FACULTY HANDBOOK: 2005-2007 Edition, Section I
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Section I:
I. Introduction
A. Purpose of this Handbook
This Faculty Handbook contains statements of institutional policy
and procedure duly established by the Board of Trustees and in effect at the
time of its adoption. This Handbook provides a guide by which the
Board of Trustees, Faculty, and Administration conduct their relations with
each other in matters of faculty employment, welfare, rights, and
responsibilities.
B. Organization of this Handbook
The Faculty
Handbook contains eight sections. The first section applies to all
faculty of the University; the others apply, respectively, to the faculties of
the several colleges and the University libraries.
C. Handbook Amendment Procedure
1. The need to review the Handbook will be considered
by the Board of Trustees annually at the February meeting. It may,
however, be reviewed and amended by the Board by motion at its discretion
whenever necessary, providing that due notice shall be given of such intention.
When not bound by superior authority, the Board shall hear and consider
recommendations from affected faculty before taking final action.
2. Proposals for amendment of Section I of this handbook may be
initiated and presented to the Board(1) by the
President who shall, if not sustained by a majority of the affected faculty, at
the same time present the faculty recommendations to the Board; (2) by the
Faculty Senate; or (3) by the affected faculty through signed petition of 25
faculty members. Proposals for amendment of sections relating to a single
college, school, or the University Libraries may be initiated and presented to
the Board (1) by the President, who shall, if not sustained by a majority of
the faculty of that college, school, or the University Libraries, at the same
time present the faculty recommendations to the Board; (2) by the Faculty
governing body of that college, school, or University Libraries; or (3) by the
affected faculty through signed petition of 25 faculty members or 20 percent of
the affected faculty, whichever is less.
3. No proposal for amendment shall be acted upon finally and
established as policy by the Trustees without due notice to the affected faculty
and without hearing and considering their recommendation. Neither shall
any proposal for amendment be acted upon and established as policy by the
Trustees without due notice to the President and without hearing and
considering the President's recommendation.
4. Amendments to the Handbook become effective upon
approval by the Board of Trustees or a date set by the Board of Trustees.
II.
A. Organization
1.
Western Washington University consists
of seven colleges, the
2.
The President is the chief administrative officer of the University. Four
vice presidents have responsibilities as are indicated by their titles:
Provost/Vice President for Academic Affairs, Vice President for Business and
Financial Affairs, Vice President for Student Affairs, and Vice President for
External Affairs.
3. Appendix A gives a detailed organization chart.
B. Governance
1. The governing body of the University is the Board of
Trustees, which consists of eight members appointed by
the governor and confirmed by the State Senate and includes a student
appointee. This body establishes policy for the University; approves
appointments; executes contracts on recommendation of the President and in
consultation with the faculty, the staff, and the students; and performs other
duties prescribed by law. The President of the University is the representative
and spokesperson for the Board of Trustees. The faculty, through the
Faculty Senate, works closely with the President
and Provost/Vice President for Academic Affairs in formulating, implementing,
and evaluating university policies. It is the policy of
2. The Faculty Senate represents the faculty in matters
concerning faculty welfare, such as salary, insurance and benefits, retirement,
and items of university policy. The Executive Council of the Senate prepares
the agenda for Senate meetings, considers matters of grievance or delicacy with
respect to individual faculty members, meets on a scheduled basis with the
President and/or Provost/Vice President for Academic Affairs, and performs such
other duties as may be delegated to it by the Faculty Senate.
3. The Faculty Senate consists of 30 voting Senators, and the
President and Provost/Vice President for Academic Affairs as ex officio,
non-voting members. The powers of the Senate, including those of its
Executive Council and other councils, are those defined in the Constitution of
the Faculty, which appears as Appendix B of this handbook.
4. When a matter of special importance to the faculty is to
be decided, the Faculty Senate may call for a General Faculty Assembly for
purposes of discussion and recommendation.
C. Relationship Among the Colleges of
The faculty of
III. The Faculty [updated 12/2004]
A. Introduction
1. A faculty member is a person who holds a faculty position
as described below in Paragraph III. E. or Paragraph III.F. Each faculty member
is assigned to an academic unit. An academic unit is a college with one
or no departments, or an academic department that is the primary area of
academic appointments.
2. The University accomplishes its objectives, as set forth
in the general catalog, WWU University Bulletin, primarily with the
Academic Coordinating Commission and the Graduate Council. Department and
college faculties are responsible for developing programs and courses that meet
University standards and relate to University objectives. The Faculty Senate
has responsibility for matters of faculty welfare.
B. Academic Freedom
All the
ranked and unranked members of the faculty are guaranteed academic freedom as
set forth in the 1940 Statement of Principles of Academic Freedom and Tenure,
formulated by the Association of American Colleges and the American Association
of University Professors.
C. Faculty Duties
The
duties of probationary and tenured faculty include such activities as classroom
and laboratory instruction; preparation for teaching, research, scholarly and
creative activities; scheduled office hours; student advisement; committee
responsibilities; public service that uses faculty's professional expertise;
and occasional special assignments. The duties of full-time, limited-term
and part-time, limited-term faculty are fully defined in the letter of offer.
D. Scholarly and Professional Qualifications of Faculty Members
1. It
is the policy of
2. Faculty
members have an obligation to
adhere to and behave in keeping with the principles of faculty conduct
contained in the Code of Faculty Ethics (found in Appendix F of the Handbook).
3. Faculty
have an obligation to pursue excellence in teaching.
4. Faculty
have an obligation to engage in scholarly and/or
creative activity of recognized quality.
5. Faculty
have an obligation to serve their departments,
colleges, University, and profession. In addition, the University values
contributions to the wider scholarly and civic communities.
E. Qualifications and Characteristics of Faculty
Ranks
1. Instructor
An
applicant may be appointed to the rank of instructor if the person shows
promise of becoming an effective teacher and scholar. The applicant
should have completed, or nearly completed, formal professional training, which
in most cases will be evidenced by completion of the doctoral degree or the
accepted terminal degree for the discipline. An instructor not promoted
to assistant professor by the end of the fourth year of service at WWU will not
be reappointed. Tenure is not granted to instructors.
2. Assistant Professor
To
be appointed or promoted to the rank of assistant professor, a person shall
normally possess the doctorate or the accepted terminal degree for the
discipline. An assistant professor should also be able to show evidence
of effective teaching and scholarly activity. In exceptional cases the
establishment of a superior record in one of these areas may be sufficient.
3. Associate Professor
For
appointment or promotion to this rank, a person shall normally possess the
doctorate or accepted terminal degree for the discipline. This rank
requires a record of substantial achievement in both teaching and
scholarship. In exceptional cases an outstanding record of achievement in
one of these areas may be sufficient. Candidates for promotion to this
rank are also expected to present evidence of contributions to academic policy
and program.
4. Professor
For
appointment or promotion to this rank, a person shall normally possess the
doctorate or the accepted terminal degree for
the discipline. To attain the rank of professor, a faculty member must
show evidence of excellent teaching and sustained scholarship. Significant
contributions to academic policy and program are also expected.
Eventual
promotion to the rank of Professor is not earned by long service alone, and it
is not expected that all faculty members will attain this rank.
5. Professor Emeritus
The title of emeritus may be
conferred by the President of Western Washington University upon retiring
faculty members whose contributions have been deemed outstanding by their
peers. Recommendation for the title may be initiated by the faculty
member's department, by the appropriate Dean, or by the University Librarian;
it requires the support of the Dean of the college and must be approved by the
Provost/Vice President of Academic Affairs. The usual minimum service to
In
addition to those privileges accorded all retirees, emeritus faculty of Western
Washington University are eligible to sit on master's degree candidates'
supervisory committees; are listed in the Faculty/Staff Directory and may
receive a copy of the directory on written request; are listed in the Western
Washington University Bulletin; are eligible to march in graduation and other
formal ceremonies of the University; may be appointed members of Faculty Senate
committees; may receive a subscription to FAST upon written request; and may
use departmental office space and computer facilities on a space-available
basis, as determined by the appropriate department. Emeritus faculty do not vote on matters relating to faculty.
F. Qualifications and Characteristics of Faculty Without Rank
Expectations
for faculty without rank are fully determined by the terms defined in the letter
of offer. Any changes to the expectations shall be agreed to in writing
by the faculty member and the Department Chair.
1. Lecturer
Full
or part-time teaching faculty employed on a temporary basis or outside the usual
structure of rank and tenure are designated Lecturers. Initial
appointments to the post of Lecturer may be made for a stated period of three
years or less. The appointment expires at the end of the contract
period. In no case shall a person hold a position as full-time Lecturer
longer than six years. Part-time, limited-term employment does not count
as probationary service for tenure purposes and is not subject to the limit of
six years of service that applies to probationary and full-time, limited-term
faculty. Lecturers may participate in department affairs.
Departmental voting privileges are at the discretion of the department, but may
not extend to issues of appointment, tenure, promotion, or other personnel
matters.
2. Special Appointment
A
scholar or artist of recognized outstanding attainment may be appointed to any
academic rank regardless of the academic degree held. Faculty
hired by special appointment are not granted voting privileges.
3. Affiliated Teaching Faculty
People
may be appointed to perform specialized teaching duties in positions that do
not carry tenure, rank, promotion, or faculty voting privileges. Examples
of such positions are affiliated teachers of music and joint appointment of
public school teachers for student teaching supervision. Affiliated
Teaching Faculty are not granted voting privileges.
4. Research Associate
A
scholar of recognized attainment may be appointed as a research associate to
conduct or direct research. Research associates are not granted tenure,
promotion, or faculty voting privileges and are not salaried by the University.
5. Visiting Faculty
An
individual may be appointed as visiting instructor, visiting assistant
professor, visiting associate professor, or visiting professor, provided the
individual qualifies for the rank and the appointment is clearly temporary.
Visiting faculty are not granted voting privileges.
6. Adjunct Professor
A
scholar of noteworthy attainment may be appointed as an adjunct professor in
order to recognize a collegial affiliation with a University department and its
faculty. The title is an honorary form of association and neither
establishes nor recognizes an employee-employer relationship. Adjunct
professors are not granted tenure, promotion, or faculty voting privileges.
IV. Appointments
A. General Provisions
1. The appointment of any faculty member shall be on the
basis of the requirements of the position and the qualifications of the
individual applicant for the position, these Handbook requirements, and
qualifications to be judged by the faculty of the unit and approved by the
appropriate Dean or University Librarian, the Provost/Vice President for
Academic Affairs, and the President, who has appointing authority.
2. Appointments to faculty positions at the University are of
three kinds:
a.
probationary appointments (tenure-track)
b.
permanent appointments (tenured)
c.
limited-term appointments (non-tenure-track)
3. Appointments for less than full time:
a. Fractional appointments are those probationary
or permanent appointments carrying less than a Full Time Equivalent Faculty (1.0
FTEF) appointment. Only in special circumstances will fractional
appointments be made.
b. Part-time appointments are limited-term
appointments for less than 1.0 FTEF during the academic year.
4.
Non-tenured faculty are those faculty on probationary
or limited-term appointments.
B. Initial Appointments and Orientation
1. The terms and conditions of employment of a faculty
member, which shall have the approval of the Department Chair and Dean or
University Librarian, are contained in the letter of offer from the
Provost/Vice President for Academic Affairs to the faculty member. . This
letter and the provisions of this handbook will be the sole basis for
determining the contract. The items to be defined in the letter of offer
shall be the position to be filled, academic rank, salary, specification of
appointment (permanent, probationary, or limited-term), expectations with
respect to the completion of advanced degrees in relation to rank and tenure,
and any other special or limiting provisions. The President, as
appointing authority, must approve all conditions of initial employment and all
renewal agreements until tenure is granted.
2. The faculty member will be advised by the Department Chair
or appropriate Dean or University Librarian or director at the time of initial
appointment of the substantive standards and procedures generally employed in
decisions affecting renewal and tenure as well as any special standards adopted
by the faculty member's department or college. The faculty member will be
advised of the time when decisions affecting renewal or tenure are ordinarily
made, and will be given the opportunity to submit material which may be helpful
to an adequate consideration of his/her renewal or tenure.
3. Lecturers, probationary faculty, and tenured faculty shall
receive a copy of the Faculty Handbook, be issued a WWU I.D. card; receive
complete information on insurance and other benefits available; be eligible to
serve as appointed members of Faculty Senate committees; become a voting member
of the faculty at .5 FTEF or more for University-wide elections; be notified by
the Chair or unit head of department meetings; and be informed about any limit
on department voting privileges; and shall be provided with a mailbox, office
space containing a telephone and a computer, instructional support, and access
to departmental office staff.
4. All other faculty without rank and emeritus faculty shall
receive a copy of the Faculty Handbook; be issued a WWU I.D. card; receive
complete information on insurance and other benefits for which they are
eligible; and shall be provided with the support appropriate to the performance
of their duties.
C. Appointment Categories
1. Probationary and Tenured
a. Permanent Appointments
(tenured)
The
President or his/her designee, normally by July 1, sends a letter to faculty
members on permanent appointment giving notice of continued appointment.
This letter sets forth the salary step and associated salary which the faculty
member will receive the forthcoming academic year. Conditions of this
continuing appointment are stated in the letter.
b. Probationary Appointments (non-tenured)
Probationary
appointments may be for one year or for other stated periods.
Probationary appointments may be fractional appointments that involve at least
.5 FTEF. For conditions of probationary service, see section on tenure.
2. Limited-Term Appointments
a. Full-time, limited-term appointments are typically used
for replacement of faculty on leave or for staffing experimental programs and
should be used only when departments expect in good faith to have only a
short-term need. Part-time, limited-term appointments should be used
either to meet temporary personnel needs or to staff part-time positions well
below the 1.0 FTEF level. Limited term appointments expire at the end of
the contract period unless extended and do not normally lead to a change in
appointment to a tenure-track position. Departmental voting privileges
are described in Section III.F. but may not extend to
issues of tenure, promotion, or other personnel matters.
b. Departments will make every effort to anticipate the need for
limited-term faculty during the regular planning cycle. Normally,
departments will identify existing funds or obtain provisional funding in a
timely manner, such that the same timetable will be used to notify tenure-track
and limited-term faculty members about their appointment status and job
responsibilities for the forthcoming academic year. Departments will
pursue the goal of accurately listing every faculty member and his/her teaching
assignments in the class schedule bulletin. Last minute assignments and
changes in responsibility will occur, but should be limited to situations that
cannot be reasonably foreseen. Limited-term faculty members will be
appointed for the longest period of time that the need for their services can
be anticipated, not to exceed three years per contract. Specifically,
quarter-to-quarter appointments will be avoided whenever a single appointment
for the entire academic year is possible.
c. Limited-term faculty are eligible for full faculty insurance
and retirement benefits once they meet established criteria. The benefits
and criteria governing institutionally supported retirement plans are described
in Section XIV of the Faculty Handbook. The University also
offers a variety of insurance coverages, including
health, life, and long-term disability insurance. These insurance plans
are provided for and administered by the Washington State Health Care
Authority. Information pertaining to state-paid and optional self-paid
coverage, as well as requirements for self-pay continuation of benefits
following termination of employment (COBRA), may be obtained from Western's
Human Resources Department (Benefits). The University will make every
effort to maximize the possibility that a limited-term faculty member will meet
the eligibility criteria. Specifically, contracts will not be formulated
so as to deprive faculty members of eligibility for benefits
D. Changes in Appointment for Tenure Track or Tenured Faculty
1. Faculty members may negotiate changes in the
terms and conditions of their appointments as described in the original letter
of offer. Changes, such as reduced or increased appointment or change in
responsibilities, shall be agreed to in writing by the faculty member, the Department
Chair, the Dean, or University Librarian, and the Provost/Vice President for
Academic Affairs. Changes may be permanent or of specified
duration. In the case of permanent changes, the faculty member
relinquishes the right to return to the original contract without the agreement
of the Department Chair, Dean or University Librarian, and Provost/Vice
President for Academic Affairs. Changes of specified duration may be for
a period of up to six years and may be renewed by agreement of all parties.
All such changes are subject to approval by the President, as appointing
authority.
2. The
University may require a faculty member to accept a change in appointment only
as a result of the termination of a program or department of instruction.
Such changes in appointment, including possible termination, shall be carried
out in a manner consistent with Section E through P of the Reduction-In-Force
Policy ("
3. The
University does not have an obligation to agree to a change, increase, or
reduction in appointment for any faculty member, but must give serious
consideration to such requests.
4. Faculty
members will receive a copy of the "Payroll Appointment or Change
Form" that implements any change in appointment.
V. Evaluation of Faculty
A. Student Evaluation of Faculty
1. All faculty should have most of their courses evaluated.
The
2. The
assessment of teaching, as it contributes to tenure/promotion merit review,
shall include both peer review and student evaluations.
B. Evaluation of Limited Term Faculty (updated Summer 2004)
1. All limited
term faculty shall be evaluated
annually by their unit in a manner established by the unit and the appropriate
Dean, or University Librarian, on the basis of the expectations and duties
defined in the letter of offer. Other contributions may be included if
agreed to in writing by both the faculty member and the Department Chair.
The result of the evaluation is to be summarized in an annual letter from the
Department Chair to the Dean or University Librarian, with a copy to the
faculty member and the Provost/Vice President for Academic Affairs. Under
no circumstances shall an evaluation of a limited term faculty member be
undertaken without the faculty member’s knowledge.
C. Evaluation of Probationary Faculty
1 . All probationary faculty shall be
evaluated annually by the tenured faculty of their unit, the Department Chair,
and the appropriate Dean or University Librarian (according to unit evaluation
plans) until the University President grants tenure or does not reappoint. In
the case of first year appointments only, a department or college may
adopt a procedure that does not require the participation of all tenured faculty. Alternative procedures for first year faculty must
be approved by the appropriate Dean or University Librarian, must be the
same for all first year faculty in the unit, and
must involve the creation of a written report on the faculty member's
performance. A written report of this review will constitute the annual
evaluation. The annual evaluation
shall be completed by March 15 of each year, and
shall contain a statement regarding the faculty member’s progress towards
tenure. Under no circumstances shall such an evaluation of a
non-tenured faculty member be undertaken without the faculty member’s
knowledge.
2. If a
college is organized into departments, formal evaluation is to be summarized in
an annual letter from the Department Chairperson to the Dean or University
Librarian with a copy to the non-tenured faculty member and the Provost/Vice
President for Academic Affairs. This letter is to contain the Department
Chairperson's report and a synthesis of comments from the evaluating body of
the department. Tenured members have the right and responsibility of
participating in the evaluation. Evaluations should be invited from all
probationary members of the department, but should not be required. All
faculty evaluations that are appropriate shall be used in the evaluation.
3. If a
college is not organized into departments, the annual letter of evaluation is
prepared by the Dean and sent to the Provost/Vice President for Academic
Affairs with a copy to the faculty member. Members of the respective
college faculty participate in the process in the same manner as department
faculty in the colleges with departments.
4. Each
faculty member shall prepare and submit to his/her Department Chair or Dean an
annual activity report listing courses taught, publications, and other
scholarly accomplishments, and service to the University and community.
Annual activity reports shall be prepared in a format developed by each college
to suit its unique needs.
D. Evaluation of Tenured Faculty
Members
1. Tenured
faculty are entitled to and may request a regular review concerning general
professional goals and standards, or in relation to any personnel actions (promotion,
general merit, special merit) for which they may wish to be considered.
This review shall take the form of a conference with the Department Chair
according to established departmental procedures or, if desired, the Dean.
2. Formal evaluation of tenured
faculty is undertaken to review and assess professional growth and
development. Such evaluation is undertaken whenever a favorable personnel
action is under consideration and at such other times as departmental or collegiate
policy may dictate. For purposes of establishing continuing adequacy of
performance and satisfactory professional development and growth, tenured
faculty must regularly be evaluated by a Professional Performance / Development
Review. The Professional Performance / Development Review includes
review by department peers. This review will normally occur every five
years after the faculty member receives tenure. Under no circumstances
will such an evaluation of a tenured faculty member be undertaken without the
faculty member's knowledge. If a faculty member fails to provide current
materials for the review period or otherwise does not adequately participate in
the review s/he will be considered to have failed the review. Policies
and procedures for evaluation of tenured faculty are those appropriate to the
personnel action being considered and are developed by the faculty of each
academic unit in accordance with unit evaluation plan guidelines.
3. Formal
evaluation of tenured faculty also may be undertaken where there is substantial
evidence that the faculty member has not performed his/her duties
adequately. In the case of the alleged inadequate performance, no formal
evaluation shall be undertaken until the faculty member has been notified of the
allegations and has had an opportunity to respond to them. Under no
circumstances will such an evaluation of a tenured faculty member be undertaken
without the faculty member's knowledge.
4. While it is expected that tenured faculty will receive a Professional
Performance / Development (PP/D) Review every five years, the review period
will be three years if the shorter period is required for accreditation.
Flexibility in this requirement is permissible. A shorter review period,
for example, may occur if a PP/D review is not successfully passed (in line
with V.C.3) or if specified by a unit evaluation plan. A longer period
might occur, for example, if a faculty member eligible for a five-year review
is within a year or two of retirement. Adjustments to lengthen or shorten
the review period are also possible to accomplish a department’s administrative
aims such as equalizing the percent of faculty reviewed in any one year.
Changes in the length of the review period should be approved by the department’s
college.
5. Procedures for
Professional Performance / Development Review
a. Faculty
undergoing a Professional Performance / Development Review shall provide to the
Chair and other colleagues in the department evidence of teaching
effectiveness, scholarly/creative/artistic endeavor, and service to the
institution and profession. The materials required for this evidence is
specified in the unit evaluation plan. It is suggested that the materials
include a comprehensive vita, the annual reports for the review period,
students’ evaluations of the instructional quality of most classes taught, peer
evaluations of teaching, syllabi for courses taught, examples of students’ work,
distributions of assigned grades, a comprehensive listing of publications or
creative/artistic activities during the review period, and examples of the most
significant scholarly or creative/artistic accomplishments. {revised 12/2005}
b. Standards
for evaluation in the areas of teaching scholarly/creative/artistic endeavors,
and service are determined by the descriptions of various academic ranks as
established in the Faculty Handbook, Section I.III.E., "Qualifications and
Characteristics of Faculty Ranks." The faculty member's performance
shall be classified as unsatisfactory, satisfactory, or superior for each
area. The review period shall include all evidence accumulated since the
last successful review.
c.
Departmental summaries and Chair's evaluations are forwarded
to a college-wide committee for review, evaluation, and recommendation to the
Dean. Materials accompanying the departmental recommendation, if any, are specified by the unit evaluation plan. In units
without departments (
d. Faculty
receiving an unsatisfactory evaluation in teaching shall be given help from the
institution to achieve a satisfactory evaluation and shall be evaluated for
teaching again the next year.
6. Each
faculty member shall prepare and submit to his/her Department Chair or Dean an
annual activity report listing courses taught, publications, and other
scholarly accomplishments, and service to the University and community.
Annual activity reports shall be prepared in a format developed by each college
to suit its unique needs.
1. Each college
and library shall develop a unit evaluation plan by which its members will be
evaluated. It is the responsibility of the Dean or University Librarian to
provide every faculty member with a copy of the current Unit Evaluation
Plan. A department may prepare an addendum to the unit evaluation plan
which is consistent with the unit evaluation plan but provides more specific
criteria for its members. Faculty not clearly identified with one college or
library will be evaluated according to specifications outlined in the letter of
offer.
2. The unit
evaluation plans specify how evaluation varies according to its purpose, be it
reappointment, tenure, promotion, general merit, or special merit.
3. The three
domains of faculty activity are teaching, scholarship/creative endeavor, and
service. Unit evaluation plans should address the types of materials
faculty members should assemble for evaluation within each domain. The unit
evaluation plan should acknowledge that University teaching comprises more than classroom performance,
and evidence beyond student evaluations must be brought to bear in assessing
teaching. Recommendations as to (1) activities of the faculty which the
evaluation process should address, and (2) evidence that might be assembled and
examined are itemized in Section V.C.5.a.
4. The unit
evaluation plan sets the relative importance of each domain in each type of
evaluation, or explains how the relative importance is determined. (This
must comply with III.E. of the Handbook.)
5. The
evaluation plan describes the evaluators' responsibilities and how to promote
their fulfillment. The plan identifies those circumstances under which
evaluations from outside the unit will be sought, and how such evaluations are
to be treated.
6. The
evaluation plan, or any revision of an existing plan, requires the approval of
the college (or library) faculty policy-making committee, and the Dean (or
University University Librarian). The
Provost/Vice President for Academic Affairs will review and approve the
evaluation plan for compliance with University standards and procedures.
A departmental addendum requires the same approach.
7. Each Unit Evaluation Plan shall be reviewed and, where appropriate,
revised at least every six years. It is the responsibility of the Dean
(or University Librarian) to see that the current version of the plan is being
used. However, where a review term straddles one or more changes in the plan, a
faculty member may choose which one of the applicable plans under which he or
she is assessed.
VI. Tenure
Regulations
A.
Eligibility for Tenure
1. The
President, as appointing authority, after review of recommendations from the
faculty and the appropriate Dean (or University Librarian) and the Provost,
grants tenure to faculty who have served a period of probationary service and
who in the judgment of the faculty, the appropriate Dean, the Provost and the
President are capable of making substantial contributions to the
University. The President, as appointing authority, upon recommendation
of the faculty, the appropriate Dean and the Provost, may also grant tenure at
the time of initial appointment to individuals of outstanding reputation.
Normally, tenure is granted only to those who hold the rank of associate
professor or professor.
2. The
eligibility of a faculty member for tenure is determined by the conditions of
initial appointment contained in the letter of offer. Faculty members who
are eligible for tenure are probationary faculty. Appointments of less than .5 FTEF are never
probationary; they are part-time, limited-term appointments. Appointments
of .5 FTEF or more may be either probationary or limited-term, depending on the
conditions specified in the letter of offer.
B. Calculating
Fraction of Appointment and Period of Service
1. Only
appointments of .5 FTEF or greater are used to determine duration of service
for purposes of determining the probationary period.
2. The
unit of time for determining fractional service is the academic year. A
faculty member employed full-time for one quarter holds an appointment of .33
FTEF, as does a faculty member on .33 FTEF appointment
for all three quarters of an academic year. Summer session does not count
toward period of service for tenure consideration.
3.
The
period of probationary service at the University is equal to the number of
years served on a full or qualifying fractional (.5FTEF or more)
appointment. For example, a faculty member who worked .5 FTEF for three
years would have accumulated 3 years of probationary service to the University.
C. Procedures
for Granting Tenure (12/2004)
1. When
a candidate applies for tenure and/or promotion, the total professional profile
of the individual will be considered. All candidates must demonstrate a
record of accomplishment at
2. A candidate may not add new material to his or her
file, except to update the status of scholarly or creative work in progress,
once it has left the candidate’s department.
3. The
total period of full-time service at
a. Scholarly leave of absence of one year or
less, except for work on an advanced degree, will count as part of the
probationary period, unless the individual and the President or the President’s
designee agree in writing to an exception to this provision at the time the
leave is granted.
b. The total period of full-time service at
c. The President or President's designee may
grant an extension of one year to the probationary period, on request by the
faculty member, as a result of the faculty member's having taken compassionate
leave or as a result of significant disruptions in the life of the faculty
member where such events can be shown to have affected significantly, or are
expected to affect significantly, his/her ability to engage productively in
activities normally evaluated in tenure consideration.
d. The faculty member will be evaluated for
tenure not later than the sixth year of service (or as amended by extension,
under the provisions above). An unsuccessful application before the sixth
year does not change the probationary period.
4. a.
Recommendation regarding tenure is
initiated in the academic unit (which, generally speaking consists of
department and Chair), which has primary responsibility for the evaluation of a
candidate's file. The recommendation of the academic unit is reviewed by the appropriate tenure and promotion
committee, if any, and the Dean according to the standards and procedures of
the college or library unit evaluation plan. The Dean forwards her/his
recommendation and those of the academic unit and tenure and promotion
committee to the Provost/Vice President for Academic Affairs. The Provost
reviews the recommendations for compliance with University standards and
procedures and in turn makes recommendation to the President. Candidates
will be notified of the President's decision prior to March 15.
b. Candidates will receive a copy of the letters
of recommendation prepared by the Department Chair, the tenure and promotion
committee, the Dean, and the Provost.
c. In instances where the Chair, the tenure and promotion
committee, the Dean, or the Provost recommends against tenure, the letter from
the negative recommender will give the specific reasons for the negative
recommendation. Upon receipt of a negative recommendation at any level,
the candidate will have fifteen working days to submit a written response to
the negative recommendation, which will accompany the candidate’s file to the
next level of the process. A candidate who has received a negative
recommendation at any level may meet with the Dean or the Provost once the file
has reached that level. A negative recommendation at any level does not stop
the process—at each level the candidate may choose either to proceed forward or
withdraw. A candidate who withdraws from the
tenure process in his or her final year of eligibility will be considered to
have resigned from the University effective at the end of the next academic
year, unless the candidate submits a resignation to take effect earlier than
the conclusion of the next academic year, and will not receive notification
from the President regarding the tenure application.
d. If, in the candidate’s last year of
eligibility for tenure, the President denies tenure, the candidate may
appeal the denial to the Board of Trustees, which may conduct an adjudicative
proceeding pursuant to the Administrative Procedures Act, Chapter 34.05.RCW. If the President fails to grant tenure by the
sixth year of service or by the end of an extended probationary period as
allowed in Section VI.C.2.c, the contract for the forthcoming year shall be a
terminal contract.
e. For Faculty holding fractional probationary appointments, the
granting of tenure conveys rights to only the fractional appointment held at
the time tenure is granted.
[material in Sections III. through VI. revised by the Senate and approved by BOT 12/2004]
VII. Policies
on Affirmative Action, Employment, Equal Opportunity, and Discrimination
A. It
is the policy of the Board of Trustees of Western Washington University to
provide equal employment opportunity for all employees and applicants for
employment regardless of race, color, religion, national origin, sex, pregnancy,
age, marital status, sexual orientation,
B. WWU Affirmative Action,
Employment, Equal Opportunity, and Discrimination Guidelines appear in Appendix
C of this Handbook. The details of these policies and their
implementation are contained in a publication entitled, “Western Washington
University Administrative Policies and Procedures of Affirmative Action,
Employment, Equal Opportunity, and Discrimination,”
which is available from the Equal Opportunity Center.
VIII. Conflict of Interest
Resulting From Family Relationship
It is an
objective of
A. Members of the same family, persons in cohabitation
relationships, or persons engaged in romantic or sexual relationships may be
employed by
B. No faculty member, department chairperson, academic dean, or other academic administrative officer of Western Washington University shall initiate or in any way participate in any decision which involves the appointment, evaluation, promotion, retention, or dismissal of a family member, a person with whom he/she is in a co-habitation relationship, or a person with whom he/she has a romantic or sexual relationship or which might have a direct effect on the condition of employment with the University of a family member, a person with whom he/she is in a cohabitation relationship, or a person with whom he/she is having a romantic or sexual relationship. Whenever a dep