the annual award. The Chair of the Executive Committee will forward the name of the nominee to the Dean and Director. Only the Dean and Director shall make public the name of the recipient.
Nomination Deadline
All nominations should be forwarded, by June 1st, to:
Dean and Director
College of Agricultural and Environmental Sciences
D.W. Brooks Faculty Awards for Excellence Selection Committees
101 Conner Hall
The University of Georgia
Athens, GA 30602-7501
The award shall be presented at the D. W. Brooks Luncheon in October of each year.
Award Review Committee
The Dean and Director shall appoint annually a review committee of public service faculty, to include the previous year's recipient of the Public Service Extension Award, to screen all dossiers and make recommendations to the Executive Committee. All votes shall be by secret ballot, and shall be recorded and maintained by the Executive Committee.
D.W. Brooks Faculty Award for Excellence in International Agriculture
The D. W. Brooks Faculty Award for Excellence in International Agriculture was established in the College of Agricultural and Environmental Sciences in 1988 to honor University of Georgia alumnus D. W. Brooks, who devoted his professional life to improving the quality of society through continued service and support of agriculture, agribusiness, and the environment. Mr. Brooks was a graduate and former faculty member of the College of Agricultural and Environmental Sciences.
Purpose
The purpose of the International Agriculture Award is to foster faculty development by recognizing exceptional creativity and sustained excellence in international education and globalization. The award aims to recognize faculty who have made a significant contribution to internationalizing the College of Agricultural and Environmental Sciences' curriculum, development of academic and scholarly programs, conducted scholarly inquiry or outreach, or demonstrated superior leadership in program development or administration, which has had a significant impact on international culture or economic globalization.
The impact of the faculty's achievement should be readily measurable and affirmable through peer assessment, by industry, state or local governmental officials.
Normally, one Brooks award shall be given in alternate years (beginning in 1998) for excellence in international agriculture. However, in years where there are not outstanding candidates as judged by the dean and director and associate deans, an award will not be given. The recipient shall receive a plaque and a $5,000 cash award from the D. W. Brooks Endowment Fund per annum.
Eligibility
Eligibility for the award shall be limited to current tenure-track faculty who have been employed in a tenure-track position for at least five (5) years at the time the award is received. Past recipients of the award are not eligible for renomination.
Process
Each academic unit may submit the dossier of one nominee to the Office of the Dean and Director. Each department may develop its own procedures for identifying all potentially qualified applicants, but such a procedure must include a review of all applicants by a designated peer faculty review committee. The nomination must be endorsed and forwarded to the Dean and Director by the department head or designated senior faculty representative.
The dossier should be forwarded in five (5) copies and include the nomination form, a written statement addressing the nominee's worthiness for consideration (not to exceed three double spaced pages), a résumé, and an appendix of supporting documentation. The appendix will typically include supporting letters from professional peers, community or state leaders, and students.
The Brooks Award Review Committee will review all dossiers and recommend to the Chair of the Executive Committee the recipient for the annual award. The Chair of the Executive Committee will forward the name of the nominee to the Dean and Director. Only the Dean and Director only shall make public the name of the recipient.
Nomination Deadline
All nominations should be forwarded, by June 1st, to:
Dean and Director
College of Agricultural and Environmental Sciences
D.W. Brooks Faculty Awards for Excellence Selection Committees
101 Conner Hall
The University of Georgia
Athens, GA 30602-7501
The award shall be presented at the D. W. Brooks Luncheon in October of each year.
Award Review Committee
The Dean and Director shall appoint annually a review committee of senior faculty, including the previous recipient of the International Agriculture Award, to screen all dossiers and to make recommendations to the Executive Committee. All votes shall be by secret ballot, and shall be recorded and maintained by the Executive Committee.
| FORM | |
| D.W. Brooks Distinguished Professor Nomination Form | distinguished.pdf |
| D.W. Brooks Faculty Award for Excellence Nomination | dwbrooks.pdf |