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MONTCLAIR STATE UNIVERSITY SELECTED PROCEDURES AGREEMENT

July 1, 1995 - June 30, 1999

1. COMMITTEES REQUIRED TO IMPLEMENT UNIVERSITY PERSONNEL PROCEDURES

1.1 DEPARTMENT LEVEL

1.1.1 DEPARTMENT PERSONNEL ADVISORY COMMITTEE (DPAC)

1.1.1.1 Composition
The composition and length of term of office of the department PAC will be determined at the department level by democratic process, except that no department chairperson, nor any candidate in his or her tenure decision year, may serve. No candidate for promotion may participate in the promotional procedures in the department PAC, but may serve with regard to reappointment and tenure decisions. All members of the department PAC must be tenured. Exceptions to this rule require written approval from the Overview Committee. In the event that a department decides that an insufficient number of eligible members is available for requisite personnel actions, it may request that additional members be selected from other departments within the College/School or the University. This procedure, if adopted, will be submitted to the Overview Committee for acceptance.

Departments are expected to elect their College/School PAC representative before constituting the department PAC. Exceptions must be sought from the Overview Committee.

1.1.1.2 Term

The election of the PAC or the filling of vacancies on the Committee should take place during the month of February. Persons elected should assume office by March 25.

No person may serve more than three (3) consecutive years.

1.1.1.3 Function

In addition to any other duties assigned to it, the department PAC, whose function is limited to personnel actions only, is responsible under the terms of this Agreement for evaluation and recommendations concerning the following:

Appointments
Reappointments
Tenure
PromotionSabbaticals

1.1.2 STUDENT INPUT COMMITTEES (SIC)

Due to the wide variation in practices by departments, the existence of such a committee is permitted but not required. It is the prerogative of the departmental faculty to choose the student or other non-faculty personnel group to administer the questionnaire used in the faculty personnel process. The group must conform to the rules for student input into faculty personnel decisions found in Section 2.5 of the General Guidelines for Personnel Actions.

1.2 COLLEGE/SCHOOL LEVEL

Each year the dean will meet with the department chairpersons and the department PAC chairpersons, prior to the initiation of the annual personnel actions, to discuss the process that will be used during that year.

 1.2.1 COLLEGE/SCHOOL PERSONNEL ADVISORY COMMITTEE (C/SPAC)

1.2.1.1 Composition

The composition and the term of office of the College/School PAC will be determined by the faculty of each College/School or by the College/School Senate in consultation with the dean, except that no member of the administration, department chairperson, department PAC chairperson, department PAC member, non-tenured faculty member, or individual applying for promotion, may serve. No individual may serve at more than one level of review and recommendation.

Exceptions to this composition must be submitted to the Overview Committee for its written approval.

Colleges/Schools are expected to elect their University Promotions Committee representatives before College/School PACs are constituted. Exceptions must be approved by the Overview Committee.

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1.2.1.2 Term

The election of the College/School PAC or the filling of vacancies should take place during the month of February. Persons elected should assume office by March 15.

No person may serve more than three (3) consecutive years.

1.2.1.3 Function

The only function under the terms of this Agreement is consideration of promotions for promotion slots allocated to Colleges/Schools. It will be the responsibility of this Committee to evaluate, recommend and provide a list of the number and types of ranks of regular promotions to correspond with the recommendations of the Allocations Committee. A written list(s) of final recommendations and alternates will be developed in conjunction with the dean and will be forwarded to the VPAA as provided in the promotions procedures Section 4.2.3.3.2.

1.2.2 COLLEGE/SCHOOL RESEARCH COMMITTEE

1.2.2.1 Composition

The composition and term of office of the College/School Research Committee will be determined by the faculty of each College/School by democratic process.

1.2.2.2 Function

The College/School Research Committee will annually process applications of faculty members for research support and forward the recommendations to the College/School dean.

One of the functions of the Committee is to develop and disseminate procedures, guidelines and methods of reporting utilized in recommending support for research. The guidelines developed by each College/School must be submitted to the Overview Committee for acceptance.

1.3 UNIVERSITY-WIDE COMMITTEES

1.3.1 ELECTION PROCEDURES FOR UNIVERSITY-WIDE FACULTY COMMITTEES

Prior to the election of the department and College/School PACs, the following All-University committees must be elected at the College/School level in an election conducted by the Association/Union College/School representative and the dean's office between the beginning of the Spring term and February 15.

Career Development Committee

University Faculty Review Board

University Promotions Committee

Sabbatical Review Committee

The Association/Union College/School representative will forward a list of the successful candidates to the office of the VPAA and to the chairperson of the Association/Union Elections Committee.

Colleges/Schools failing to follow this procedure within the prescribed time frame will be deprived of representation on the committees involved.

It is the responsibility of the Association/Union and the University Administration to convene the first meeting of each of the committees. The committees will select their own chairpersons. At the first meeting of each committee, the Union representative and a representative of the administration will give the charge to the group. Unless otherwise noted, the term of service on each committee is one year commencing July 1.

1.3.2 UNIVERSITY FACULTY REVIEW BOARD (UFRB)

1.3.2.1 Composition

The University Faculty Review Board will consist of one elected tenured faculty member and one elected tenured alternate from each of the Colleges/Schools and one elected member and alternate from the library.

The Union and the administration will each appoint an ex officio member without vote to serve as observer for their constituents and as resource persons for the Board.

No member of the administration, department chairperson, department PAC chairperson, or College/School PAC chairperson may serve. No individual may serve at more than one level of review and recommendation.

Exceptions to this composition must be submitted to the Overview Committee for its written acceptance.

A duly constituted member of the Faculty Review Board may be required to defer to his or her alternate and step aside or absent him/herself from the deliberations on a particular case as a result of an appellant challenge that has been approved by a majority vote ruling of the Overview Committee. This does not preclude a Board member from voluntarily making a determination to defer to an elected alternate.

1.3.2.2 Term   Back to Main Menu         Back to Local Negotiations Page        To Top of This Page

The members of the University Faculty Review Board will be elected for a term of one year. The Board will elect its own chairperson. In order to provide for continuity, the Board will elect one member to serve one additional year as an ex officio member without vote. This election must take place at the final meeting of the UFRB. The organizational meeting of the Faculty Review Board must take place no later than October 1 of the Fall semester.

1.3.2.3 Function

The function of the Board will be to hear appeals concerning reappointments, tenure, and sabbaticals. The Board will consider only cases in which the faculty member alleges that the personnel action taken was based upon inadequate consideration.

The candidate may file an appeal on the grounds of inadequate consideration when that individual has reason to believe that a prima facie case can be established to the effect that a full and fair consideration was denied the appellant either through acts of omission (e.g., failure to evaluate entire vita) or commission (e.g., undue emphasis given to certain specializations within a discipline).

1.3.2.4 Procedure

The University Faculty Review Board will develop and disseminate guidelines designed to inform the University community and assist in the appeal process.

Guidelines will include but not be limited to notices of scheduled hearings and requests for supportive documentation.

Appellants must provide the Board with all pertinent materials generated at the department and College/School levels.

These include: Statement of the basis of the complaint, where the alleged inadequate consideration took place, the individuals involved, significance of the alleged inadequate consideration and the pertinent documents pertaining to the personnel action or recommendations being appealed.

The appellant may request that the dean of the College/School involved forward the reappointment package or other pertinent documents to the Review Board.

The appellant will submit to the chairperson of the UFRB a formal written appeal form stating in detail:

(1) the basis of the complaint;

(2) where alleged inadequate consideration occurred, and the pertinent individuals involved;

(3) significance of alleged inadequate consideration.

The chairperson of the UFRB must submit the appeal to the initial hearing subcommittee of the UFRB. This subcommittee will consist of three of the UFRB alternates and the past chairperson.

The subcommittee will decide, on the basis of the written material, whether or not alleged inadequate consideration was sufficiently demonstrated to warrant a full UFRB hearing.

The University Faculty Review Board will provide a copy of the formal written appeal as filed to all parties named in the complaint of inadequate consideration. This copy must be provided at least three (3) working days prior to the scheduled hearing.

Persons named in the complaints will be asked to provide input by attending the hearing scheduled for the appellant or by submitting written responses to the Faculty Review Board.

The UFRB will inform all parties to an appeal that a hearing has been scheduled. Both the appellant and the person(s) against whom the appeal is brought must be given the opportunity to be present during the entire presentation of the materials to the Board. An appropriate representative of the bargaining agent may be present if requested by either party.

The University Faculty Review Board has the responsibility to provide an opportunity for hearing the views of the individuals against whom the appellant has brought an appeal.

By majority vote, the UFRB must, after hearing all the evidence,

(1) rule that the faculty member has not presented a prima facie case that inadequate consideration has been given and rule against further hearings;

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(2) determine that the faculty member has presented a prima facie case that there has been inadequate consideration resulting in a palpable loss.

If the UFRB decides that no prima facie case of inadequate consideration has been presented, the appellant must be informed of this decision in writing.

If, in the opinion of the UFRB, the faculty member has presented a prima facie case of inadequate consideration resulting in a palpable loss, the UFRB must submit in writing to the President or her or his designee its views on the nature and extent of the inadequate consideration and its recommendation regarding the appeal. A copy of this communication may also be sent to the appellant and to the person(s) whose decision(s) or recommendation(s) was (were) appealed.

If, in the opinion of the UFRB, more than one case of inadequate consideration has occurred in the allocation of sabbaticals, the cases must be reported to the President or her or his designee in rank order. This rank order must reflect the severity of the inadequate consideration, not the relative merit of the sabbatical proposals.

The views and recommendations of the UFRB will be given serious consideration by the President and/or her or his designee.

1.3.2.5 Follow-up

When all scheduled Faculty Review Board appeals have been heard, and in cases where a specific department PAC has demonstrated a consistent pattern of inadequate consideration, the Faculty Review Board may request a consultation with the department involved. Subsequent to these meetings, the Faculty Review Board may request a consultation with the President or her or his designee for the purpose of examination of the pattern of inadequate consideration.

Whenever all other considerations are judged to be equal, a pattern of inadequate consideration may be taken into account by the Faculty Review Board in reaching final recommendations and by the President in making final decisions.

In instances where an apparent pattern of inadequate consideration exists, the chairperson of the Review Board, the administrative and Union observers and the corresponding College/School representative will meet with involved department PAC members in order to discuss means of improved future application of contractual procedures. The chairperson of the Review Board will inform all involved parties of the meeting(s) as scheduled and may request the participation of the department chairperson/dean.

1.3.3 UNIVERSITY PROFESSIONAL STAFF REVIEW BOARD (UPSRB)

1.3.3.1 Composition

The University Professional Staff Review Board will consist of four elected Professional Staff members with at least three (3) years of service and in the negotiating unit. They will be elected by unit Professional Staff members as indicated below:

One (1) by Professional Staff in the Division of Academic Affairs

One (1) by Professional Staff in the Division of Institutional Advancement

One (1) by Professional Staff in the Division of Student Development and Campus Life

One (1) by Professional Staff in the Division of Business and Finance and the Office of the President

The Union and the administration will each appoint an ex officio member without vote to serve as observers for their constituents and as resource persons for the UPSRB.

Both the administration and the Union will make every effort to maintain the same observer for the entire term of the UPSRB.

No member of the administration, unit director or individual applying for reclassification, promotion, personal development leave, or for multi-year reappointment may serve. Exceptions to this composition must be submitted to the Overview Committee for acceptance.

1.3.3.2 Term

The members of the University Professional Staff Review Board will be elected for a term of one year commencing July 1. The UPSRB will elect its own chairperson, who will serve an additional term as an ex officio member without vote to provide continuity for the UPSRB.

1.3.3.3 Function

The function of the UPSRB will be to hear appeals concerning annual reappointments, reclassifications, multi-year appointments and reappointments, promotions, and personal development leaves. The UPSRB will consider only cases in which the Professional Staff member alleges that the personnel action taken was based upon inadequate or inappropriate consideration.

The candidate may file an appeal on the grounds of inadequate consideration when that individual has reason to believe that a prima facie case can be established to the effect that a full and fair consideration was denied the appellant either through acts of omission (e.g., failure to evaluate entire vita) or commission (e.g., undue emphasis given to certain aspects of the position).

1.3.3.4 Procedure

The appellant must file a formal appeal form stating in detail the basis of the complaint and listing the pertinent individuals involved.

The University Professional Staff Review Board must inform all parties to a complaint that a hearing is being scheduled. Both the appellant and the person(s)against whom the complaint is brought must be given the opportunity to be present during the entire presentation of materials to the Board. An appropriate representative of the bargaining agent may be present if requested by either party.

The University Professional Staff Review Board has the responsibility to provide an opportunity for a hearing of the views of the individuals against whom the appellant has brought a complaint.

By majority vote, the University Professional Staff Review Board must, after hearing all the evidence:

(1) rule that the Professional Staff member has not presented a prima facie case that inadequate consideration has been given and rule against further hearings;

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(2) determine that the Professional Staff member has presented a prima facie case that there has been inadequate consideration.

Following the decisions, the University Professional Staff Review Board must submit its written recommendation and rationale to the President's designee for personnel actions. The Professional Staff member must be informed of the UPSRB's report as to whether or not a prima facie case has been established.

The decisions and recommendations of the University Professional Staff Review Board will be given serious consideration by the President's designee for personnel actions.

In the event that the University Professional Staff Review Board affirms an allegation of inadequate or inappropriate consideration, which is rejected by the President’s designee, the UPSRB must forward a written report to the President.

1.3.3.5 Elections

The members of the UPSRB will be elected at the division level in an election conducted by the Association/Union division representative and the division head involved. The elections shall be held annually, no later than February 15.

The Association/Union division representative will forward the election results to the VPAA and the chairperson of the Association/Union Elections committee.

It will be the responsibility of the Association/Union and the University administration to convene the first meeting of the Board.

1.3.4 ALLOCATIONS COMMITTEE

1.3.4.1 Composition

The Allocations Committee will be composed of the President of the local Union, or a designee, the Chief Union negotiator and two administrators at least one of whom has participated in the negotiation of the Selected Procedures Agreement.

1.3.4.2 Function

The Allocations Committee will determine the number of promotions to be allocated to each College/School and to the University Promotions Committee and these allocations are not grievable, unless the procedures set down in the section on promotions are violated.

1.3.4.3 Procedure

See section 4.2.6 Allocation of Promotion Slots

1.3.5 UNIVERSITY PROMOTIONS COMMITTEE (UPC)

1.3.5.1 Composition

The University Promotions Committee will consist of one elected tenured faculty member from each College/School at the rank of assistant professor or above. The Union and the administration will each appoint a member without vote to serve as observer and as resource person.

Members of the administration, department chairpersons, department or College/School PAC members, or individuals applying for promotion are not allowed to serve. Individuals may not serve at more than one level of review and recommendation.

Exceptions to this composition require approval in writing by the Overview Committee.

1.3.5.2 Term

The members of the University Promotions Committee will serve for two years. Elections will be scheduled as follows in order to create a staggered membership on the committee (Spring term used to determine year for election purposes):

Even Numbered Years:

School of Business

College of Education and Human Services

Odd Numbered Years:

School of the Arts

College of Humanities and Social Sciences

College of Science and Mathematics

The Committee will elect its own chairperson and will have its organizational meeting before October 1 of each academic year.

1.3.5.3 Function

The UPC will evaluate and make recommendations to the administration on applications for promotion routed to it.

1.3.5.4 Procedure   Back to Main Menu        Back to Local Negotiations Page        To Top of This Page

See section on Promotions.

1.3.6 SABBATICAL REVIEW COMMITTEE

1.3.6.1 Composition

The Sabbatical Review Committee will consist of one elected tenured faculty member from each College/School and one elected tenured representative from the library, and the Association/Union designee, who will serve ex officio without vote. No applicant for a sabbatical is eligible to serve on the Committee that year.

1.3.6.2 Term

The Sabbatical Review Committee will serve for one year. No member of the Committee may serve more than three (3) consecutive terms.

1.3.6.3 Function

The Sabbatical Review Committee must consider all applications and recommendations submitted and must develop a list of recommendations. The Committee will rank order those individuals recommended for sabbatical leave.

1.3.7 OVERVIEW COMMITTEE

1.3.7.1 Composition

The Committee will consist of two representatives from the Association/Union and two from the University administration.

1.3.7.2 Function

The Overview Committee will serve three functions:

(1) Review and approve policies and procedures or exceptions thereto to the extent that such review or approval is stipulated or implied by this Selected Procedures Agreement.

(2) Act as a resource body for interpretation of this Selected Procedures Agreement.

(3) Disseminate information to department PACs, chairpersons, College/School PACs, deans, the general faculty and Professional Staff members in case of change(s) in policies or procedures.

1.3.8 CAREER DEVELOPMENT COMMITTEE

(See Section 9 on Career Development Program)

1.3.9 PROFESSIONAL STAFF PROFESSIONAL DEVELOPMENT PEER REVIEW COMMITTEE

1.3.9.1 Composition

See Section 8.3 on the Professional Development Peer Review Committee

1.3.9.2 Term

The Professional Development Peer Review Committee will serve for a one (1) year term. No member of the Committee may serve for more than three (3) consecutive years. The Committee will annually elect its own chairperson who will serve an additional term on the Committee to provide continuity for the Committee.

1.3.9.3 Function

The Professional Development Peer Review Committee will serve three functions:

(1) Personal Development Leave

The Committee will review and make recommendations on applications for Personal Development Leaves. The President will announce the availability of Personal Development Leaves and make available instructions on how to apply.

(2) Professional Staff Leadership Development Program

The President will annually announce the availability of the opportunity to work on assignment for one of the Division Heads and provide instructions on how to apply.

The Professional Development Peer Review Committee will develop procedures to be submitted to the Overview Committee for approval.

(3) Staff Training for Professional Development

The President will announce the availability of resources for staff training for professional development of Professional Staff members and Librarians and make available instructions on how to apply.

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1.3.10 MEET AND CONFER COMMITTEE

The Union and Administration agree to establish a Meet and Confer Committee. This Committee, composed of three representatives each from the Union and Administration, will meet monthly to discuss issues of mutual concern. These meetings are not intended to bypass the grievance procedure or to be considered contract negotiations or consultations but are intended as a means of fostering good Union-Administration relations. The presentation or discussion of an item by the Meet and Confer Committee does not give the item standing in any other forum or procedure, nor does it convey implications for the scope or the content of statewide or local negotiations, nor does it give either party the right to go to PERC to replace negotiating items by those discussed at this Committee.

1.3.11 UNIVERSITY DISTINGUISHED SCHOLAR COMMITTEE

The purpose of the University Distinguished Scholar Program is to recognize those members of the faculty who have distinguished records of scholarly or creative achievement. An individual identified as a University Distinguished Scholar will receive a grant of twelve (12) hours of on-load time, to be used in a single semester, to pursue scholarly or creative activities of a significant nature.

The University Distinguished Scholar Committee will be composed of the Chair, or his or her designee, of each of the five College/School Research Committees. The Committee will elect a chair from among its members. Terms of office on the Committee will be concurrent with the terms of each member on his or her College/School Research Committee. The Union and Administration will each appoint a member without vote to serve as an observer.

1.3.11.1 Procedure

Faculty members may either apply or be nominated for consideration in the University Distinguished Scholar Program. In either case, candidates must provide evidence of a substantial record of outstanding scholarly or creative work and present a proposal for the use of the on-load time which shows promise of resulting in a significant contribution to the selected field. The Committee will consider both past performance and the proposed work in making its recommendations.

Each College/School Research Committee will annually evaluate materials submitted by faculty members from the College/School. Up to three or a maximum of 25% of the proposals submitted may be forwarded, without ranking, from each College/School to the University Distinguished Scholar Committee.

The University Distinguished Scholar Committee will review the materials forwarded from the Colleges/Schools and will recommend to the President the names of the two candidates deemed most worthy of designation as University Distinguished Scholars. The initial University Distinguished Scholar Committee shall develop and disseminate a clear statement of the form in which supporting materials are to be submitted, the procedure for evaluation and the manner in which the University Distinguished Scholars are to report the results of their work to the Committee. When changes in the procedures are deemed necessary, they will be the responsibility of the outgoing Committee. The guidelines developed by the Committee must be submitted to the Overview Committee for acceptance.

1.3.12 UNIVERSITY RESEARCH COMMITTEE

1.3.12.1 Composition

The chairpersons of the College/School Research Committees, or their designees, will constitute the University Research Committee.

1.3.12.2 Function

The University Research Committee will annually evaluate the Separately Budgeted Research applications of faculty members in accordance with the recommendations of the College/School Research Committees and the Deans.

The University Research Committee will annually review the statement of procedures used to evaluate proposals. All procedures not previously submitted for consideration by the Overview Committee will be forwarded for Overview Committee approval.

1.3.13 UNIVERSITY DISTINGUISHED TEACHER PROGRAM

The University Distinguished Teacher Program recognizes faculty members who are distinguished teachers. A faculty member identified as a University Distinguished Teacher will receive an honorarium and will prepare a course in an area of special interest and expertise. Where possible, the course should be of wide interest, at the 100 or 200 level and meet a general education requirement. The course will be widely advertised by the Administration and taught during the academic year following receipt of the award. During the year in which the course is offered, the Distinguished Teacher will have available to him or her a budget to be used for enrichment in the area of the course at his or her discretion for travel to meetings, for a student assistant, for scholarly materials, for supplies, or for other relevant purposes.

1.3.13.1 Procedure

Tenured faculty members who have a long and distinguished record of teaching at Montclair State University may be nominated by another member of the university community holding faculty rank for consideration in the University Distinguished Teacher Program. Candidates must provide evidence of a consistent record of outstanding teaching in the form of student evaluations, peer evaluations, syllabi of courses taught (i.e., undergraduate and graduate, upper and lower level), letters from alumni, innovative curriculum initiatives, and any other supporting documents and materials.

 1.3.14 UNIVERSITY DISTINGUISHED TEACHER COMMITTEE

1.3.14.1 Composition    Back to Main Menu        Back to Local Negotiations Page        To Top of This Page

The University Distinguished Teacher Committee will consist of one (1) elected tenured faculty member from each College/School holding the rank of associate professor or above. The Union and the administration will each appoint a member without vote to serve as observers and as resource persons. The Committee will elect its own chairperson from among the voting members.

1.3.14.2 Term

The members of the University Distinguished Teacher Committee will serve for one (1) year. No voting member of the Committee may serve more than three (3) consecutive years.

1.3.14.3 Function

The University Distinguished Teacher Committee shall review the materials forwarded from the College/School Distinguished Teacher Committees and will recommend no more than two (2) candidates deemed most worthy of the designation of University Distinguished Teacher to the President.

The initial University Distinguished Teacher Committee shall develop and disseminate a clear statement of the form in which supporting materials are to be submitted and the procedures for evaluation of candidates, including procedures to be used at the college/school level. All procedures developed by the Committee must be submitted to the Overview Committee for approval.

The Committee will specify the manner by which Distinguished Teachers will report on the results of their course development activities.

Changes in the procedures may be proposed by the outgoing Committee. 

1.3.15 COLLEGE/SCHOOL DISTINGUISHED TEACHER COMMITTEE

1.3.15.1 Composition

Each College/School Distinguished Teacher Committee will consist of five (5) elected tenured faculty members holding the rank of associate professor or above. A maximum of two (2) faculty members can be elected from any one department. No one may simultaneously serve on a College/School and University Distinguished Teacher Committee. The Committee will elect its own chairperson.

 1.3.15.2 Term

The College/School Distinguished Teacher Committee will serve for one (1) year. No member of the Committee may serve more than three (3) consecutive years. No person may serve on two levels of review in the same academic year.

1.3.15.3 Function

Each College/School Distinguished Teacher Committee will annually evaluate materials submitted by nominated faculty members from the College/School. Up to 25% or a maximum of three of the nominated candidates considered may be forwarded, without ranking, from each College/School to the University Distinguished Teacher Committee. The College/School Distinguished Teacher Committees must follow the procedures established by the University Distinguished Teacher Committee, and will prepare and forward a short statement in support of each recommended candidate. A copy of the statement must be provided to the candidate and accompany the College/School's material going forward to the University Distinguished Teacher Committee.

1.3.16 DEAN'S ROLE

The Dean will, independently of the College/School Distinguished Teacher Committee, annually evaluate materials submitted by faculty members from the College/School. Up to 25% or a maximum of three (3) of the nominated candidates considered may be forwarded, without ranking, from each College/School to the University Distinguished Teacher Committee by the Dean. The Dean will prepare and forward a short statement in support of each candidate recommended by the Dean. A copy of the statement must be provided to the candidate and accompany the College/School's material going forward to the University Distinguished Teacher Committee.

1.3.17 LIST(S) OF RECOMMENDED CANDIDATES

The College/School Distinguished Teacher Committee and the Dean shall consult and endeavor to present a single list of candidates to the University Distinguished Teacher Committee. If agreement does not occur, two lists will be submitted. The list(s) of candidates shall not be ranked.

 1.4 FACULTY SCHOLARSHIP INCENTIVE PROGRAM (FSIP)

The procedures detailed below are to be used to implement the Faculty Scholarship Incentive Program as described in the Provost's document, entitled "Faculty Scholarship Incentive Program: Policy and Procedures," dated January 1997.

 1.4.1.1 Faculty Reader(s)

Each applicant will identify one or two colleagues whose expertise is related to the area of scholarship to be proposed. The colleague(s), who may be in the same department as the applicant or in a different department, will serve as faculty reader(s) and advisor(s) to the applicant. Within five (5) working days of receipt of the applicant's proposal, the faculty reader(s) will write a review of the proposal and forward it to the applicant.

1.4.1.2 Department Chairperson Recommendation

The applicant must submit a proposal and the review by the faculty reader(s) to the Department Chairperson or Deputy Chairperson no later than the date stipulated in the administrative calendar. Within five (5) working days, the Department Chairperson or Deputy Chairperson will read the proposal and inform the applicant in writing of the recommendation. The Department Chairperson or Deputy Chairperson may approve, disapprove or request modifications.
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1.4.1.3 Applicant's Response to Requested Modifications

The applicant may respond to requested modifications within five (5) working days.

1.4.1.4 Department Chairperson's Response to the Applicant

The Department Chairperson or Deputy Chairperson will respond to the applicant's modifications within five (5) working days.

1.4.1.5 Appeal of Negative Recommendation

In the case of a negative recommendation, the applicant may appeal in writing to the Department Chairperson or Deputy Chairperson within five (5) working days.

1.4.1.6 Response by Department Chairperson

The Department Chairperson or Deputy Chairperson will respond in writing to the applicant within five (5) working days.

1.4.1.7 Recommendation Forwarded to the Dean

The applicant's proposal, the review by the faculty reader(s), the Department Chairperson or Deputy Chairperson's recommendation, any appeal by the applicant and response by the Department Chairperson or Deputy Chairperson must be forwarded to the Dean by the date designated in the administrative calendar.

1.4.2 FSIP PROPOSAL: DEAN'S REVIEW

1.4.2.1 Dean's Recommendation

Within ten (10) working days of receiving and reading the applicant's packet, the Dean will inform the applicant of the decision. The Dean may approve, disapprove, or request modifications.

1.4.2.2 Reversal of Department Recommendation

Prior to reversal by the Dean of the Department Chairperson or Deputy Chairperson's recommendation, the Dean will inform and invite discussion with the Department Chairperson or Deputy Chairperson to attempt to resolve their differences. Upon request by either party a meeting will take place to attempt such resolution.

 1.4.2.3 Request for Modifications

Within five (5) working days, the applicant may respond to requested modifications.

1.4.2.4 Dean's Response to Modifications

The Dean will respond to the applicant within ten (10) working days.

1.4.2.5 Appeal of Negative Recommendation

In the case of a negative decision, the applicant may appeal in writing to the Dean within five (5) working days.

1.4.2.6 Dean's Response

The Dean will respond to the applicant within five (5) working days.

1.4.3 FSIP PROPOSAL: APPEAL TO PRESIDENT

The applicant may appeal a negative recommendation to the President or his/her designee.

1.4.4 INTERIM REPORT

Each FSIP participant will file an interim report with the faculty reader(s), Department Chairperson or Deputy Chairperson and the Dean on the date specified in the administrative calendar. The interim report may include changes in the project and explanation of the basis for changes.

1.4.5 PEER AND DEPARTMENT REVIEW

1.4.5.1 Faculty Reader(s)

Within five (5) working days of receipt of the interim report, the faculty reader(s) shall comment on the report in writing and forward their comments to the participant and the Department Chairperson and Deputy Chairperson.

1.4.5.2 Department Chairperson Comment

Within five (5) working days of receipt of the applicant's report and the review by faculty reader(s), the Department Chairperson or Deputy Chairperson must comment on the report in writing and forward such comments to the applicant.

1.4.5.3 Applicant's Response to Department Chairperson

The applicant may respond in writing to the Department Chairperson or Deputy Chairperson's comments within five (5) working days.    Back to Main Menu        Back to Local Negotiations Page         To Top of This Page

1.4.5.4 Department Chairperson's Response to Applicant

The Department Chairperson or Deputy Chairperson must respond in writing to the participant's comments within five (5) working days.

1.4.5.5 Comments Forwarded to the Dean

The interim report, the review by the faculty readers, Department Chairperson or Deputy Chairperson's comments and any responses by the participant and response from the Department Chairperson or Deputy Chairperson must be forwarded to the Dean by the date stipulated in the administrative calendar.

1.4.6 DEAN'S REVIEW

Within ten (10) working days of receipt of the participant's packet, the Dean shall must indicate in writing to the participant acceptance of the report or suggestions for alteration of the project, or intent to cancel the project. If the Dean opts for the second or third choices, the Dean will provide a written explanation of the reasons for the action.

1.4.6.1 Participant's Response to Dean

The participant may respond in writing within five (5) working days of receipt of the Dean's proposed decision.

1.4.6.2 Dean's Response to Participant

The Dean must respond to the appeal within ten (10) working days.

1.4.6.3 Reversal of Department Recommendation

If the Dean intends to reverse a positive report from the Department Chairperson or Deputy Chairperson, the Dean must, prior to notifying the participant, inform and invite discussion with the Department Chairperson or Deputy Chairperson to attempt to resolve their differences. Upon request by either party, a meeting must take place to attempt such resolution.

1.4.7 APPEAL TO PRESIDENT

The applicant may appeal a negative recommendation to the President or a designee.

 1.4.8 FINAL REPORT

Each FSIP participant will file a final report with the faculty reader(s), Department Chairperson or Deputy Chairperson and the Dean on the dates specified in the administrative calendar.

1.4.9 PEER AND DEPARTMENT REVIEW

1.4.9.1 Faculty Reader(s)

Within five (5) working days of receipt of the final report, the faculty reader(s) must comment on the report in writing and forward their comments to the participant and the Department Chairperson or Deputy Chairperson.

1.4.9.2 Department Chairperson Comment

Within five (5) working days of receipt of the applicant's report and the review by faculty reader(s), the Department Chairperson or Deputy Chairperson must comment on the report in writing and forward such comments to the applicant.

1.4.9.3 Applicant's Response to Department Chairperson

The applicant may respond in writing to the Department Chairperson or Deputy Chairperson's comments within five (5) working days.

1.4.9.4 Department Chairperson's Response to Applicant

The Department Chairperson or Deputy Chairperson must respond in writing to the participant's comments within five (5) working days.

1.4.9.5 Comments Forwarded to the Dean

The final report, the review by the faculty readers, Department Chairperson or Deputy Chairperson's comments and any appeal by the participant and response from the Department Chairperson or Deputy Chairperson must be forwarded to the Dean by the date stipulated in the administrative calendar.

1.4.10 DEAN'S REVIEW

Within ten (10) working days of receipt of the participant's packet, the Dean must provide the participant with a written evaluation of the participant's work as reported.

1.4.10.1 Participant's Response to Dean

The participant may respond in writing within five (5) working days of receipt of the Dean's written evaluation.

1.4.11 APPEAL TO PRESIDENT    Back to Main Menu        Back to Local Negotiations Page        To Top of This Page

The applicant may appeal a negative recommendation to the President or a designee.

1.4.12 INTEGRITY OF DOCUMENTATION

In the event any evaluation of a faculty member's work as described above is transmitted or used in any fashion, all written responses by the faculty member must be attached.

1.4.13 PERMISSIBLE FRACTIONAL OVERLOAD

Faculty selecting scholarship projects are ineligible for overload, except for fractional overload of less than 3 credits per semester required to balance schedules as approved by the Dean.

1.4.14 PERMISSIBLE COMPENSATION FOR FSIP PARTICIPANTS

Faculty cannot be compensated from other sources for the time during which they are engaged in the FSIP project. Advances for the preparation of a manuscript will be viewed not as direct payment for preparing the manuscript but as an advance on royalties. Specific contracts and grants will be interpreted in this way wherever leeway is present. Aesthetic/fine arts/music/scientific/research products may also yield royalties or other financial benefit. Compensation for the production of such products will be considered payment for the products rather than for the time spent producing them if FSIP time is used.

1.4.15 ON-LOAD HOUR EQUIVALENCE

A non-negotiable administrative provision of FSIP states: "It is expected that for three credits of load time at least 7 and 1/2 hours per week will be devoted to the project."

The aforementioned formulation is intended to provide general guidance for the purposes of FSIP and does not establish any new standard applicable to other faculty activities.

1.4.16 DOCUMENTATION OF TIME EXPENDED

Participants are not required to keep or to submit documentation on time expended on their projects.

1.4.17 DISTRIBUTION OF FSIP HOURS ACROSS SEMESTERS

FSIP credit will be distributed between the Fall and Spring semesters. Faculty may as part of the application propose an alternative distribution along with the rationale for that alternative. This will be granted except where such an allocation would create otherwise insoluble problems for the delivery of education services by the Department.

1.4.18 DISTRIBUTION OF UNIVERSITY, COLLEGE/SCHOOL, AND DEPARTMENT MISSION STATEMENTS

The Provost's description of the FSIP specifies that proposals will be evaluated using, among other criteria, the consistency of the project with the mission of the University, and the goals of the College/School and Department of the applicant. The Administration will arrange for the distribution to faculty of the Mission Statement of the University, and the goals of the College/School of the applicant.

1.4.19 RIGHT OF NON-PARTICIPATING GRANT RECIPIENTS TO CHOOSE PERSONNEL EVALUATION CATEGORY

Faculty ineligible for FSIP as a result of receiving on-load time through a grant may select as the basis for personnel evaluation a category of Scholarship consistent with the nature of the grant activity.

1.4.20 ELIGIBILITY OF EXTERNALLY FUNDED GRANT RECIPIENTS FOR PARTICIPATION IN FSIP

Faculty following University procedures when applying for externally peer-reviewed grants are eligible for FSIP participation in a Scholarship area consistent with the grant-funded activity. Grant recipients may apply for up to six TCH for such projects, with application made to the Department Chairperson and to the Dean at the time of the grant application. FSIP participation will coincide with the semester during which the funded project begins. For FSIP projects associated with externally funded grants the external peer review will replace the internal application process. For grants longer than one academic year in duration, an Interim Report will not be required by the University. The Final Report will be submitted to the Department Chairperson and to the Dean for their evaluations.

Where the granting agency requires deviation from the normal timing for filing of reports, such changes should be anticipated and allowed for by the Dean and faculty member at the time of the award. Because many granting agencies recommend or require an institutional commitment to scholarship projects, the grant application may show the value of the faculty member's time corresponding to the grant-related FSIP project as an institutional match.

 1.4.21 REQUIREMENT OF INCORPORATING NEW PERSONNEL EVALUATION CRITERIA INTO DEPARTMENTAL PERSONNEL EVALUATION PROCEDURES

The Administration will notify all Department Chairpersons of the introduction of new criteria for reappointment, tenure and promotion, and of the requirement of informing members of the Department and of incorporating these criteria into Departmental Personnel Evaluation Procedures. All changes in procedure must be submitted to the Overview Committee for approval.

1.4.22 PROVISION OF DATA TO LOCAL

The Administration will provide statistical data describing, by College/School, the number of FSIP applicants, the number of approved and rejected proposals, and, in the event of rejection, a summary of the reasons.

1.5 NEW FACULTY MENTOR PROGRAM    
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1.5.1 FACULTY MENTORS: WORKLOAD

Each mentor will attend an orientation for new faculty on August 31 and a brief orientation meeting before that, attend seminars with new faculty on dates announced to the chairs the preceding semester. In addition, they will each meet with a small group of new faculty from Colleges/ Schools other than their own to discuss teaching, scholarship, service and other issues. It is expected that seminars will meet for two hours every other week, and that meetings between mentors and new faculty will be arranged at the convenience of those groups. Mentors and new faculty may mutually agree to visit one another's classes on an informal basis; such visits will not become part of the process of any personnel action.

1.5.2 COMPENSATION

Mentors will receive the equivalent of three credits overload pay for the year. The time expected of mentors is equivalent to what would be expected for three credits of on-load time for the year.

1.5.3 SELECTION

The Provost will inform faculty of the opportunity to apply for service as a mentor. Interested faculty will apply directly to their Dean and include a statement indicating why they are interested, what strengths they bring to the program, and what they expect to get from the program.

1.5.4 ELIGIBILITY

Faculty mentors will not receive on-load time, so participation does not compromise eligibility for FSIP or reduce teaching responsibilities.

1.5.5 NUMBER

For each academic year, there will be five mentors, one from each College/School in the University.

1.5.6 PARTICIPATING NEW FACULTY: ACCOUNTABILITY

The program is entirely separate from any personnel action, including reappointment and tenure processes, and so no information regarding performance in this program can or will be used in those processes.

1.5.7 ADJUSTMENT FOR EXPERIENCE

The focus on teaching and an introduction to the University culture will be of value for all new faculty. The portion of the program that focuses on scholarship may well be adjusted depending on experience. Some faculty will focus on developing their scholarly agendas, while others may work on already established scholarly projects.

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