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This Policy establishes the time by which University of North Carolina at Chapel Hill (“University”) School of Medicine (SOM) Medical Doctorate (MD) degree program students (“Students”) must receive the results of Summative Assessments and final grades, with Summative Narrative Comments, if applicable.

The purpose of this Policy is to establish the composition of the Student Progress Committee (SPC), its protocol for convening a meeting, and the conditions for Level 1 and Level 2 Actions at the School of Medicine.

To establish the Charge, composition, and voting privileges of the Application Phase Committee at the School of Medicine (SOM).

This policy has three main goals: (1) To meet the needs of our students and other stakeholders; (2) To facilitate transparency and accountability about our performance to the public, and (3) To establish clear and equitable expectations and guidelines about the distribution of work among faculty members.

This University of North Carolina at Chapel Hill School of Medicine (“UNC SOM”) Faculty Workload Policy describes the workload of UNC SOM faculty members and identifies the UNC SOM’s expectations and guidelines for the distribution of work among UNC SOM faculty members and identifies the UNC SOM’s expectations and guidelines for the distribution of work among UNC SOM faculty members.

This policy establishes expectations for faculty workload within the School of Civic Life and Leadership at the University of North Carolina at Chapel Hill. It is intended to ensure that faculty workloads support the School's mission of excellence in teaching, scholarship, and service while providing sufficient flexibility to recognize differing faculty appointments, responsibilities, and leadership roles.

The Eshelman School of Pharmacy complies with the University's Policy on Faculty Workloads. This policy has three goals: to meet the needs of students and stakeholders, to be transparent and accountable about faculty performance, and to set clear and equitable expectations for faculty work distribution.

This document establishes the College of Arts and Sciences' policies and procedures for conducting post-tenure reviews of tenured faculty members every five years. The purpose is to promote faculty development, ensure continued professional productivity, and provide accountability through a systematic evaluation process that includes peer review and, when necessary, faculty success plans for improvement.

This policy provides guidance to academic units in The University of North Carolina at Chapel Hill’s College of Arts and Sciences on establishing and updating faculty workloads.

This policy establishes the right of patients, family members, and staff to submit suggestions and concerns about Campus Health services, patient care, and safety, and ensures those submissions are reviewed and addressed appropriately. It also outlines the procedure for collecting, documenting, routing, and responding to suggestions and concerns, including external escalation options such as the Joint Commission and CMS.

This policy describes expectations for calibration of faculty who instruct and assess predoctoral DDS students.

The purpose of this document is to provide information and guidance to faculty members regarding the Adams School of Dentistry (“ASOD”) Workload Policy. This ASOD Workload Policy provides expectations of the overall yearly workload to be assumed by all faculty members based on their individual responsibilities within the ASOD.

This document provides detailed, rank-specific examples of the performance, impact, and recognition criteria used to evaluate School of Nursing faculty for appointments and promotions in the areas of research, teaching, and service. It serves as a practical guide to help faculty understand what is expected of them at each rank — assistant professor, associate professor, and professor — rather than prescribing a rigid checklist.

This policy establishes a systematic process for the periodic, comprehensive review of the performance of all tenured School of Social Work faculty every five years, covering research, engagement, and teaching. The process is intended to recognize outstanding performance, foster professional development, ensure accountability, and address performance deficiencies where they exist.

Post-tenure review is a systematic process for the periodic, comprehensive review of the performance of all faculty members having permanent tenure and whose primary duties are teaching, research and/or service. The goals of post-tenure review are to promote faculty development, ensure faculty productivity, and provide accountability. The post-tenure review process should respect the basic principles of academic freedom.