MINUTES OF THE FACULTY HANDBOOK REVISION COMMITTEE

Tuesday June 17, 2008

Mason Hall, room D1; 12:30 – 3:30 p.m.

 

Present: Kevin Avruch, Associate Director and Professor of Conflict Resolution, Institute for Conflict Analysis and Resolution; Lorraine Brown, Professor of English, College of Humanities and Social Sciences; Rick Coffinberger, Associate Professor of Business and Legal Studies, School of Management. Chair. Martin Ford, Senior Associate Dean, College of Education and Human Development;. Dave Harr, Senior Associate Dean, School of Management; Suzanne Slayden, Associate Professor of Chemistry and Biochemistry, College of Science.

 

Discussion:  External Review Process

·        To schedule three forums (one per campus) in mid-September – early October. 

·        Special Faculty Senate meeting to consider revised Handbook in its entirety – October 15, 2008

·        To email draft text of Handbook revisions three weeks ahead of forums/FS meeting.

·        Key to make process clear to all parties. 

·        To collect inputs received from Handbook Forums; committee to meet to consider as soon as possible after Forums completed – or by late September if one forum takes place in early October. After consideration of suggested revisions, to present to Faculty Senate in its entirety at October meeting.

·        To find a way to systematically respond to comments/suggestions received and outcome.  To use a form letter acknowledging receipt of comments.  To communicate results of decisions made in FHC Minutes posted; respond to individual suggestions/comments as needed.

·        Important that all members of FHC, whether instructional or administrative faculty, be acknowledged for their contributions and expertise.

 

Discussion:  Presentation to the BOV

·        Assuming Handbook receives endorsement by Faculty Senate and administration, then presented to BOV.

·        BOV will at least want some information re process, endorsement by entities, significant changes.

·        We may need to meet with Rector Volgenau and/or the Executive Committee of the BOV before presentation to the full Board.

·        Two-page Executive Summary of major/significant changes; drafted from earlier version to Provost.

 

Revisions:  Preface to the 2009 edition: page 1 of 2:

 

The 2009 1994  edition of the GMU Faculty Handbook becomes effective on July 1, 2009  1994. It defines and describes the conditions of full-time instructional, research, and clinical faculty employment; the structures and processes through which the faculty participates in institutional decision-making and governance; and the academic policies of the University as established by its Board of Visitors.

 

The Faculty Handbook is a contractual document, binding on the University and on individual faculty members. Insofar as applicable, its provisions are incorporated by reference in all faculty employment contracts. Faculty and academic administrators are expected to read the Faculty Handbook and to be familiar with its contents provisions.

 

Revisions Amendments to the Handbook may be proposed by any parties who have participated in its adoption: the Board of Visitors; the Faculty Senate, acting on behalf of the General Faculty; and the central administration. If a proposal to amend the Handbook originates with the Board or the central administration, the Board of Visitors, through the President, will notify the Faculty Senate of the proposed amendment and will ask the advice of the Senate at least twenty-one days before the Board acts on any such amendment. Senate representatives and other appropriate faculty will be given an opportunity to appear before the Board or the appropriate committee of the Board to explain the faculty position.

Proposals to revise the Handbook originating from any of these entities will be considered by a joint committee of the faculty and the central administration consisting of three faculty appointed by the Faculty Senate, at least one of whom must be a Faculty Senator, and two administrators appointed by the Provost.  The chair of the Faculty Senate appoints the committee chair from the three faculty members.  However, it is not necessary to convene a committee for the following cases:

·        Revisions proposed and approved by the Faculty Senate, and approved by the Provost;

·        Revisions proposed by the central administration, and submitted to and approved by the Faculty Senate.

All revisions amendments, however,require the formal approval of the Board of Visitors. Each revision such amendment shall be incorporated, as of the effective date fixed by the Board, in all existing and future faculty employment contracts, whether with or without term, except that no revision such amendment shall operate retroactively to change materially the substantive rights of any faculty member. For example, the conditions of employment governed by the Handbook may be changed prospectively and criteria for tenure may be changed for faculty who have not been awarded tenure but may not be changed for faculty already tenured. Where no effective date is fixed for a revision an amendment, it shall become effective on July 1st following its approval by the BOV at the end of the academic year in which it is enacted.

(end page 1 of 2)

·        Addition of full-time instructional, research, and clinical faculty – cannot say “term”, as includes administrative/professional faculty also. 

·        To change charge of Senate O&O (Organization and Operations) Committee to include revision and automatically provide one member to the review committee. 

·        “amend” changed to “revise” in several places; “revision” replaced by “amendment” in several places.

·        Inclusion of July 1st as effective date of revision following change(s) approval by the BOV in absence of other defined date.

·        Chair of the Faculty Senate appoints committee chair from among three faculty members.

 

1.1.  The Rector and Board of Visitors – 2009 Revision

 

Responsibility for the governance of George Mason University is vested by the laws of the Commonwealth of Virginia in the Rector and Board of Visitors. Members of the Board of Visitors are appointed by the Governor of the Commonwealth to serve fixed terms of four years. The Rector is a member of the Board, elected by the Board to serve as its chair.

 

Without limiting the generality of its powers, the Board of Visitors exercises its authority principally in policy-making and oversight.  With the exception of meetings convened in executive session, meetings of the Board of Visitors and its committees are open to the public.  The Board recognizes as official observers three senators appointed by the chair of the Faculty Senate to be its liaison representatives. These senators receive notices of Board meetings, agendas, and other documents concerning business to be considered by the Board, and report regularly to the Senate about Board meetings. The voting membership of the General Faculty (see Section 1.3.1) shall elect a non-voting representative to the following committees of the Board: the Equity and Diversity Committee, Faculty and Academic Standards Committee, Finance and Resource Development Committee, Land Use and Physical Facilities Committee, and University Life Committee.  To accomplish this, the Faculty Senate shall conduct bi-annual elections.  The candidates will come from the voting membership of the General Faculty.  The Faculty Senate will notify the Rector of the outcome of the election.  A separate faculty member may be selected by the Board to serve as a nonvoting, faculty liaison to the Audit Committee.  The chair of the Faculty Senate sits as a non-voting member of the full Board.  No faculty member may serve concurrently on more than one committee.   No faculty member can serve more than two consecutive 2-year terms, although subsequent reelection is permitted. 

 

·        add “by the Board” to second paragraph sentence so it now reads:    “A separate faculty member may be selected by the Board to serve as a nonvoting, faculty liaison to the Audit Committee.”

 

1.2.1 The President – 2009 Revision

 

The Board of Visitors appoints elects the President of the University, who serves at its pleasure. The President is the chief executive officer of the University and reports to the Rector and Board of Visitors. As chief executive officer, the President is charged with carrying out the policies of the Board and providing leadership to of the University's faculty, staff, and students in achieving major objectives. Within guidelines established by the laws of the Commonwealth of Virginia and the Board of Visitors, the President is in charge of day-to-day administration and operation of the University.

·        President appointed, not elected by BOV.

 

1.2.2 The Provost – 2009 Revision

 

The Executive Vice President for Academic Affairs and Provost (hereafter abbreviated as Provost) is the chief academic officer of the University and is responsible for all educational matters. The Provost is appointed by the President and serves at the President's pleasure.

·        Retain Provost title as written – if he wishes to change it, he will.

1.2.5 Faculty Participation in the Selection of Certain Members of the Central Administration – 2009 Revision

The faculty plays a vital role in the appointment and reappointment of senior academic administrators and other leadership positions related to the academic mission of the university.

The Board of Visitors provides for the participation on presidential search and reappointment committees by of faculty who are elected by the General Faculty. The search and selection process includes opportunities for the General Faculty to meet with candidates who are finalists for the presidency.

 

The President provides for faculty participation on search and reappointment committees for a Provost by faculty who are peer-elected by the General Faculty. also serve on search committees for a new Provost. Here, too, The search and selection process includes opportunities for the General Faculty to meet with finalist candidates who are finalists for the Provost position.

 

The Provost provides for participation on search and reappointment committees for college, school, or institute The appointment of collegiate deans and directors by faculty who are elected from and by the faculty of the college, school, or institute in which the appointment will occur is likewise preceded by a search and selection process in which peer-elected faculty of the college or school participate.  The search and selection process includes opportunities for the college, collegiate school, or institute faculty to meet with finalist candidates who are finalists for the position.

 

The Faculty Senate will assist in conducting elections by the General Faculty.

 

·        New first paragraph adapted from Section 1.3, moved here; faculty play an important role in search and reappointment processes for the President, Provost, and deans and directors.

·        In penultimate year of contract, formal review by deans and directors of President/Provost.  

·        Not a search committee in effect, but more like a subcommittee.  This does not change procedures – if there will be no reappointment committee, no obligation.

1.3 Faculty Organization – 2009 Revision

The faculty conducts its work business and participates in institutional governance at the University level, the college, school, or institute level, and the level of the local academic unit (defined in Section 1.3.4). The faculty is organized accordingly, to provide for the exercise of its responsibilities at all three levels, as described in Sections 1.3.1 through 1.3.6 below. In accordance with the best traditions of American universities, the faculty plays a primary role in two types of determinations: (i)the University's academic offerings; and (ii)faculty personnel actions. The faculty also plays a vital role in academic organization and institutional change. Faculty participation in the decision-making process in these two areas is described in Chapter II of this Handbook.

·        New first paragraph in Section 1.2.5 adapted and moved from earlier revision of Section 1.3.

1.3.1 The General Faculty – 2009 Revision

The General Faculty is responsible for faculty participates in governance at the university level. All members of the University's teaching and research community may attend meetings of the General Faculty and participate in the debate of matters that come before it. The voting membership of the General Faculty consists of all full-time tenured, tenure-track, and term tenured and probationary faculty and professional librarians.

 

Without relinquishing the generality of its powers, the General Faculty delegates by Charter to the Faculty Senate the responsibility for participation in governance at the university level (see Appendix B, Charter of the Faculty Senate).

 

The General Faculty is required to meet at least once each semester. Meetings are scheduled by the President of the University, who serves as presiding officer. Additional meetings may be scheduled at the President's discretion. If at least 10% of the voting membership petitions for a called meeting of the General Faculty, the President is obliged to schedule it within thirty days, or within ten days if the purpose of the call is to modify the authority the General Faculty has granted the Faculty Senate, or to reverse specific decisions of the Senate, or to amend the Senate charter.

·        Addition of “by Charter

·        Deletion of reference to Appendix B.

1.3.2 The Faculty Senate – 2009 Revision

Under powers delegated to it by the General Faculty, the Faculty Senate is the principal faculty advisory body to the President. It has particular responsibility for the formulation of university-wide academic policies and is the principal voice of the faculty in matters affecting the faculty generally. It advises the President and other members of the central administration concerning matters that affect the welfare of the University as a whole.

 

The principal function of the Faculty Senate is to represent the faculty on all academic and governance issues not internal to any single school, college, or institute. This includes, but is not limited to, curricular matters, matters concerning terms and conditions of faculty employment, and matters of academic organization and institutional change. In these matters, the Provost and Senate will consult during the process of planning and implementing changes. To ensure timely consultation about these and other matters, the Provost meets regularly monthly with the Senate's executive committee. Meetings with the President and/or other members of the central administration occur as needed.

 

The Senate meets at least monthly during the fall and spring semesters. Meetings of the Senate are open to all members of the university community, who may speak to any item of business on the agenda. Only members of the Senate, however, may introduce motions and vote. The Faculty Senate deliberates in a respectful and open manner, consistent with existing principles of university discourse.

 

Three members of the Senate are appointed by its chair to serve as liaison representatives to the Board of Visitors. They regularly attend meetings of the Board and its committees and report to the Senate about them.

 

·         replaced “positive” with “respectful in last paragraph.

1.3.3 Colleges and Schools – 2009 Revision

The schools and colleges of the University are communities of teaching, learning, research and scholarship, and service established by the faculty and administration and approved by the Board of Visitors. They house faculties and programs representing shared educational interests, and may or may not be sub- divided into departments. Colleges may also be subdivided into schools.

 

As an organizational unit the college or school meets four functional criteria: (i) it has a tenured and tenure-track probationary faculty directly and specifically appointed to it or to its departments by the Board of Visitors; (ii) its faculty establishes degree requirements; authorizes the conferral of degrees; proposes, reviews and approves courses and programs; actively participates in decisions concerning the creation, reorganization and dissolution of units within the college or school; and plays a key role in faculty personnel actions such as hiring, promotion, and entenurement; (iii) it has an instructional budget that includes FTE-funds for the payment of its faculty's salaries as well as funds for goods and services in support of its programs; and (iv) its chief administrative officer is a dean who reports directly to the Provost.

 

The faculties of schools and colleges define their own voting membership. Together with their deans, they determine the processes and procedures of governance they will employ, but all schools and colleges, and if so sub-divided, their departments, must act within the following guidelines, which prescribe that they

a.      operate in a democratic manner and in accordance with the best traditions of the academic profession;

b.      adopt bylaws or standing rules that are made available to all members and that undergo periodic review;

c.       meet often enough to assure good communication and the timely conduct of business;

d.      hold meetings that follow an agenda distributed in advance;

e.       record the proceedings of the meetings in minutes that are distributed to and approved by the faculty.

·        addition of “research and” before scholarship in first sentence.

1.3.54.3 Academic Departments – 2009 Revision

In such schools, colleges, and institutes as may be subdivided administratively to reflect disciplinary differences and intellectual traditions, the academic department is the local unit of faculty organization. Departments are established to carry on programs of instruction, research and scholarship, and public service in particular fields of knowledge. Accordingly, they are organized on the basis of disciplines or fields of study.

 

Departmental faculties determine their own voting membership. Together with their chairs, they determine the processes and procedures of governance they will employ, but all departments must act within the guidelines listed in Section 1.3.3.

·        addition of “and scholarship” after research in second sentence.

1.3.54.3 Academic Departments – 2009 Revision

In such schools, and colleges, and institutes as may be subdivided administratively to reflect disciplinary differences and intellectual traditions, the academic department is the local unit of faculty organization. Departments are established to carry on programs of instruction, research and scholarship, and public service in particular fields of knowledge. Accordingly, they are organized on the basis of disciplines or fields of study.

 

Departmental faculties determine their own voting membership. Together with their chairs, they determine the processes and procedures of governance they will employ, but all departments must act within the guidelines listed in Section 1.3.3.

·        addition of “and scholarship” after “research” in second sentence.

1.3.10 .7Centers – 2009 Revision

A center is a unit of the University intended to advance the University's mission of research and/or public service. Normally housed within a department, college/school or academic institute, a center does not develop or administer academic degree programs, nor does it possess instructional faculty appointed to primary affiliation with it. From time to time, centers with large grants or contracts may require the presence of research, clinical, and/or professional faculty whose affiliation with the center is coterminous with the life of the grant or contract. Faculty appointed to a center under externally funded grants or contracts may not receive tenure-track probationary or tenured appointments through the center. A center is chartered for a specific period of time by the Provost and the President on the recommendation of appropriate faculty and dean(s) or institute director(s). Renewal of a charter, when called for, is subject to favorable review of a center's performance and accomplishments. For information regarding Center rechartering, see www.gmu.edu/departments/provost/documents/recharter.doc .

 

A center is administered by a director who is appointed for a fixed term by the local unit administrator of the unit within which the center is housed. Whenever possible, centers are expected to derive most of their operating budgets from a source or sources other than state appropriations.

·        addition of “clinical

 

2.1 Definition of the Faculty: Types of Appointments

This section defines the faculty and the various types of faculty appointment at George Mason University.

 

2.1.1 Tenured Appointment – 2009 Revision

 

Although the word "tenure" does not appear in the Code of Virginia, the University grants "election without term." This status is the contractual equivalent of tenure. The University defines tenure as the right to continued employment unless separated from the University under conditions outlined in Section 2.9 of this document. For the University, tenure is a major safeguard of academic freedom, of the quality of education offered here, and of the continuity and stability of the institution. For the faculty member on whom tenure is conferred, it is a privilege granted by the University to those who have consistently demonstrated their value to the institution over an extended period of time. The appointment issued successively each year to persons elected without term to the faculty of the University by the Board of Visitors.  Faculty on tenured appointments normally hold the rank of Associate Professor or Professor.

 

Tenure, once conferred, resides in the University, and is not affected by the reorganization of academic units. In the event of program discontinuation or financial exigency, the institution will make a good faith effort to protect and retain its tenured faculty members and to provide them with opportunities for professional development and training for other roles in the University.

 

·         This, however, does not imply that the faculty member is automatically entitled to retain tenure even if such an alternate position is found.” consensus to remove because alternate position may be administrative/other position ineligible for tenure. 

 

2.1.2 Tenure-Track Probationary Appointment – 2009 Revision

 

This is an instructional faculty appointment for a fixed term in which service is applied to consideration for tenure. These appointments are issued for terms of up to three years. The University can, but is not required to, renew such appointments for of additional terms up to a total of six seven years of service (not counting any time period off the tenure clock). An instructional faculty member in the final term of a probationary appointment cannot subsequently be given another probationary appointment but can subsequently be considered for another type of fixed term appointment. Faculty on tenure-track appointments may hold the rank of Assistant Professor, Associate Professor, or Professor. These titles may be modified by the terms Research or Visiting or Clinical or Field. A visiting appointment denotes someone whose appointment is temporary, usually for one academic year. A clinical appointment denotes someone whose major responsibility is to supervise students in clinical instruction, whether within the University or in another setting. A field appointment denotes someone whose major responsibility is to supervise student field work, which may be geographically removed from the University, and who does not normally undertake class responsibilities.

 

 

Faculty in their sixth year of tenure-track service at George Mason University stand for tenure at that time if they wish to retain their position beyond the seventh year (see Section 2.7.2 for policy on notification to faculty terminated for failure to receive tenure). Earlier consideration for a tenured appointment is possible. Experienced faculty hired on tenure-track appointments from other institutions will not normally be expected to serve a six-year tenure-track period, although there is no requirement that they stand for tenure prior to their sixth year of tenure-track service.   Credit toward tenure may be given for prior faculty service at other institutions.  Such credit is manifested through consideration of accomplishments prior to employment at George Mason University, not through a reduction in the available six-year tenure-track period (assuming that the criteria for tenure-track contract renewal are met.

 

·        Seven years corrected to six years in first paragraph – must stand for tenure not later than 6th year.

·        There is no requirement that faculty stand for tenure prior to their sixth year of tenure-track service, although they may choose to do so; new references to  “experienced” faculty- including accomplishments prior to service here. 

·        Reference to exceptions to the tenure clock included.

·        Removal of revised sentence:  An instructional faculty member in the final term of a probationary appointment cannot subsequently be given another probationary appointment but can subsequently be considered for another type of fixed term appointment.because contrary to equity policies – if you compete in an open search and win.

·        A tenure-track faculty member could transfer to a term appointment with Provost’s approval – would have to win search; if failing in tenure-track, Provost likely to say no, but if successful and wishes to change status, Provost may approve. 

·        Not to make language too negative or restrictive; could be interpreted in a way not intended. 

 

2.1.3        Other Types of Full-Time Fixed-Term Appointments

·        After some discussion whether to add modifier “term” to titles listed such as “Research Assistant Professor,” etc. decided to retain as is.  Research and Clinical substantive modifiers. 

·        Important distinctions made between Associate Professor (with tenure) and term Associate Professor in terms of employment; expectations of tenure-line and term faculty vastly different

·        Titles consistent with offer letters; term faculty once described as contract faculty.

 

 

2.1.4 Part-Time Appointment – 2009 Revision

 

Faculty who are appointed to part-time positions with the sole responsibility of covering the teaching and advising responsibilities associated with a specific course (or a set of specified courses) are called adjunct faculty.  Adjunct appointments are for the duration of the assigned course(s).   

 

Faculty who are appointed to part-time positions with assignments that exceeded those associated with adjunct faculty positions are known as part-time term faculty.  Such assignments may include research, service, clinical practice, administrative program development, or instructional responsibilities that go beyond the boundaries of specific courses.  Part-time term faculty positions are governed by the same appointment, rank, and title requirements as full-time term faculty positions.   However, the dean/director is the final approval level for part-time faculty hires, and the maximum length of a part-time term faculty position is one year, with exceptions requiring the approval of the Provost. 

 

Faculty with significant teaching, research, service, or administrative assignments who are not on the University payroll may be designated as affiliate faculty with an appropriate academic rank.  Recommendations for affiliate faculty appointments are initiated by a local academic unit and must be approved by the Provost.

 

Part-time faculty are not considered voting members of the General Faculty and are not covered by the provisions of this Handbook. 

·        Removal of “and instructional revision” after advising in the first line. 

·        Faculty appointments are initiated, not recommended by LAU (para. 3)

·        Dean/Director as final approval for part-time faculty hires. 

 

 

2.1.5 Definition of Primary Affiliation – 2009 Revision

Although tenure resides in the University as a whole (see Section 2.1.1 2.7.3), tenure-track probationary and tenured faculty with the exception of university professors, are appointed directly and specifically to one or more local academic units. Term faculty are also appointed directly and specifically to one or more local academic units.  The status established by such an appointment is called in this document "primary affiliation." Primary affiliation is determined in accordance with procedures described in Sections 2.7 and 2.8.Primary affiliation in one unit does not, however, preclude the possibility of subsequent assignments to part-time or full-time service in to other units. in which a faculty member does not hold an appointment to primary affiliation.

 

An appointment to primary affiliation requires the concurrence of the faculty of the local unit to which the appointment is to be made and may not be transferred from one local academic unit to another except with the concurrence of the faculty of the unit to which a transfer is proposed. 

·        First sentence did not address term faculty.

·        Last sentence removed, redundant.

 

2.1.6 Academic Year Appointments and Fiscal Year Appointments - 2009 Revision to FIG Text.

ACADEMIC YEAR APPOINTMENTS (9 MONTHS)

For administrative purposes, the academic-year for instructional faculty is the 9-month period from August 25 through May 24.  This is the period during which faculty are paid and benefits authorized.  For academic purposes, The Governor’s Consolidated Salary Authorization contractually obligates faculty on 9-month appointments are expected to be available for work approximately two weeks prior to the beginning of classes until two weeks after the end of classes.  Benefits are authorized provided the appointment is for one FTE and more than six months.  Faculty on academic-year appointments who work less than the full 9-month period will be paid the appropriate percentage of the full 9-month salary.  Faculty accrue receive 15 days of sick leave annually.  Annual leave is not authorized for academic year appointments.

FISCAL-YEAR APPOINTMENTS (12-MONTHS)

Faculty who are required to perform duties year round are placed on 12-month or fiscal year appointments for the period June 25 through June 24. These faculty receive 24 days of annual leave and accrue 20 days of sick leave. Annual leave is not authorized for certain 12-month faculty appointments that which are funded through special sponsored programs. Benefits are authorized provided the appointment is for one FTE and more than six months. Faculty on fiscal-year appointments who work less than the full 12-month period will be paid the appropriate percentage of the full 12-month salary.

·        Sick leave accrued not received, on an annual basis. 

·        Discussion whether to remove reference to sick leave as one of many other benefits.  Annual leave is only one difference between 9 month and 12 month faculty.  To retain as informational for 9 month faculty? 

·        Sick leave pooled for 9 month faculty as a whole – not assigned to you until you make a claim on it.

·        When you accrue your maximum number of sick days, you cannot get (any) more; no financial payout (for sick days not used).  Faculty may loan out sick leave days to other people.

·        (For 12 month faculty) Annual leave could be paid out if specified in individual’s offer letter.   

 

2.1.7 Categories of Faculty Employees – 2009 Revision

 

INSTRUCTIONAL/RESEARCH /CLINICAL FACULTY

This category of faculty includes those on contractual appointments who customarily teach, conduct research or engage in clinical practice public service activities as a principal activity. Instructional faculty usually work a 9 or 12 month year and may be full-time (1.0 FTE) or part-time (less than 1.0 FTE).

 

ADMINISTRATIVE/PROFESSIONAL FACULTY Administrative/professional faculty perform work directly related to the administration and support of the educational and general activities of the university as well as activities related to Professional faculty perform professional work in education, research, athletics, student affairs, and development. activities. Administrative/professional faculty are usually on contractual appointments of 12-months duration and may be full-time (1.0 FTE) or part-time (less than 1.0 FTE).

·        Original text based on Faculty Information Guide.

 

2.1.8 6 Faculty With Governance Responsibilities  - 2009 Revision

 

Faculty possess governance responsibilities in local academic units in which they hold primary affiliation and in the larger units of which their local academic units are a part. Local and collegiate units may also choose to extend voting rights to other faculty who are employed in those units. For purposes of participation in governance beyond the local and collegiate levels, the General Faculty is defined in Section 1.3.1. as those persons holding tenured or probationary appointments.

2.2.1 Instructor – 2009 Revision

An instructor holds the Masters degree or equivalent academic and/or professional qualifications and gives promise of excellent teaching.. Instructors do not receive tenure-track probationary appointments; therefore, time spent in this rank is not counted as part of the probationary period for consideration for tenure.

·        To keep job as Instructor, must have high competence, not genuine excellence.

2.2.5 University Professors – 2009 Revision

From time to time the University will encounter opportunities to recognize current members of the faculty or appoint to its faculty women and men of unusually great national or international reputation stature and eminence from the world of national and international achievement. The rank of University Professor is reserved for such eminent individuals. Since the value of these individuals to the University's academic community transcends the boundaries of departments, colleges, schools, and institutes, university professors are appointed as at-large members of the General Faculty. At the discretion of local or collegiate unit faculties, however, university professors may be invited to accept primary affiliation in one or more departments, colleges, schools, and/or institutes. University Professors invariably hold tenured appointments. They are appointed by the President and the Board of Visitors with the advice and consent of a standing an ad hoc faculty committee appointed by the Provost of the President's own choosing..  

 

University Professor appointments are normally reserved for full professors.  The criteria for such appointments include substantial research or scholarship or arts credentials, as appropriate to the discipline.

 

2.2.6 Distinguished Service Professor – 2009 Revision

Distinguished Service Professors are recognized as individuals whose careers have had a major impact on their field or on the university community that goes well beyond ordinary levels of service.  Normally, such individuals are recommended by a dean or director and appointed by the Provost.  Such appointments are normally reserved for full professors.  The criteria should include extraordinary level of impact; sustained contributions to the good of the university and the academic unit, and/or significant contributions to the field that extend beyond the boundaries of the university.  

Adapted from:  Distinguished Service Professors Criteria (3/21/07 Policy)

Distinguished Service Professors should be named by the Provost, either directly or following a recommendation by the dean or director of the unit in which she or he holds academic rank. Since service may take many forms over a long period of time, the Distinguished Service Professorship should be used to recognize individuals whose careers have had a major impact on their field or on the university community that go well beyond the ordinary levels of service. In other words, the intention of this designation is not simply to recognize someone for many years of employment at the university.

 

Criteria for naming someone to this rank are listed below.

 

A.Full Professor

B.Sustained contribution to the good of the university and the academic unit

C.High level service that goes considerably beyond the routine

D.Contributions to the field that extend beyond the boundaries of the university

 

2.2.7 Emeritus Status – 2009 Revision

Upon retirement from George Mason University, full-time tenured Associate professors and Full Professors with ten or more years of continuous academic service may be recommended to the Board of Visitors for election to the honorary rank of Emeritus/Emerita in recognition of outstanding dedication to the university. A letter reviewing the candidate's history of teaching, research and scholarship, and service at GMU is normally initiated by the individual's LAU. The letter is forwarded to the LAU Dean, the Provost and the President for accompanying recommendations.

 

2.2.7 Emeritus Status – 2009 Revision

Upon retirement from George Mason University, full-time tenured Associate professors and Full Professors with ten or more years of continuous academic service may be recommended to the Board of Visitors for election to the honorary rank of Emeritus/Emerita in recognition of outstanding dedication to the university. A letter reviewing the candidate's history of teaching, research and scholarship, and service at GMU Recommendations for this honor are is normally initiated by the individual's LAU peer faculty and. The letter is forwarded to the Board of Visitors like other faculty personnel matters, i.e., with accompanying recommendations from the local unit administrator, the LAU Dean, the Provost and the President for accompanying recommendations.

·        To specify “Full” Professors in first sentence.

 

2.2.7 Affiliate Faculty – 1994 Handbook Text

 

Individuals not on the University payroll who assume significant responsibility for research, clinical or field activities or who perform other services for academic programs, can be designated affiliate faculty with an appropriate academic rank. Appointments of affiliate faculty are recommended by the faculty of the local academic unit or program and by the local unit administrator or program director, and must be approved by the Provost.

·        Delete entire section  - already defined in Section 2.1.4.

 

2.2.8 Administrators Holding Faculty Rank – 2009 Revision to Text in Administrative Faculty Handbook:

C. Faculty Rank

Each person appointed to an administrative/professional faculty position is assigned an academic rank. Initial appointment will normally be at the rank of Instructor. Individuals holding a terminal degree may be appointed at the rank of Assistant Professor. An academic unit and the Provost must confer academic rank beyond Assistant Professor. As exceptions, certain senior administrative positions will be assigned the rank of Associate Professor in keeping with the executive status of their position. Assignment of rank must be in accordance with The Commonwealth of Virginia’s Consolidated Salary Authorization for Faculty Positions in Institutions of Higher Education, 20012002.  (The assignment of rank to administrative/professional faculty does not confer, nor does time assigned to administrative/professional duties contribute to, tenure.)

 

Instructional or research faculty who are appointed to administrative/professional faculty positions, if tenured, retain their tenured positions while so serving. or,

 

If on a tenure track appointment, they may continue in that status while so serving. In that the latter case, the tenure clock may be stopped during the term of the administrative appointment, but must be formally requested in accordance with the guidelines outlined in The Tenure Clock Exceptions to Standard Procedures, available on the Provost Office website. .http://www.gmu.edu/departments/provost/documents/TenClock.doc   .

 

If on a term appointment, the faculty member has no automatic right to return to their previous instructional or research position.    

·        To verify The Commonwealth of Virginia’s Consolidated Salary Authorization …” with Linda Harber, Associate Vice President for Human Resources

·        Removal of “research faculty” in second paragraph as they are not tenured faculty.

 

2.3.1.1 Policies on Recruitment and Appointment of Faculty – 2009 Revision

 

The Board of Visitors has full authority over faculty personnel matters, including the responsibility to approve faculty appointments. To carry out this function effectively, the Board selects a President, who appoints other academic administrators officers. Academic administrators share responsibility with the faculty for ensuring that appropriate qualitative standards are fostered; that equity and due process are the rule; that judgments in the selection, retention, and promotion of faculty are in the best long-term interests of the University; and that affirmative action, equal opportunity, and fair employment practices are followed. (see Appendix A)

 

Initial review and evaluation of qualifications are carried out by peers in the local academic unit to which the candidate is to be appointed. Faculty recommendations for appointment are forwarded to the dean or director of the academic unit in which the appointment is to be made. If concurring with the faculty recommendations, the dean or director will forward them to the Provost and the President.

·        “Officers” used locally.

·        Should dean not agree with faculty search committee recommendation, can stop at that level.

 

The following section was revised and the paragraph sequence reordered; committee to review; to avoid confusion did not reproduce old Handbook text here.

 

2.3.2 Procedures for Recruitment and Appointment of Tenured and Tenure-Track Faculty – 2009 Revision – p. 1 of 2

 

Requests for new faculty appointments to allocated positions normally originate with the local unit administrator, acting upon the recommendation of the unit's faculty. In particular, the administrator seeks the assistance of the faculty in defining the requirements of the position to be filled and the qualifications to be sought in the appointee. Authorization from the appropriate dean/director and the Provost is necessary before a search is initiated to fill a vacancy or a new position. In unusual cases a waiver of the search process may be requested by the local unit administrator, dean, or director (See Section 2.3.1.1).

 

The local academic unit establishes a faculty committee to advise and assist the local unit administrator in carrying out a search. After receiving appropriate training from the Office of Equity and Diversity Services, this committee reviews applicant credentials and makes recommendations regarding potential finalists for the position. All full-time faculty of the local academic unit will be provided with an opportunity to meet with the finalists and offer input to the selection process. The search committee then formulates a recommendation. The local unit administrator transmits all previous recommendations, together with her or his own, to the collegiate dean, director, or to the Provost. The faculty shall be apprised in writing of the local academic unit administrator’s recommendation at the time of its transmittal.

 

Before extending an offer of appointment, the local unit administrator must secure the concurrence of the unit’s faculty, relevant Dean or Director, the Provost, and the Office of Equity and Diversity Services. All written offers of appointment must include the elements specified in the appropriate offer letter template located on the Mason website. 

 

Hires without term require special review as appropriate to local unit in conformance with Section 2.7.3 Procedures for Promotion and Tenure.

 

All full-time faculty receive initial letters of appointment specifying terms of employment and seeking the faculty member’s consent to be governed by the administrative policies and regulations of the University (currently in force and as amended in the future).  Acceptance in writing of these letters constitutes a contract between the University and individual faculty members. Letters of initial appointment for tenure-track faculty also indicate the expiration date of terms of appointment.

 

Noncompetitive or direct hires are hires in which the search process is waived.  When hiring term, tenured, and tenure-track faculty, competitive searches should be used except in very special circumstances.  These circumstances are normally limited to situations (a) when the candidate has already established a national/international reputation, the program has a unique opportunity to hire the targeted candidate, and the area of specialization complements those of faculty already in the program; (b) when the candidate is a spouse or partner of a candidate being hired through formal search procedures and the university is attempting to accommodate her or him; and (c) when an administrator is hired and is considered for acceptance in a specific local academic unit (LAU).  While an administrator is normally hired using a competitive process at the administrative level, this policy applies because s/he is not part of a competitive process at the LAU.  Instructional term faculty may also be hired without a search when classes must be staffed immediately due to unexpected instructional or other needs.  Waiver of a search in this situation is only valid for one year.

 

Faculty in the LAU review the credentials of any individual who is a candidate for a noncompetitive hire using the same procedures as review of competitive hire candidates.  These include at a minimum the opportunity to examine a curriculum vitae, meet with the candidate, attend a job seminar or formal presentation by the candidate and review letters of reference. The appointment process moves forward only when a majority of the LAU faculty who are eligible to vote accept the candidate.

 

·        Some schools had to vote on three strata to comply with letter of current Handbook text.

·        In one school, search committee solicits recommendation of the faculty separate from search committee.

 

Respectfully submitted,

Meg Caniano

Clerk, Faculty Senate