Process for Amending the Faculty Handbook

Academic Senate

Resolution: 01/02-09

[by Handbook Committee 5/2/02]

Procedure:

1. A motion should be typed or hand-printed.

2. A motion should first be offered to the Executive Board for review and advice on editing and parliamentary implications.

3. If changes are necessary, the motion should be recopied on another form. Amendments may be indicated in the margin or on the reverse of this form.

CHANGES TO THE FACULTY HANDBOOK

WHEREAS, certain handbook provisions governing faculty responsibilities and criteria for academic evaluation need improvement, specifically:

o section 3-2 (C) (faculty responsibilities) does not include some responsibilities cited in section 3-5 (A) (criteria for academic evaluation);

o section 3-5 (A) (criteria for academic evaluation) includes some responsibilities that belong more appropriately in section 3-2 (C) and is repetitious of other responsibilities already identified in section 3-2 (C);

o section 3-5 (B) (annual review and reappointment process) does not include reference to the standard process of a three-year review for probationary faculty:

BE IT RESOLVED THAT, the Academic Senate endorses the changes in Section 3-2 (C) and Section 3-5 (A) and 3-5 (B) of the Faculty Handbook, as specified below.

Resolution Number: 01/02-09	Motion by: Faculty Handbook Committee
Date: April 3, 2002	(No second required when moved by committee)
For consideration at the Academic Senate meeting on April 17, 2002
Action Taken: Passed with 15 Yes and 11 No

HANDBOOK SECTIONS AFTER PROPOSED CHANGES

§ 3-2 (C) Faculty Responsibilities

Although various groups contribute in different ways to the University's well being, it is the faculty -- and only the faculty -- who create and enhance the scholarly excellence of the University. Their importance to the intellectual life of the University and the community at large confers on them, individually and collectively, certain responsibilities to the institution, to their students, and to their respective disciplines.

Faculty discharge these responsibilities through teaching, research, and service. The average activity profile of a full-time tenure-track or tenured U.S.C. faculty member is approximately 35-45% each of teaching and research and 5-15% of service. Although actual percentages may vary depending on the needs of the faculty member's academic unit, it is expected that each tenured and tenure-track faculty member will make a significant contribution in each of the three areas of responsibility. Non-tenure-track faculty will have a different activity profile depending on the needs and expectations of the academic unit in which they serve. The specific nature of a faculty member's teaching, research, and/or clinical service to the University may be adapted in accordance with the demands of the specific academic unit and/or the terms of a particular faculty member's negotiated profile. The activity profile should be established through consultation between each faculty member and the dean or chair of the academic unit. Faculty members may pursue other professional activities as long as these endeavors do not detract from the faculty member's responsibilities to the University.

Teaching can include classroom and other instruction of undergraduate, graduate, professional and post-graduate students, academic advising, preparation, librarianship, and the direction of research. Faculty are expected to meet their classes, be accessible to their students through regularly scheduled and sufficient office hours, and provide grading of student work in a timely fashion. Each class is to be provided with a syllabus outlining goals, the course schedule, readings, requirements for research papers, a timetable for examinations, the method and criteria for grading, and the means by which students can contact the faculty member outside the classroom. Students in all classes, labs, and discussion sections should be given the opportunity to provide evaluation and suggestions through anonymous course assessment forms. Faculty are expected to teach courses that have been assigned to them by the department chair, after consultation with department faculty, on the basis of departmental or school needs.

Faculty in a clinical department are expected to perform responsibilities that have been assigned by the department chair, after consultation with the affected individual and a standing or ad hoc department faculty committee. Such clinical assignments shall be made on the basis of departmental needs and in accordance with the normal and customary requirements of the department.

Faculty are expected to engage in high quality, continuing research of a type appropriate for the field, discipline, or interdisciplinary area. Typically, the product of the research effort is publication or its counterpart in the visual and performing arts (performances, or exhibitions, and the like). Depending on the discipline, the research effort involves the supervision and mentoring of undergraduate students, graduate students, other faculty, and those occupying post-doctoral or other research positions. Similarly, depending on the field or discipline, research can include considerable effort in the writing of proposals or related endeavors to acquire outside funding as may be needed to conduct a faculty member's research. Participation in conferences, professional societies, and peer review panels are common activities. Ultimately, the results of research are expected to contribute to the scholar's national or international reputation.

Service includes effort on committees and other activities at the departmental level through the University level. Depending on the field or discipline, this effort may include work outside the University. It is expected that the service functions of the University will be carried out largely by tenured faculty members. Probationary tenure-track faculty and non-tenure-track faculty generally have a reduced role in service activities.

Teaching, clinical, and service assignments shall not be made for discriminatory or retaliatory reasons. Claims that assignments violate this or any other provision of the Faculty Handbook, other University policies, or provisions of law are subject to review through the grievance procedure, but contested teaching and clinical assignments shall be performed pending any such review.

§ 3-5 FACULTY EVALUATION AND PROMOTION

All faculty, tenured, tenure-track and non-tenure-track, are to undergo periodic review that occurs on an annual or multi-year schedule depending on the practices of the unit. Faculty evaluation and promotion shall be governed by the criteria and procedures identified in this section. Any review should include a response to inform the faculty member of the results, in writing if the faculty member so requests, and should invite the faculty member to respond (if so desired).

§ 3-5 (A) Criteria For Academic Evaluation

The primary criteria for appointment, retention, promotion, tenure, and merit salary increases are excellence and creativity in teaching and research, as each is defined in 3-2 (C) on Faculty Responsibilities. University and community service are supplementary criteria for academic evaluation. In addition, the academic needs of the academic unit shall be considered in discussions concerning faculty appointment, retention of non-tenured faculty, and tenure.

Outstanding performance in one primary criterion and solid performance in the other can constitute an appropriate basis for appointment, promotion, retention, and tenure. Differences in the factors contributing to excellence exist among disciplines. Styles of teaching and research, media of production or publication, and the public service obligations of faculty members vary widely.

Academic units are encouraged to develop, as needed, clarifications of the following particular to their field: (1) criteria for academic evaluation, (2) criteria for assessing contribution of teaching and research to the academic mission of the University, (3) relative weights given to criteria, and (4) types of evidence that are preferable and acceptable in appointment, retention, promotion, and tenure decisions. Where developed, such supplementary statements must be presented to the Provost for acceptance and subsequently published. Differing levels of qualification are required for appointment or promotion to the rank of associate professor and to the rank of professor.

The cognizant administrator shall provide each new faculty member with a copy of the established faculty policies and a copy of all published academic unit criteria for academic evaluation, relative weights given to criteria, and types of evidence that are preferable and acceptable in appointment, retention, promotion, and tenure decisions in that unit. The cognizant administrator shall discuss these standards and procedures with each new faculty member and advise him or her of the time of necessary reviews for renewal and/or the Tenure Decision Date. Each probationary faculty member shall, thereby, be given timely opportunity to assure adequate consideration.

§ 3-5 (B) Annual Review and Reappointment Process

Annual performance reviews of probationary faculty shall reflect their progress toward meeting and exceeding the minimum standards. Midway in the probationary period, generally in the third year, there should be a particularly thorough review of progress.

A notice of non-reappointment should not be confused with dismissal for cause. It is only required that the decision not to reappoint a probationary faculty member is neither arbitrary nor capricious, nor a violation of law.

When a recommendation or decision not to renew an appointment has first been reached, the faculty member involved shall be informed of that decision in writing by the cognizant dean or vice president. If the faculty member makes a request to that dean or vice president, he or she shall be advised in writing by that dean or vice president of the reasons that contributed to the decision not to reappoint. If the faculty member believes the reasons to be arbitrary or capricious or to constitute a violation of the law, he or she may file a grievance as provided for in Faculty Grievances.

TRACKING CHANGES FROM 2001 HANDBOOK

§ 3-2 (C) Faculty Responsibilities

Although various groups contribute in different ways to the University's well being, it is the faculty--and only the faculty--who create and enhance the scholarly excellence of the University. Their importance to the intellectual life of the University and the community at large confers on them, individually and collectively, certain responsibilities to the institution, to their students, and to their respective disciplines.

Teaching can include classroom and other instruction of undergraduate, graduate, ~~and~~ professional and post-graduate students, ~~and~~ academic advising, preparation, librarianship, and the direction of research. Faculty are expected to meet their classes, be accessible to their students through regularly scheduled and sufficient office hours, and provide grading of student work in a timely fashion. Each class is to be provided with a syllabus outlining goals, the course schedule, readings, requirements for research papers, a timetable for examinations, the method and criteria for grading, and the means by which students can contact the faculty member outside the classroom. Students in all classes, labs, and discussion sections should be given the opportunity to provide evaluation and suggestions through anonymous course assessment forms. Faculty are expected to teach courses that have been assigned to them by the department chair, after consultation with department faculty, on the basis of departmental or school needs.

Faculty are expected to engage in high quality, continuing research of a type appropriate for the field, discipline, or interdisciplinary area. Typically, the product of the research effort is publication or its counterpart in the visual and performing arts (performances, or exhibitions, and the like). Depending on the discipline, the research effort involves the supervision and mentoring of undergraduate students, graduate students, other faculty, and those occupying post-doctoral or other research positions. Similarly, ~~as each faculty member may~~ ~~deem appropriate and~~ depending on the field or discipline, research can include considerable effort in the writing of proposals or related endeavors to acquire outside funding as may be needed to conduct a faculty member's research. Participation in conferences, professional societies, and peer review panels are common activities. Ultimately, the results of research are expected to contribute to the scholar's national or international reputation.

~~All faculty, tenured, tenure-track and non-tenure-track, are to undergo periodic review that occurs on an annual or multi-year schedule depending on the practices of the unit.~~

§ 3-5 FACULTY EVALUATION AND PROMOTION

§ 3-5 (A) Criteria For Academic Evaluation

The primary criteria for appointment, retention, promotion, tenure, and merit salary increases are excellence and creativity in teaching and research, as each is defined in 3-2 (C) on Faculty Responsibilities [create hyperlink]. (1) teaching (including librarianship, preparation, advisement, and the direction of research); (2) scholarly research, professional activity, and publication (including performance, production, design, and exhibition). University and community service are supplementary criteria for academic evaluation. In addition, the academic needs of the academic unit shall be considered in discussions concerning faculty appointment, retention of non-tenured faculty, and tenure.

Outstanding performance in one primary criterion and solid performance in the other can constitute an appropriate basis for appointment, promotion, retention, and tenure. Differences in the factors contributing to excellence exist among disciplines. Styles of teaching and research, media of production or publication, ~~national standards adopted by scholarly and professional associations,~~ and the public service obligations of faculty members vary widely.

§ 3-5 (B) Annual Review and Reappointment Process