Updated Content Type

May 2021
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:

  • A verbal warning that a repetition of the reported impropriety will result in written action.
  • Placement of a letter in the individual's personnel file indicating the nature of the improper behavior. The letter may include a notation about required counseling and any action that will be taken in the future should there be a repetition of the offensive behavior(s).
  • Immediate removal of the individual from the classroom/work site and placement on leave of absence so that the individual can receive appropriate counseling. Return to teaching and/or professional duties will be guided by the individual's progress.
  • Initiation of written action by the dean or appropriate vice president to dismiss the individual from the University's employ. For faculty, dismissal will follow the procedures set forth by the Faculty Senate Committee on Welfare and Prvileges Faculty Rights and Responsibilities. (rev. 5/2021)
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 Welfare and Privileges Rights and Responsibilities Committee before formal action is taken by the University. He or she shall be entitled to the safeguards described in the Academic Freedom Statement. Disposition of these cases by the committee may range from dismissal of the charges to a recommendation to the President that the faculty person's contract be terminated. Charges of disruptive behavior against a faculty member may be brought by any voting member of the faculty. (rev. 5/2021)

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 Faculty Welfare and Privileges Faculty Rights and Responsibilities . Faculty members shall be informed in writing at least four weeks prior to the hearing of the reasons for the proposed termination, shall have the opportunity to be heard in their own defense, and shall be permitted to be advised and represented by persons of their own choosing. This committee shall render its advisory decision to the appropriate administrative officer within 14 working days after the hearing. The complete procedures of the committee are given in a document titled Committee on Faculty Welfare and Privileges Termination and Complaint Procedures Committee on Faculty Rights and Responsibilities Termination and Complaint Procedures which is kept on file in the Faculty Senate Office for consultation by interested individuals.

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.

  • Not later than March 1 of the first academic year of service, if the appointment expires at the end of that year; or, if a one- year appointment terminates during an academic year, at least three months in advance of its termination.
     
  • Not later than December 15 of the second academic year of service, if the appointment expires at the end of that year; or, if an initial two-year appointment terminates during an academic year, at least six months in advance of its termination.
     
  • At least twelve months before the expiration of an appointment after two or more years in the institution with the exception of instructors and lecturers with one-year appointments, who shall be notified not later than December 15.
  • Notice for temporary faculty is customarily given at the time of appointment in the form of an appointment letter which stipulates the term of the appointment, and that the appointment is temporary. Additional notice of non renewal is not required. (10/13/05)
  • Tenure and Salary of Appointees to Positions Paid from Limited Term Grants: Appointments to positions paid in whole or in part from limited term grants of funds for special purposes shall be subject to the following provision regarding termination of service and salary in event of cessation of funds from such special sources:

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 Faculty Welfare and Privileges Faculty Rights and ResponsibilitiesThe Committee on Faculty Welfare and Privileges Faculty Rights and Responsibilities is charged with mediating and hearing faculty complaints which are not "grievances" as defined in the Collective Bargaining Agreement. Disputes within the jurisdiction of the Committee on Faculty Welfare and Privileges Faculty Rights and Responsibilities include, but are not limited to, the areas of reappointment, dismissal, faculty evaluation and appraisal, salary adjustment, sabbatical leave, fringe benefits, academic freedom and other areas of personnel policy and conditions of faculty employment.

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 Faculty Welfare and Privileges Faculty Rights and Responsibilities shall have the authority to initiate requests for amendment to the detailed procedures. These requests will be evaluated by the Committee on Committees and Nominations, which will determine whether the proposed changes are minor or major. Requests for minor changes may be decided by the Committee on Committees and Nominations. Requests for major changes require approval by the Senate. (rev. 5/2021)

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 Faculty Welfare and Privileges Faculty Rights and Responsibilities

  1. I. APPLICABLE DEFINITIONS
    As used in this policy, the following terms shall have the meanings indicated.
    1. "Faculty member" means any Professor, Associate Professor, Assistant Professor, Lecturer, or Instructor employed on a full-time, part-time, or temporary basis by the University of Delaware or any affiliate, college, department, school, or operating unit of the University.
    2. "Provost" means the Provost of the University; and "Deputy Provost" means the Deputy Provost or other person at the rank of Vice, Senior Associate, or Associate Provost designated by the Provost.
    3. "Vice President" means the Vice President for Finance and Administration or, should the Vice President for Finance and Administration be unavailable, such other University employee designated by the Executive Vice President.
    4. "Dean" means the Dean of the college housing the faculty member.
    5. The "Consultative Panel" means the President of the Faculty Senate, the Vice President of the Faculty Senate, a designated representative from the AAUP, and the Deputy Provost; or, should any one of such panel's members be unavailable or unreachable, the remaining members of such panel so long as such panel consists of three members.
    6. "Emergency involuntary leave of absence" means a faculty member's involuntary and temporary suspension from the University for a definite period of time, during which time the faculty member is not permitted to perform work-related duties on campus.
    7. "With pay" means entitlement to current salary plus any benefits to which the faculty member and his or her dependents are entitled by virtue of the faculty member's University employment.
    8. "AAUP" means the University of Delaware chapter of the American Association of University Professors; and "Collective Bargaining Agreement" means the collective bargaining agreement entered into between the University and the AAUP and currently in effect.
    9. "Prior to imposition of the involuntary leave" means that the faculty member is entitled to a prior hearing by filing a complaint with the Faculty Senate Committee on Faculty Welfare and Privileges Faculty Rights and Responsibilities, consistent with Section 4.1.15 of the Faculty Handbook, before the imposition of an involuntary leave of absence with pay.
  2. II. EMERGENCY INVOLUNTARY LEAVE OF ABSENCE WITH PAY
    1. The University may require a faculty member to take an emergency involuntary leave of absence with pay if, on the basis of observed conduct, there is credible evidence to believe that the individual has engaged, is engaging, or is likely to engage in behavior that represents an imminent danger of harm to self or others. Examples of behavior warranting action under this policy include, but are not limited to: (1) a suicidal threat or attempt; (2) ongoing substance abuse or addiction threatening immediate physical harm to self or others; (3) manifestations of severe emotional distress or other behavioral or emotional disorder threatening immediate physical harm to self or others; (4) engaging or threatening to engage in behavior that poses a high probability of substantial harm to self or others; (5) engaging or threatening to engage in behavior which would cause significant property damage, would directly and substantially impede the lawful activities of others, or would interfere with the educational process and the orderly operation of the University; or (6) engaging or threatening to engage in any other form of destructive behavior.
    2. Before an involuntary leave of absence is ordered, the Vice President shall give the individual the option to take a voluntary leave of absence.
  3. III. PROCEDURES
    1. Under exceptional and urgent circumstances which meet the conditions specified in Section II.A of this policy, as determined and documented in writing by the Vice President, the Vice President may place a faculty member on emergency involuntary leave of absence with pay for an initial period that shall not last more than seven calendar days. Should the Vice President determine that time permits, the Vice President shall make every reasonable effort to confer with and seek the advice of the Consultative Panel in advance.
    2. As soon as possible after placing a faculty member on emergency involuntary leave of absence with pay and in no event longer than 24 hours after taking that action, the Vice President shall convene the Dean and the Consultative Panel by telephone or in person; shall explain the action taken and the basis for such action; and shall seek input and advice.
    3. By no later than the end of each emergency involuntary leave of absence period, a meeting between the Vice President and the faculty member shall occur to further evaluate the need for a continuation of the emergency involuntary leave of absence with pay. The AAUP Contract Maintenance Officer shall inform the faculty member of her/his due process rights and the procedure under this policy. At the faculty member's request, the AAUP Contract Maintenance Officer shall attend the meeting, and at the faculty member's request, the faculty member can be accompanied to the meeting with a University employee selected by the faculty member. At such meeting, the faculty member shall be (1) provided with the option of taking a voluntary leave of absence with pay for such period and upon such terms as the faculty member and the Vice President shall agree upon, and (2) given an opportunity to provide the Vice President with relevant materials or information pertinent to the situation; provided, however, that, should the Vice President be informed that the faculty member is unable or unwilling to attend such meeting, the Vice President, following consultation with the Consultative Panel, may dispense with such a meeting.
    4. The Vice President may place a faculty member on a second period of emergency involuntary leave of absence, provided that the requirements in Sections III.B and III.C of this policy have been satisfied. If at least three members of the Consultative Panel determine that the decision to impose a second emergency involuntary leave with pay is not warranted, then the second involuntary leave with pay will be rescinded. With respect to any vote of the Consultative Panel taken in accordance with Section III.D of this policy, the Deputy Provost shall be a non-voting member if all four members of the Consultative Panel are present.
    5. Should a faculty member be placed on involuntary leave for any reason other than an emergency described in Section II.A of this policy, the faculty member shall be entitled to contest the involuntary leave through the filing of a complaint with the Faculty Senate Committee on Faculty Welfare and Privileges Faculty Rights and Responsibilities. The complaint shall be adjudicated prior to imposition of the involuntary leave.
  4. IV. FACULTY REVIEW
    Should an emergency involuntary leave of absence with pay be imposed, the faculty member may seek review as follows:
    1. Any faculty member placed on emergency involuntary leave of absence may seek review of the substance of the decision by the Vice President by filing a complaint with the Faculty Senate Committee on Faculty Welfare and Privileges Faculty Rights and Responsibilities as provided in the Faculty Handbook. In accordance with the "Mediation and Hearing Procedures" established by the Faculty Senate Committee on Faculty Welfare and Privileges Faculty Rights and Responsibilities, the Provost shall render the final decision on such complaint.
    2. If the faculty member is a member of the AAUP bargaining unit and entitled to file a grievance under Article VIII of the Collective Bargaining Agreement, then in addition to any other remedy the faculty member may file a grievance limited to allegations of procedural error under this policy. (rev. 5/2021)
1.3 Standing Committee System of the Faculty and its Senate

Faculty Welfare and Privileges FACULTY RIGHTS AND RESPONSIBILITIES, COMMITTEE ON

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 FWP FRR Termination and Complaint Procedures which were approved by the University Faculty Senate on 12 January 2015 and are maintained in the office of the University Faculty Senate. (rev. 5/2021)

 

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, revised 1970, pp 417 and following.) (rev. 5/2021)

1.2 Bylaws and Regulations of the University Faculty Senate

The agenda of every regular Senate meeting shall include (1) a list of matters currently before every standing committee of the Senate; (2) an item giving the opportunity for remarks by the President of the University and/or the University Provost. (rev. 5/2021) 

April 2021
1.3 Standing Committee System of the Faculty and its Senate

The Committee on International Studies shall evaluate have oversight of all international educational studies for students and review policies and practices pertaining to the global mission of the University of Delaware,faculty such as (but not limited to) short-term and semester study abroad programs, international scholarship and partnership opportunities, World Scholars, international service learning and research programs, English Language and/or any academic programsprogram with an embedded global experience, as well as.  The committee will review, make recommendations, and advise on curricula, and on policies and procedures to promote international educational development and activities.  The committee will also provide oversight for programs for international students studying aton the University of Delaware. The committee shall inform the Faculty Senate about these activities and make recommendations to improve them if necessary campus.

The Committee shall consist of a total of 10 members, including seven faculty, one provost representative, one undergraduate student and one graduate student. six faculty. Faculty shall be from at least five four of the eight seven colleges or schools governed by Deans in which faculty have primary appointments. The Committee on Committees and Nominations shall appoint the faculty members for this committee for terms of three years. Appointments shall be scheduled such that the faculty member’s terms will expire in a staggered manner. The Committee on Committees and Nominations shall appoint annually the chairperson from the seven  six faculty members. An eighth A seventh member of the committee shall be the Associate Deputy Provost for international programs or his or her designee, and this member shall serve to facilitate interactions between the committee and relevant administrative offices, but will not be a voting member of the committee.. The committee will also include one undergraduate and one graduate student. (rev. 4/2021)

March 2021
3.1.13 Student Class Attendance and Excused Absences

Eid-Al-Fitr, Eid al-Adha Eid al-Fitr, Eid al-Adha

February 2021
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, mMembers of the University Community are free to examine and to discuss all questions of interest to them, and are free to express opinions ideas publicly and privately. They are free to support causes by orderly means, including any means of peaceful assembly or advocacy, that which do not infringe upon the rights or freedoms of others (see 4.2.1, 4.2.3, 4.2.4 & C.B.A. II).

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 art presenters should be prepared for a reasonable public discussion of their expressed views.

Invited speakers and art presenters are accorded the full courtesy and protection appropriate to a university community. Individuals or groups who engage in actions designed to obstruct or in any way to prevent a the speaker from speaking and or the art presenter from speaking, presenting, or displaying any form of artistic expression are subject to discipline and to financial responsibility in the event of damage to property or person (see 4.2.4).

The institutional control of campus facilities is not to be used as a device of censorship. Sponsorship of guest speakers and art presenters does not imply approval or endorsement of the views expressed, either by the sponsoring unit or the University.  (Faculty Senate, 12/94) (revised 3/2019)

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)

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 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 (rev. 2/23/21 corrected a typo for an amendment that was made on the floor of the senate)

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:

  1. Contract and Tenure Clock Extension

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.

  1. Evidential Materials, Teaching:

    Student course feedback, solicited according to normal departmental practices in Spring 2020 through Summer 2021, may be included in future faculty evaluations and future peer reviews only at the discretion of the faculty member.  Notwithstanding this provision, faculty members must provide evidence of quality teaching for promotion and tenure applications and peer reviews.

    Student course feedback from the 2020-2021 academic year will be included in the annual faculty appraisal process.

 

  1. COVID Impact Statements

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.

  • Provide details of how your work was impacted, steps you have taken or need to take to address the impacts, and any outcomes that have resulted from those actions.
  • Was your program of research specifically impacted? If so, how? [lab closings, access to populations, team challenges, increased workload in another area, decreased attention to it due to caregiver responsibilities, new data etc.]
  • What specific challenges, if any, did you encounter in shifting your courses to online

delivery?

  • Have you experienced increases/decreases in service load and/or ability to effectively

meet current service obligations?

  • Has your actual and/or assigned workload changed?

 

  1. External Reviewers

 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.

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 5:00 6:30 p.m. to 7:00 8:30 p.m., Monday thru Friday and Saturday from 9:00 a.m. to 5:00 p.m. (Rev. 4/2013 2/2021)

The Registrar's office will insure ensure that there are no conflicts among the common examinations scheduled and will announce the dates and times of the common examinations in the Registration Booklet course schedule. Departments will determine the examination dates and times sufficiently far in advance that they will be printed in the Registration Booklet course schedule for that term.

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)

 

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.

 

Period 9

04:40 p.m. – 05:30 p.m.  

 

* Peak Times

 

Alternate 75 min. meeting pattern Monday/Wednesday, Wednesday/Friday, Monday/Friday (Rev. 9/12)

 

Monday/Wednesday, Wednesday/Friday, Monday/Friday

Tuesday/Thursday

Periods 1 & 2

*08:40 a.m. – 09:55 a.m.

 

 

 

 

Period 8* & 9

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:

  • Monday/Wednesday/Friday – for 50 minutes classes that meet three times per week
  • Tuesday/Thursday, Monday/Wednesday, Monday/Friday, Wednesday/Friday – for 75 minutes classes that meet two times per week
  • Evening classes beginning at 5:00 p.m. or 6:00 p.m. – for 3 hours once per week

 

  1. Of those courses taught between 8:00 a.m. and 5:00 p.m. at least 60 percent of each department's courses should be taught on Monday/Wednesday/Friday. No more than 40 percent should be offered on Tuesday/Thursday. Courses offered after 5:00 p.m. need not follow in the 60/40 mix.
  2. No more than 55 percent of courses can be scheduled in peak time.
  3. The absolute minimum enrollment for undergraduate courses is ten students and for graduate courses (500 level and above), six students. Courses without minimum enrollment should be canceled prior to the start of classes.
  4. Dual listing will generally be permitted only between 400 and 600 level courses. The two course numbers should be symmetrical (e.g. QU407-QU607). The UDSIS course search will clearly inform students that courses are dual listed.
  5. Spring 2008 2021 forward, all classes must begin at the starting times listed above. Sections not meeting on the standard meeting times will not be included in the first pass when scheduling classrooms with the classroom scheduling software program.
  6. Graduate level courses meeting one day a week must be balanced with another course meeting at the same time period on the approved meeting day. Example – A Monday section meeting from 9:05 a.m. -12:05 p.m. must be balanced with a Wednesday and a Friday section meeting from 9:05 a.m. to 12:05 p.m. There should be a reasonable spread of graduate- level courses scheduled throughout the week.
  7. Discussions or labs using general purpose classrooms cannot schedule three Monday discussions or labs until a Wednesday and a Friday discussion or lab is scheduled. Example – A discussion section offered on Wednesday at 10:10 a.m. must be balanced with a discussion section meeting on Monday and Friday at 10:10 a.m.
  8. Courses being offered for the first time should be scheduled during off-peak times. If the Scheduling Office is having difficulty finding classrooms during the peak times for other courses, courses offered for the first time will be moved to off-peak times.
  9. Selecting times that depart from standard times limits the ability to successfully schedule courses in classrooms and restricts students' flexibility. Scheduling a course at a non-standard time requires the approval of the chair and college dean. Such exceptions will be approved only on the grounds of the educational benefit served, subject to the availability of space and not on the basis of convenience.

 

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, and Yom Kippur in the fall term, Diwali, Good Friday,  and the evenings before and the first two days of Passover in the spring semester., Eid-Al-Fitr, Eid al-Adha, and the evenings prior to these holidays. 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. (Rev. 12/2020, 2/19/21)

 

December 2020
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 each the students what attendance expectations are, and how absences due to "relatively minor" illnesses, as described below, should 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 To be compliant 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 or who fail to attend class after registering on the last day of the drop/add period. (Rev 11/18)

Inclement Weather: In inclement weather, when classes have not been are not cancelled, students who are unable to attend class should notify their faculty instructors promptly if they are unable to attend class, as described in the policies on Holding Classes and Inclement Weather.

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 these days religious holidays.

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: Absences on religious holidays not listed in University calendars, as well as absencesAbsences 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 advanced notification of the instructor by an appropriate faculty adviser or athletic coach.

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 his or her their 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 their college. Supportive evidence will be provided on the student's request by the Student Health Service, Center for Counseling and Student Development, or other health care provider 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.

Minor Illness: For relatively minor, short-term impacts on the health and wellness of students (e.g., colds and flu, where attendance in class is undesirable, or where a mental health challenge impedes attendance to class) or their immediate family, the University system depends upon reasonable communication between students and faculty. If possible, students should 1) report anticipated absences before the affected class or 2) provide supportive evidence from Student Health Services (SHS) or the Center for Counseling and Student Development (CCSD) or other health care provider if treatment is received, following the directions of the instructor provided at the start of the term (Rev. 5/96). SHS and CCSD staff members actively work with students on health concerns and provide excuses when appropriate.  Students should not be referred for excuses if they were not treated by SHS or CCSD for the illness. Faculty are encouraged to be understanding of these one day/minor illnesses. (Rev May 2019)

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 his or her their 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

LIBRARY COMMITTEE 

This committee shall consist of the Vice Provost for Libraries and Museums; one faculty member from each of the several eight colleges or schools governed by Deans in which faculty have primary appointments (with the exception of the College of Arts and Sciences which shall have three, one of whom shall be from a discipline in the Humanities); two undergraduate students;  two graduate students and two elected librarians or members of the library professional staff who may be the same librarians who serve as elected members of the Faculty Senate.  All members of the Committee are voting members.     One of the faculty members shall be appointed chairperson. Meetings of the committee shall be open to all librarians (workload permitting) unless a closed session is deemed necessary by the chairperson or the Vice Provost for Libraries and Museums. (Rev. 2/2018) (Rev. 12/2020

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

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 is are recognized as excused absences. Nevertheless, students are urged to remind the instructor of their intention to be absent on a particular upcoming holiday.

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, where attendance in class is undesirable, or where a mental health challenge impedes attendance to class) or their immediate family, the University system depends upon reasonable communication between students and faculty. If possible, students should 1) report anticipated absences before the affected class or 2) provide supportive evidence from Student Health Services (SHS) or the Center for Counseling and Student Development (CCSD) or other health care provider if treatment is received, following the directions of the instructor provided at the start of the term (Rev. 5/96). SHS and CCSD staff members actively work with students on health concerns and provide excuses when appropriate.  Students should not be referred for excuses if they were not treated by SHS or CCSD for the illness. Faculty are encouraged to be understanding of these one day/minor illnesses. (Rev May 2019)

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)

November 2020
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 15 16 members, including the Provost or designee; a representative of the office of Educational Assessment; a Residence Life representative; an Undergraduate Studies Committee representative; two faculty representatives from the College of Arts and Sciences (one representing humanities and social sciences, the other representing natural and mathematical sciences); one faculty representative from each of the remaining colleges; colleges or schools governed by Deans in which faculty have primary appointments; one graduate student; and two undergraduate students.

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.

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
 

  1. becoming fully informed on the financial and planning issues of this University. Specifically, it shall examine University budgets, financial statements and other related documents used in developing budgetary plans.
  2. reviewing and providing timely prospective advice, prior to finalizing budget turnaround decisions, concerning the University's annual budgets, the processes used to determine them, and their potential impact on the academic, research and outreach missions of the University to the President, Provost, Deans and other officers of administration with responsibility for the University's annual budgets.
  3. reviewing budgets of newly proposed or substantially revised academic programs to determine their viability in conjunction with the Coordinating Committee on Education.
  4. communicating information about the University's annual budgets and their potential impact on academic programs to the University Faculty Senate and to the University Faculty as a whole.

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 four five of the seven eight colleges or schools governed by Deans in which faculty have primary appointments. The Committee on Committees and Nominations shall appoint the faculty members for this committee for terms of three years. Appointments shall be scheduled such that the faculty member’s terms will expire in a staggered manner. The Committee on Committees and Nominations shall appoint annually the chairperson from the seven faculty members. An eighth member of the committee shall be appointed annually by the Provost as his or her designee, and this member shall serve to facilitate interactions between the committee and relevant administrative offices, but shall be a non-voting member of the committee.

(FS Rev. 12/2013) (Rev 11/2020)

Diversity and Inclusion

The committee shall consist of six eight faculty members who shall serve three-year terms, one of whom shall be appointed chair by the Committee on Committees and Nominations, one graduate student who shall serve a one-year term, and two undergraduates who shall serve one-year terms. The Committee will also consult regularly with the Vice Provost for Diversity in order to ensure open lines of communication between faculty and administration about diversity initiatives on campus. Initial appointments shall be staggered to ensure continuity on the committee. (5/21/90; title updated 2/98; 12/14/15; 2/2018) (Rev 11/2020)

September 2020
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’s and/or College’s bylaws should include

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.
 
The need for mentoring for the purpose of career development and promotion does not end after the probationary period. Therefore, each Department’s and/or College’s bylaws should

mentoring plan shall include formal mentoring protocols to provide advice for Associate Professors to support their advancement and growth. (Dec 2018)

3.4 Academic Program Review

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. It is designed to evaluate the quality, productivity, and the role of each academic unit and program in the fulfillment of the University's mission and strategic goals. (The term "unit" herein refers to an academic department, a college, or a program.) APR serves to encourage self-study and planning within units, to ensure comparability among review reports, and to strengthen the linkages connecting the planning agendas and practices of individual units with those of their colleges and of the University as a whole. Reviews inform budgetary planning decisions at every level of administration.

The Provost and Deans select units for review. Academic units will normally be reviewed at ten year intervals, but this schedule may be accelerated in individual cases at the discretion of the Provost.  The Senate Academic Priorities Review Committee will have the opportunity to suggest programs or programmatic areas for review. The Deputy Provost for Academic Affairs coordinates all reviews, working with the unit under review and with the review panel to ensure that the process will be fair, efficient, and effective.

Each review is conducted by a review panel, composed of five members, all from disciplines related to that of the unit under review. The Dean responsible for the unit under review in conjunction with the unit submits names of potential reviewers to the Deputy Provost for Academic Affairs for approval. Four reviewers are selected from the approved list of potential reviewers. The fifth reviewer is a University of Delaware faculty member of another unit and is chosen by the Faculty Senate Committee on Committees and Nominations.

Further information on the Academic Program Review process may be obtained online or from the Office of the Deputy Provost. (Rev. 8/15/16)

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:

  1. Assessment and progress in achieving the milestones of a unit’s strategic plan. If a unit does not have a strategic plan, it can be used to build one.
  2. Direction for hiring plans, budget setting, resource allocation, and development priorities.
  3. Analysis of curriculum effectiveness and its impact on students.
  4. Assessment of faculty productivity, as a whole, to allow a candid appraisal of the unit and consideration of areas of strength and improvement. Further it can re-evaluate workload policies and assignments of the department as a whole.
  5. External review of the unit to assess past success and potential future directions.

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.

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. 
(Rev. fall 1988)

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. 
(Rev. 3/13/89)

This committee shall consist of the University Provost or his or her their designee; the Associate Provost for Admissions and Financial Aid or his or her designee; the University Registrar or his or her designee; three faculty members from the College of Arts and Science (if feasible, one from natural sciences and mathematics, one from arts and humanities, and one from social and behavioral sciences) and one faculty member from each other undergraduate college, one of whom shall be chairperson; one representative from the Associate in Arts Program, one representative of the Committee on Graduate Studies; and three undergraduate students. Non-voting members of the committee, who do not count toward a quorum, shall be the Chief Admissions Officer or their designee, the University Registrar or their designee, and he Vice Provost for Libraries and Museums or their designee.
(Rev. 5/21/90; 12/9/16 2/2020)

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 Graduate Studies, Graduate College, as it deems appropriate. It shall have the power to act on minor modifications of approved graduate programs and shall make recommendations to the Faculty Senate on courses of study leading to graduate degrees and on matters of policy concerning graduate study, and may employ outside consultants to this end. The committee shall have the authority and responsibility for general policies concerning the judicial system for graduate students. In the absence of a duly constituted graduate student government, each academic year it shall appoint the graduate student member of the Committee on Student Life. (Detailed procedures for instituting or modifying graduate degree programs are on file in the Senate Office and Office of Graduate Studies Graduate College.) 
(Rev. 4/6/92)

The Faculty Senate Committee on Graduate Studies shall periodically request receive from the Vice Provost for Graduate and Professional Education/Dean of the Graduate College (hereafter Dean of the Graduate College) a review of the status of each graduate education at he University of Delaware department's program of graduate studies and appropriate recommendations for any action that may be deemed necessary. In addition, the affected unit or units shall be afforded an opportunity to review and comment on the Associate Provost's review. Such comments from the unit shall also be transmitted to the Graduate Studies Committee.

The Graduate Studies Committee shall, at its own discretion prepare its own recommendations pertaining to graduate education at the University of Delaware periodic reviews of individual graduate programs.

On the recommendation of the Vice Provost for Graduate and Professional Education Dean of the Graduate College, this committee shall certify to the President students who have completed the requirements for advanced degrees and upon whom the faculty, with the approbation of the Trustees, is conferring such degrees; such certification shall be entered into the minutes of the faculty or its Senate.

  1. The faculty members of the Graduate Studies Committee shall be selected by the Senate Committee on Committees and Nominations from among experienced scholars of the faculty, who shall possess established reputations in their fields, a strong commitment to the highest graduate standards, and experience with various types of graduate degree programs. 
     
  2. The chairperson of the Committee on Committees and Nominations shall annually solicit nominations for service on the Committee on Graduate Studies from the Vice Provost for Graduate and Professional Education/ Dean of the Graduate College, the Provost, and other sources. 
     
  3. The Committee shall consist of a chairperson, three faculty members from the College of Arts and Science (if feasible, one from natural sciences and mathematics, one from arts and humanities, and one from social and behavioral sciences) and one representative from each other college offering a graduate program, serving for three-year terms to be arranged in sequence such that the terms of no more than four members shall expire in any academic year. In addition, there shall be one two ex officio members, : the Vice Provost for Graduate and Professional Education/ Dean of the Graduate College (or designee) and the Director of the University Library. There shall be three non voting advisory members including: the Vice Provost for Libraries and Museums (to provide feedback on library support for new programs), the Associate Vice Provost for Graduate and Professional Education (unless chosen to be the voting designee for the Vice Provost for Graduate and Professional Education/Dean of the Graduate College, and the Registrar. There shall be two graduate student members appointed. In the absence of a duly constituted graduate student government, the Committee on Graduate Studies shall have the responsibility of arranging the election of graduate student senators. Members as they retire from the Committee shall be replaced by members with the new period of tenure.(5/2015)
     

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. 4/6/92 2/2020)

 

1.1 Constitution of the Faculty of the University of Delaware
  1. The Senate shall consist of the President of the University; the Provost; the Vice President for Research, Scholarship, and Innovation; the Vice President for Student Life; the Deans of the Colleges; the elected Senate officers; the elected faculty senators of the Units; the elected President of the University of Delaware Chapter of the American Association of University Professors; (Rev May 2019) the President of the University; the Provost; the Deans of the Colleges or Schools in which faculty have primary appointments; other Senators appointed by the President and Provost from the University’s Administration who hold faculty status; the Vice President for Student Life; two elected professional librarians; and four elected student senators (two graduate students and two undergraduate students) of the University. Each member of the Senate (hereinafter called a senator) shall have the right to vote. In no case shall the number of non-elected senators exceed twelve. For each upcoming academic year, the Senate office must be notified by August 15 as to the names/positions of those chosen by the President and/or the Provost for that academic year. (Rev May 2019)
    (Rev. of titles, 11/15/93; rev. Fac. Sen. 2/10/97; 9/15/97) (Rev 11/18)

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) 

May 2020
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.

March 2020
4.4.10 Promotion Process Schedule

Appeals are possible at every level (see Section 4.4.3 4for more information regarding the appeals process and schedule.)

2.3 Academic Units & University‐wide Offices

There are seven colleges in the University that administer academic degree programs. Six of the All seven colleges (Agriculture and Natural Resources; Arts and Sciences; Business and Economics; Engineering; Health Sciences; Education and Human Development; and Earth, Ocean and Environment) offer both undergraduate and graduate degrees.(revised 3/26/2020)

May 2019
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 illnesses of students (e.g., colds and flu, where attendance in class is undesirable, or where a mental health challenge impedes attendance to class) or their immediate family, the University system depends upon reasonable communication between students and faculty. If possible, students should 1) report anticipated absences such illnesses before the affected class or 2) provide supportive evidence from Student Health Services (SHS) or the Center for Counseling and Student Development (CCSD) or other health care provider if treatment is received, following the directions of the instructor provided at the start of the term (Rev. 5/96). SHS and CCSD staff members actively work with students on health concerns and provide excuses when appropriate.  Students should not be referred for excuses if they were not treated by SHS or CCSD for the illness. Faculty are encouraged to be understanding of these one day/minor illnesses.

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 will prospers, the following policies have been established governing the distribution of published materials on the campus.  Published materials are printed or electronic, whether privately or professionally produced, that are not part of the curriculum.  

  • Members of the University community (all classifications of students, faculty, staff, and registered student organizations) may distribute published materials on campus with the understanding that doing so must be done in compliance with all applicable laws and University Codes of Conduct.
  • The University encourages those who publish materials to identify themselves. However, if materials are published in a way that inaccurately attributes content to the University or others, the University may direct those who publish such materials to either correct the inaccuracy or identify themselves.
  • Any member of the University community with sponsorship by a department or student organization may distribute published materials at any point on campus except in the University Bookstore; the library, except the commons; and dining halls and other areas where such distribution may reasonably be limited. In areas restricted to members of the University community, identification may be requested.
  • A person who is not a member of the University community may distribute published materials on the campus if she or he has obtained the sponsorship of a member of the University community, who has determined that the manner of distribution is in accord with this policy and the Table Use Policy any applicable policies set forth by the University Student Centers and Residence Life and Housing. The name of the sponsoring member of the University community or registered student organization must appear on with all materials distributed. Space on campus must be reserved through the Events Services Office.
  • If the time, manner or place of distribution of published materials constitutes a violation of this policy or a disruption of normal University activity, a University official may so inform the distributors and request that distribution be discontinued. If the distributors refuse, the official shall advise them that they may face disciplinary action if they persist.
  • The University will not limit the distribution of published materials on the basis of what is contained in such materials.

Questions regarding the policy should be directed to the Student Center’s, Activities and Programs Office.  Questions regarding the distribution of published materials within the Residence Halls should be directed to the Office of Residence Life.

1.1 Constitution of the Faculty of the University of Delaware

SECTION IV:

  1. The Senate shall consist of the President of the University; the Provost; the Vice President for Research, Scholarship, and Innovation; the Vice President for Student Life; one additional administrator holding a full-time faculty appointment designated by the President and/or the Provost;  the Deans of the Colleges; the elected Senate officers; the elected faculty senators of the Units; the elected President of the University of Delaware Chapter of the American Association of University Professors; two elected professional librarians; and four elected student senators (two graduate students and two undergraduate students) of the University. Each member of the Senate (hereinafter called a senator) shall have the right to vote. In no case shall the number of non-elected senators exceed twelve. For each upcoming academic year, the Senate office must be notified by August 15 as to the names/positions of those chosen by the President and/or the Provost for that academic year.
    (Rev. of titles, 11/15/93; rev. Fac. Sen. 2/10/97; 9/15/97) (Rev 11/18)
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. Scholarly productivity for promotion to the rank of associate professor generally cannot be based on work completed in earning the doctorate or other appropriate terminal degree or post doctorate work prior to arrival at the University of Delaware. The research involved for that degree or postdoctoral post doctorate work was one of the reasons for initial employment; promotion, on the other hand, must consider evidence of scholarship accomplished subsequent to that performed for the degree or postdoctoral post doctorate work. However, this This requirement does not mean that publications based on the dissertation or postdoctoral work should be totally ignored. Additionally, new publications based on previously collected large datasets may have merit in certain disciplines. Rather the candidate must offer clear evidence of substantial scholarly achievement made after the awarding of the doctorate or other appropriate terminal degree or post doctorate work. Through mentoring, departmental P&T guidelines, letter of appointment, and the peer review process, each department is responsible for making clear to new faculty members what work will (and will not) count toward the promotion and tenure decision.

4.2.1 Academic Freedom Statement

It is recognized that if faculty members are to teach and carry on research effectively, academic freedom is necessary.  Academic freedom is indispensable to effective teaching, excellent research/creative activities, exemplary service, and shared governance.  Academic freedom is the right of freedom of the faculty to examine and discuss all questions of interest to them, and to teach, publish, present, and speak out as the fruits of their research and scholarship dictate, without censorship or external interference, even though their conclusions may be unpopular or contrary to public opinion (see 3.1.1).  The methods, curricular choices, and grading procedures should be the prerogative of the faculty teaching a particular course, limited only by appropriate professional norms, the Faculty Handbook (see 3.1.8, 3.1.9, 3.1.10, 3.1.11, 4.2.14), and the Collective Bargaining Agreement (Article II).  Academic freedom also encompasses the freedom to discuss any matter of institutional policy or practice, without institutional sanction.  Respecting academic freedom means that faculty input should be sought on all academic matters germane to university life (see 4.5).   Both within and outside the classroom, the faculty members of the faculty should exhibit the accuracy, restraint, and respect tolerance for the opinions and ideas of others appropriate to educators and persons of learning.    In relations with the public, they should make it clear at all times whether they speak as private citizens, as experts on the subject in question, or as institutional spokesmen. In speaking as private citizens, faculty should make clear that they are doing so. In this connection, use of University titles should be permitted for identification purposes only, and it should be made clear that institutional endorsement is not implied.  [moved five paragraphs below]

The following statements were passed by the University Faculty Senate and were adopted as policy by the University administration and on May 31, 1979, by the Board of Trustees.  [moved to the end of the statement].

The teacher Faculty members are entitled to full freedom in research and in the publication of results, but research for pecuniary return should comply with relevant university policies (see 3.2.4, 4.1.13, 4.2.6, 4.2.7) )  be based upon an understanding with the authorities of the University

The teacher Faculty are entitled to freedom in the classroom in discussing his or her their subject but should be careful not to introduce content into his or her teaching matter that which has little or no relation relevance to the subject.

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 teacher faculty is an individual, a member of a learned profession, as well as a member of an educational institution. When speaking as an individual, he or she should be free from institutional censorship or discipline, but his or her special position in the community imposes special obligations. As a person of learning and as an educator, the teacher a member of the faculty should remember that the public may judge his or her profession and institution by his or her utterances. Hence the teacher faculty should at all times be accurate, should exercise appropriate restraint, should show respect for the opinions of others, and should make every effort to indicate that he or she is not an institutional spokesperson. In relations with the public, they should make it clear at all times whether they speak as private citizens, as experts on the subject in question, or as institutional spokesperson. In speaking as private citizens, faculty should make clear that they are doing so. In this connection, use of University titles should be permitted for identification purposes only, and it should be made clear that institutional endorsement is not implied.

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 art presenters should be prepared for a reasonable public discussion of their expressed views.

Invited speakers and art presenters are accorded the full courtesy and protection appropriate to a university community. Individuals or groups who engage in actions designed to obstruct or in any way to prevent the speaker from speaking and the art presenter from presenting or displaying any form of artistic expression are subject to discipline and to financial responsibility in the event of damage to property or person.

The institutional control of campus facilities is not to be used as a device of censorship. Sponsorship of guest speakers and art presenters does not imply approval or endorsement of the views expressed, either by the sponsoring unit or the University.

(Passed by the University Faculty Senate, approved by the Board of Trustees, 5/31/79.  Revised 12/10/80).

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:
 

  • Review proposals that relate to care, control, government, and discipline of all students proposed by any and all University community units before implementation. The committee shall decide whether a change in the substance or wording of a policy should have the approval of the full Senate, or should only require approval of the committee itself, with the Senate informed of its action. The Senate ultimately may choose to act upon items sent to it as information.
  • Review and evaluate the University of Delaware Student Code of Conduct annually. The committee must review any proposal to change the Code of Conduct.
  • Review and evaluate the Residence Life and Housing Program Plans annually for  recommendation and approval by the Faculty Senate.
  • As necessary, the committee shall provide advice to the Vice President for Student Life on other areas that affect the life of students including, but not limited: Enrollment Management (e.g., Student Financial Services, Admissions, etc.), UD Police, and Facilities, Real Estate, and Auxiliary Services (e.g., Dining Services, UD Bookstore, Transportation Services, Environmental Health and Safety, etc.). It may meet with the Vice Presidents/Directors of these units responsible for these matters, at their request or at the discretion of the chairperson of the committee.

This committee shall consist of two designees of the Vice President for Student Life; one representative of the Office of Graduate Studies and Professional Education, designated by the Associate Provost for Graduate Studies; five faculty members, one of whom shall be chairperson, one of whom shall serve on the Undergraduate Behavior Review Committee, one of whom shall serve on the Graduate Behavior Review Committee, and one of whom shall be appointed to membership on the undergraduate Council on Student Judicial Affairs, who shall have the authority to decide when policy changes contemplated by that Council shall require the approval of the Committee on Student Life; four undergraduate students to be appointed by the Student Government Association  Delaware Undergraduate Student Congress, two of whom shall serve on the Undergraduate Behavior Review Committee; and one graduate student appointed by the Committee on Graduate Studies in the absence of a duly constituted Graduate Student Government. Association, who shall also serve on the Graduate Behavior Review Committee.

1.3 Standing Committee System of the Faculty and its Senate

This committee shall coordinate, facilitate, stimulate, and encourage international study. It shall make recommendations and advise the University on appropriate policies and procedures to further international educational activities.The Committee on International Studies shall have oversight of all international educational studies for students and faculty such as (but not limited to) short-term and semester study abroad programs, international scholarship opportunities, World Scholars, international service learning and research programs, and/or any academic program with an embedded global experience.  The committee will review, make recommendations, and advise on curricula, and on policies and procedures to promote international educational development and activities.  The committee will also provide oversight for programs for international students studying on the University of Delaware campus.

 

This committee shall consist of five faculty members, one of whom shall be designated the chairperson, the Foreign Student and Scholar Advisor, one appointment by the University Provost, one undergraduate student and one graduate student. The Committee shall consist of six faculty. Faculty shall be from at least four of the seven colleges. The Committee on Committees and Nominations shall appoint the faculty members for this committee for terms of three years. Appointments shall be scheduled such that the faculty members terms will expire in a staggered manner. The Committee on Committees and Nominations shall appoint annually the chairperson from the six faculty members. A seventh member of the committee shall be the Associate Deputy Provost for international programs or his or her designee, and this member shall serve to facilitate interactions between the committee and relevant administrative offices. The committee will also include one undergraduate and one graduate student.

April 2019
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:

  • Provide the faculty member and the chair with an opportunity for personal review
  • Provide an accurate means of planning and evaluation of a faculty member's professional growth and development
  • Provide each faculty member and the University with timely and documented information concerning the faculty member's achievements and goals.

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.

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, and urban-grant university. 

4.3.6 Categories of Faculty Activity

The three major areas of faculty scholarly activity are (1) Teaching and Instruction; (2) Scholarship and Research and Creative Activities; and (3), Professional, and University Service. Precise demarcation between the three major areas is often difficult and sometimes impossible; in any case, all activities of a faculty member must be considered as an integrated whole. Therefore, every department must maintain discipline- and departmental- specific descriptions of appropriate activities in each category of activity. Faculty activity in each of the areas may vary from year to year, or even semester to semester, according to the interests and abilities of the faculty member, and according to the needs of his or her department, college, or the University as agreed to by the chairperson and dean.

Teaching: Under this category, shall be included: examples may include but are not limited to the following: all scheduled classes (and academic advising involved therein), seminars, laboratories, thesis and research supervision, clinical and field activities, advisement and any other instructional activity.

  • Facilitating the acquisition of knowledge through course delivery
  • Community engaged educational programs including extension presentations
  • Supervision of academic service learning activities
  • Clinical teaching
  • Study abroad programs
  • Distance education and off-campus educational initiatives
  • Continuing education
  • Contract courses or programs for specific audiences
  • Educational programs for alumni
  • Participatory curriculum development
  • Academic advisement for undergraduate students
  • Academic advisement of graduate students
  • Teaching and mentoring of undergraduate student researchers
  • Teaching and mentoring of graduate student researchers
  • Attendance at venues of teaching professional development
  • Assessments of course effectiveness

 

Scholarship and Research Research and Creative Activities: Under this category, shall be the following: examples may include but are not limited to the following:

·         Research, usually presented through publication of scholarly work or through appropriate colloquia

·         Creative development in those fields in which the faculty member receives public recognition for his or her professional contributions to society or to the University. Included are such activities as plays (composition or production), music (composition or performance), art exhibitions, patents, etc.

·         Professional development involving the presentation of papers or chairing sessions at professional meetings, serving as an officer or committee member of a professional organization, editorial duties, professional consulting, and other similar activities. Alternatively, these activities can be considered under the Service section for those units that specify such professional development activities under Service in their P&T document.

  • Dissemination of research (books, book chapters, and peer-reviewed journal articles), including basic and applied discovery, teaching pedagogy, and community-based, contractual, and patent discovery, etc.
  • Creative activities such as plays (creation, production, and/or performance), poetry, fiction, music (composition and/or performance), art and dance exhibitions, etc.,
  • Presentation of scholarly work at appropriate colloquia, seminars, conferences, and lectures,
  • Grants and contracts awarded to conduct research,
  • Translational and application of research for community engagement,
  • Cooperative Extension and applied technical publications
  • Creation of and contributions to software projects.

Public, Professional and University Service: Included in this category shall be: Under this category, examples may include but are not limited to the following:

·         University service, such as nonacademic advisement of students (career, professional, or personal); activities such as living/ learning experiences, for which no academic credit is given; departmental committees and special assignments; college senates, committees, and special assignments; University Senate, committees, and special assignments; service to the University of Delaware Chapter of the AAUP; administrative and quasi-administrative appointments; and participation in student affairs related activities (Rev. 5/02)

·         Public and Community service (local, state, regional, national, international), such as technical assistance or consultation for public or community organizations, election or appointment to boards, commissions, committees, legislative bodies, or the like outside the normal professional calling of the faculty member in the teaching or research function.

·         Professional service to the faculty members’ discipline and its organizations such as service for professional associations.

·         Creative activities outside the normal professional calling of the faculty member; for example, participation in orchestras or ensembles, shows of paintings, musical or literary productions, and the like, which enhance or improve the University as a community of learning.

  • University service, such as a) nonacademic advisement of students (advising student groups or providing career, professional, or personal advisement), b) departmental committees and special assignments, c) college senates, committees, and special assignments, d) University Senate committees and special assignments, e) service to the University of Delaware Chapter of the AAUP, f) administrative appointments, and g) participation in activities related to student affairs
  • Integrated scholarly service including chairing sessions at professional meetings, serving as an officer or committee member of a professional organization, editorial duties, grant reviewing, professional consulting, expert testimony and other similar activities
  • Policy analysis
  • Service to community-based institutions
  • New business ventures based on scholarly knowledge
  • Dissemination of results in public presentations and popular publications
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.

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.
·         In the case of an appointment of an external candidate, the academic rank of such appointee must be approved by a favorable vote of those faculty in the academic unit who are eligible to vote under the department’s bylaws and/or promotion and tenure document in cases involving the promotion of an internal candidate for promotion; furthermore, appointments with tenure must be approved by the faculty in such academic unit who are eligible to vote under the department’s bylaws and/or promotion and tenure document in cases where tenure is granted to an internal candidate. Academic rank also must be approved by the Provost, and appointments with tenure must be approved by the Provost and President.
·         Departments may specify in their promotion and tenure documents what, if any, evidence is required to be submitted by a senior external candidate for an appointment to support the granting of tenure in cases where the candidate does not already hold tenure in his or her current academic position and/or a promotion in rank above that of his or her current academic position. Departments may require “mini-dossiers” that include less information and fewer external letters of review than are required of internal candidates for promotion and/or tenure.

·         There shall be a search committee for each new or vacant faculty position. The University of Delaware Recruitment Manual for faculty, professional and salaried staff members sets forth the policy governing the establishment of search committees and the search procedures for filling faculty positions.
·         The college dean and department chairperson act for the college and department faculty, respectively. It is understood that they consult with college or department faculty according to college and department policies and procedures in making their recommendations.

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.

4.1.6 Non‐Tenure Track Faculty

Individuals hired on full-time temporary appointments who are appointed subsequently as primary, full-time, continuing Continuing Track faculty will have their previous time of service counted in the computation of subsequent contract renewal periods. No individual will receive a three- or five-year "rolling" contract without a full peer review.

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.

 

4.4.11 Promotion Dossiers

A.    Student evaluations, properly tabulated and summarized. The procedures used in administering the evaluations should also be described. Where available comparable departmental evaluations and past measures of the candidate's performance should be provided. (Note: Student evaluations should only be used in conjunction with other indicators to measure teaching competence, not just popularity. The type and size of courses should be taken into account).

B.     Samples of student comments from student evaluations. The means by which these samples were selected should be provided.

C.     Testimonials from a selection of former and current undergraduate and graduate students. The procedures for drawing the sample should be clearly described.

D.    Course portfolio evaluation

E.     Student performance in later sequential courses

F.      Standardized test scores

G.    Self-evaluation

H.    Long-term follow-up of students

I.        In-person classroom observation and evaluation in courses taught by the candidate, done by university faculty and/or staff (such as from the Center for Teaching & Assessment of Learning), chosen for their pedagogical expertise.

J.       Teaching awards (e.g., Faculty Senate Excellence in Teaching)

 

  • Teaching narrative with self-evaluation and teaching philosophy.
  • In-person classroom observation and evaluation in course(s) taught by the candidate, done by university faculty and/or staff, chosen for their pedagogical expertise.
  • A collection of recent syllabi, examinations, assignments, and/or other teaching materials. The candidate might annotate these materials to indicate what learning goals they address, how and why they are used, and their effectiveness.
  • Attendance in teaching workshops, possibly with reflections on how the workshop informed and improved teaching.
  • Incorporation of best practices (perhaps as evidenced in empirical studies) into the classroom.
  • Evidence of student learning (e.g standardized test results, samples of student work, pre/post assessment).
  • Testimonials from a selection of former and current undergraduate and/or graduate students. The procedures for drawing the sample should be clearly described.
  • Teaching awards (e.g., Faculty Senate Excellence in Teaching).
  • Sample comments from student course feedback (collected using institutional measures). The means by which these samples were selected should be provided.
  • Quantitative student course feedback (collected using institutional measures) properly tabulated and summarized. The procedures used in administering the feedback should also be described in context. Where available, comparable departmental measures should be provided. Student course feedback can reflect unconscious bias and may not reflect student learning. Such measures should only be considered in conjunction with other indicators of teaching quality.
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 Review Committee

•   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

•   Subcommittee on Retiring, Retired, and Emeriti Faculty

•   Committee on Rules

•   Committee on Student and Faculty Honors

•   Committee on Student Life

•   Committee on Undergraduate Studies

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 shall should be subject to periodic reviews at reasonable intervals of time.

Reviews of individual faculty members will normally originate with the individual department. (Since the academic organization of the University varies, references to department should sometimes read division or college, and references to chairperson should sometimes read director or dean.) Such reviews should involve a substantial number of faculty members but not the chairperson.

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 will should be reviewed at least every two years but normally no more often than once a year. Not later than the fall of the sixth year of service, assistant professors must should be reviewed for promotion.

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.

Departmental Responsibility: The department chairperson organizes and coordinates reviews of faculty.

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, Modified and approved by Provost and AAUP 12/3/04, 5/07

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/creative/scholarly 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:

  • Provide the faculty member and the chair with an opportunity for personal review
  • Provide an accurate means of planning and evaluation of a faculty member's professional growth and development
  • Provide each faculty member and the University with timely and documented information concerning the faculty member's achievements and goals.

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/creative/scholarly activity, and service, the percent of the faculty members effort 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/creative/scholarly 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 research/creative/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.

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 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 shall be subject to periodic reviews at reasonable intervals of time.

Reviews of individual faculty members will normally originate with the individual department. (Since the academic organization of the University varies, references to department should sometimes read division or college, and references to chairperson should sometimes read director or dean.) Such reviews should involve a substantial number of faculty members but not the chairperson.

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 will be reviewed at least every two years but normally no more often than once a year. Not later than the sixth year of service, assistant professors must be reviewed for promotion.

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 Responsibility: The department chairperson organizes and coordinates reviews of faculty.

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.

 

Modified and approved by Provost and AAUP 12/3/04 

1.2 Bylaws and Regulations of the University Faculty Senate

11. Eligibility and Election of Officers and Committee Chairs of the Senate

 

Eligibility for nomination, appointment, or service as Senate Officers or committee Chairs shall be restricted to full-time voting Faculty who are not appointed to serve in an official capacity for the Offices of the President, the Provost, any Vice President, or the Dean of any College, including but not limited to administrative officers of the University (including deputy, associate, assistant and vice provosts), academic deans (including deputy, associate and assistant deans), and department chairs or academic program directors (as defined in the Policy Guide for Department Chairs and Academic Program Directors).  Faculty who serve in a temporary capacity for an administrative office as a member of a search committee, standing committee, or ad hoc committee shall not be deemed ineligible because of this service.

March 2019
4.4.1 Faculty Promotion and Tenure

Departmental documents should also include the procedure for choosing the departmental promotion and tenure committee and should specify what constitutes discipline- and departmental- specific standards within all areas of teaching, research/creative activities, and service in the context of assigned workload. required levels of achievement for each rank, such as excellence in research or teaching or in both. Faculty candidates for promotion and/ or tenure will be evaluated based on the criteria in their department’s approved promotion and tenure guidelines appropriately weighted for their workload for the period under review. (Rev. 3/4/08; Rv. 5/2016)

3.1.9 Grades

Changes in grade, in most cases, are initiated by the instructor of the course. A change in a permanent grade must also have the approval of the dean of the college where the course is offered if the dean does not approve the change. Occasionally, a change of grade may be initiated by a department chair but only when the course instructor has left the University and cannot be located or is deceased.

4.4.2 Mentoring for Faculty Promotion & Tenure

Section added December 2018

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