• Facilities and Administrative Cost Policy

      Division of Sponsored Program Administration; Georgia Health Sciences University (2005-11)
      This policy establishes the principles for maximal recovery of Facilities and Administrative costs for Georgia Health Sciences University and Medical College of Georgia Research Institute and defines procedures to assure that all requests for waivers are treated equitably.
    • Facilities Renovation/Cost Estimate Requests Policy

      Facilities Management Division (1989-10)
      To provide a procedure for obtaining facilities renovation and cost estimate requests.
    • Factors that influence physicians to practice in rural locations: a review and commentary

      Ballance, Darra; Kornegay, D; Evans, Paul; Medical College of Georgia; Statewide Area Health Education Centers Network (Wiley Online, 2009)
      Rural populations remain underserved by physicians, despite various efforts by medical schools and other institutions/organizations to correct this disparity. We examined the literature on factors that influence rural practice location decisions by physicians to determine what opportunities exist along the entire educational pipeline to entice physicians to, and retain them in, rural areas. Results reported in the literature favor a multidisciplinary or multi-faceted approach that results in more residents and physicians locating their practices in rural areas. The need to define proven strategies is not the pressing issue; rather, the needs are to define the commitments necessary to implement proven strategies, as well as the will to make physician distribution a priority issue in medical education.
    • Faculty Action and Approval Process Policy

      Office of the Provost; Georgia Health Sciences University (2002-04)
      The Provost of Georgia Health Sciences University (Provost GHSU) has approved the following operating procedure for recruitment, actions, processing (benefits and payroll); and campus orientation for faculty.Incorporating linked resources and revising current guidelines was subsequent to the implementation of PeopleSoft and necessary to coincide with requirements of the new operating system for Human Resources, Payroll and Financials at the GHSU. The Faculty Action and Approval Process (FAAP) will go into effect immediately with a transitional deadline date of May 1, 2002.
    • Faculty Administrators Policy

      Human Resources Division; Georgia Health Sciences University (2011-06)
      This policy sets forth the guidelines by which Faculty Administrators who are part of the Corps of Instruction are paid when their administrative duties end.
    • Faculty Appointment, Development, Promotion and Tenure (FADPT) Policy: Overview

      University Faculty Senate; Georgia Health Sciences University (2008-02-28)
      7.13.0 Faculty Appointment, Development, Promotion and Tenure (FADPT) Policy: Overview: This policy provides an overview of how faculty are appointed at Georgia Health Sciences University, the procedures for faculty development, and the processes by 'Nhich faculty are promoted and granted tenure. These policies and procedures are detailed in the following policies.
    • Faculty Appointment, Development, Promotion and Tenure (FADPT) Policy: Recruitment

      University Faculty Senate; Georgia Health Sciences University (2003-03-21)
      7.13.1 Faculty Appointment, Development, Promotion and Tenure (FADPT) Policy: Recruitment: This policy describes procedures to be used in the recruitment of faculty to Georgia Health Sciences University. The Dean of the college requesting to recruit a new faculty must submit a request to the Senior Vice President for Academic Affairs & Provost for approval. The Dean appoints a Search Committee and Chair, who together conduct the search. Advertising is carried out wth input from Affirmative Action/Equal Employment Opportunity Office to provide opportunities for attracting a diverse applicant pool. Candidates will be interviewed. Once a decision to hire is made, an offer of employment will be made by the Department Chair as described herein. Faculty hires are official upon approval of the President of Georgia Health Sciences University.
    • Faculty Appointment, Development, Promotion, & Tenure (FADPT) Policy: Institutional Guidelines for Faculty Review & Development

      University Faculty Senate; Georgia Health Sciences University (2014-04-25)
      7.13.4 Faculty Appointment, Development, Promotion, & Tenure (FADPT) Policy: Institutional Guidelines for Faculty Review & Development: This policy describes the annual review process for full-time and part-time faculty at Georgia Health Sciences University and includes procedures for establishment of a Faculty Development Plan based on the results of the annual review. It also describes the post-tenure review process and establishment of a Post-Tenure Development Plan. The policy includes a process by 'Mlich faculty can appeal annual review or post-tenure review decisions and includes the terms of contract and renewal notice for non-tenure faculty and personnel.
    • Faculty Appointment, Development, Promotion, and Tenure (FADPT) Policy: Clinical & Adjunct Faculty Appointment

      University Faculty Senate; Georgia Health Sciences University (2009-11)
      7.13.7 Faculty Appointment, Development, Promotion, and Tenure (FADPT) Policy: Clinical & Adjunct Faculty Appointment:Clinical and adjunct faculty to Georgia Health Sciences University must be appointed following the procedures described in this policy. Clinical and adjunct faculty are responsible for fulfilling the duties as described for the position and are eligible for promotion as described in this policy.
    • Faculty Appointment, Development, Promotion, and Tenure (FADPT) Policy: Emeritus Appointment

      University Faculty Senate; Georgia Health Sciences University (2009-11-06)
      7.13.8 Faculty Appointment, Development, Promotion, and Tenure (FADPT) Policy: Emeritus Appointment: At the time of their retirement from Georgia Health Sceinces University, members of the Corps of Instruction and Board-approved administrative officers may be considered for Emeritus status if they have served a minimum of ten years of continuous full-time service as a faculty member in the University System of Georgia, provided they fulfill the criteria described in this policy.
    • Faculty Appointment, Development, Promotion, and Tenure (FADPT) Policy: Faculty Appointments

      University Faculty Senate; Georgia Health Sciences University (2009-12)
      7.13.2 Faculty Appointment, Development, Promotion, and Tenure (FADPT) Policy: Faculty Appointments: This policy describes procedures to be used for the appointment of faculty to Georgia Health Sciences University. Faculty appointments are initiated at the departmental or unit level. The chair or unit head makes a recommendation for appointment to the respective dean, who approves and forwards the request to the Senior Vice President for Academic Affairs & Provost, who approves and forwards it to the President for approval.
    • Faculty Appointment, Development, Promotion, and Tenure (FADPT) Policy: Faculty Classification

      University Faculty Senate; Georgia Health Sciences University (1999-11-04)
      7.13.3 Faculty Appointment, Development, Promotion, and Tenure (FADPT) Policy: Faculty Classification: The faculty of Georgia Health Sciences University consists of the Corps of Instruction and Administrative Officers. Faculty are classified as non-tenured on track, non-tenure track, tenured, or no track. Tenure-track faculty can be classified as: assistant professor, associate professor, or professor. Non-tenure-track faculty can be classified as instructor, assistant professor, associate professor, or professor. Research faculty can be classified as assistant research scientist, research scientist, senior research scientist, or principal research scientist. This policy defines the requirements of these faculty ranks. Classification of clinical, adjunct, and emeritus faculty is outlined in ARSA policies 7.13.7 and 7.13.8, \Nhich are subsections of the Faculty Appointment, Development, Promotion, and Tenure Policy.
    • Faculty Appointment, Development, Promotion, and Tenure (FADPT) Policy: Promotion Criteria & Procedures

      University Faculty Senate; Georgia Health Sciences University (2004-12)
      7.13.5 Faculty Appointment, Development, Promotion, and Tenure (FADPT) Policy: Promotion Criteria & Procedures: This policy describes eligibility requirements for promotion for full-time faculty at the Georgia Health Sciences University, the criteria and procedures for promotion, and the appeals process.
    • Faculty Appointment, Development, Promotion, and Tenure (FADPT) Policy: Tenure Criteria & Procedures

      University Faculty Senate; Georgia Health Sciences University (2009-11)
      7.13.6 Faculty Appointment, Development, Promotion, and Tenure (FADPT) Policy: Tenure Criteria & Procedures: This policy describes eligibility requirements for tenure for full-time faculty at Georgia Health Sciences University, the criteria and procedures for the granting of tenure, and the appeals process.
    • Faculty Authors Reception: A Mad Tea Party

      Bandy, Sandra L.; Sharrock, Renee; Davis, Jennifer Putnam; Flynn, Kara; Robert B. Greenblatt, M.D. Library (Augusta University, 2018-11-19)
      Objective: The Robert B. Greenblatt, M.D. Library established an author collection in 1979 as part of the Special Collections program. Books authored by faculty members were transferred from the circulating collection to Special Collections and became non-circulating. The purpose of this collection is to preserve the published monographs as a legacy of the individual and the institution. The library provides an annual event for all faculty who published written or edited books during the fiscal year to engage faculty in the importance of creative preservation. Methods: In 2014, the health sciences campus hosted the library’s first annual Faculty Author Reception. Invitations were sent to faculty who published monographs within the last five years requesting their company at this reception. Subsequent receptions featured monographs from the past year. A general invitation was sent to all faculty through the university community. This poster shares the experience of planning, implementation, maintenance, and evaluation of this new tea party. The challenges encountered including time, location, dissemination of announcements, and finding published works will be addressed. Results: The library has recognized over 100 faculty members from libraries on two campuses. The reception has expanded to include books written or edited, as well as other creative works such as art and films. The hosted event alternates between the health sciences library and the primarily undergraduate library with a short program and light refreshments. Conclusions: While this reception is only in its fifth year, positive feedback indicates this reception is well received and appreciated. Lessons learned have led to more concentrated planning, robust programming, and the author collection is growing. A set of guidelines for the committee has also been established.
    • Faculty Development Day Program

      Cooke, Judith; Office of Faculty Development and Teaching Excellence (2016-09)
      Program for 2016 Faculty Development Day on Friday, September 9, 2016
    • Faculty Grievance Policy

      Office of Academic and Faculty Affairs; Georgia Health Sciences University (2007-09-27)
      7.16 Faculty Grievance Policy: The Faculty Grievance Subcommittee of Georgia Health Sciences University shall be an elected standing subcommittee of the Academic Council. Its members will be elected by and from the Corps of Instruction of each college and of the Library of Georgia Health Sciences University. The Faculty Grievance Subcommittee shall act to implement the policies and procedures established by the Faculty of Georgia Health Sciences University for the resolution of faculty grievances. This policy describes procedures established by the University Faculty Senate (formerly known as Academic Council) for the handling of faculty grievances
    • Faculty Monthly Record of Leave and Other Absences

      Controller’s Division / Payroll; Georgia Health Sciences University (2000-09)
      To provide procedures and instruction for the monthly reporting and submission of the faculty members Monthly Record of Leave and Other Absences form.
    • Family Medical Leave Policy

      Human Resources Division; Georgia Health Sciences University (2009-04-10)
      In accordance with the Federal Family and Medical Leave Act (FMLA) of 1993, an eligible employee may be entitled to up to 12 work weeks of leave during any 12-month period for one or more of the following reasons: 1. The birth and care of a newborn child of the employee; 2. The legal placement of a child with the employee for adoption or foster care; 3. The care of an immediate family member (defined as the employee’s spouse, child, or parent) with a serious health condition; 4. A serious health condition of the employee himself/herself, which renders the employee unable to perform the duties of his/her job; Any “qualifying exigency” arising out of a service member’s current tour of active duty or because the service member is notified of an impending call to duty in support of a contingency operation; or 5.An employee that is a spouse, daughter, son, parent or nearest blood relative caring for a recovering service member may utilize up to 26 weeks to care for the service member provided the injury occurred while on active duty and renders the service member unable to perform the duties of their office, grade, rank or rating. This is an additional 14 weeks above the 12 weeks granted for all other qualifying events
    • Fetal Dose Policy

      Environmental Health and Safety Division; Georgia Health Sciences University (2002-12)
      To provide a policy for the protection of the fetus/embryo of the pregnant employee occupationally exposed to ionizing radiation