Wsu faculty handbook

Entomology Society of America Insect Handbook, pp. APS Press, St. Paul, MN. Stahnke, G. Cogger, E. Miltner, R. Luchterhand and R. Applied Turfgrass Science. Proctor, C. Johnston, C. Program Proposal. Short Program Proposal.

Excel Budget Worksheet. Dismissal Form. Director Agreement. Learn more about Michael Cleveland and his research here. Learn more about Jennifer Duckworth and her research here. Learn more about Anne Cox and her research here. Learn more about Meena Richardson and her research here.

Tracy Klein — Nursing in Vancouver. Learn more about Tracy Klein and her research here. Although they may follow subsidiary interests, these interests must never seriously hamper or compromise their freedom of inquiry. They have a basic responsibility to the University, their departments, and their students to teach their courses and to perform in a conscientious manner all instructional tasks related to their courses including submission of final grades to the Registrar according to authorized and published deadlines.

As teachers, professors encourage the free pursuit of learning in their students. They hold before them the best scholarly standards of their disciplines. They demonstrate respect for the student as an individual and adhere to their proper role as intellectual guides and counselors. They make every reasonable effort to foster honest academic conduct and to assure that their evaluations of students reflect their true merit.

They respect the confidential nature of the relationship between professor and student. They avoid exploitation of students for their private advantage and acknowledge significant assistance from them. They protect the students' academic freedom. By action of the Board of Regents, the Resident Instructional Staff is empowered to hold meetings each year for such purposes as it deems necessary, including the adoption of resolutions concerning academic and related matters; the structure, organization, and operation of the Faculty Senate; and other matters relating to the educational program of Washington State University.

Any member of the Resident Instructional Staff may petition the Steering Committee of the Faculty Senate to call a meeting and the meeting will be called if a majority of the Senate Steering Committee vote in favor of holding the meeting.

Also, a petition signed by a minimum of ten percent of the Resident Instructional Staff members will require that a meeting be called, regardless of the vote of the Senate Steering Committee.

The Steering Committee shall designate a member of the Resident Instructional Staff to chair the meeting s. The Graduate Faculty has the responsibility of teaching graduate level courses and chairing thesis committees in accordance with the regulations of the Graduate School. Each department, special program, and college is considered a unit. To facilitate uniformity of operation, the duties of the faculty of each unit are defined as follows:.

Among its responsibilities are the following:. Consider the candidates for appointment to positions within the unit. Ordinarily, these duties are undertaken by the departments or special programs.

If the entire college is concerned, these matters are considered by the members of the college. The purpose of the Faculty Senate is to provide a representative body of the faculty community to consider and to make recommendations to the President, to appropriate administrative officials of the University, and through the President, to the Board of Regents on matters affecting the general welfare of Washington State University and its educational, research, and service activities.

The Faculty Senate shall serve as the legislative body of the faculty to make recommendations in all matters requiring faculty action or approval of curricular and educational policies of Washington State University, including:. Curricula and courses to be offered and the amount of credit for each course. The specific duties of the Senate shall also include, but not be limited to, the formulation of recommendations to the President and appropriate administrative officials of the University with regard to the following:.

Review of the budget of the University to assess its general conformity with policies and priorities established or endorsed by the Senate. Review of the master plan for the physical and educational development of the University. Protection and enhancement of academic freedom of members of the University community.

Preservation and extension of academic responsibility of members of the University community. Promotion of the general welfare of the University community. Review of policies concerning the University's relations with its supporting community throughout the state of Washington. Review of policies concerning the University's relations with outside agencies.

Review of rules and procedures of the University concerning the conduct of its members. The Faculty Senate will include a Steering Committee, the duties of which shall include matters relating to agenda, referral, voting, and elections. The Steering Committee shall also act as an emergency advisory council to the President, and it may serve as a Summer Executive Committee to carry out functions delegated to it by the Senate.

The quorum for meetings of the faculty, the Resident Instructional Staff, and the Graduate Faculty shall be all qualified persons in attendance at regularly scheduled and announced meetings.

Each of these bodies shall be free to make its own rules of procedure, but, unless rules to the contrary are adopted, motions shall pass by majority vote. The educational policies of the University should reflect not only the charter functions and duties of the institution and the purposes and objectives of the Morrill Act of and acts of the State Legislature, but also the constructive aims and ends of higher education in a democratic society.

These policies are recommended to the President by the Faculty Senate. When approved by the President for the Board of Regents, these educational policies and procedures are binding on all units of Washington State University until they are officially revised or terminated. Any unit may at any time, by written request to the President, ask for revision or termination of any policy or regulation, but the original remains in effect until officially changed, unless the President suspends it pending reconsideration.

Until such action is taken, it is the obligation of the principal administrative officer concerned to administer the policy or regulation in effect. The committee system provides one of the useful ways in which the faculty may participate in matters of organization, administration, and coordination of institutional policies and programs.

Committees are important to democratic administration, and they contribute to the efficient operation of the University. The Faculty Status Committee is responsible to the faculty. It has nine members, each serving for three years. Three members retire annually at the beginning of the last week of instruction prior to final examinations in the spring semester and are not eligible to succeed themselves immediately. Any member of the faculty may bring a problem to the attention of the committee.

At a meeting of the faculty, to be held within the last two weeks of February, a nominating committee composed of two members of the Faculty Status Committee and three other members of the faculty designated by the Faculty Status Committee submits to the faculty a list of six nominees for the three vacancies to be filled at the beginning of the last week of instruction prior to final examinations in the spring semester.

If there are vacancies caused by death or resignation during the previous year, the nominating committee will also submit two nominations for each vacancy. Nominations from the floor at a regular faculty meeting may also be made. If membership on the committee falls below seven during any one year, a special election is held to fill vacancies. Nominations at special elections are made in the same way as above.

If vacancies occur during the summer, the Faculty Status Committee may appoint members to serve until October 1 of that year. The election of Faculty Status Committee members is by mail ballot. This ballot is to be mailed to the faculty prior to March The ballot carries the six names presented by the nominating committee, any additional names nominated in the faculty meeting, and space to write in the names of any other candidates.

This ballot is to be marked to indicate the three choices for the three vacancies and returned within three weeks of the mailing date from Pullman. The three nominees receiving the greatest number of votes are elected to the three-year positions. The nominee for each additional vacancy caused by death or resignation during the previous year see Nominations section above who receives the greatest number of votes is elected for the remainder of the term of that vacancy and begins serving at the same time as incoming three-year members.

Leave of Absence. If a member of the Faculty Status Committee goes on leave for a period of four months to a year or for any reason is unable to participate in the work of the committee for a similar period of time, the committee is empowered to appoint a replacement for the period of absence. A member who anticipates a longer absence should resign so that the vacancy may be filled at the annual election.

Powers of the Committee. The Faculty Status Committee has power to elect its own officers, fix dates of its meetings, make its own rules of procedure, designate other members of the faculty to assist in its work, and make reports and recommendations to the faculty and to the President.

The functions of the Faculty Status Committee shall include the conciliation and adjudication of disputes within the faculty and between members of the faculty and the administration. The committee shall make periodic reports at least annually to the Senate and to the faculty concerning its operations. After giving reasonable notice, it may call special meetings of the faculty or any component thereof.

The chair of the committee presides at such meetings. For defraying necessary expenses of the Faculty Status Committee, the faculty may vote such assessments as may be necessary. These are payable to the treasurer of the committee. In addition to the Faculty Status Committee, there are numerous other committees on which faculty serve.

Personnel policies and procedures of Washington State University represent the cooperative efforts of the faculty, the administrative officers, and the Board of Regents to develop and maintain a superior faculty. Washington State University subscribes to the principles and laws of the state of Washington and the federal government pertaining to civil rights and equal opportunity, including applicable Executive Orders. Washington State University policy prohibits discrimination on the basis of race, creed, color, national or ethnic origin, sex, age, sexual orientation, religion, marital status, the presence of any physical, sensory or mental disability, and status as a disabled or Vietnam-era veteran in the recruitment, admission and retention of students; the recruitment, employment, and retention of faculty, administrative professionals, staff, and students; and the operation of all University programs, activities, and services.

Washington State University has endorsed an affirmative action policy for faculty employment. All new faculty positions allocated from appropriated funds are assigned to administrative units by the President or, through delegation, by the Provost and Academic Vice President. Modified positions or positions transferred from one unit to another require special approval. When a position becomes vacant, it is subject to reconsideration, and the department chair is expected 1 to report the fact promptly to the principal administrative officer concerned, who will ascertain from the Provost and Academic Vice President whether the expected vacancy may be filled, and 2 to initiate a search for the most highly qualified available candidate for the approved position.

No commitment is to be made until the proposed appointment has been approved by the Provost and Academic Vice President or the appropriate administrative officer authorized by the Provost and Academic Vice President to act on such recommendations. The initial responsibility for seeking and recommending candidates for authorized faculty positions lies with department or other unit chairs, who should recommend an appointment only after consideration by all available department members and after consultation with the principal administrative officer concerned.

Where appropriate, consultation is to be encouraged with representatives of other departments, colleges, or teaching programs to which the work proposed in the particular appointment is substantially related.

Procedures are conducted in conformity with affirmative action policies. No faculty member, department chair, dean, or other administrative officer shall vote, make recommendations, or in any other way participate in the decision of any matter which may directly affect the appointment, tenure, promotion, salary, or other status or interest of such person's parent, child, spouse, sibling, in-law, or close relative. However, it is the policy of the University that there shall be no prejudice against a faculty member or candidate for a faculty position whose spouse or other relative is employed by, or is a candidate for employment with, the University.

This policy applies within as well as between departments and colleges of the University. When an agreement has been reached regarding the applicant best suited for the position, the recommendation for appointment is submitted on the prescribed form and with the required supporting information by the principal administrative officer concerned. All understandings, limitations, promises, and the like pertaining to the proposed employment are to be recorded in writing on the standard form or attached to it.

Recommendations for appointment to all positions are made to the President as follows: 1 faculty personnel and graduate assistants by the Provost and Academic Vice President; 2 classified staff by the Vice President--Business and Finance. If approved by the appropriate officers and the Provost and Academic Vice President, the position is offered in writing to the prospective appointee. The department or other unit , with the approval of the principal administrative officer, initiates a recommendation for appointment to its faculty.

The Provost and Academic Vice President, by delegation of authority from the President, makes all appointments and submits an annual report to the Board of Regents. The President usually discusses with the Board of Regents the appointment of principal administrative officers prior to the appointment. Every recommendation made through appropriate channels to the President should include, from individuals professionally competent to judge, three recent letters with respect to the professional education, training, experience, and other qualifications of the person recommended.

Adherence to, or membership in, an organization, group, or movement known to be illegal or known to advocate the overthrow of the government by force or violence disqualifies a person from employment, as does a record of advocating violence or encouraging unlawful disruption at other institutions. Each faculty position has, and should have, unique distinguishing features. In addition to the professional qualifications necessary for specific positions, certain attributes are desirable, in varying degree, in all academic ranks and positions and are always to be considered in making recommendations for appointment to the Resident Instructional Staff.

These include:. Interest and aptitude in dealing with the problems of individual students. Personal attributes such as integrity, initiative, diligence, openmindedness, objectivity, cooperativeness, and commitment to the affirmative action policy of the University.

All appointments are made in writing. The letter of appointment specifies the conditions and terms of employment as listed below. The original goes to the appointee, and a copy is retained for the personnel file in the Human Resource Services Office. This letter of appointment a copy of the prescribed employing form-- Personnel Action Form and the acceptance of the position by the proposed appointee constitute the contract between the employee and the Board of Regents.

Records are confidential unless disclosure is required by law. The letter of appointment includes, by specific statement, the first four of the following items and, by statement or reference, the remainder:. Basis of service. Academic-year basis, annual basis, or for a stated period. The academic year is defined as August 16 through May Annual is defined as July 1 through June Business Policies and Procedures Manual, Any special understandings, promises, or conditions.

These must be included in the letter of appointment and on the Personnel Action Form to be a part of the contract of employment. Relocation expenses household and personal effects. Payment of relocation expenses for permanent new faculty employees must be approved in advance by the principal administrative officer and must follow requirements set forth by state regulations. Payment of relocation expenses for temporary faculty may be approved if a sponsored project specifically provides funds for these expenses.

Per diem and personal transportation expenses for relocation are not covered. In all cases, the prospective employee must agree to reimburse the University for any funds paid for relocation expenses if he or she resigns, or causes his or her termination within one year of the date of employment.

The employee is responsible for all costs for relocation which have not been authorized or which exceed the total relocation allowance authorized by the University.

Periods of appointment. Business Policies and Procedures Manual The Faculty Manual is the official guide to policy and procedure and its provisions should be considered a part of the conditions of employment.

It cannot and does not foresee every possible contingency, but it should be consulted and followed where applicable as a means of resolving questions regarding the service of an employee. Future editions of the Manual, however, must apply when current, regardless of provisions in force at the time of original employment.

It is the policy of Washington State University to encourage the professional advancement of members of its faculty commensurate with their abilities and the effectiveness of their services. Among the encouragements to superior service, no factors are more important than the policies concerning advancement in salary and rank. Annually, the status, qualifications, and performances of each faculty member are reviewed by the appropriate administrative officers.

The criteria used in this annual review shall be those utilized for possible advancement in rank. Each faculty member is expected to provide his or her department chair a curriculum vitae which will include information concerning education, instructional performance, research activities and publications, awards, and professional experience, activities, and affiliations, together with the names of professional colleagues who might serve as references.

This file is to be up-dated annually to keep the information current. A non-tenured faculty member should add biographical or other information to assist tenured faculty in reaching a recommendation at the time of tenure consideration. After the department chair, or equivalent, has completed written evaluations of faculty for annual review, each faculty member reviewed shall sign a statement indicating that he or she has had the opportunity to read the evaluation report and to discuss it with the chair.

A faculty member's dissent regarding contents of the report shall be appended to the report. If in any year no funds are allocated for salary increases of a faculty member, or if only a cost-of-living increase is available to the faculty member, the annual review reports will remain and be preserved at the department, or equivalent, administrative level. Recommendations for merit-based salary increases or promotion follow the same administrative channels used for employment.

If a merit-based increase is available to a faculty member, then the report will be forwarded through the appropriate administrative channels. If no merit-based increase had been available to the faculty member in the immediate previous annual review period, then reports for both the current and previous annual review periods will be forwarded.

If no merit-based increase had been available to the faculty member for the most recent two annual review periods, then reports for the current and two previous periods will be forwarded.

In any case, reviews will be forwarded for a faculty member at least every three years. Reviews forwarded for more than one year will be considered together. Faculty shall be provided with comparative information to help them assess their performance evaluations and numerical ratings. Whenever a periodic evaluation and numerical rating for an individual faculty member is completed by a chair or dean, or their equivalents, then the rating shall be reported back to the individual faculty member, together with the mean and standard deviation of ratings for all faculty in the department or equivalent at the same time.

However, no comparative information shall be reported back in departments having fewer than four faculty members on permanent appoitment in order to preserve the confidentiality of ratings of individual faculty members. To assure that salary increases and promotions will be made objectively, equitably, impartially, and as a recognition of merit, the policies and procedures given below are to be observed.

In addition, to qualify for salary increases and promotion, a faculty member is expected to observe all policies applying to faculty covered in the "Freedom and Responsibility" section of the Faculty Manual see pages It is the policy of the University to encourage and facilitate original creative activity on the part of all faculty. Faculty members will be recognized for activities which fulfill the University's responsibilities in instruction, research, and service.

Therefore, all faculty are expected to demonstrate original scholarly or creative productivity. Where appropriate and available to particular disciplines, faculty may be recognized for efforts in obtaining extramural funds. Ordinarily recommendations for promotion or increase in salary will be acted upon at the time of annual review.

Promotions for annual appointees will take effect July 1 and for academic-year appointees August Salary increases for both annual and academic-year appointees will take effect January 1 unless established othewise by the legislature.

Increases in salary and advancement in rank are not automatic. Promotion is not to be regarded as guaranteed upon completion of a given term of service. It is rare for a faculty member to attain the level of distinction expected for promotion to professor, or equivalent, before the sixth year in rank as associate professor, or equivalent rank.

In both cases, demonstrated merit, and not years of service, is the guiding factor. Primary criteria to be used to evaluate a faculty member in any of five faculty staffs for salary increases and for possible advancement in rank are described in the following subsections. These criteria and secondary criteria approved at the area or unit level must be directly and substantially relevant to the professional responsibilities associated with the position. In addition, each faculty member is subject to evaluation for his or her contributions to the effective functioning of the department, or equivalent unit, and for adherence to high ethical and professional standards.

The following primary criteria, in addition to acceptable professional training and personality and character traits, are used in evaluating the qualification of a member of the teaching faculty for possible advancement in rank:.

Teaching effectiveness in lower-division courses, including advising.