Updated Content Type
1.3 Standing Committee System of the Faculty and its Senate |
GENERAL EDUCATION, COMMITTEE ON This committee shall consist of 16 members, including the Provost or designee; a representative The faculty representatives will be different from faculty members serving on the Undergraduate The chairperson of the Committee may request the appointment of |
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2.2 Academic Organization & the Roles of Academic Officers |
Department chairpersons (and School Directors) are appointed by the President and Provost for five-year terms upon the recommendation of the college dean. These appointments are renewable for like periods. The advice of a majority of the faculty, by a formal vote of the faculty, within the department or school is required for the appointment or reappointment of the chairperson or school director. After the conclusion of the formal vote of the faculty, the numerical result(s) of the |
1.1 Constitution of the Faculty of the University of Delaware |
SECTION IX: This constitution may be amended in a meeting of the University Faculty by a two-thirds vote of a quorum of the faculty, conducted either in person or by such virtual or electronic means as the Senate shall establish for voting
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INSTRUCTIONAL, COMPUTING AND RESEARCH SUPPORT SERVICES, COMMITTEE ON This committee will advise the Senate on policies, practices and needs for educational resource facilities and computer technology. Working with the Vice President for Information Technologies, the Director of the Library, and other individuals or units as appropriate, this committee will submit recommendations and reports to the Executive Committee of the Faculty Senate. The Committee on Instructional, Computing and Research Support Services shall consist of one faculty member from each of the colleges of the University, one of whom shall be appointed as chairperson by the president of the Faculty Senate; an undergraduate student; a graduate student; a designee of the Director of the Library; a designee of the Director of the Office of Educational Technology; a designee of the Director of Professional and Continuing Studies; a designee of the Center for Teaching and Assessment of Learning; and a designee of the Vice President for Information Technologies. |
4.3.6 Categories of Faculty Activity |
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4.2.5 Sexual and Other Unlawful Harassment |
Revision to section: If the Vice President for Administration, after deliberating with the parties named in paragraph one above, finds that there has been a violation of this policy, corrective action will be promptly taken. This may include one or more of the following actions depending on the severity of the offense:
Formal Redress: A more formal means of redress from sexual or other unlawful harassment may also be sought through grievance procedures, as described below. For faculty, a complaint may be brought before the Faculty Senate Committee on |
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4.2.4 Disruptive Behavior |
Revision to paragraph: With respect to specific enforcement of the general policy against disruptive behavior, any faculty member so charged shall be entitled to a hearing before the Faculty |
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4.1.15 Terminations and Non‐Renewals |
Terminations: A clear understanding of the terms of the contract between the faculty member and the University is a prerequisite for a harmonious relationship. Within the terms of his or her contract, a faculty member at the University of Delaware is assured that an appointment will be terminated only for adequate cause-- incompetence, gross irresponsibility, or moral turpitude--except for termination caused by extraordinary financial circumstances. Faculty members shall be terminated for cause only after being afforded a hearing before the Senate Committee on In the case of termination for cause, the burden of proof in the proceedings rests with the party or parties bringing the charge. In the case of proposed termination for moral turpitude, faculty members may be temporarily suspended in the event that their continued presence at the University would constitute a clear and present danger to the health, morals, or safety of members of the University community until the final decision is rendered. Termination for cause shall become effective after one year's notice of the final decision to terminate; however, the effective date for termination involving gross irresponsibility or moral turpitude may be immediate. Nonrenewals: Proposals for the nonrenewal of continuing faculty members' contracts, and the reasons for them, shall be reviewed by the faculty or an appropriate group of the faculty of the departments/units concerned. The written recommendation resulting from such review shall be taken into consideration by all the administrative officers concerned before a final decision is made. Continuing faculty members shall be given notice in writing of the decisions and the reasons for them. In the event of a decision not to renew, the faculty member shall have an opportunity to request a timely reconsideration by the appropriate decision-making body or person. A faculty member who alleges that academic freedom has been violated by the decision- making body or person, or that the decision-making body or person did not give adequate consideration to the circumstances, may petition the appropriate faculty committee. Notice of nonrenewal shall be given in accordance with the following standards recommended by the Faculty Senate and approved by the administration.
In case of persons not previously employed by the University, both the service and the salary shall forthwith terminate regardless of the rank or titles held. The President of the University shall be permitted to omit at his or her discretion the above statement from the contracts of such faculty considered as regular members of the faculty whose salaries are paid in part from sponsored research. Mediation and Hearing of Complaints by the Committee on Before bringing a dispute before the Committee by lodging a complaint, a faculty member is expected to have exhausted all other reasonable means of resolving the dispute. Such reasonable means will usually include discussions with the faculty member's department Chairperson and/or college Dean. Procedures for mediating and hearing complaints are detailed in "Mediation and Hearing Procedures," approved by the University Faculty Senate, April 6, 1992, available in the Faculty Senate Office. A flow chart summarizing the complaint process is attached to those procedures. The purpose of the procedures is the resolution of disputes in a fair and collegial manner. An important feature of the Committee's procedures is to encourage the resolution of disputes by mediation, without resort to a formal hearing. If a formal hearing becomes necessary, all parties to the dispute are required to attend that hearing, and to participate honestly and fully. After the hearing, the Committee shall write an opinion which shall include its conclusions about the dispute and any remedies the Committee may recommend. This opinion shall be advisory to the University Provost, who has final authority in the disposition of all complaints. In addition, the Committee may recommend to the University Provost revisions in or additions to portions of University policy relevant to the dispute. Ultimate authority for its committees is vested in the Senate, which therefore has responsibility to oversee committee operations and modifications in committee procedures. The Committee on |
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4.1.14.11 Emergency Involuntary Leave of Absence with Pay |
The University of Delaware seeks to protect the safety of its students, faculty, and staff. At the same time the University seeks to preserve and respect the academic freedoms necessary for the intellectual life of a university. In striking the appropriate balance between these interests, the University recognizes the importance of establishing a procedural framework that respects the right of faculty members to receive attention and care for limited periods of time without foregoing their salaries or incurring reputational harm. Except as provided in this policy, the Vice President shall not be permitted to suspend a faculty member for non-disciplinary reasons unless the faculty member is given a prior opportunity to contest the action through the filing of a complaint with the Faculty Senate Committee on
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1.3 Standing Committee System of the Faculty and its Senate |
This committee is charged to develop and review general policies in the areas of reappointment, dismissal, faculty evaluation and appraisal, academic freedom and other areas of personnel policy and conditions of faculty employment, and to prepare recommendations concerning such policies for transmission to the Trustees through the faculty or its Senate, and through the President of the University, in accordance with Trustee Bylaws. This committee is charged with jurisdiction over faculty complaints which are not grievances as defined in the Collective Bargaining Agreement. Procedures for mediation and hearing of complaints are detailed in the
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1.2 Bylaws and Regulations of the University Faculty Senate |
Committee reports are received (filed by being placed on the agenda). Following reception, the report may be adopted (endorsed) or recommendations for implementation may be made. Adoption of recommendations for implementation would adhere to prescribed rules of order. (This would include a motion to adopt or implement, cf. the latest edition of Robert's Rules of Order |
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1.2 Bylaws and Regulations of the University Faculty Senate |
The agenda of every regular Senate meeting shall include |
1.3 Standing Committee System of the Faculty and its Senate |
The Committee on International Studies shall evaluate The Committee shall consist of a total of 10 members, including seven faculty, one provost representative, one undergraduate student and one graduate student. |
3.1.13 Student Class Attendance and Excused Absences |
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3.1.1 Freedom of Inquiry and Expression |
The freedoms of inquiry and expression are vital to the educational mission of the university; and are central to shared governance, and the discovery and dissemination of knowledge. Consequently, m Members of the University Community are allowed to invite, to hear, and to see speakers, creative performers, and artistic presentations of their own choosing. Guest appearances must not interfere with the University's regular instructional, research, and service programs. Except for ceremonial occasions, invited speakers and Invited speakers and The institutional control of campus facilities is not to be used as a device of censorship. Sponsorship of guest speakers and |
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3.4 Academic Program Review |
New paragraph added: It is crucially important that all faculty members in an academic unit be able to verify easily all information about their own achievements in scholarship and those of their colleagues before such information is used to evaluatetheir academic unit. Therefore, neither Academic Analytics nor any other database which is not readily accessible by all faculty members at the University of Delaware shall be used in the evaluation of academic units, including as a component of the data used during an Academic Program Review process (3/2019) |
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4.4.18 Temporary Covid Related Changes |
A one-year extension to the tenure/contract clock is granted to all tenure track faculty and continuing track faculty |
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4.4.18 Temporary Covid Related Changes |
In response to the COVID-19 pandemic of 2020 and 2021, the following changes to the Promotion & Tenure policies apply:
A one-year extension to the tenure/contract clock is granted to all tenure track faculty and continuing track faculty who are in their probationary period as of the 2019-2020 or 2020-2021 academic years. This extension will also affect the timing of 2- and 4-year reviews for contract renewal. Faculty members can elect to opt out of this one-year extension and undergo peer review and apply for promotion and tenure on their original contract schedule. To opt out, a faculty member must notify the department chair in writing and before the next scheduled review that they wish to continue on their original clock. This universal extension does not affect a faculty member’s eligibility to exercise “Stop-the-Clock” options; rather, it is in addition to those.
Through the 2028-2029 academic year, all faculty members are required to include a “COVID Impact Statement” in their dossiers for peer reviews and promotion and/or tenure reviews. The purpose of the statement is to provide reviewers the information they need to perform a fair, contextual review; faculty members should not feel compelled to divulge personal information that they would prefer to keep private. The COVID Impact Statement is separate from the required workload statement and the conventional candidate statement. Candidates are encouraged to describe both negative and positive impacts they have experienced as a result of the pandemic. The statement should identify impacts that help reviewers to understand how COVID-19 influenced their work, both in terms of the impacts on their workload, as well as unexpected opportunities and challenges. If a candidate believes that there was no discernible impact, the candidate can use the statement to indicate that. Guidance for Writing Your COVID Statement The goal of the COVID statement is to give faculty members an opportunity to formally contextualize the impact of the pandemic on their work productivity across the areas of research, teaching, and service. This statement is not meant to replace language that discusses your accomplishments as references to COVID may make sense as you write-up other parts of your dossier. Below are some prompts to consider in writing your COVID statement. These prompts are not prescriptive; you can consider them or not.
delivery?
meet current service obligations?
Letters to external peer reviewers should include the following language: During the period from the beginning of the Spring 2020 term to the end of the Summer 2021 term, the Covid pandemic may have affected the candidate’s teaching, service, and research record. We ask you to also recognize that not all candidates may have been affected the same way and to consider the particular circumstances that may have affected this candidate. Please consider those circumstances when evaluating the candidate’s contributions from this period. It is important to note two procedural adjustments made due to the pandemic. Please do not negatively view any candidate for exercising these options: a. All faculty members had their tenure/contract clocks automatically extended by an additional year. Individual faculty members retained the right to opt out of this extension. b. Faculty are not required to present results from student evaluations of teaching from the Spring 2020 through Summer 2021. They are, however, expected to provide evidence of teaching quality from that period. |
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3.1.4 Examinations and Tests |
3.1.4 Examinations and Tests Faculty exercise academic judgment in determining appropriate methods of evaluation in courses. However, the University sets the academic calendar and includes an examination week as the final week in a semester. Except in unusual circumstances, faculty are expected to use the examination week for evaluation and instructional purposes. Faculty should give the last examination in a course during that week according to the printed schedule issued by the Registrar’s Office. Courses following very different instructional and evaluation formats (e.g., clinical experience, individual research, laboratory or student teaching) will not be restricted in this regard. If unusual circumstances exist, the department chair or dean will be informed of the method and timing of the final course assessment. Because the University does not operate with a formal honor system, faculty are responsible for proper monitoring of examinations and tests. To minimize conflicts for students with other scheduled University courses and activities, a required examination, test or quiz (excluding make-up examinations for individuals and regularly scheduled final examinations) may be given only during regularly scheduled class or laboratory hours associated with that course, with the sole exception of common examinations given for multi-section courses when these various sections have different scheduled meeting times. For these permissible common examinations, the following will apply: Common examinations will be scheduled only on Monday through Friday from The Registrar's office will In the few instances where it may be necessary for a student to schedule a course in conflict with a common examination, the instructor of the single section course will treat the student's absence from class on that day as excused. Absences due to athletic participation or other extracurricular activities in which students are official representatives of the University will be recognized as excused when the student informs the instructor in writing during the first two weeks of the semester of these planned absences for the semester. Absences due to similar events that could not have been anticipated earlier in the semester will be recognized as excused absences upon advance notification of the instructor by an appropriate faculty advisor or athletic coach. No examination, hourly examination, test, or quiz counting for 25 percent or more of the semester's grade for any class (except laboratory exams) shall be given during the last five class days of any regular semester. There shall be a break of at least 24 hours, designated Reading Day(s), at the beginning of Finals Week. No required examinations, tests, or quizzes may be given on Reading Day(s), to allow students to review for upcoming finals and to complete projects. Additionally, no student can be required to take any examination, test, or quiz on Reading Day(s). (Rev., Fac. Senate, 11/1/93; applicable only to Spring and Fall semesters beginning Spring '94; rev. Faculty Senate 5/3/99)
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3.1.6 Course Scheduling, Cancellation and Assignments |
The University's Academic Calendar in fall and spring semesters will normally contain 68 instructional days followed by a final examination period of at least 6 days. In years when the holiday calendar makes this impracticable, the length of the semester may be reduced to a minimum of 65 days. The Registrar's Office will make all reasonable efforts to maximize the number of instructional days. (Rev. 9/12) Weekly Timetable
The University’s weekly class schedule consists of the following standard meeting patterns:
Monday/Wednesday/Friday Tuesday/Thursday Period 1 08:00 a.m. – 08:50 a.m. 08:00 a.m. – 09:15 a.m. Period 2 * 09:05 a.m. – 9:55 a.m. * 09:30 a.m. – 10:45 a.m. Period 3 * 10:10 a.m. – 11:00 a.m. * 11:00 a.m. – 12:15 p.m. Period 4 * 11:15 a.m. – 12:05 p.m. * 12:30 p.m. – 01:45 p.m. Period 5 * 12:20 p.m. – 01:10 p.m. * 02:00 p.m. – 03:15 p.m. Period 6 * 01:25 p.m. – 02:15 p.m. 03:30 PM – 04:45 p.m. Period 7 * 02:30 p.m. – 03:20 p.m.
Period 8 03:35 p.m. – 04:25 p.m.
* Peak Times
Monday/Wednesday, Wednesday/Friday, Monday/Friday Tuesday/Thursday Periods 1 & 2 *08:40 a.m. – 09:55 a.m.
Period 8* 03:35 p.m. – 04:50 p.m.
Period 9 05:00 p.m. – 06:15 p.m. 05:00 p.m. – 06:15 p.m. Period 10 06:30 p.m. – 07:45 p.m. 06:30 p.m. – 07:45 p.m.
Alternate 3-hour meeting pattern for courses meeting one day per week Period 9-10 05:00 p.m. – 08:00 p.m. Period 11 06:00 p.m. – 09:00 p.m.
Departments are encouraged to follow this weekly schedule as much as possible to insure efficient use of classroom space. Classes scheduled within these parameters will be assigned to classroom space before those that are scheduled ‘off sequence.’ Course Scheduling Guidelines are as Follows: Due to the limited availability of classrooms at certain times, the following guidelines apply: Meeting patterns:
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3.1.13 Student Class Attendance and Excused Absences |
Religious Holidays: It is the policy of the University of Delaware not to cancel classes on religious holidays. However, students and faculty are encouraged to exercise their own judgment pertaining to their attendance on religious holidays. (Rev. 12/2020, 2/19/21) In addition, faculty are encouraged not to schedule examinations or require the submission of special assignments on the following days: the evening before as well as the first two days of Rosh Hashanah, Absences on religious holidays listed in University calendars are recognized as excused absences. Nevertheless, students are urged to remind the instructor of their intention to be absent on a particular upcoming holiday. (Rev. 12/2020, 2/19/21)
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3.1 Instructional Program Policies |
Student Class Attendance and Excused Absenses By action of the University faculty, the responsibility for defining attendance expectations is left to the individual faculty member, subject to the guidelines given below. Thus, it is of great importance that early in each course the instructor makes clear to Inclement Weather: In inclement weather, when classes Religious Holidays: It is the policy of the University of Delaware not to cancel classes on religious holidays. However, students and faculty are encouraged to exercise their own judgment pertaining to their attendance on In addition, faculty are encouraged not to schedule examinations or require the submission of special assignments on the following days: the evening before as well as the first two days of Rosh Hashanah and Yom Kippur in the fall term, Good Friday and the evenings before and the first two days of Passover in the spring semester. To facilitate planning for the potentially large number of absences on these days the University shall include the dates of these holidays in the academic calendar. Adjacent to each of these dates the academic calendar will include a reminder to consult the University policy on excused absences. The academic calendar will also include a link to a website that maintains interfaith calendars of primary sacred times for world religions. As retrieved on March 21, 2011, the address for this site is: http://www.interfaith-calendar.org. Absences on religious holidays listed in University calendars are recognized as excused absences. Nevertheless, students are urged to remind the instructor of their intention to be absent on a particular upcoming holiday. Athletic Participation: Serious Illness/ Death in the Family: Absences due to serious illness or death within a student's family, or other serious family emergency, are recognized as excused absences. To validate such absences, the student should present evidence to the Dean's Office of Absences due to serious personal illness (e.g., hospitalization, surgery, mental illness, or protracted medical illness or convalescence) shall also be recognized as excused absences. To validate such absences, the student should present evidence of the illness to the Dean's Office of Minor Illness: For relatively minor, short-term impacts on the health and wellness of students (e.g., colds and flu Military Duty: Absence due to short-term military duty in the National Guard or active reserve is recognized as an excused absence. To validate such an absence, the student should present evidence to the Dean's Office of Students are not to be penalized if absent from an examination, lecture, laboratory, or other activity because of an excused absence. However, students are fully responsible for all material presented during their absence, and faculty members are encouraged to provide opportunities, when feasible, for students to make up examinations and other work missed because of an excused absence. Authority for excusing all class absences rests with the instructor, subject to the abovementioned guidelines. (Rev. 4/87; 3/95; 5/99; 4/10, approved at 5/11 senate meeting, 12/20) |
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1.3 Standing Committee System of the Faculty and its Senate |
LIBRARY COMMITTEE This committee shall consist of the Vice Provost for Libraries and Museums; one faculty member from each of the EDUCATION, COORDINATING COMMITTEE ON This committee shall oversee the broad educational affairs of the University in a larger context and will provide liaison and coordination among the various educational committees of the Senate and the Office of the Provost. It will examine educational proposals presented by other Senate committees and will provide leadership for University-level educational initiatives, which may include initiating proposals to be considered by the Senate. It shall survey academic impacts, weaknesses and strengths. It will help formulate and assess educational policies and practices and make recommendations. It will review the academic calendar proposed by the Provost’s Office. It will consult with the Senate Budget Committee to assess the financial impact of academic proposals and initiatives as appropriate. (Rev 5/2016) (Rev. 12/2020 |
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3.1.13 Student Class Attendance and Excused Absences |
By action of the University faculty, the responsibility for defining attendance expectations is left to the individual faculty member, subject to the guidelines given below. Thus it is of great importance that early in each course the instructor make clear to each student what attendance expectations are, and how absences due to "relatively minor" illnesses, as described below, are to be communicated. The use of the syllabus to list attendance expectations and means of communicating about illnesses is recommended. In order to be in compliance with Federal financial aid regulations, the University requests that the instructor of record for each course identify, to the registrar's office, individual students who have never attended class or participated in any class activities by the last day to register or add courses each term. (Rev 11/18) In inclement weather, when classes have not been cancelled, students should notify their faculty promptly if they are unable to attend class, as described in the policies on Holding Classes and Inclement Weather. It is the policy of the University of Delaware not to cancel classes on religious holidays. However, students and faculty are encouraged to exercise their own judgment pertaining to their attendance on these days. In addition, faculty are encouraged not to schedule examinations or require the submission of special assignments on the following days: the evening before as well as the first two days of Rosh Hashanah and Yom Kippur in the fall term, Good Friday and the evenings before and the first two days of Passover in the spring semester. To facilitate planning for the potentially large number of absences on these days the University shall include the dates of these holidays in the academic calendar. Adjacent to each of these dates the academic calendar will include a reminder to consult the University policy on excused absences. The academic calendar will also include a link to a website that maintains interfaith calendars of primary sacred times for world religions. As retrieved on March 21, 2011, the address for this site is: http://www.interfaithcalendar.org/ Absences on religious holidays listed in University calendars Absences on religious holidays not listed in University calendars, as well as absences due to athletic participation or other extracurricular activities in which students are official representatives of the University, shall be recognized as excused absences when the student informs the instructor in writing during the first two weeks of the semester of these planned absences for the semester. Absences due to similar events which could not have been anticipated earlier in the semester will be recognized as excused absences upon advance notification of the instructor by an appropriate faculty adviser or athletic coach. Absences due to serious illness or death within a student's family, or other serious family emergency, are recognized as excused absences. To validate such absences, the student should present evidence to the Dean's Office of his or her college. The Dean's Office will then provide a letter of verification to all of the student's instructors for the term. Absences due to serious personal illness (e.g., hospitalization, surgery, mental illness, or protracted medical illness or convalescence) shall also be recognized as excused absences. To validate such absences, the student should present evidence of the illness to the Dean's Office of his or her college. Supportive evidence will be provided on the student's request by the Student Health Service directly to the respective Dean. Students who experience long-term absences of a week or more should consult with their Assistant Dean; in such cases, it may be possible to negotiate with faculty for the opportunity to take an incomplete grade, or a withdrawal may be more prudent. The student's Assistant Dean will give guidance in these matters. For relatively minor, short-term impacts on the health and wellness of students (e.g., colds and flu Absence due to short-term military duty in the National Guard or active reserve is recognized as an excused absence. To validate such an absence, the student should present evidence to the Dean's Office of his or her college. The Dean's Office will then provide a letter of verification to all of the student's instructors for the term. Students are not to be penalized if absent from an examination, lecture, laboratory, or other activity because of an excused absence. However, students are fully responsible for all material presented during their absence, and faculty members are encouraged to provide opportunities, when feasible, for students to make up examinations and other work missed because of an excused absence. Authority for excusing all class absences rests with the instructor, subject to the abovementioned guidelines. (Rev. 4/87; 3/95; 5/99; 4/10, approved at 5/11 senate meeting) |
1.3 Standing Committee System of the Faculty and its Senate |
General Education This committee shall recommend academic policies and standards for the General Education Program. It shall evaluate on a regular basis the implementation of the General Education Initiative and its goals. It shall also have the ability to develop and recommend new general education initiatives and to bring forward resolutions seeking to improve the ways in which the University fosters the goals of general education. This committee shall consist of The faculty representatives will be different from faculty members serving on the Undergraduate Studies Committee, and they will be selected by the Committee on Committees and Nominations (COCAN). These representatives will serve two year terms, and they may be reappointed. One of the faculty representatives will be designated chairperson of the committee by COCAN. The chairperson of the Committee may request the appointment of up to two additional representatives of administrative offices (such as Admissions, Service Learning, Center for Teaching Effectiveness, Career Services, etc.) if such appointments would assist the committee in developing or evaluating particular general education initiatives. These additional representatives shall not have voting privileges. |
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1.3 Standing Committee System of the Faculty and its Senate |
Budget Committee The University Faculty Senate Budget Committee is charged with the responsibilities of
This committee is authorized to confer with other Senate committees and with University budget personnel as appropriate. The Committee shall consist of seven faculty, the majority of whom shall be tenured. Faculty shall be from at least (FS Rev. 12/2013) (Rev 11/2020) Diversity and Inclusion The committee shall consist of |
4.4.2 Mentoring for Faculty Promotion & Tenure |
All instructors/assistant professors are entitled to receive formal mentoring to support an orderly and timely progression to promotion. Each Department and/or College shall maintain a formal mentoring protocol using available resources that is regularly appraised and updated for effectiveness. Chairs should consult with each assistant professor (mentee) in their unit to mutually identify a senior faculty mentor other than the chair. The minimum standard is one assigned mentor. The effectiveness of the mentor-mentee pairing should be evaluated by the faculty members at the end of each academic term. The main focus of formal mentoring is to support the mentee’s familiarity with departmental and institutional culture, timelines, and interpretation of policies and departmental practices. Formal mentoring begins as early as possible, once a faculty member accepts the position; it becomes especially important surrounding career development opportunities such as workload planning, learning about the cultural aspects of promotion and appraisal, etc. There should be regular formal meetings of the mentor and mentee, ideally several times a semester but at minimum once per semester. The mentor should be recognized by the chair for this service during appraisal and review. mentoring plan shall include formal mentoring protocols to provide advice for Associate Professors to support their advancement and growth. (Dec 2018) |
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3.4 Academic Program Review |
The Academic Program Review (APR) provides academic departments and programs with the opportunity to assess the quality of their teaching, research, and service/engagement activities, as appropriate for the department and/or program. Further, the APRs evaluate the effectiveness of their use of resources and determine their progress toward meeting the unit’s, college’s, and University of Delaware’s goals. If a department or program regularly undergoes an accreditation process, that accreditation can simultaneously be used to fulfill the department or program APR requirement. If all three areas are not addressed in the accreditation, the program or department must meet that requirement independently of the accreditation report. The APR process includes both self-study and external review. It encourages planning within the unit and can strengthen the connection between the planning agendas and practices of individual units with those of their college and the university as a whole. Broadly, departments and programs may use APR’s to improve their function via:
Academic Program Review (APR) is a function of the Office of the Provost in conjunction with the University Faculty Senate and is coordinated by the deputy provost for academic affairs. The provost and the Faculty Senate must jointly select units for review. Units are scheduled to be reviewed once every seven years. The review process should be collaborative with frequent conversations between the department, college, and the Office of the Provost. The deputy provost for academic affairs, in conjunction with the Faculty Senate Academic Priorities and Presidential Advisory Committee, will keep a master list of units to be reviewed. The master list will be maintained and updated in a directory shared with the Office of Institutional Research and Effectiveness and will also be posted on the Office of the Provost website. Prior to the beginning of each fall and spring semester, the Office of Institutional Research and Effectiveness confirms with the unit leader and the dean of the appropriate college their participation in the self-study in the following semester. The Office of the Provost website (LINK) will maintain guidelines on the recommended process which academic departments and programs should follow. It will be the responsibility of the Office of the Provost in conjunction with the Faculty Senate’s Academic Priorities and Presidential Advisory Committee (APPA) to review these recommended procedures every two years. Other Faculty Senate responsibilities will also include: 1) The Committee on Committees and Nomination will select one reviewer from the University of Delaware Faculty, 2) Within 30 days of the Provost’s receipt of the external reviewers’ report, APPA will receive and review the document and provide a written report to the Provost, and 3) after the Provost receives the external reviewers’ report and response letters (including the APPA letter), he/she may schedule a meeting with APPA once a semester to review the reports (with emphasis on academic program assessment) and provide any independent recommendations. |
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1.3 Standing Committee System of the Faculty and its Senate |
UNDERGRADUATE STUDIES, COMMITTEE ON This committee shall review and consider matters relating to undergraduate education and shall receive, and may stimulate and originate, proposals for its development. This committee may initiate and shall consider and formulate specific recommendations to the colleges or to the Faculty Senate on undergraduate curricular changes and interdepartmental programs. It shall have the power to act on the alteration, addition or deletion of individual undergraduate courses recommended by college committees which do not involve curricular revision, in each case consulting the deans and department chairpersons concerned, and to delegate this authority to the individual colleges and Office of the University Registrar as it deems appropriate. It shall, further, review the academic standards of the several undergraduate colleges and review and prepare recommendations concerning procedures of undergraduate advisement. This committee shall have the responsibility for setting policies concerning academic deficiency. This committee shall receive and review for policy consideration from the Undergraduate Records and Certification Committee an annual summary report of its activities. This committee shall recommend, for final determination by the Faculty Senate, the undergraduate educational and academic admission policies, and, in consultation with the Committee on Undergraduate Records and Certification, the policies of academic standing of undergraduates. The committee shall advise the Associate Provost for Admissions and Financial Aid, the Assistant Vice President for Counseling and Student Development, and the University Registrar in implementing these policies. This committee shall consist of the University Provost or |
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1.3 Standing Committee System of the Faculty and its Senate |
GRADUATE STUDIES, COMMITTEE ON This committee shall review and consider matters relating to graduate education and shall receive, and may stimulate and originate proposals for its development. This committee shall formulate, for determination by the Faculty Senate, the policies for admission to graduate study. It shall have the power to act on the alteration, addition or deletion of individual graduate courses recommended by college committees and to delegate this authority to the individual colleges, Office of the University Registrar, or Office of The Faculty Senate Committee on Graduate Studies shall periodically request The Graduate Studies Committee shall, at its own discretion prepare its own recommendations pertaining to graduate education at the University of Delaware On the recommendation of the
The Chairperson of the Graduate Studies Committee shall be selected by the Committee on Committees and Nominations, and shall be confirmed by the Senate for a two-year term. Nominations for this position shall be taken from a register maintained by the Faculty Senate Office of persons who have served at least one previous term of membership on the Graduate Studies Committee. (Rev.
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1.1 Constitution of the Faculty of the University of Delaware |
Each Unit, with the exception of the Graduate College and Honors College, shall elect a number of senators equal to the whole number part of the ratio of fifty (50) times the number of voting faculty (defined in the Constitution, Section III, Item 2 above) for that Unit to the number of such voting faculty of the University, with the added proviso that each Unit shall be granted at least two (2) senators. Should application of this recipe yield other than fifty (50) elected senators, the Senate shall review and approve recommendations to adjust this total to yield fifty (50). (Rev. Fac. Sen. 9/15/97) |
1.2 Bylaws and Regulations of the University Faculty Senate |
16. Emergency Academic Regulations On rare occasions, a significant disruption to the University of Delaware could occur, causing a temporary suspension of classes or extended closure of the University preventing academic work from progressing normally. This could occur for reasons such as a state of emergency declaration from the Governor’s Office, a natural disaster, civil unrest, pandemic illness, or other unforeseeable events. In the event of a significant disruption of academic activities during a University of Delaware’s academic session, the University Provost, acting in consultation with the University Faculty Senate Executive Committee, shall convene an Emergency Academic Regulations Task Force to consider whether or not temporary emergency academic policies are needed. The Task Force will be co-chaired by the Provost (or designee) and the President of the Faculty Senate (or designee). The Task force must include the chairs of the Committees on the Undergraduate Studies and Graduate Studies, the President (or designee) of the University of Delaware Chapter of the American Association of University Professors. Additional members may include student, faculty, and Dean representatives, as well as representatives from the Registrar's office, Student Life, and Student Financial Services, and other relevant representatives. Examples of temporary measures may include changes to the academic calendar, registration, assignments and examinations, teaching format, grades, teaching evaluations, procedures for accepting theses, awarding of degrees, and modifications to the schedule for promotion and tenure (See FacultyHandbook 1.2). All Task Force temporary recommendations that will affect the Faculty Handbook and Course Catalog must be considered and voted on by the Faculty Senate. The Task Force shall submit formal resolutions for immediate Faculty Senate discussion and vote. If the Senate Executive Committee determines it is not practicable for the Senate to consider the resolutions (in a timely fashion or a quorum is not reached), the Senate Executive Committee shall act on the Senate’s behalf. Any temporary measures approved by the Senate or the Senate Executive Committee shall be in force for the current academic term only. |
4.4.10 Promotion Process Schedule |
Appeals are possible at every level (see Section 4.4. |
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2.3 Academic Units & University‐wide Offices |
There are seven colleges in the University that administer academic degree programs. |
3.1.13 Student Class Attendance and Excused Absences |
Absences due to serious personal illness (e.g., hospitalization, surgery, mental illness, or protracted medical illness or convalescence) shall also be recognized as excused absences. To validate such absences, the student should present evidence of the illness to the Dean's Office of his or her college. Supportive evidence will be provided on the student's request by the Student Health Service directly to the respective Dean. Students who experience long-term absences of a week or more should consult with their Assistant Dean; in such cases, it may be possible to negotiate with faculty for the opportunity to take an incomplete grade, or a withdrawal may be more prudent. The student's Assistant Dean will give guidance in these matters. For relatively minor, short-term impacts on the health and wellness |
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4.2.3 Distribution of Published Materials on Campus |
Freedom of expression is absolutely essential to the life of the University. To guarantee this freedom to every member of the University community, and in order to provide an atmosphere in which free and open debate
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1.1 Constitution of the Faculty of the University of Delaware |
SECTION IV:
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4.4.11 Promotion Dossiers |
It is expected that for promotion, the candidate must offer clear evidence of substantial scholarly achievement made after the awarding of the doctorate or other appropriate terminal degree or postdoctoral work. |
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4.2.1 Academic Freedom Statement |
Classroom visitations for the purpose of teaching evaluations are compatible with academic freedom, but such visitation shall adhere to reasonable procedures contained in a written statement approved by a majority of department faculty. The Members of the University community are free to examine and to discuss all questions of interest to them and to express opinions publicly and privately. They are free to support causes by orderly means including any means of peaceful assembly or advocacy that do not infringe upon the rights or freedoms of others. Members of the University community are allowed to invite, to hear, and to see speakers, creative performers and artistic presentations of their own choosing. Guest appearances must not interfere with the University's regular instructional, research, and service programs. Except for ceremonial occasions, invited speakers and Invited speakers and The institutional control of campus facilities is not to be used as a device of censorship. Sponsorship of guest speakers and (Passed by the University Faculty Senate, approved by the Board of Trustees, 5/31/79. Revised 12/10/80). |
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1.3 Standing Committee System of the Faculty and its Senate |
Per the University of Delaware Charter and Board of Trustees Bylaws, this committee shall review policies and regulations bearing upon the care, control, government, and discipline of all students. Duties include:
This committee shall consist of two designees of the Vice President for Student Life; one representative of the Office of Graduate |
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1.3 Standing Committee System of the Faculty and its Senate |
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4.3.5 Evaluation of Faculty Members |
Purpose Annual evaluations provide administrators, faculty, professionals, and staff an opportunity to meet with their immediate supervisors for a personal review of activities and accomplishments and a planning session for future objectives and goals. Leadership at the unit level can have a most direct and significant effect. Peer evaluations, which come less frequently, attempt to put wider resources into the review processes, resources that are represented by one's colleagues and their collective experience and wisdom. Since promotion and tenure recommendations are heavily dependent on peer evaluations, it is essential that candidates have early indications from their colleagues regarding their progress in the areas of teaching, research and creative activity, and service. The chair's role in these latter activities is to facilitate and coordinate the processes and to provide leadership wherever appropriate. Annual Evaluation of Faculty The intent of the annual evaluation procedure is to:
In addition to the above, these appraisals form the basis for merit pay increases. Annual appraisals are not intended to take the place of either development or committee evaluations for promotion or tenure or of the periodic peer review of faculty. Each year, the department chair meets in person with each faculty member in the department, including permanent part-time faculty, to discuss the faculty member's development during that year and plans for the coming year. The period covered in this meeting is the twelve-month period of time since the last appraisal. Prior to their annual meeting, the chair and the faculty member complete a draft of the Faculty Appraisal and Planning Form. During the discussion, the faculty member is shown a copy of the mid-ratings (median) for the entire department as established by the chair's preliminary evaluation of the department's faculty. In some cases, the rating of an individual faculty member may be changed as a result of this discussion. After all faculty have met with the chair, final mid-ratings (median) for the entire department are calculated and recorded on each faculty member's form. If the faculty member takes exception to any of the chair's ratings, the faculty member's rating for that item is also recorded on the form. After the interview has been completed, the chair and the faculty member sign the final copy. The faculty member's signature does not indicate agreement or disagreement with the appraisal, but simply that it was discussed in detail with the chair. The data required at the top of the form are self-explanatory. Full-time is checked if the person is full-time with the University and if all University responsibilities are being evaluated in the appraisal and planning form even though the individual may not be 100 percent funded by the department. Part-time personnel, or personnel whose appraisals and planning form covers only part of their University responsibilities, are designated by indicating the proportion that is devoted to the department and is being appraised. For faculty with joint appointments, their appraisals and plans are combined on one form, after the evaluating chair has consulted with the second chair. Otherwise, two separate forms, based on separate evaluations and requiring separate interviews must be prepared. For each of the three areas (teaching, research and creative activity, and service), the percent of the faculty member’s workload assigned to that area is indicated. These percentages are very important because readers, in interpreting these appraisals, weigh each area according to the percent of effort assigned to that area for the individual faculty member. For each area or item, the chair writes a narrative appraisal of the faculty member's relevant activities and then rates the person's performance on that activity. The criteria to be used as the bases for these judgments are the criteria for performance of faculty members at each rank as codified under the promotion criteria accepted by the department, college, and University promotion and tenure committees, and by the Provost's office, and should take account of the individual faculty member's particular responsibilities A 9-point scale for the ratings anchored at the end points with the terms unsatisfactory and outstanding is utilized. N/A (Not Applicable) should be used only in those cases where there is no requirement for that individual to engage in that particular activity. In other cases, N/R (Not Rated) may be used. For example, a new Ph.D. might be given N/R in research and creative activity because that individual's research program is too new to be evaluated meaningfully, but should not be given N/A because assistant professors, even new ones, are expected to engage in scholarly activity. Faculty members may add other materials to support their ratings on their activities, especially where they believe that a different appraisal should have been given. Chairs also may add materials they consider appropriate. Along with a copy of the Faculty Appraisal and Planning Form, copies of additional materials should be provided to the faculty member, the chair/department, the dean, and the provost. It is recognized that no chair or any single individual can duplicate the judgment of several committees, nor can performance during a single year determine one's promotion, nor can these procedures match the extensive and intensive evaluation that takes place when a person comes up for promotion. Faculty appraisal and planning sessions provide an opportunity: 1) for faculty members to inform their chairs more completely and accurately about their activities; 2) for chairs to give the faculty their best judgments on how well the faculty have fulfilled their responsibilities during the year prior to appraisal; and 3) for the faculty member and chair to discuss the faculty member's plans for the coming year. The intent is to determine mutually acceptable goals that develop the faculty member's strength or correct any weaknesses. |
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Foreword: A Mission Statement for the University |
The University of Delaware exists to cultivate learning, develop knowledge, and foster the free exchange of ideas. State-assisted yet privately governed, the University has a strong tradition of distinguished scholarship, which is manifested in its research and creative activities, teaching, and service, in line with its commitment to increasing and disseminating scientific, humanistic, artistic, and social knowledge for the benefit of the larger society. Founded in 1743 and chartered by the state in 1833, the University of Delaware today is a land-grant, sea-grant, and space-grant |
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4.3.6 Categories of Faculty Activity |
The three major areas of Teaching: Under this category,
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4.4.17 Expedited Tenure Review |
When a faculty hiring action includes the award of tenure, an expedited tenure review process is required. This expedited review process involves a minimum of three external review letters from distinguished scholars, selected by the departmental P&T Committee, in consultation with the department chair. The letters may include evaluation letters submitted as part of the application. The candidate must provide a dossier of work for review by the department and the external reviewers. This can be an abbreviated dossier, but it must include evidence of the quality of the candidate’s teaching, research/creative activities, and service. After review and recommendation by the department P&T committee, the dossier—including the external review letters— will be sent for review to the department chair, the dean, and the provost. All expedited reviews must be completed prior to the effective hire date. In the event of an unfavorable decision by the Provost, candidates will be required to apply for the award of tenure no later than their third year. |
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4.1.1 Faculty Appointment Policy |
4.1.1 Faculty Appointment Policy This policy shall apply to all academic units for the appointment to an academic rank. The policy shall be applicable to all full- and part-time positions, permanent and temporary positions, joint, secondary, affiliated, and adjunct positions, regardless of funding source. · To appoint any person to an academic rank requires a positive recommendation from the faculty of the academic unit to which the person is to be assigned, and the rank shall be specified in the recommendation. The full-time teaching assignment at the University of Delaware is twelve credit contact hours or 18 teaching contact hours per week per semester for the academic year. In practice, however, the University adheres to a policy of "administered" teaching loads. Under this arrangement, department chairpersons and deans are encouraged to vary the teaching loads of individual faculty members so long as the total teaching obligations are met with the teaching personnel available. This flexible arrangement makes it possible for the chairpersons to make assignments of individual faculty members on a semester-to-semester basis to stimulate research and scholarship or to provide for unusually heavy committee assignments. |
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4.1.6 Non‐Tenure Track Faculty |
Individuals hired on full-time temporary appointments who are appointed subsequently as primary, full-time, In the event of an unsatisfactory annual evaluation during the term of a multi-year contract, a full peer review may be conducted. If a peer review confirms the unsatisfactory performance set forth in the annual evaluation, the individual will receive one full year's notice in writing of contract termination (see "Terminations and Non-Renewals" in the Faculty Handbook). In the event of programmatic and/or budgetary reductions, individuals serving on multiple year contracts will receive one full year's notice in writing of contract termination (see "Terminations and Non-Renewals" in the Faculty Handbook). Sabbaticals: Faculty appointed as Continuing Track faculty (see "Appointments" above) are eligible for sabbaticals at the end of the sixth year of appointment if their appointment is renewed for a three-year appointment (as stipulated in "Term and Contract Renewal" above) and with review and approval through regular University procedures. Continuing Track faculty are eligible for subsequent sabbaticals on the same schedule as tenure-track faculty. (Rev. 5/2016) Merit Pay: Merit pay for non-tenure track faculty will be awarded on a basis consistent with the written workload agreement for such faculty. The annual evaluation of performance for purposes of merit pay will be consistent with the applicable department/college promotion and tenure criteria. Peer Reviews: Peer reviews shall be consistent with the applicable department/college promotion and tenure criteria and consistent with the written workload agreement for each non-tenure track faculty member. Career Development and Salary Adjustments: Salary adjustments for Continuing Track faculty parallel to promotional increments for associate professors are made upon contract renewal for three years at the end of the initial six-year probationary period and parallel to the promotional increment for full professors at the start of the first five- year "rolling" contract. However, individuals holding primary appointments as full-time, Continuing Track faculty (see "Appointments" above) will not be awarded promotional increments should there be a change in their academic rank. (Policy added in entirety 8/96, Vice President for Administration to reflect Collective Bargaining Agreement; revised 5/00 Vice President for Administration in consultation with AAUP; editorial correction 8/00.) (Rev. 5/2016) Stop the Review Clock: The six-year probationary period shall be extended for one year upon a Continuing Track faculty member submitting a “Stop the Review Clock” electronic web form. This policy applies to Continuing Track faculty members who become the parent of a newborn or newly adopted child and is a primary or coequal caregiver of the child or who is granted a leave of absence pursuant to the Family and Medical Leave Act of 1993 for a period of at least one semester. The faculty member will continue to perform faculty duties at full salary. The extension shall take effect upon submission of the “Stop the Review Clock” electronic web form by the faculty member to the chair/director. Submission of the “Stop the Review Clock” electronic web form must be made within one calendar year of the birth or adoption of the child or of the commencement of the FMLA leave. Apart from the birth or adoption of a child, a Continuing Track faculty member may extend the probationary period for any reason approved by the appropriate chair/director and dean, for example illness of the faculty member or of his/her immediate family, but may do so only twice, resulting in no more than two one-year extensions of the probationary period. A Continuing Track candidate who extends the probationary period under this provision shall be reviewed for contract renewal under the same academic standards as a candidate who has not extended the probationary period. The Continuing Track candidate shall not be penalized in any way for requesting and receiving extensions of the probationary period, whether or not the additional time is used. Extension of the probationary period does not affect the faculty member’s right to apply for contract renewal prior to the terminal year, regardless of time in rank. Stopping the review clock for one year postpones any subsequent second-year or fourth-year review.
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4.4.11 Promotion Dossiers |
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1.2 Bylaws and Regulations of the University Faculty Senate |
1. Quorum - defined in Constitution. 2. Order of Business - defined in Constitution. 3. Standing Committees (passed by Senate on December 14, 1970).
There shall be the following standing committees of the Senate: • Committee on Academic Appeals • Academic Priorities and Presidential Advisory • Budget Committee • Committee on Committees and Nominations • Committee on Cultural Activities and Public Events • Committee on Diversity and Inclusion • Coordinating Committee on Education • Executive Committee • Committee on Faculty Welfare and Privileges • Committee on General Education • Committee on Graduate Studies • Committee on Instructional, Computing, and Research Support Services • Committee on International Studies • Library Committee • Committee on Promotions and Tenure • Committee on Research • • Committee on Rules • Committee on Student and Faculty Honors • Committee on Student Life • Committee on Undergraduate Studies |
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4.3.5 Evaluation of Faculty Members |
Peer Evaluation of Faculty On recommendation of the Faculty Senate and approval by the administration, "faculty members at all ranks should be subject to periodic reviews at reasonable intervals of time." The recommended intervals are at least every two years for instructors and assistant professors, every three to five years for tenured associate professors, and every five to seven years for full professors. These reviews are to be conducted by duly established committees of faculty. In addition, the department chairperson reviews annually each department member on a Faculty Appraisal Form. This review is discussed with the faculty member, and the form is signed by both the faculty member and the department chairperson. Principles Guiding the Peer Evaluation of Faculty Members: Faculty members at all ranks Reviews of individual faculty members will normally originate with the individual department. Faculty members under review have the right to supply such evidence that they feel may be necessary to a fair evaluation of their merits. This should not preclude departments or others properly involved in the review process from soliciting and using other evidence, but in every such instance, the faculty member should be informed of the source of that evidence. Appropriate administrative officers may make independent evaluations within the review process. Upon completion of the review, the faculty member will be apprised of the results. Faculty members shall be required to include their contract renewal reviews as part of their dossier for promotion and tenure; this should include the evaluations or reviews conducted by the established committees of the faculty and by the corresponding administrative office (e.g., department chair). (Rev. 5.10.07) Faculty members are fully entitled to the rights of appeal. Reviews of individual faculty would not be a substitute for competency hearings of tenured faculty. They may serve, however, as a basis for instituting such hearings. In the event of a competency hearing, due process would be observed, with the burden of proof residing with those instituting the hearing. Periods of Peer Evaluation: Instructors and assistant professors Tenured associate professors should be reviewed at least once within every three to five year period of service but normally not more often than every two years. Non-tenured associate professors should be reviewed in the year prior to their eligibility for tenure. Full professors should be reviewed at least once every five to seven year period of service, but normally not more often than every two years. Department Reviews of instructors and assistant professors should be conducted with the participation of associate and full professors in the department. In no case should faculty members be reviewed without the participation of at least two members of their department, one of whom, if possible, must be a rank at least one step higher than the person under review. Associate professors should be reviewed by professors in the department. In those departments where fewer than two professors are available to conduct such a review, the chairperson of the department may request professors from other related departments to serve on the review body. Full professors should be reviewed by a committee of at least three of their peers. In small departments, professors from other related departments may be asked to serve at the request of the chairperson. These provisions specify minimum requirements. A department may choose to constitute the whole department, or any other designated authority, to serve as a review body. A department may choose to include in the review body faculty members at the same rank or lower rank of the person being evaluated so long as such persons do not constitute a majority of the body. Submission and Evaluation of Documents and Other Evidence: The faculty member under review should assemble a dossier of materials that he or she regards as appropriate and convincing evidence of his or her abilities in the three major areas of evaluation (see below). The faculty member should be notified of the date that the dossier is required by the chairperson. This date should be in sufficient time before the review date, which should also be specified. The review body or the chairperson of the department may request additional evidence from: (a) the faculty member under review; (b) other sources within the University, such as experts in related fields, committee chairpersons, and colleagues; (c) similar sources outside the University. In all instances under (b) and (c), the faculty member should be informed that such evidence is being requested. If any evidence is requested in confidence, the faculty member must be told the source of such confidential information. He or she may then communicate to the review committee in writing his or her position as to the qualifications of that source. The review body should evaluate the evidence and the faculty member's abilities in each of the three major areas. A report summarizing the reasons for or against a favorable judgment should then be forwarded to the dean of the college along with the chairperson's independent evaluation. A copy of the report of the review body, of the chairperson, and of any other administrator may be delivered to the faculty member under review upon request. Administrative Evaluations: Appropriate administrative officers, such as chairpersons, deans, provost, vice-provost, and president may review the dossier of each faculty member reviewed whenever a recommendation for sabbatical, promotion, and/or tenure is made by the department, or whenever there is a significant and substantial change in the status or conditions of employment of any faculty member. Further evidence may be solicited in accordance with the same procedures stipulated under "Submission and Evaluation of Documents and Other Evidence" above. Reporting Results of Reviews: Each faculty member is entitled to a personal interview with the chairperson of the department and, upon request, a written report of his or her review. Wherever possible, the interview and report should carry specific indications where evidence has been satisfactory or, when it has not been, specific recommendations for improvement before the next review. Appeals: A faculty member may appeal the decision of the review body by requesting another review within a semester of the first review, and he or she may request a new committee. This request may be rejected by the department, but is subject to appeal to the appropriate college and University committees. 6/95, |