Vacancy ID #
IOWA STATE UNIVERSITY LETTER OF INTENT
Professional and Scientific Staff
Name Address This offer being made to you is outlined below: Position Department Pay Grade: P Grade Annual base salary This appointment will begin on It is a continuous appointment. It is a term appointment ending on It is an emergency appointment ending on Special Conditions: ( per month) Full-Time Part-Time (Fraction of full-time)
This appointment is offered subject to the approval of the State Board of Regents and subject to the continuing availability of funds. Appointment offered by Department Chair/Supervisor Offer approved by Dean, Director or Vice President I understand that this agreement is in accordance with Iowa State University policies and I accept the position described above. By signing this agreement, I agree to abide by the policies of Iowa State University. The candidate accepting this offer may not revise or add any terms or conditions of the appointment without prior agreement. Revisions or additions will only be accepted if both parties initial and date each instance. (Please sign on the line below.) Signed Date Soc Sec No.
Disclosure of your Social Security Number (SSN) is not required by law upon acceptance of a job offer. Iowa State University requests you provide your SSN at this time in order that various administrative processes, including establishing your payroll/personnel record, can be initiated. The privacy and confidentiality of your SSN is protected by Federal and State law and will not be disclosed without your consent except as allowed by law.
Date
Date
Please return this letter by
to the Department Chair/Supervisor.
Original to Human Resource Services, 3810 Beardshear Hall; copies to Appointee, Department Chair and Dean.
Rev 05/07 P&SLOI
WORD 6.0
IOWA STATE UNIVERSITY POLICY ON PROFESSIONAL AND SCIENTIFIC APPOINTMENTS Type of Appointment A continuous appointment implies a commitment on the part of the university for continuous employment subject to the conditions governing performance appraisal and dismissal in the Professional and Scientific Handbook. Regular appointments are budgeted on a fiscal-year basis or project-period basis. A term appointment is budgeted on a fiscal-year or project-period basis and includes an ending date which is set at the time the appointment is offered and is reflected on the Letter of Intent. An emergency appointment is an appointment for a temporary position made in response to an emergency situation; may be for no more than nine months, and may not be renewed without conducting a full search. Transfer If a Professional and Scientific employee transfers to a new P & S position outside the departmental unit but within the administrative unit or to another administrative unit within the university, the employee will be considered a new employee in regard to performance appraisal and dismissal as outlined in the Professional and Scientific Handbook. Dismissal Dismissal of Professional and Scientific employees due to elimination of positions may occur as a result of reorganization or severe financial conditions. In such cases written notification to the employee will be made with a minimum notice period of three months. During the first year of employment, an employee may be dismissed after receiving an unsatisfactory written performance appraisal which includes a notice of dismissal. The date of termination may not be less than 30 calendar days following receipt of the notice of dismissal. A person employed for more than one year shall not be dismissed because of unsatisfactory performance until a period of formal review has been completed. The review period shall end with a satisfactory written performance appraisal at any time or with an unsatisfactory written performance appraisal which includes a notice of dismissal. Failure to notify an employee of dismissal within eleven months from the beginning of the period of formal review shall be deemed to constitute a satisfactory performance evaluation. The date of termination may not be earlier than 30 calendar days following receipt of the notice of dismissal. For a person employed more than three years, the date of termination may not be earlier than twelve months following the date of initiation of the period of formal review. During the second and third years of employment, the date of termination may not be earlier than three months and six months, respectively, following the initiation of the period of formal review. Cause for summary dismissal shall be conduct seriously prejudicial to the university through deliberate infraction of law, through moral turpitude, or through substantial neglect of duty. Procedures cited above shall not apply to dismissal under this paragraph. Grievance Procedure Any Professional and Scientific staff member has the right to present a matter of personal concern or dissatisfaction regarding his/her employment to the university and have it considered on its merits. For further information on the grievance procedure, please refer to the Professional and Scientific Handbook. The provisions of this document must comply with university personnel policies. Questions regarding compliance will be reviewed by the Provost as chief personnel officer of the university, in consultation with the appropriate dean, director, or vice president.
Rev 05/07 P&SLOI
WORD 6.0