CASA Operating Paper - Faculty | Applied Sciences and Arts | SIU

Southern Illinois University

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Faculty

  1. The Faculty Directory
    A list of the faculty shall be published annually by the Dean or the Dean's designee indicating rank and locus of appointment.
  2. Meetings of the Faculty
    1. Call and Publicity
      1. College-wide meetings of the faculty may be called by the Dean at any time and must be called upon receipt by the Dean of a request signed by at least twenty (20) percent of the tenured/tenure-track Faculty.
      2. The place, time, date, and agenda of such meetings shall be publicized by the Dean at least two weeks in advance by letter, e-mail, or other mechanism. Given extenuating circumstances, the Dean may call for an emergency meeting with 24 hours notice.
      3. At least once each academic year, the faculty shall meet to receive a State-of-the-College report from the Dean. This report should provide information including, but not limited to, current activities and initiatives, goals, a fiscal report, and a statement of recent accomplishments.
    2. Conduct of Meetings
      1. The Dean, or designee of the Dean, shall preside over meeting(s) of the College faculty.
      2. The Dean shall prepare the agenda for the meeting. Any item requested by the Dean, the CASA administrative staff, or ten (10) percent of the tenured/tenure-track Faculty shall be placed on the prepared agenda. Term faculty should forward agenda items to tenured/tenure-track faculty.
      3. The minutes of college-wide meetings of the faculty shall be taken by a recording secretary provided through the Dean's office and such minutes shall be posted in conspicuous places in the School offices for convenient faculty access and/or posted on the College’s listserv within two weeks of such meeting.
      4. Meetings of the faculty shall be open.
      5. Meetings shall be conducted expeditiously. If however, there is an objection from the floor, that objection will be discussed and if not resolved within a reasonable time, a subsequent meeting of all interested parties will be scheduled.
    3. Voting by the Faculty
      1. All Faculty voting shall be conducted by one of three ways: 1) secret mail ballot; 2) ballots picked up, marked and deposited in the Dean’s office, 3) ballots distributed at a faculty meeting, marked and forwarded for counting. For each of the three ways, ballots will be counted by a Faculty Senator and a Faculty Association representative.
      2. Such actions require approval of the majority (51%) of the Faculty whose ballot is returned by the required date on the ballot. Results of the voting shall be reported to the faculty by the Dean.
  3. Evaluation/ Review of Faculty
    1. General
      1. Directors, will recognize, encourage, and reward the academic excellence of its Faculty through an established performance evaluation/review process. The performance evaluation/review will reflect the University=s guidelines regarding teaching, research/creative activity, and service, and specifically recognize the individual Faculty member=s performance in those duties as assigned by the School Director.
      2. The evaluation/review process will be developed and refined at the School level by the Faculty and the School Director. This annual evaluation/review is the basis for merit pay (if available that year) as well as tenure and promotion considerations. Progress toward tenure and/or promotion for tenure-track Faculty and tenured Assistant and Associate Professors must be included in the annual evaluation/review.
      3. Types of instruments that may be used in the annual evaluation/review of Faculty may include but are not limited to:
        1. Annual performance evaluations/review completed by the Director;
        2. Teaching evaluations completed by the students;
        3. Peer evaluations completed by tenured Faculty;
        4. Assessments of research and service.
      4. The written annual evaluation/review submitted to the Dean shall be provided to the Faculty member and discussed by the School Director, the Dean and the Faculty member prior to formal submission to the Dean. In the event of a disagreement, the Faculty member will have the right to attach other materials to be used in the evaluation.
    2. Evaluation for Merit Salary Increase
      1. Merit salary increases recognize, distinguish among, and reward Faculty for their achievements in the areas of teaching, research/creative activity and professional service.
      2. The criteria and procedures for merit salary increases shall be determined by the Schools. These guidelines shall include criteria and procedures to be used in evaluating Faculty teaching, research/creative activity, and professional service contributions and the performance of other assigned duties.
      3. Written guidelines for merit salary increases shall be adopted by the School Faculty. These guidelines shall be administered in such a way as to maintain the academic freedom as defined in the Faculty Association contract of individual tenured/tenure-track Faculty and shall reflect their assignments.
    3. Evaluations for Tenure and Promotion
      1. The established evaluation process will reflect the University=s guidelines of the SIU Board of Trustees 2 Policies C. (also printed in the University=s Employees Handbook, Promotion, Policies and Procedures for Faculty, pages 60-74) regarding teaching, research/ creative activity, and service and it will follow the Tenure and Promotion Guidelines and procedures of the School of which the candidate is a member.
      2. Tenure and promotion dossiers are received by the Dean by a date specified by the Dean.
      3. The College’s Tenure and Promotion committee reviews dossiers of all candidates for tenure and/or promotion following the criteria in the candidate=s School Operating Paper Guidelines along with established College and University guidelines and makes its recommendation to the Dean. The committee is comprised of tenured faculty within the College holding a minimum rank of associate professor. All members will review and vote on candidates applying for tenure. Only members holding a rank equal to or higher than that being applied for, by the candidate, will vote on that candidate=s promotion. Should there not be at least three faculty in rank to review a candidate’s dossier for professor, the Dean will appoint additional faculty at the appropriate rank from within the College first and then from outside the College.
      4. Upon receiving recommendations from the members of the Committee, and after careful consideration of all evidence pertinent to the various candidates, the Dean will make recommendations to the Provost and Vice Chancellor. At that time the Dean will communicate the committee=s recommendation and the Dean=s recommendation to the candidate and the School Director.
      5. Each candidate and the Director of that candidate’s School shall receive a copy of the Dean=s letter of recommendation subsequent to forwarding it to the Provost and Vice Chancellor. If the candidate chooses, she or he may submit a rebuttal. Each candidate and School Director shall be informed by the Dean of any information the Dean receives pertaining to the pending decision.
      6. When a decision by the Provost and Vice Chancellor has been made, all details pertaining to that decision will be communicated to the candidate, School Director, and Dean by the Provost and Vice Chancellor.
In the event of a negative tenure and/or promotion decision, the appeal and grievance procedures will be explained to the candidate by the School Director. The grievance procedures are delineated in the Agreement between the Board of Trustees of SIUC and the SIUC Faculty Association and in the current SIUC Employees Handbook.