"Non-reappointment" refers to failure to reappoint someone to an additional year (or years). 

• Probationary tenure-track, lecturer, clinical, and academic specialists in their third or subsequent year must be notified of non-reappointment by May 30, of the year prior to the expiration of their appointment. That is, most faculty have between one to two years of notice before the expiration of their appointment. (For example, during April of 2000, someone's appointment end date is May 30, 2001. That is 13 months of an active appointment. In May, they are reappointed; that moves the appointment end date to May 30, 2002. That is 24 months of an active appointment. Or they are notified of non-reappointment; their appointment end date continues to be May 30, 2001.)
• Postdocs, research associates, and research scientists are notified that their appointment will not be extended no later than 30 days before expiration.
• Non-reappointments can occur because of the changing needs of the program or for poor performance on the part of the employee. Non-reappointments are not the same as dismissals. Faculty can file a grievance over a non-reappointment decision.

Schools should notify faculty affairs about every faculty member who is being involuntarily non-reappointed.

IU Policy ACA-22, specifically applies to tenure-probationary faculty, but ACA-18, applies it to non-tenure-track faculty.

Involuntary "separation":

• For poor performance or misconduct, see "performance plans".
• Non-tenure-track faculty can be separated before the expiration of an appointment for:
  • "closure or permanent downsizing of the program in which the faculty member teaches and serves".
    • "non-reappointment" - which occurs at the end of an appointment - can occur for "changing" staffing needs, rather than "closure" of a program".
  • "professional incompetence, serious misconduct, or financial exigency." For this to occur in less than one year's time (immediately) there has to be: a) threats to health or safety, b) a felony, or c) repeated misconduct.

Schools should work with faculty affairs for all cases of involuntary separation. Timely and documented feedback to employees of their performance or conduct issues is essential.

Reviewed and Revised: 8/2/2021