This section defines the various categories of Laboratory professional research staff positions including descriptions of the qualities and characteristics appropriate for employees in each category. Procedures for hires, promotions, and other personnel actions are delineated and the roles of the Division Staff Committees and Laboratory Staff Committee are described.
This policy applies to Scientists/Engineers in the SXX.X and RXX.X Job Classification Series.
This policy is intended to supplement and not to conflict with applicable University and Laboratory human resources policies and procedures. For dismissals for conduct or performance reasons, refer to RPM §2.05 (Management/Employee Relations). For terminations, including reductions in force, refer to RPM §2.21 (Terminations). For other applicable Laboratory policies and procedures, refer to specific sections of the RPM.
a. Career position (See RPM 2.01(K)(1))
A career-track position as a Research Scientist/Engineer (Career-Track) or Scientist/Engineer (Career-Track) or Staff Scientist/Engineer (Career-Track) is a term appointment of a minimum of one year to a maximum of five years (during which the employee’s performance is evaluated for promotion to a career position). Time spent in Postdoctoral Fellow appointments is excluded from the five-year limit. A Divisional Fellow position is a career-track position. For information on the length of this appointment, refer to Paragraph (C)(6) below. A promotion to a career position may take place at any time during the appointment term; however, if the employee is not promoted, the employee’s appointment will automatically expire at the end of the appointment term. If an employee resigns or their appointment is terminated during the appointment term and returns in another career-track position, the previous period of employment counts towards the five-year maximum (see RPM §2.01(K)(4)). It is within the Laboratory’s sole discretion not to extend career-track appointments or not to promote career-track appointees as long as the reasons for non-extension or non-promotion are not in violation of Laboratory policy.
When used with regard to professional research staff, a promotion occurs when a career-track employee advances to a career position as well as when a career employee advances to a higher-level career position.
A national search is required for hires into both career-track and career Research Scientist/Engineer and Divisional Fellow appointment series. An international search is required for hires into both career-track and career Staff Scientist/Engineer, Senior Scientist/Engineer, and Distinguished Scientist/Engineer appointment series. A prior search for Postdoctoral Fellows does not qualify as a suitable search for career-track or career positions. See Scientist/Engineer Suitable Search Guidelines and Scientist-Engineer Suitable Search Checklist.
b. Mid-Term and Promotional Reviews
Procedures for mid-term and promotional reviews of Research Scientists/Engineers (Career-Track), Staff Scientists/Engineers (Career-Track), and Divisional Fellows are listed here and in the description of each appointment type below. See Scientist/Engineer Mid-Term Review Guidelines and Scientist/Engineer Mid-Term Review Checklist. See Scientist/Engineer Promotion Guidelines and Scientist/Engineer Promotion Checklist.
The Laboratory Staff Committee
i. Advises the Laboratory Director on matters concerning Laboratory-wide consistency in the quality of the scientific staff and on Division procedures for selection and appointment.
ii. Reviews the numerical balance of Distinguished and Senior Scientist/Engineer employees in each Division in terms of its needs and resources.
iii. Reviews all recommended appointments and dismissals for Divisional Fellows, Senior Scientists/Engineers, Distinguished Scientists/Engineers, Faculty Senior Scientists/Engineers, and for Joint Laboratory/UC Appointments (50/50) for Faculty Senior Scientists/Engineers found below in Paragraph (C)(9)(d). Upon request, the Committee will meet with the affected individuals.
iv. Reviews all proposed reductions in force of Distinguished and Senior Scientists/Engineers and all proposed terminations due to lack of funding of Joint Laboratory/UC Appointments (50/50) for Faculty Scientists/Engineers and Faculty Senior Scientists/Engineers found below in Paragraph (C)(9)(d). Upon request, the Committee will meet with the affected individuals.
b. Membership of the Laboratory Staff Committee
The Laboratory Staff Committee is appointed by the Laboratory Director, who selects one committee member from each of the scientific Divisions (with the Computational Research Division and NERSC being considered one Division for this purpose) and one committee member from Engineering.
The Laboratory Director selects each Division’s member from two candidates proposed by the Division Director. The candidates will be either a Senior Scientist/Engineer or Distinguished Scientist/Engineer. The Laboratory Director may appoint three additional members chosen at large from the Laboratory’s Distinguished and Senior Scientists/Engineers and may designate one of the at-large members as Chair.
Members are appointed for up to three years and may be considered for reappointment.
a. Role of the Division Staff Committees
The Division Staff Committees
b. Membership of Division Staff Committees
Members of the Division Staff Committee are appointed by the Division Director from among the Division’s Distinguished and Senior Scientists/Engineers and Faculty Senior Scientists/Engineers. Selection procedures and length of service on Division Staff Committees are at the discretion of the Division Director.
The Berkeley Lab Scientific Career Path chart illustrates the relationships among the categories below. Dotted lines indicate promotional possibilities for scientists/engineers in career positions. (See cited sections of this policy for additional information.)
Go here for a larger version of the Berkeley Lab Scientific Career Path chart.
The Postdoctoral Fellow position enables a recent graduate to acquire further scientific training and to develop professional maturity for independent research while contributing to the Laboratory’s programs.
The Postdoctoral Fellow position requires a recent Ph.D. or its equivalent and candidates should show strong potential for creativity and productivity in research.
Postdoctoral Fellow positions are term appointments that may not exceed three years unless an exception is made on a specific appointment by the Deputy Director. Visiting Postdoctoral Fellows are appointed for two years or less. The appointment is changed to Postdoctoral Fellow at the end of the second year. An extension as a Visiting Postdoctoral Fellow to a third year may be made on a case-by-case basis by the Division Director. The maximum cumulative time spent in Postdoctoral Fellow appointments is five years.
Interim Postdoctoral Fellow appointments can be made for individuals who have just finished their Ph.D. requirements as a Graduate Student Research Assistant for the purpose of temporarily extending their employment at the Laboratory before they begin a longer-term position. These appointments are made based on the recommendation of the supervisor, and may not exceed six months.
d. Expiration/Termination of Appointment
The Postdoctoral Fellow position is not a career-track position and there is no promotional track or expectation of advancement to any other professional research position. Waivers of recruitment of a Postdoctoral Fellow to another professional research position will be approved in exceptional cases and must be approved by the Laboratory Deputy Director in addition to the Head of Human Resources and the Head of the Work Force Diversity Office.
2. Research Scientist/Engineer (Career-Track)
Research Scientist/Engineer is an entry-level, career-track position for professionals with broad knowledge in a field of specialization.
A Research Scientist/Engineer (Career-Track) will usually have the highest customary degree for his or her field. A Research Scientist/Engineer (Career-Track) will have broad knowledge in his or her field of specialization with a good understanding of the relevant basic concepts, principles, and theories.
The Research Scientist/Engineer position is a career-track term position with a maximum length of five years. The initial appointment must be for at least one year but may be renewed up to the full five-year term. Based on performance, a Research Scientist/Engineer (Career-Track) will be considered for promotion to Research Scientist/Engineer (Career) within five years and will receive a written mid-term review of performance and prospects for promotion no later than the end of three years from the initial hire in accordance with the Procedures for Mid-Term and Promotional Review. The mid-term review and promotional review are in addition to the annual performance review (see RPM §2.03 (Employee Performance Evaluations)).
At least 120 days prior to the end of the third year, the Division Staff Committee must have completed a mid-term review of the work of the Research Scientist/Engineer (Career-Track) and provide the Division Director the mid-term review. The Division Director must provide the employee with a written statement of the prospects for promotion to career position. See Scientist/Engineer Mid-Term Review Guidelines and Scientist/Engineer Mid-Term Review Checklist.
At least 120 days before the end of the fifth year, the Division Staff Committee must complete a final review of the work of the Research Scientist/Engineer and recommend to the Division Director for or against promotion to Research Scientist/Engineer (Career).
If the Division Director concurs with a recommendation for promotion, he or she so informs the Research Scientist/Engineer in writing at least 90 days prior to the end of the appointment.
If the Division Director concurs with a recommendation against promotion, the Research Scientist/Engineer must be given written notice at least 90 days prior to the end of the appointment.
See Scientist/Engineer Promotion Guidelines and Scientist/Engineer Promotion Checklist.
A Research Scientist/Engineer (Career-Track) employee shall be given written
notice of the effective date and the ending date of a temporary work deferment
or temporary reduction in time. Notice shall be provided at least 15
calendar days before the effective date or pay in lieu of notice. A temporary
work deferment or temporary reduction in time shall not exceed four calendar
months. See RPM 2.29 (Work Deferment policy).
e. Expiration/Termination of Appointment
3. Research Scientist/Engineer (Career)
The Research Scientist/Engineer (Career) position is a career position for professionals with broad knowledge in a field of specialization. Assigned work is predominantly intellectual and varied, rather than standardized and routine, and requires professional judgment and decision-making. Research Scientists/Engineers (Career) may supervise technical staff and be responsible for laboratory or facility operations, but will not normally have Principal Investigator status.
A Research Scientist/Engineer (Career) will usually have the highest customary degree for his or her field of specialization, and a demonstrated ability to independently carry out creative research within an established framework. Laboratory or facility managers will have demonstrated experience in laboratory or facility management.
Appointment as a Research Scientist/Engineer (Career) may be through a direct hire or a promotion from Research Scientist/Engineer (Career-Track). The appointment must be approved by the Division Director with the advice of the Division Staff Committee.
While this is the highest position that many scientists and engineers at the Laboratory may attain, Research Scientists/Engineers (Career) who develop an independent research program; are recognized outside LBNL for exceptional scientific or technical expertise; and/or are successful in obtaining funding may be considered for promotion to Staff Scientist/Engineer (Career). See Scientist/Engineer Promotion Guidelines and Scientist/Engineer Promotion Checklist.
e. Corrective Action and Dismissal (See RPM §2.05(C) and (D))
A Research Scientist/Engineer (Career) employee shall be given written notice
of the effective date and the ending date of a temporary work deferment or
temporary reduction in time. Notice shall be provided at least 15 calendar
days before the effective date or pay in lieu of notice. A temporary work deferment
or temporary reduction in time shall not exceed four calendar months. See RPM
2.29 (Work Deferment Policy).
Proposed layoff of Research Scientists/Engineers (Career), pursuant to RPM §2.21(B), will be approved by the Division Director. Written notice of such action will be given at least 90 days prior to date of layoff. The Division will make reasonable efforts to obtain suitable employment in another program within the Division for any Research Scientist/Engineer (Career) who otherwise would be terminated for lack of funds or termination of a project or program.
4. Staff Scientist/Engineer (Career-Track)
Staff Scientist/Engineers (Career-Track) are professionals with competence and skills in specialized areas of research and development relating to the programmatic needs of the Laboratory. Employees at this level may serve as project or group leader, be assisted by other scientists and engineers and support staff, have principal investigator status, and directly supervise other professionals, technical support staff, or students.
This position is for fully qualified and independent scientists or engineers with recognized technical expertise who are capable of leading independent research and development work. Typically, an individual entering or being promoted to this level has at least five years of relevant professional experience beyond the customary highest degree appropriate to the candidate’s discipline.
The Staff Scientist/Engineer (Career-Track) is a position with a maximum length of five years. The initial appointment must be for at least one year but may be for any length up to the full five-year term. Based on performance, a Staff Scientist/Engineer (Career-Track) will be considered for promotion to Staff Scientist/Engineer (Career) within five years and will receive a written mid-term review of performance and prospects for promotion no later than the end of three years from initial hire in accordance with the Procedures for Mid-Term and Promotional Review. The mid-term review and promotional review are in addition to the annual performance review (see RPM §2.03 (Employee Performance Evaluations)).
At least 120 days prior to the end of the third year, the Division Staff Committee must have completed a review of the work of the Staff Scientist/Engineer (Career-Track) and provide the Division Director the mid-term review. The Division Director must provide the employee with a written statement of the prospects for promotion to Staff Scientist/Engineer (Career). See Scientist/Engineer Mid-Term Review Guidelines and Scientist/Engineer Mid-Term Review Checklist.
At least 120 days before the end of the fifth year, the Division Staff Committee must have completed a review of the work of the Staff Scientist/Engineer (Career-Track) and recommend to the Division Director for or against promotion to Staff Scientist/Engineer (Career).
If the Division Director concurs with a recommendation for promotion, he or she refers the recommendation to the Laboratory Director who makes the final decision on the appointment.
If the Division Director concurs with a recommendation against promotion, the Staff Scientist/Engineer (Career-Track) must be given at least 90 days' advance written notice prior to termination.
See Scientist/Engineer Promotion Guidelines and Scientist/Engineer Promotion Checklist.
A Staff Scientist/Engineer (Career-Track) employee shall be given written
notice of the effective date and the ending date of a temporary work deferment
or temporary reduction in time. Notice shall be provided at least 15 calendar
days before the effective date or pay in lieu of notice. A temporary work deferment
or temporary reduction in time shall not exceed four calendar months. See RPM
2.29 (Work Deferment Policy).
e. Expiration/Termination of Appointment
5. Staff Scientist/Engineer (Career)
The Staff Scientist/Engineer (Career) is a position for professionals with competence and skills in specialized areas of research and development relating to the programmatic needs of the Laboratory. Staff Scientists/Engineers (Career) may serve as project or group leaders, be assisted by other scientists and engineers and support staff, have principal investigator status, and directly supervise other professionals, technical support staff, or students.
This position is for fully qualified and independent scientists or engineers with recognized technical expertise who play a leadership role in the Laboratory’s research program. Typically, an individual entering or being promoted to this level has at least five years of relevant professional experience beyond the customary highest degree appropriate to the candidate’s discipline. The individual is recognized as a resource or active impact contributor in his or her own field as perceived internally by management and peers and externally through conference presentations, publications in refereed journals, invited lectures, and awards.
An action to hire or promote an individual into a Staff Scientist/Engineer (Career) appointment is initiated by the Division Director and reviewed by the Division Staff Committee. The appointment is approved by the Laboratory Director.
While this is the highest level that the majority of scientists and engineers are expected to attain, Staff Scientists/Engineers (Career) with significant experience and achievements in research and who play a leadership role at the Laboratory may be considered for promotion to Senior Scientist/Engineer. See Scientist/Engineer Promotion Guidelines and Scientist/Engineer Promotion Checklist.
e. Corrective Action and Dismissal (See RPM §2.05(C) and (D))
A Staff
Scientist/Engineer (Career) employee shall be given written notice of the effective
date and the ending date of a temporary work deferment or temporary reduction
in time. Notice shall be provided at least 15 calendar days before the
effective date or pay in lieu of notice. A temporary work deferment or
temporary reduction in time shall not exceed four calendar months. See RPM
2.29 (Work DefermentPolicy).
6. Divisional Fellow (Career-Track)
a. Description and Qualifications
An appointment as a Divisional Fellow is a career-track position for a single five-year term may be given to an individual with outstanding promise and creative ability in a field of scientific endeavor conducted by a Division. The appointment will imply the intent of the Division to provide the research and development support needed to enable the fellow to join an existing group or to create an independent program consistent with the goals and capabilities of the Division and consideration for promotion to Senior Scientist/Engineer. It is not a requirement of this policy that each Division appoint any Divisional Fellows.
Appointment of a Divisional Fellow will be made only after a national (or international) search, which is then reviewed by the Division Staff Committee. The case for the appointment is then transmitted by the Division Director to the Laboratory Director. If the case appears to be in order, it is transmitted to the Laboratory Staff Committee for further review and a vote. The results of the Laboratory Staff Committee review are transmitted to the Laboratory Director who will make the final decision on the appointment.
c. Expiration/Termination of Appointment
Termination of the Divisional Fellow appointment before expiration of the term may be made for disciplinary reasons, as provided in RPM §2.05(C) or for inadequate quality of research and development or other service appropriate to the purposes of the Laboratory. In the latter case, one year's written notice will be given. Decisions with respect to early termination will be made by the Laboratory Director with advice from the Division Director and Division Staff Committee. In each case, a review of the proposed action will also be made by the Laboratory Staff Committee.
At least 120 days prior to the end of the third year, the Division Staff Committee must have completed a review of the work of the Divisional Fellow and provide the Division Director the mid-term review. The Division Director must provide the employee with a written statement of the prospects for promotion to Senior Scientist/Engineer. See Scientist/Engineer Mid-Term Review Guidelines and Scientist/Engineer Mid-Term Review Checklist.
e. Promotion to Senior Scientist/Engineer
At least 120 days before the end of the fifth year, the Division Staff Committee must complete a review of the work of the Divisional Fellow and recommend to the Division Director for or against the promotion to Senior Scientist/Engineer.
If the Division Director concurs with a recommendation for promotion, he or she refers the case for review by the Laboratory Staff Committee and decision by the Laboratory Director (see RPM §2.07(C)(6)(b) above).
If the Division Director concurs with a recommendation against promotion, the Divisional Fellow must be given at least 90 days written notice that his or her employment will end at the expiration of the five-year term.
See Scientist/Engineer Promotion Guidelines and Scientist/Engineer Promotion Checklist.
7. Senior Scientist/Engineer (Career)
An appointment as a Senior Scientist/Engineer is a career position reserved for scientists and engineers with significant experience and achievements in research who play a leadership role at the Laboratory.
Senior Scientists/Engineers are nationally (or internationally in certain disciplines) recognized authorities and leaders in one or more scientific or engineering areas who have made major contributions to the Laboratory and the broader scientific/engineering community through their leadership and creativity.
Appointment to Senior Scientist/Engineer is initiated by the Division Director, after review by the Division Staff Committee. It is reviewed by the Laboratory Staff Committee and approved by the Laboratory Director.
Because the Laboratory is funded on an annual basis according to fluctuating program priorities, Senior Scientists/Engineers may be required to be flexible in adjusting their research and development activities in order to continue in this appointment. It is expected that a Senior Scientist/Engineer will respond to changing directions of the Laboratory.
d. Corrective Action and Dismissal (See RPM §2.05(C) and (D))
A Senior Scientist/Engineer (Career) may volunteer for temporary work deferment
or temporary reduction in time. A temporary work deferment or temporary
reduction in time shall not exceed four calendar months. See RPM
2.29 (Work Deferment Policy).
The Laboratory recognizes the great value to its mission of its Senior Scientists/Engineers and seeks to retain them within the limits of the availability of funds and the need to maintain the viability and excellence of programs. Accordingly, the following special procedures are to be followed whenever overall funding constraints involving a Senior Scientist/Engineer appear imminent. These appointments may be terminated on approval of the Laboratory Director for reason of lack of funds. These procedures contain protections for Senior Scientist/Engineer both before and after a layoff notice is issued. Throughout the process, all reasonable efforts are to be undertaken by the Division to assist the employee in maintaining continued employment at the Laboratory. These procedures supplement the Laboratory reduction-in-force policy outlined in RPM §2.21(B) (Reduction in Force). Special consideration will be given to Senior Scientists/Engineers in case of lack of funding in the program in which they work. This special consideration is outlined in the following procedure.
Interim Financial Support, Assignments, Expectations, and Milestones. The amount of financial support for the Senior Scientist/Engineer will be identified and cover at least the minimum time period specified in this section. Specific job assignment, expectations, and milestones for the interim period will be clearly defined. Reasonable time will be allowed for the Senior Scientist/Engineer to seek continued employment opportunities.
Continued Employment Opportunities within the Division. Plans to assist the Senior Scientist/Engineer in pursuing other employment opportunities within the Division will be described, including support for special training, if required.
Other Opportunities within the Laboratory. Plans to assist the Senior Scientist/Engineer in pursuing employment opportunities within other Laboratory Divisions will be developed. These plans may include assistance in preparing a professional resume package and introduction letters, developing personal contacts by the Division Director, and allowing time to interview with potential hiring groups.
New or Supplemental External Funding. Plans to assist the Senior Scientist/Engineer in pursuing new or supplemental external funding to ensure continued employment will be detailed. Assistance might include appropriate support for proposal preparation and exploratory studies to supplement the proposals, personal contacts by the Division Director, and travel for discussions and proposal presentations.
8. Distinguished Scientist/Engineer (Career)
An appointment as a Distinguished Scientist/Engineer is a career position reserved for the most exceptional Senior Scientists/Engineers who have a sustained history of distinguished scientific and technical achievements and/or have directly contributed to the Laboratory’s preeminence.
Candidates for this position have extensive relevant professional experience. A very small percentage of the professional research staff are expected to qualify for this level. Length of service and continued good performance at the senior level are not sufficient for advancement to this level. Incumbents at this level are seen as nationally or internationally recognized authorities and leaders in their field; their expertise is sought after by professional colleagues.
Appointment to the Distinguished Scientist/Engineer level is initiated by the Division Director, reviewed by the Division Staff Committee, and reviewed by the Laboratory Staff Committee which makes a recommendation to the Laboratory Director and approved by the Laboratory Director following the procedures for advancement.
Because the Laboratory is funded on an annual basis according to fluctuating program priorities, Distinguished Scientists/Engineers may be required to be flexible in adjusting their research and development activities in order to continue in this appointment. It is expected that a Distinguished Scientist/Engineer will respond to changing directions of the Laboratory.
d. Corrective Action and Dismissal (See RPM §2.05(C) and (D))
The procedures that apply to Senior Scientist/Engineer in Paragraph
(7)(e) above also apply to Distinguished Scientist/Engineer.
The procedures that apply to Senior Scientist/Engineer in Paragraph (7)(f) above also apply to Distinguished Scientist/Engineer.
9. Appointments of University of California Faculty
a. University of California Faculty
Appointment as Laboratory Faculty Scientist/Engineer or Faculty Senior Scientist/Engineer requires an individual to hold an active (non-UC retiree) appointment in one of the following faculty titles or series:
Faculty Scientists/Engineers are University of California faculty members. They participate in the programs of the Laboratory with or without salary support from the Laboratory. A Faculty Scientist/Engineer may have an association of recent origin and/or an association chiefly for conduct of research or engineering programs.
Faculty Scientists/Engineers must be active University of California faculty members (see Paragraph(C)(9)(a) above).
Appointment as a Faculty Scientist/ Engineer is made by the Division Director with the recommendation by the Division Staff Committee. The appointment is contingent on continued faculty appointment and automatically ends upon termination of the individual’s campus faculty appointment. The appointment may be made with or without salary support from the Laboratory.
The appointment of a Faculty Scientist/Engineer may be terminated at any time at the discretion of the Division Director. At least 90 days' written notice will be given, unless the Division Director determines that exceptional circumstances dictate otherwise.
c. Faculty Senior Scientist/Engineer
Faculty Senior Scientists/Engineers are University of California faculty members who have demonstrated outstanding creative capability, leadership, and experience in activities appropriate to the Laboratory's mission. A Faculty Senior Scientist/Engineer appointment will have a well-established relationship with the Laboratory and an ongoing program of research that productively involves Laboratory staff and resources. Faculty Senior Scientists/Engineers may also have a significant involvement in the development of Laboratory policies, planning, or managerial responsibilities.
Faculty Senior Scientists/Engineers must be active University of California faculty members (see Paragraph(C)(9)(a) above).
Appointment as a Faculty Senior Scientist/Engineer will be made only after careful consideration and recommendation by a Division Staff Committee. The recommendation will be transmitted to the Laboratory Director by the Division Director, with comments. The appointment will be made by the Laboratory Director based on this advice and on the advice of the Laboratory Staff Committee. The appointment may be made with or without salary support from the Laboratory. The appointment is contingent on continued faculty appointment. Termination of a Faculty Senior Scientist/Engineer appointment is automatic upon termination of the individual’s campus faculty appointment.
The Laboratory recognizes the great value to its mission of its Faculty Senior Scientists/Engineers and seeks to retain them within the limits of the availability of funds and the need to maintain the viability and excellence of programs.
Because the Laboratory is funded on an annual basis according to fluctuating program priorities, Faculty Senior Scientists/Engineers may be required to be flexible in adjusting their research and development activities in order to continue in this appointment. These appointments may be terminated on approval of the Laboratory Director for reason of lack of funds. At least 90 days written notice will be given, unless the Laboratory Director determines that exceptional circumstances dictate otherwise.
d. Joint Laboratory/UC Faculty Appointments
With the written approval of the Laboratory Director, an individual may be given a joint (50/50) appointment (hereafter, “Joint Appointment”) as a Faculty Scientist/Engineer or Faculty Senior Scientist/Engineer, provided that the appointment will be funded by the campus at 0.50 full-time equivalent (FTE) and by the Laboratory at 0.50 FTE.
Joint Appointments will be based on established criteria for hiring tenure-track or tenured faculty at the campus and Faculty Scientists/Engineers or Faculty Senior Scientists/Engineers at the Laboratory (see Paragraph(C)(9)(a) above).The campus and Laboratory will work together to develop the appropriate process and procedures to meet the applicable requirements for recruitment, selection and hire.
Joint Appointees will be reviewed for merit advancements and promotion pursuant to the applicable campus and Laboratory procedures and requirements.
In the event that issues arise regarding the conduct or performance of a Joint Appointee, the campus and the Laboratory will cooperate to ensure that required policies and procedures are followed.
(a) Special Considerations. At the sole discretion of the Laboratory, Joint Appointments of Faculty Scientists/Engineers and Faculty Senior Scientists/Engineers may be eligible for the special considerations set forth below.
The following special procedures are to be followed whenever overall funding constraints for the continued Laboratory support at 0.50 FTE for a Joint Appointee appear imminent. These procedures contain protections for Joint Appointees both before and after a termination notice is issued. Throughout the process, all reasonable efforts are to be undertaken by the Division to assist Joint Appointees in maintaining sufficient funding for continued employment at the Laboratory. Special consideration will be given to Joint Appointees in cases of lack of funding in the program in which they work. This special consideration is outlined in the following procedure.
(b) Decision to Terminate Due to Lack of Funding. If the Division Director determines that a Joint Appointee must be terminated due to lack of funds to continue the Laboratory support at 0.50 FTE, the Division Director initiates the process for the affected Joint Appointee by following the procedures below:
(i) Employee Plan. The Division Director is responsible for developing an employee plan (hereafter “Plan”) that reviews in writing those efforts already made and provides a description of future efforts to explore opportunities for maintaining sufficient funding for continued employment at the Laboratory for the Joint Appointee affected by lack of funds. The Plan is to include the following provisions:
Interim Financial Support, Assignments, Expectations, and Milestones. The amount of financial support for the Joint Appointee will be identified and cover at least the minimum time period specified in this section. Specific job assignment, expectations, and milestones for the interim period will be clearly defined. Reasonable time will be allowed for the Joint Appointee to seek additional funding support.
Continued Funding Support for Employment Opportunities within the Division. Plans to assist the Joint Appointee in pursuing other funding support within the Division will be described, including support for special training, if required.
Other Opportunities within the Laboratory. Plans to assist the Joint Appointee in pursuing funding support for employment opportunities within other Laboratory Divisions will be developed. These plans may include assistance in preparing a professional resume package and introduction letters, developing personal contacts by the Division Director, and allowing time to interview with potential hiring groups.
New or Supplemental External Funding. Plans to assist the Joint Appointee in pursuing new or supplemental external funding for continued employment will be detailed. Assistance might include appropriate support for proposal preparation and exploratory studies to supplement the proposals, personal contacts by the Division Director, and travel for discussions and proposal presentations.
(ii) Joint Appointee Notification. Once the Plan is developed, the Division Director submits it, along with a notice of intent to terminate due to lack of funding that indicates the termination date to the Joint Appointee and sends copies to the Laboratory Director and the Laboratory Staff Committee. The termination date for the Joint Appointee, who is supported by the Laboratory at 0.50 FTE, will be at least 24 months from the Division Director's notice to the Joint Appointee.
(iii) Comments on Adequacy of Plan. The Joint Appointee will be given a two-week period to submit comments to the Division Director regarding the adequacy of the Plan. A copy of the response will be provided to the Laboratory Director and Laboratory Staff Committee.
(iv) Laboratory Staff Committee Review. Based on review of the materials from the Division Director and the Joint Appointee's response, if any, the Laboratory Staff Committee will, within six weeks after receiving the materials from the Division Director, provide its comments to the Laboratory Director regarding the adequacy of the Plan.
(v) Laboratory Director's Review. After receiving the materials from the Division, the Laboratory Director will, within eight weeks, notify the Division Director of the Laboratory Director's concurrence, non-concurrence, or recommendation to modify the termination due to lack of funding action. The Laboratory Director will also convey comments, if any, on the adequacy of the Plan.
(vi) Confirmation of Termination Due to Lack of Funding. If it becomes apparent to the Division Director that sufficient funding for support of the 0.50 FTE will not be forthcoming to continue the Joint Appointee’s employment, written confirmation of termination must be given to the Joint Appointee no later than 90 days prior to the stated date of termination given in the Division Director’s notice of intent to terminate due to lack of funds.
(vii) Completion of the Plan. At the end of the period covered by the Plan, the Division Director will submit a report to the Laboratory Director and the Laboratory Staff Committee describing the actions taken and their results.
10. Project Scientist/Engineer
The Project Scientist/Engineer position is either a limited position or a term position with a maximum length of five years. It is not a career-track position. It is used for specific projects of limited duration. The five-year maximum does not include time spent in Postdoctoral Fellow appointments.
Qualifications for Project Scientist/Engineer positions are appropriate to the work to be performed. In most cases, they will be analogous to the qualifications for one of the Research Scientist/Engineer-, Staff Scientist/Engineer-, or Senior Scientist/Engineer-level positions listed above.
The appointment is approved by the Division Director. If the initial appointment is between six and twelve months, the individual must be on a fixed, 100% time schedule. If the initial appointment is one year or more, the appointment must be fixed at 50% time or more.
A Project Scientist/Engineer employee shall be given written notice of the
effective date and the ending date of a temporary work deferment or temporary
reduction in time. Notice shall be provided at least 15 calendar days
before the effective date or pay in lieu of notice. A temporary work
deferment or temporary reduction in time shall not exceed four calendar months.
See RPM §2.29 (Work Deferment Policy).
11. Visiting Faculty and Visiting Researcher
Qualifications for both Visiting Faculty and Visiting Researcher positions are appropriate to the work to be performed. In most cases, they will be analogous to the qualifications for one of the Research Scientist/Engineer-, Staff Scientist/Engineer-, or Senior Scientist/Engineer-level positions listed above.
Appointments to both Visiting Faculty and Visiting Researcher positions are made by the Division Director. A search is not required.
Termination of an appointment as Visiting Faculty or Visiting Researcher may be made at any time by the Division Director. In the case of a Visiting Researcher member in a term appointment, the procedures in RPM §2.21(D) (Release of Employees in Term Appointments) must be followed.