Academic Positions, Appointments, and Promotions
[ Updated on 23.5.2023 ]
Academic Positions
Academic
positions at Bilkent University fall under the following categories:
–
Academic-Promotion-Track
Faculty Positions (Professorial Faculty Positions)
–
Teaching-Track
Faculty Positions
–
Extension
Faculty Positions
–
Research
Faculty Positions
–
Visiting
Faculty Positions
–
Adjunct
Faculty Positions
–
Temporary
Research Positions
Academic
departments work with their Deans and the Provost Office to determine their faculty
hiring needs. Search committees formed in each department advertise available positions
and identify candidates. Suitable candidates are interviewed and evaluated by
the departments, their Deans, and the Provost Office. Appointment requirements
specific to each academic position are carried out as needed. Successful candidates
are sent offer letters by the Provost.
All faculty
members at the assistant professor, associate professor, and professor levels
must hold a doctorate or an equivalent degree.
Only
academic-promotion-track faculty are eligible for applying to take sabbatical
leaves.
Academic-Promotion-Track Faculty Positions (Professorial
Faculty Positions)
Academic-promotion-track faculty
positions constitute the main professorial academic career path. These faculty
members are expected to conduct independent academic research and/or produce
artistic output (where applicable), in addition to teaching at the undergraduate
and graduate (if applicable) levels.
A. Assistant Professor: Entry level academic-promotion-track faculty position. Appointed by the
Rector upon the recommendation of the Provost. Initial appointments are for a
duration of two to four years, with annual re-appointments afterwards. Assistant
Professors are expected to get promoted to Associate Professor within a given
time frame, usually within seven years; those who do not get promoted may be
asked to leave the university or considered for a non-professorial position.
B. Associate Professor: Middle level academic-promotion-track faculty position. Appointed after
completing a three-step process, the first step being a requirement of the Council
of Higher Education and conducted by the affiliated Inter-University Board, the
second step being Bilkent University’s own promotion and appointment process
which relies upon reports by external reviewers in addition to internal
assessments. The last step is again a requirement of the Council of Higher
Education that calls for a University Executive Board decision based upon
reports by national reviewers, followed by a final appointment by the President
of the Board of Trustees.
C. Professor: Top level academic-promotion-track faculty position. Appointed after
completing a two-step process, the first step being Bilkent University’s own
promotion and appointment process which relies upon reports by external
reviewers in addition to internal assessments; the second step is a requirement
of the Council of Higher Education that calls for a University Executive Board
decision based upon reports by national reviewers, followed by a final
appointment by the President of the Board of Trustees.
D. Emeritus Professor: An honorary title that may be granted on an annual basis by the
University Executive Board to a retired professor who wishes to remain
academically active without receiving any compensation or benefits.
Teaching-Track
Faculty Positions
Teaching-track
faculty positions are held by faculty whose main responsibility is teaching
courses at the undergraduate and graduate (if applicable) levels. Even though
research is not their main focus, the university encourages academic research and/or
artistic output (where applicable) conducted by teaching-track faculty. At all
levels, teaching-track faculty are appointed by the Rector upon the
recommendation of the Provost. Initial appointments are for a duration of two
to four years, with annual re-appointments afterwards.
Promotion to Lecturer or Senior
Lecturer positions for existing teaching-track faculty can only be initiated by
the Provost; applications from faculty members are not accepted.
E. Instructor: Main level of teaching-track faculty. When necessary, this position may
be further qualified, such as Laboratory Instructor.
F. Lecturer: An upper level of teaching-track faculty.
G. Senior Lecturer: Top level of teaching-track faculty rank.
H. Assistant Professor of Teaching: A teaching-track faculty position that may be granted to assistant
professors who were not promoted to Associate Professor within the given time
frame but have shown extraordinary teaching performance. New junior faculty
applicants who show strong teaching potential without a similar level of
potential for independent research may also be appointed as Assistant Professor
of Teaching. Assistant Professors of Teaching are eligible to apply for
promotion to Associate Professor position on the same terms as
academic-promotion-track assistant professors, but only upon the approval of
the Provost. “Of-Teaching” appointments are at the Assistant Professor level
only.
Extension
Faculty Positions
Extension
faculty positions are for faculty members who are outside the
academic-promotion track, either because they were appointed as professors at
another institution but have chosen not to pursue full professorship at Bilkent
University or because they are professionals who come from non-academic career
backgrounds. Appointment is possible with the approval of the Rector upon a
favorable recommendation by the Provost. For Professor and Associate Professor
level appointments, Council of Higher Education procedures that call for a
University Executive Board decision based upon reports by national reviewers
also have to be completed, followed by a final appointment by the President of
the Board of Trustees. Initial appointments are for a duration of two to four
years, with annual re-appointments afterwards. Even though extension faculty
positions are not considered to be a path to professorial faculty appointments,
extension faculty may apply to be considered for academic-promotion-track
faculty positions.
I. Professor in Residence: A faculty position for academics who were previously appointed as Professor
at another institution but have elected not to apply for appointment to an
academic-promotion-track Professor position at Bilkent University. In-Residence
appointments are at the Professor level only.
J. Professor / Associate Professor / Assistant Professor of Practice:
Positions for faculty with professional expertise and career experience but
without the academic record necessary for academic-promotion-track faculty
positions at Bilkent University. It is not possible to get promoted from one
“of-Practice” position to another such position.
K. Professional in Residence: Teaching-track positions for faculty who have demonstrated widely
accepted expertise in their respective professions and can convey said
expertise in their teaching. In the title, “Professional” may be replaced by
the specific profession of the individual.
Research
Faculty Positions
Research faculty
positions are for faculty members who pay their own salaries and support their
own research activities from externally-awarded research funds. Their primary
responsibility is to conduct independent research and advise graduate students;
in addition, they are expected to teach at a lower teaching load. Appointment
requires approval of the Rector upon a favorable recommendation by the Provost
and is limited to the fixed term of the support funding. For Professor and
Associate Professor level appointments, going through Bilkent University’s own
promotion and appointment process which relies upon reports by external
reviewers in addition to internal assessments is necessary. In addition, Council
of Higher Education procedures that call for a University Executive Board
decision based upon reports by national reviewers also have to be completed,
followed by a final appointment by the President of the Board of Trustees. Upon
the approval of the Provost, faculty at Research Assistant Professor or Research
Associate Professor levels may apply for promotion to higher Research faculty
positions, going through the same multi-step processes as
academic-promotion-track Assistant and Associate Professors. Even though
Research faculty positions are not considered to be a path to professorial
faculty appointments, Research faculty may apply to be considered for
academic-promotion-track faculty positions.
L. Research Professor / Associate Professor / Assistant Professor
Visiting
Faculty Positions
Visiting faculty
members are academicians who come to Bilkent University to spend a
predetermined period of time, not exceeding two years. Visiting faculty
positions may be awarded to those individuals who wish to spend sabbatical
leaves, conduct collaborative research, or teach at Bilkent University.
Appointment requires approval of the Rector upon a favorable recommendation by
the Provost. An exception to the two-year limit can be made by the Provost in
cases when the faculty member applies for appointment to a permanent position
and the process takes longer than two years. It is not possible to get promoted
from one visiting position to another visiting position.
M. Visiting Professor / Associate Professor / Assistant Professor
Adjunct
Faculty Positions
Adjunct faculty
positions are for academicians who have a regular academic appointment at
another institution but are associated with Bilkent University in teaching,
research, or collaboration. Adjunct appointments are normally part-time
fixed-term positions and may or may not be salaried appointments.
N. Adjunct Professor / Associate Professor / Assistant Professor
Temporary
Research Positions
Appointment
requires approval of the Rector upon a favorable recommendation by the Provost.
O. Research Assistant: Students enrolled in a graduate level program may be appointed as
Research Assistants for a fixed term. Research Assistants are not eligible to
benefit from any Bilkent University scholarships during their term of
employment.
P. Post-Doctoral Researcher / Research Scientist / Researcher: Researchers holding a
PhD degree and residing at Bilkent University to collaborate with a faculty
member solely for academic research may be employed on a fixed-term basis if
funded by the faculty member.
Part-Time Academic Appointments
Part-time academic positions are fixed-term teaching
appointments with compensation based on weekly contact hours. As the need
arises, the university may appoint part-time faculty members to teach specific
courses or sections. Deans forward their part-time faculty requests for each
semester to the Provost Office for approval. The term of any part-time
employment may not exceed the duration of the semester or the summer school.
Inclusion in the Council of Higher Education Database
All full-time academic staff including research assistants
but excluding visiting faculty, adjunct faculty, and those holding temporary
research positions other than research assistants are reported to the Council
of Higher Education for inclusion in their faculty database YÖKSİS.
Bilkent University Promotions and Appointments Process
Appointments and promotions to academic-promotion-track
positions or research faculty positions at the associate professor and full
professor levels require successful completion of Bilkent University’s
Promotions and Appointments Process.
Eligibility for Application to Associate Professor Position
Applicants must hold the title of associate professor
(“doçent”) from the Inter-University Board, a government body affiliated with
the Council of Higher Education. Academic-promotion-track assistant professors who
are currently employed at Bilkent University may be permitted by the Provost to
start the Bilkent University Promotions and Appointments Process after having successfully
handed in their application to the Inter-University Board.
Faculty
members who are currently employed at Bilkent University must be employed in an
academic-promotion-track assistant professor or research assistant professor
position. Upon the approval of the Provost, assistant professors of teaching
may also apply for promotion to professorial associate professor positions.
Teaching-track, extension, visiting, and adjunct faculty may apply to be
considered for open academic-promotion-track faculty positions on the same
terms as candidates from outside Bilkent University.
Eligibility for Application to Full Professor Position
Applicants must have worked in an academic setting in their
field for at least five years after getting the title of associate professor
(“doçent”) from the Inter-University Board.
Faculty
members who are currently employed at Bilkent University must be employed in an
academic-promotion-track associate professor or research associate professor
position. Teaching-track, extension, visiting, and adjunct faculty may apply to
be considered for open academic-promotion-track faculty positions on the same
terms as candidates from outside Bilkent University.
External Referees
Bilkent University Promotions and Appointments Process relies
upon reports by external reviewers in addition to internal assessments. The candidate,
the Chair, the Dean, and when necessary the Provost contribute names to the
list of external referees.
External referees are chosen from amongst the most prominent
and established scholars in the field of the candidate. External referees
should be well-qualified scholars or artists who are able to provide a fair,
objective, and detailed evaluation of the candidate’s work. External referees
should either currently have or in the past have held a rank that is equivalent
to or higher than the candidate’s proposed rank.
It is expected that all external referees are from
institutions outside of Turkey; however, in fields with strong national
attributes (such as Turkish literature or Turkish law), a small minority of
referees may be chosen from Turkey too.
In order to assure an objective assessment, external referees
are expected to have an arm’s-length relationship with the candidate, meaning
they should not have close connections or relationships with the candidate,
professional or personal. This requirement would exclude former advisors, frequent
co-authors, co-editors, and research collaborators, in addition to relatives
and friends.
The candidate is expected to provide the names of five
potential referees at the time of application. Candidates are strictly forbidden
from contacting potential referees beforehand or after filing their applications.
The Chair is expected to provide the names of three to five
potential referees. Chairs are forbidden from contacting potential referees
beforehand or after forwarding the application file to the Dean.
The Dean determines the names of three to five referees. Deans
do not contact potential referees beforehand to ask whether they are willing to
serve as referees or not.
In cases where the Dean and the Chair are the same person,
the Dean determines the names of six referees; any additional names are
determined by the Provost.
A Referee Information Form (see below) should be filled out for
each external referee by the person proposing that name, indicating the
referee’s qualifications and the nature of their relationship with the
candidate if any. In cases when it is not feasible to observe the arm’s-length
requirement, for example in an emerging or narrow field of study, an
explanation should be provided on the form.
The identities of external referees are strictly kept
confidential. The candidate must not know the identities of any of the referees
chosen by the Chair or the Dean.
Application
Candidates
seeking appointment to academic-promotion-track or research faculty positions
at the associate professor or full professor level apply to their Department
Chair with the documentation listed below.
1. Curriculum Vitae, prepared in standard
form. (Link)
2. A personal statement summarizing all
scholarly achievements, activities, and goals in regard to academic research
and/or artistic output (where applicable), teaching, and service to the
university and the academic community. Emphasis should be given to the impact
of said achievements in the field of activity.
3. All publications and scholarly output
that are listed in the CV.
4. A subset of selected scholarly output
that represents their best and most impactful work, not to exceed eight items.
5. A list of five potential external referees.
A Referee Information Form should be submitted for each referee. (Link)
Candidates
should provide the Chair with electronic copies of all application documents
and one printed copy of each document, except for those over 30 pages long. For
application materials that cannot be printed, such as audio or video
recordings, an electronic file that contains internet links to the relevant
material should be provided.
In cases
where the university is aiming to hire a senior academic to a full professor
position, with the approval of the Dean and the Provost, the Chair may prepare
the application file in place of the candidate.
Internal Assessment at the Department Level
When a candidate files an application with their department,
the department Chair notifies the Dean and the Provost, indicating the date of
application.
The
department Chair forms an Initial Evaluation Committee composed of three
academic-promotion-track faculty members at or above the academic rank that is
being pursued by the candidate, at least one of whom must be a professor. The Initial
Evaluation Committee is preferably formed from faculty members within the
department, but when suitable members cannot be found, the Chair may choose
members from other departments.
The Initial
Evaluation Committee evaluates the candidate’s work and writes a detailed
report on the standing of the candidate in terms of research and/or artistic
output, teaching, and service to the university. The report may contain
comparisons with other faculty members in the department who are at a similar
stage in their career. The Initial Evaluation Committee makes a final
recommendation in terms of supporting or not supporting the promotion
application.
Upon
receiving the report of the Initial Evaluation Committee, the Chair writes an
evaluation report of their own assessment, also making a final recommendation
regarding the application. The Chair then forwards to the Dean all application
materials together with the Chair’s report, the Initial Evaluation Committee’s
report, and the Referee Information Forms for three to five external referees
who are different from those proposed by the candidate.
The Chair is
expected to forward all materials to the Dean within one month of the
application. If this is not possible for reasons beyond control, the Chair
should seek a deadline extension from the Provost.
At this time
the Chair also forwards copies of the Chair’s report, the Initial Evaluation
Committee’s report, and the Referee Information Forms to the Provost.
In cases where the Dean and the Chair are the same person,
the Chair’s responsibilities are carried out by the Dean; however, a separate Chair’s
evaluation report is not required and the Chair does not specify any external
referees.
Initial
Evaluation by the Dean
After
reviewing the application materials and internal reports, the Dean forms their
own recommendation regarding the promotion application. The Dean also
determines three to five external referees who are different from those
proposed by the candidate and the Chair, and fills out Referee Information
Forms for each referee. In cases where the Dean and the Chair are the same
person, the Dean specifies six external referees and may request additional
referee names from the Provost .
In cases
when the faculty Dean is not an academic-promotion-track professor, the Provost
takes over the rest of the process and solicits external referee reports
directly from Provost Office. For this, the Dean sends all reports and
application materials to the Provost, together with their own detailed evaluation
report containing a final recommendation and all the Referee Information Forms.
After the
Dean decides on their own recommendation for promotion, if the Initial
Evaluation Committee, Chair, and Dean recommendations are all negative, and it
is the first time the candidate has applied for promotion to this particular
academic rank, the outcome of the application at hand is deemed unsuccessful.
In this case, the Dean notifies the candidate and the Provost, sending all
reports and application materials to the Provost, together with the Dean’s
evaluation report detailing the reasons for the negative recommendation. The
candidate may re-apply at any time after one year has passed following the Dean’s
notification of the negative result. In this second application, even if all the
recommendations for promotion are negative, the Dean forwards all reports,
application materials, and Referee Information Forms to the Provost. The
Provost then reviews the case and may decide that the application is again
deemed unsuccessful and notifies the candidate and the Dean of this result.
Alternatively, the Provost may decide to take over the rest of the process and
solicit external referee reports directly from Provost Office.
If the Dean
holds the opinion that the candidate does not meet the requirements for
promotion and at least one of the Initial Evaluation Committee or the Chair
report is positive, the Dean must hand over the process to the Provost. In this
case, the Dean sends all reports, application materials, and Referee
Information Forms to the Provost, together with the Dean’s evaluation report
detailing their reasons for the negative recommendation. The Provost then
reviews the case and may decide that the application is deemed unsuccessful and in this case notifies the candidate and the Dean.
Alternatively, the Provost may decide to solicit external referee letters
directly from the Provost Office, taking over the process.
If the Dean
holds the opinion that the candidate meets the requirements for promotion, they
proceed with soliciting external referee reports even if one or both the
Initial Evaluation Committee and Chair reports are negative.
Final
List of External Referees
The candidate, the Chair, and the Dean are each responsible
for assuring that the external referees they have proposed have all the
qualities that are outlined in the External Referees section above, including
the arm’s-length condition. If the Dean feels that a proposed referee does not
meet all the qualifications, they may suggest the candidate or the Chair who
has made the proposal to replace that name, but the final decision to change
the proposed name or not lies with the candidate or the Chair.
In the final list of external referees, the Dean must include
at least three of the five names provided by the candidate, and all the names
provided by the Chair or the Provost when applicable. The total number of
referees will therefore be at least 9 and at most 15.
Soliciting Reports from External Referees
The Dean
writes to each external referee, asking them to evaluate and write a detailed
report on the professional standing of the candidate. The Dean includes:
–
The
candidate’s Curriculum Vitae
–
The
candidate’s personal statement
–
The
candidates selected scholarly work, at most eight items
–
A
link to the candidate’s complete scholarly work
The Dean’s
letter should set a specific deadline, not less than 6 and not more than 10
weeks.
After
soliciting evaluation reports from external referees, the Dean sends the list
of referees, their affiliations, and contact information together with all
correspondence with the referees to the Provost.
If any of
the external referees decline to write a report, the Dean may or may not choose
to supplement the list of external referees.
After the
stated deadline expires, the Dean may remind external referees who have not yet
sent in their reports.
When the
Dean is convinced that no new reports are likely to be sent in, they send to
the Provost the entire application file together with all the internal reports,
the external referee reports, all correspondence with the referees, and a table
summarizing the interactions with all the referees, including those that were
proposed but not chosen to be in the final list of external referees.
The Dean
should not discuss the number of external referee reports received or their
contents with the candidate or the Chair.
In cases
when the external referee process has to be handed over to the Provost by the
Dean, all functions of the Dean are carried out by the Provost. When finalizing
the external referee list, the Provost must include all the referees proposed
by the Dean but may choose to add up to five additional referees to the list.
After
receiving the candidate’s file and the external referee reports, if deemed
necessary the Provost may decide to solicit evaluation reports from up to five
new external referees.
All correspondence with the external referees is handled
exclusively by the faculty Dean and/or the Provost.
All internal
electronic communication that includes referee information or evaluation
reports is to be conveyed either via e-mail using encryption or via USB memory.
Promotions
and Appointments Committee
The Promotions and Appointments Committee is composed of
the Provost and 7 other academic-promotion-track professors, appointed or
re-appointed for each academic year by the Rector upon the recommendation of
the Provost. This committee is headed by the Provost, and the identities of its
members are kept confidential.
The Provost
forwards the file for each candidate to members of the Promotions and
Appointments Committee and calls for a meeting to discuss the merits of the
candidate’s application. Any committee member who is from the same department
as the candidate may not participate in committee work for that candidate.
No one may
have access to promotion file documents except the Provost, the Dean, the
members of the Promotions and Appointments Committee, the Rector, and Provost
Office staff.
The
Committee meets as many times as the members find necessary to evaluate each
candidate before
proceeding
to the voting stage. Committee members may not abstain from voting. Votes are
cast in secret and handed to the Provost, who in turn brings the votes to the
Rector.
All
committee work is kept strictly confidential.
Final
Decision
The final decision
of the Promotion and Appointment Committee is based on the majority of five
votes, one of which is the Provost’s vote and the remaining four are randomly selected
by the Rector, in order to ensure the anonymity of the votes.
Votes can
only be seen by the Provost and the Rector. The number of positive and negative
votes in the final decision after blind selection are shared only with the
members of the Promotions and Appointments Committee and kept secret from all
others.
The Provost
informs the result of the vote to the candidate and the Dean and sets up a
meeting with the candidate to discuss the overall evaluation of the Committee
in broad terms without getting into specifics that might reveal the identities
of external referees or Committee members, contents of evaluation reports, or
statements made by any specific evaluator.
For successful
candidates, the Provost notifies the Rector that a new faculty position may be
advertised by the Human Resources Department.
Unsuccessful
candidates may not re-apply for promotion for two years after a negative
Promotions and Appointments Committee decision unless the Provost approves
early application.
Potential Conflict of Interest
If the candidate, the Chair, the Dean, or the Provost holds
the opinion that any individual involved in the promotion process, including
themselves, may have a potential conflict of interest, they are obligated to
inform the Rector. In this case, the Rector reviews the issue and decides on
whether any potential conflict of interest is of a nature that may influence
the evaluation process; if so, the Rector relieves that individual from their
role for the particular candidate and appoints another suitable individual.
Appointment to Assistant, Associate, and Full Professor Positions
This section
details the appointment procedures for all assistant professor, associate
professor, and professor positions, including academic-promotion-track,
teaching-track, extension, and research faculty positions, but excluding visiting
and adjunct appointments. These procedures are based on the Higher Education
Law of Turkey and the rules and regulations of the Council of Higher Education,
hence subject to change if any of the underlying regulations are modified.
The Provost,
working in conjunction with the department Chair and faculty Dean, triggers the
formal recruitment procedures to fill an open faculty position. Upon the
recommendation of the Provost, the Rector notifies the Human Resources Department
to advertise the open position, collect applications, and forward these to the
Dean after the application deadline has expired.
Assistant
Professors
The Dean
forms a committee consisting of three professors and/or associate professors,
one of whom must be from another university and, if the department Chair is an
associate or full professor, one of whom must be the Chair. Each committee
member writes a separate report on the academic qualifications and merits of
the applicants. The Faculty Executive board meets to determine the best candidate
for the open position, and the Dean forwards this decision to the Provost. Upon
the recommendation of the Provost, the Rector appoints the proposed candidate
to the open position.
Assistant
professors are initially appointed for a duration of four years and
re-appointed on an annual basis after that, provided their academic performance
and career advancement are at a level found to be satisfactory.
Academic-promotion-track assistant professors are expected to get promoted to
the associate professor rank within a certain time frame, usually seven years, after
their initial appointment; appointments of those who do not get promoted within
the allotted time are not renewed.
Associate Professors
Candidates must have either obtained the “doçent” title or
have had their associate professor status that was obtained outside of Turkey
ratified through the Inter-University Board.
Candidates
considered for academic-promotion-track associate professor positions must have
completed Bilkent University’s Promotions and Appointments Process
successfully.
The Rector
forms a committee consisting of three professors, one of whom must be from
another university and, if the department Chair is a full professor, one of
whom must be the Chair. Each committee member writes a separate report on the
academic qualifications and merits of the applicants. The University Executive Board
meets and votes to determine the best candidate. The Rector appoints the chosen
candidate to the open position.
Full Professors
Candidates must have worked in their academic field for a
minimum of five years after having obtained the “doçent” title or having been appointed
as associate professor outside of Turkey; in this case, their status must be ratified
through the Inter-University Board.
Candidates
considered for academic-promotion-track professor positions must have completed
Bilkent University’s Promotions and Appointments Process successfully.
The University
Executive Board forms a committee consisting of five professors, at least three
of whom must be from other universities. Each committee member writes a
separate report on the academic qualifications and merits of the applicants.
The University Executive Board meets and votes to determine the best candidate.
The Rector appoints the chosen candidate to the open position.
Appointment to Instructor Positions
This section details the appointment procedures for all
levels of teaching-track instructor positions, including lecturer, senior
lecturer, and professional in residence appointments.
These procedures are based on the Higher Education Law of Turkey and the rules
and regulations of the Council of Higher Education, hence subject to change if
any of the underlying regulations are modified.
All
candidates for appointment to instructor positions must hold a master’s degree that
has a thesis requirement or a higher degree. Turkish nationals must satisfy the
minimum scores for ALES and English Language examinations as required by the
Council of Higher Education regulations.
The Provost,
working in conjunction with the department Chair and faculty Dean, triggers the
formal recruitment procedures to fill an open instructor position. Upon the
recommendation of the Provost, the Rector notifies the Human Resources
Department to advertise the position, collect applications, and forward these
to the Dean after the application deadline has expired.
The Dean
forms a committee consisting of three assistant, associate, or full professors.
The committee writes a single report on the qualifications and merits of the
applicants. The Faculty Executive board meets to determine the best candidate
for the open position, and the Dean forwards this decision to the Provost. Upon
the recommendation of the Provost, the Rector appoints the proposed candidate
to the position.
Instructors
are initially appointed for a duration of two years and re-appointed on an
annual basis after that, provided their teaching performances are at a level
found to be satisfactory.
Retirement and Termination
All fixed-term appointments are limited to the duration of
the appointment.
The periodic
renewal of all non-fixed-term appointments is contingent on continued academic
performance.
According to
the “Regulations on Retirement and End of Employment for Academic Staff”, the
mandatory retirement date for full-time faculty members, except for those
holding administrative positions as Dean, Vice Rector, and Rector, is the first
28 February or 31 August, whichever is earlier, following the day they turn 67
years of age. The appointments of faculty members who may be working in retired
status or those who have not yet earned the right to retire in terms of the
Social Security Institution also come to an end on the date specified here. The
retirement or termination dates of faculty members who continue to perform at a
high level of research, teaching, or service may be postponed upon the decision
of the Retirement Committee. To be considered for such an extension, faculty
members have to apply to their Dean no later than 6 months before the said
date.