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Intranet: Policies and Procedures: Section 1: Personnel

1.02 Recruitment and Appointments


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.

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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. This policy will covers the basic steps for the majority of personnel actions in the College. 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.

Request to Fill a Position (RFP)

The CAES "Request to Fill a Staff Position (RTF)" form is prepared by the unit administrator for faculty/staff actions to post/fill vacant positions. For new faculty positions, you must provide a proposed draft position announcement. Proper routing is:

  1. if the position is to be located on the Griffin or Tifton campuses or if an assistant dean is providing salary or operating funds, the appropriate assistant dean will be included in the concurrence process
  2. Director of Finance & Administration
  3. Associate Deans with percentage of assignment

After concurrence, the Ag Business Office forwards the form to the Dean and Director for approval. The Ag Business Office can provide status updates as needed.  Once the form 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 is prepared by the unit administrator for faculty/staff actions for an above annual entry maximum, 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 the same as above.

Appointment and Responsibilities of Search and Screening Committee for Faculty Position

The unit administrator will appoint and charge a search and screening committee to identify candidates for a position.  The Ag Business Office offers its support and assistance throughout the search and selection process via informational sessions or ex-officio participation (CAES Faculty Search & Hire Process Cheat Sheet.

The committee will forward the position announcement to the Ag Business Office for approval and posting with the Applicant Clearinghouse.  After approval is obtained, the Ag Business Office will notify the search and screening committee chair that the position announcement is ready for distribution.

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 search and screening committee chair will distribute the position announcement to all appropriate institutions, agencies, media, and other organizations.  The search process will be highly proactive with regard to quality and diversity of candidates.  It is the responsibility of the committee to set deadlines for applications, acknowledge all inquiries and applications, and review all applications.  The chair of the committee will select candidates for further consideration.  The committee will arrange all interviews.

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.  Normally, candidates for Assistant Professor will not interview with University administrators beyond the Dean and Director.

It is imperative that the chair of the search and screening committee adequately prepare prior to the initiation of the interview process to ensure that the interviewers have essential information prior to the interview (e.g. the interview schedule, position announcement, approved Request to Hire form, C.V./resume, 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.

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 with help from the College.  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 to account for.

Requests for Graduate Faculty Status on Appointment

During the hiring process for faculty at the rank of Assistant Professor, Associate Professor, or Professor, a request may be made by the appropriate department for Graduate Faculty status.  The department must forward a written request with the faculty votes, along with a C.V., for Graduate Faculty appointment to the Dean of the Graduate School, and send a duplicate package 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 (Graduate Faculty Procedures).

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 should have received tenure at a prior comparable institution (exceptions require justifications).

Candidates must be eligible to be Associate Professor or Professor.

Recommendations for the tenure upon appointment should be made to the Director of Faculty Affairs for Provost and Presidential approval and should fully address each of the requirements listed at Appointment, Promotion & Tenure.

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.  If none of the candidates interviewed are deemed suitable for recommendation, then the search and screening chair will forward this information to the Associate Deans and Dean and Director; 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 a draft offer letter to the Director of Finance & Administration. 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 Position

Visit the Office of Faculty Affairs website for the latest information and checklists.

After receiving approval to hire, the unit administrator will prepare the appointment papers.

The unit administrator will submit the appointment papers to the Ag Business Office for processing.  After checking the appointment papers, the Ag Business Office will obtain approval from the CAES administration and forward the paperwork to the University administration for processing.

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1.02.03 Policy Converting 12-Month Faculty Appointment to 9-Month Faculty Appointment

Initiation and Approval Process

The CAES Business Office is ready to assist faculty and units with the conversion process.  If you have questions, please contact Steve Gibson, Sadie Brown, or Debbie Gausvik.  Individual faculty members or College administration may initiate 12-month (fiscal year) to 9-month (academic year) faculty appointment conversion at any time of the year.  Faculty members must route requests through their department head.  The Dean and Director will evaluate each request on an individual basis consistent with objectives of the position.

Any 9-month salary over 75% of the fiscal year salary is considered a salary increase.  In these cases, the Department/Unit will initiate the Request for Salary Action (RSA) after conversion approval by the Dean.  After approval, the CAES Business Office will send the RSA to the Provost for approval.  It is reasonable to request a salary over 75% as there is benefit in future earnings to the faculty member as well as immediate salary savings to the Department/Unit and the College.

The Department/Unit and faculty member will fill in and sign the Voluntary Conversion from Fiscal Year to Academic Year form and forward to the CAES Business Office.  The Department/Unit will also initiate the personnel action for conversion after the Dean’s/Provost approval.  The CAES Business Office will provide the form, any new offer letter, or other communication to the Office of Faculty Affairs to place in the faculty member’s file.

Who is Eligible

Any person with academic rank in the College of Agricultural and Environmental Sciences is eligible for contract conversion.  Federal appointees in the Cooperative Extension Service are not eligible for 9-month appointment if they wish to retain Federal retirement.  This is a one-time, irrevocable decision.

Tenure

A tenured faculty member changing from 12-month (FY) to 9-month (AY) appointment will retain tenure.  A non-tenured faculty member on tenure track may apply for tenure in the 9-month appointment.

Period of Appointment

The 9-month appointment will 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.

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 may use his/her accumulated annual leave before the beginning of the fiscal year of the new appointment or receive a payout of the accrued balance, up to the University's limit.

Other 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 benefits such as medical and life insurance.  UGA Payroll will withhold premiums for these benefits during the three month non-appointment period in advance from one of the nine monthly payments.  Faculty will continue to accumulate sick leave and will be covered by workers' compensation during the nine months of employment.

New and Vacant Positions

Departments/Units must define all new and vacant positions as 12-month or 9-month.  The Department/Unit Head will develop a statement to justify the contract period of the position to the mission of the department.

*Based on current University of Georgia Policy

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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

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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

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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 PDF
D.W. Brooks Distinguished Professor Nomination Form distinguished.pdf
D.W. Brooks Faculty Award for Excellence Nomination dwbrooks.pdf

 

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