The decision to turn an appointment in a department into a small joint meeting with that department as a home department, or to convert a minor joint appointment into a single home appointment, or to make changes to the distribution of salaries and commitments of a minor joint appointment, which does not convert it into a more important appointment if it is to enter into force for the duration of an existing appointment, is made by written agreement between the participating division heads, the Dekan and the faculty member, and will have no influence on the current term of office. However, the first of these decisions also requires the approval of the department. The regular examination and renewal of teachers without Tenuere-Tenure-Track, who have joint appointments, follows the normal procedures of the primary university unit, with the following changes. The audit is carried out by the main unit. Any unit in which the faculty member teaches should arrange classroom visits for the faculty member and the letters describing these visits should be part of the record. The faculty member`s personal statement should include teaching experience in all units. The previous basic principles govern all joint appointments, including 100%-0% salary appointments and the allocation of commitments. The “Polite Appointments” subsection of this section of this policy provides an overview of other methods, of different formalities, but shortly before a joint appointment, for the renewal of the total annual salary of a division and the amounts paid by each unit, are agreed by the heads of the competent primary and secondary units and approved by the deans of the associated units as well as by the propst. Each member of the faculty designated as a pool of members will choose to receive the academic salary in increments of 10 or 12 months, as requested by the voting form for the salary plan, which is set annually through the primary academic unit. Academic units should be subject to annual increases on the basis of the appointment report. The chairs and/or directors of each unit will agree annually on salary recommendations, but make recommendations individually to deans.
Every five years, deans will audit each unit`s contribution to determine whether the salary and increases reflect the nature of the joint appointment. If this is not the case, deans may recommend a change in the distribution of appointments. In such cases, guidelines for joint appointments should be followed as much as possible, but specific rules should be taken on a case-by-case basis. Consideration should be given to the consequences of not defining the “vice-president” line and restrictions on the flexibility of the individuals and units concerned when a change in the appointment is desired in the future. Where possible, provisions to be complacent should be included in the written agreement. The collective agreement (CBA) between the University of Oregon and United Academics requires that members of the “Career” and “Traces DeRial” (TTF) collective agreements unit who arrange joint or multiple appointments have a letter of intent at the time of the judgment or warrant: in the unusual event that two entities consider a joint but non-interdisciplinary appointment, a joint audit may be inopuneport. Such a petition should be submitted to the Dean (s) who will seek final approval of the project. Due to the complexity of the university`s structure and mission, many types of common agreements are possible.