03/01/1958

UCCSN Board of Regents' Meeting Minutes
March 1-2, 1958




03-01-1958
Volume 7 - Pages 425-449

UNIVERSITY OF NEVADA
REGENTS MEETING
March 1, 1958

The Board of Regents met on Saturday, March 1, 1958, in Room 205,
Morrill Hall, University Campus. Regents Anderson, Bastian,
Broadbent, Grant, Hardy, Lombardi, Sawyer, Thompson; Comptroller
Hayden, Engineer Poolman, Assistant Engineer Rogers and Acting
President Wood. The meeting was called to order at 9:40 A.M.
by Chairman Grant. Regent Elwell was unable to be present be-
cause of illness of his wife.

Reporters Bryn Armstrong and Stanley Hall reported for the news-
papers and the Press services. Mrs. Beryl Anderson of the Uni-
versity staff reported for the University. Mr. Robert Tyler and
Mrs. Leola Wohlfeil were present from the Legislative Counsel
Bureau.

1. Minutes of Previous Meeting

Motion by Mr. Hardy, seconded by Mr. Broadbent, carried
unanimously that the minutes of the meeting of February 1,
1958 be approved.

2. Comptroller's Claims

Acting President Wood called on Mr. Hayden to present the
list of claims for February, 1958 as follows:

Regents Checks numbers 78-169 to 78-199 inclusive, for
a total of $436,063.17.

State Claims numbers 78-80 to 78-98 inclusive, for a
total of $262,652.17.

Motion by Mr. Thompson, seconded by Mr. Hardy, carried
unanimously that the above claims be approved.

3. Candidates for Degrees

Acting President Wood presented the list of candidates for
graduation as of January 25, 1958. These candidates had
been approved by the faculties of the several Colleges and
their records had been checked by the Registrar and the
Comptroller.

Motion by Dr. Lombardi, seconded by Mr. Sawyer, carried
unanimously that the candidates be approved, and that
they be granted degrees, as follows:

COLLEGE OF AGRICULTURE

Currie, Pat O'Carroll B. S. in Agric.
Depaoli, Edwin L. B. S. in Agric.
Ferraro, Robert S. B. S. in Agric.
Mansfield, Richard Lincoln B. S. in Agric.

SCHOOL OF HOME ECONOMICS

Reckers, Mary Louise B. S. in Home Econ.

COLLEGE OF ARTS & SCIENCE

Burgess, Barbara Riiff B. A.
Davis, Hugh Paschal, Jr. B. A.
Etcheto, James J. B. A.
Hanson, John Carl B. S.
Harvey, John Frederic B. A.
Hawkins, John Wallis B. A.
Longero, Jerry D. B. A.
Montesa, John Philip B. A.
Nason, Allura Brooker B. A.
Pacini, Harry A. B. S. in Chemistry
Petroni, Robert Lawrence B. A.
Polish, Florence Gonzales B. A.
Quilici, Basil Angelo B. A.
Romero, Neil B. S. in Bus. Adm.
Smith, Fred Ray B. S.
Wiseman, Beverly Mae Griggs B. A. in Journ.

COLLEGE OF BUSINESS ADMINISTRATION

Baker, Marvin L. B. A.
Hallahan, Francis Robert B. S. in Bus. Adm.
Meder, John Lester B. S. in Bus. Adm.
Montelatici, Norman Eugene B. S. in Bus. Adm.
Piretto, Glen Le Roy B. S. in Bus. Adm.
Pringle, Donald Aubrey B. S. in Bus. Adm.
Rossow, Leo Joseph B. S. in Bus. Adm.
Stanley, Paul Mason B. S. in Bus. Adm.
Wittenberg, James F. B. S. in Bus. Adm.

COLLEGE OF EDUCATION

Beardall, Eileen Victory B. A. in Educ.
Blackhurst, Richard Arthur B. S. in Educ.
Fleming, Orville A. B. S. in Educ.
Johnson, Martin William B. S. in Educ.
Kiley, James Patrick B. S. in Educ.
Loomis, Eve Elizabeth B. A. in Educ.
Mc Donald, Mary R. B. S. in Educ.
Mabry, Claude Allen B. S. in Educ.
Potts, James Wallis B. S. in Educ.
Stout, Craig William B. S. in Educ.
Young, Paul Llewellynn B. A. in Educ.

COLLEGE OF ENGINEERING

Fast, James Paul B. S. in M. E.
Fujita, Roy Eiro B. S. in M. E.

COLLEGE OF MACKAY SCHOOL OF MINES

Fretz, Ray Charles B. S. in Min. Engr.
Katzer, Terrance L. B. S. in Geol.
Schenk, James Crandall B. S. in Min. Engr.

GRADUATE SCHOOL

Hackett, Everest Irving M. S.
Owings, Frieda Edla M. Ed.

4. Personnel Recommendations

Dr. Wood presented and discussed the personnel recommenda-
tions as follows:

COLLEGE OF AGRICULTURE

Appointments as follows:

Genevieve Scheier as Assistant Professor of Home Eco-
nomics for the Spring semester 1958, at a salary of
$650 per month for 5 months service (replacement for
Dr. Harper, resigned).

Allen Dwayne Conn as Junior Herdsman, effective February
3, 1958 at a salary rate of $4250 based on 12 months
service (replacement for Robert L. Chadwick, resigned).

Stewart W. Lewis as Research Assistant, Southern Nevada
Field Station (Logandale), effective February 1, 1958
at a salary rate of $3600 based on 12 months service
(new position).

COLLEGE OF ARTS & SCIENCE

Reappointment as follows:

Charles Henry Knight as Graduate Assistant in Mathe-
matics for the Spring semester 1958 at a salary of $750
for 5 months service.

Resignations as follows:

Roderick A. Falk as Laboratory Instructor and Storeroom
Keeper in Chemistry, effective June 30, 1958.

Barbara Jane Lane as Instructor in Health, Physical
Education and Athletics, effective June 30, 1958.

Edith Henrich as Lecturer in English, effective June 30,
1958.

COLLEGE OF BUSINESS ADMINISTRATION

Appointment as follows:

Hilary H. Sax as Lecturer in Business Administration and
Economics, at a salary of $3750 for the Spring semester
1958 (temporary replacement for Dr. Barnewall, resign-
ed).

Reappointment as follows:

June Fant as Assistant in Business Administration, at
a salary of $984.38 for the Spring semester 1958.

COLLEGE OF ENGINEERING

Appointment as follows:

Henry Domingos as Lecturer in Electrical Engineering
at a salary of $3000 for the Spring semester 1958 (re-
placement for William L. Garrott, resigned).

MACKAY SCHOOL OF MINES

Appointment as follows:

John Middlebrook as Temporary Field Assistant in the
Nevada Bureau of Mines, effective February 17, 1958 at
a salary of $300 per month (replacement for Eugene
Nazarek, resigned).

NEVADA SOUTHERN REGIONAL DIVISION

Appointment as follows:

Ronald A. Nadler as Lecturer in Engineering Materials
and Processes for the Spring semester 1958 at a salary
of $225.

Reappointment as follows:

Sigrid Moe as Lecturer in Speech for the Spring semester
1958 at a salary of $225.

UNIVERSITY ENGINEER'S OFFICE

Change in status as follows:

James D. Rogers to University Engineer from March 1 to
July 1, 1958, with an additional stipend of $100 per
month for the period (temporary replacement for Robert
Poolman, resigned).

ORVIS SCHOOL OF NURSING

Appointment as follows:

Marie Haddad as Assistant Professor for the Spring
semester 1958 at a salary of $2750 for the semester
(new position).

STATEWIDE DEVELOPMENT PROGRAM OF HIGHER EDUCATION
EVENING DIVISION

Appointments for the Spring semester 1958 as follows:

Harry Chase, Political Science - $225 (Reno)
Richard Dana, Psychology - $337.50 (Reno)
Lloyd Drury, Education - $375 (Lovelock)
Kathryn Duffy, Business Administration - $337.50 (Reno)
Helen Ebert, Art - $250 (Reno)
John Gottardi, Travelers Italian - $125 (Reno)
Hazel Grubbs, Education - $375 (Carson City)
Eli Grubic, Business Administration - $337.50 (Reno)
George Herman, English - $337.50 (Reno)
Harlan H. Holladay, Art - $300 (Reno)
James M. Hoyt, Business Administration - $450 (Reno)
Samuel N. Jacobs, Psychology - $225 (Ely)
J. Patrick Kelly, Education - $412.50 (Winnemucca)
Ira La Rivers, Biology - $337.50 (Reno)
E. Richard Larson, Geology - $337.50 (Reno)
Robert Mc Queen, Psychology - $337.50 (Reno)
William C. Miller, Speech - $225 (Reno)
Zada Iona Mowrer, Physical Education - $225 (Reno)
Chauncey Oakley, Mathematics - $180 (Reno)
Calvin Reed, Elementary Education - $412.50 (Hawthorne)
James Roberts, Political Science - $337.50 (Reno)
Robert Roeloefs, Philosophy - $337.50 (Reno)
Wilbur S. Shepperson, History - $375 (Fallon)
Gerald S. Silberman, Mathematics - $168.75 (Reno)
W. A. S. Smith, Psychology - $337.50 (Reno)
Robert N. Thompson, Mathematics - $168.75 (Reno)
Thomas T. Tucker, Education - $450 (Elko)
Edward Vietti, Specialized Program for Medical Assist-
ants - $450 (Reno)
Benjamin M. Wofford, Economics - $337.50 (Reno)
Charles P. Woods, Business Administration - $337.50
(Reno)

Motion by Mr. Sawyer, seconded by Dr. Lombardi, carried
unanimously that the above personnel recommendations be
approved.

5. Gifts

Gifts which had been received by the University were pre-
sented for acceptance by the Board of Regents, as follows:

Miscellaneous Gifts

a) From Nevada Radio Television, Inc., time and studio
facilities in presenting the program on "French" during
November and December in the amount of $378.

b) From the Women's Christian Temperance Union, a check
for $250 to be used for classroom material in elementary
education, in memory of Miss Grace Lamb, a former teach-
er in Nevada rural schools.

c) From M. W. Stout, approximately 200 volumes from his
professional library, for the Nevada Southern Regional
Division Library.

d) From Mrs. L. E. Cline, academic cap, gown and hood which
belonged to Mr. Cline, former member of the Agricultural
Extension Service, University of Nevada.

Scholarships

a) From American Potash & Chemical Corporation, $500 for
the American Potash & Chemical Corporation Scholarship
Fund.

b) From Raymond I. Smith, $10,700 for the Harolds Club
Scholarship Fund.

c) From Leonard H. Winer, $50 for the Rita Hope Winer
Scholarship Fund.

d) From the Las Vegas Distributing Company of Las Vegas,
$500 for the Las Vegas Distributing Company Scholarship
Fund.

e) From the Grand Lodge, I. O. O. F., $150 for the Grand
Lodge, I. O. O. F. Scholarship Fund.

f) From Rebekah Assembly of Nevada, $50 for the scholarship
fund of Rebekah Assembly of Nevada.

g) From Fred Herz, $21.26 to be credited to the Carl Otto
Herz Scholarship Fund.

h) From District #1, Nevada State Nurses Association, $80
as a special scholarship for Judith Sikora of the Orvis
School of Nursing.

i) From the Indian Education Division, Department of Educa-
tion, Carson City, $750 to be used as special scholar-
ships for Erman Bill, Donovan A. Garcia and Barbara
Williams, $250 each.

j) From Magic Cleaners, Reno, $375 as a special scholarship
for Karen Decker.

k) From Anderson Dairy, Las Vegas, $200 as a special
scholarship for Keith E. Davis.

l) From Mr.and Mrs. Ted M. Griss of Las Vegas, $300 to
establish the Ted and Agnes Griss Scholarship as fol-
lows:

TED AND AGNES GRISS SCHOLARSHIP
Established in 1958

AWARD of $300 to a graduate of a Las Vegas High School

This annual award is granted by Mr. Ted and Agnes
Griss to encourage students to prepare adequately
to fill the many vacancies that exist in the fields
of Medicine, Nursing and other Biological Sciences.
Special consideration is given to students who
concentrate in Biochemistry, Physiology, Bacteri-
ology, with particular reference to cytological
malignancy. The recipient must:

1. Satisfy the general Department scholarship
requirements.

2. Be an incoming Freshman or Sophomore at the
University of Nevada, Southern Branch, Las
Vegas.

3. Be in the upper 25% of his class scholastically.

4. Show good citizenship, qualities of leadership,
moral firmness and vigor.

5. Show clearly demonstrated financial need.

6. No barrier to anyone regardless of Race, Creed
or Color.

Assistantships

a) From the Max C. Fleischmann Foundation of Nevada -
$18,000 to establish 12 graduate assistantships, one
each in Biology, Chemistry, Mathematics, Physics,
Political Science, Civil Engineering, Electrical
Engineering, Mechanical Engineering, Metallurgy or
Metallurgical Engineering, Geology or Geological
Engineering, Accounting and Economics, and one in
an unspecified field, depending upon the qualifica-
tions of the applicants. There would be 3 graduate
assistantships at $1000 each, 6 at $1500 each and 3
at $2000 each, for an average of $1500, or a total of
$18,000 for the 12. The stipend for each assistantship
would depend upon the qualifications of the individual
and the amount of time which the applicant might have
available to carry out his duties for the University.
The number of credits which the graduate student would
be permitted to carry per semester would depend upon
the type of assignment he undertook for the University.

Travel Fund

a) From Readers' Digest, $400 to establish the Readers'
Digest Special Feature Article Travel Fund, on con-
ditions as follows. Received also from Readers' Digest
were scrapbooks of the late Bob Davis, for the Journal-
ism Department.

The Readers' Digest Special Feature Article Travel Fund
Department of Journalism
University of Nevada

1. Established in 1958 by the Readers' Digest, Pleas-
antville, New York.

2. Initial sum: $400. Additional sums: At the dis-
cretion of the donor and upon evidence of beneficial
use of the initial sum.

3. Purpose: The stimulation of the production of
special feature articles by Journalism students at
the University of Nevada.

a. By providing money for the travel of students
in the gathering of facts for special feature
articles and in investigating possible feature
article subjects.

4. Administration: The Chairman of the Department of
Journalism through the usual University of Nevada
academic and fiscal channels.

5. Reports: Students receiving money from the fund
will be asked to make reports on how they used the
travel money and how it helped them prepare special
feature articles.

6. Readers' Digest contact officer: Charles Ferguson,
Senior Editor.

Motion by Mr. Sawyer, seconded by Mr. Broadbent, carried
unanimously that the gifts be accepted and that the Secre-
tary write an appropriate note of thanks to each donor.

6. Hayden Ellicott Estate

Dr. Wood called on Mr. Hayden, who presented a statement
from Henry C. Clausen, Attorney, for professional services
in respect to the Hayden Ellicott Estate, at a fee of
$5039.29.

Motion by Mr. Hardy, seconded by Mr. Broadbent, carried
unanimously that the request for payment be allowed, and
that payment be made from the receipts of the Hayden
Ellicott Estate.

7. Proposals for Off-Campus Centers

Dr. Wood presented a proposal for establishment of regional
instructional centers at Ely and Elko, based on the recom-
mendation of the Board of Regents Committee on Statewide
Development activities. The plan, to be initiated at the
beginning of the next academic year on an experimental
basis, called for a limited number of Freshman courses to
be taught late afternoons, evenings and Saturday mornings
by qualified high school teachers with Master's degrees,
or the equivalent, in the particular content fields.
Courses offered would be those which are general require-
ments for graduation in most of the programs of study of-
fered by the University. The usual part-time fee would be
charged the students. These centers would be designated
officially as "University of Nevada Regional Off-Campus
Instructional Centers" and would be approved by the Board
of Regents, as well as by the Board of Education of Elko
County and White Pine County. It was further proposed that
such University Freshman-level courses be open to honor
roll students in their senior year of high school, upon
approval of their principal, on an experimental and limited
basis.

Dr. Wood had received invitations from the School Superin-
tendents of Elko and White Pine Counties to meet with the
Boards of Education in April.

Motion by Mr. Hardy, seconded by Dr. Anderson, carried
unanimously that the feasibility of this plan be explored
further by the Administration and discussed with the School
Superintendents and School Boards, and if found feasible,
that consideration be given to establishment of Centers in
Elko and Ely, as well as in the more populous areas of the
State.

8. Accreditation

The dates for re-evaluation of the University of Nevada by
the Northwest Association of Secondary and Higher Schools
is March 18-21. Members of the Visiting Accreditation
Committees have been chosen, and a list of the members was
distributed to the Regents. Distributed, also, were copies
of the Self-Evaluation Reports.

9. Personnel Policy and Procedure for the Professional Staff

Regent Hardy reported as follows:

Your Committee, appointed to review the "Final Report
on Personnel Policy and Procedure" met in the Presi-
dent's office at the University on Sunday evening,
February 23, 1958.

Present were Regents Anderson, Lombardi and Hardy
(Chairman of the Committee), and Acting President Wood.
Regent Thompson was out of town but had conferred with
Dr. Wood regarding the report. Chairman Grant also had
conferred with Dr. Wood on the report.

Dr. Wood reviewed the history of the preparation and
consideration of the present and final report. On
September 27, 1956, a statement which pulled together
existing policies and practices was distributed by the
President to the Academic Vice President and the Deans
for consideration. In November of 1956 the President
requested the Academic Vice President to assume the
responsibility of working out a statement of regulations
on appointment, assignment, promotion and retention of
faculty personnel, with a typical career chart for a
faculty member of this University. The review of the
Proposed Regulations began in December 1956 by the
Academic Committee. The following February a Proposed
Statement of Policy and Procedure, with a Guide to
Procedures and Personnel Rating Scale, approved by the
Academic Committee, was presented to the President, and
a preliminary announcement was made to the Faculty
Forum at its meeting on February 21, 1957. Copies of
the Statement and Guide had been distributed to all
members of the faculty prior to that meeting. A motion
to appoint a faculty committee was withdrawn, and the
Academic Vice President appointed a Committee on Person-
nel Policy and Procedure, composed of Deans of Colleges
and faculty representatives, one from each College,
elected by the College faculty. This Committee met on
March 14, 1957 and started to work on the preparation
of a report which was presented to the Faculty Forum
on January 24, 1958. The report was approved on an
interim basis by more than a 2/3 majority, and is now
being presented to the Board of Regents.

Dr. Wood took the Regents Committee through the report,
section by section, and it was noted that much of the
material was merely a statement of policies and procedures
which are currently in effect.

After careful review of the Final Report on Personnal
Policy and Procedure, your committee recommends that
it be adopted with the changes which have been made, and
that all previous statements in conflict be rescinded.
While the present Board of Regents cannot commit a
future Board to re-examine this policy statement, it
does suggest that it be re-examined at the end of a
2-year period.

Motion by Mr. Hardy, seconded by Dr. Lombardi, carried
unanimously that the Board accept the report of the Regents
Committee (above) and approve the recommendations that
the Final Report on Personnel Policy and Procedure for the
Professional Staff be adopted and that previous statements
of policy in conflict be rescinded. (See report at end of
these minutes, pages 438-449.)

10. Nuclear Engineering

Dr. Leifson, Chairman of the Faculty Committee on Nuclear
Engineering, came into the meeting to discuss the report
which he had prepared for the Regents. A proposal was
forwarded to the Atomic Energy Commission on January 27,
1958, which contained a detailed program of graduate
instruction in Nuclear Physics, an itemized list of es-
sential laboratory equipment and a request for financial
aid in the sum of $40,000.

At a meeting of the Nuclear Energy Committee on February
26, a general plan of procedure was adopted for establish-
ing a Department of Nuclear Engineering, in accordance with
action of the Board of Regents.

Chairman Grant thanked Dr. Leifson for his report and for
his appearance before the Board.

11. Bid Openings

Dr. Wood called on Mr. Poolman to discuss the bid openings,
as follows:

a) Remodeling Room No. 4, Old Gymnasium

A meeting for opening of bids for remodeling of Room #4,
Old Gymnasium, was held in the President's office, Uni-
versity of Nevada at 4 P.M. on Monday, February 3, 1958.
Present: Comptroller Hayden, Assistant Engineer Rogers,
Acting President Wood and 7 members of bidding firms.

Bids were opened by Mr. Hayden, as follows:

Harrington Construction Company
Accompanied by bid bond
$2100.00 - work to be completed within 60 days

Roland H. Flyge
Accompanied by bid bond
$1673.00 - work to be completed within 40 days

Walker Boudwin Construction Company
Accompanied by bid bond
$2413.00 - work to be completed within 40 days

Albert W. Clayton
Accompanied by bid bond
$2468.00 - work to be completed within 3 weeks

A. Dee Construction Company
Accompanied by bid bond
$2089.00 - work to be completed within 15 days

Bino Grifantini
Accompanied by cashier's check
$1699.55 - work to be completed within 14 working
days

Thrall Construction Company
Accompanied by bid bond
$2170.75 - work to be completed within 30 days

Barnesco Incorporated
Accompanied by bid bond
$1800.00 - work to be completed within 30 days

The bids were referred to the University Engineer for
compilation and recommendation.

Recommendation: I would herewith recommend that the
bid of Roland H. Flyge in the amount of $1673 be ac-
cepted and that a contract be drawn between Roland H.
Flyge and the University. It is proposed that the
money for this work would come from the National Science
Fund for the project in Psychology.

Respectfully submitted,

/s/ Robert C. Poolman
University Engineer

Approved:

/s/ P. F. Secord, Chm. Psychology & Sociology
P. W. Hayden, Comptroller
W. R. Wood, Acting President

Motion by Mr. Hardy, seconded by Dr. Lombardi, carried
unanimously that the recommendation and the awarding of
the bid be approved.

b) Transformer Vault #6, Modification

A meeting was held in the President's office on Friday,
February 14, 1958 for the purpose of opening bids for
Transformer Vault #6 Modification on the University
Campus. Present: Comptroller Hayden, Engineer Poolman
and Acting President Wood. The bids were opened by Mr.
Hayden at 4 P.M., the time set in the bid notice, duly
advertised in local papers.

Bids were read as follows:

Acme Collins Company - $3,991.00
Accompanied by cashier's check
Work to be completed within 45 calendar days

Moltzen & Harmer Electric Company - $2,354.60
Accompanied by bid bond

Bids were referred to the Comptroller and the University
Engineer for study and recommendation.

Recommendation: I would herewith recommend that the
bid of Moltzen & Harmer Electric Company be accepted,
and that a contract be drawn between the University of
Nevada and that firm. At a previous meeting of the
Board, approximately $6000 was authorized for this
work.

Respecfully submitted,

/s/ Robert H. Poolman
University Engineer

Approved:

/s/ P. W. Hayden, Comptroller
W. R. Wood, Acting President

Motion by Mr. Broadbent, seconded by Dr. Lombardi,
carried unanimously that the recommendation and the
awarding of the bid be approved.

12. Advisory Committee for the Selection of a President

Dr. Seufferle, Chairman of the Committee, came into the
meeting to present his report. Each of the 3 Committees
have gone through the papers of 48 candidates, and are
herewith turning over to the Board 31 of the 48 with the
recommendation that these candidates not be given further
consideration.

Motion by Mr. Sawyer, seconded by Mr. Hardy, carried unani-
mously that, on the assumption that all members of the
Committees for the Selection of a President are familiar
with these applications, and are in agreement that they
be eliminated, these candidates be so notified by the
Secretary of the Board.

Consideration was given to the setting of a deadline after
which new applications would not be accepted. Dr. Seufferle
reported that the Advisory Committee believed that a dead-
line not be set at this time.

Motion by Mr. Sawyer, seconded by Mr. Hardy, carried unani-
mously that a deadline for accepting new applications not
be set, but that any new applications received from this
time on be referred first to the Board of Regents, who, in
turn, will refer back to the Advisory Committee any likely
applicants; and that the final report of the Advisory Com-
mittee on the Selection of a President be made to the Board
of Regents at the meeting of April 12, 1958.

Dr. Seufferle, on behalf of the Advisory Committee, express-
ed appreciation to the Board for making funds available for
transportation of Nevada Southern representatives. He also
expressed appreciation to the Regents who have attended
meetings of the Committee, and extended an open invitation
to other Regents to attend future meetings.

Chairman Grant thanked Dr. Seufferle for his work and for
his report.

13. Legislative Committee

The suggestion was made by Dr. Wood that a Legislative
Committee of the Board of Regents would be helpful to the
Administration in the preparation and consideration of
legislative proposals.

Motion by Dr. Anderson, seconded by Dr. Lombardi, carried
unanimously that such a Committee be appointed by the
Chairman.

Chairman Grant appointed Regents Sawyer (Chairman), Bastian
and Grant to serve as a Regents Legislative Committee. He
asked that any Regent having suggestions for the Committee
submit them to Mr. Sawyer.

The Board recessed at 11:55 A.M. for luncheon.

The recessed meeting was called to order at 2:40 P.M.

14. Fine Arts Building

Architects Neutra and Alexander were present and displayed
preliminary drawings for the Fine Arts building. The fol-
lowing members of the Fine Arts Building Faculty Committee
were also present: Craig Sheppard and Ed Yates of the Art
Department, Keith Macy of the Music Department and Asher
Wilson of the Speech Department. Mr. Alexander discussed
the drawings, and explained the processes of cutting down
on the plans to meet the budget. Mr. Poolman recommended
that the plans be approved, in principle, with minor changes
to be made to bring them within existing funds available.

Motion by Mr. Sawyer, seconded by Mr. Broadbent, carried
unanimously that the Board approve these plans, as pre-
sented by Neutra and Alexander, subject to review and
final approval by the State Planning Board and approval
in detail by the Board of Regents.

Motion by Mr. Hardy, seconded by Dr. Lombardi, carried
unanimously that the Chairman appoint a committee to repre-
sent the Board in working with the University Engineer in
approving minor changes, and to work with the Planning Board
in final review and approval of the plans.

The Chairman appointed the present Building Committee, Re-
gents Anderson, Bastian and Thompson, to serve.

Mr. Grant thanked the members of the Faculty Committee and
the Architects for their presence at the meeting, and for
their contribution to the building project.

Dr. Anderson left the meeting at 3:45 P.M. to keep an appointment
in Hawthorne, Nevada.

15. Valley Road Farm

Dean Adams was present for this item of business. He re-
ferred to the reported desire of the Urban Renewal Board
to extend Ninth Street through the Valley Road Farm, and
explained the plans for development of this field laboratory
by the College of Agriculture. Dr. Adams had previously
prepared an extensive report on the Valley Road Farm situa-
tion and copies were in the hands of the Regents.

Motion by Mr. Sawyer was seconded by Mr. Thompson, that a
copy of the report submitted by Dean Adams be forwarded to
the City of Reno with a covering letter that, although no
official request has been received by the Board of Regents
for easement across the Valley Road Farm for an extension
of Ninth Street, the Regents have read in the newspapers
that this request is contemplated.

Motion by Mr. Hardy was seconded by Mr. Bastian that the
motion be amended by adding that the Board of Regents go
on record as not being willing to have a road cut through
the property, and that the covering letter also include
this information. The motion to amend carried with Mr.
Sawyer voting "no" and all other Regents voting "aye".

The motion, as amended, carried with Mr. Sawyer voting "no"
and all other Regents voting "aye". The amended motion
follows:

That a copy of the report submitted by Dean Adams be
forwarded to the City of Reno with a covering letter
that, although no official request has been received
by the Board of Regents for easement across the Valley
Road Farm for an extension of Ninth Street, the Regents
have read in the newspapers that this request is con-
templated; and further, that the Board of Regents go
on record as not being willing to have a road cut
through the property, nor to relinquishing any portion
of the property.

16. University Engineer's Report

Mr. Poolman distributed, read and discussed a prepared
progress report on the University projects in his area,
prior to his leaving the office of the University Engineer.

17. Distinguished Nevadan Awards

Dr. Wood proposed that the Board consider the possibility of
establishing a series of "Distinguished Nevadan" awards to
be made annually at Commencement time. The purpose of the
awards would be to recognize prominent individuals who are
present or former residents of the State (including perhaps
an occasional faculty member, active or emeritus) for their
significant achievements contributing to the cultural,
economic, scientific or social advancement of Nevada and
its people; or for exceptional service to the State or
nation that has influenced constructively the well-being
of mankind. In effect, the creation of the "Distinguished
Nevadan" awards would constitute a "Hall of Fame" for
living Nevadans.

Motion by Mr. Sawyer, seconded by Mr. Hardy, carried unani-
mously to approve the proposal that "Distinguished Nevadan"
awards be established by the Board of Regents, and that
nominations for these awards be made annually on or before
April 1 to the office of the President of the University.
Each of the following College faculties - Agriculture, Arts
and Science, Business Administration, Education, Mining,
Engineering, Nevada Southern and Nursing - and the Adminis-
trative Committee of the University will have the opportu-
nity to nominate not to exceed 3 persons each year. The
President will review these nominations with the Academic
Committee, and forward them, with his comments and recom-
mendations, to the Board of Regents. The Board may add
its own nominations, and shall make the final selections.

18. Education Conference

Dr. Wood told informally of the conference to be held on
the Campus on April 19 on College-High School Relations,
to which will be invited high school principals, school
superintendents and other groups in the field of education
who can contribute to the conference.

19. Stout Portrait

Dr. Lombardi suggested that a portrait of Dr. Stout be made
and placed in the Library with other portraits of former
Presidents.

Motion by Dr. Lombardi, seconded by Mr. Hardy, carried
unanimously that arrangements be made with Craig Sheppard
of the Art Department for a portrait of Dr. Stout, at a
cost of $700.

20. Salary Increases

Comptroller Hayden had previously prepared and distributed
a financial statement for 1957-59 showing salary amounts by
Colleges and Divisions of the University for 1957-58 and
projected for 1958-59. Dr. Wood asked for instructions in
preparing recommendations for salary increases for the
coming year.

Motion by Mr. Thompson, seconded by Dr. Lombardi, carried
unanimously that salary increases for the coming year be
made in accord with the Personnel Policy and Procedure
adopted in this meeting (Item 8) and within the limits of
the budget.

21. Housing and Home Finance Agency

Mr. Poolman explained that the HHFA must have a resolution
stating the authority of the Board of Regents to issue
revenue certificates.

Motion by Mr. Thompson, seconded by Mr. Hardy, carried
unanimously that such a resolution be prepared, that it
be made a part of the minutes of this meeting, and that
Vice Chairman Lombardi be authorized to sign on behalf of
the Board of Regents.

The meeting adjourned at 5:20 P.M.

The next meeting was set for Saturday, April 12, 1958, since the
first Saturday in the month falls in Easter Week.

A. C. Grant
Chairman

Alice Terry
Secretary

RESOLUTION NO. 58-2

WHEREAS, Chapter 360, 1957 Statutes of Nevada authorizes the
Board of Regents of the University of Nevada to borrow money
and to issue and sell revenue certificates for the construc-
tion of certain projects specified therein;

WHEREAS, said Statute empowers the Board of Regents, by
resolution, to provide that such revenue certificates be
secured by a first, exclusive and closed lien on the income
and revenue derived from, and shall be payable from, fees,
rentals and other charges collected for the use of the
facilities so constructed and acquired;

NOW, THEREFORE, BE IT RESOLVED, by the Board of Regents of
the University of Nevada, that the principal and interest to
become due and payable on such revenue certificates shall
be paid from the income and revenue derived from the opera-
tion of such projects, and that the gross income and revenue
so derived from the operation of such projects is hereby
made subject to a first, exclusive and closed lien as and
for security for the payment of such principal and interest.

Dated: March 24, 1958

Board of Regents of
The University of Nevada

_____________________
Chairman

PERSONNEL POLICY AND PROCEDURE
for the
PROFESSIONAL STAFF

SECTION ONE

SELECTION AND APPOINTMENT OF PROFESSIONAL PERSONNEL - STATEMENT
OF POLICY AND PROCEDURE

SELECTION AND APPOINTMENT POLICY AND PROCEDURE

Herein are stated the authority and responsibility for the ap-
pointment, promotion and related matters concerning full-time
regular employees of the University holding the rank of Instruc-
tor, Assistant Professor, Associate Professor, Professor or
equivalent ranks in effect at this University. The procedures
outlined below are those ordinarily followed. These statements
do not apply to special faculty appointments, such as Visiting
Professor, Lecturer, Instructional Assistant, and all short-
term, part-time or temporary appointments, which are governed by
the terms of the individual contracts. Notices of appointments
and contracts of employment made by the University of Nevada are
subject to "Regulations on Tenure and Academic Freedom".

As herein used, the term "Dean" will mean the administrative Head
of any of the several Colleges, Schools or other major units or
branches of the University of Nevada, who reports directly to the
Academic Vice President and/or the President. The Dean is re-
sponsible for the effective operation of his School or College.
He will delegate responsibilities to the Department Chairman as
outlined below, but must retain the responsibility for deciding
what recommendations will be made to the Academic Vice President
and/or the President.

As used herein, the term "Department Chairman" will mean that ad-
ministrative Head of any Department of comparable unit within a
College or School. He reports to the Dean of such College or
School except where there are intermediate administrative of-
icers, such as Divisional Directors who report to the Dean.

The Department Chairman or Divisional Director is responsible to
the Dean for the effective operation of his unit. This includes
preparing description of positions, conducting the search for
candidates, and selecting and recommending to the Dean candidates
for appointment and promotion. In carrying out these functions,
the Chairman will consult with members of his staff and may
delegate responsibility to them in the manner described below.

Description of Position

When a position in a Department is to be filled, the Chairman,
in consultation with representative members of the Department,
will submit to the Dean a description of the position and its
duties, as well as a list of the necessary and desirable quali-
fications which the appointee should possess.

Search for Candidates

In general, the objective will be to conduct a thorough search
for the best qualified candidate. In the process, leading in-
stitutions training persons in the field of the position should
be consulted as well as other sources known to the Dean and the
Chairman, such as industry and government. Applications from
successful incumbents in comparable positions at other insti-
tutions should be sought. The help of anyone who might contrib-
ute should be enlisted into a cooperative major effort by the
person responsible.

The Department Chairman, upon written authorization from the
Dean, will be responsible for initiating and carrying out the
search for candidates. The Chairman, with such assistance from
members of the Department as he may desire, with such supple-
mentary help as the Dean may be able to provide, and with the
help of any other faculty members whom he may enlist, will
compile a list a candidates and all available information on
each.

Under special circumstances, such as absence or inaction of the
Chairman, the Dean may act as Chairman. (For the purpose of this
statement, the Dean of the Southern Regional Division shall be
considered as Chairman of the various Departments in that Col-
lege until such time as the branch is organized by Departments.
This is not intended to preclude consultation with Chairmen of
Departments on the Reno Campus, but to locate responsibility.)

Selection of Candidate

The Department Chairman will select the candidate for recommenda-
tion for appointment, after consultation with the representative
members of the Department, preferably at a called Department
meeting. The recommendation, together with all pertinent infor-
mation concerning the candidate recommended and similar informa-
tion on other acceptable candidates, will be submitted to the
Dean. The Dean will evaluate the credentials. In doing this,
he may request assistance from any other University official or
Professional staff member. If he approves the selection, he will
attach his recommendation and statement containing the conditions
of the proposed appointment. This material will be submitted to
the Academic Vice President.

Appointment

If the Academic Vice President approves the candidate recommended
he will forward all necessary papers with his recommendation to
the President. If the Academic Vice President, or the President,
does not approve the candidate recommended, the matter will be
referred with a written explanation to the Dean and Department
Chairman for reconsideration.

Appointments will not be made to a higher rank or salary than
that of present professional staff members of comparable train-
ing, experience and accomplishment, unless compelling necessity
for such reception be shown.

Approval for an appointment must be obtained from the President,
or in his absence from the Academic Vice President, before the
Dean may offer the position to the candidate recommended. After
obtaining the candidate's acceptance, the Dean will send him a
written notification of recommendation for appointment and will
initiate and be responsible for completing all necessary forms
and paper work pertaining to the appointment. When deemed ad-
visable, initial appointments to authorized positions up to and
including Associate Professors, or equivalent ranks, may be made
by the President. All appointments, however, are confirmed by
the Board of Regents.

Terms of Employment

The written notification of appointment will specify the terms
and conditions of employment. Any special understandings, prom-
ises or conditions not included in the notification of appoint-
ment, as approved by the President or the Academic Vice President
will not be considered part of the contract of employment. No
affirmation or oath, not required of all State employees, will be
required of University employees as a condition of employment.

Assignment of Duties

With the approval of the Dean, the Chairman of the Department
will assign to the professional staff members of his Department
their specific duties and responsibilities.

Each professional staff member will be responsible to the Chair-
man of his Department for the proper discharge of his assigned
duties.

Continuation of Appointment

Appointments without tenure are probationary. These are renewed
annually in writing. If the professional staff member is not to
be continued in service after the expiration of his present ap-
pointment, he will be given written notification by his Dean.

The Department Chairman, in consultation with representative
members of the Department, will decide when a professional staff
member holding a probationary appointment should not be continued
in service and will recommend to the Dean that the appointment
not be renewed. If the Dean approves, he will prepare a recom-
mendation to that effect to which he will attach all pertinent
information concerning the decision. This material will be sub-
mitted by the Dean to the Academic Vice President who will study
it, and, if he approves, will forward it with his recommendation
to the President. Upon receiving approval from the President,
or in his absence from the Academic Vice President, the Dean will
send the professional staff member a written notification that
his appointment will not be renewed at the expiration of his
present appointment.

SECTION TWO

PROFESSIONAL ADVANCEMENT

BASIC PRINCIPLES, CRITERIA FOR APPOINTMENT AND PROMOTION, AND
PROCEDURES

It is essential to maintain a flexibility in promotion and salary
arrangements that will provide on a fair and just basis appro-
priate recognition for merit and outstanding performance.

CONCERNING ACHIEVEMENT AND SERVICE

Simply stated, two quite different sets of factors must be con-
sidered in estimating readiness for increase in salary and wor-
thiness for promotion.

(1) LONGEVITY AND ROUTINE SERVICE; (2) MERIT

Longevity and routine service factors typically include such
items as: (1) age; (2) total service, covering both years at
Nevada and equivalent experience elsewhere; (3) total years in
rank; (4) contributions to Campus activities and committee work;
(5) constructive relationship with colleagues; (6) skill and
efficiency in handling classroom and Campus routines; (7) com-
munity activities and service; and (8) membership in professional
organizations.

Merit factors typically include such items as: (1) teaching ef-
fectiveness; (2) student counseling; (3) counseling and advisory
services to individuals and industry; (4) continued professional
growth, including national or regional recognition in University
teaching or special professional field; (5) research activity;
(6) creative and scholarly production contributing to the social,
economic, or cultural advancement of man; (7) achievement in ex-
tension activities or public service work; (8) leadership activ-
ity in a professional organization; and (9) government service.

Longevity and routine factors clearly contribute to readiness for
increase in salary. Promotion in professional rank, however,
cannot be attained by mere accumulation of years of service.
Distinction as a professional person can be achieved only through
outstanding professional activities comprising the search for,
the perpetuation of, and the dissemination of knowledge toward
worthy ends.

It is recognized that any of the academic ranks may be an appro-
priate terminal rank.

CRITERIA FOR APPOINTMENT AND PROMOTION TO THE SEVERAL ACADEMIC
RANKS

Of the many qualifications considered for appointment or promo-
tion to a given academic rank the following are deemed essential:

INSTRUCTOR (or First Rank) -- Evidence of good character and
balanced personality; sound educational background for the spe-
cific position, including as a minimum the Master's degree or
equivalent; definite plans for continued professional study;
teaching potential or appropriate experience in academic work
at the elementary, secondary or College level, including Univer-
sity assistantship or comparable experience to business, in-
dustry or government service.

Typically, an Instructor, with a Doctor's degree or equivalent,
may expect to be considered for promotion after a period of not
more than 2 years in this rank.

ASSISTANT PROFESSOR (or Second Rank) -- Qualifications of the
previous rank plus: Doctor's degree or equivalent in special
professional field; a record of effectiveness as a University
teacher; demonstrated teaching competence in classroom and
laboratory; definite interest in counseling students; skill in
handling classroom and Campus routines; evidence of continued
professional growth through study, membership in professional
organizations and creative or research activity; demonstrated
ability to work in harmony with colleagues in the best interests
of the University and the people it serves.

Typically, an Assistant Professor may expect to be considered for
promotion after a period of not more than 5 years in this rank.

ASSOCIATE PROFESSOR (or Third Rank) -- Qualifications of the pre-
vious ranks plus: the Doctor's degree or equivalent in special
professional field; a record of effectiveness as a University
teacher; demonstrated success as a counselor of students; a
record of participation in professional organizations; service
on College and University committees; a record of creative or
research activity resulting in publication or comparable produc-
tivity; reputation among colleagues for stability, integrity and
capacity for further significant intellectual and professional
achievement.

Typically, an Associate Professor may expect to be considered for
promotion after a period of not more than 8 years in this rank.

PROFESSOR (or Fourth Rank) -- Qualifications of the previous
ranks plus: the Doctor's degree or equivalent recognition in
special professional field; achievement of full maturity as an
effective classroom teacher and wise counselor of students; a
record of significant contribution as a member of faculty com-
mittee; regional or national recognition in special professional
field; record of significant publication or comparable creative
and research productivity; indication of respect and esteem of
colleagues and students; recognition and respect for participa-
tion and service to worthy community, State or nationwide activi-
ties; record of success in directing graduate level work.

The Professor should anticipate spending from 12 to 24 years or
more in this rank.

CRITERIA FOR APPOINTMENT AND PROMOTION TO THE EQUIVALENT RANKS
IN RESEARCH (Agricultural Experiment Station, Nevada Bureau of
Mines, Bureau of Business and Economic Research and similar
research units)

In the following the terms "Junior", "Assistant" and "Associate"
may be followed in each case by term indicating field of special-
ization, such as "Nutritionist", "Agricultural Chemist", "Metal-
lurgist", "Mineralogist", etc.

JUNIOR, Field of Specialization: "Nutritionist", etc. (or First
Rank) -- Evidence of good character and balanced personality;
sound educational background for the specific position, including
as a minimum the Master's degree or equivalent; definite plans
for continued professional study; appropriate experience in re-
search or technical work in field of appointment or related
field, including work as Research Assistant, Technician or com-
parable work in industry.

Typically, personnel at the Junior level may expect to be con-
sidered for promotion after a period of not more than 2 years
in this rank.

ASSISTANT, Field of Specialization: "Nutritionist", etc. (or
Second Rank) -- Qualifications of the previous rank plus:
Doctor's degree or equivalent in special professional field;
evidence of continued professional growth through study and
membership in professional organizations; demonstrated ability
to plan and carry out successfully research projects to field
of training; demonstrated skill in consultation with individuals
and industry when requested; demonstrated ability to work in
harmony with colleagues in the best interest of the University
and the people it serves.

Typically, personnal at the Assistant level may expect to be
considered for promotion after a period of not more than 5 years
in this rank.

ASSOCIATE, Field of Specialization: "Nutritionist", etc. (or
Third Rank) -- Qualifications of the previous ranks plus: Doc-
tor's degree or equivalent in special professional field; a
record of successful planning and execution of research projects
in field of training, resulting in publication or comparable
productivity; a record of successful consultation with individ-
uals and industry when requested; a record of participation in
professional organizations; reputation among colleagues for
stability, integrity and capacity for further significant intel-
lectual and professional achievement.

Typically, personnel at the Associate level may expect to be
considered for promotion after a period of not more than 8 years
in this rank.

TITLE WITHOUT QUALIFICATION, Field of Specialization: "Nutri-
tionist", etc. (or Fourth Rank) -- Qualifications of the previous
ranks plus: Doctor's degree or equivalent recognition in special
professional field; achievement of full maturity as an investiga-
tive worker in planning, executing and supervising research proj-
ects; a record of research reporting in publications, papers
presented at scholarly meetings and comparable productivity; a
record of successful counseling and leadership with younger staff
members, individuals and industry; indication of respect and es-
teem of colleagues; record of significant contribution as a mem-
ber of University committees; regional or national recognition
in special professional field; recognition and respect for par-
ticipation and service in worthy activities of professional
organizations, community, State and nation.

Personnel should anticipate spending from 12 to 24 years or more
in this rank.

CRITERIA FOR APPOINTMENT AND PROMOTION TO THE EQUIVALENT RANKS IN
EXTENSION AND PUBLIC SERVICE (Agricultural Extension Service,
Nevada Mining Analytical Laboratory and similar public service
units)

FIRST RANK -- Evidence of good character and balanced personal-
ity; sound educational background for the specific position, in-
cluding as a minimum the Bachelor's degree; sufficient experience
in his or related field to allow intelligent pursuit of respon-
sibilities; definite plans for professional improvement; evidence
of a potential for leadership, informal instruction and the de-
velopment of harmonious relations with others.

Typically, personnel may expect to be considered for promotion
after a period of not more than 2 years in this rank.

SECOND RANK -- Qualifications of the previous rank plus: demon-
strated leadership ability in motivating people to analyze and
solve their own problems; a record of effectiveness as an in-
formal Instructor and proven ability in his field of responsi-
bility; evidence of continued professional growth through study,
participation in workshops, specialized Summer schools, accept-
ance of responsibility in regional or national training con-
ferences, membership in professional organizations and creative
or research activity; demonstrated ability to work in harmony
with colleagues in the best interests of the University and
the people it serves.

Typically, personnel may expect to be considered for promotion
after a period of not more than 5 years in this rank.

THIRD RANK -- Qualifications of the previous ranks plus: achieve-
ment of a higher degree of influence in his field; continued im-
provement professionally, as demonstrated by keeping up to date
and increasing effectiveness; demonstrated successful leadership;
evidence of a high degree of insight into county and State prob-
lems; an acceptance of greater responsibilities; a record of
creative or research activity resulting in publication or com-
parable productivity; a reputation among colleagues for stabil-
ity, integrity and capacity for further significant, intellectual
and professional achievement.

Typically, personnel may expect to be considered for promotion
after a period of not more than 8 years in this rank.

FOURTH RANK -- Qualifications of the previous ranks plus: ad-
vanced degree beyond the Bachelor's; achievement of regional or
national recognition in his special professional field; a record
of successful direction of county, State or national programs
and of cretive or research activities resulting in significant
publication or comparable productivity; recognition and respect
for participation in staff, community, State or nationwide com-
mittee work and other activities; achievement of full maturity
as an effective teacher and wise counselor, where applicable.

Personnel should aniticpate spending from 12 to 24 years or more
in this rank.

CRITERIA FOR APPOINTMENT AND PROMOTION TO THE EQUIVALENT RANKS
IN UNIVERSITY SERVICES (Student Counselors, Librarians, Publica-
tions Service and other University service units)

FIRST RANK -- Evidence of good character and balanced personal-
ity; sound educational background for the specific position, in-
cluding as a minimum the Bachelor's degree; definite plans for
continued professional study; appropriate experience at the pro-
fessional level in the special field and related activities in
business, industry or government service.

Typically, personnel may expect to be considered for promotion
after a period of not more than 2 years in this rank.

SECOND RANK -- Qualifications of the previous rank plus: minimum
of a Master's degree or equivalent in special professional field;
a record of effectiveness in applicable University services; dem-
onstrated competence in special field of training; demonstrated
skill in counseling individuals; skill in handling daily rou-
tines; evidence of continued professional growth through study;
membership in professional organizations; demonstrated ability
to plan and carry out successfully special projects in field of
training; demonstrated ability to work in harmony with colleagues
in the best interests of the University and the people it serves.

Typically, personnel may expect to be considered for promotion
after a period of not more than 5 years in this rank.

THIRD RANK -- Qualifications of the previous ranks plus: minimum
of a Master's degree or equivalent in special professional field;
a record of effectiveness in applicable University services;
demonstrated success in counseling individuals; a record of par-
ticipation in professional organizations; service on College and
University committees; a record of creative or research activity
resulting in publication or comparable productivity; reputation
among colleagues for stability, integrity and capacity for fur-
ther significant intellectual and professional achievement.

Typically, personnel may expect to be considered for promotion
after a period of not more than 8 years in this rank.

FOURTH RANK -- Qualifications of the previous ranks plus: Doc-
tors degree or equivalent recognition in special professional
field; achievement of full maturity as an effective person in
applicable special field and in counseling of individuals; a
record of significant contribution as a member of staff commit-
tees; regional or national recognition in special professional
field; record of significant publication or comparable creative
study and productivity; reputation among colleagues for stabil-
ity, integrity and capacity for further significant intellectual
and professional achievement.

Personnel should anticipate spending from 12 to 24 years or more
in this field.

CRITERIA FOR APPOINTMENT AS LECTURER AND OTHER SPECIAL APPOINT-
MENTS

The term "Lecturer" is used for non-tenure appointments at the
professional level that do not conform to the established cri-
teria of the 4 academic ranks.

Other special appointments, such as Visiting Professor, Research
Associate, Research Assistant, Research Fellow, Teaching Assist-
ant and the like, are subject to the special terms appearing in
their letters of appointment, as approved by the President.
These appointments are either part time or full time and are
considered temporary in nature. In no case does such an appoint-
ment qualify an individual for tenure.

PROCEDURE FOR EFFECTIVE TENURE, PROMOTION AND SALARY INCREASE

Recommendation for tenure, promotion and/or salary increase are
initiated by the Chairman of the Department after consultation
with members of his staff. These recommendations are made in
accordance with established criteria and are submitted to the
Dean for review in the light of the professional staff needs of
his College as a whole. In preparing his recommendations, or-
dinarily the Dean will confer with the Department Chairman and,
if deemed advisable, with other members of the professional staff
of the University. The Dean's recommendations are submitted to
the Academic Vice President, who reviews them in the light of the
total professional staff needs of the several Colleges. He will
consult with the Academic Committee before making his recommenda-
tions to the President. No tenure status, promotion or salary
increase is final until officially approved by the Board of
Regents.

SECTION THREE

ADVANCEMENT IN SALARY

SALARY ADVANCEMENT IN RELATION TO PROMOTION IN RANK

The plan for promotion in rank and salary advancement at the
University of Nevada is designed to provide: (1) a sense of
security for each professional staff member; (2) a range of rank
and salary incentives to continued advancement in the profession;
(3) a means of recognition for professional accomplishment; (4)
appropriate remuneration for service performed; (5) a flexible
procedural arrangement to meet the professional staffing needs of
the University.

The attached RANK AND SALARY PATTERN (see permanent minutes)
shows the 4 academic ranks and equivalents, the approximate per-
cent of the professional staff typically considered appropriate
to each rank at a State Land Grant University, and the range of
salaries for the several ranks arranged in 18 steps. The total
salary spread from base to top is 1 to 3. For a professional
career in University teaching, research and service, the plan
provides opportunity to triple the beginning salary.

USING THE "RANK AND SALARY PATTERN"

1. In making the transition to the "Rank and Salary Pattern",
the Dean, after consultation with Department Chairman and,
where pertinent, with other respresentatives of the pro-
fessional staff, will recommend the appropriate salary step
within rank for each member of the professional staff of his
College. He will submit his recommendations to the Academic
Vice President, who will in turn review all professional
staff recommendations for the University as a whole and
transmit his own comment and recommendations to the Presi-
dent. Should the recommendation of the Academic Vice Presi-
dent in any case differ materially from that of the Dean,
he will notify the Dean in writing of the difference and
state his justification for it. In making the transition
to the "Rank and Salary Pattern", no present salary may be
lowered; and any adjustment to coincide with the salary
step recommended for an individual must be within current
budget limitations of the University.

2. Each new professional staff member is to be placed in the
appropriate salary step within rank at the time of his
initial appointment.

3. While there is no fixed ceiling on any rank, typically, un-
less the base salary is changed, there is no further salary
step increase within rank:

A. After step No. 5 for Instructor or first rank
B. After step No. 9 for Assistant Professor or second rank
C. After step No. 14 for Associate Professor or third rank
D. After step No. 18 for Professor or fourth rank

4. Typically, after the age of retirement has been reached,
there is no further salary step increase within rank or
promotion in rank. As responsibilities and duties decrease
in connection with any post-retirement-age assignment, there
is a corresponding decrease in earnings.

5. Overlapping salary steps between the several ranks provide
for special assignments, such as coaching, for continuing
appointments at a terminal rank, and for justifiable special
appointments and promotions.

6. The usual rate of salary advancement is 2 years per salary
step within rank. Any acceleration in the rate of advance-
ment must be fully justified on the basis of merit. The
opportunity is available, however, for a well qualified pro-
fessional staff member of exceptional ability and continued
brilliant achievement to skip at least one salary step per
rank.

Except in unusual circumstances, such as financial exigen-
cies of the University, ill health of the individual, or
poor performance not quite justifying causes for dismissal,
the maximum time in any one salary step is 4 years.

7. Each salary step includes all sums up to the floor of the
next step. When circumstances clearly justify, appointments
at the same step need not be made in the same amounts. Such
limited flexibility in making appointments is essential to
meeting the professional staffing needs of the University
in a period of critical shortage of top talent.

8. In determining the appropriate salary step to which a pro-
fessional staff member is to be assigned, allowance is
made for direct teaching and related experience obtained
prior to joining the University of Nevada faculty and for
experience gained during any approved interruption of
service at Nevada. Appropriate allowance may be made ac-
cording to the following guide:

A. Graduate Fellowships and Laboratory Assistantships - no
allowance.

B. Graduate Teaching Assistantships - 1/4 to 1/2 allowance
per year, but not to exceed a maximum allowance of 2
full years.

C. High School Teaching or equivalent applicable, creative,
industrial or governmental experience - 1/2 allowance
per year, but not to exceed a maximum of 10 full years.

D. Professional experience in appropriate field, including
creative, industrial and governmental - 1/2 to full
allowance per year, but not to exceed a maximum of 15
full years.

E. Junior College and College Teaching in major or minor
fields - full allowance up to a maximum of 20 years.
(To be used as a general guide only. Nature of previous
experience and quality of institution are among other
factors considered.)

Exceptions to the guide may be made upon submission in writ-
ing of convincing evidence.

9. Promotion in rank is never automatic, but subject always to
full review in accordance with established University pro-
cedures.

10. Typically, recommendations for salary increases for the next
biennium are made as early as possible in March or April of
the 2nd year of the current biennium.

SECTION FOUR

EVALUATION

POLICY AND PROCEDURES FOR ANNUAL EVALUATIONS

A. Increase in salary and promotions are subject to budgetary
considerations and to a reasonable distribution of profes-
sional staff in the academic ranks. Practice in the several
Colleges and in the Departments within a College should be
relatively uniform. Exceptions should be made only in cases
which are clearly unusual, as when maintenance of staff is
threatened by a serious shortage of persons in specific
disciplines. A promotion is accompanied by a salary in-
crease.

It is the policy of the University to recognize the teaching
and scholarly achievements of professional staff members
by recommendation for increase in salary or promotion at the
appropriate time, rather than to await such recognition by
another institution.

B. A Position Description shall be formulated for each profes-
sional staff position, ordinarily by the Department Chairman,
in consultation with professional staff members and others
as advisable, and with the approval of the Dean. The Posi-
tion Descriptions shall be maintained in the office of the
Dean. The Position Descriptions should be considered for
possible revision yearly at the time of making Evaluation
Reports. It is anticipated that these Position Descriptions
will contain a more highly detailed statement of duties and
responsibilities than the position descriptions maintained
in the University's Central Personnel File.

C. An annual Evaluation Report shall be made regarding each
professional staff member who does not have tenure, and for
other professional staff members when promotion or other
recommendation is under consideration, or when requested by
the Administration. Ordinarily this will be made by the
Department Chairman, according to the procedure given below.
Evaluation Reports of Department Chairmen shall be made by
the Dean, according to a similar procedure. All evaluation
reports should be filed with the Academic Committee by the
end of January. All Evaluation Reports are to be regarded
as confidential and they and any confidential supporting
materials are to be maintained in the office of the Dean.

D. Procedural Items for Evaluation

1. Bio-bibliographical data regarding each professional
staff member is available from the Personnel Information
Form maintained in the Central Personnel File. A copy
of this form should be maintained in the individual's
folder in the Dean's office. In addition, the profes-
sional staff member shall be given the opportunity to
submit a letter to the Chairman, giving supplementary
information helpful in his evaluation. Submission of
such a letter is not mandatory. The letter, if sub-
mitted, shall accompany and be filed with the Evaluation
Report and shall be regarded as confidential if so stat-
ed therein. The letter is not intended to serve as
self-evaluation, but as one of the sources of data for
the evaluation. A copy of the Policy and Procedures
Governing Salary Increases and Promotions shall be in
the hands of the professional staff member, as well as
a copy of his Position Description and of his Personnel
Form if desired.

2. Upon receipt of the above letter, if submitted, and after
gathering other pertinent information, the Chairman shall
discuss with the professional staff member the various
points to be considered in his evaluation. A record
shall be kept of the essential points covered, and filed
with the Evaluation Report. The interview is mandatory,
and upon its results and the other data gathered, the
Chairman shall prepare the Evaluation Report and any
recommendation therein for salary increase or promotion,
for transmittal to the Dean.

3. The Dean may modify the evaluation or recommendation of
the Evaluation Report. Should he do so, he shall state
definite reasons therefor. The Dean, after considering
the Evaluation Report, shall transmit his recommendations
to the Academic Vice President for review and considera-
tion in view of the professional personnel status of the
University as a whole.

The recommendations of the Academic Vice President con-
cerning all professional personnel shall be transmitted
to the President by April 1 of each year.

4. The professional staff member shall have the right to
discuss his status with his Department Chairman or Dean
at any time.

E. Guide for Evaluation

1. The Chairman's evaluation shall consider all of the per-
tinent factors the Chairman may consider applicable.
Recommendations shall be based on definite statements
which are accompanied by or which refer to the evidence
therefor, including statements describing, without reser-
vation, wherein and in what manner the professional staff
member does not meet expected performance.

2. The Chairman's evaluation shall state the national, local
or other norm to which the professional staff member's
performance is being compared.

3. The Chairman's evaluation shall in no case constitute a
defense for a preconceived opinion as to the professional
staff member's performance. The data within and accom-
panying the Evaluation Report shall be the exclusive
basis for any recommendation made, and shall demonstrably
support the recommendation.

4. It should be recognized that a professional staff member
may be deficient in one or several pertinent aspects, and
yet be a highly useful and valuable member of the staff;
on the other hand, a professional staff member may rate
very highly in some respects, yet be generally a detri-
ment to the University. It is the total make-up and
performance of the individual that is significant, rather
than a summation of discrete factors which might obscure
this totality. Therefore, exercise of the most careful
judgment is required in order to maintain demonstrable
objectivity in an overall evaluation.

5. Comparison of the individual's Position Description
should aid in showing what standards of performance can
be expected at each of the various ranks.

6. Educational Qualifications - It is desirable that a pro-
fessional staff member possess or be assiduously working
toward the highest academic degree consistent with his
field of endeavor. Normally for the teaching staff this
is the Ph. D. In some disciplines the highest academic
degree ordinarily attained by persons of high competence
is at the Master's level; in these cases it is presumed
that the desirable qualification of the professional
staff member shall be such a combination of advanced
training and of professional experience of a constructive
or original quality as may be expected to produce the
creative and scholarly type of mind implicit in the
holder of the doctoral degree, but under such condition
the formal training required shall not be less than a
Master's degree or a professional degree.

SECTION FIVE

AMENDMENT PROCEDURE

Recommendations for changes in the above policy on personnel
matters may be made by any full-time professional staff member
and adopted by a majority vote of the full time professional
staff. If the proposed professional staff organization estab-
lishes a general procedure for amendment, such procedure will
supersede the foregoing statement.

SECTION SIX

APPEALS

In matters pertaining to promotion and salary increases the
individual staff member has the right of appeal. Any individual
may at any time initiate an appeal by writing his Department
Chairman, with an information copy to the Dean; or he may initi-
ate appeal to the professional staff committee. (It is desirable
that the right of appeal through the Chairman be utilized before
an appeal is made to the special professional staff committee.)

At present appeals may be addressed to an (????) shall be con-
sidered by the standing committee of the professional staff
created to consider questions of tenure and academic freedom.
(See "Regulations on Tenure and Academic Freedom" I, A. 5.) If
the proposed professional staff organization establishes a gen-
eral committee on appeals, it shall assume the duties of hearing
appeals on promotions and salaries after the manner stated above.