Revised 22 nd Ed. Faculty Handbook - Wilkes Portal

Wilkes UniversityFaculty HandbookRevised 22nd EditionApproved by the Wilkes University Board of Trustees on June 17, 2011; revised June 2013

CHAPTER 1: UNIVERSITY INFORMATION1.1 UNIVERSITY HISTORYWilkes University originated in September 1933 when Bucknell University established a junior college in Wilkes-Barre. Its creation was inspired by a state-wide study suggesting that Northeast Pennsylvania had a greater need forsuch an institution than any other region in the state.Wilkes was the first private non-sectarian college to be established in Northeast Pennsylvania. From its beginning itwas dedicated to providing a broad intellectual experience for its students and a program of service to the community.Its philosophy and mission were defined and developed largely through the leadership of Dr. Eugene Farley, whoserved as Director of Bucknell University Junior College, and as President and subsequently as Chancellor of Wilkesfrom 1933 to 1973.Following World War II, there was an increased demand for higher education, stimulated in part by the GI Bill ofRights, which guaranteed free education to veterans. Bucknell University Junior College responded to this revolutionin American education by restructuring itself as Wilkes College, a change implemented in June 1947.By the 1960s, Wilkes had evolved from an undergraduate institution serving primarily local students into one servinga wider area with a diversity of professional programs, including offerings at the graduate level. This expansion of itsmission was reflected in a reconstitution in December 1989 as Wilkes University.In the new century, Wilkes continues to pursue its goals of public service and intellectual growth while adjusting tomeet the needs and demands of a world significantly different from what existed when the institution was founded. Itcontinues to occupy a unique position as the oldest private non-sectarian institution of higher learning in NortheastPennsylvania.1.2 UNIVERSITY VISION STATEMENTWilkes University will provide exceptional educational experiences that transform students and develop innovationsthrough scholarly activities that lead to national recognition and shape the world around us.1.3 UNIVERSITY MISSION STATEMENTTo continue the Wilkes tradition of liberally educating our students for lifelong learning and success in a constantlyevolving and multicultural world through a commitment to individualized

CHANGES ADOPTED 2012-2013Details are available from the Secretary of the Faculty and from members of the Handbook Subcommittee of theFaculty Affairs Council.October 4, 2012Changes to 2.2, Organization of the Faculty Handbook, and 2.3, Chapter Responsibilities for the Faculty HandbookAddition of 4.6, Faculty Participation in Trustee Meetings and CommitteesChange in how student representatives to faculty committees are provided: 4.3.8.a(6) changed to “StudentGovernment will select student representatives on the faculty committees listed under subsection 4.3.10.” Affects4.3.10.b, 4.3.10.c, 4.3.10.e, 4.3.10.h, 4.3.10.i, 4.3.10.jNovember 1, 2012Incidental changes to language in 5.7.2.a, 5.15.2, and 5.15.3Further modification to how student representatives are provided to faculty committees in 4.3.10December 6, 2012Amendment to composition of 4.3.10b, Academic Standards CommitteeAmendment to composition of 4.3.10.8, Student Life and Media Committee

CHAPTER 3: ADMINISTRATIVE ORGANIZATION3.1 IN GENERALThe Governance Tab of the University web portal contains a detailed description of the administrative organization ofthe University. Included are descriptions for the Board of Trustees, the Office of the President, the President’sCabinet, the Office of the Provost, and the academic deans. The web portal also includes descriptions for otherUniversity administrative positions and functions.3.2 THE DEPARTMENT CHAIRSA department chair provides leadership for each department, and is appointed by and serves at the pleasure of thedean of the college or school. Normally chairs are appointed for a three-year term and are eligible for reappointment.Department chairs are not subject to term limits. Department chairs are appointed to maintain esprit de corps withinthe department, stimulate professional development of the department faculty, communicate University policies, andcoordinate the work of the department with all other departments and the administration.3.2.1 SELECTION OF DEPARTMENT CHAIRSDepartment chairs shall be selected pursuant to the process described in section 4.5.4.3.2.2 ADMINISTRATIVE DUTIES OF DEPARTMENT CHAIRS1) To organize the members of the department to conduct department business effectively. This organization mustinvolve all members of the department, facilitate departmental business, and provide for a free flow of ideas andadvice. The organization may take any form acceptable to the department members.2) To check schedules with members of the department, make course assignments and ensure faculty's fulfillment of aminimum of five office hours per week for advising.3) To assign faculty advisors to students and see that proper advising is available.4) To advise new department members of the administrative and educational policies of the University and thedepartment.5) To cooperate with the dean and the Provost in formulating and applying policies and procedures in the personnelprocess.6) To retain in a department file for 3 years all final examinations and maintain a file of syllabi with the followinginformation for each course offered:

a) instructor;b) course objectives;c) types and frequency of tests;d) required outside reading; ande) other out-of-class assignments.7) To cooperate with the Curriculum Committee on course offerings within the department.8) To ensure that classes are covered when a teacher is ill or detained.9) To measure the amount and character of such work as each department member may do outside the University interms of the faculty member's primary responsibility to the University.10) To approve transfer credits as appropriate for any student who seeks to obtain credit by transfer in thedepartment's discipline.11) To supervise the department secretary.12) To assign individual faculty loading.13) To orient new faculty and adjunct faculty.14) To attend to summer duties as necessary and appropriate.15) To evaluate the performance of faculty.16) To recommend renewal or nonrenewal of faculty contracts.17) To participate in the hiring and training of new faculty.3.2.3 EVALUATION OF DEPARTMENT CHAIRSDepartment chairs shall be evaluated pursuant to the provisions of section 4.4.1.

CHAPTER 4: FACULTY GOVERNANCE4.1 DEFINITION OF TERMSFor the purposes of determining eligibility to participate in faculty governance, the following definitions will be used:4.1.1 THE ACADEMIC YEARThe academic year is defined as the period beginning the third Monday in August and ending at the conclusion ofSpring Commencement exercises (which shall occur no later than May 31).4.1.2 ADMINISTRATORS & THE ADMINISTRATIONAdministrators are individuals who administer policy. They include the President, the Provost, all individualsholding the title of Vice President, Associate Vice President, Assistant Vice President, Associate Provost, AssistantProvost, Dean, Registrar, and all other individuals so designated by full-time administrative appointment havingsubstantial decision-making responsibilities.Individuals defined above as ADMINISTRATORS shall comprise the body referred to as THE ADMINISTRATION.4.1.3 ACADEMIC UNITSThe academic units of the University consist of: the College of Arts, Humanities, and Social Sciences; the College ofSciences and Engineering; the Nesbitt College of Pharmacy and Nursing; the School of Education; and the Jay S.Sidhu School of Business and Leadership.4.1.4 FULL-TIME FACULTYIndividuals with FULL-TIME FACULTY SERVICES AGREEMENTS (as defined in section 5.1.4) carrying at leastsix formula hours of teaching in the current semester of the academic year shall be considered FULL-TIMEFACULTY. Faculty members on sabbatical leave and limited appointment faculty (as defined in section 5.3.6) shallalso be considered FULL-TIME FACULTY. ADMINISTRATORS, including those holding academic rank, are notfull-time faculty.4.1.5 PART-TIME FACULTYIndividuals contracted with the University for teaching, research, or other scholarly pursuits carrying academic rankbut whose appointments are not FULL-TIME FACULTY as described in Section 4.1.4, and ADMINISTRATORSwith teaching responsibilities, shall be considered PART-TIME FACULTY.4.1.6 THE FACULTYIndividuals defined as FULL-TIME FACULTY, as described in 4.1.4, and individuals defined as PART-TIMEFACULTY, as described in Section 4.1.5, shall comprise the body referred to as THE FACULTY.

4.1.7 NON-ADMINISTRATIVE STAFFIndividuals employed by the University who do not have faculty or administrator status shall be considered NON-ADMINISTRATIVE STAFF.4.2 MEETINGS OF THE FACULTYTHE FACULTY takes action by means of motions adopted at duly-called Regular Meetings and Special Meetings.At the discretion of the Presiding Officer, certain discussions of sensitive issues at faculty meetings may be declaredconfidential in order to encourage the free interchange of ideas. Only the President, the Provost, or persons theydesignate shall make announcements of decisions made at Faculty Meetings to the general public.4.2.1 Participation in University Faculty MeetingsThe following individuals shall have the right to be present and shall have a voice at university faculty meetings: anymember of THE FACULTY as defined in 4.1.6, the President, the Provost, and the academic deans. The FacultyAffairs Council may invite ADMINISTRATORS, NON-ADMINISTRATIVE STAFF and other individuals to bepresent and have a voice. The FULL-TIME FACULTY, through action taken on its behalf by the Chair of the FacultyAffairs Council, shall have the power to limit attendance and participation at regular or special meetings to FULL-TIME FACULTY.4.2.2 Eligibility to Vote in University Faculty MeetingsThe right to vote in university faculty meetings is limited to, and granted to, all FULL-TIME FACULTY as defined inSection 4.1.4.At the beginning of each academic semester, the Faculty Affairs Council, with the cooperation of the Provost, shallpublish and make available a list of eligible voting faculty. This list will contain the official quorum countcontemplated by section 4.2.8 and will list all faculty members on sabbatical leave for the semester. The FacultyAffairs Council, whose decision may be appealed through the Faculty Grievance Committee (see section 4.3.11.d),shall decide eligibility disputes.4.2.3 Presiding OfficerThe Presiding Officer at Faculty Meetings shall be the Chair of the Faculty Affairs Council or a FULL-TIMEFACULTY member so designated by said chair.4.2.4 Regular MeetingsTHE FACULTY shall hold monthly meetings, normally scheduled on the first Thursday of each month during theacademic year. The Chair of the Faculty Affairs Council shall ensure that all eligible faculty members are apprised ofthe time, place, and agenda, and provided with supporting documentation for each regular meeting at least onecalendar week in advance.4.2.5 Special MeetingsThe Faculty Affairs Council shall call special meetings of THE FACULTY whenever it deems such necessary, or

whenever requested to do so by the President, a representative designated by the President, or by five (5) FULL-TIME FACULTY members. The Chair of the Faculty Affairs Council shall ensure that all eligible faculty membersare apprised of the time and place of, and the reason for, the special meeting at least twenty-four (24) hours prior tothe meeting. Only matters referred to in the call may be considered at this meeting.4.2.6 Attendance at Faculty MeetingsIt is the obligation of each FULL-TIME FACULTY member to attend all Regular and Special Meetings of THEFACULTY.4.2.7 Rules of OrderThe rules of parliamentary procedure as found in the most recent edition of Robert's Rules of Order shall governfaculty business in all cases to which they are applicable and in which they are not inconsistent with the regulationsof the institution or with the provisions of the Faculty Handbook.4.2.8 QuorumA quorum in a given semester is defined as more than one-half of the total number of FULL-TIME FACULTYeligible to vote in that semester, as determined in section 4.2.2, reduced by the number of faculty members onsabbatical leave and the number of faculty for that semester who hold limited appointments (as defined in section5.3.6). For a given Faculty Meeting, only FULL-TIME FACULTY members count towards satisfaction of thequorum for the transaction of business at that meeting. A point of no quorum may be raised by any member of theFULL-TIME FACULTY at any time during a meeting.If, after a point of no quorum is raised, the Presiding Officer determines that a quorum is not present, no furtherbusiness may be conducted, except to (1) fix a time for an adjourned (continued) meeting; (2) adjourn; (3) recess; or(4) take any measures to procure a quorum.4.2.9 Order of BusinessThe Order of Business for Faculty Meetings will usually consist of the following items: (1) Call to Order (2)Approval of Meeting Minutes (3) Completion of Old Business (4) New Business (5) Announcements from thePresident and the Provost (6) Adjournment.4.2.10 AgendaThe Faculty Affairs Council shall set the agenda for Faculty Meetings. Requests to have items placed on the agendamay be made by members of the administration or by members of the FULL-TIME FACULTY. In addition, anyofficially recognized faculty committee as described in Section 4.3 may request that an item be placed on the agenda.Requests should be in writing and submitted to the Faculty Affairs Council at least ten (10) days prior to the nextscheduled Faculty Meeting. The President or Provost may address the faculty at any faculty meeting.4.2.11 VotingExcept in faculty elections, voting in Faculty Meetings shall ordinarily be conducted by voice vote. A hand vote shallbe ordered by the Presiding Officer in cases of doubt or when requested by any member of the voting faculty present.In case of a hand vote, the Secretary will enter into the official record the number of yeas, nays, and abstentions. At

the request of any five (5) FULL-TIME FACULTY members, a vote by secret written ballot shall be used. A facultymember may cast a vote only by being present at a meeting; proxy voting is not permitted.4.2.12 ParliamentarianThe Faculty Affairs Council may appoint a Parliamentarian. If appointed, the Parliamentarian shall offerauthoritative information, opinion on, and interpretation of standard parliamentary procedures that pertain to theconduct of Faculty Meetings when called upon by the Presiding Officer or by a member of the FULL-TIMEFACULTY.4.2.13 Secretary and RecordsTHE FACULTY bi-annually elects, from among the members of the FULL-TIME FACULTY, a Secretary, who shallkeep a record of the proceedings from faculty meetings. The Secretary is responsible for officially referring allapproved resolutions of THE FACULTY to the President or Provost for appropriate action, for receiving the responseof the President or Provost, and for making the response a part of the permanent record of THE FACULTY.The Secretary serves as the Editor of the Faculty Handbook. The Secretary shall serve as an ex officio member of theFaculty Affairs Council subcommittee dealing with Faculty Handbook issues.The official copy of the Faculty Handbook shall be maintained at the University Library, to be made available onrequest for the use of members of THE FACULTY and the staff of the University. Identical copies shall bemaintained: (1) by the Secretary of THE FACULTY as the official file copy of THE FACULTY, and (2) by theProvost as the official file copy of the University.The Secretary, jointly with the Provost, shall be responsible for updating and maintaining the Faculty Handbook aspart of the historical record of the University.The Secretary of THE FACULTY and the Provost shall resolve jointly any conflicts related to the content of theFaculty Handbook.4.2.14 Shared GovernanceWilkes University maintains a fully cooperative relationship between THE FACULTY and THE ADMINISTRATION(as defined in section 4.1.2) in the shared governance of the institution. The areas of faculty initiative andresponsibility are stipulated in the statements of function and procedure for the committees of THE FACULTY (asdescribed in section 4.3).Nothing in this section shall be construed to limit the opportunity for any person to bring to the attention of THEFACULTY any matter, including broad issues of institutional integrity and academic freedom; nor shall this sectionbe construed to interfere with academic freedom as defined in section 5.4.4.3 FACULTY COMMITTEE STRUCTUREThe committee system of THE FACULTY is designed to assist in the conduct of faculty business, and to provideTHE FACULTY with the opportunity and obligation to participate in shared governance.There are only six types of committees on which faculty members serve. These are: FACULTY ACADEMICCOMMITTEES; FACULTY PERSONNEL COMMITTEES; PROGRAM ADVISORY COMMITTEES;ADMINISTRATIVE ADVISORY COMMITTEES; UNIVERSITY STANDING COMMITTEES; and UNIVERSITY

AD-HOC COMMITTEES.FULL-TIME FACULTY shall be selected for service on committees described in sections 4.3.1 and 4.3.2 pursuant torules set forth in sections 4.3.8.a and 4.3.9.a, respectively. Appointment of FULL-TIME FACULTY to committeesdescribed in sections 4.3.3, 4.3.4, 4.5.1 and 4.5.2 shall be contingent on approval of the Faculty Affairs Council. Anymember of the FULL TIME FACULTY may attend any meeting of any committee described in sections 4.3.1 – 4.3.3with the permission of the committee chair. The presumption shall be in favor of open access by faculty members toall committees, constrained only by the need in some committees to safeguard confidentiality (within the meaning ofsection 4.3.16). Disputes over faculty access to committee meetings shall be resolved by the Faculty GrievanceCommittee (see section 4.3.11.d).4.3.1 Definition of FACULTY ACADEMIC COMMITTEESFACULTY ACADEMIC COMMITTEES are standing committees that assist the faculty in initiating, creating, andmodifying policies pertaining to the general academic environment of the University. This includes, but is not limitedto, curriculum development, grading policies, graduation criteria, and attendance policies. FACULTY ACADEMICCOMMITTEES may bring recommendations to THE FACULTY for possible action.Faculty service on FACULTY ACADEMIC COMMITTEES shall be limited to FULL-TIME FACULTY, but shallnot include individuals on sabbatical leave during either or both semesters of the current ACADEMIC YEAR.In addition to faculty representation on these committees, some FACULTY ACADEMIC COMMITTEES alsoinclude representation from ADMINISTRATORS, NON-ADMINISTRATIVE STAFF and/or the student body (byappointment made by the Provost). Please refer to specific committees below for committee composition.The FACULTY ACADEMIC COMMITTEES consist of the following:• Academic Standards Committee (§4.3.10.b)• Admissions and Financial Aid Committee (§4.3.10.c)• General Education Committee (§4.3.10.d)• Curriculum Committee (§4.3.10.e)• Faculty Affairs Council (§4.3.10.a)• Faculty Development Committee (4.3.10.f)• Graduate Studies Committee (§4.3.10.g)• Library Committee (§4.3.10.h)• Student Life and Media Committee (§4.3.10.i)• Teacher Recognition and Effectiveness Committee (§4.3.10.j)4.3.2 Definition of FACULTY PERSONNEL COMMITTEESThe FACULTY PERSONNEL COMMITTEES are standing committees that administer and interpret policies, andmake recommendations, regarding faculty personnel, as outlined in Chapter 7 of the Faculty Handbook.Faculty service on FACULTY PERSONNEL COMMITTEES shall be limited to tenured FULL-TIME FACULTY,but shall not include individuals on sabbatical leave during either or both semesters of the current ACADEMICYEAR.The FACULTY PERSONNEL COMMITTEES consist of the following:• Tenure and Promotion Committee (§4.3.11.a)• Dismissal and Suspension Committee (§4.3.11.b)

• Committee on Faculty Appeals (§4.3.11.c)• Faculty Grievance Committee (§4.3.11.d)4.3.3 Definition of PROGRAM ADVISORY COMMITTEESPROGRAM ADVISORY COMMITTEES are special-purpose standing committees appointed by the President (ordesignee) for the purpose of monitoring and addressing specific issues that arise in particular programs. Federal orState law mandates the creation of several PROGRAM ADVISORY COMMITTEES.The PROGRAM ADVISORY COMMITTEES consist of the following:• Health and Safety Committee (§4.3.12.a)• Healthful Lifestyle Committee (§4.3.12.b)• Health Sciences Committee (§4.3.12.c)• International Studies Committee (§4.3.12.d)• Pre-Law Advisors’ Council (§4.3.12.e)• Radiation Safety Committee (§4.3.12.f)• Teacher Education Committee (§4.3.12.h)• Women’s Studies Coordinating Committee (§4.3.12.i)4.3.4 Definition of ADMINISTRATIVE ADVISORY COMMITTEESADMINISTRATIVE ADVISORY COMMITTEES are special-purpose standing committees created by and appointedby the President (or designee) for the purpose of providing guidance, evaluation, perspective, and advice on mattersrelated to particular university and academic issues. These committees may be comprised of administrators, faculty,staff, students, alumni, community members, or consultants.ADMINISTRATIVE ADVISORY COMMITTEES include the following:• Diversity Advisory Committee (§4.3.13.a)• Strategic Long-Range Planning Committee (§4.3.13.b)• Provost Student Advisory Committee (§4.3.13.c)• Undergraduate Experience Advisory Committee (§4.3.13.d)4.3.5 Definition of UNIVERSITY STANDING COMMITTEESUNIVERSITY STANDING COMMITTEES are special-purpose standing committees created by THE FACULTYand the President, or the Board of Trustees, for the purpose of bringing together all necessary constituencies of theUniversity to provide guidance, evaluation, perspective, and recommendations on matters related to administrative,academic, and personnel issues. Their existence is, and charges are, continuing. The procedures for determiningfaculty representatives to UNIVERSITY STANDING COMMITTEES follow the same procedures as those forFACULTY ACADEMIC COMMITTEES [see section 4.3.8.a].The UNIVERSITY STANDING COMMITTEES consist of the following:• Academic Planning Committee (§4.3.14.a)• Assessment Committee (§4.3.14.b)• Institutional Review Board (§4.3.14.c)

• Institutional Animal Care & Use Committee (§4.3.14.d)4.3.6 Definition of UNIVERSITY AD HOC COMMITTEESThe President (or designee) or the Faculty Affairs Council may create, either separately or jointly, UNIVERSITY ADHOC COMMITTEES, when there is a compelling need to study a matter that cannot reasonably be assigned to aUniversity standing committee. Members of UNIVERSITY AD HOC COMMITTEES may come from THEFACULTY, THE ADMINISTRATION, the Board of Trustees, NON-ADMINISTRATIVE STAFF, or the studentbody; each member shall be selected by the constituency represented by that member. UNIVERSITY AD HOCCOMMITTEES report to their creating authority. When a UNIVERSITY AD HOC COMMITTEE has completed itstask, as determined by the creating authority, it ceases to exist. Faculty members are restricted to service on oneUNIVERSITY AD HOC COMMITTEE per year.4.3.7 Eligibility to Vote in Faculty Committee ElectionsOnly individuals eligible to vote in faculty meetings (see section 4.2.2) are eligible to vote in faculty committeeelections.4.3.8 General Rules for FACULTY ACADEMIC COMMITTEES4.3.8.a Method of Nomination and ElectionElection of membership to FACULTY ACADEMIC COMMITTEES shall follow these procedures:1) Nominations and elections for committee membership shall be administered by the Faculty Affairs Council.2) Nominations shall be submitted in March.3) Written or oral nominations shall be submitted to the Faculty Affairs Council.4) Nominations and self-nominations shall be submitted only by FULL-TIME FACULTY. Eligibility for service offaculty academic committees shall be governed by section 4.3.8.k. At the March regular faculty meeting, additionalnominations and self-nominations will be solicited from the floor and accepted upon approval of the nominee.5) Individuals elected as academic unit representatives must have their primary academic appointment within thatacademic unit.6) Student Government will select student representatives on the faculty committees listed under subsection 4.3.10.7) The President is an ex-officio member of all FACULTY ACADEMIC COMMITTEES.8) A faculty member may stand for election for only two FACULTY ACADEMIC COMMITTEES in any singleelection.9) No faculty member may serve simultaneously on more than one FACULTY ACADEMIC COMMITTEE.10) A faculty member who is currently a member of a FACULTY ACADEMIC COMMITTEE wishing to accept anomination to another FACULTY ACADEMIC COMMITTEE must resign his or her current membership prior toaccepting the nomination.11) Special elections are held when deemed necessary by the Faculty Affairs Council.4.3.8.b Term of a FACULTY ACADEMIC COMMITTEEThe term of a FACULTY ACADEMIC COMMITTEE shall be from June 1 to May 31 of the following year. Exceptin unusual circumstances as defined by the committee, the business of the committee will be conducted during theACADEMIC YEAR.4.3.8.c Term of Office for MembersThe full term of office for a FACULTY ACADEMIC COMMITTEE member is normally three ACADEMIC YEARS.

Faculty members serving on FACULTY ACADEMIC COMMITTEES shall: (1) serve a full term; (2) serve amaximum of two consecutive full terms; (3) be eligible for re-election to the same committee for a full term, if theyhave served less than two consecutive full terms on the committee; (4) not be eligible to serve on the same committeeuntil one ACADEMIC YEAR has elapsed after they have served two consecutive full terms. For determiningeligibility for re-election, two or more years of a term shall be considered a full term.4.3.8.d Voting Members of FACULTY ACADEMIC COMMITTEESFULL-TIME FACULTY serving on FACULTY ACADEMIC COMMITTEES shall be voting members of thecommittee. All committee members designated as ex-officio may participate and deliberate committee issues, but arenot voting members of the committee.4.3.8.e Resignations, Leaves, and VacanciesA faculty member on leave for a period of one semester or more shall relinquish committee membership for theremaining period of the ACADEMIC YEAR. Upon returning and beginning a new ACADEMIC YEAR, the facultymember may complete the unexpired term as a committee member. If the faculty member chooses not to completethe unexpired term, that position will be placed on the ballot at the next election using the same date of expiration ofthe term. Vacancies on FACULTY ACADEMIC COMMITTEES, other than the Faculty Affairs Council, that occurbetween elections shall be offered to the eligible candidate from the previous election with the next highest votecount. If no candidates are available, nominations shall be taken at the next regularly scheduled faculty meeting, andan election shall be held at the earliest possible time. Nominations to fill vacancies on the Faculty Affairs Councilshall be taken at the next regularly scheduled faculty meeting, and an election shall be held at the earliest possibletime.4.3.8.f OrganizationTo conduct their business efficiently and effectively, FACULTY ACADEMIC COMMITTEES should consult withthe Faculty Affairs Council directly or through liaisons appointed by the Faculty Affairs Council. FACULTYACADEMIC COMMITTEES shall keep THE FACULTY informed of important issues under discussion and make areasonable effort to obtain as open and as informed discussions as possible among all concerned members of theUniversity community.The chair of a FACULTY ACADEMIC COMMITTEE shall be: (1) a voting faculty member of the committee; (2)elected for a one-year term as chair, renewable by the voting members of the committee; (3) elected prior to theexpiration of the term of the incumbent chair. Upon acceptance of the chair position, the chair-elect shall report his orher selection to the Faculty Affairs Council and the Provost.4.3.8.g Removal of MembersAny member of THE FACULTY may petition the Faculty Affairs Council to consider the removal of a facultymember serving on a FACULTY ACADEMIC COMMITTEE. A minimum of two-thirds of the members of theFaculty Affairs Council shall be required to remove a faculty member from a FACULTY ACADEMIC COMMITTEEfor cause.4.3.8.h Record KeepingThe chair of each FACULTY ACADEMIC COMMITTEE is responsible for maintaining a record of committeeproceedings for the ACADEMIC YEAR in the form of official minutes. The minutes should also show whichmembers were present. The complete, official minutes of each committee shall be posted on the Governance Tab ofthe Portal at the conclusion of the Spring semester, but no later than June 15. These minutes are available forinspection by any member of THE FACULTY.4.3.8.i Reports

FACULTY ACADEMIC COMMITTEES report recommendations to THE FACULTY. A member of a FACULTYACADEMIC COMMITTEE may submit a minority report. A report that is made for the purpose of presenting policyrecommendations should include at its conclusion the proposed resolution(s) to be moved at a Faculty Meeting. Suchresolutions shall be submitted and voted upon in accordance with Section 4.2.11.Each FACULTY ACADEMIC COMMITTEE, with the exception of the Faculty Affairs Council, shall submit awritten annual report on their activities to the Faculty Affairs Council, which shall forward these reports to THEFACULTY at the last regular faculty meeting of the ACADEMIC YEAR.The annual report of the Faculty Affairs Council shall be submitted in written form to the Provost to be included inthe printed material for the Board of Trustees meeting in June. This annual report will also be forwarded to THEFACULTY prior to the first regular meeting of the next ACADEMIC YEAR.4.3.8.j SubcommitteesFACULTY ACADEMIC COMMITTEE chairs may form subcommittees for the purpose of accomplishing workmore efficiently. These subcommittees may include individuals from outside the elected committee membership. Thisoption is designed to provide resource persons for the committee, broaden faculty involvement, and to enable juniorfaculty to gain governance experience. The voting members of a subcommittee are the same as those of thecommittee.4.3.8.k EligibilityEligibility to serve on faculty committees as representatives of the Faculty within a given academic year shall berestricted to full-time faculty of the University who perform twelve or more formula hours of faculty loading peracademic year, defined as any combination of teaching, instruction, chairing an academic department, conductingresearch, and providing technical assistance on a released-time basis. In addition, members of the Library staff andthe AFROTC holding academic rank shall be considered as eligible faculty members. A faculty member onsabbatical leave is not eligible to serve on standing faculty committees for the academic year in which the sabbaticalapplies. A person who has the title of Dean, Associate Dean or Assistant Dean may not serve on the Faculty AffairsCouncil (FAC), the Tenure & Promotions Committee or any of the three Academic Freedom committees. Eligibilityto vote in faculty elections and faculty meetings within a given academic year follows the same criteria as that forstanding faculty committee membership, with the exception that a faculty member on sabbatical leave retains theright to vote in faculty elections and faculty meetings during the sabbatical. At the beginning of each academicsemester, the Provost, in coordination with the FAC, will publish a list of eligible voting faculty and distribute it tothe faculty. This list will contain the official quorum count and also indicate any faculty member on sabbatical leavefor the semester. Eligibility disputes shall be decided by the FAC, subject to review by the Faculty.4.3.9 General rules for FACULTY PERSONNEL COMMITTEES4.3.9.a Method of Nomination and Election to FACULTY PERSONNEL COMMITTEESElection of membership to FACULTY PERSONNEL COMMITTEES shall follow these procedures:1) Nominations and elections for committee membership shall be administered by the Faculty Affairs Council.2) Nominations shall be taken in March.3) Written or oral nominations shall be submitted to the Faculty Affairs Council.4) Nominations and self-nominations shall be submitted only by eligible voting members of THE FACULTY. In theMarch regular faculty meeting, additional nominations and self-nominations for FACULTY PERSONNELCOMMITTEES will be solicited from the floor, and accepted upon approval of the nominee.5) A faculty member may stand for election for only two FACULTY PERSONNEL COMMITTEES for any singleelection.

6) No faculty member may serve simultaneously on more than one FACULTY PERSONNEL COMMITTEE.7) A faculty member who is currently a member of a FACULTY PERSONNEL COMMITTEE wishing to accept anomination to another FACULTY ACADEMIC COMMITTEE must resign his or her current membership prior toaccepting the nomination.8) Special elections are held when deemed necessary by the Faculty Affairs Council.4.3.9.b Term of a FACULTY PERSONNEL COMMITTEEThe term of a FACULTY PERSONNEL COMMITTEE shall be from June 1 to May 31 of the following year. Exceptin unusual circumstances as defined by the committee, the business of the committee will be conducted during theACADEMIC YEAR. A case initiated and under review by a particular FACULTY PERSONNEL COMMITTEEshall remain under the purview of that particular committee and its composition until the case is officially resolved.4.3.9.c Term of Office for MembersA full term of office for a FACULTY PERSONNEL COMMITTEE member follows the same rules as those forFACULTY ACADEMIC COMMITTEES listed in Section 4.3.8c.4.3.9.d Voting Members of a FACULTY PERSONNEL COMMITTEEFaculty members serving on FACULTY PERSONNEL COMMITTEES shall be voting members of the committee.Faculty members elected as alternates shall participate in all meetings, but shall not vote unless a regular committeemember is incapacitated or has officially recused himself/herself from voting.4.3.9.e Resignations, Leaves, and VacanciesThe rules for resignations, leaves, and vacancies on FACULTY PERSONNEL COMMITTEES follow those listed inSection 4.3.8e as applied to the Faculty Affairs Council.4.3.9.f OrganizationTo conduct their business efficiently and effectively, FACULTY PERSONNEL COMMITTEES should consult withthe Faculty Affairs Council, directly or through liaisons, appointed by the Faculty Affairs Council. FACULTYPERSONNEL COMMITTEES shall keep THE FACULTY informed of important issues under discussion concerningthe efficiency and effectiveness of the committee, but not relating to specific cases.The chair of a FACULTY PERSONNEL COMMITTEE shall be: (1) a voting faculty member of the committee; (2)elected for a one-year term as chair, renewable by the voting members of the committee; and (3) elected prior to theexpiration of the term of the incumbent chair. Upon acceptance of the chair position, the chair-elect shall report his orher selection to the Faculty Affairs Council and the Provost.4.3.9.g Record KeepingThe chair of each FACULTY PERSONNEL COMMITTEE is responsible for maintaining a record of committeeproceedings for the ACADEMIC YEAR in the form of official minutes. The minutes should show which memberswere present.The complete, official minutes of each committee shall be placed in the Farley Library Archives at the conclusion ofthe spring semester, but no later than June 15. These minutes are available for inspection by any member of THEFACULTY. Minutes of meetings of FACULTY PERSONNEL COMMITTEES shall not include a record ofdiscussions of specific cases.

4.3.10 The FACULTY ACADEMIC COMMITTEES4.3.10.a The Faculty Affairs CouncilThe Faculty Affairs Council is a committee on committees.Composition: Nine faculty members elected at large with at least one member from each academic unit, as long assome member from that unit stands for election. The President and the Provost are ex-officio members.Functions: (1) Upon consultation with the Provost, prepare and publish the agenda for faculty meetings; (2) monitorthe composition of FACULTY ACADEMIC COMMITTEES, FACULTY PERSONNEL COMMITTEES,PROGRAM ADVISORY COMMITTEES, UNIVERSITY STANDING COMMITTEES, and UNIVERSITY ADHOC COMMITTEES and be informed by the President of the composition and function of any PRESIDENTIALADVISORY COMMITTEES; (3) receive nominations and self-nominations from FULL-TIME FACULTY membersfor all elective committees, transmit these to THE FACULTY, accept committee membership nominations from thefloor at faculty meetings, and administer all committee elections; (4) refer items to appropriate committees; (5)nominate eligible faculty members to the Judicial Council (See Student Handbook); (6) review and recommendpolicies regarding all terms and conditions of employment; (7) consult with members of the Administration onbudgetary priorities; (8) receive proposals for creation and dissolution of all faculty committees for preliminaryreview and reporting to THE FACULTY; (9) monitor the charge of each faculty committee; (10) in conjunction withthe Provost, oversee revision of the Faculty Handbook; (11) initiate recommendations on faculty policies not coveredby other committees and deal with a broad range of faculty concernsReporting Relationship: THE FACULTY.4.3.10.b Academic Standards CommitteeComposition: Seven faculty members elected at large, the Registrar (or Registrar’s designee), two Student Affairsstaff members, and one student member appointed by Student Government. All members of the committeehave voting privileges. The Provost (or Provost’s designee) is a nonvoting member of the committee.Functions: Recommend changes in rules and standards for all undergraduate and graduate programs related tograding, honors, graduation, transfer credits, credit for demonstrated experiential learning, advanced placement,readmission, probation, and academic and extra-curricular ineligibility.Reporting Relationship: THE FACULTY.Special Responsibilities: The Standards of the University are stated in the Bulletin, Graduate Bulletin, and StudentHandbook. These standards pertain to (1) the grading system; (2) requirement for class advancement and graduation;(3) honors; (4) transfer credits for degree candidates; (5) academic credit for life experiences; (6) readmission; (7)advanced placement; and (8) eligibility to participate in extracurricular activities.Procedure for Review of Standards: The Academic Standards Committee shall continually examine and, whenappropriate, shall recommend revision of the standards adopted by THE FACULTY for all programs, undergraduateas well as graduate. The following procedures will guide the committee in its activities: (1) the committee shallrecommend to THE FACULTY any change in these standards it deems desirable. Persons desiring to makesuggestions regarding standards may submit such suggestions, in writing, to the committee; and (2) the committeeshall make available to THE FACULTY copies of the proposed changes at least one week prior to the faculty meetingat which these changes are to be considered.

Procedures for Committee Action in Application of the Standards to Individual Cases: (1) All requests foraction must be submitted in writing to the committee chair; (2) Student requests should be supported byrecommendation(s) from the faculty member, advisor, department chair and/or the deans. Students have the right topetition without official support; (3) If the committee renders a negative decision then the student may request ahearing for reconsideration.4.3.10.c Admissions and Financial Aid CommitteeComposition: Six faculty members elected at large, a student member appointed by Student Government, and thefollowing ex officio members: the Vice President of Enrollment Services and the Director of Financial Aid.Functions: Periodically review and recommend changes in the rules and standards related to admissions, financialaid, scholarships, and faculty participation in admissions activities for all undergraduate programs.Reporting Relationship: THE FACULTY.Special Responsibilities: All letters of admission or denial of admission to the undergraduate programs of WilkesUniversity are sent out by the Vice President of Student Enrollment Services. The Office of Graduate Studies sendsout letters of admission to the graduate programs.Committee Admissions Responsibilities: The Committee will: (1) recommend to THE FACULTY, the Provost, andPresident guidelines for undergraduate admissions standards; (3) report to the Faculty in writing on undergraduateadmissions statistics as given by the Vice President of Student Enrollment Services (4) act as liaison between the VicePresident of Student Enrollment Services and THE FACULTY; (5) formulate, with the Vice President of StudentEnrollment Services practices that will attract qualified students in the number required for the maintenance andimprovement of undergraduate scholastic programs.Committee Financial Aid Responsibilities: The Committee is advisory to the Director of Financial Aid. Subject tothe advice and consent of the administration and the Board of Trustees, the Admissions and Financial Aid Committeeshall: (1) provide input on all matters involving policy and procedure pertaining to the administration of theundergraduate student financial aid program; (3) prepare and submit to THE FACULTY an annual report on theoperations of the Financial Aid Office for undergraduate students.Current information about financial aid policies may be found in the latest edition of the Student Handbook and inother materials available from the Financial Aid Office.4.3.10.d General Education CommitteeComposition: Seven faculty members, comprised of three faculty members elected at large and one elected facultymember representing each of the four areas of the General Education curriculum; a voting student representativeappointed by Student Government; and three nonvoting ex officio members, comprised of representatives of theProvost’s office, Registrar’s office, and Admissions office. This committee may solicit members with expertise todevelop criteria and guidelines for the competency areas.Functions: (1) develop mission and outcomes for the General Education curriculum; (2) approve courses that can bedesignated CI or OPO; (3) work with the University Assessment Committee to develop assessment processes for theGeneral Education curriculum; (4) proactively monitor the General Education curriculum and propose changes to theCurriculum Committee, as required, based on internal and external sources; (5) monitor all policies related to theGeneral Education curriculum and propose any changes to the Curriculum Committee.Reporting Relationship: THE FACULTY

4.3.10.e Curriculum CommitteeComposition: Eight faculty members elected at large, no more than two with the same primary departmentalappointment, at least one member (primary affiliation) from each academic unit, as long as some member from thatunit stands for election. The Provost is the Administration's ex-officio representative. A representative from theRegistrar’s office and the library are also ex-officio members. One student member is appointed by StudentGovernment.Functions: (1) Accept and evaluate all curriculum proposals for all undergraduate and graduate programs, inaccordance with the procedures outlined in this chapter; (2) accept and evaluate all proposals for certificate programsthat contain credit bearing courses; (3) transmit recommendations on curriculum to the faculty for action to include,rejection or approval.Reporting Relationship: THE FACULTY.Procedures for Curriculum Development: The University recognizes the centrality of full-time faculty to thedevelopment, implementation and quality of the curriculum. However, a robust, high-quality curriculum requires theinput of both Faculty and Administration. In particular, determination of financial feasibility and the effectiveness ofthe curriculum demand the full support of the Administration.Procedures for Curriculum Development: The University recognizes the centrality of full-time faculty to thedevelopment, implementation and quality of the curriculum. However, a robust, high-quality curriculum requires theinput of both Faculty and Administration. In particular, determination of financial feasibility and the effectiveness ofthe curriculum demand the full support of the Administration.1. Curriculum proposals shall include the following types:a) new programsb) elimination of programsc) program revisionsd) creation of new departments, or abolishing existing departmentse) course additions and/or deletionsf) change in credit and/or classroom hoursg) change in course numbers and/or titlesh) change in course descriptionsi) change in prerequisites2. Curriculum proposals may be originated by departments, faculty committees, faculty members, or administrators.Full time faculty members shall be involved in the development of all curricular proposals.3. It shall be the responsibility of the proposer/originator of the proposal to prove to the satisfaction of the CurriculumCommittee and the full faculty that the proposal is necessary, appropriate and of high quality.4. The process (including directions, deadlines and forms) for curriculum proposals shall be posted on the curriculumweb site. Syllabi and other supporting documents must accompany all proposals when indicated. All appropriatechairs or program directors and deans affected by the proposal must sign a document which indicates their agreementor disagreement with the proposal.5. For significant revisions and new programs, signatures from appropriate department chairs or program directorsand deans of affected programs are required. Any individual in the university may submit a written opinion on acurriculum proposal. The proposal is then sent to the Provost who must sign off on the proposal. At that time, theProvost will determine if the proposal should be forwarded immediately to the Curriculum Committee or sent first tothe Academic Planning Committee (APC) for review. If the APC approves the proposal it will be sent to curriculumfor review. If the APC rejects the proposal it will be sent back to the originator.6. The Curriculum Committee may approve, reject or ask for amendments on any proposal.7. The Curriculum Committee shall not be present proposals to THE FACULTY that the Committee has not

approved.8. Proposals which receive approval by the Curriculum Committee shall be made available to THE FACULTY on thecurriculum web page no less than 7 days prior to the meeting in which THE FACULTY will vote on the proposals.9. The following types of proposals which are approved by the Curriculum Committee will be presented to THEFACULTY for discussion and actiona) new programs;b) elimination of programsc) program revisions;d) creation of new departments, or abolishing existing departmentse) change in credit/classroom hours;10. The following types of proposals, which are subject to review and approval by the Curriculum Committee, areconsidered INCIDENTAL and shall not be presented to THE FACULTY for approval unless, after deliberation, theCurriculum Committee determines the proposal merits such review. Instead, these changes, if approved by theCurriculum Committee, shall be filed with THE FACULTY via a report at the faculty meeting:a) course deletions;b) course additions;change in course numbers and/or titles;b) change in course descriptions;c) change in prerequisites11. All formal actions of the Curriculum Committee and THE FACULTY as they relate to the curriculum proposalsshall be made available on the Curriculum Committee’s website.12. New degree programs and recommendations approved by THE FACULTY must then be approved or rejected bythe Administration and, as appropriate, by the Board of Trustees.4.3.10.f Faculty Development CommitteeComposition: Five faculty members elected at large, the University Grants Officer (ex officio).Functions: (1) Advise the Administration on overall approaches to faculty development, including external fundingproposals; (2) allocate funds budgeted to the committee for research or development of faculty members in harmonywith institutional goals and needs, as interpreted by the committee. A committee member submitting a proposal to theFaculty Development Committee may not participate in any discussions concerning that specific proposal; (3) liststrengths and weaknesses and rank sabbatical proposals according to their academic merit, reporting these findings tothe Provost.Reporting Relationship: THE FACULTY4.3.10.g Graduate Studies CommitteeComposition: Five faculty members with experience and interest in graduate programs, a graduate student selectedby members of the Committee, and the following ex officio members: Dean of Graduate Studies, Graduate ProgramDirectors, Registrar and Director of Financial Aid. A faculty member chairs the Graduate Studies Committee. Allmembers of the committee have voting privileges, with the exception of the ex officio members.Functions:Admissions: (1) Recommend changes in rules and standards related to admissions, financial aid, scholarships, andfaculty participation in admission activities for all graduate and professional post-baccalaureate studies programs; (2)review and act upon students’ appeals for continuance of financial aid; (3) review and act upon requests for the

admission of applicants who do not meet regular admission standards.Financial Aid: (1) Provide input on all matters involving policy and procedures pertaining to the admission of thestudent financial aid program as they pertain to graduate students; (2) hear graduate student appeals from decisions ofthe Financial Aid Office; (3) prepare and submit to the faculty an annual report of activities.In addition, the Graduate Studies Committee also: (1) reviews and recommends to the Dean of Graduate Studies theaward of graduate assistantships; (2) reviews letters of admission to graduate programs.Academic Standards:Recommend changes in rules and standards for graduate and professional post-baccalaureate studies programs relatedto grading, honors, graduation, transfer credits, credit for demonstrated experiential learning, readmission, probationand dismissal.In addition, the Graduate Studies Committee also: (1) reviews and implements standards as these appear in theGraduate and Professional Studies Bulletin including: (1) grading systems; (2) requirements for class advancementand graduation; (3) honors; (4) transfer credits for degree candidates; (5) academic credit for life experiences; (6)readmission; (7) advanced placement, and, (8) adjudicates student appeals.Procedures for Review of Standards: The Graduate and Professional Post-Baccalaureate Studies Committee shallcontinually examine and, when appropriate, recommend revision of the standards adopted by THE FACULTY (FORALL GRADUATE AND PROFESSIONAL POST-BACCALAUREATE PROGRAMS). The following procedureswill guide the committee in its activities: (1) the committee shall recommend to THE FACULTY any changes inthese standards it deems appropriate. Individuals desiring to make suggestions regarding academic standards maysubmit such suggestions, in writing, to the committee; and (2) the committee shall distribute to THE FACULTYelectronic copies of the proposed changes at least one week prior to the faculty meeting at which these changes are tobe considered after consultation with the chairperson of the Faculty Affairs Council, along with posting suchproposals on the committee’s website.Procedures for Committee Action in Application of the Standards to Individual Cases: (1) All requests foraction must be submitted in writing to the committee chairperson; (2) student requests must be supported byrecommendation(s) from the faculty member, advisor, department chairperson and/or academic deans.The Graduate Studies Committee does not have responsibility for the Doctorate of Pharmacy.Reporting Relationship: THE FACULTY4.3.10.h Library CommitteeComposition: Six faculty members elected at large, the University Librarian, and one student member appointed byStudent Government.Functions: Provide advice, support, and liaison for THE FACULTY, the individual departments, and the UniversityLibrarian on matters of the role of the Library in academic learning, budgeting, collection development, bibliographicinstruction, automation, circulation, and reference services. Academic departments have responsibility for the qualityof their collections.Reporting Relationship: THE FACULTY.4.3.10.i Student Life and Media CommitteeComposition: Five faculty members elected at large; one Student Affairs representative; one Residential Life

epresentative; one Athletic Program representative; and two student members (one male and one female) appointedby Student Government.Functions: (1) Monitor the effectiveness of extra-curricular programs, including campus activities and intramuralsports; (2) provide opportunities for active student participation in planning campus activities; (3) provide a vehiclefor communication between students and faculty/administration; (4) serve as a sounding board to reflect facultyinterests as well as the interests of the various media; (5) review a decision of a media advisor if requested by a staffor faculty member; (6) act as a consultant to the Communications program and the President for appointment offaculty advisors for The Beacon, Amnicola, the radio station, and the TV station if requested; (7) represent THEFACULTY in advising Student Government. One faculty member of the Student Life and Media Committee willattend weekly Student Government meetings, serve as a faculty resource for Student Government members, andrepresent THE FACULTY at Student Government functions.Reporting Relationship: THE FACULTY.4.3.10.j Teacher Recognition and Effectiveness CommitteeComposition: Five faculty members elected at large, and one student member appointed by Student Government.Functions: (1) Monitor and recommend changes in procedures for gathering information on teaching effectivenessand other areas of faculty evaluation; (2) coordinate and recommend procedures for selection of annual CarpenterAward, Innovative Professor Award, and Part-time Teaching Award recipients; (3) evaluate and nominate candidatesfor the Carpenter Award, Innovative Professor Award, and Part-time Teaching Award.Reporting Relationship: (1) THE FACULTY; and (2) the Provost for Carpenter Award, Innovative Professor Award,and Part-time Teaching Award.4.3.11 THE FACULTY PERSONNEL COMMITTEES4.3.11.a Tenure and Promotion CommitteeComposition: Seven faculty members elected at large, no more than two with the same primary departmentalappointment, at least one member (primary affiliation) from each academic unit, as long as some member from thatunit stands for election.Function: Participate in the evaluation of candidates for tenure and promotion, as specified in Chapter 5, and in theprocedures for tenure and promotion consideration in the Faculty Handbook.Reporting Relationship: (1) The President and the Provost on particular cases; (2) THE FACULTY on proceduralissues.Special Responsibilities: The special responsibilities of the Tenure and Promotion Committee are covered in Section5.x (Tenure and Promotion Procedure).4.3.11.b Dismissal and Suspension CommitteeComposition: Four faculty members elected at large. All four must be full-time tenured members of THE FACULTYwho have completed at least one year of service at the University. Three will be regular members of the committee,with one an alternate. The alternate shall be the person receiving the lower vote total in the election, every third year,where two members of the committee are elected. The alternate shall participate in all meetings but shall not voteunless a regular committee member is incapacitated or has been officially recused from voting. Committee membersare eligible for re-election.

Function: Serve as an informal resolution body in the dismissal for cause procedure, as specified in Section 5.13.8.Reporting Relationship: (1) President on particular cases; (2) THE FACULTY on procedural issues.Special Responsibilities: The special responsibilities of the Dismissal and Suspension Committee are covered inSection 5.13.8.4.3.11.c Committee on Faculty AppealsComposition: Four faculty members elected at large. All four must be tenured members of the FULL TIMEFACULTY who have completed at least one year of service at the University. Three will be regular members of theCommittee, with one an alternate. The alternate shall be the person receiving the lower vote total in the election,every third year, where two members of the committee are elected. The alternate shall participate in all meetings butshall not vote unless a regular committee member is incapacitated or has been officially recused from voting.Committee members are eligible for re-election. Terms for newly elected members begin on June 1, but any case inprogress prior to that date will continue to be heard by the sitting committee.Function: Participate in appeals of decisions involving tenure (§5.9.11) and promotion (§5.10.11), and thoseinvolving nonreappointment and termination (§5.13).Reporting Relationship: (1) The President and Provost on particular cases, (2) THE FACULTY on proceduralissues.4.3.11.d Faculty Grievance CommitteeComposition: Four faculty members elected at large. All four must be tenured members of the FULL TIMEFACULTY who have completed at least one year of service at the University. Three will be regular members of theCommittee, with one an alternate. The alternate shall be the person receiving the lower vote total in the election,every third year, where two members of the committee are elected. The alternate shall participate in all meetings butshall not vote unless a regular committee member is incapacitated or has been officially recused from voting.Committee members are eligible for re-election. Terms for newly elected members begin on June 1, but any case inprogress prior to that date will continue to be heard by the sitting committee.Function: Hearing all grievances brought by members of the faculty, including those described in sections 4.3.16,5.7.4, 5.8.6, 5.13.10, and 5.15.3 (but excluding complaints under the jurisdiction of the Committee on FacultyAppeals).Reporting Relationship: THE FACULTY.4.3.12 The PROGRAM ADVISORY COMMITTEES4.3.12.a Health and Safety CommitteeComposition: One representative each from the programs of art, biology, chemistry, geoenvironmental sciences,engineering, nursing and pharmaceutical sciences; Director of Campus Support Services; Coordinator of UniversityHealth Services; Director of Human Resources Management; and Director of Facilities Management.Functions: (1) Monitor compliance of the institution with relevant laws on hazardous materials and wastes,including appropriate notice to persons on campus of the presence of hazardous materials; (2) make recommendationson health and safety issues and procedures.Reporting Relationship: (1) The Vice President of Finance; (2) The Provost

4.3.12.b Healthful Lifestyle CommitteeComposition: Director of Campus Counseling, Coordinator of University Health Services, two students, oneStudent Life And Media Committee representative, Coordinator of Student Activities, one representative each fromthe programs, nursing and biology.Functions: (1) Make recommendations relating to physical fitness and wellness activities conducted on campus; (2)conduct fitness and wellness information meetings.Reporting Relationship: Student Life And Media Committee4.3.12.c Health Sciences CommitteeComposition: One departmental representative from Engineering and Physics, and Nursing; one representative fromthe School of Pharmacy; two representatives and the chair from the Department of Biology, Chemistry and HealthScience Programs; a prominent physician; a known local health professional; Dean of Enrollment, ex officio;Coordinator for Health Science Professional Programs, ex officio; Health Sciences Advisor, ex officio; Dean of theCollege of Sciences and Engineering, ex officio. After consultation with committee members, the Dean of theCollege of Arts, Humanities and Social Sciences will appoint new members to the committee for a two-year term.Functions: (1) Act as advisors to students enrolled in any of the Health Sciences programs, including pre-medicalprograms in allopathic medicine, osteopathic medicine, dentistry, optometry, podiatric medicine, and veterinarymedicine and allied health programs in physical therapy, occupational therapy, medical technology, and healthinformation management; (2) provide appropriate letters of evaluation to the professional schools; (3) monitor formatand content of letters of evaluation; (4) assess departmental and/or curricular programs and recommend courseadoptions or deletions within the pre-professional core requirements; (5) review articulation agreements withaffiliated programs and provide recommendations; (6) review and implement admissions guidelines; (7) monitor thestatus of students and their compliance with programs and University requirements; (8) assist the Admissions Officein the recruitment of students to these programs.Reporting Relationship: Dean of Sciences and Engineering4.3.12.d International Studies CommitteeComposition: One faculty member from each of the following programs: political science, economics,sociology/anthropology, foreign languages, business administration; and one additional faculty member selected bythe committee; the Coordinator of International Studies, who chairs the committee.Functions: (1) Support development of international studies program; (2) act as curricular review body forinternational studies.Reporting Relationship: The Provost and the Curriculum Committee4.3.12.e Pre-Law Advisors’ CouncilComposition: Up to two faculty members from each program wishing to participate; the Provost designates thecouncil chair.Functions: (1) Act as pre-law advisors to students interested in attending law school; (2) facilitate placement in lawschools; (3) advise the Wilkes Student Pre-law Association; (4) assist the Admissions Office with recruitment of prelawstudents; (5) develop criteria for letters of recommendation.Reporting Relationship: The Provost

4.3.12.f Radiation Safety CommitteeComposition: One member each from the programs of biology, chemistry, geoenvironmental sciences, physics, andengineering; a certified Radiation Safety Officer appointed by the President.Functions: (1) Ensure compliance with applicable laws in the area of radiation safety; (2) complete appropriatechecks and reports of radiation facilities; (3) establish procedures to be followed in cases of accidental exposure; (4)maintain complete records of Committee meetings, activities and reports in a bound notebook kept by the committeechair.Reporting Relationship: Health and Safety Committee4.3.12.g RESERVED4.3.12.h Teacher Education CommitteeComposition: All full-time instructional faculty members of the education program, one faculty member from eachprogram offering courses in a certification program; the Dean of the College of Arts, Humanities, and SocialSciences; the Director of Extension Services for Teacher Education. The Education-Psychology Department chairchairs the committee.Function: Advise the education program on teacher education programs.Reporting Relationship: The Provost4.3.12.i Women's Studies Coordinating CommitteeComposition: Five faculty members appointed by the Provost.Functions: Develop and administer the minor in Women's Studies through preliminary endorsement or rejection ofcourses proposed for inclusion in the minor.Reporting Relationship: (1) The Curriculum Committee on all curricular matters; (2) The Provost4.3.13 The ADMINISTRATIVE ADVISORY COMMITTEES4.3.13.a Diversity Advisory CommitteeComposition: Membership is composed of appointed faculty and students, the Director of Diversity, the Coordinatorof Multicultural Activities, and staff. All appointments are made by the Provost.Functions: Advise the Provost on issues relating to increasing diversity and multiculturalism on campus in thefollowing four areas: (1) increasing minority representation in the student and faculty body; (2) increasinginternational students on campus and study abroad opportunities for Wilkes’ students; (3) establishing a diversityperformance/guest speaker/exhibit series on campus; (4) increasing diversity throughout the curriculum; and (5)identifying resources to support the above functions.4.3.13.b Strategic Long-Range Planning CommitteeComposition: President (chair), and other members appointed by the President, which includes appropriate facultyrepresentation.Functions: (1) Review and assess results to date of the Strategic Long-Range Plan on an annual basis; (2) advise the

President on additions, deletions and modifications of Plan projects and strategic goals.4.3.13.c Provost Student Advisory CommitteeComposition: Eight to ten students appointed by the Office of Student Affairs and Student Government.Functions: (1) Advise the Provost on student-related issues; (2) serve as representatives of student opinion.4.3.13.d Undergraduate Experience Advisory CommitteeComposition: Eight to ten individuals, representing faculty, staff, and students, with specific knowledge and skillsto provide leadership and guidance in the shaping of the integrated undergraduate experience, and advisingmentorship.Functions: Advise the Provost in the development of the undergraduate experience.4.3.14 The UNIVERSITY STANDING COMMITTEES4.3.14.a Academic Planning CommitteeComposition: The Provost, all academic deans, five faculty members (elected from among the eligible faculty,serving three-year, staggered terms), a student member nominated by Student Government, and the Vice President ofEnrollment Services; the Director of Strategic Planning and Institutional Research will be a (non-voting) ex officiomember. The chair of the Academic Planning Committee shall be elected by the committee, and shall be one of thefive elected faculty members.Functions: (1) Develop and communicate explicit procedures and criteria for consideration of new programproposals; (2) develop and communicate explicit procedures and criteria for program deletion and forward itsrecommendations to the Curriculum Committee; (3) assess all proposals for program addition or deletion; (4) monitorthe program mix of the university and develop university-wide program proposals when appropriate.4.3.14.b Assessment CommitteeComposition: Five elected faculty members (one from each college or school), the Director of Assessment, theProvost, the Dean of Student Affairs, the Director of Institutional Research and Planning, the Director of AlumniRelations, three student representatives (two undergraduates and one graduate).Functions: (1) Oversee and monitor assessment activities at Wilkes University; (2) monitor progress of assessmentactivities in core, programs, and nonacademic areas; (3) ensure that goals and objectives developed by assessmentbodies are consistent with the mission of the University; (4) ensure that assessment information is being used byassessment bodies for continuous improvement; (5) ensure that timetables being developed by assessment bodies arebeing followed; (6) combine reports of various assessment bodies to produce an overall report of assessmentactivities at Wilkes University which assesses the strengths and weaknesses of the University and the assessmentprogram itself; (7) disseminate information to all constituencies of Wilkes University.4.3.14.c Institutional Review BoardComposition: According to federal regulation, the IRB must be composed of at least five members with a diversity ofexperiences, cultural backgrounds and expertise to ensure adequate review of human subjects research. The IRBmust include at least one member who is not otherwise directly affiliated with Wilkes University. The IRB must alsoinclude at least one member whose primary concerns are in scientific areas and one member whose primary concernsare non-scientific. Every effort should be made to ensure that IRB members are not homogenous in terms of gender,race or profession (see 45 CFR §46.107).

Members of departments with intense involvement in human subject research such as biology, education, nursing,pharmacy, and psychology are particularly encouraged to serve as members. However, membership is not limited tothese departments and both faculty and staff are eligible members.Members of the IRB serve staggered three-year terms. There is no limit to the number of terms a member may serve.When a vacancy occurs, a replacement will first be sought from the same college as the member he/she is replacingso as to preserve the general composition of the IRB. The Dean or his/her designee shall provide the Provost with alist of nominees willing to serve. In consultation with the IRB, the Provost shall provide a letter of appointment tothe candidates best suited to fill the vacancies.Functions: Review proposed research involving the use of human subjects.Policy Incorporated by Reference: The University’s current Institutional Review Board Policy, which may berevised from time to time, is hereby incorporated by reference.4.3.14.d Institutional Animal Care & Use CommitteeComposition: The composition of the committee shall comply with the most current guidelines promulgated by theNational Institute of Health.Functions: (1) Inspect and report at least every six months on all campus use activities and care procedures; (2) makepolicy recommendations on the use and care of animals on campus.Policy Incorporated by Reference: The University’s current Institutional Animal Care & Use Policy, which may berevised from time to time, is hereby incorporated by reference.4.3.15 CONFLICT OF INTEREST POLICYA conflict of interest present with respect to an issue that comes before committees described in Chapter 4 shall beresolved by the Provost. For this purpose, “conflict of interest” shall mean the existence of a relationship withanother person, or participation (past or present) or anticipated participation in an event or process, that may create inthe mind of a reasonable person some question about a person’s ability to perform responsibilities in an objective andimpartial manner.As employees of the University, all faculty members shall also be subject to the University’s Conflict of InterestPolicy (a current copy of which is available on the University Portal).4.3.16 CONFIDENTIALITYConfidentiality is a necessary element in many of the personnel related proceedings described in this chapter of theFaculty Handbook. The purposes of Confidentiality are, first, to allow committees conducting reviews, includingproceedings of the Department Personnel Committee (DPC), the Tenure and Promotion Committee (TAP), theDismissal and Suspension Committee and the Committee on Faculty Appeals, to gather testimony from witnesseswithout putting the witness in fear of retaliation from more powerful parties. The second purpose is to allowdiscussion among the committee members in an atmosphere of candor. Third, confidentiality serves to protect facultymembers from arbitrary release of information obtained as part of one of these proceedings that might be damaging tothe faculty member. Confidentiality is not intended to shield any parties from accountability. It is understood that theprinciple of confidentiality is not absolute; there may be compelling reasons why an interest in confidentiality mustbe compromised to more important principles of justice or compliance with the law. In such cases, members ofcommittees charged with maintaining confidentiality must use discretion and judgment.All grievances relating to alleged violations of the confidentiality policy shall be heard by the Faculty Grievance

Committee (see section 4.3.11.d).4.3.16.a DPC and TAP ProceedingsMembers of the DPC and TAP are required to keep confidential the testimony given by witnesses in a three yearreview, tenure, or promotion case, from persons who are not in a position of review authority, including members ofthe department not on the DPC and other faculty, staff, students, or others from outside the University. However, afaculty member undergoing review has a right to be made aware of negative information brought to the attention ofTAP and the DPC that affects the case. A witness giving such testimony should be asked to put the information inwriting, or allow the committee to address the issue with the faculty member under review. Failure to allowdisclosure to the faculty member of such information requires that the reviewing body, the DPC or TAP, stronglyconsider the information as suspect, and shall consider explicitly whether and how the faculty member under reviewcan or cannot address the issue.The testimony of members of the administration, department chairs, and members of reviewing committees is neverprotected by confidentiality from the faculty member undergoing review. In cases where verbal testimony differsfrom that given by the same reviewer in a written report, the committee is obligated to bring this to the attention ofthe faculty member being reviewed. As with other witnesses, the reviewer is to be asked to put the additional ordiffering material in writing, so that it can be given to the faculty member undergoing review. Written testimony andreports of administrators before the DPC and TAP will be considered more strongly that verbal testimony, and will beconsidered the definitive opinion where the two may differ.Witnesses are not obligated to preserve the confidentiality of their testimony. They may be asked to consider certaininformation disclosed by members of the DPC and TAP confidential, but the members of those committees shouldtake care to ask their questions with the understanding that this confidentiality is at the discretion of the witness.Likewise, the faculty member under review is not required to maintain confidentiality concerning his or her testimonywith these bodies. It is understood, however, that if a witness or the faculty member under review discusses theseissues openly, and especially if allegations are made concerning the actions of the members of the DPC or TAP, thosemembers are no longer under an obligation of confidentiality concerning those specifics. A witness before the DPCand TAP may not be required to report to anyone else the nature or specifics of the testimony.Members of the administration do not enjoy a privileged position with respect to these provisions for confidentiality.The deliberations of the DPC and TAP are just as confidential from administrators as anyone else. It is a breach ofconfidentiality to report on testimony or the deliberations of these committees to administrators, just as to others.The reports of the DPC and TAP are never confidential from the faculty member being reviewed. Should eithercommittee or members of either committee make further reports beyond those required by review procedures, forexample, on the request of the President or trustees when considering a tenure case, any and all such further reports,either verbal or written, must be provided to the faculty member under review.4.3.16.b Appeals Committee ProceedingsThe function of appeals processes require that confidentiality considerations be considered in light of therequirements for a fair and responsible appeal review. As in DPC and TAP proceedings, the faculty member whosecase is being considered has a right to be aware of negative information that bears on his or her case. Members ofappeals committees (Faculty Grievance Committee, Committee on Faculty Appeals, and Dismissal and SuspensionAdvisory Committee) are to maintain confidentiality for the deliberations among committee members, and are not torelease testimony given to the committee except to the faculty member and other parties to the proceeding.The faculty member whose case is being considered has a right to hear all testimony; no evidence that may beconsidered by appeals committees is confidential from this faculty member. In addition, the faculty member is free toseek help from an advisor or any others who may be of help, which necessarily means that any confidentiality of FACproceedings concerning testimony cannot be enforced on the candidate or those helping him or her. As with DPC andTAP proceedings, confidentiality can be asked of the faculty member whose case is being heard and of witnesses, but

it is not obligatory.Witnesses from a DPC or TAP called before appeals committees to give testimony concerning a particular case mustuse judgment in deciding how considerations of confidentiality as described in the DPC and TAP proceedings mustbe weighed against the interests of justice and the interest of appeals committees’ review. A member of a DPC orTAP may choose to refuse to give testimony concerning material that would be considered confidential under thenormal proceedings of those committees. A member of the DPC or TAP may, instead, choose to give testimonyconcerning DPC or TAP procedures that would normally be considered confidential, knowing that the confidentialitymay then be compromised, in order to further the interests of a fair review and the understanding of appealscommittees. Both, and intermediate responses, are consistent with a responsible position in the face of competinginterests. Appeals committees must necessarily take into account only information that is given in testimony, and notsecond hand reports from those unwilling to give testimony in deference to considerations of confidentiality.Reports made by appeals committees are never confidential from the faculty member whose case is underconsideration. Should an appeals committee or members of it make further reports beyond those required by reviewprocedures, for example, on the request of the President or trustees when considering final action in a disciplinarycase, any and all such further reports, either verbal or written, shall be provided to the faculty member under review.4.4 FACULTY PARTICIPATION IN ADMINISTRATIVE EVALUATIONFormal evaluation and review of administrative service provides a process to assist in the development of moreeffective administrative leadership. Academic administrators shall receive performance feedback that will providethe basis for the continuous improvement of administrative performance. Biennial, formal evaluation ofadministrative service is official academic policy at Wilkes University. Evaluation of administrative service may berequested from the faculty at other times as deemed appropriate by the Provost.4.4.1 Evaluation of Department ChairsWhenever the word “department” is employed within this section, it shall be construed to mean departments anddivisions. Whenever the word “chair” is employed within this section, it shall be construed to mean division anddepartment chairs and directors.4.4.1.a PurposeThe purpose of a department chair evaluation is to assess the following: (1) the quality of the relationship between thechair and its faculty; (2) the quality of the chair's management; (3) the effectiveness of the chair in maintaining aquality program; (4) the quality and effectiveness of a chair's overall leadership; and (5) the success of the chair inmeeting the University’s strategic plan goals.4.4.1.b ObjectivesThe objectives in evaluating a department chair are to: (1) aid in the assessment of departmental goal achievement;(2) review the performance record of the chair; (3) monitor performance and improve the effectiveness of the chair inthe execution of responsibilities; (4) help in identifying and correcting problems in staff relationships, management,and leadership; (5) serve as a source of information in matters of contractual terms, including hours to be waived,summer duties, and salary.4.4.1.c Frequency of EvaluationComprehensive department chair evaluations will be conducted in the spring semester of the third year of the chair’sterm (see section 4.1.1d).

4.4.1.d Comprehensive EvaluationThe procedure for conducting a comprehensive department chair evaluation is:1) The appropriate academic dean shall be responsible for overseeing the evaluation of a department chair.2) The department chair being evaluated shall submit to the dean a written self-evaluation of his or her ownperformance as department chair.3) The dean shall distribute an evaluation form to:a) all full-time faculty members reporting to the department chair, and those on joint appointment.b) emeriti faculty who have taught in the program during the chair’s current term. The evaluation forms distributedfor completion will include items requiring responses according to a numerical rating scale, items requiring narrativeresponses, and an opportunity to make recommendations regarding re-appointment of the department chair to anotherterm. Evaluators may choose to sign their evaluation forms, but they are not required to do so.4) Individuals who have chosen to complete an evaluation form should submit them to the dean within two weeks ofthe distribution date. The dean will compile and organize the responses given in the evaluations. In compilingnarrative responses, the dean shall ensure that confidentiality (as defined in section 4.3.16) is maintained by removingall names and/or references to names from the narrative.5) The dean shall review the compiled responses of the evaluation, and a copy of the compiled responses shall begiven to the department chair under evaluation.6) The dean shall prepare a written report summarizing the chair’s evaluation results. The dean shall include in thereport his/her own evaluation of the chair’s performance as well as a recommendation regarding re-appointment.7) The dean and department chair shall arrange a meeting to discuss the results of the chair evaluation and the dean’sreport to the Provost, prior to the dean’s submission of the written report to the Provost.8) The dean shall submit his/her written report to the Provost. The chair may submit to the Provost a written responseto the dean’s report.9) The Provost may choose to review the results of the evaluation with the department chair. The Provost shall makeall decisions regarding the re-appointment of a department chair.4.4.2 Evaluation of Academic DeansDeans will be evaluated in the Spring semester every third year. The Provost may request a midterm evaluation ifdeemed necessary. The Provost shall administer the evaluation of the academic deans. The evaluation form shall besent to all faculty and other personnel within the Dean’s college or school. The completed evaluation shall bereturned, either signed or unsigned, to the Office of the Provost in a sealed envelope. The Provost shall give atabulated summary and any written comments to the Dean (with names removed). After the Dean has had anopportunity to review these, the Provost shall schedule a performance review meeting with the Dean. The meetingprovides an opportunity to discuss administrative strengths and weaknesses and, when necessary, to developimprovement plans for specific areas that have been identified as weaknesses. The Provost shall present a writtensummary report of the administrative evaluation of the Dean to the President, and shall send a copy to the Dean. TheDean may, if desired, submit a separate report to the President, to the Provost, or to the faculty of the Dean’s collegeor school.4.4.3 Evaluation of the ProvostIn addition to the President’s annual review of the Provost, the President will conduct a periodic administrativeperformance evaluation of the Provost using a process similar to the one used for deans. Those under the purview ofthe Office of the Provost will complete the evaluation.

4.5 FACULTY PARTICIPATION IN ADMINISTRATIVE AND FACULTY SEARCHESIn conducting searches to fill certain key administrative positions (the President, the Provost, and deans), it is vitalthat all constituencies of the University be included in any search committee. The following are guidelines for thecomposition of each search committee. Each constituency shall select its representative for a search committee.4.5.1 Presidential Search CommitteeA Presidential search committee shall be an ad hoc committee consisting of four trustees, two administrators, twofull-time faculty, two students, and one non-administrative staff. The search committee shall be formed by the Chairof the Board of Trustees. Faculty representatives shall be selected following review of a list of at least four full timefaculty candidates offered for consideration by the FACULTY. The Board of Trustees shall make the final choice ofthe President following the receipt of recommendations from the committee.4.5.2 Provost Search CommitteeA Provost search committee shall be an ad hoc committee consisting of four elected full-time faculty, two students,two administrators, and one non-administrative staff. The search committee shall be formed by the President. ThePresident shall make the final choice of the Provost following the receipt of recommendations from the committee.4.5.3 Dean Search CommitteeA Dean search committee shall be an ad hoc committee consisting of four faculty members and two students from therelevant unit, 2 administrators, and 1 non-administrative staff. The search committee shall be formed by the Provost.Appointment of faculty to the committee shall be contingent on approval of the FULL-TIME FACULTY of therelevant college or school. The Provost shall make the final choice of a dean following the receipt ofrecommendations from the committee.4.5.4 Guidelines for Department Chair SearchA search for a department chair (preferably a member of the tenured faculty) is conducted through a joint effort of thedepartment, the dean of the college or school, and the Provost. The procedure for conducting an internal search for adepartment chair includes the following:1) An initial meeting between the Dean and the department shall be convened by the Dean to discuss the timeline forthe search process. This timeline shall include specific deadlines for the items mentioned below.2) After a timeline has been established, the Dean shall make a call for letters of interest to the full-time departmentfaculty. A questionnaire shall also be distributed seeking input from the department personnel regarding thedepartment’s vision and issues that need to be addressed. These questionnaires shall be returned to the dean. Afterall questionnaires are collected, the responses will be compiled and distributed to the full-time department faculty forreview.3) Interested faculty members shall submit a letter of nomination or self-nomination to the Dean. This letter shalladdress their reasons for seeking the chair’s position and address the issues contained in the questionnaire summary.4) Upon reaching the deadline for receiving nomination letters, a copy of each nomination or self-nomination lettershall be distributed to the full-time department faculty.5) The Dean shall schedule a meeting with each member of the department to review the summary of thequestionnaires, and to discuss the strengths and weaknesses of each chair candidate. In addition, the Dean (andpossibly the Provost) shall meet with the department faculty (less the chair candidates) to review the summary of thequestionnaire, receive any additional comments or observations not included in the written summary, and to obtainany additional information on the chair candidates.6) Based on input received from the questionnaires and from meetings with full-time department faculty, the Deanshall select a candidate for the position of chair.7) The full-time department faculty will meet for the purpose of voting on the candidate proposed by the Dean to

serve as chair. If the vote, taken by secret ballot, yields a majority vote in favor of the candidate, the Dean shallrecommend that candidate to the Provost for appointment as chair of the department. If the vote does not produce amajority vote, the Dean shall propose a second candidate, and a similar vote shall be taken. If the vote on the secondcandidate fails to produce a majority vote, the Dean shall select the candidate of his or her choice.8) The Dean will make a formal recommendation to the Provost to appoint as department chair the candidate chosenthrough the process described above. The Provost will forward the recommendation to the President and the Board ofTrustees for final approval.9) The Provost shall make a formal appointment of department chair. Upon acceptance of the chair’s position, thefaculty member shall receive an additional appointment letter (in addition to their faculty appointment letter)specifying the amount of granted release time and summer salary stipend. The Provost will make a formalannouncement of the chair appointment to the general University community.10) If the Dean, in consultation with the Provost and department, \ determines that no qualified chair applicant can befound among the current department faculty, an external search may be conducted.If an external search is conducted for a department chair, the search proceeds as any other for full-time faculty withthe understanding that, when hired, the faculty member will be appointed as department chair. Guidelines for aninternal search for department chair set forth above shall be followed to the extent applicable to an external search.4.5.5 Guidelines for Faculty Search4.5.5a Non-DiscriminationWilkes University, as an Equal Opportunity/Affirmative Action employer, complies with applicable Federal andCommonwealth laws and local ordinances prohibiting discrimination. It is the policy of Wilkes University that noperson, on the basis of race, gender, color, religion, national origin or ancestry, age, marital status, disability, sexual oraffectional orientation, or veteran status, shall be discriminated against in employment, educational programs andactivities, or admissions.The University supports the Ethnic Intimidation Act of 1982 of the Commonwealth of Pennsylvania which providesadditional penalties for the commission of illegal acts of intimidation when such actions are motivated by hatred ofthe victim's race, color, religion, or national origin.4.5.5.b Position IdentificationPosition descriptions, including qualifications, experience, terms of appointment, rank, and salary shall bedetermined by the President upon recommendation from the Provost, who in turn shall receive recommendationsfrom the appropriate dean and department chairperson.4.5.5.c Search GuidelinesIt is the responsibility of the department chair or designated representative, in consultation with the appropriate dean,to conduct searches for all new full-time faculty in accordance with the policies outlined in the Faculty SearchManual. The procedures shall include the following:1) The department chair shall appoint a search committee consisting of at least three full-time faculty members fromthe department. The search committee shall prepare appropriate announcements of the vacancy and makerecommendations to the dean for appropriate locations in which to place the announcement. The dean shall arrange topublicize the vacancy.2) The department chair or his or her designee shall receive applications for vacancies in accordance with theprocedures outlined in the Faculty Search Manual.3) The search committee shall conduct the selection process. All faculty members within the department shall begiven the opportunity to review applications and to make recommendations as to those considered to be the mostqualified to fill the position.

4) The search committee will make the final selection of candidates for interview, after consultation with the othermembers of the department and with the dean.4.5.5.d Interview GuidelinesApplicants for faculty positions shall be interviewed by: (1) the primary department chair; (2) the appropriate dean;(3) as many department members as practical, (4) the Provost or designee; and (5) other faculty members, whenappropriate, as determined by department faculty members and dean (e.g., consultation on disciplinary specialties orjoint appointments).To the maximum extent reasonable, a department chair should require an applicant to participate in lectures,presentations, etc. prior to submitting a recommendation for appointment to the faculty.4.5.5.e RecommendationsThe department chair shall make a recommendation for a faculty appointment through the appropriate dean, whoshall make a recommendation to the Provost. The chair's written recommendation shall incorporate a review of thecandidate's performance and the opinion of the participating department members. If the individual receives approvalfrom the Provost, the Provost shall determine the appointed rank and salary. The department chair shall make theoffer of employment using a form letter approved by the Provost. A written contract from the Office of the Provostwill follow.4.5.5.f English proficiency.All candidates are assessed for adequate proficiency in spoken English, in accordance with the laws of theCommonwealth.4.6 Faculty Participation in Trustee Meetings and Committees4.6.1 Board ObserverThe faculty observer to the Board of Trustees of Wilkes University (the Observer) is elected by THE FACULTY andserves for a term of three years. The Observer has as his/her chief responsibility reporting to THE FACULTY thediscussions that occur at the meetings of the Board of Trustees. In the completion of this duty, the Observer shallattend the meetings (normally four meetings per annum), make a record of the topics on the agenda, and provide asense of the discussion on these topics. The Observer will then distribute a written report to THE FACULTY at thenext meeting of THE FACULTY. This written report shall be distributed in electronic format and archived on the FACwebsite.4.6.2 Faculty Service on Trustee CommitteesMembers of THE FACULTY shall serve as non-voting members of the following committees maintained by theBoard of Trustees: Academic and Student Environment Committee, Advancement Committee, Finance and SupportOperations Committee, Human Resources Committee, and Endowment Committee.Those faculty members who have been elected by THE FACULTY to serve as their representative on each of thesecommittees shall be appointed to terms of one year by The Chair of the Board of Trustees.

CHAPTER 5: FACULTY PERSONNEL POLICIES5.1 DEFINITION OF TERMSFor the purposes of this chapter, the following definitions are used.5.1.1 FULL-TIME FACULTY MEMBERFor purposes of this Chapter, FULL-TIME FACULTY MEMBER shall mean an individual:• Who is employed on a full-time basis by the University;• Who maintains an average workload of twelve formula hours per semester during the academic year;• Who teaches an average of not fewer than six formula hours per semester during the academic year; and• Who receives a tenured, tenure-track, or visiting appointment.5.1.2 ACADEMIC YEARThe ACADEMIC YEAR shall that period of time defined as the academic year in section 4.1.15.1.3 FISCAL YEARThe fiscal year will run from June 1 to May 31 of the following calendar year.5.1.4 FULL-TIME FACULTY SERVICES AGREEMENTA FULL-TIME FACULTY SERVICES AGREEMENT is the agreement between the University and a full-timefaculty member to fulfill the responsibilities specified in Section 5.1.1. The term of such agreement shall be for theacademic year, unless the University and the individual agree that such term shall be for the fiscal year or otherperiod. A full-time faculty services agreement shall be issued to each full-time faculty member.5.1.5 PART-TIME FACULTY SERVICES AGREEMENTA PART-TIME FACULTY SERVICES AGREEMENT is the agreement between the University and a faculty memberto teach a particular course or courses, and/or to perform some other specific academic responsibility, in which thetotal faculty workload is less than that of a FULL-TIME FACULTY MEMBER.5.1.6 CONFLICT OF INTEREST POLICYMembership on committees described in the following sections shall be subject to the conflict of interest policydescribed in this section: 5.7.3; 5.8.2; 5.9.4; 5.9.8; 5.10.4; 5.10.8.Conflict of interest shall take its meaning from the definition of that term found in section 4.3.15.The candidate subject to review by a committee to which this section applies may request review by the Provost ofthe existence of a conflict of interest. If the Provost determines that a conflict exists, the committee member whosepresence creates the conflict shall be removed from the committee.

5.2 FACULTY RANKS5.2.1 Faculty Ranks Leading to Tenure or Tenure ReviewThe following are ranks for full-time faculty members that may lead to tenure or review for tenure.5.2.1.a InstructorThis rank is normally assigned to individuals who have been hired as a result of a search to fill a tenure-trackposition, but who do not yet qualify for the rank of Assistant Professor because they have not yet completed therequirements for their terminal degree (or equivalent professional certificate), or do not satisfy the requirementsdescribed in §5.2.1.b. Individuals are assigned the rank of Instructor with the understanding that they will beadvanced to the rank of Assistant Professor contingent upon receiving their terminal degree. A master’s degree orsignificant professional experience is the minimum expectation for assignment to this rank. At the time of conversionto a tenure-track position the candidate will negotiate the years of service towards tenure as part of the contract.An individual may hold the rank of Instructor for not more than four full academic years.5.2.1.b Assistant ProfessorThis is normally the entry-level rank assigned to individuals who have been hired as a result of a search to fill atenure-track position. To be appointed to the rank of Assistant Professor, an individual is expected to possess theappropriate terminal degree. Individuals who have unusual experience of significant value in their field, haveperformed creative work in their field, or have demonstrated effectiveness as a teacher over a period of years, may beappointed in circumstances where the appropriate terminal degree is lacking.5.2.1.c Associate ProfessorThe rank of associate professor is awarded in recognition of service and the assumption of institutional responsibilityat Wilkes normally culminating in the simultaneous award of tenure (see section 5.9). To be appointed to the rank ofAssociate Professor, an individual is expected to possess the appropriate terminal degree, and to have provided sixyears of full-time teaching service at the rank of Assistant Professor. Distinguished scholarship, excellence inteaching, and dedicated service are required. Initial appointments to this rank, assigned to individuals who have beenhired as a result of a search to fill a tenured or tenure-track position, may be made in recognition of priordistinguished service in higher education or other relevant areas of expertise prior to employment at Wilkes.5.2.1.d ProfessorThe rank of Professor is reserved for those who have demonstrated leadership in the intellectual and institutionaldevelopment of Wilkes University. To be appointed to the rank of Professor, an individual is expected to possess theappropriate terminal degree, and to have provided at least seven years of full-time teaching service at the rank ofAssociate Professor. Distinguished scholarship, excellence in teaching, and dedicated service are required. Initialappointments to this rank, assigned to individuals who have been hired as a result of a search to fill a tenured ortenure-track position, will be made only under exceptional conditions where it is determined that the individual canmake a unique and significant contribution to the University.

5.2.2 Other Faculty RanksThe following faculty ranks do not lead to tenure nor imply eligibility to apply for tenure.5.2.2.a Adjunct FacultyThe ranks of adjunct instructor, adjunct assistant professor, adjunct associate professor, and adjunct professor areappropriate for persons whose primary professional responsibility is outside the University. Adjunct faculty may notteach full-time and appointments must be renewed annually. Adjunct faculty members normally do not receive fringebenefits.5.2.2.b Visiting FacultyAppointment to the ranks of Visiting Instructor, Visiting Assistant Professor, Visiting Associate Professor, or VisitingProfessor is for a specified period of time to carry out instructional responsibilities in an academic program ordepartment. The terms of a visiting appointment will be made explicit in writing at the time of appointment.Individuals may not serve in the Visiting rank for more than four years.5.2.2.c Non-Tenure Track Faculty of PracticeFaculty of Practice are full-time instructional personnel who fulfill only part of the functions of tenure-track ortenured faculty in the area(s) of teaching, scholarship, and or service, as determined by the pertinent department ordivision. They may also be instructional personnel who do not qualify for the tenure track due to lack of theappropriate terminal degree. Their performance will be subject to review in the area(s) listed above in accordancewith criteria described in Sections 5.6, 5.7, and 5.8 of the Faculty Handbook. They are afforded all privileges of thefaculty, including rights to vote and participate in faculty governance and the protection of academic freedom.Appointments are renewed annually. After three continuous years of exemplary service, they may receive a three-yearrenewable contract, upon recommendation of the pertinent DPC, chair and dean. No more than 15% of the full-timefaculty of the University shall be in this category.5.2.2.d Administrators and Staff with Teaching ResponsibilityAdministrators and staff with teaching responsibility are employees of the university who teach courses and who donot receive faculty service contracts. Administrators with faculty rank shall not receive FULL-TIME FACULTYSERVICES AGREEMENTS, and shall not be considered FULL-TIME FACULTY MEMBERS. Administrators whohold tenured faculty rank have the right to retain tenure and rank during the performance of their administrativeservice. Time served as an administrator does not count toward fulfilling requirements for promotion, tenure, orsabbatical leave.5.2.3 Other Titles5.2.3a Emeriti FacultyThe titles of Emeritus Professor, Emeritus Associate Professor, and Emeritus Assistant Professor are appropriate todesignate distinguished faculty members in retirement. The title shall be conferred by formal action of the Board ofTrustees upon recommendation of the President of the University. While the title may be conferred any time afterretirement at the discretion of the Board of Trustees, it will normally be granted in the last year of the recipient'sservice as a tenured member of the faculty. Those members of the tenured faculty eligible for consideration shallmeet the following requirements: (1) service with Wilkes of not less than ten years; (2) the holding of a professorialrank for not less than five years and/or service of not less than five years in the capacity of President of the Universityor Provost. Exceptional service in the discharge of administrative or non-academic duties in a capacity other thanthat of President or Provost should be recognized in some other fashion. In cases when exceptional service has beenrendered to the University, the Board of Trustees may, at its discretion, grant the title to an individual who does notmeet the criteria set forth if the honor is merited on some other grounds and such action is judged conducive to the

well being of the institution.5.2.3.b Scholars-in-ResidenceThe title of Scholar-in-Residence is held by an individual who meets particular curricular and co-curricular needs inan academic department for a stated period of time. These appointments sometimes carry the possibility of renewal,but do not carry eligibility for tenure. Titles equivalent to Scholar-in-Residence include Artist-in-Residence andResearch (Assistant, Associate) Professor.5.3 FULL-TIME FACULTY APPOINTMENTSThe precise terms and conditions of appointment, rank, specification of the period covered by the appointment, salaryand benefits shall be stated in writing in the Faculty Services Agreement. Within 30 days after receipt of a Full-timeFaculty Services Agreement (FSA), the faculty member shall either execute such agreement or reject the same andreturn it to the Office of the Provost. Failure to execute and return such agreement within the 30-day period shall bedeemed an acceptance of it. The University shall notify faculty members of the terms and conditions of their renewalby July 15. Resignations at the close of an academic year should be presented by the last due date for returning theFSA for the following year. Resignations at the close of an academic year become effective August 31. All full-timefaculty hold one of the appointments described in Sections 5.3.1-5.3.4. In addition, faculty may hold one or both ofthe appointments described in Sections 5.3.5-5.3.6.5.3.1 Tenure AppointmentA tenure appointment is an appointment of a full-time faculty member holding academic rank who has been awardedtenure by the Board of Trustees. A tenure appointment includes the assurance of continued employment for theacademic or fiscal year for an indefinite period, unless dismissal for cause or financial exigency is demonstrated (seesection 5.13).5.3.2 Probationary AppointmentA probationary appointment is an appointment of a full-time faculty member holding academic rank who is underconsideration for tenure in accordance with the criteria and evaluative procedures established in the FacultyHandbook. An individual who does not possess the potential for continued reappointment and tenure should not beconsidered for probationary appointment. A probationary appointment may, on the basis of continuing satisfactoryperformance, lead to review for the award of tenure. A probationary appointment carries neither a promise thatreview for the award of tenure will be undertaken nor a promise that tenure will be awarded. In the event aprobationary faculty member stands for tenure and tenure is denied, the following year will be a terminal year. In thecase where a probationary appointment is not being renewed, the faculty member shall receive notice of suchnonrenewal in accordance with Section 5.13.3. A probationary appointment shall not be continued for more than sixyears. For purposes of this section, the total number of years of probationary status shall include all years served bythe individual at the rank of Instructor. Time associated with any leave of absence taken by a faculty memberpursuant to section 6.2 shall not be included in the computation of total number of years served on a probationaryappointment.5.3.3. Temporary AppointmentA temporary appointment is for a brief association with the University, and an individual with such an appointment isnot eligible for tenure or tenure review. A temporary appointment may be made for either full-time service or parttimeservice and shall not exceed a period of four years. Such an appointment may be used to fill a temporary needprovided that the total duration of full-time service with such an appointment for a given individual does not exceedfour years. A temporary appointment carries no expectation of renewal. The terms of a temporary appointment shallbe clearly stated in the appointment letter. A temporary appointment shall be used for adjunct, visiting, or part-timefaculty, and for faculty employed to replace regular faculty on leave of absence, or when an appointment has to be

esearch, and service activities relevant to the mission of the university, their college or school, their department andtheir own interests and particular areas of expertise.If a faculty member is asked by the dean or department chair to conduct additional activities beyond those describedin section 5.1.1, overload compensation shall be paid. Payment of overload compensation shall be subject to currentUniversity policy, and shall require the approval of the dean. Overload assignments may not exceed five formulahours per semester of any combination of teaching, grant-funded research, or Wilkes-funded consulting. Theoverload work is subject to assessment at the end of each semester prior to re-authorization. Teaching overloads maynot exceed three formula hours per semester. Authorization for overload compensation shall be effective for onesemester only.Full-time faculty members may request and be granted release time from a portion of their instructional workload forthe purpose of performing special assignments. The dean, upon the recommendation of the Department Chair, mayapprove a request for release time.Overload and release time should be kept to the absolute minimum level compatible with legitimate program needs.The time and expertise of the faculty is Wilkes' primary educational asset. Excessive overload threatens themaintenance of faculty expertise and vitality, while unnecessary or unproductive release time wastes instructionalresources.5.5.1 TeachingEach full-time member of the University faculty participates in the total program of instructional and scholarlyactivities that have been established to encourage the general development of Wilkes students. The appropriateDepartment Chair determines loading assignments.The standard teaching load for all full-time faculty members is the equivalent of twelve formula hours per semester.Day, evening, and weekend classes are an integral part of the University program and may be included in the teachingschedules of faculty members. Total course enrollment, number of course preparations, preparations of new courses,complexity of subject preparations, and complexity of subject matter may be considered by the chair and dean indetermining increases to formula hour equivalents. In determining this load:• Each hour of lecture, discussion, writing project, seminar, or senior project coordination shall count as oneformula hour per section;• Each hour of studio course work shall count at 0.875 of one formula hour,• Each hour of laboratory and clinical work shall count as 0.75 of one formula hour;• Each hour of instruction in applied music shall count as 0.50 of one formula hour;• Each hour of senior project mentoring, thesis supervision, independent study, industrial training, and honorscourse supervision shall count as one-sixth (1/6) of one formula hour;• Administration of the student-teacher program shall count as three formula-hours;• Supervising student teachers shall count as 0.50 formula hours per student; and• Administrative work, scholarly activities, and grant activities may count as additional formula hours ofrelease time.5.5.2 Student AdvisingFaculty members shall serve as academic advisers to students as assigned by the Department Chair. Advising includesguiding students in deciding on their overall (long-range) courses and potential career plans, and approving courseschedules. Advising may also include providing information on graduate study and suggesting opportunities such asinternships or undergraduate research. It is the responsibility of the faculty member to provide students an analysis oftheir class work and constructive criticism for improvement.

Each faculty member shall submit a schedule of office hours to the Department Chair. Such office hour schedulesshall contain at least five hours per week for student consultation. Each faculty member should post a schedule ofoffice hours to be available for consultation with students.5.5.3 Scholarship and Other Professional ActivitiesFaculty research, scholarship, and creative activities are all essential to the mission, are encouraged and supported bythe University, and are required elements to support tenure and promotion decisions. Scholarly activities include, butare not limited to, the following:• Publication of scholarly papers in journals, periodicals, and collections;• Publication of books (as author or editor) and/or manuscripts under contract to publishers, excluding vanitypresses;• Publication of translations, reviews, criticism, columns, and op-ed pieces;• Significant software development;• Presentations at conferences, professional society meetings, workshops, and symposia;• Election and/or appointment to professional societies and discipline-related organizations, including editorialboards and advisory boards;• Active participation in conferences, professional society meetings, workshops, and symposia such as chairinga session, organizing a conference, organizing a session, and judging a jury competition;• Participation in off-campus exhibits, recitals, performances, and conducting, and participation in on-campusevents for which the faculty member does not receive FTE credit;• Publication, production, or performance of musical works;• Production or direction of off-campus plays, and of on-campus plays and events for which the facultymember does not receive credit;• Creation of a new course and/or laboratory design and development;• Participation in new programs and/or curricular development for which the faculty member does not receiveFTE credit;• Participation in scholarly/professional activities during sabbatical leaves and leaves of absence;• Funded research grants and projects;• Service as a professional reviewer for scholarly/research/artistic organizations and presses;• Service as an “expert witness” in court;• Consulting beyond the "routine" application of one's profession or discipline; and• Obtaining a patent.5.5.4 University ServiceUniversity service includes all service to the university, school, or department. This service includes, but is notlimited to, the following:• Participation in committees, subcommittees, task forces, etc.;• Various kinds of "outreach" activities, such as direct involvement in student recruiting, but also indirectactivities such as contact with high schools, setting up exhibits and workshops for high school students;• University service unrelated to one's own academic discipline: clubs, activities, field trips, and facultyseminars; and• Counseling assistance to students outside of academic advising that involves referrals to appropriatepersonnel or agencies for action.

5.5.5 Community ServiceCommunity service includes, but is not limited to, the following:• Uncompensated professional service to the community;• Involvement in and organization of cultural events;• Public lectures designed for general audiences;• Active participation in non-profit social or service organizations; and• Performance of other notable public services that reflect favorably on the University.5.6 FACULTY EVALUATIONFaculty members are teacher-scholars who are appointed to the faculty of Wilkes University to contribute to theattainment of the institution's educational mission. As professionals, they are self-directing and they define to asignificant degree the specific ways in which they will make their own contributions. Evaluation of suchprofessionals should be conceptualized as a set of structures and statements of institutional purpose that enable thefaculty member's colleagues (fellow teacher-scholars as well as academic administrators) to comment upon andassess: (1) the degree to which a faculty member has set professional goals which are ambitious as well as supportiveof institutional purposes, and (2) the extent to which the faculty member's record demonstrates attainment of theprofessional goals he or she has established. The evaluation process is also intended to assess the success enjoyed byevery faculty member in meeting or exceeding expectations with respect to responsibilities described in section 5.7.1.All full-time faculty members are evaluated under the procedures outlined below.5.6.1 Purpose of Faculty EvaluationEvaluation fulfills important functions with regard to institutional self-assessment, strategic planning, andaccountability. Faculty evaluation is a means of institutional outcomes assessment, in that an overarching purpose ofevaluation is to ascertain how and how fully the institution's educational mission has been furthered through theefforts of the faculty during a given period of time. From the standpoint of strategic planning, evaluation enables theinstitution to build and maintain a faculty of high quality and clear-cut relevance to institutional needs. Evaluationprocedures and the information developed from them greatly enhance the President's ability to account for theinstitution's use of budgetary resources and tuition dollars to various constituencies of the University, includingstudents, parents, donors, accrediting bodies, public authorities, and the Board of Trustees.Evaluation provides a reliable means for focusing resources and recognition (salary increments, tenure, andpromotion in rank) on those individuals who are making the most notable contributions to the attainment of theinstitution's educational mission. In some cases, evaluation can be an effective means to bring to a faculty member'sattention areas of his or her teaching, scholarship, or service that require improvement.5.6.2 Forms of EvaluationFaculty evaluation is conducted to inform a variety of personnel decisions, including: (1) annual assessments ofteaching, scholarship, and service related to reappointment and salary adjustment decisions; (2) tenure consideration;and (3) promotion in rank.The five basic forms of faculty evaluation are: Annual Evaluation (all full-time instructional faculty), Third-YearReview (probationary faculty), Tenure Review, Promotion Review, and Post-Tenure Review.

5.6.3 Student Response SurveysStudent-generated comments and data are used within limits prescribed below in decisions regarding annualevaluation, promotion, and tenure by evaluators who are called upon to assess a faculty member's teachingeffectiveness. The principal limitation is that such data and comments are not to be construed as absolute ordetermining indicators of teaching effectiveness but, instead, are to be viewed as a student perspective and are to beweighed in relationship to and in the context of the instructor's teaching objectives and approach.The quality and sensitivity of the instructor's analysis and response to student-generated comments and data are asimportant as the substance of the comments and data. The key point for evaluators to focus upon is whether and howeffectively an instructor responds to what he or she learns about student reactions to his or her instructional approach,course organization, and teaching techniques. If, for example, students indicate that they are unclear on gradingcriteria, has the instructor revised course syllabi to clarify the criteria and has student confusion on grading criteriadiminished? Assessments of the academic quality and rigor of an instructor's teaching and course content shall bereached only by qualified faculty and administrative evaluators of a faculty member's record.Student response data is simply but authentically a student perspective, not a professional evaluation. By themselves,student response data shall not be considered to be the critical evidence used in faculty evaluation.5.7 ANNUAL EVALUATION5.7.1 Self Evaluation ReportFaculty members are evaluated on an annual basis. The fundamental document that forms the annual evaluation isthe Self-Evaluation Report (SER), written by the faculty member. The SER is a vehicle for the faculty member'sstatement of goals, approaches employed in their realization, and the results attained. There are five areas of facultyevaluation to be considered: Teaching Effectiveness, which is given highest priority; Scholarship and OtherProfessional Activities, which is given second highest priority; Student Advising; University Service; and CommunityService, which is given the lowest priority. (These priorities could vary in cases where a faculty member has spentone or two semesters of the evaluation period on authorized leave.)The following are offered as guidelines as to the contents of the SER that may be included in each of the five areas.5.7.1.a Teaching Effectiveness• Each course the faculty member teaches is discussed in narrative form.• Course objectives are explicated in terms that are understandable to a general faculty/administrative audience.• The instructional approaches employed to achieve the stated objectives are explained.• Structural aspects of each course are detailed (allocation of time to topics, requirements, testing, grading,etc.).• Instructional results are discussed and demonstrated by means of citing student response data, classroomvisitation reports by colleagues, alumni comments, etc.• Any instructional problems experienced are identified and the approaches employed to ameliorate them areexplained.• Documentation of achievements is provided.5.7.1.b Student Advising• Student organizations in which the faculty member participated are listed.• The faculty members’ advising load, techniques and results are detailed.

• Placement experiences of advisees are identified.• Student career and graduate study planning are detailed.• Freshman advising activities are described.5.7.1.c Scholarship and Other Professional Activities• The faculty member’s goals for development as a professional teacher/scholar are identified.• The steps taken in pursuit of the goals are described.• Conference presentations, conference attendance, memberships and recognition in scholarly organizations,publications produced or in progress, artistic work, grants and contracts, performance activities, and otherprofessional activities are listed.5.7.1.d University ServiceThe faculty member's types and levels of university service are described. See Section 5.5.4 for details on whatconstitutes university service.5.7.1.e Community ServiceThe faculty member's types and levels of community service are described. See Section 5.5.5 for details on whatconstitutes community service.5.7.2 Ratings CategoriesThe salary increment provided to a faculty member is in part determined by the rating that faculty member receives.Each faculty member being evaluated shall receive one of the following three ratings:5.7.2.a OutstandingGiven when a faculty member has exhibited a combination of teaching, scholarship, advising, and service above andbeyond that which is normally expected of a faculty member of that rank and years of service..5.7.2.b GoodGiven when a faculty member has met the level of performance for the combination of teaching, scholarship,advising, and service that is normally expected of a faculty member of that rank and years of service.5.7.2.c Improvements NeededGiven when a faculty member has not met the level of performance for the combination of teaching, scholarship,advising, and service that is normally expected of a faculty member of that rank and years of service.5.7.3 Procedure for Annual EvaluationThe process described in this section shall be subject to the conflict of interest policy described in section 5.1.6. Thefollowing procedures shall be followed for annual evaluation:5.7.3.1 The faculty member's annual self-evaluation report (SER), which is completed and sent to the DepartmentChair, reports on and documents the faculty member's work in each of the five evaluation areas (see Section 5.7.1),citing evidence and including narrative material. The evaluation period covers the immediately preceding twelvemonthperiod. The SER constitutes the first component of the Annual Evaluation.

5.7.3.2 The appropriate academic department chair reviews each full-time department member's self-evaluationreport, syllabi and other teaching materials, student response data, other evaluative material, and record of attainmentof previously established goals. The chair shall prepare his or her own evaluation of the faculty member's record ineach evaluation category, indicating the chair’s recommended rating on the evaluation form. The chair shall reviewthis evaluation with the faculty member, who shall have the right to offer comments in writing. The chair’sevaluation, along with any written comments offered by the faculty member, shall be added to and become a part ofthe Annual Evaluation. The Department Chair and faculty member being evaluated shall sign the chair’s evaluationform before it is forwarded to the dean.5.7.3.3 The chair meets with the dean for a review of the chair’s evaluation of each faculty member. After discussionwith the chair, the dean shall assign the final rating for each faculty member. If the rating assigned is “ImprovementsNeeded,” the rating shall be accompanied by the dean’s written explanation. The dean shall inform department chairsof rating decisions; department chairs shall communicate to each faculty member the final rating.5.7.3.4 Each dean shall prepare for the Provost a report summarizing the results of the annual evaluations conductedin the dean’s college or school. The Provost shall take official action on behalf of the institution and authorize thepreparation of the contract salary letter.5.7.3.5 The complete Annual Evaluation shall be provided to each faculty member by the chair. This completeevaluation includes the faculty member’s SER, the chair’s evaluation and recommended rating, and the dean’s finalrating, and all written comments by the chair and dean. If the final rating is "Improvements Needed," suchimprovements must be discussed by the faculty member and chair. The chair and faculty member shall discuss andset assessable goals for attaining a rating of "Good” for the following evaluation period. At the conclusion of thediscussion, the chair and faculty member shall each sign the evaluation. The faculty member shall be permitted toinclude a written response in the Annual Evaluation. A copy of the Annual Evaluation shall be placed in the facultymember's file maintained by the dean.5.7.3.6 The complete Annual Evaluation shall be provided to each faculty member by the chair. This completeevaluation includes the faculty member’s SER, the chair’s evaluation and recommended rating, and the dean’s finalrating, plus all written comments offered by the faculty member, the chair and the dean. The chair and facultymember shall meet and discuss the evaluation and establish goals for the faculty member for the next academic yearthat are expected to result in a rating of “Good” or “Outstanding.” The faculty member shall have the opportunity tooffer additional written comments, that will become part of the evaluation. At the conclusion of the discussion, thechair and faculty member shall sign the evaluation. The faculty member shall be provided with a copy of theevaluation. A copy of the evaluation shall be placed in the faculty member’s file maintained by the dean.5.7.3.7 If the final rating assigned by the dean as described in sec. 5.7.3.3 is “Needs Improvement,” the discussionbetween the chair and faculty member described in sec. 5.7.3.5 shall include establishment of goals that are expectedto address issues of concern and result in a rating of “Good” or “Outstanding” for the next academic year.5.7.3.8 In the case of a probationary faculty member, if the “Needs Improvement” rating received by the facultymember is the second consecutive such rating in as many years, or represents the third such rating in the past fiveconsecutive years, the faculty member shall be subject to review by the dean for nonreappointment pursuant to§5.13.3.5.7.3.9. In the case of a tenured faculty member, if the “Needs Improvement” rating received by the faculty memberis the second consecutive such rating in as many years, or represents the third such rating in the past five consecutiveyears, the faculty member shall be the subject of a special peer review process conducted in a manner similar to thepost-tenure review process described in §5.11. The results of that process shall inform the decision of the chair anddean on how to address performance issues raised by the annual review process.5.7.4 Appeal of a Rating

If a faculty member does not agree with the rating assigned by the Provost, the faculty member must first discuss thedisagreement with the Department Chair and the appropriate dean. If there is still disagreement, the faculty membermay appeal the rating to the Provost. Appeals of the rating of “Needs Improvement” given in the annual evaluationmay be made to the Faculty Grievance Committee. The steps below describe the sequence for the appeal of ratingprocedure.1) A faculty member who has received an annual evaluation rating of “Needs Improvement,” and who believes thatthe results of the review reflect errors of procedure or judgment, may request that his or her case be reviewed by theFaculty Grievance Committee. Such a request must be made in writing to the Chair of the Committee within 60 daysof the faculty member receiving the results of the review. The request shall describe the reasons for the appeal withreasonable particularity, but need not include supporting documentation.2) The Chair of the Faculty Grievance Committee shall consult with other members of the Committee and, if deemednecessary, hold a meeting of the Committee concerning the case. The Committee will determine whether it willconsider the case. Committee members shall seek additional information concerning the case on an informal basis.The inquiry shall not include a review of confidential information, such as information contained in faculty files. Ifthe Committee agrees that the case does not merit consideration, the Chair will so inform the faculty member inwriting within 30 days of receiving the appeal. The decision of the Committee shall not be subject to appeal.3) If the Committee agrees that the case merits consideration, it shall hold one or more meetings to consider the case.The Chair of the Committee shall communicate this to the appealing faculty member, and arrange a time for theCommittee to meet with him or her. The faculty member shall present his or her case, and may submit relevantinformation to substantiate his or her allegations. The Committee shall invite the department chair and dean whowere involved in the review process to share information with the Committee, and the Committee may also inviteother persons to share information concerning the matter.4) Within 60 days of receiving the appeal request, the Committee shall prepare a written report of its findings andconclusions. Copies of the report shall be forwarded to the faculty member, the department chair and dean who wereinvolved in the review process, and the Provost. The report may include recommendations to change the facultymember's evaluation in terms of rating and/or particulars of the text of the evaluation findings.5) If the Faculty Grievance Committee becomes aware of problems that are pervasive, and are of potential concernwider than the particular case, the Committee should make a separate report to the FAC or THE FACULTY. Inaddition, if the Faculty Grievance Committee becomes aware that its recommendations have not been followed, andthe case is sufficiently serious to merit such action, a report on the case may be made to the FAC or THE FACULTY.5.7.5 Timeline for the Annual EvaluationThe timeline for annual faculty evaluation is summarized as follows:• By the Second Friday in May: The faculty member submits his or her annual self-evaluation to theDepartment Chair.• By the Last Friday in May: The chair provides an evaluation of the faculty member’s performance, andreviews it with the faculty member.• By the Second Friday in June: The chair meets with the dean for a review of the chair’s assessment of eachfaculty member of the department.• By the Last Friday in June: Each dean meets with the Provost, who reviews evaluations.• By the Second Friday in July: Each Department Chair communicates with the individual faculty, informingthem in writing of the final rating of the Annual Evaluation.• By the Second Friday in July: The President informs the individual faculty member in writing of his/hersalary adjustment for the upcoming academic year.

• By the Second Friday in September: Each Department Chair meets with the individual faculty to discussthe results of the Annual Evaluation.5.8 THIRD-YEAR REVIEWThe purpose of third-year review is to provide a non-tenured faculty member with an assessment of his or herprogress to date. Faculty members who are in their third year of full-time service at the University must undergothird-year review. Faculty members who are applying for tenure in their third year do not undergo third-year review.5.8.1 NotificationThe Department Chair shall notify faculty members who are in their third year of full-time service at the Universitythat they are subject to third-year review by no later than the last Friday in August.5.8.2 Formation of a Department Personnel CommitteeThe Department Chair shall form, and call a meeting of, a Department Personnel Committee (DPC) for the purposeof considering a faculty member who is undergoing third-year review. This DPC shall include all tenured votingfaculty members whose primary appointment is in the department. The Department Chair shall chair this DPC,assuming that the chair is tenured. A non-tenured Department Chair shall withdraw from the DPC, and the Committeeshall elect a replacement chair from its remaining members.In no case shall a DPC consist of fewer than three tenured faculty members. When a department is unable to meet thisrequirement, and only then, the Department Chair and tenured members of the department and the candidate shallmeet with the appropriate dean and agree on one or more tenured faculty from related disciplines to serve on theDPC, in order to bring the total number to three. Members may be drawn from another school with the concurrenceof both deans. In cases where a consensus on committee membership cannot be reached, the Provost shall make thefinal decision. In all cases, the DPC shall be formed, and shall have its first meeting no later than September 30.At its first meeting, the DPC shall elect a secretary, who shall not be the Department Chair. The secretary is chargedwith taking the minutes of each meeting and with preparing the Committee’s report on the non-tenured facultymember undergoing third-year review. It also shall be the duty of the secretary to remind the members of thecommittee that confidentiality (as defined in section 4.3.16) must be maintained with respect to committeedeliberations. Meeting minutes shall be in summary form; they shall not be a detailed account of committeediscussions and deliberations.Membership in the committee described in this section shall be subject to the conflict of interest policy described insection 5.1.6.5.8.3 MaterialsMaterials for the third-year review will be consolidated by the faculty member and submitted to the DPC. Thecandidate may seek any advice deemed necessary in the preparation of these materials, including the advice ofmembers of the DPC. These materials shall include and be limited to:• A “Third-Year Statement” limited to ten double-spaced printed pages, in which the faculty member describeshis or her accomplishments;• An updated curriculum vitae;• Annual performance evaluations for all years of service at Wilkes as a full-time faculty member that havebeen provided by the appropriate members of the Administration;

• Student Response Survey summaries and forms that have been provided to the faculty member for the pasttwo years; and• Any other information and documentation the faculty member undergoing third-year review elects to submit.5.8.4 DPC Procedures for Third-Year ReviewBy October 7, the chair of the DPC shall inform the faculty member subject to the third-year review of the purpose ofthe committee and the procedures to be followed. By October 31, the faculty member must prepare and assemble thematerials described in Section 5.8.3 and submit these to the DPC.Upon receipt of the materials, the DPC shall, by November 30:1) Evaluate the materials based upon the “Criteria” descriptions set forth in Section 5.9.2;2) Collect and evaluate any additional information considered necessary by the DPC that relates to the “Criteria”descriptions set forth in Section 5.9.2;3) Select committee members as evaluators and, where practicable, visit all courses taught by the faculty memberundergoing third-year review. Such visits by each evaluator shall be for two consecutive 50-minute class periods, ortheir equivalent. For each class visited, the evaluator shall administer a student response survey, collect thecompleted forms, and submit them to the DPC accompanied by his or her evaluation using standard forms; and4) Interview all full-time faculty members of the department, including those with joint appointments, who are notmembers of the DPC. The DPC may consult faculty outside the department, administrators, staff, individualsrequested by the applicant, and any other individuals relevant to the “Criteria” descriptions set forth in Section 5.9.2.Upon completion of the above, the DPC shall, in sequence, by December 31:5) Provide copies of the evaluation reports described in step (3) above to the faculty member undergoing third-yearreview;6) Interview the faculty member undergoing third-year review in person, communicating to the faculty member anyconcerns about the faculty member’s performance and progress that have emerged, and offering the faculty memberthe opportunity to provide additional information;7) Prepare a written report of no more than ten double-spaced printed pages in which it states strengths, weaknesses,and future potential of the faculty member. All members of the DPC shall sign the report. Any member of the DPCwho is in disagreement with the report of the majority may append a minority report; and8) Forward to the Department Chair all of the materials submitted by the faculty member undergoing third-yearreview, additional evaluative materials collected by the DPC, and the written report prepared by the DPC withappended minority reports, if any.5.8.5 Roles of the Chair and DeanUpon receipt of the DPC report, the Department Chair shall write a separate evaluation or statement of concurrencewith the report of the DPC. The Chair shall, by January 31, provide copies of the DPC report and the Chair’s reportto the faculty member undergoing third-year review. The DPC report and the Chair’s report will be deposited in theoffice of the appropriate dean until the faculty member is tenured or employment is terminated through non-renewal,dismissal for cause, or resignation. Supporting materials (except letters of recommendation) shall be returned to thefaculty member by January 31.5.8.6 AppealIf the faculty member does not agree with either the third-year review reports or the process that was followed for thereview, the faculty member must first discuss the disagreement with the Department Chair and the appropriate dean.

Appeals of the review process itself may be made to the Faculty Grievance Committee. The steps below describe thesequence for the appeal of the reports or process.1) A faculty member who believes that the process reflects errors of procedure may request that his or her case bereviewed by the Faculty Grievance Committee. Such a request must be made in writing to the Chair of theCommittee within 60 days of the faculty member receiving the reports (see section 5.8.4(5)). The request shalldescribe the reasons for the appeal with reasonable particularity, but need not include supporting documentation.2) The Chair of the Faculty Grievance Committee shall consult with other members of the Committee and, if deemednecessary, hold a meeting of the Committee concerning the case. The Committee will determine whether it willconsider the case. Committee members shall seek additional information concerning the case on an informal basis.The inquiry shall not include a review confidential information, such as information contained in faculty files. If theCommittee agrees that the case does not merit consideration, the Chair will so inform the faculty member in writingwithin 30 days of receiving the appeal. The decision of the Committee shall not be subject to appeal.3) If the Committee agrees that the case merits consideration, it shall hold one or more meetings to consider the case.The Chair of the Committee shall communicate this to the faculty member, and arrange a time for the Committee tomeet with him or her. The faculty member shall present his or her case, and may submit relevant information tosubstantiate his or her allegations. The Committee shall invite the department chair, dean and DPC chair to shareinformation with the Committee, and the Committee may also invite other persons to share information concerningthe matter.4) Within 60 days of receiving the appeal request, the Committee shall prepare a written report of its findings andconclusions, which shall become a part of the third-year review. A copy of such report shall be forwarded to thefaculty member and to the dean.5.8.7 Timeline for Third-Year ReviewThe timeline for third-year review is summarized as follows:• By the Last Friday in August: The Department Chair shall notify eligible faculty members that they aresubject to third-year review.• By the Last Friday in September: The DPC shall be formed and shall have its first meeting.• By the First Friday in October: The chair of the DPC shall inform the faculty member of the purpose of thecommittee and the procedures to be followed.• By the Last Friday in October: The faculty member must prepare and assemble the materials described inSection 5.8.3 and submit these to the DPC.• By the Last Friday in November: Complete DPC Procedures 1-4 for third-year review.• By the Last Friday in December: Complete DPC Procedures 5-8 for third-year review.• By the Last Friday in January: The Department Chair shall provide copies of the DPC report and theChair’s report to the faculty member undergoing review. Supporting materials shall be returned to the facultymember.5.9 TENURETenure is awarded to members of the faculty as the culmination of the integration of a faculty member into theUniversity community. Evidence in support of the faculty member's performance should be cogent and convincing.The granting of tenure shall be supported by evidence that the position of the faculty member contributessignificantly to the University’s academic programs. In determining significant contributions, the University may

consider student enrollment, programmatic projections, economic indices, and related factors.The University recognizes tenure as the primary method for the protection of academic freedom. It is designed toprotect the free and unencumbered inquiry into intellectual truth. A faculty member, once granted tenure, may bedismissed only on grounds specified in Section 5.13.Tenured faculty members are responsible to continue their growth as teachers and scholars and to maintain a highlevel of professional conduct.Recommendations for or against the awarding of tenure and the report supporting these recommendations originatewith a Departmental Personnel Committee (DPC) of the faculty member's department. These are forwarded, with therecommendations of the Department Chair and the appropriate dean, to the Provost for transmittal to the Tenure andPromotion Committee (TAP). After careful study, TAP sends its recommendation with a supporting report to theProvost, who transmits TAP’s recommendation, together with his/her concurrence or non-concurrence, to thePresident. The President or his or her designee presents his/her recommendation, and TAP’s recommendation, to theBoard of Trustees for its consideration. Tenure may be awarded or denied to a faculty member only by action of theBoard of Trustees after this process has been completed.An individual holding the rank of Assistant Professor who is awarded tenure is automatically awarded promotion tothe rank of Associate Professor. However, an individual holding the rank of Associate Professor who is awardedtenure is not automatically awarded promotion to the rank of Professor. In extraordinary circumstances, anapplication for promotion to Professor may be made at the same time the individual applies for tenure (see section5.10.1).In all tenure actions, the applications of individuals failing to receive a favorable recommendation at any stage of theprocess shall advance to the next stage. However, the candidate has the option to withdraw his or her application atany time prior to the time the application is referred to TAP by the Provost pursuant to section 5.9.7.5.9.1 EligibilityA full-time faculty member is eligible and may choose to apply for tenure at any time during the probationaryappointment (as defined in section 5.3.2). A full-time faculty member who does not apply for tenure while holding aprobationary appointment shall be reappointed for a final academic year (the terminal year) and shall not be entitledto reappointment beyond the terminal year. A faculty member may appeal any dispute regarding his or her eligibilityto apply for tenure to the Committee on Faculty Appeals in accordance with procedures set forth in section 5.9.11.5.9.2 CriteriaTenure shall be awarded only to those individuals possessing an earned doctorate or demonstrating equivalentaccomplishment. The central concern that directs the entire process of evaluation for tenure is whether the pastperformance of a faculty member indicates, with high probability, the likelihood of continuing, self-renewingdistinguished performance with respect only to the five categories of: Teaching Effectiveness, which is given highestpriority; Scholarship and Other Professional Activities, which is given second highest priority; Student Advising;University Service; and Community Service, which is given the lowest priority. If doubts arise regarding a facultymember’s performance, the practice should be to resolve any reasonable degree of uncertainty by denying tenure tothe individual under consideration. The following bulleted attributes and contributions within these five categoriesare considered in tenure decisions but are not to be construed as an exhaustive enumeration or as precluding theconsideration of other attributes and contributions, provided they are relevant and material to performance of afaculty member’s duties in the context of the five categories set forth above.5.9.2.a Teaching EffectivenessIn determining the quality of teaching, the following attributes of the faculty member shall be considered:

• command of the discipline;• dedication to, and enthusiasm for, the profession;• maintenance of currency in the discipline;• effective communication of subject matter;• imaginative presentation of material;• presentation of material in an organized and stimulating manner;• adaptation of material and methodology to student capabilities and interests;• reference to other disciplines where appropriate;• inspiration and motivation of students in a manner that stimulates critical thinking;• creation of a classroom climate conducive to discussion and expression of differing opinions;• understanding of human nature and possession of a sense of humor;• professional demeanor, demonstrating integrity, dignity, honesty, responsibility, patience, fairness,understanding, and proper status as instructor.5.9.2.b Student AdvisingIn determining the quality of advising, the following attributes and contributions of the faculty member shall beconsidered:• service as an advisor to a student organization;• service as an academic advisor to individual students;• service as a career advisor, whether or not formally appointed;• mentorship of students;• counseling assistance to students outside of academic advising that involves referrals to appropriate personnelor agencies for action.5.9.2.c Scholarship and Other Professional ActivitiesIn determining the quality of scholarship, the following contributions of the faculty member shall be considered:• scholarly papers in journals, periodicals, and collections;• books (as author or editor) and/or manuscripts under contract to publishers, excluding vanity presses;• translations, reviews, criticism, columns, and op-ed pieces;• significant software developed;• presentations at conferences, professional society meetings, workshops, and symposia;• service, including election and/or appointment, to professional societies and discipline-related organizations,such as editorial boards and advisory boards;• active participation in conferences, professional society meetings, workshops, and symposia, such as chairinga session, organizing a conference, organizing a session, and judging a juried competition;• participation in off-campus exhibits, recitals, performances, and conducting, and participation in on-campusevents for which the faculty member does not receive FTE credit;• musical works published, produced, or performed;

• production or direction of off-campus plays, and of on-campus plays and events for which the faculty memberdoes not receive FTE credit;• new courses created;• laboratory facilities, courses, and instructional materials designed and developed;• participation in new programs and/or curricular development for which the faculty member does not receiveFTE credit;• funded research grants and projects;• Service as a professional reviewer for scholarly/research/artistic organizations and presses;• service as an “expert witness” in court;• consulting beyond the "routine" application of one's profession or discipline;• obtaining a patent.5.9.2.d University ServiceIn determining the quality of university service, the following contributions of the faculty member shall beconsidered:• Membership, time commitment, and quality of service in committee assignments;• Representing one’s department, school, or University to accrediting and other professional bodies;• Various kinds of "outreach" activities, such as direct involvement in student recruiting, but also indirectactivities such as contact with high schools or the public, setting up exhibits and workshops for high schoolstudents or others;• University service unrelated to one's own academic discipline; clubs, activities, field trips, and facultyseminars.5.9.2.e Community ServiceIn determining the quality of community service, the following contributions of the faculty member shall beconsidered:• Uncompensated professional service to the community;• Involvement in and organization of cultural events;• Public lectures designed for general audiences;• Active participation in not-for-profit social or service organizations;• Performance of other notable public services that reflect favorably on the University.5.9.3 NotificationThe deans, after consultation with the Provost, shall notify each eligible member of the faculty of his or her eligibilityto receive tenure review and whether tenure review is required for continued appointment. Such notification shall begiven in writing not later than the final day of classes of the academic year immediately prior to that in which a tenuredecision may be made. Notification, or failure to provide such, does not determine eligibility. Faculty members whoare eligible to apply for tenure must notify their Department Chair in writing no later than the last Friday in July ofthe intent to apply for tenure during the upcoming academic year.

5.9.4 Formation of a Department Personnel CommitteeThe Department Chair shall form, and call a meeting of, a Department Personnel Committee (DPC) for the purposeof considering a faculty member who is undergoing tenure review. This DPC shall include all tenured voting facultymembers whose primary appointment is in the department. The Department Chair shall chair the DPC. If theDepartment Chair is not a member of the DPC (because the Chair is not tenured), the Committee shall elect a chairfrom among its members.In no case shall a DPC consist of fewer than three tenured faculty members. When a department is unable to meetthis requirement, and only then, the Department Chair ,tenured members of the department and the candidate shallmeet with the appropriate dean and agree on one or more tenured faculty from related disciplines to serve on theDPC, in order to bring the total number of committee members to at least three. Members may be drawn fromanother college or school with the concurrence of both deans. In cases where a consensus on committee membershipcannot be reached, the Provost shall make the final decision. In all cases, the DPC shall be formed and shall have itsfirst meeting no later than the last day of classes of the academic year preceding the year in which the DPC willreceive applications submitted pursuant to §5.9.5.At its first meeting, the DPC shall elect a secretary, who shall not be the Department Chair. The secretary is chargedwith preparing the Committee’s report on the non-tenured faculty member undergoing tenure review. The secretaryshall also remind the members of the committee that confidentiality (as defined in section 4.3.16) must be maintainedwith respect to committee deliberations. The secretary shall not keep a detailed account of committee discussionsand deliberations.Membership in the committee described in this section shall be subject to the conflict of interest policy described insection 5.1.6.5.9.5 MaterialsA faculty member applies for tenure by consolidating and submitting to the DPC materials for the tenure review.Such materials shall be submitted by no later than the last Friday in August. Informational copies shall be providedto the academic dean and department chair. The candidate may seek any advice deemed necessary in the preparationof these materials, including the advice of members of the DPC. These materials shall be limited to two binderscontaining:• A Tenure Application, a statement limited to ten double-spaced printed pages, in which the faculty memberdescribes his or her accomplishments;• A current curriculum vitae;• Annual performance evaluations for all years of service at Wilkes as a full-time faculty member that havebeen provided by the appropriate members of the Administration;• Student Response Survey summaries and forms for all years of service at Wilkes as a full-time facultymember that have been provided by the appropriate members of the Administration;• The DPC report and the Department Chair’s report from the candidate’s third-year review, if a third-yearreview was conducted;• Any other information and documentation the candidate elects to submit; and• A listing of any documentation relevant and material to the application maintained by the candidate that he orshe wishes to make accessible to all reviewers. Examples of items the candidate may wish to document arelisted in Section 5.9.2.5.9.6 DPC Procedures for Tenure ReviewThe DPC is in the best position, and has the greatest opportunity, to measure a faculty member’s contribution to his orher department and discipline. Recognizing and affirming the principle of peer review, the DPC shall be responsible

to measure the contributions, capabilities, and potential of the faculty member undergoing tenure review as theserelate to the department and the discipline.By the first Friday in August, the chair of the DPC shall inform the faculty member subject to tenure review of thepurpose of the committee and the procedures to be followed.Upon receipt of the materials described in §5.9.5, the DPC shall:1) Evaluate the materials based upon the “Criteria” descriptions set forth in Section 5.9.2;2) Collect and evaluate any additional information considered necessary by the DPC that relates to the “Criteria”descriptions set forth in Section 5.9.2;3) Select committee members as evaluators and, where practicable, visit all courses taught by the candidate. Suchvisits by each evaluator shall be for two consecutive 50-minute class periods, or their equivalent. For each classvisited, the evaluator shall submit to the DPC his or her evaluation using standard forms;4) Interview all full-time faculty members of the department, including those with joint appointments, who are notmembers of the DPC. The DPC may consult faculty outside the department, administrators, staff, individualsrequested by the candidate, and any other individuals relevant to the “Criteria” descriptions set forth in Section 5.9.2.Upon completion of items 1-4 above, the DPC shall, in sequence, by the first Friday in October:5) Provide copies of the evaluation reports described in step (3) above to the candidate;6) Interview the candidate in person, communicating to the candidate any concerns about the candidate’s performanceand progress that have emerged, and offering the candidate the opportunity to provide additional information;7) Prepare a written report of no more than ten double-spaced printed pages in which the DPC reports strengths,weaknesses, and future potential of the candidate and makes a recommendation for or against granting of tenure. Allmembers of the DPC shall sign the report. Any member of the DPC who is in disagreement with the report of themajority may append a minority report;8) Inform the candidate, in writing, whether they have been recommended by the committee for tenure, and forwardto the candidate the written report prepared by the DPC with appended minority reports, if any;9) Forward to the Department Chair all of the materials submitted by the candidate, additional evaluative materialscollected by the DPC, and the written report prepared by the DPC with appended minority reports, if any. If theDepartment Chair is being considered for tenure or is untenured, the DPC will forward its report directly to theappropriate dean.5.9.7 Roles of the Chair and DeanUpon receipt of the DPC report, the Department Chair shall write a separate report, which includes a recommendationfor or against tenure, as well as reasons for the recommendation.The Department Chair shall forward his or her report to the candidate by no later than the second Friday in October.The Department Chair shall forward his or her report, the tenure application, all associated materials, and the reportof the DPC to the appropriate Dean not later than the second Friday in October.The dean shall write a separate report, which includes a recommendation for or against tenure, as well as reasons forthe recommendation. The dean shall forward his or her report to the candidate by no later than the third Friday inOctober. The dean shall forward his or her report, the report of the Department Chair, the tenure application, allassociated materials, and the report of the DPC to the Provost no later than the third Friday in October.The Provost shall notify in writing by the fourth Friday in October the chair of the Tenure and Promotion Committee(TAP) that he or she has custody of the reports, the tenure application, and associated materials, and that they areavailable for inspection by members of the TAP Committee.

5.9.8 TAP ProceduresTAP is in the best position, and has the greatest opportunity, to measure a faculty member’s contribution to theUniversity and THE FACULTY. Recognizing and affirming the principle of peer review, TAP shall be responsible tomeasure the contributions, capabilities, and potential of the candidate for tenure as these relate to the University andTHE FACULTY. TAP shall also be responsible for reviewing the findings of the DPC to ensure that these findingsare consistent with the facts.At the conclusion of the spring semester, TAP with newly elected members in place, will hold an organizationalmeeting to elect a chair and a secretary to one-year terms and to discuss procedures. Neither the chair nor thesecretary shall hold office for more than three consecutive years. Any member of TAP who served on the DPC for atenure candidate during the academic year of such application for tenure shall not, as a member of the committee, bepresent nor in any manner participate during deliberations or voting with respect to such candidate.Membership in the committee described in this section shall be subject to the conflict of interest policy described insection 5.1.6.The secretary shall have responsibility for notifying members of meetings, for reminding members of theconfidentiality of committee deliberations (as defined in section 4.3.16), for keeping a record of committee actions,and for ensuring that committee recommendations on promotion are prepared in writing. Committee minutes willnote date and time of meetings, members present, actions considered and taken, and persons interviewed. Theminutes will not include committee and member discussions and will not identify the individual votes of any memberof the committee.The delicate nature of the deliberations and the decisions of TAP mandate that confidentiality (as defined in section4.3.16) be maintained. Members shall not divulge any of the discussions or actions of the committee.Upon being informed by the Provost that he or she has custody of the reports, the tenure application, and associatedmaterials, and that they are available for inspection, TAP, in conducting a full and impartial review, shall, by the lastFriday in January:1) Evaluate the reports, the tenure application, and associated materials, based upon the “Criteria” descriptions setforth in Section 5.9.2;2) Consult with the chair and members of the DPC that considered the candidate’s application for tenure if new andrelevant information about the candidate not considered by the DPC during its deliberations will be available forconsideration by TAP. There shall be a rebuttable presumption in favor of the validity and reliability of the findingsand recommendations of the DPC. Thus, only in extraordinary circumstances shall new information, not availableduring the DPC review, be considered by TAP. Any new information considered by TAP shall first be made availableto the candidate, the DPC Chair, and the Dean for their consideration. The DPC Chair, in consultation with the Dean,shall have the option to reconvene the DPC for the purpose of considering new information before its considerationby TAP;3) Upon completion of (1) to (3) above, (re)interview the candidate, communicating to the candidate any relevantconcerns about the candidate that have emerged, and offering to the candidate the opportunity to respond and toprovide additional information. The candidate shall not, without prejudice, refuse to meet with the committee.4) Upon completion of (4) above, weigh all of the evidence and, after a thorough discussion, hold a secret ballot andtabulate the votes. The secretary shall be responsible for ensuring that committee recommendations on tenure areprepared in writing. Such written statement shall report the final tally of the votes, shall address each of the fivecriteria enumerated in Section 5.9.2, shall include a recommendation for or against tenure, and shall providereasonably sufficient details to support its recommendation. All members of TAP shall sign the report. Any memberof TAP who is in disagreement with the report of the majority may append a minority report;5) Forward to the Provost the written report prepared by TAP with appended minority reports, if any, along withadditional evaluative materials collected by TAP, if any.

5.9.9 Provost, President, BoardUpon receipt of the written report prepared by TAP with appended minority reports, if any, along with additionalevaluative materials collected by TAP, if any, the Provost shall forward the recommendations of the DPC and TAP tothe President, along with his or her written recommendation for or against tenure. The Provost shall also transmit acopy of the TAP recommendation, with the vote redacted, to the candidate.The President shall transmit the recommendations of the DPC, TAP, and the Provost, together with the President'sown recommendation, to the Board of Trustees during its Spring meeting for Board action. The Board shall considerthe President’s recommendation, and those of the DPC, TAP and Provost, and shall approve or deny the application oftenure.The President or, by delegation, the Provost, will inform each candidate for tenure of the Board's decision within twoweeks of the action of the Board.5.9.10 Effective Date of Award of TenureThe award of tenure shall be effective on the first day of fiscal year following board action described in section5.9.10.5.9.11 AppealFollowing notification of the action on his or her application for tenure, the faculty member not offered anappointment with tenure may request a review by the Committee on Faculty Appeals (CFA) of the procedural aspectof the tenure review process. Such an appeal must be based on an allegation of (a) specific procedural error(s) ofsuch gravity as plausibly to have affected the outcome of the candidate's application for tenure. The steps in theappeals process are as follows:(1) Within sixty days of written notification of denial of tenure, the candidate (hereinafter referred to as “appellant”)may request, in writing, a review by the Committee on Faculty Appeals.(2) As part of its proceedings, the CFA shall meet with the appellant. When meeting with the CFA, the facultymember shall have the right to have present an academic adviser from within the University and/or legal counsel ofthe faculty member’s choice. The faculty member shall bear the expense of his or her legal counsel.(3) The CFA shall base its finding on a review of the written record of the consideration process and confidentialinterviews with the appellant and, if relevant and material, with the Provost, TAP Chairperson, dean, DPCchairperson, department chairperson, and any other persons of interest.(4) Members and support staff of the CFA shall keep the proceedings and subsequent deliberations in confidence.(5) The CFA must complete its review within 60 days of written notification of the appeal by the faculty member.(6) The chairperson of the CFA shall communicate in writing to the President and the appellant the findings of theCFA with regard to the appellant's allegation(s) of (a) specific procedural error(s) of such gravity as plausibly to haveaffected the outcome of the candidate's application for tenure.The findings of the CFA shall be construed as the findings of THE FACULTY. If the CFA sustains the appeal, thefaculty member may request in writing within two weeks of such notification, a review of his or her allegations by thePresident. The President, in his or her sole discretion, may share the finding of the CFA with the Board of Trustees inconnection with a request for reconsideration of the tenure decision.Tenure may be awarded or denied to a faculty member only by action of the Board of Trustees.

5.9.12 Hiring with TenureIn exceptional circumstances, an outstanding distinguished senior scholar or academic dean may be hired with tenurewith the initial appointment. Each such recommendation shall be considered by the Board of Trustees and shall begranted only in cases in which the faculty member, at a minimum, is appointed as an associate or full professor, wasalready tenured at his or her prior accredited institution, and brings a demonstrable record of excellence. Such seniorfaculty member may, in addition, be given credit for at least six years of academic service when assuming theposition of academic dean within the college or school of his or her academic expertise.• The candidate must meet all tenure requirements including review by the appropriate departmental personnelcommittee and the Tenure and Promotion Committee.• The academic dean, or in some cases the Provost, will submit a request for evaluation of the qualifications ofthe candidate for tenure and rank. This request will be accompanied by a curriculum vitae detailing therelevant career activities and available documentation of excellence in teaching, scholarship, and service.• The faculty committees shall apply criteria for appointment and tenure as established in the FacultyHandbook and base their evaluations on the documented record of activities at prior institutions.• The committees shall prepare written statements and submit them to the academic dean for tenure onappointment.• The statements from the academic dean, department chair, and the faculty committees shall be forwarded tothe Provost.• The Provost shall make a recommendation to the President, who will transmit the recommendation, alongwith a separate recommendation from the President, to the Board. The Board will approve or deny therequest for tenure.In the case of persons appointed as deans, their right of recusal to the faculty and compensation in case of recusal willbe specified in the letter of offer. Compensation will then follow University guidelines for the appropriate rank anddiscipline. Also, in case of return to the faculty, the individual will not count in the existing lines of the facultydepartment.5.9.13 TimelineThe timeline for tenure review is summarized as follows:• By the Final Day of Classes, Prior Academic Year: The dean shall notify each eligible member of thefaculty of his or her eligibility to receive tenure review and whether tenure review is required for continuedappointment (section 5.9.3).• By the Last Friday of July: A faculty member that is eligible to apply for tenure must indicate to theirDepartment Chair their intent to apply for tenure during the upcoming academic year (section 5.9.3).• By the Final Day of Classes, Prior Academic Year: The DPC shall be formed, and shall have its firstmeeting (section 5.9.4).• By the Last Friday in August: The faculty member must prepare and assemble the materials described inSection 5.9.5 and submit these to the DPC (section 5.9.5).• By the First Friday in October: Complete DPC Procedures for tenure review (section 5.9.6).• By the Second Friday in October: The Department Chair shall provide copies of the DPC report and theChair’s report to the dean and to the faculty member undergoing review (section 5.9.7).• By the Third Friday in October: The dean shall forward his or her report, the report of the DepartmentChair, the tenure application, all associated materials, and the report of the DPC to the Provost (section 5.9.7).• By the Fourth Friday in October: The Provost shall notify in writing the Chair of TAP that he or she has

custody of the reports, the tenure application, and associated materials, and that they are available forinspection by members of the TAP committee (section 5.9.7).• By the Last Friday in January: TAP shall forward to the Provost the written report prepared by TAP withappended minority reports, if any, along with additional evaluative materials collected by TAP, if any (section5.9.8).5.10 Promotion to ProfessorRecommendations for promotion to Professor (throughout this section referred to as “promotion”) demand specialscrutiny and extraordinary attention in view of the status of this rank as the capstone of the profession. See section5.2.1.d.5.10.1 EligibilityExcept in extraordinary circumstances, a full-time faculty member is eligible and may choose to apply for promotiononly during or subsequent to his or her seventh year of full-time service as Associate Professor at Wilkes University.With respect to eligibility for promotion, leaves of absence, including sabbatical leaves, of a semester or more willnot count toward years of full-time service. A faculty member may appeal any dispute regarding his or her eligibilityto apply for promotion to the Committee on Faculty Appeals in accordance with procedures set forth in Section5.9.11.5.10.2 CriteriaPromotion shall be awarded only to an individual who has earned the appropriate terminal degree. The centralconcern that directs the entire process of evaluation for promotion is whether the past performance of a facultymember indicates self-renewing distinguished performance with respect only to the five categories of: TeachingEffectiveness, and Scholarship and Other Professional Activities, which are given highest priority; Student Advising;University Service; and Community Service, which is given lowest priority. If doubts arise regarding this concern,the practice should be to resolve any reasonable degree of uncertainty by denying promotion to the individual underconsideration. The bulleted attributes and contributions within these five categories, listed in section 5.9.2, areconsidered in deciding promotion but are not to be construed as an exhaustive enumeration or as precluding theconsideration of other attributes and contributions, provided such attributes and contributions are relevant andmaterial to performance of a faculty member’s duties. (Attributes and contributions during a faculty member’ssabbatical leave shall be given equal weight to attributes and contributions during periods of full-time service.)5.10.3 NotificationBy the third Friday in August of each academic year, the Department Chair shall send a memorandum to all full-timemembers of the department requesting nominations for promotion. Faculty may nominate themselves or benominated by any other member of the department. Nominations must be submitted to the Department Chair no laterthan the first Friday in October. The nomination document shall be limited to one double-spaced printed page. Uponreceipt of the nomination, the Department Chair will immediately confirm the willingness of the faculty member toaccept the nomination for promotion.5.10.4 Formation of a Department Personnel CommitteeThe Department Chair shall form, and call a meeting of, a Department Personnel Committee (DPC) for the purposeof considering a faculty member who is undergoing promotion review. This DPC shall include all tenured votingfaculty members whose primary appointment is in the department except other current nominees for promotion. TheDepartment Chair shall chair the DPC. If the Department Chair is not a member of the DPC (because the Chair is nottenured or is standing for promotion), the Committee shall elect a chair from among its members.

In no case shall a DPC consist of fewer than three tenured faculty members. When a department is unable to meet thisrequirement, and only then, the Department Chair, tenured members of the department and the nominee shall meetwith the appropriate dean and agree on one or more tenured faculty from related disciplines who are not concurrentlystanding for promotion to serve on the DPC, in order to bring the total number of committee members to at leastthree. Members may be drawn from another college or school with the concurrence of both deans. In cases where aconsensus on committee membership cannot be reached, the Provost shall make the final decision. In all cases, theDPC shall be formed, and shall have its first meeting no later than the second Friday in October.At its first meeting, the DPC shall elect a secretary, who shall not be the Department Chair. The secretary is chargedwith preparing the Committee’s report on the nominee undergoing promotion review. The secretary shall also remindthe members of the committee that confidentiality (as defined in section 4.3.16) must be maintained with respect tocommittee deliberations. The secretary shall not keep a detailed account of committee discussions and deliberations.Membership in the committee described in this section shall be subject to the conflict of interest policy described insection 5.1.6.5.10.5 MaterialsA faculty member accepts nomination for promotion by consolidating and submitting to the DPC materials forpromotion review. Such materials shall be submitted by no later than the second Friday in October. The nomineemay seek any advice deemed necessary in the preparation of these materials, including the advice of members of theDPC. These materials shall be limited to two binders containing:• A Promotion Application, a statement limited to ten double-spaced printed pages, in which the facultymember describes his or her accomplishments. The nominee will indicate willingness to accept increasedresponsibilities for the welfare of the University and will specify ways in which the individual feels he/shecan best contribute to the future of the institution. This statement shall also be provided to the academic deanand department chair;• A current curriculum vitae;• Annual performance evaluations for the last five years of service as a full-time faculty member at Wilkes;• Peer review reports and post-tenure review reports, if any;• Student Response Survey summaries and forms for the last five years of service as a full-time faculty memberat Wilkes;• Any other information and documentation the nominee elects to submit; and• A listing of any documentation relevant and material to the application maintained by the nominee that he orshe wishes to make accessible to all reviewers. Examples of items the nominee may wish to document arelisted in Section 5.9.2.An application for promotion may withdrawn by the nominee at any time prior to the time the application is referredto TAP by the Provost pursuant to section 5.10.75.10.6 DPC Procedure for Promotion ReviewThe DPC is in the best position, and has the greatest opportunity, to measure a faculty member’s contribution to his orher department and discipline. Recognizing and affirming the principle of peer review, the DPC shall be responsibleto measure the contributions, capabilities, and potential of the faculty member undergoing promotion review as theserelate to the department and the discipline.By the first Friday in October, the chair of the DPC shall inform the faculty member subject to promotion review ofthe purpose of the committee and the procedures to be followed.

Upon receipt of the materials, the DPC shall:1) Evaluate the materials based upon the “Criteria” descriptions set forth in Section 5.9.2;2) Collect and evaluate any additional information considered necessary by the DPC that relates to the “Criteria”descriptions set forth in Section 5.9.2;3) Select committee members as evaluators and, where practicable, visit all courses taught by the nominee. Suchvisits by each evaluator shall be for two consecutive 50-minute class periods, or their equivalent. For each classvisited, the evaluator shall submit to the DPC his or her evaluation using standard forms;4) Consider peer review reports and post-tenure evaluations, if any, that were prepared prior to nomination forpromotion;5) Interview all full-time faculty members of the department, including those with joint appointments, who are notmembers of the DPC. The DPC may consult faculty outside the department, administrators, staff, individualsrequested by the nominee, and any other individuals relevant to the “Criteria” descriptions set forth in Section 5.9.2;Upon completion of the above, the DPC shall, in sequence, by the last Friday in November:6) Provide copies of the evaluation reports described in step (3) above to the nominee;7) Interview the nominee in person, communicating to the nominee any concerns about the nominee’s performanceand progress that have emerged, and offering the nominee the opportunity to provide additional information;8) Prepare a written report of no more than ten double-spaced printed pages in which the DPC reports strengths andweaknesses of the nominee and makes a recommendation for or against promotion. All members of the DPC shallsign the report. Any member of the DPC who is in disagreement with the report of the majority may append aminority report;9) Inform the nominee, in writing, whether they have been recommended by the committee for promotion, andforward to the nominee the written report prepared by the DPC with appended minority reports, if any;10) Forward to the Department Chair all of the materials submitted by the nominee, additional evaluative materialscollected by the DPC, and the written report prepared by the DPC with appended minority reports, if any. If theDepartment Chair is untenured or is being considered for promotion, the DPC will forward its report relating to suchDepartment Chair directly to the appropriate dean.5.10.7 Roles of the Chair and DeanUpon receipt of the DPC report, the Department Chair shall write a separate report, which includes a recommendationfor or against promotion, as well as reasons for the recommendation.The Department Chair shall forward his or her report to the nominee by no later than the first Friday in December.The Department Chair shall forward his or her report, the promotion application, all associated materials, and thereport of the DPC to the appropriate dean no later than the first Friday in December.The dean shall write a separate report, which includes a recommendation for or against promotion, as well as reasonsfor the recommendation. The dean shall forward his or her report to the nominee no later than the second Friday inDecember. The dean shall forward his or her report, the report of the Department Chair, the tenure application, allassociated materials, and the report of the DPC to the Provost no later than the second Friday in December.The Provost shall notify in writing by the last Friday in February the chair of the Tenure and Promotion Committee(TAP) that he or she has custody of the reports, the promotion application, and associated materials, and that they areavailable for inspection by members of the TAP Committee.

5.10.8 TAP ProceduresTAP is in the best position, and has the greatest opportunity, to measure a faculty member’s contribution to theUniversity and THE FACULTY. Recognizing and affirming the principle of peer review, TAP shall be responsible tomeasure the contributions of the nominee for promotion as these relate to the University and THE FACULTY. TAPshall also be responsible for reviewing the findings of the DPC to ensure that these findings are consistent with thefacts.At the conclusion of the spring semester, TAP, with newly elected members in place, will hold an organizationalmeeting to elect a chair and a secretary to one-year terms and to discuss procedures. Neither the chair nor thesecretary shall hold office for more than three consecutive years. Any member of TAP who served on the DPC for apromotion candidate, during the academic year of such application for promotion, shall not, as a member of thecommittee, be present nor in any manner participate during deliberations or voting with respect to such candidate.Membership in the committee described in this section shall be subject to the conflict of interest policy described insection 5.1.6.The secretary shall have responsibility for notifying members of meetings, for reminding members of theconfidentiality of committee deliberations, for keeping a record of committee actions, and for ensuring thatcommittee recommendations on promotion are prepared in writing. Committee minutes will note date and time ofmeetings, members present, actions considered and taken, and persons interviewed. The minutes will not includecommittee or member discussions and will not identify the individual votes of any member of the committee.The delicate nature of the deliberations and the decisions of TAP mandate that confidentiality (as defined in section4.3.16) be maintained. Members shall not divulge any of the discussions or actions of the committee.Upon being informed by the Provost that he or she has custody of the reports, the promotion application, andassociated materials, and that they are available for inspection, TAP, in conducting a full and impartial review, shall,by the second Friday in March:Evaluate the reports, the promotion application, and associated materials, based upon the “Criteria” descriptions setforth in Section 5.10.2:1) Collect and evaluate any additional information considered necessary by TAP that relates to the “Criteria”descriptions set forth in Section 5.10.2. This additional information shall include the personnel files, with salaryinformation removed, of the nominee, which shall be made available to TAP by the appropriate dean;2) Consult anyone with relevant information, including the nominee, faculty, students, administrators, and individualsoutside of the University;3) Consult with the chair and members of the DPC that considered the candidate’s application for promotion if newand relevant information about the candidate not considered by the DPC during its deliberations will be available forconsideration by TAP;4) Upon completion of (1) and (2) above, (re)interview the nominee, communicating to the nominee any relevantconcerns about the nominee that have emerged, and offering to the nominee the opportunity to respond and to provideadditional information. The nominee shall not, without prejudice, refuse to meet with the committee.5) Upon completion of (3) above, weigh all of the evidence and, after a thorough discussion, hold a secret ballot andtabulate the votes. The secretary shall be responsible for ensuring that committee recommendations on promotion areprepared in writing. Such written statement shall report the final tally of the votes, shall address each of the fivecriteria enumerated in Section 5.10.2, shall include a recommendation for or against promotion, and shall providereasonably sufficient details to support its recommendation. All members of TAP shall sign the report. Any memberof TAP who is in disagreement with the report of the majority may append a minority report;

6) Forward to the Provost the written report prepared by TAP with appended minority reports, if any, along withadditional evaluative materials collected by TAP, if any.5.10.9 Provost, President, BoardUpon receipt of the written report prepared by TAP with appended minority reports, if any, along with additionalevaluative materials collected by TAP, if any, the Provost shall forward the recommendations of the DPC and TAP tothe President, along with his or her written recommendation for or against promotion. The Provost shall also transmita copy of the TAP recommendation, with the vote redacted, to the nominee.The President shall transmit the recommendations of the DPC, TAP, and the Provost, together with the President'sown recommendation, to the Board of Trustees during its April meeting for Board action.The President or, by delegation, the Provost, will inform each nominee for promotion of the Board's decision withintwo weeks of the action of the Board.5.10.10 EFFECTIVE DATE OF PROMOTIONPromotions shall be effective on the first day of fiscal year following board action described in section 5.10.9.5.10.11 AppealFollowing notification of the action on his or her application for promotion, a faculty member not offered promotionmay request a review by the Committee on Faculty Appeals (CFA) of the procedural aspect of the promotion reviewprocess. Such an appeal must be based on an allegation of (a) specific procedural error(s) of such gravity as plausiblyto have affected the outcome of the candidate's application for promotion. The steps in the appeals process are asfollows:(1) Within sixty days of written notification of denial of promotion, the candidate (hereinafter referred to as“appellant”) may request, in writing, a review by the CFA.(2) As part of its proceedings, the CFA shall meet with the appellant.(3) The CFA shall base its finding on a review of the written record of the consideration process and confidentialinterviews with the appellant and, if relevant and material, with the Provost, TAP Chairperson, dean, DPCchairperson, department chairperson, and any other persons of interest.(4) Members and support staff of the CFA shall keep the proceedings and subsequent deliberations in confidence.(5) The CFA must complete its review within 60 days of written notification of the appeal by the faculty member.(6) The chairperson of the CFA shall communicate in writing to the President and the appellant the CFA findings withregard to appellant's allegation(s) of (a) specific procedural error(s) of such gravity as plausibly to have affected theoutcome of the candidate's application for promotion.5.10.12 TimelineThe timeline for promotion review is summarized as follows:• By the Third Friday in August: The Department Chair shall request nominations for promotion (section5.10.3).• By the First Friday in October: A nomination for promotion is submitted to the Department Chair (section5.10.3).• By the Second Friday in October: The DPC shall be formed, and shall have its first meeting (section5.10.4).• By the Second Friday in October: The faculty member must prepare and assemble the materials describedin Section 5.10.5 and submit these to the DPC (section 5.10.5).

• By the First Friday in December: The Department Chair shall provide copies of the DPC report and theChair’s report to the dean and to the faculty member undergoing review (section 5.10.7).• By the Second Friday in December: The dean shall forward his or her report, the report of the DepartmentChair, the promotion application, all associated materials, and the report of the DPC to the Provost (section5.10.7).• By the Last Friday in February: The Provost shall notify in writing the Chair of TAP that he or she hascustody of the reports, the promotion application, and associated materials, and that they are available forinspection by members of the TAP committee (section 5.10.7).• By the Second Friday in March: TAP shall forward to the Provost its written report with appended minorityreports, if any, along with addition evaluative materials collected by TAP, if any (section 5.10.8).5.11 POST-TENURE REVIEWParallel to the three forms of summative evaluation (leading to a specific conclusion for a given period of time or inrelationship to particular criteria), the University conducts periodic formative (Peer Review) evaluations, which focuson the faculty member's development of revised or new professional goals and his or her identification of the kinds ofinstitutional support needed to attain those goals. It should be recognized that the summative processes of evaluationshould have highly significant formative aspects. Peer Reviews are conducted every fifth academic year subsequentto the year in which the faculty member was evaluated for tenure. The purpose of Peer Review is to help facultymembers assess where they are in their careers and where they would like to be. Faculty members also considerwhere they are in relation to the mission of the University and assess what their individual contributions to theUniversity have been over the preceding five years. They consider ways in which the University can help tostrengthen their ability to contribute in the future. Peer Review is also an opportunity for faculty members to receiverecognition for past performance. All full-time faculty members and administrators who hold faculty rank will bereviewed every five years following their sixth year of service or year of tenure consideration. The reviews should beconducted in the fall semester.A committee of three peers will review each faculty member. The faculty member will select one committeemember; then the members of the department will offer two names from which the faculty member will select one;and then the Provost or designee will present the faculty member with the names of two colleagues from which toselect the third member of the committee. At least one member of the committee should be from outside the facultymember's department. In departments with fewer than four members, the same rules for creating committees apply asfor the department review committee. The committee itself should determine who will be the chair. Pending thatdetermination, the Provost’s appointee convenes the committee. No faculty member should serve on more than twocommittees at a time.The faculty member under review will prepare and present to the committee a Self-Evaluation Report and a missionsensitivequestionnaire. An essay that assesses the faculty member’s strengths and weaknesses may supplementthese. At this time, the faculty member may wish to identify areas of interest and describe the resources that may benecessary to pursue activities in these areas.The committee will review the materials submitted and point out ways for the faculty member to improve his or hercontribution to the University. This forum will become a structure for helping personnel improve their professionalsituations through recognition of achievements, constructive criticism, and requests for support.The chair of the Peer Review Committee, after consultation with the other committee members, will write a report inwhich the Committee's recommendations are summarized. There will be no sanctions contained in the written report.This written report will be reviewed by the faculty member and, after all parties agree to the contents, be forwardedfor information purposes to the Provost, the Department Chair, the dean, and the person being evaluated.A follow-up conference is held with the faculty member by the Provost and may include the dean and DepartmentChair(s). The peer evaluation shall not be used for any purpose other than those specifically stated herein without the

written permission of the faculty member being evaluated.

The Peer Review process is purely formative, in that neither the Peer Review Committee nor other participants arecalled upon to make a recommendation in reference to a particular personnel decision. Instead, Peer Reviewfunctions as a sounding board and strategic planning resource for the faculty member, as he or she establishes goalsand specific plans for future professional development.5.12 [RESERVED]5.13 SEPARATION FROM SERVICE5.13.1 ResignationA faculty member who intends to resign his or her faculty appointment should meet with his or her Department Chairor Dean and make those intentions known, as early as possible before the effective date of the resignation. After thatmeeting, the resignation itself is accomplished by means of a letter addressed to the Dean, with a copy sent to theDepartment Chair. The letter should briefly state the reason for the resignation and identify the date upon which itwill be effective (see section 5.3). In the case of a faculty member who serves for an entire academic yearimmediately preceding the resignation, the resignation shall be effective on August 31 of that year. In all other cases,the effective date of the resignation shall be agreed upon by the faculty member and Dean.5.13.2 RetirementA faculty member who intends to retire from his or her faculty position should meet with his or her Department Chairor Dean and make those intentions known, as early as possible before the effective date of the retirement (see section5.3). After that meeting, the retirement itself is accomplished by means of a letter addressed to the Dean, with a copysent to the Department Chair.The University has no mandatory retirement policy. Retirement benefits vary depending upon retirement age, yearsof service, and payment options. Complete information regarding retirement options and benefits is available in theUniversity Human Resources Office.5.13.3 Non-reappointment of probationary facultyIn the event the University decides not to reappoint a probationary faculty member (see section 5.3.2), the Universityshall notify the probationary faculty member of the University’s intention in accordance with the following:1. If the probationary faculty member is in his or her first academic year of service at Wilkes University, notice shallbe provided not later than March 1 of such first academic year.2. If the probationary faculty member is in his or her second academic year of service at Wilkes University, noticeshall be provided not later than December 15 of such second academic year.3. If the probationary faculty member is in his or her third or subsequent academic year of service at WilkesUniversity, notice shall be provided not later than May 15 of such academic year (thereby ensuring that the facultymember will receive a terminal year contract).Notification of non-reappointment shall be conveyed in a letter from the Provost to the probationary faculty member.In the case of probationary faculty who have completed at least three full years of service as a member of the fulltimefaculty, appeal of the non-reappointment decision may be made, in writing within 10 days of receipt ofnotification, to the President, whose decision is final.

5.13.4 Non-reappointment of faculty members holding term appointmentsA faculty member holding a term appointment (appointments described in sections 5.3.3 – 5.3.6) may assume that heor she will be terminated at the end of the term specified in the appointment letter, regardless of performance.Reappointment may be offered by the University at its discretion as needs may dictate.5.13.5 Non-reappointment of Tenured and Probationary Faculty Members for Reasons of Financial Exigency5.13.5.a Financial Exigency as a Reason for Non-reappointmentTermination of a tenured appointment, or of a probationary or term appointment (appointments described in sections5.3.3 – 5.3.6) before the end of the specified term, may occur because of a demonstrably bona fide financial exigencyof the University. For this purpose, “bona fide financial exigency” shall mean an imminent financial crisis thatthreatens the survival of the institution as a whole and that cannot be alleviated by less drastic means. The FacultyAffairs Council will be consulted by the President and will serve in an advisory capacity to the President as towhether a condition of financial exigency exists or is imminent and that all feasible alternatives to termination oftenured appointments have been reasonably pursued. Following a declaration of financial exigency by the President,the Faculty Affairs Council will be invited to work expeditiously with the President, or his designee, to establishcriteria for identifying the positions to be eliminated. The final decision on the elimination of positions will be madeby the President. A faculty member’s exercise of the right of appeal (see section 5.13.5.d) shall not affect the timingof the final decision.5.13.5.b PlacementBefore terminating an appointment because of financial exigency, the University shall make a reasonable effort toplace the faculty member concerned in another position within the University for which the faculty member isqualified. Such reasonable effort shall include replacing faculty holding non-tenure track appointments (see section5.2.2).5.13.5.c Notice and Severance PayIn those cases where there is no realistic choice other than to terminate the services of a tenured faculty member, thegranting of at least a year of notice should be afforded high financial priority. The granting of adequate notice to nontenuredfaculty should also be afforded high priority. Notice in writing must be given to the faculty member to beterminated under this section at least three months before termination. In all cases of termination of appointmentbecause of financial exigency, the following rules shall apply:1) If the termination occurs during the first year of service, the probationary faculty member is entitled to one-quarterof the base academic year’s salary.2) If the termination occurs during the second year of service, the probationary faculty member is entitled to one-halfof the base academic year's salary.3) If the termination occurs during the third or subsequent year of service of a probationary faculty member, or duringany year of service of a tenured faculty member, the faculty member is entitled to one year’s base academic year’ssalary.In consideration of receipt and acceptance of severance pay, the faculty member shall sign a written releaseconfirming that the faculty member has no other recourse against the University. All severance pay shall be paid inequal monthly installments beginning in the month following the month in which the University’s obligation to pay isfixed.For a tenured faculty member who has served as a member of the faculty for ten or more years and who has a spouseand/or dependent children currently enrolled as students at Wilkes University, that spouse and those dependentchildren, if then in good academic standing, shall be allowed to complete the work for a degree tuition-free if the

faculty member is terminated for financial exigency.5.13.5.d Right of AppealFaculty members who receive notice of termination have the right to a hearing before the Committee on FacultyAppeals. Unless otherwise agreed to at the time of the hearing, the issues in this hearing shall be restricted to: (1) theexistence and extent of the condition of financial exigency (the burden will rest on the administration to prove theexistence and extent of the financial exigency, and the findings of the committee in a previous proceeding involvingthe same financial exigency may be introduced); (2) the validity of the educational judgment and the criteria foridentification of faculty members to be terminated (and the recommendations of any faculty body appointed toconsider related issues shall be presumptively valid); and (3) whether the criteria are being properly applied in theindividual case. The Committee on Faculty Appeals shall issue a report of its findings to the President and to theFaculty. Should the appeals process not have been completed prior to the termination becoming effective, the processshall nevertheless continue.5.13.5.e Replacement or ReinstatementIf the University decides to fill a faculty line terminated due to financial exigency at any time during the three-yearperiod beginning the day on which notice of termination is made pursuant to sec. 5.13.5.c, the University shall berequired to first offer the position to the terminated faculty member who previously held the position. The offer ofreinstatement shall include an appointment at the same rank, and at least the same annual base compensation,attributable to the position when held by the faculty member, prior to termination. The faculty member shall have 30days from the date noted in the offer in which to accept or decline the offer of reinstatement. In the event ofacceptance, severance pay being received by the faculty member under sec. 5.13.5.c shall terminate whenreemployment becomes effective.5.13.5.f Limitation of New PositionsIf the University eliminates a faculty position because of financial exigency, it will not create any new facultypositions except where strengthening of an existing program or an introduction of a new program necessitates such acreation.5.13.6 Non-reappointment of Tenured and Probationary Faculty for Reasons of Discontinuance of a ProgramNot Mandated by Financial Exigency5.13.6.a Discontinuance as a Reason for Non-reappointmentThe following criteria shall be considered by the Board of Trustees, the President, and the Provost when identifyingacademic programs (defined as majors, minors, or concentrations) that are at risk for discontinuance not mandated byfinancial exigency: inconsistency with the University's mission, low enrollment, low credit hour production, lowstudent/faculty ratio as measured in comparison to the national average for the discipline, inadequate studentacademic performance as measured by program assessment data, and unusually high cost per credit hour relative tocomparable programs.In the event that a program is being considered for discontinuance not mandated by financial exigency, the Provostshall give written notice to each potentially affected faculty member, including the Chair of the department primarilyresponsible for delivery of the program, and shall include in such notice the basis for consideration of discontinuance.Upon receipt of such notice, the Chair shall, in cooperation with all potentially affected members and academicadministrators, prepare a written report responding to the concerns, proposing solutions, and proposing goals. Aminority report may also be prepared by those involved in the evaluation of the program and its future. Such writtenreport(s) shall be submitted to the Provost not later than 90 days following the notice that the program is beingconsidered for discontinuance. The President and Board shall then determine a timeline, of not less than two fullacademic years after the initial notice, for demonstrating success based on the clear objectives, included in the writtenreport(s), reached in consultation amongst the Provost and the affected members and academic administrators.

In the event that the President and Board determine, at the end of the two-year period referred to above, that theprogram should be discontinued, the President or his or her designee shall submit to the Curriculum Committee, aproposal for program deletion in accordance with section 4.3.10.e and all other procedures applicable to programdeletion. Recommendations of the Curriculum Committee shall be considered by the President and Board whenmaking a final decision on program discontinuance. In the event that the President and Board take no action within aperiod of three years following the initial notice, the program shall no longer be considered for discontinuance.Termination of a tenured appointment, or of a probationary or special appointment before the end of the specifiedterm, may occur as a result of bona fide formal discontinuance of a program of instruction.5.13.6.b PlacementBefore terminating an appointment because of program discontinuance, the University shall make a reasonable effortto place the faculty member concerned in another position within the University for which the faculty member isqualified. Such reasonable effort shall include replacing faculty holding non-tenure track appointments.5.13.6.c Notice and Severance PayIn those cases where there is no realistic choice other than to terminate the services of a tenured or probationaryfaculty member due to program discontinuance, the University shall grant the faculty member concerned at least oneyear’s notice of termination. In all cases of termination of appointment because of program discontinuance, theUniversity shall provide severance pay, prior to termination, in accordance with the following:1) If the termination occurs during the first year of service, the probationary faculty member is entitled to one-quarterof the base academic year’s salary.2) If the termination occurs during the second year of service, the probationary faculty member is entitled to one-halfof the base academic year's salary.3) If termination occurs during the third or subsequent year of service of a probationary faculty member, or duringany year of service of a tenured faculty member, the faculty member is entitled to one year’s base academic year’ssalary.In consideration of receipt and acceptance of severance pay, the faculty member shall sign a written releaseconfirming that the faculty member has no other recourse against the university. All severance pay shall be paid inequal monthly installments beginning in the month following the month in which the University’s obligation to pay isfixed.For a tenured faculty member who has served as a member of the faculty for ten or more years and who has a spouseand/or dependent children currently enrolled as students at Wilkes University, that spouse and those dependents, ifthen in good academic standing, shall be allowed to complete the work for a degree tuition-free if the faculty memberis terminated due to program discontinuance.5.13.6.d Right of AppealTenured or probationary faculty members who receive notice of termination, or faculty members terminated prior tothe expiration of contract, due to program discontinuance have the right to a hearing before the Committee on FacultyAppeals. Unless otherwise agreed to at the time of the hearing, the issues in this hearing shall be restricted to: (1) theUniversity's failure to satisfy any of the conditions specified in section 5.13.6.a (the determination by the CurriculumCommittee that a program is to be discontinued will be considered presumptively valid); (2) the validity of theeducational judgment and the criteria for identification of faculty members to be terminated; (3) whether the criteriaare being properly applied in the individual case. The Committee on Faculty Appeals shall issue a report of itsfindings to the President and to the Faculty. Should the appeals process not have been completed prior to thetermination becoming effective, the process shall nevertheless continue.

5.13.6.e Replacement or ReinstatementIf the University decides to fill a faculty position terminated due to discontinuance at any time during the three-yearperiod beginning the day on which notice of termination is made pursuant to sec. 5.13.6.c, the University shall berequired to first offer the position to the terminated faculty member who previously held the position. The offer ofreinstatement shall include an appointment at the same rank, and at least the same annual base compensation,attributable to the position when held by the faculty member, prior to termination. The faculty member shall have 30days from the date noted in the offer in which to accept the offer of reinstatement. In the event of acceptance,severance pay being received by the faculty member under sec. 5.13.6.c shall terminate when reemployment becomeseffective.5.13.7.a Termination Because of Physical or Mental DisabilityTermination of an appointment with tenure, or of a probationary or special appointment before the end of the periodof appointment, because of physical or mental disability, will be based upon clear and convincing medical evidencethat the faculty member, even with reasonable accommodation, is no longer able to perform the essential duties of theposition. The decision to terminate will be reached only after there has been appropriate consultation and after thefaculty member concerned, or someone representing the faculty member, has been informed of the basis of theproposed action and has been afforded an opportunity to present the faculty member’s position and to respond to theevidence. If the faculty member so requests, the evidence will be reviewed by the Committee on Faculty Appealsbefore a final decision is made by the President or Provost and Board of Trustees.5.13.7.b Severance PayIn all cases of termination because of physical or mental disability, the University shall provide severance pay, priorto dismissal, in accordance with the following:1) If the dismissal occurs during the first year of service, or during a visiting appointment, the faculty member isentitled to one-quarter of the base academic year’s salary.2) If the dismissal occurs after one year of service, a probationary faculty member is entitled to one-half of the baseacademic year's salary.3) A tenured faculty member is entitled to one year’s base academic year’s salary.In consideration of receipt and acceptance of severance pay, the faculty member shall sign a written releaseconfirming that the faculty member has no other recourse against the University.For a tenured faculty member who has served as a member of the faculty for ten or more years and who has a spouseand/or dependent children currently enrolled as students at Wilkes University, that spouse and those dependents, ifthen in good academic standing, shall be allowed to complete the work for a degree tuition-free if the faculty memberis dismissed for cause that is the result of a physical or mental disability.5.13.8 Dismissal of Faculty Members for CauseDismissal is termination of a faculty member for adequate cause. For this purpose, “adequate cause” shall meanconduct incompatible with the responsibilities of faculty membership or a failure to meet reasonable standards ofperformance. Although the circumstances leading to dismissal for adequate cause cannot be anticipated precisely,offenses that may call for such action include academic dishonesty and misconduct, disregard of duties, violation ofUniversity policy, harassment, and criminal acts. Dismissal will not be used to restrain faculty members in theirexercise of academic freedom or other rights under applicable law.

5.13.8.a Preliminary StepsDismissal of a faculty member with tenure, or with a special or probationary appointment before the end of thespecified term, shall be preceded, in sequence, by:(1) Discussions between the faculty member and appropriate administrative officers looking toward a mutualsettlement. Absent such a settlement, the Provost shall notify the faculty member and the Dismissal and SuspensionCommittee in writing that the Provost intends to seek dismissal of the faculty member.(2) The faculty member, within twenty days after receipt of the Provost’s notification, may request that aDepartmental Personnel Committee (DPC) be formed for the purpose of reviewing, and responding to, the Provost’snotification. This DPC shall consist of all tenured faculty members within the faculty member’s department,excluding the faculty member in question. The DPC, within sixty days of the faculty member’s receipt of theProvost’s notification, shall communicate its findings and conclusions to the Dismissal and Suspension Committee,and to the President and the faculty member, in the form of a written report.(3) An informal inquiry into the matter, shall be undertaken by the Dismissal and Suspension Committee. Thecommittee shall attempt to effect a resolution and shall, failing that, convey its opinion, in a written report to theProvost and the faculty member, as to whether dismissal is advisable. The committee’s report may convey any otherrelevant findings, and shall include the report prepared by the DPC. Unless both the Provost and the faculty memberwaive the right to informal inquiry, the committee shall initiate its informal inquiry within thirty days of notificationfrom the DPC, and shall conclude its informal inquiry, by submitting its written report to the President and to thefaculty member, within six months of notification. During the inquiry, both the Provost and the faculty member shallcooperate fully with the committee in its pursuit of the inquiry. The committee shall cease its inquiry if it is givenwritten notification by both the Provost and the faculty member waiving their right to the informal inquiry.(4) A formal written statement of reasons for dismissal, framed with reasonable particularity, by the Provost, providedto the faculty member within thirty days after the informal inquiry has been concluded or after both parties havewaived an informal inquiry. The Provost’s written statement and recommendations shall be forwarded to thePresident, who will request action by the Board of Trustees on the recommendation.5.13.8.c Right of AppealAfter receiving the formal written statement of reasons for dismissal, the faculty member may, within sixty days ofsuch receipt, request, in writing, a review by the Faculty Appeals Committee. A member of the committee deeminghimself or herself biased shall remove himself or herself from the case.Procedures:1) Pending completion of the appeals process, the faculty member shall not be suspended or reassigned to otherduties in lieu of suspension unless there reasonably exists the threat of immediate harm to the faculty member, toothers, or to the University. In the event a faculty member is suspended or reassigned, the Provost shall consult withthe Dismissal and Suspension Advisory Committee concerning the propriety and conditions of the suspension orreassignment. This consultation is a separate action from the Dismissal and Suspension Advisory Committee’s roledescribed above in section 5.13.8.a. In the event of suspension or reassignment, the faculty member shall continue toreceive full compensation during the appeals process.2) The appeal shall be heard by the Committee on Faculty Appeals. During the appeal, the faculty member shall havethe right to have present an academic adviser from within the University of the faculty member's choice.3) The Committee on Faculty Appeals may, with the consent of both the faculty member and the University (“theparties”), hold pre-hearing meetings, with both the faculty member and the University’s representative(s) present, inorder to simplify the issues, effect stipulations of facts, provide for the exchange of documentary or otherinformation, and achieve such other pre-hearing objectives as will make the hearing fair, effective, and expeditious.

4) Service of notice of hearing with specific charges in writing will be made by the Committee on Faculty Appeals tothe faculty member (with a copy sent to the Provost acting on behalf of the University), at least 20 days prior to thehearing. The notice of hearing will also convey the date, time, and place of the hearing, which will be set by theCommittee on Faculty Appeals. Such service may be made personally or by certified United States mail, addressedto the last known address of the faculty member.5) Service of the notice of hearing must occur within 30 days of the faculty member’s appeal. The hearing must beheld within 30 days after the notice of hearing. A delay of more than 30 days from the notice of hearing to thehearing is allowed if agreed to by both parties.6) The faculty member may waive his or her right to be present at the hearing but, if he or she elects to be heard, heor she shall respond to the charges in writing to the Committee on Faculty Appeals at least 10 days before the datefixed for the hearing. If the faculty member waives his or her right to be present at the hearing but denies the chargesand asserts, in writing, that the charges do not support a finding of adequate cause, the Committee on Faculty Appealsshall evaluate all available evidence in making its recommendations.7) The hearings of the Committee on Faculty Appeals shall be open only to the parties, their representatives,members and support staff of the Committee, and persons called as witnesses by the Committee.8) A verbatim record of the hearing or hearings shall be taken, transcribed upon written request by either party or theCommittee, and a printed copy made available to each as expeditiously as possible. Responsibility for arrangementsand the costs for producing and providing the record and copies shall be assumed by the University.9) The burden of proof that adequate cause for termination exists rests with the University and shall be satisfied by apreponderance of evidence in the record considered as a whole.10) The Committee on Faculty Appeals may, at its discretion, grant adjournments for reasons that the Committeedeems appropriate.11) The parties shall be afforded a reasonable opportunity to obtain necessary witnesses and documentary or otherevidence. The parties shall provide this information to the Committee on Faculty Appeals at least 10 days prior to thehearing. The Committee shall provide both parties with a list of witnesses and copies of documentary evidence atleast 5 days prior to the hearing. Except for reasonable cause, as determined by the Committee, no other witnessesshall be heard, nor documents introduced. The parties shall cooperate with the Committee in securing witnesses andmaking available documentary and other evidence.12) Both parties shall have the right to confront and cross-examine all witnesses.13) The Committee on Faculty Appeals shall not be bound by strict rules of legal evidence and may admit anyevidence that is of probative value in determining the issues involved. Every possible effort shall be made to obtainthe most reliable evidence available.14) The findings of fact and the decision shall be based solely on the hearing record. The Committee on FacultyAppeals shall render its decision within 30 days of the hearing. The parties shall be notified in writing of the decisionof the Committee.15) The hearing and subsequent deliberations shall be kept in confidence by members and support staff of theCommittee on Faculty Appeals.16) If the Committee on Faculty Appeals concludes that the evidence in the record has established adequate cause fordismissal, it will so report to the parties. If the Committee concludes that adequate cause for a sanction has beenestablished, but that a sanction less than dismissal would be appropriate, it will recommend a specific sanction withsupporting reasons. If the Committee concludes that the evidence in the record has not established adequate cause fordismissal or a lesser sanction, it will so report to the parties with supporting reasons.17) The Provost, in a written report to the Committee on Faculty Appeals and the faculty member, shall either acceptor reject the report of the Committee within 10 days of receipt. If the Provost rejects the recommendations of theCommittee, in whole or in part, he or she will state his or her rationale for reaching a different conclusion from that ofthe Committee, in writing, to the Committee and to the faculty member. The Committee and the faculty membershall be provided a 10-day opportunity for written response. The Provost shall then forward his or herrecommendation to the President for consideration by the Board of Trustees.18) Upon completion of the appeals process, the President may recommend to the Board of Trustees dismissal or an

alternative sanction. The Board of Trustees' review shall be based on the record of the hearing, the report of theCommittee on Faculty Appeals, and the recommendations of the President and Provost.5.13.9 Severe Sanctions Other Than Dismissal for CauseIf the Provost concludes that the performance or the professional misconduct of a faculty member, although notconstituting adequate cause for dismissal, justifies imposition of a severe sanction, the procedures to be followedshall be the same as those stated in section 5.13.8. For this purpose, “severe sanction” shall include (but not belimited to) suspension without compensation and temporary reduction in compensation. If the sanction sought issubsequently changed from a severe sanction to a more severe sanction, such as from suspension to dismissal or froma suspension to a longer suspension, a new hearing by the Committee on Faculty Appeals as described in 5.13.8.cmust be initiated if the faculty member so requests.5.13.10 Minor SanctionsIf the Provost concludes that the performance or the professional misconduct of a faculty member justifies impositionof a minor sanction, he or she shall notify the faculty member of the proposed sanction and the reasons for itsproposed imposition. The Provost shall provide the faculty member with an opportunity to confer with the Provost orhis or her designee and to state reasons why the proposed sanction should not be imposed.A faculty member who believes that a minor sanction has been improperly imposed may petition, in writing, theFaculty Grievance Committee for consideration of the issue and appropriate recommendation.A minor sanction is any sanction other than one qualifying as a severe sanction. The sanction imposed shall beappropriate in nature and magnitude to the infraction, and shall be chosen by the Provost using a process that includesconsideration of the harm done and whether the faculty member has received minor sanctions for similar conduct inthe past.5.13.11 NOTICEFor purposes of section 5.15, providing of notices shall be deemed effective when made in writing and mailed,certified mail and return receipt requested. The date of mailing shall govern all disputes over compliance withdeadlines established by provisions in section. 5.13.5.14 RESERVED5.15 BASIC FACULTY RIGHTSIt is the obligation of the University to provide an environment in which free inquiry can be carried out without fearof reprisal. To this end, the University recognizes diversity of opinion and culture and extends to all faculty, full andpart-time, the protection of the rights specified in this section.5.15.1 Non-DiscriminationWilkes University, as an Equal Opportunity/Affirmative Action employer, complies with applicable Federal andCommonwealth of Pennsylvania laws and local ordinances prohibiting discrimination. It is the policy of WilkesUniversity that no person, on the basis of race, gender, color, religion, national origin or ancestry, age, marital status,disability, sexual or affectional orientation, or veteran status, shall be discriminated against in employment,

educational programs and activities, or admissions.5.15.2 Academic Freedom and Freedom from DiscriminationIn all cases where faculty members allege that decisions have been made by the University which improperly abridgetheir academic freedom or are the result of discrimination, they shall first consult their department chairperson and, ifnecessary, the dean or the Provost to seek an informal resolution of the problem. In the absence of a satisfactoryresolution, the faculty member may submit a written request to the Faculty Grievance Committee to hear thecomplaint (see §5.15.4).5.15.3 Salary and Working ConditionsFaculty members with grievances relating to salary or working conditions shall first consult their departmentchairpersons then, if necessary, the dean or the Provost to seek an informal resolution of the problem. In the absenceof a satisfactory resolution, the faculty member may submit a written request to the Faculty Grievance Committee tohear the complaint (see §5.15.4).5.15.4 AppealIf a faculty member believes that he or she has not received a satisfactory resolution for the rights delineated insections 5.15.1 or 5.15.2, the faculty member may appeal (in addition to pursuing all other legal remedies that may beavailable). The steps below describe the sequence for the appeal procedure:1) The faculty member will submit to the Chair of the Faculty Grievance Committee a written request to consider theappeal. The request will describe the reasons for the appeal with reasonable particularity, but need not includesupporting documentation.2) The Chair of the Faculty Grievance Committee shall consult with other members of the Committee and, if deemednecessary, hold a meeting of the Committee concerning the case. The Committee will determine whether it willconsider the case. Committee members shall informally seek additional information concerning the case. If theCommittee agrees that the case does not merit consideration, the Chair will so inform the faculty member in writingwithin 30 days of receiving the appeal.3) If the Committee agrees that the case merits consideration, it shall hold one or more meetings to consider the case.The Chair of the Committee will communicate this to the faculty member, and arrange a time for the Committee tomeet with him or her. The faculty member will present his or her case, and may submit additional information tosubstantiate his or her allegations. The Committee shall invite all other persons having relevant informationconcerning the matter to share it with the Committee.4) Within 60 days of receiving the appeal request, the Committee shall prepare a written report of its findings andconclusions, and submit a copy of such report to the faculty member and, as appropriate, to other parties. The reportshall include recommendations to resolve the issue.5) If the Committee concludes that resolution of the issue requires action of the Provost, a copy of the report shall besubmitted to the Provost. The Provost, after considering the recommendation of the Faculty Grievance Committeeand consulting with the President, shall communicate a decision, in writing, to the faculty member and to the FacultyGrievance Committee. This decision shall be final.6) If the Faculty Grievance Committee becomes aware of problems that are pervasive, and are of potential concernwider than the particular case, the Committee should make a separate report to the Faculty Affairs Council or theFaculty. In addition, if the Faculty Grievance Committee becomes aware that its recommendations have not beenfollowed, and the case is sufficiently serious to merit such action, a report on the case may be made to the FacultyAffairs Council or the Faculty.

CHAPTER 6: ACADEMIC PROCEDURES AND FACULTY LOADINGChapter 6 contains university-wide policies on Academic Procedures and Faculty Loading. Specific units are invitedto replace this section with their own policies, provide such policies are reviewed first by FAC. The following areabsolute minimum requirements. Units may not implement guidelines that conflict with the following policies.6.1 FACULTY LOADING6.1.1 Teaching LoadsThe normal teaching load for faculty members is twelve formula hours per semester. Evening and weekend classesare an integral part of the University program. It is expected, therefore, that day, evening, or weekend classes may beincluded in the teaching schedules of faculty members.In estimating this load the following guidelines have been agreed upon by the department chairs and the Dean of theCollege of Arts, Sciences, and Professional Programs. Each hour of lecture, discussion, writing project, seminar andsenior project coordination shall count as one formula hour per section; each hour of studio course work shall countat 0.875 of one formula hour, each hour of laboratory and clinical work shall count as 0.75 of one formula hour; eachhour of instruction in physical education and applied music shall count as 0.50 of one formula hour; each hour ofsenior project mentoring, thesis supervision, independent study, industrial training and honors course supervisionshall count as 0.166 of one formula hour; and each hour of a scholarly project shall be counted as 0.333 of oneformula hour.Three formula-hours will be allowed for the administration of the student-teacher program. Supervisors of studentteachers will be allowed 0.500 formula hours per student or fraction thereof under their supervision.Each department chairperson will assign faculty members in the subject area to assist the Education Department inthe supervision of student teachers in that subject area. Duties of these assistants will be outlined by the EducationDepartment prior to going into the field to observe. Assistants will be paid a standard rate of $20.00 for each visit toeach student teacher with whom they work, as compensation for their time and expense in rendering this service.No more than three hours teaching overload per semester may be carried by a faculty member without the approval ofthe department chair, appropriate dean and the Provost.The work loads of members of the teaching staff are established with the view of maintaining good teaching andcontinuing scholarly growth and achievement. Activities inimical to these ends are not encouraged for full-timemembers of the faculty. Outside activities found to affect negatively the faculty member's teaching and/or scholarlygrowth may be curtailed by the President. The policy is expressed in the following guidelines.6.1.2 Faculty Loading Guidelinesa. A 12-formula-hour teaching load per semester corresponds to 70% of full-time teaching and service. The other30% is accounted for by scholarly and service activities.b. If a faculty member elects or is asked to forego some or all of the 30% of time allocated for scholarship and serviceto conduct additional activities, overload compensation shall be paid. Overload may not exceed five formula hoursper semester for any and all teaching, grant, or Wilkes-funded consulting. The overload work is subject to assessmentat the end of each semester prior to re-authorization. Teaching overload may not exceed three formula hours.c. A faculty member may not accumulate more than 15 hours of total overload in four consecutive semesters.d. If a faculty member is granted released time, which can occur only on recommendation of the academic unit Deanto the Provost, the released time will be assessed by the department chairperson, Dean, and other appropriate

evaluator before any released time is authorized for the subsequent semester.e. Overload and released time should be kept to the absolute minimum level compatible with legitimate programneeds. The time and expertise of the faculty is Wilkes' primary educational asset. Excessive overload threatens themaintenance of faculty expertise and vitality, while unnecessary or unproductive released time wastes instructionalresources.f. For each semester or summer session, the appropriate load form (see appendix) must be completed for each fulltimefaulty member not on leave. No overload compensation of any kind shall be paid, unless authorized on thefaculty member's load form or an approved amendment to the load form. All salary compensation paid to a facultymember must be recorded on the load form for a given period, either initially or as a load form revision.g. Faculty who accumulate an overload during a given academic year may carry over up to three formula hours to thefollowing year, have their overload compensated at the normal overload rate, or some combination of the carry-overand compensation. The determination shall be made at the request of the faculty member with approval of the chairwhen the spring semester loading form is completed.h. A faculty member shall not be required to accept loading that would bring his or her accumulated overload,including carry-over from the previous semester and year, to more than three hours.6.1.3 Release Time for Chairpersonsa. Chairpersons of departments normally receive six (6) formula hours released time per semester.b. Because departments may be at different stages of development and exhibit different degrees of complexity,different amounts of released time may be granted with approval by the appropriate Dean and the Provost.6.2 Leave of Absence6.2.1 In GeneralLeaves of absence will not count toward years of service required for tenure, but neither will they break a chain ofcontinual service.Staffing requirements of the department(s) and the University will affect the time and granting of leaves. Leaves canonly be granted when it is possible for the University to meet its academic obligations to students.6.2.2 Sabbatical LeavesA sabbatical leave is a privilege extended by Wilkes University to qualifying members of its faculty. A facultymember approved for sabbatical leave cannot serve on any faculty standing committee during the academic year ofthe sabbatical. The right to vote in faculty elections and faculty meetings is retained during the sabbatical, but afaculty member on sabbatical leave is not included in any quorum count. The process to be followed and the criteriato be employed in evaluating sabbatical proposals are presented below.Any faculty member may request a sabbatical leave to be taken after twelve (12) semesters of service to Wilkes in therank of assistant professor or higher. Faculty who have taken a sabbatical may request another sabbatical leave to betaken after twelve (12) semesters of service to Wilkes following completion of the previous sabbatical. Thesabbatical proposal must be accompanied by a short evaluation of the proposal's merit from the faculty member'sdepartment chair and unit dean. In addition, the candidate may submit up to three supporting letters.

Sabbatical proposals must be submitted to the Faculty Development Committee by September 1. Instructions forpreparing sabbatical proposals are provided in an appendix to the Faculty Handbook, and on the FacultyDevelopment Committee’s web page. The Provost's office is responsible for notifying all faculty of the deadline forsubmission of sabbatical proposals during the prior semester.The Faculty Development Committee will prepare a summary evaluation of each proposal, rank all of the proposals,and forward the proposals, ranking, and evaluations to the Provost by November 15. The Provost will then transmithis/her recommendations to the President, who will forward the final list of recommendations to the Board ofTrustees for the awarding of sabbaticals. Candidates will be notified of the strengths and weaknesses and rankings oftheir proposals, and descriptive statistics for the pool of applicants, by November 15.Quality will be assessed using the following criteria: (1) Value of the sabbatical leave to the professional andintellectual development of the faculty member; (2) Direct or indirect value of the sabbatical leave to the students ofWilkes University; (3) Direct or indirect value of the sabbatical leave to the faculty member's department andprogram; (4) Direct or indirect value of the sabbatical leave to Wilkes University. It is incumbent upon the facultymember to state clearly in the proposal how the sabbatical requested meets these criteria.Proposed activities may include academic work toward advanced degrees, postgraduate work, or appropriatescholarship in a field of choice. The faculty member should detail the nature and circumstances of the work to bedone on sabbatical, such as the location, collaboration, and other sources of financial support committed oranticipated. The length of sabbatical leave requested should be clearly stated.Faculty members applying for sabbatical leave should do so in the expectation that they will teach at Wilkes for atleast four semesters after completion of the sabbatical leave. Otherwise, the full stipend must be repaid to theUniversity, unless the requirement is waived by the President.Each member of the full time faculty shall be eligible to apply for a sabbatical leave following the completion of 12semesters of service at the minimum rank of assistant professor. When awarded, the leave shall entitle the facultymember to full compensation for one semester (or half-compensation for an academic year) plus full benefits towhich the faculty member would be entitled but for the sabbatical leave.All requests for sabbatical leave must be submitted by September 1 of the academic year preceding the requestedleave. Requests will be evaluated only after all have been received and the deadline has passed. Requests will beevaluated by the dean of the requesting faculty member’s college or school. When a replacement is needed, theUniversity will seek a temporary replacement to cover the duties of the leave recipient.6.2.3 Leave of Absence Without Compensation – Academic PursuitsAny member of the full time faculty may request a leave of absence without compensation for up to two fullacademic years without loss of tenured or probationary status, provided that the purpose of the leave is to allow thefaculty member to accept a regular teaching appointment at another teaching institution or a salaried position ingovernment, industry, or other similar work.6.3 Instructional Regulationsa. Class Schedules. The scheduling of classes is the responsibility of the Registrar. No courses will be cancelled,split, added, or changed from the meeting time and place shown on the official published schedule without theapproval of the Provost, the unit Dean, the Registrar, and the department chairperson. Whenever a departmentchairperson cannot arrange for the instruction of a course, the unit Dean and the Provost shall be notified.b. Faculty Absences. Faculty members will meet all of their scheduled classes for the full period designated,including the final examination time slot assigned by the Registrar. In case of accident, illness, or other cause beyondthe faculty member's control, the faculty member shall notify the department chairperson in advance whenever ascheduled class cannot be met, or notify the unit dean in the event the department chairperson cannot be reached. If

the department chairperson is ill, the unit dean shall be notified.c. Class Attendance Policy. All faculty members shall inform students, in writing, of their attendance policy at thebeginning of the semester: they shall take attendance and report excessive absences to the Student Affairs Office; theyshall not encourage students to miss classes prior to or following holidays. Excuses will be sent to instructors fromthe University Health Service Office only when in the judgment of the personnel the student is too ill to attend class.They will not be sent retroactively. The Health Service will confirm appointments with physicians and/or other healthcare providers. Faculty shall comply with the attendance policy stated in the undergraduate and graduate bulletins.d. Course Syllabi/Outlines. In every course, the instructor should give each student a written syllabus or outlinethat clearly specifies the requirements of the course. While it is not possible to list all items that might be included ina course outline, the following are suggested:Course Objectives1. what learning is to be accomplished;Tests and Examinations1. number of tests to be administered during the semester;2. types of tests (e.g., essay, objective, etc.);3. whether the final exam is cumulative.4. dates and length of tests;5. weight each test will carry toward the course grade;6. what will be covered on respective tests (e.g., lectures, readings, both, etc.);Readings1. required readings;2. optional readings;3. availability of readings (bookstore, library, reserve, etc.);Papers1. how many papers are required.2. weight each paper will carry toward course grade;3. description of what should be included in each paper;4. due dates for outlines (if required) and final papers.;5. additional work to accompany paper (e.g., note cards);6. other expectations (e.g., keyboarded, proper grammar, etc.);Policiesl. attendance policy in line with policy stated in 6.1.2 c above;2. what will be included in the assignment of the course grade;3. any additional work required with description;Other1. if surprise (pop) quizzes or examinations will be given;2. information regarding projects, performances, etc., which will be used in grade determination;3. office location and office hours.4. appointment policy (if any);5. availability by phone at home and/or office;6. office and/or home telephone.Please develop a course outline for each class. A carefully constructed outline will avoid many problems. A copy ofeach course outline shall be submitted to the department chairperson.e. Tutoring. It is generally considered undesirable for a faculty member to accept remuneration for tutoringstudents. In extreme cases, arrangements for such tutoring may be made with the approval of the unit dean if it will beadvantageous to the student and not detrimental to the University.f. Examination Practices. The statement of policies contained in this section should not be understood as anintrusion upon what is properly the domain of special competence of a faculty member, but should be considered asminimum guidelines based on actual practice of all faculty members in the University. Each faculty member should:1. administer at least two one-hour examinations and a final examination in each course; however, other methods ofevaluation may be selected by the instructor in consultation with the department chairperson in courses such as:• independent research/studies courses• senior projects

• laboratory or studio courses;2. not schedule class or hour examinations outside the regularly scheduled class hours, such as during the open blockfrom 11 a.m. to 1 p.m. on Tuesday and Thursday, without the permission of the department chairperson, the Registrar,the unit dean, and the Provost.3. inform classes, early in the semester, of the relative value of items used in determining the final grade;4. return all tests and quizzes to the student as soon as possible;5. recognize that his/her judgment in grading an examination (as opposed to any counting or measuring procedures)shall remain inviolate;6. regard giving and proctoring examinations as an important duty with each instructor or a faculty colleaguephysically present when examinations are given;7. report violations of academic dishonesty to both the Dean of University College/Student Affairs and the Provost.g. Final Examinations. In addition to the practices listed above for all examinations, the following shall beobserved during the final examination period:1. the department chairperson will notify the Registrar of any courses for which a final examination should not bescheduled, after consultation with the unit dean;2. no books or papers shall be allowed in the room during the final examination except by special permission of theinstructor;3. students shall not be allowed to leave the final examination room prior to completion of the examination except bypermission of the proctor;4. the times of final examinations are set by the Registrar. Under no circumstances may a faculty member change thetime of a final examination without the agreement of the Registrar; agreement by the students to take a finalexamination at other than the scheduled time will not justify violating this policy;5. any student with conflicting final examinations must see the faculty member of the course which has the smallerenrollment prior to a date set by the Registrar so that another time may be arranged for the examination. The facultymember will report the conflict and the arrangement to the Registrar. The decision of the Registrar in scheduling finalexaminations is final. Students are not required to take three finals in one day;6. students unable to take final examinations due to illness or emergency will receive a grade of "incomplete" withinthe seventy-two hour reporting period. The student may, with the consent of the instructor and an appropriatelydocumented illness or emergency, request a make-up examination at the earliest possible moment. Students failing totake final examinations without the prior approval of the instructor (except for illness or emergency) will be given a"0" for the examination.h. Dishonesty. The following standard penalties shall be imposed by the Faculty in cases of dishonesty:1. a student will be given a "0" on any work in which he/she has been dishonest and a report will be made to theProvost and the Dean of University College/Student Affairs. The case may also be referred to the Student AffairsCabinet for disposition.2. a second referral for dishonesty must be adjudicated by the Student Affairs Cabinet. Sanctions may includesuspension or dismissal from the University.i. English Usage. Students at Wilkes are expected to maintain a standard of excellence in the use of English properto their stage of development as college students. Without the full cooperation of the Faculty, it is impossible tocultivate good speech and effective writing. Therefore, each member of the Faculty is expected to emphasize theproper use of English at all times. Incorrect usage in recitation and grammatical errors in written reports are notacceptable and should be called to the attention of the student. If they persist, a penalty should be attached. Studentsmay be denied the privilege of graduation until they are able to speak and write correctly.k. Auditing Courses. Auditing courses is a practice designed primarily for the purpose of allowing students toexpand their educational opportunities beyond the limitations imposed by courses taken in fulfillment of normalgraduation requirements. Courses may be taken on an audit basis only if formal registration is completed prior to theend of the first week of the semester. Exceptions to the above rule may only be granted by the instructor. Permissionof the course instructor will be required. Students withdrawing from a course who wish to attend additional classes inthat course may do so with the permission of the instructor. However, these students will receive a "W" in all cases(6-2d).Students auditing courses will maintain standards - including attendance - required by the instructor. Students who

do not maintain these standards will not be awarded audit recognition.A full-time student enrolled at Wilkes University is permitted to audit a course free of charge with the permission ofthe instructor. Part-time or special students may apply for admission into a course on an audit basis. The charge willbe one-half the normal tuition rate with admission subject to the approval of the instructor.l. Student Disabilities. Students and faculty are required to comply with the ADA policies defined in theundergraduate and graduate student bulletins.6.4 Advisory Proceduresa.Office Hours. Each faculty member will fill out an office hour schedule and return to the department chairperson.Such office hour schedules shall contain at least five hours per week for student consultation. It is expected that eachfaculty member will post a schedule and will be available for consultation with students. It is the responsibility of thefaculty member to be able to give students an analysis of their class work and constructive criticism for improvementif this advice is sought.b. Registration. All undergraduate students will see their faculty advisor within the period of time specified by theRegistrar to select courses for the next semester. This registration is binding on the students, except in the case ofdismissal or failure in courses or upon notification of change by the advisor.c. Counseling. The responsibility for the personal, non-academic counseling program centers in the office of theDean of Student Affairs, but the work of academic counseling rests with members of the faculty. Therefore, thesuccessful adjustment of students to the University, the solution of their individual problems, and the formulation ofplans for each student depend upon the understanding and confidence by students and faculty. Without thisconfidence needed information will be concealed and the effectiveness of the counseling reduced. Because thiscounseling may determine the future lives of students, care must be taken and emphasis must be placed uponsympathetic understanding by the counselor.It is recommended that faculty members refer students in need of non-academic counseling to the Dean of StudentAffairs. The few guiding principles enumerated below can help make counseling more effective.1. The faculty member must always remember that the purpose of counseling is to assist the student in makingintelligent decisions and plans. In the conference an attempt should be made to draw out the student, not to dominatethe conversation but to guide it.2. Faculty members should know the students before giving any counsel and should familiarize themselves with allsignificant facts pertaining to the students. It is wise counseling to suggest fields in which students' chances ofsuccess are greatest rather than to discourage them by indicating that they do not have the ability to succeed.3. Faculty members should assist in determining the steps to be taken by the student. This must include the scholasticprogram and all training or experience required to attain the selected objective. Outline a plan for the individual andbe sure each step of the plan is clear. The student should be appraised of requirements that must be satisfied inattaining the selected objective. This should include scholastic background, scholastic aptitude, interests, time, andmonetary requirements. The faculty member should help the student determine the educational vocational objectivesof the individual. Alternate objectives and plans should be considered when there is the slightest uncertainty in themind of the student or the counselor as to the suitability of the selected objective.4. A constructive end should result from every conference or at least from every series of conferences. It is theresponsibility of the faculty member to leave the individual with a positive feeling of attaining some success in thechosen field.5. The orientation schedule for freshmen provides an opportunity for entering students to meet advisors even beforethe academic year begins. This short session should provide the student with the beginning of a relationship thatcould spell success for the student. New students should be interviewed at least twice in each of the first two terms.At mid-semester, if the student indicates a deficiency, the advisor should schedule an extra conference. Advancedstudents should be counseled a minimum of once each semester during the registration periods. Other meetings shallbe at the discretion of the advisor or the request of the advisee.

d. Referral Problems. Professional psychiatric counseling is available when required by students. There are timeswhen faculty should refer certain types of problems to other offices on campus. Such student problems and the officeto which they should be referred are outlined below:1. to Dean of University College/Student Affairs for unusual personality adjustment problems and attendanceproblems;2. to the Registrar for change of schedules after registration.e. Records. Effective counseling requires a full understanding of the undergraduate student's problems and needs.To provide the necessary information three cumulative records are maintained. One is kept in the office of the Deanof Student Affairs, one by the Registrar and the other in the office of the faculty advisor. The faculty member shouldrecord significant facts and observations on the yellow cumulative records after each interview, as the effectiveness oflater counseling will depend upon the adequacy and character of these observations. The usefulness of the recordsdepends upon their completeness and accuracy.h. Confidentiality of Student Records - The Family Education Rights & Privacy Act of 1974. Faculty arerequired to comply with the Family Education Rights & Privacy Act of 1974 (FERPA). For more information,consult the Students Rights & Regulations section of the Student Handbook, available on the Portal. For additionalinformation, contact the Provost’s Office, Registrar, or Dean of Student Affairs.6.5 Miscellaneous University Policiesa. Attendance at Spring Commencement. All faculty members, except those granted exemptions by the Provost,are expected to appear in academic regalia at the Spring Commencement. Requests to be absent must be submitted inwriting to the Provost.b. Solicitation. It is the policy of the University not to give any business firms or individuals any list of students orfaculty members for the purposes of solicitation or business.c. Activities Advisors. Advisors to clubs and organizations on the campus are assigned by the appropriateadministrative official. For information involving club advising, please refer to the Club Advisors Manual on thePortal.6-6 GRADESFaculty are required to assign grades and record absences in accordance with University policies and practicesarticulated in the Graduate and Undergraduate Student Bulletins and Handbooks. Student bulletins and the StudentHandbook are available on the Portal.6.7 Faculty Files Policy6.7.1 Files Maintaineda. Provost Office(1) Correspondence Folder(a) Correspondence involving Provost and President, etc. (right side.)(b) Identifying Data (left side), Vitae, Transcripts (official), Key Dates List (top sheet.)(c) Letters of Recommendation (center.)(2) Confidential Materials Folder(a) Contracts/Employment Data(b) Departmental Reports/Recommendations on Tenure and/or Promotion (past)(c) Chairperson's/Dean's Recommendations on Tenure and/or Promotion (past), or Reappointment, etc.(d) Tenure and Promotions Committee Reports/Recommendations (past.)(e) Peer Review Committee Reports (past.)(f) Next of Kin Notification Formb. Unit Dean's Office

(1) Faculty Folder(a) Annual Evaluations of Faculty Member(b) Annual Self-Evaluation of Faculty(c) Other Evaluative Materials(d) Correspondence, Memos(e) Chairs Only - Summary Information on Departmental Evaluation of Chairs(2) Dean's Confidential Folder(a) Department Personnel Committee Reports(b) Department Chairpersons Recommendations on Tenure, Promotion, Reappointment, etc.c. Department Chairperson's File(a) Annual Self-Evaluations(b) Annual Evaluations of Faculty (copy signed by faculty member)(c) Classroom Visitation Reports(d) Correspondence, Memos(e) Syllabi, as appropriate(f) Copies of Exams, as appropriated. Payroll File(a) Location - Human Resources Development Office(b) Contents - Payroll/Contracts Datae. Statistical Data on Teaching6.7.2 Accessa. Faculty member has inspection access to any file, with three days notice to file holder. Faculty member does nothave access to Letters of Recommendation which were submitted on an appropriately confidential basis. Such lettersare removed from file (6-6-1 a. 1) c) ) prior to faculty member's inspection of the file.b. Administrative Evaluators (President, Provost, Dean of Unit, and Department Chairperson) have access to all filesfor personnel who report to them directly or indirectly.

c. Tenure and Promotions Committee Members have access to all files of candidates for promotion or tenure, exceptConfidential Files (see sections 5.8, 5.9 & 5.10). The Dean and Provost shall declare medical, legal, or personaldocuments confidential and thus unavailable to TAP or the corresponding DPC.6.8 Faculty Development Support6.8.1 Departmental FundsIn order for faculty members to retain vitality and creative interest in their field and to remain aware of developmentsin their disciplines, faculty development activities, including but not limited to periodic attendance at regional ornational meetings constitute important professional duties. The University assists faculty members by providing perperson allocations in the department budgets for faculty development. These funds are intended to encourageattendance at conferences or other faculty development activities by defraying the costs involved. Chairpersons haveresponsibility for an effective distribution of the department allocations.6.8.2 Professional MeetingsFaculty are also encouraged to participate in professional meetings by presenting papers, chairing sessions, andparticipating in governance of professional societies. Faculty members attending meetings with support fromUniversity funds are expected to report to their department colleagues the significant contributions of the conference.The University will attempt to provide support to supplement departmental funds through grants awarded by theFaculty Development Committee (see section 4.3.10.f), and through funds in the office of the appropriate dean.Faculty members who apply for assistance should do so prior to the conference in which they will participate. Facultyshould apply first to the Faculty Development Committee, which will determine the amount of support available fromits resources. Activities supported by the Faculty Development Committee, and instructions for preparing grantproposals, are provided on the Faculty Development Committee website. If additional support is needed, facultyshould apply to the unit dean, who will determine the amount of additional support which can be granted. Facultywho receive support are required to provide documentation of expenses. It should be clearly understood that the fundsto support participation in professional meetings are limited. Only rarely will the University be able to cover allexpenses. Additionally, it must be noted that when the budget is exhausted, it will not be possible to honor requestsfor support.6.8.3 Grants for Study and ResearchTo encourage independent study by faculty members and administrators, a number of study grants for professionalpersonnel of the University are available through the Provost. The grants must be justified by their value to theindividual and their significance to the University. The number of grants must necessarily be limited by the ability ofthe University to support them. All completed applications must be submitted to the office of the Provost through theappropriate dean. The University believes that course work undertaken by an individual toward the attainment of anadvanced degree is the responsibility of the individual.The Faculty Development Committee (see section 4.3.10.f) provides funds on a competitive basis to support research,teaching development and other worthy faculty development projects. Activities supported by the FDC, andinstructions for preparing Type I grant proposals, are provided on the Faculty Development Committee website. Ifadditional support is needed, faculty should apply to the unit dean, who will determine the amount of additionalsupport which can be granted. Faculty who receive support are required to provide documentation of expenses.

CHAPTER 7: COMPENSATION OF FACULTY7.1 Salary Payment ProceduresSalaries are paid in twenty-four (24) biweekly installments over 12 months (24 pay periods). Arrangements fordirect deposit of paychecks may be made with the Payroll Office.7.2 Compensation PolicyFaculty compensation is governed by the University’s policy on compensation of employees. The University’sCompensation Policy may be accessed through the University Portal.