New to LPL

Is there a New Employee Orientation?

The University of Arizona offers various new employee orientations and trainings. For information about life at LPL, contact your supervisor, your administrative support staff, and Tara Bode in the Kuiper Business Office (Kuiper 339, 520-621-4497). LPL provides a New Employee Resource document, available from LPL Business Office forms

Orienting New Employees

Once a new employee is hired, an orientation partnership begins between the University and the employee to help the employee enjoy a successful and satisfying work/life experience.

An effective orientation should be on-going and not limited to the first few weeks of work. As a new employee, you should work closely with your supervisor and other colleagues in your unit or department to ensure that you have all the information and resources you will need to feel comfortable and prepared. A New Employee Checklist (PDF) is available to help you track your orientation progress.

As a new employee of the University of Arizona, there are many orientation activities available to assist you with your transition. This web page was designed to acquaint you with some of the formal orientation programs offered on campus.

What is Space Grant?

LPL is home to the Arizona Space Grant Consortium. Led by a statewide team of managers and affiliate representatives, Arizona Space Grant is part of The National Space Grant College and Fellowship Program, established by Congress in 1987. Space Grant contributes to the nation's science enterprise by implementing research, education and public service projects through a national network of university-based Space Grant consortia.

The specific objectives of the program are:

  • To establish a national network of universities with interests and capabilities in aeronautics, space and related fields;
  • To encourage cooperative programs among universities, aerospace industry, and federal, state and local governments;
  • To encourage interdisciplinary training research, and public-service programs related to aerospace;
  • To recruit and train professionals, especially women and underrepresented minorities, for careers in aerospace science, technology, and allied fields; and
  • To promote a strong science, math, and technology educational base from elementary through university levels.

The AZSGC mission is to expand opportunities for Americans to learn about and participate in NASA's aeronautics and space programs by supporting and enhancing science, and engineering education, research, and delivering high quality public education programs. Our goal is to integrate research with education to help build a diverse, scientifically literate citizenry and a well-prepared science, engineering and technology workforce. 

What is Teaching Teams?

The Teaching Teams Program provides dynamic resources for learning and instruction at the University of Arizona. Teaching Teams is university-wide program with a home base at the Lunar and Planetary Laboratory (LPL). Historically, Teaching Teams has served a variety of faculty and students at the University of Arizona because the Teaching Teams approach to learning, curriculum building, and instruction is easy to use, and is successful across disciplines. It is the oldest and largest program of its kind on campus. To learn more about the program and how to participate, go to:

What are the UA policies for Postdocs?

The Postdoctoral Resource Network provides resources for postdoctoral scholars at The University of Arizona. The Resource Network's goals are to foster community, to connect scholars with resources for career and personal development, and to serve as a framework for representation on campus and in the Tucson community.

What is the Faculty Annual Performance Peer Review?

The annual faculty review process is governed under Chapter 3 of the University Handbook for Appointed Personnel. For requirements, policies, and procedures, see descriptions under UHAP policy and Human Resources.

Each faculty member's performance will be evaluated in writing on a scheduled basis at least once every 12 months. The annual performance review will evaluate the faculty member's performance in his or her department or unit consistent with that unit's responsibilities, University and ABOR policies. Every annual review of teaching will consist of peer and student input, including student evaluations of faculty classroom performance in all classes, and other expressions of teaching performance.

Faculty members of the University are evaluated with respect to all personnel matters on the basis of excellence in performance. Annual performance reviews are intended:

  1. To involve faculty members in the design and evaluation of objectives and goals of their academic programs and in the identification of the performance expectations central to their own personal and professional growth;
  2. To assess actual performance and accomplishments in the areas of teaching, research, and professional service through the use of peer review;
  3. To promote the effectiveness of faculty members through an articulation of the types of contributions they might make that enhance the University;
  4. To provide a written record of faculty performance to support personnel decisions;
  5. To recognize and maximize the special talents, capabilities, and achievements of faculty members;
  6. To correct unsatisfactory ratings in one or more areas of responsibility through specific improvement plans designed to correct the deficiencies in a timely manner;
  7. For tenured faculty members, to fulfill ABOR-PM 6-201(H) post-tenure review; and
  8. For nontenure-eligible faculty members with multiple-year appointments (such as assistant, associate, or full clinical or research professors, or assistant, associate, or full professors of practice) to fulfill ABOR-PM 6-201(D)(4) and (D)(5) review for renewal.
What do I do if I experience/witness discrimination or harassment?

The University of Arizona is committed to creating and maintaining a work and learning environment that is safe, inclusive and free of discriminatory conduct prohibited by the Nondiscrimination and Anti-harassment Policy. The Office of Institutional Equity (OIE) leads efforts to promote and uphold this policy and its goals, foster equity and opportunity, strengthen relationships across diverse groups, and support a campus culture of equality for all members of the University community.

Refer to the OIE web site for traning and outreach, policies and procedures, and reporting and complaint investigations.

What is Threatening Behavior and how do I address it?

Threatening Behavior is Prohibited. “Threatening behavior” means any statement, communication, conduct or gesture, including those in written form, directed toward any member of the University community that causes a reasonable apprehension of physical harm to a person or property. A student can be guilty of threatening behavior even if the person who is the object of the threat does not observe or receive it, so long as a reasonable person would interpret the maker’s statement, communication, conduct or gesture as a serious expression of intent to physically harm.

Review the university policy and procedures for mandatory reporting of threatening behavior.

What is Disruptive Student Behavior and how do I address it?

Disruptive Behavior is conduct that materially and substantially interferes with or obstructs the teaching or learning process in the context of a classroom or educational setting.

Review the policies and guidelines available from the Dean of Students.

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