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.

09A

Paper S-126 

To: Senate 

?

From: Secretary, Faculty Council. 

26 April, 1968. 

Subject: Graduate Student Association. 

Senate at its meeting of 1 April, 1968, referred back 

to Faculty Council for further consideration its recommendation 

that the Graduate Student Association be recognised as a separate 

organisation. 

On 22 April Faculty Council invited I. Spencer, President 

of the Graduate Student Association, and R. Walsh, Acting Chairman 

of the Simon Fraser Student Society, to express their opinion as to 

whether or not a Graduate Student Association should be formed at 

Simon Fraser University. After hearing the views of the student 

representatives, Faculty Council passed a resolution that the Registrar 

prepare a referendum in consultation with I. Spencer and R. Walsh 

asking whether the graduate students were in favour of 

(a)

a graduate student association with complete autonomy, or 

(b)

a graduate student association completely subsidiary to 

the Simon Fraser Student Society, or 

(c)

a graduate student association with limited autonomy as 

an affiliated association of the Simon Fraser Student 

Society. 

It was further decided that if none of these alternatives attained a 

50% majority vote, there would be a run-off between the two finding most 

favour. Faculty Council also expressed their desire to the student 

representatives that each would present his views to the graduate student 

body before the referendum was conducted. 

It was also agreed that Faculty Council would recommend to 

Senate that pending the result of the reEerendum it give de facto 

recognition to the Graduate Student Association, without prejudice 

to the final result but to serve the graduate student interests in the 

meantime. 

D.A. Meyers\ 

Secretary, F'aculty Council 

DAN/md 

S1M

Paper S-131 

April 23, 1968. 

REPORT OF THE SENATE COMMITTEE ON TERNS OF? 

APPOIN11ENT AND TENURE 

This Committee has examined the various developments of attempts 

to formulate University policy in the areas of appointment, tenure, and 

conditions of employment. We have considered the CAUT reports, recom- 

mendations and criticisms, the Duff-Berdahi Report, the various versions 

of the Fnculty Association Brief, the recommendations of the Unive:sfty 

Committee on Salarie8 and Promotions: and the advice of members of the 

University community including the president. 

• . 

?

Within the terms of 

.

reference of the Present committee our delib- 

erations were on the basis of adhering to throe principles: that the pro- 

cedures established be efficient and direct; that procedures, and d' 

cisions 

arising 

l

rc-m their appJicaton serve the best interests of the Pniversity 

and do so n . fair manner, protecting the rights 

cf

.ndividua1s that they 

reduce the likelihood of untenable decisions. 

Therefore 

we -ecotmnend: that a standing committee of Senate be 

struck, similar to the Tenure Committee proposed in the report of the Uni- 

versity Committee on Salaries and Promotions (page 2, section 11 

1

:, para- 

graph 5) chaired by the Academic vice-President (or until an appointment 

is made, by a Dean of a Faculty) which includes three academic members 

elected by Senate from its members. In addition one member shc,ilv 

be

• '-'•

• ? 

I

?

I

?

/

-2-

?

q,71j

elected from each Faculty from amongst their tenured members. Other mem- 

bers should be appointed as recommended in the Report. 

" The above membership will constitute the central or core 

committee. When considering tenure of staff members for 

any specific department, the committee shall add to 

its

membership the Head of the Department or his 

named 

dele" 

gate and two other members elected by the department, both 

of whom should be tenured when possible. In addition, 

the

committee shall have the authority to add to !tc number one 

or two tenured members elected from cognate departments by 

the faculty of the departments concerned, in cases where the 

committee deems their presence usefl." 

In practice the Senate Committee would exaiine 

?

recommendations on ap- 

pointments, tenure 

n

promotions; and salaries originating in the various de- 

partments which have been brought forward to it by the Deans of the 

FICLi1-

ties. Its recommendations would then be conveyed through the president (as 

chairman of Senate) to 

t

he Board of Governors. On any "matter vf moment" 

the Committee may refer to Senate for advice, or with sufficient notice Sen- 

ate may request a report on any matter under the Committee's jurisdiction. 

It appears to us that several advantages would result 

f'nm such

a

committee structure. 

(l' Senate would be in the position of observing the e!;ert:s ct 

appointment, tenure, promotion and salaries policy 

rn

acadnnic 

functions 

the University. 

(2)

Senate could examine contentious issues directly and make Its 

recommendations known, through the President, to the Board of 

Governors. The prestige and representative nature of Senate 

would lend weight to the acceptance by interested pa-ties of 

its recommendations. 

-3-

(3) If Senate wished, it could listen to the appeals of allegedly 

aggrieved parties and make appropriate recommendations. 

Some possible objections to a Senate Tenure Committee have been con- 

sidered by us. We believe that such a committee would not place an additional 

burden on the work load of Senate. Only exceptional cases are 

l ikely ro 

examined by Senate. It would not function as an appeal board unless 

so de- 

sired (Senate has previously listened to student appeals.). A Senitt. Commi.tee 

on Tenure would not be contrary tc' he p;:sent Universities Act, 

power in appointments, tenure, salaries, and promotions woui' rea'i.Ll t;he pi:" 

vince of the Board of Governors as always. 

Pertinent documents arising from our committee's deJiheat-nns are 

pended. 

William Vidaver 

Chairman 

E. H. Gibson 

C. Kirchner 

John Matthews 

'7

/q

1e9 ?

April 4,

o.

M-

?

ON T.PM

Th&a Committee hs conttnued

its discussions On Sena 

e

ç'nrti.cipa-

tion in questions of faculty appoinment8, contract renewals, sa.iry in-

creases, promoti 

ons

and tenure. 

Our

pr

evious

statement was 

circulated

p

rior to the release of the report of the UniversIty 

Committee on Sa1arie

and pomoti°nS. The present st 

t*e ment results from a coneldc 

l

ration of 

the

UtI,VrtY r'.ommi.ttee's report and evaluat5.Ofl of the 

CCUUPC[1S

a:Y

uggetions

cee . 

i from concerned parties 

artsthg 

from our 

earlier

op

s

al.

The

.ncipe 

of our

pCi08 iggestfl was 

that

01o17e

only 

one

Lnte8

i

committee 

a.!-ve

the

de7artmfltal level which

nl

with the

questi

ons

our terms of refer1ce, 

and that it he a

Coinr.ttee

ci Senite.

We

would like to incorporate the basic idea of the University Cow-

mittee's report with our first proposal:

namely,

that a standing committee 

Iv -

- struck, similar

the Tenure 

Committee

outlined 

in the1 C;rnmittee'S re-

port (page 2, sect 

i o n 

III, partirnph

5). Rather than st.hlishe" as a 

(Jut-

vcrLty Commtt

t

we .prepO2 

that it be a Sete Committee,

and

that

include on les 

g

than two members elected from Senate. 

Also, 

Ps

a S€uat-e

r"rrmtttee it should report to Senate c47 matters of moment.

Otherwise, we generally 

concur

with the recommendations of the 

(Jut-

versity Committee (with some reservations 

on minor points).

We are charged to report to Senate at the May 1 meeting. Any com 

inents regarding this proposal must be received by 

the

m-ttCe in making 

itsreport. 

Any

comments regarding this proposal 

must

he

received by

Monda

y

April 15 to be considered by the Committee in making its report. 

idad 

Chairman

• ..

S1UON ASH-I UNVflTY

Pr. ? 

?

FroO 

W. E. Vidvver 

A.rocate ? 

•

March 

21, jçç 

rQ4MITHF2 (N 

?

OF APPOINTMENT AND TF?'rR.E 

The following statement is being circulated by the Eerae Conittee 

Cfl T3rt3

of

A

inntent 

and

Tm:

th ?

o erpt to evltte the c.cccptability 

ceh

et

p).cn is c'jtl.nl b1cw. 

The Cenittcc wc'id wce &y criticstn or ccrent. 

V

l a arc en- 

CVU.t3

tO

hY'3

our report cc91etcd in time to ,ubnit it. a the L,ril 1 

r23tn3

of

1.11icn 'ravc 

ChMrn& 

.

WE V/md 

cr::1. 

cc to: 

Members of Senate 

Ierbero of the Doerd of Governors 

?emberQ of the Salary 

and Promotions Coittee 

Fn'u1ty AssociatiOn Cocutiv2 

Dean MacKinnon 

Dean Funt 

Dean Matthcuo 

.

• ?

'3M ?

PRELIMINARY 

STATEMENT OF TiLE SENATE 

COMMITTEE ON

WRM3 

• ? 

P!?LAND 

Senate clearly has the right and duty to become involved in 

conditions of faculty employment; this is so hec"s of Senate's res- 

ponsibilities in setting the academic climate of the University. No 

university is ever any better academically than is permitted by the 

quai.ityof its faculty and an agreeable professional climate is essen- 

tial to the maintenance of a competent faculty. Senate should not ne- 

cessarily involve itself directly in the procedural aspects of notht- 

ments, renewals, promotions and 

tenure; 

nevertheless, Senate should 

oversee all such activities. Such a role for Senate is outlined and 

recommended in the Duff-Berdahi Report 

• ? 

Our Committee is of the opinion that the establishment of rea- 

sonable policies and efficient procedures for dealing with questions 

of faculty apointmefltS, contract renewals, salary increases, promo- 

tions and tenure are essential to the proper functioning of Simon Fraser 

University. There are cx,oting aC3ncies which have been concerned with 

these problems essentially from the very beginning of Simon Fraser Uni- 

versity. . The background of eperience and special knowledge of these 

other bodies should be put to use in developing satisfying ccnitions 

of employment and eccurity which would work for the benefit c the en- 

tire University. 

*University 

Government in Canada, Univ. Toronto Press, 1966, 

pp

36 - 38. 

• ? 

-2-

•ft1

A concern of this Committee is that at present there is no single 

agency dealing with the issues at hand, resulting in the confusion of re- 

sponsibility and authority. We do not believe that this diffusion of ef- 

fort is likely to lead ultimately to workable solutions and may even cause 

regretable conflicts to arise. 

We propose that all university agencies presently involved in poi- 

icies or p 

r

ocedures relating to the topic at hand become disengaged with 

them, and that the present University Salaries and Promotions Committee be 

discharged. In place of the Salaries and Promotions Committee, a sub- 

committee of Senate should be established to advise the Fri'cnt, through 

Senate, on all revisions of policy and procedure, as v"l as en the dispo- 

sition of individual cases relating to terms of appointmcn', contract re- 

newal, p 

r o-otOns, sa 

l

.ary increase (not in terms of actual amounts), and 

tenure. This committee should also 

act on recommendations

cctverning 

indivJn'Lfacu 

lr .y ? 

z'5es :h.ch come to it throth eteh.lthcd procedures. 

To make use of present 

c:72rt.5e

and experience, PnO. to en,-ere continuity, 

the make-up of the Senate sub-committee should be as near as possible to 

that of the University ccritee. 

While maintaining continuity by including many members from the 

present University Commttee, the Senate sub-committee, if necessary, 

should have addtional members elected 

by Senate to ensure representation 

of

the following: 

1.

2.

3.

4.

5.

S ?

6.

As

Senate 

a.

Lay members 

b.

Academic members 

The Board of Governors 

Department Heads and/or Deans 

Senior members of Faculty 

Junior members of Faculty 

The Faculty Association 

many committee members as possible should be members of Senate. 

SIMON FRASER UNIVERSITY

From

c.e. .............................. ....

......... .

............................................

Subject

........Apr.il..3.....l.9.68 ..................................................

Committee on Terms of Appointment and

14733-PC

enure

Thank you

for

asking me to comment on the preliminary

statement of the Senate Committee on Terms of Appointment and

Tenure. I hope the following paragraphs will be helpful.

I suggest first it will be necessary to make clear whether

the statements your Committee plans to make constitute

recommendations for changing the present Universities Act,

or recommendations regarding procedures that might be adopted

forthwith involving operations within the Act. I would like to

comment with respect to the latter at this time. I suggest that

• ?

vie can assume that the drafting of the Act was such as to avoid,

as far as possible, overlapping or conflicting areas of responsibility

between the Board and the Senate. Therefore, I. suggest we must

take Article 46 d) as definitive, i. e. that the appointment, the

fixing of salaries, and the definition of duties and tenure of office

are the responsibility of the Board of Governors. . On the other

hand, it is quite clear that Senate, through its approval of the

establishment or discontinuance of any faculty, department, course

of instruction, chair, etc. , can clearly influence the academic

development and the balance among the faculties. Similarly in

Article

54 .k)

Senate can make such a recommendation to the Board

as may be rleemcd prc'i,c' for promoting the interests of the

University, e

t c.

It v/ou.'1 srn therefore that a Senate committee

would be in

gnr.I form

iig reeornmcndations to the Board on policy

regarding the rccura

ntcts of

a1)pOifltlflCflt,

renewal, promotion,

tenure, etc. , in order as, you say to create an agreeable professional

climate. The Act, hcwcicr, does not envisage that Senate would be

either directly or indirectly involved in the day to day operation of

There may he some ;understanding about the present situation.

The Facu

ty Association, as soon as it was formed, started v;orhing

ort

brief

ert

abln and with the knowledge that our present Han' oh lu'.d been

a ske!etofl Mandhook to permit early

c1ifi' t.en. to reflect

'ho i crerts of the faculty. A

few

vieek ago the Faculty Associetion

prCsCrtC'i

sich a brief to the Board, and the Board rcc:d it through

tn the University Committee on Salaries and Fl rotirt5 in order

Tt we rrtic

have the bcrtfit of the Committee

dir ectl.v

of the workings and shortcomings of the present system,

the new proposals.

While this consultatiCfl was being initiated, Senate cstabhihed

th Ci-nmittee 'iou chair, with the idea that you would

along the lines of a watchdog committee, taking action e

.1l

the

of the nianned discussions seemed to he in difficulty.

j .

a ontimistic that the planned discussio

are moving forward

well and that we wilt shortly have reached a full mea sure of agreement..

• ?

I. suggest it would be most unfortunate if in the middle of these

discussions we disbanded the University Salaries and Promotions Committee.

fluite apart from the role this Committee is playing in the

present ncgotiatiOfl5 we wi!l shortly be moving to resore the salary

e that the committee you are considering

would have a number of weaknesses.

• ?

It would be f'-'r too large if we are to jurge by thf

. experience of

universities in Canada reflected by the CAUT brief itself, and by the

practices at other universities, particularly Edmonton and Saskatoon,

to which the CAUT attach particular importance. While J. agree

that for consideration of the establishment or revision of policy a

broadly based committee is desirable for the actual. operation or

implementation of these procedures

afld practices a small, committee

of those particularly involved seems to be the direction in which

experience would indicate we should travel.

I suggest also that membership by the Faculty Association would

be a step requiring the serious consideration of that Association,

and without desiring to come down on one side or the other, such

membership would appear to be at variance with the recommendations

of the CAUT Committee Report.

...3

L/1 ?

leo q

Finally, I wonder if the most constructive stance for your

Committee to take would be to watch the development of the

negotiations now going on, and be prepared to comment on them

from time to time to help in the final solution. I think this would

be more preferable than trying to bring about the formation of

another body which would, I am afraid, lead to a delay in

the

final resolution that we all wish, which is a satisfactory Handbook

embodying statements on academic freedom and tenure, and

streamlined procedures.

ilt?

REPORT OF THE U VERST'' CO1ITTEE ON_SALARIESAND PROMOTIONS AND THE 

?

1 1

NI.VP!51T'( CO1TT 

?

CJ

—,rN 

UR E 

,

ON THEIR JOINT ?EETTNSS. MARCH. 196$ 

This Committee held a series of three mectin55 di':'in 

the month of '!arch to consider recommendations on new procndurcs 

for promotions zind tciure. 

The Committce started with the consideration of the CAUT 

policystatement of a;cnber, 

157, and with the accompanyiI1: 

brief of the !acult 

y

Aszt±ation of Simon Fraser University. 

It wasth cinion of the members of the Cc:nittce that 

the procedures outlined in the Faculty Association hricf, although 

modelled initially on the CA'JT Report, were too complex, and 

cvmbc-rscm3 to be vorkable. It 

was

noted, and noted with awe, that 

several hundred rccc 

?

ndat!ons for tenure and for promotion 

would he forthcoming within the next year or two, and that the 

procedures that were to be adopted for the University should be 

conscntnt with this magnitude of task, and should take cognizance 

of the time which might be involved. 

For comparison purposes, the Committee assembled relevant 

material from other universities. These included the Faculty 

Handbooks or similar materials from the Universities of British 

Colu.nbia, Alberta, Guelph, J1anitoba, Toronto, and several 

American institutions. A cross index of the relevant material 

was pre 

p

ared, and the Committee began its deliberations with 

this material in hand. 

It was decided that the Committee should not attempt 

to draft the actual faculty bylaws relating to procedures. Instead, 

it was agreed that the Committee should devote itself to making 

recommendations on implementation of procedures, outlined within 

the general context of the CAUT Report. Furthermore, it was 

agreed that copies of all minutes, deliberations, and reports 

should be sent to all interested parties, and accordingly these 

were sent to members of the Board of Governors, the Executive 

Committee of the Faculty Association, and to all Heads of 

Departments, as well as to members of the Salaries and Promotions 

and Tenure Committee. 

.2

M qi q

i/ c&p, /

-2-

The major recommendations of the Committee are as follows: 

I. CONTRACTS SUBSEQUENT TO PROBATIONARY CONTRACTS 

1.

It was agreed that the decision on reappointment for a 

contract subsequent to the initial contract should be made 

by the Head of Department, in consultation with senior 

colleagues. 

2.

For each department, the composition and membership of 

the committee of senior colleagues could be established by 

the department and communicated to the Dean for his approval. 

Such a committee would consider pertinent cases, stemming 

from that department. 

It was considered that a uniform membership or composition of 

the committee should not be imposed upon all departments 

within the University. 

3.

Recommendations stemming from the department would be 

received and rovicwcd by the Dean. In exceptional circumstances, 

• ? 

such as when serious disagreement between the Head and senior 

colleagues in the department is evident, the Dean could refer 

such exceptional cases' to a senior committee for advice. It 

was cmphasized that such discretionary power lay within the 

Dean's authority, and that this did not in any way imply an 

automatic appeals procedure for each and every case. 

4.

Where such a referral was considered necessary by the 

Dean, it should be made to the Tenure Committee. 

Ii.

?

TENURE COMMITTEE 

The Constitution of the Tenure Committee which is to be a 

standing committee of the University is defined as follows: 

S. The University Tenure Committee will consider all awards 

of tenure in the University. The Committee will consist of: 

-- the Vice-President (Academic, or a Dean of a Faculty as 

Chairman. 

-- two members elected by each of the Faculties of Arts, 

• Science and Education from amongst their tenured members 

of staff. (Alternates may also be elected). 

9//4

The above membership will constitute the central or core 

cbmmittee. When considering tenure of staff members for any 

specific department, the committee shall add to its membership 

the Head of the Dcpartncn or his named delegate, and two 

other members elected by the department, both of whom should 

be tenured when possible. In add.tion, the committee shall 

have the authority to add to its number one or two tenured 

members elected frcm cognate departments by the faculty of 

the departments cetcd, in cases where the committee deems 

their presence useful. 

6. It was agreed that the Head of the Dcpartnient, or the 

corporate University as such, should not be required to state 

reasons for non-reappointment. 

?

III. ? 

APPEAL 

7. Appeal could be made to the Dean on the basis of procedural 

methods employed within the department. 

8. A decision formulated properly within the department and 

supported by the senior colleagues in the department and by 

the Dean should have no further provision for appeal procedure 

within the usual administrative channels of the University. 

?

IV. ? 

INITIAL APPOINTMENTS AND TERMS THEREOF 

9. It was recommended that for Assistant Professors, the 

normal pattern of appointment should be a probationary 

appointment of three yea's length, followed by a maximum 

of two successive two-year appointments. 

10. For Instructors, the probationary appointment recommended 

is that of two years length. 

V. APPOINTMENTS FOR CONTRACTUALLY LIMITED TERM 

• ? 11. The Committee recommends the study of the short-term 

contracts for: 

(a)

sessional lecturers; 

(b)

contracts dependent on outside grants. 

12. Some guide lines regarding types of appointments were 

circulated to Committee members in the form shown in 

Appendix A, but these were not considered in detail or 

ratified formally. 

S ?

SiQ

q Af

-4..

Vi. ?

PREA1B1.3 TO TII CAUT 1RTEF

13.

The Committee's recommendations and deliberations did 

rot include those sections of the preamble of the CAIJT Report 

which

referred to methods of election and terms of office of 

senior ad 

-

ministrative officials within, the University. The 

Committee considered that such matters were outside of its 

terms of reference, and were under study by another committee. 

14.

The-

Committee invited comments on its findings from the 

Executive of the Faculty Association and indicated its 

willingness to meet with the Faculty Association or any 

comittC3 of the Board who might wish to do so. 

B. L. Funt, Chairman 

R. J. Baker 

B. P. Beirne 

G. Bettison 

G. Bursill-Hall 

P. Copes 

A. B. Cunningham 

?

J. F. Ellis 

R. R. Haering 

R. J. C. Harper 

R. Harrop 

C. Kirchner 

A. R. MacKinnon 

A. MacPherson 

T. J. Mallinson 

J. Matthews ? 

S ? '

P. D. McTaggart-Cowan 

?

C. D.

Nelson 

B.

Pate 

This report has been drafted by the Chairman for consideration and 

approval by the Committee members. 

4 q//'

Tern

anintront

To i11 a snec1C need that is temporai:v or not 

nee.ecsarl' 

e ?

3urj, or

to meet a continui 

nq

need tcmorarily 

e ?

ii:.cd a 

p

'.lic:ant becomes ava5.Jahlc o to see 

if an app eat need .s act'.'a. 

y

rilled 

)v

apeiatment or re-appointnent at tbe 

Pon-.& 

r '

raticn, w.th must be specified 

advance, anything

u p

to b't not nerrP.all 

7

o;or two "ears. 

Separation hi tomination of specified term.

Incumbent has no right

to appeal termination er non-

eat.

Incunthent can be dismissed for cause, and thernav 

• ? 

appeal to r)ean. 

2.

Probationryanpoitm2p. 

To fill a s 

p

ecific and apparently continuin g 

need 

for

which thc incumbent has not yet adequately dcronstratcd or developed 

the abilities required to fill that nccd, or.to 

allc-r for the 

possibility that the rc- 

,:

--d may r.t prove to be 

"

c-ctuai].y continuing or 

- not to be as important as other needs for the positiofl that may appear. 

Filled b 

y

appointncnt, initiated by the Department and 

suprorte-I by the Dean. 

Duration not less than two and preferably three years 

at assistant professor level because: incumbent must 

have

a

minimum of 

six

months notice of separation (longer at certain 

times of the year), three teaching semesters in which to demonstrate 

or develop adequate teaching ability, and two years to demonstrate 

ability to do independent research; and because his Department 

should 

have

two years to demonstrate clearly whether or not the 

needs for the duties are continuing. The probationary period could 

be reduced to one year for incumbents who have, already demonstrated 

adequate teaching 

s

and research abilities, and who merely need to 

demonatratean ability to fit in co-operatively. 

Cont ....... 

qff

Fi3.lecl by ppoi:tmct or re-appointment. 

P.c-in

of an in .'iduaJ. to the saiie p:oationary Positionhoulc1 terminate 

?

th.i.n ?

ointment to a tenured post or separation.

Separation by termination of appointment, for reasons 

cctahle to Dean, hut ithout necessarily a spe .fic1 cause, 

by

C',iS1 it Zfl\

7

tLI3

.or Cause. 

Xncumbont may acal to Dean level. 

Termination of probationary appointment otherwise 

fo1licd either b 

y

ra pointmont or by appointment to a tenured 

po.tion (often in pete by conversion of a pro ticnary to 

a tenurc'l. position). 

3.

Tentired ?I 

To fill a speif.c and continuing necci for 

which

the

incumbent 

has c1enonstratcd

the required abilities zncl 

the

willing- 

ness to use them. 

p

ontrnent norm---ill y 

from (or b 

y

conversion of) a 

probationry position. rarely by initial recruitment. Appointments 

chonid he aoDrovcd at the unversjty

level. 

nitration con uing until separation by retirement, 

volt'ntarv or cncouraod rcsnatxon, demotion, or dismissal. 

Incumbent ma 

y

bn dismissed or demoted to a probationary 

position for cause accentable at the university level. 

4.

General Comments 

It might be advisable to relate duties and terms of 

employment to a position rather than to its incumbent The 

incumbent souid then knc, clearly in advance his terms of 

employment 

and his rights.

Pn

unsatisfactorily tenured employee 

might 

be encouraged to resign by changing the terms of reference 

of the position if opportunity permits. Of course the terms can 

be adjusted in advance to fit a prospective candidate that we 

want 

Senior administrative positions (Department Heads 

and upward) perhaps should not carry tenure, though an incumbent 

may hold tenure as a faculty member. Perhaps the incumbent's 

performanco should be evaluated every five years, followed by 

?

L• 

?

Cont ...... 

iq/qI

his eew

rcn.accme ?

o he has the opprtunity Co step

c'c;

w.thct ciCcm evc:'y five years.

Irjree erphatiea1'.Y that all

opt cra1l

flflOe

EPB: