External Auditors and Audit Reports

Applies to: All Departments of the University of Michigan

 Policy Content:

I.   Background / Definition

Because of the diverse and complex nature of the university’s business, external audits are often conducted at various levels within the institution. External auditors are from outside the University instead of U-M’s own Audits Department. External auditors may include:



Applies to: All Faculty and Staff
PURPOSE: To provide definitions to terms used in Human Resource policies, procedures and practices.
ADDITIONAL COMPENSATION: Pay, whether in money or in-kind (awards, prizes, gifts, etc.), that is in excess of the base monthly salary or hourly rate of pay, inclusive of premiums and differential payments.  Overtime compensation is excluded.

Modified Duties for New Parents

Applies to: Professors, Associate Professors, and Assistant Professors
  1. Policy


    The purpose of this policy is to provide eligible faculty members with a period of time in which to adjust to the demands of parenting newly born or adopted children under the age of six.


Emeritus/Emerita Titles

Applies to: Regular and Clinical Instructional Faculty, Research Professors, Research Scientists, Librarians, Curators, and Archivists
  1. Policy

    Regular and clinical instructional faculty, research professors, research scientists, librarians, curators, and archivists may, upon retirement, be granted an emeritus or emerita title by the Board of Regents. (See also SPG 201.34-1 Classification and Appointment of Instructional Faculty.)


Special One-Year Tuition Non-Resident Tuition Differential Grant for Newly Recruited Faculty and Staff Whose Dependents Are Classified as Non-Residents

Applies to: Regular Faculty and Staff with the exception of those represented by a bargaining unit
  1. Policy

    Responsibility for determining a University of Michigan student’s eligibility to be classified as a resident for tuition purposes rests with the Residency Classification Office in the Office of the Registrar.


Tenure Probationary Period: Effects on Tenure Clock of Childbearing and Dependent Care Responsibilities

Applies to: Tenure-track Instructional Faculty
  1. Policy

    1. Childbearing

      In recognition of the effects that pregnancy, childbirth, and related medical conditions can have upon the time and energy a woman has to devote to her professional responsibilities and thus her ability to work at the pace or level expected to achieve tenure, a woman who bears one or more children during her tenure probationary period shall, upon written request to the relevant dean, or in the case of the Dearborn and Flint campuses, the relevant provost, be granted an exclusion of one year for each event of


Distinguished University Professorships

Applies to: Regular Full Professors
  1. Policy

    To recognize a Professor’s distinguished scholarly achievement and reputation and in accordance with the selection criteria defined below, the Board of Regents may appoint a limited number of Distinguished University Professors. The Board of Regents will make such appointments upon recommendation of the Provost and Executive Vice President for Academic Affairs (Ann Arbor campus) or the chancellor (Dearborn campus or Flint campus) and the President.


Seasonal Leave of Absence

Applies to: Regular staff with the exception of those represented by a bargaining unit
  1. Policy

    Employees or candidates for employment who desire continuous active employment for periods of less than a calendar year, may request a Seasonal Leave of Absence Appointment, that includes a prearranged period of inactive employment annually (e.g. summer). In addition, employing departments may structure positions as “Seasonal Leave of Absence Appointments” to accommodate recurring, predictable periods during which reduced staffing is needed.


Fitness for Duty

Applies to: All Faculty and Staff

    The University endeavors to provide a safe work place for the benefit of all members of the University community. This policy covers only those situations in which an employee is having observable difficulty performing his/her work duties in a manner that is safe for the employee and/or for his or her co-workers, or is posing an imminent and serious safety threat to self or others. This policy proscribes the circumstances under which an employee may be referred for a fitness for duty evaluation.