Policies, Guidelines & Forms

This form records the name, title/rank, institution, nominator, and relationship to candidate of responding external evaluators.

This form is a report on faculty cadidates considered for promotion, tenure, and/or reappointment.

The State Teachers Retirement System of Ohio form for rehire of retired faculty member.

This form is used to request funds for special opportunity hire to incentivize and reward unites for successfully recruiting tenure track faculty who will contribute to the diversity within a given unit.

This form is to request funds for dual career hiring and cost-sharing to enable dual career academic appointments with partial salary support from The Office of Academic Affairs.

The Ohio State University is committed to providing an academically vigorous, safe, and secure environment for all individuals and organizations. Unmanned aircraft systems (UAS) offer opportunities for teaching and research, and provide the university community with valuable experiences in a wide range of academic disciplines. Operation of UAS is regulated by the Federal Aviation Administration (FAA) and by federal, state, and local laws. Anyone who seeks to operate UAS on university property, at any university-sponsored event or activity, or use UAS acquired with university resources must receive advance approval in accordance with this policy and comply with all restrictions or conditions set by the university and all applicable laws.

This UAS Request Form must be completed and submitted to osurisk@osu.edu for review and approval by the UAS Advisory Committee (UASAC) prior to any UAS operations on university property or at any university sponsored event. University faculty, staff, graduate associates, students, or others conducting operations on behalf of the university must submit this document not less than two (2) weeks in advance of flight operations. Individuals who are not affiliated with the university or who are not conducting university sponsored operations must submit this form not less than three (3) weeks in advance of flight operations. The Requestor will receive a UASAC response within 10 working days of request receipt. Prior to submission of this form, the Requestor must review the Unmanned Aircraft Systems policy go.osu.edu/uas-policy.

This form is to be filed by a TIU that wishes to request Emeritus Status for a faculty member.

This form is a Dossier Checklist for candidates of promotion and tenure.

For Final Checklist by College, use the College Review section of Form 105.

For TIU Voting Record, use the TIU Voting Record section of Form 105.

For College Level Review, use the College Level Review section of Form 105.

This form is forwarded only if approval is recommended. In the event of a negative reccomendation, the faculty member should be informed promptly of the denial of the request. The Provost makes the final decision. A copy of the approved form will be returned to the Dean.

A faculty fellow appointment releases a tenure-track faculty member from 50% or more of regular duties for in-depth, time-limited administrative and/or other leadership projects in university support units or colleges. Colleges and administrative units that wish to appoint or sponsor faculty fellow appointments must establish procedures for soliciting nominations and for administering a fellow program. These units may also establish named faculty fellow appointments in support of particular programs and initiatives.

This form is forwarded to acknowledge the notification of birth or adoption of a child under age 6 so that the department, college, and university records can be updated.

Individuals wishing to decline a guaranteed exclusion need only not submit form 111.

This for is for apprpving paid external consultnig for regular faculty.

This form is used to record the review for faculty promotion in academic rank, tenure, and/or reappointment.

This form is to be used for the Nonrenewal of Probationary Appointment for regular tenure track, clinical track, or research track faculty; or Denial of Tenure for tenure track faculty only.

The purpose of this form is to provide small loans of up to $1,500 to newly appointed regular faculty to meet emergency expenses of relocating to Ohio State.

The university sets requirements for the reemployment of faculty and staff who have retired from the university, received a separation incentive/phased retirement from the university or when terminated in specific situations. Reemployment after retirement or separation is not an entitlement.

This form is used to list undergraduate, graduate, and professional Courses and Clinical Instruction for faculty.

This form is to be used for response comments.

This form is used to document information on an External Evaluator.

Faculty at The Ohio State University accept an obligation to avoid conflicts of commitment in carrying out their university education, research, scholarship or service responsibilities. This policy is intended to assist faculty members, including administrators and staff with faculty appointments, in avoiding these conflicts and in finding a balance between activities that enhance the university’s core purpose—to advance the well-being of the people of Ohio and the global community through the creation and dissemination of knowledge—and those that detract from it. 

The Ohio State University Board of Trustees (BOT) approved a Faculty Professional Leave Program (FPL) for this institution on 09/09/77 (Resolution No. 78-21) based on Ohio Revised Code 3345.28. The BOT resolution requires each college and tenure-initiating unit (TIU) to establish formal criteria and procedures for reviewing the merits of proposals submitted from faculty in their units. It is essential that there be careful planning and rigorous peer review of FPL proposals and that the approved purpose for these leaves be strictly fulfilled.

An annual written performance review that examines performance over the prior year and sets goals for future performance is mandated for all compensated faculty. These annual reviews must be conducted by the tenure-initiating unit (TIU) head or designee and include a written assessment, a face-to-face meeting for all probationary faculty, and an opportunity for a face-to-face meeting for all other compensated faculty members at the request of either the TIU head or the faculty member.

Compensation decisions should support the recruitment, performance, and retention of high-quality faculty.

Units must offer benefits to tenure-track faculty and clinical and research faculty above 50% FTE.

The compensation rate for individual positions is primarily established by relevant competitive markets, as well as the impact of individual positions on the unit’s mission, as feasible within the unit’s budget. Compensation rates for individuals should vary with the credentials and performance of individuals holding the positions. Compensation decision makers should monitor equity patterns across groups of similarly employed individuals and address observed inequities in a timely way.

The university recruits and selects the most qualified individuals for open positions. In all cases, recruitment and selection activities are guided by a commitment to diversity through equal employment opportunity and affirmative action. The Ohio State University is an Equal Opportunity, Affirmative Action Employer. Women, minorities, veterans, and individuals with disabilities are encouraged to apply.

Appointment decisions for continuing faculty positions must be based on criteria that reflect strong potential to attain tenure and advance through the faculty ranks.

A Special Assignment (SA) redistributes some of the regular duties a faculty member for a period of up to one full semester so that he or she may concentrate on a unique research, service or teaching endeavor or invest in a relatively brief professional development opportunity. Colleges, academic support units, and university centers may establish procedures for offering SAs.

An SA may be completed on campus or away from campus. However, faculty members on SAs are expected to make arrangements to participate in personnel meetings and to advise graduate students.

Faculty at The Ohio State University accept an obligation to avoid financial conflicts of interest in carrying out their institutional responsibilities. This policy is intended to assist faculty members, including administrators with faculty appointments, in avoiding these conflicts.

The purpose of this policy is to establish guidelines and reporting requirements for paid consulting, external to the university, that is undertaken by faculty members, including administrators with faculty appointments, and that is related to their areas of professional expertise. The following activities are not subject to this policy’s guidelines and reporting requirements:

The university strives to recruit and retain a world-class faculty and staff and to stand out as an employer of choice. The university recognizes that supporting faculty and staff as they balance career and family life ultimately benefits the faculty, staff and institution alike. The university provides paid vacation, sick, parental, jury duty/court appearance and organ donation leave to respond to employee needs. Vacation donation provides financial assistance during approved unpaid leaves for: life threatening illness or injury of self or immediate family members; childbirth, adoption and foster care placement; or death of an immediate family member.

The Ohio State University encourages the installation of art and memorials on or within university facilities to enhance the aesthetic nature of campus, enrich the educational experience, advance the learning of individual viewers, and/or memorialize individuals or events. Proposals for the development of campus art and memorials on or within University facilities must be submitted to the Campus Art and Memorials Committee for review before final determination by the Office of Academic Affairs.

The Ohio State University is committed to building and maintaining a diverse community to reflect human diversity and to improve opportunities for all. The university is committed to equal opportunity, affirmative action, and eliminating discrimination. This commitment is both a moral imperative consistent with an intellectual community that celebrates individual differences and diversity, as well as a matter of law.

Faculty and staff may request an unpaid leave for personal, professional or medical reasons, including pregnancy.
Requests for leave are subject to approval by the appropriate administrative official within the employing unit and are approved at the discretion of the employing unit. All unpaid family and medical leave falls under this policy.
A leave implies that the same or similar position will be held open for a faculty or staff member or will be made available upon her or his return subject to the provisions set forth in Reductions in Force, Policies 9.15 and 9.20. The appointing unit must reserve funds for the position of the faculty or staff member on unpaid leave.
Being in an unpaid status does not constitute approved unpaid leave and is not governed by this policy