Employment Procedures and Regulations

  1. Faculty Recruitment and Searches

    The School supports the goals of equal opportunity and affirmative action in recruiting and in making appointments to the Faculty. Search Committees are appointed by the Director after consultation with the FAC and Faculty members in the specific area or discipline that will be conducting the search for candidates. Search committees include a student member selected by the Faculty serving on the search committee. Following the review of applicants and/or telephone interviews, the search committee recommends to the Director that at least two (2) and generally not more than three (3) candidates be invited to campus for an interview. Each candidate who is invited to campus for an interview will give a seminar presenting their research program before the School. After receiving all input from the interview process, the committee will confirm or deny the acceptability of candidates and provide a critique of positive and challenging aspects of those individuals found acceptable. It then makes its recommendation(s) to the Director who formulates his/her own recommendation and forwards both search committee’s and Director’s recommendation to the Dean for final action.

  2. Responsibility of the Faculty

    Each Faculty member is expected to contribute to the Program, School, Campus, College, and the University according to the terms and condition of his/her letter of appointment. Some Faculty members make their primary contribution in teaching while others emphasize research. High quality teaching and scholarly activity are expected of all Faculty members.

    Faculty members are expected to provide students with a syllabus which includes the subject matter to be covered in a course, a listing of assignments and/or reports, approximate dates of examinations, grading standards, attendance requirements, and other pertinent details of the conduct of the class. A Student Survey of Instruction (hereinafter “SSI”) is required in each course in each semester and will be conducted under the auspices of the Director pursuant to applicable University policies and procedures (Section IX of this Handbook). Probationary Faculty is expected to work with the School Director to identify at least one Faculty member each year to visit their class and evaluate their teaching performance. Supervision and direction of student research projects, master’s theses/projects, and/or dissertations (as appropriate to program offerings) and advising are part of the teaching function.

    Scholarly activity is expected of all Faculty members, although the extent and/or type of activity may vary with the terms of each Faculty member’s assignment and campus location. Faculty involved in research and a graduate program are expected to present evidence of their endeavors, which may include publications, proposals submitted for extramural funding, and dissemination of research in various venues as appropriate to the discipline. Activity in professional organizations and the training of graduate students is also generally expected.

    Service to the University is a responsibility of each Faculty member. Program, School, Campus, College, and University committee or task force membership is expected as a normal part of a Faculty member’s contributions. Special or outstanding service above and beyond that which is typical may be considered during the review of a Faculty member, but service alone will not reduce the expectations of quality teaching and scholarly activity. Public service is encouraged and recognized as a part of the professional responsibilities of each Faculty member, although contributions in this area can be expected to vary widely due to the nature of the various disciplines within the School.

    The Faculty of each academic program in the College is responsible for maintaining standards of high quality commensurate with the goal of excellence in all graduate and undergraduate programs. Faculty members in each program are employed by the University for expertise on curricular matters and; therefore, are best equipped to design, implement, and evaluate academic programs.

    The program faculties are responsible for academic standards and student affairs for their programs. They are expected to be well informed on matters of state and national accreditation standards, trends in their field of specialization, information regarding supply and demand, and particular issues or problems related to academic and student matters in their area. Further, program faculties are expected to relate effectively to other faculties within their School and the College. It is expected that program faculties will generate information about their programs for dissemination to colleagues and prospective students, will seek visibility and recognition for the quality of their program, and will pursue needed external funding to support their innovative efforts. It is also important that each program Faculty be well informed on School and College issues and provides input to decision making processes where the program Faculty has identified needs or a particular position. This role is viewed as good citizenship in the College, as well as beneficial to the quality of the program.

  3. Faculty Code of Ethics

    All members of the School Faculty are expected to maintain the highest ethical standards as teachers, scholars, university citizens, and colleagues. The University policy regarding Faculty code of professional ethics can be found in the University Policy Register (University Policy Register).

  4. Outside Employment and Other (Outside) Activities

    Faculty members may engage in professional activities outside the University provided the activities do not interfere with the Faculty member's teaching, research, and service responsibilities to the School, Campus, College or University (University Policy Register). These activities must not compete with University activity or the Faculty member’s employment with the University; and, must be approved in advance by the Director and the Dean. Each academic year, each Faculty member must disclose and seek approval for all outside employment or other outside activities on the form provided by the University. Any outside employment or other outside activities are subject to the Faculty Code of Ethics and the University’s conflict of interest policies (University Policy Register).

  5. Faculty Leaves

    All leaves, sponsored or unsupported, personal or professional, are subject to the approval of the Director, the Dean, and the Provost. University leaves include but are not limited to:

    • Research leaves
    • Leaves of absence without pay
    • Faculty professional improvement leaves
    • Research/Creative Activity appointments
  6. Faculty Absence and Travel Policy

    Faculty members who will be absent from campus for professional or personal reasons must submit a Request for Absence Form with the Director. The request should be made at least one (1) month prior to the planned absence and is subject to the approval of the Director and the Dean. Arrangements for any classes to be missed during the absence must be addressed to the satisfaction of the Director before approval will be granted.

    Attendance at professional meetings is encouraged and approved travel expenses incurred attending such meetings will be reimbursed when approved prior to travel according to the University's travel policies and subject to the availability of School funds. In general, greater amounts of support will be granted to meeting participants (i.e. those presenting a paper or chairing a session) than to Faculty members who simply attend professional meetings.

  7. Faculty Sick Leave

    The Director is responsible for keeping complete records of Faculty sick leave; however, Faculty members are also required to record their sick leave accurately on the University’s online system. Sick leave should be reported online within forty‐eight hours after an absence whenever possible.

  8. Academic Misconduct of Faculty

    The University policy regarding misconduct in research and scholarship and the Administrative policy and procedures regarding allegations and instances of misconduct in research and scholarship are included in the University Policy Register.

  9. Faculty Grievance and Appeal

    Informal Procedure. Any Faculty member who believes that he/she may have a grievance is strongly encouraged, before initiating a formal grievance or appeal, to talk with the Director about any issue(s) of concern. The Director may seek the advice and recommendation of individual Faculty members or Faculty advisory groups in seeking informal resolution of a dispute or complaint.

    Faculty grievances that are not directly related to the terms or conditions of employment and are not academic appeals are appropriately addressed within the School, whenever possible. The Director and/or Faculty members will initiate an informal dialogue with all parties involved in a dispute and strive to reach a resolution agreeable to all parties.

    Formal Procedure. Formal procedures for addressing grievances affecting the terms and conditions of employment of Faculty are described in the applicable Collective Bargaining Agreement. Disputes involving substantive academic judgments are subject to a separate academic appeals process governed by the applicable Collective Bargaining Agreement.

  10. Sanctions

    A sanction is a documented corrective action in response to a Faculty member's unsatisfactory performance of his/her duties and responsibilities as a member of the Faculty (“Sanctions for Cause” in the Collective Bargaining Agreement).