( ( ( FACULTY HANDBOOK MICHIGAN STATE UNIVERSITY East Lansing ( ( ( I ( ( ( FACULTY HANDBOOK MICHIGAN ST A TE UNIVERSITY MSU IS AN AFFIRMATIVE ACTION/EQUAL OPPORTUNITY INSTITUTION ( ( ( TABLE OF CONTENTS ( I. II. 111. ( IV. ( INTRODUCTION 1. 2. 3. 4. . . . . . . . . . . . . . . . . . . . . . . Foreword Disclaimer Services and Opportunities Mission Statement 1 . . . . . . . . . . . . . . . . . . . . . 2 . . . . . . . . . . 3 . . . . . . . . . . . . . . . . 5 ORGANIZATION 1. 2. 3. . . . . . . . . . . . . . . . . 9 Board of Trustees Administrative/ Academic Organization . . . 9 Academic Governance . . . . . . . . . . . . . . 9 9 10 . . . . . . . . . . . . . . . . . Preamble The Faculty . . . . . . . . . . . . . . . Student Participation in Academic Governance . . . . . . . . . . . . . . . Academic Senate . Academic Council . . . . . . . . . . . . . 11 11 12 . . . . . UNIVERSITY POLICIES 1. 2. 3. 4. 5. 6. 7. Equal Opportunity and Non-Discrimination 15 Academic Freedom . . . . . . . . . . . . . . . 16 17 Holidays . . . . . . . . : ... , . . . . . . . . . . Employment of Relatives . . . . . . . . . . . 18 18 Indemnification . . . . . . . . . . . . . . . . . Risk Management and Quality Assurance 19 Advertising or Endorsement of Commercial 19 Products . . . . . . . . . . . . . . . . . . . . . . 21 Borrowing University Equipment . . . . . . Buildings 21 . . . . . . . . . . . . . . . . . . . . . Questionnaires . . . . . . . . . . . . . . . . . . 22 . . . . . . . . . . . . . 22 Solicitation of Funds Moving Expenses 22 22a University Travel . . . . . . . . . . . . . . . . . . . . 8. 9. 10. 11. 12. 13. ACADEMIC PERSONNEL POLICIES 1. 2. Appointment Basis . . . . . . . . . . . . . . . 23 Basic Employment Commitment on an Academic Year Basis . . . . . . . . . . . . . 23 Temporary Appointment . . . . . . . . . . . . 25 Summer Session . . . . . . . . . . . . . . . . 26 Adjunct and Clinical Appointment . . . . . 27 31 Emeritus . . . . . . . . . . . . . . . . . . 3. 4. 5. 6. i Feb. '88 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. ( ( 51 . . 48 47 . . . . . . 47a and . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical Examination . . . . . . . Payroll Procedures Jury Duty . . . . Identification Cards Faculty Rights and Responsibilities Tenure System 31 31 32 . . . . . . . . . . . . . . 33 . . . 33 . . . . . . . . . . . . . . . 43 . . . . . . . . 43 . . . . Granting Tenure Operating Principles . . . . . . . . . . . . 45 Amendments to the Tenure Rules . . . 46 Tenure Action and Promotion . . . . . 46 College Level Reappointment, Tenure and Promotion Committees . . . . . . Guidelines for Academic Unit Peer Review Committee Composition and External Guidelines . . . . . . . . . . . Appointment, Reappointment, Tenure Promotion Recommendations . . . . . Non-Tenured Faculty in the Tenure System Faculty Career Advancement and Professional Development: A Special Affirmative Action Responsibility 53 Dismissal of Tenured Faculty for Cause54 Long-Term Disability . . 61 Receipt of Qualifying Degree as a Condition of Appointment in the Tenure System Faculty Status: Reserved for Appointments in Primary Academic Units of the University . . . . . . . . . . . . . . 67 Librarian Continuous Appointment System 69 71 Specialists Interim Faculty Grievance Procedure 72 . . . . . . . . . . . . . . 85 Leaves of Absence . . . . . . . . . . . . . . . . . . 85 . . . . . . . . . . . . . . . . . 89 . . . . . . . . . . . . . . . . . . . . 65 Sabbatical Without Pay Continuation of Fringe Benefits for Faculty on Leave of Absence No Pay Status to Receive Prestigious Awards, Fellowships and/or Special Assignment Opportunities Military . . . Medical Vacation . . . . . . . . . . 93 . . . . . . . . . . . . . . . . . 95 Bridging Breaks in Service . . . . . . . . . . 96 Retirement . . . . . . . . . . 97 . . . . . . . . . . . . . . . . . . . 98a Credit for Past Service . . . . . . . . . . . . 99 Resignation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 90 . . . . . . . . . . . . . . . . . 92a ( Feb. '88 i i 21. 22. 23. 24. ( Participation in Partisan Political Activities 99 Study at MSU by Faculty Members· . . . 100 . . . . . . . . . . . . . 101 Course Fee Courtesy 102 Faculty Awards 102 103 Distinguished Faculty Awards MSU Teacher-Scholar Awards MSU Excellence-In-Teaching Citations for Graduate Teaching Assistants . . 103 . . . . . . . . . . . . . . . . . . . . 25. Administrative Assignment . . . . . . . . . . . . . . Faculty and Student Participation in the Selection of Specified University Level Administrators Salary, Appointment, and Faculty Status of Faculty Members Who Assume Administrative Responsibilities Annual Evaluation of Chairpersons/Directors . . . . . . . . . . 112 104 107 26. 27. 28. 29. Extension, Medical Care and Other Faculty Service Activities · . . . . . . . . . . . . . . . 112 Additional Work for Pay . . . . . . . . . . . 113 Medical Service Plan for Colleges of Human Medicine and Osteopathic Medicine116 . . . . . . . . . . . . . . . . . . 117 Overload Pay ( v. VI. ( INSTRUCTION 1. 2. 3. 118 118 General Statement ... ......... Abrogation of Faculty Responsibility Academic Advisement, Enrollment, Registration, and Counseling ..... 119 . ............. 120 Academic Apparel Academic Program . ............. 120 Code of Teaching Responsibility . .... 121 . .... 123 Participation in Commencement Religious Holidays . ............. 124 Rights of Students to Receive Instruction 124 Student Instructional Rating System 125 Threats to a Faculty Member .. . . . . . 128 4. 5. 6. 7. 8. 9. 10. 11. RESEARCH AND CREATIVE ENDEAVOR 1. 2. General Statement ......... . . . . . 129 Sponsored Research and Creative Endeavor .................... 129 Conflict Situations .............. 132 Interim Guidelines for Potential Conflicts of Interest in Academic Areas of the University .. . ............ 3. 4. 136 iii Feb. '88 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. . . . . 140 140 140 141 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Facilitation of Research and Creative Efforts . . Office of Research Development All-University Research Funding MSU Foundation Office of Contract and Grant 142 . . . . . . . . . . . . . . . Administration Regulatory Guidelines for Research . . . 142 Radiation, Biological and Chemical HazardS142 . . . . . . 145 Protection of Human Subjects . . . . . . . 146 Use of Animals in Research 147 . . . . . . . . . . . . . . . . . . . Patents 148 Textbook Publication . . . . . . . . . . . . 148 Development of Instructional Materials VII. FACULTY AND ACADEMIC STAFF RETIREMENT 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. AND BENEFIT PROGRAMS . . . . . . . . . . . . . . . . . . Overview Automatic Benefits . . . . . . . . . . . Optional Benefits . . . . . . . . . . . . . . . . . . . . . . . Retirement Programs 157 157 157 157 Full-Time Equivalent (FTE) Service Months158 159 Dental (Full-time) . . . . . . . . . . . . . . . 160 . . . . . . . . . . . . . . . . Expanded Life Long-Term Disability 160 . . . . . . . . . . . . Social Security . . . . . . . . . . . . . . . . . 161 Travel Accident . . . . . . . . . . . . . . . . . 161 Workers' Compensation . . . . . . . . . . . 161a Unemployment Compensation . . . . . . . 161a 162 Accidental Death and Dismemberment 162 Employee-Paid Life 163 Health Care . . 164 165 Dental (Part-time) . . . . . . . . . . . . . . . 166a 167 Retirement Plans 167 169 169 170 170 170 Termination . . . . . . . . . . . . . . . . . . 171 Death . . . . . . . . . . . . . . . . . . . . . . . . 171 . . . . . . . . . . . . . . Postdoctoral Fellows Visiting Faculty/Scholars . . . . . . . . Base Retirement Plan Supplemental Retirement Plan Other Retirement Information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . • . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . With Pay Without Pay Leave of Absence . . VIII. INDEX 172 Feb. '88 iv ( ( ( ( I. INTRODUCTION FOREWORD The Faculty Handbook provides information to help you as a faculty/academic staff member of Michigan State University. You will find most of the policies, regulations and procedures of the University either contained here in their entirety or referenced. Those which are not totally included because of the their faculty/academic staff mission can be found in other University publications. The following documents are general sources of information that may be of use to faculty and academic staff: · they are peripheral length or because to 1. The Faculty Handbook contains employment policies for faculty and academic staff. It is available from your department secretary, or Academic Personnel Records, 355-1526. 2. The Bylaws for Academic Governance are available from your department secretary, or the Office of the Secretary for Academic Governance, 355-2337. 3. The Faculty and Staff Directory contains: Telephone numbers, Academic and Administrative Calendar, Administrative and Academic Organization of MSU, Members of the Board of Trustees, Members of University Committees, Campus map, etc. and is from your department secretary, or from available Room 64 Administration Building, 353-0720. 4. The Academic Programs section of the University catalog contains: Description of academic programs, Mission Statement, President's Statement, Honorary and Professional Organizations, etc. and is available from your department secretary, or from Room 64 Administration Building, 353-0720. 5. This is Michigan State University - Facts Book facilities, services, contains short descriptions of opportunities, organizations, off ices, buildings, history of MSU, and other miscellaneous data. It is available from the Public Relations Office, 353- 7958. 6 . The Board of Trustees Policy Manual contains all policies approved by the Board of Trustees of Michigan State University. It is available from the Office of the Secretary of the Board of Trustees, 353-4647, or in college offices. Dec. '85 7. The Bylaws of the Board of Trustees are available from the Office o f the Secretary of the Board of Trustees, 353-4647. 8. Ordinances of Michigan State University are available the Department of Public Safety, the main for viewing at 355- 1830; or at the Reference Desk Library. in ( 9. Spartan Life, the student handbook and resource guide contains: Student judicial procedure, legislative and Academic Freedom for Students at MSU, Graduate Students Student regulations, etc. and is available from Student Affairs and Services, 355-8286. Responsibilities, Rights and 10. The Manual of Business Procedures contains regarding proper University business from your department It is available information procedures. secretary. for University policies and Wherever possible, dates of adoption and sources have been included regulations. For the original policies approved by approval date and the date of the most recent amendment is provided. Dates of other actions by the Board on a particular policy may be found in the Board of Trustees' Policy Manual which is available in all college offices or from the office of the Secretary of the Board of Trustees. the Board of Trustees, The Faculty Handbook will be updated by the addition of supplements or the substitution of revised pages in the future. New pages and supplements for all faculty/academic staff will the be delivered responsibility of the department chairperson to maintain an updated copy to which faculty/academic staff may refer. through departmental offices. It will be The responsibility for distributing information about changes rests with the Off ice of the Provost Questions regarding to your departmental content should chairperson or the director of your school. first be addressed DISCLAIMER The Michigan State University Faculty Handbook contains University policies, procedures, and other information in effect as of the date of issuance (see date at the bottom of each Faculty Handbook page). Any subsequent changes in University policies, procedures, and other information are effective as of the date of action of, or issuance by,' the appropriate University body even though such changes have not yet been distributed as reyisions of, or additions to, the Michigan State University ( Dec. '85 2 ( ( Faculty Handbook. Revisions of, or additions to, the Faculty Handbook will be issued regularly (usually annually) to deans, chairpersons, and directors and to individual tenure system faculty and others holding appointments in other continuing academic personnel appointment systems to which the Faculty Handbook is applicable. In the interim, every effort will be made to communicate revisions and additions to deans, directors, and chairpersons for communication to faculty and academic staff members. SERVICES AND OPPORTUNITIES Listed below are some of the services and opportunities which are widely used by faculty and academic staff. The notation 'AP' after a telephone number indicates that information concerning the topic can be found in Academic Programs; 'FB' indicates that information can be found in This is Michigan State University - Facts Book. Servicel01212ortunitl£ Universitli:'. Office T ele12hone* Emergencies Art Benefits Bookstore Carillon Tower Chapel Child Care Nursery School 911 or 355-2221 Public Safety Kresge Art Museum 355-7631 AP,FB Staff Benefits Office 353-4434 355-3450 MSU Bookstore AP,FB Beaumont Tower AP,FB Alumni Memorial Chapel Child Care Center, Spartan Village Laboratory Preschool,355-1900 Family Ecology 353-5154 Computer Services Computer Laboratory 353- 1800 FB Credit Union MSU Federal Credit 353-2280 Dining On-Campus Education ( Union International Center 355-4550 353-4499 Kellogg Center 355-5007 Owen Graduate Center Union Lifelong Education Programs 355-3492 355-0 138 AP,FB *Telephone numbers are occasionally changed; please verify the number listed in the Faculty/Staff Directory. 3 Dec. '85 Service/Opportunity University Office Telephone* Faculty Folk Club Gardens Faculty Folk Club Beal Botanical Garden355-9582 FB Hidden Lake Gardens 431-2060 FB Kellogg Biological Phone directory 353-9445 AP,FB Grievance Faculty Grievance 353-8884 Station Office Health Care Clinical Center Hotel Services Kellogg Center Housing On-Campus University Apartments355-9550 AP 355-8303 353-3000 FB 332-65 71 AP,FB Off-Campus Student Affairs and Services Library Services Lost and Found Media Services Library Union Building Instructional Media 353- 8700 355-3497 353-3918 AP,FB Minority Human Relations 353- 3922 Center ( Organizations Museum Music Newspapers Parking-Vehicle, Bicycle Museum Music Department Faculty/Staff News- 355-2285 355-2370 AP,FB 353-5340 AP Bulletin State News Public Safety Vehicle 355-8440 AP 355-3447 ( Payroll Performing Arts Personal Assistance Employee Assistance 355-4506 355-5010 355-6686 AP Office Payroll Office Wharton Center Program Planetarium Printing Services Abrams Planetarium 355-4672 AP,FB University Printing, 355-6610 University Services Psychological Clinic Psychological Clinic 355-9564 353-7958 Public Relations Public Relations Office Publishing Services MSU Press Radio WKAR AM and FM 355-6540 FB 355-9543 AP,FB Radio ( *Telephone numbers are occasionally changed; please verify the number listed in the Faculty/Staff Di rectory. Dec. '85 4 ( Service/Opportunity University Office Telephone* Recreation and Sports Athletic Ticket Office 355-1610 Forest Akers Golf 355-1635 Courses Intramural Sports/ 355-5250 AP,FB Recreative Serv. Research Services Union Building Research 355-3460 AP,FB 355-0306 Animal Care Safety Development Laboratory Animal Care Service Radiation, Chemical, Biological 353-5064 AP,FB 355-0153 AP Television Transportation WKAR TV Physical Plant 355-2300 FB 353-5280 University Club Women's Organizations Automotive University Club Human Relations Services 353-5111 FB 353-3922 ( MISSION STATEMENT The following statement was approved by the Board of Trustees on June 24-25, 1982. Michigan State University holds a unique position in the state's educational system. As a respected research and teaching university, it is committed to intellectual leadership and to excellence in both developing new knowledge and conveying that knowledge to its students and to the public. And as a pioneer land-grant institution, Michigan State University strives to discover practical uses for theoretical knowledge, and to speed the diffusion of information to residents of the state, the nation, and its application, this university will continue to be a catalyst for positive intellectual, social, and technological change. fostering both research and the world. In ( *Telephone numbers are occasionally changed; please verify the number listed in the Faculty/Staff Di rectory. 5 Dec. '85 learning by and for the citizens of Michigan. Founded in 1855 as an autonomous public institution of this higher institution was in 1863 designated the beneficiary of the Morrill Act endowment. It became one of the earliest land-grant institutions in the United States. Since 1 863, Michigan State has evolved into an internationally esteemed university, offering a comprehensive spectrum of programs and attracting gifted professors, staff members. and students. The university seeks excellence in all programs and activities and this challenge for high achievement creates a dynamic atmosphere. At Michigan State University, instruction. research. and public service are integrated to make the institution an innovative, responsive public resource. is committed liberal education; As the only lanc;:!-grant institution in the state. Michigan State University to providing equal educational opportunity to all qualified applicants; to extending knowledge to all people in the state; to melding professional and technical instruction with quality to expanding knowledge as an end in itself as well as on behalf of society; to emphasizing the applications of information; and to contributing to the understanding and the solution of significant societal problems. Michigan State University's adherence to academic freedom and open scholarly inquiry supports these essential academic functions. The university's first originated in the areas of agriculture and the mechanic arts. While these emphases remain essential to the purpose of Michigan State, the land-grant commitment now encompasses fields such as health, human relations, business, communication, education, and government, and extends to urban and international settings. The evolution of this mission reflects the increasing complexity and cultural diversity of society, the world's greater interdependence, changes in both state and national economy, and the explosive growth of knowledge, technology, and communications. Just as focus on the mechanic arts was appropriate when agriculture and Michigan State University was founded, the wide range of instructional, research, and public service commitments that now characterize this university is essential today. land-grant and service mission the the By 1964, instruction, research, and public service activities at Michigan State University had achieved the high level of excellence necessary for membership in the Association of American Universities (AAU). Innovation and leadership in these three crucial areas and in the extension of knowledge to the state, the world, are the hallmarks of this university. An excellent and diverse faculty insures the superior quality of academic programs, and contributes to the expansion of knowledge and its application in the public interest. Research the nation, and Dec. '85 6 ( ( ( and scholarship help preserve and enrich cultural and creative tradit ions, as well as contribut e t o the formulat ion o f new knowledge. Graduate programs draw upon and support faculty research, extend the benefits of research, and educate students for professional careers. The established national and international reputation of the university is based upon the quality and distinctiveness of the research and scholarly activity of its faculty and students. ( Research and public service are mutually enriching act ivities for both faculty and students, and contribute significantly to the high quality of both undergraduate and graduate instructional the programs. Through research, scope and effectiveness of their teaching. Through public service, faculty validate past research findings and identify the need for new research and for modifications of curricula in research and service projects Participating with learning opportunities, and provides students with unique consequently the quality of both graduate and improves undergraduate education. faculty members enhance facuity for students of varying At the undergraduate level, the university offers strong, comprehensive programs in the liberal arts and sciences and in major professional areas which include a significant general education component Michigan State University provides opportunities interests, abilities, backgrounds, and expectations. Underlying all educational programs is the belief that an educated person is one who becomes an effective and productive citizen. Such a person contributes to society intellectually, through analytical abilities and in the insightful use of knowledge; economically, through an productive understanding and appreciation of the world and for individual and group beliefs and traditions; ethically, through sensitivity and faithfulness to examined values; and politically, through the use of reason in affairs of state. Mindful of such purposes, Michigan State University is committed to graduating educated men and women with diverse backgrounds who are active learners, ready to assume the responsibilities of leadership wherever opportunities arise. application of socially, through skills; ( Michigan State University fulfills the fundamental purposes of all major institutions of higher education: to seek, to teach, and to preserve knowledge. As a land-grant institution, this university meets these objectives in all its formal and informal educational programs, in basic and applied research, and in public service. As an AAU institution, this university meets these commitments through its instructional and research programs. Through the excellence of its academic programs, the strength of its support services, and the range of its student activities, the university provides opportunities for the fullest possible 7 Dec. '85 development of the potential of each student and each citizen served, and enhances the quality of life and the economic viability of Michigan. Education of its citizens is the state's best investment in its future. Michigan State University has honored, and will continue to honor, this public trust. ( ( Dec. '85 8 II. ORGANIZATION BOARD OF TRUSTEES The Constitution of the State of Michigan provides that the Board of Trustees shall have general supervision and direction of the University. The eight members are elected from the state at large for a term of eight years, two being elected each is even-numbered year. The president of appointed by the Board and by constitutional provision is the presiding officer of the Board. the University Generally, the Board meets approximately six times a year. As provided by Michigan law, the Board establishes an annual calendar for its regular meetings; meetings are open to the public except for limited closed sessions. Items requiring Board action are due in the President's or Provost's office about three weeks before each Board meeting. (See the Academic and Administrative Calendar for specific meeting dates.) In addition to the president the following University officers are present at Board meetings: Provost, Vice President for Finance and Operations and Treasurer, Vice President for Research and Graduate Studies, Vice President for Student for University Affairs Development, Vice President for University Relations, Vice President for Health Services, General Counsel and Vice President for Legal Affairs, and Secretary of the Board. Five faculty members and four students selected by their respective constituencies also attend Board meetings. and Services, Vice President ( ADMINISTRATIVE/ ACADEMIC ORGANIZATION The Organization of Michigan State University is updated annually and included in the Faculty and Staff Di rectory. (See the Foreword, for source of Di rectory.) ACADEMIC GOVERNANCE ( Preamble The Constitution of the State of Michigan confers on the Board of Trustees the responsibility to develop a free and distinguished university and to promote the welfare of mankind through teaching, research and public service. The Board of 9 Feb. '88 Trustees exercises for final authority and University governance within the bounds fixed by -the State Constitution. responsibility In exercising its responsibility the Board delegates to the president, and through that person to the faculty appropriate jurisdiction over matters for which they are authority and for example, In other cases, accountable appointment, reappointment or promotion which involve the award of tenure, the Board does not delegate but instead looks to faculty for recommendations. The specific powers delegated to the faculty are detailed in the Bylaws of the Board of Trustees. the Board. the to The Board also has declared intention to give due consideration to the opinions of students on matters directly related in a to responsible manner. they are expressed interest when their its It is important to specify the manner and process by which the faculty and students develop and communicate their views to the President and the Board. The Bylaws for Academic Governance are designed to provide an effective system for the participation of faculty and students in the development of policy on academic matters.* The Faculty ( The faculty of the University is defined in the Bylaws of Academic Governance as follows: The "regular faculty" of Michigan State University shall consist of all persons appointed under the rules of tenure and holding the rank of professor, associate professor, assistant professor, or instructor, and persons appointed as Ii brar i ans. In addition, the principal administrative officer of each major educational and research unit of the University shat I be a member of the "regular faculty". The "temporary faculty" of Michigan State University shat I consist of al I persons ho/ding the rank of professor, associate professor, assistant professor, or instructor, but not appointed under the rules of tenure.** *Bylaws for Academic Governance, Michigan State University, September 1984, page 5. **Bylaws for Academic Governance, Michigan State University, September 1984, paragraphs 1. 1. 1. 1. and 1. 1. 1.2. ( Feb. '88 10 ( ( ( The faculty of the University is organized into units--most commonly departments but also schools, institutes, etc. Each department and unit is attached organizationally to at least one college; however, organizational attachmer:it of units to two or more colleges is very common at MSU. The faculty of each college and unit has jurisdiction over its own internal academic affairs within University policy. Each college has an elective Advisory Council and each unit has an advisory committee. "Regular" the academic rank of professor, associate professor, assistant professor, or instructor constitute the voting faculty on internal matters in both the college and the department, and voting rights may be extended by unit bylaws to include temporary faculty, honorary research associates. assistant instructors or adjunct faculty. Non-college faculty also participate in the governance system with a similar set of rights and responsibilities. faculty members holding appointments with specialists, lecturers, faculty, Student Participation in Academic Governance for both The Bylaws of the Faculty, 1968 provided undergraduate and graduate student participation the Academic Council and certain faculty standing committees. In September, 1978, the Board of Trustees approved the Bylaws for Academic Governance, 1978, to replace the Bylaws of the Faculty, 1968 and the Bylaws for Academic Governance, 1975. The 1978 Bylaws provided for student participation in academic governance and the current Bylaws. involvement continues this in in Each department, school, center, and institute that has academic responsibilities or whose work concerns either undergraduate or graduate students, and all colleges are charged to develop patterns for the significant involvement of its students in the decision making processes by which policy is formed. Each group is also required to define the extent of its student constituency. The students of such a constituency are responsible for selecting, according to patterns of their own choice, their representatives in the councils and committees to which they are party. Academic Senate The voting membership of is composed of the regular faculty except for the president and the provost Honorary (visiting professors and faculty professors emeriti) are members with voice but without vote. The Academic Senate acts on revisions to the Bylaws for the Academic Senate 11 Dec. '85 Academic Governance, issues raised by the Academic Council, issues raised by the faculty, or other significantly i'mportant educational issues the Senate itself wishes to consider. The Academic Senate also serves as a forum for dissemination of ideas the administration. The Academic Senate meets by call of the president or by call of the faculty members of the Steering Committee. The agenda for Senate meetings is prepared by the Steering Committee in consultation with the president and the provost.* information between faculty and and the ( Additionally, a convocation of University faculty is held each winter term on a date announced annually, to receive from the president a message on the state of the University. Academic Council The Academic Council is composed of the Faculty Council, the Appointed Council, the Student Council, designated members of the Academic Council standing committees, the Steering Committee, the president the provost, and designated ex-officio members. Ex-officio members are the Vice President for Student Affairs and Services, the Vice President for Research and Graduate Studies, the Assistant Provost for Undergraduate Education, the Assistant Provost for General Academic Administration, the Faculty Grievance Official, and the the Academic Ombudsman. There are Council. The Faculty Council faculty representatives from the colleges, faculty representatives from the non-college faculty, the faculty members of the Steering Committee, faculty chairpersons of Academic Council standing committees, the president and the provost. The Appointed is composed of the three sub-groups in *The Secretary for Academic Governance is secretary to the Academic Senate, the Academic Council, the Faculty Council and the Student Council. The Office of the Secretary provides staff support to the Academic Council and its committees, supervises elections to the Academic Council and its committees, and provides assistance to colleges and departments in the preparation and interpretation of unit bylaws for academic governance. The Office of the Secretary is located in Room 308 Olds Hall (355-2337). ( Dec. '85 12 ( ( Council is composed of all deans of academic programs, the directors of the Honors College and Library, the president and the provost. The Student Council is composed of the student representatives, the student members of the Steering Committee, student chairpersons of the Academic Council standing committees, the president, the Vice President for Student Affairs and Services, the provost, and the chairperson of Student Council.* for Academic Governance The functions of the Academic Council are to consider and act upon all matters brought before the group by the Steering Committee, the president, and the provost, and to provide a forum for the dissemination of information and exchange of views regarding University policy. Consultation upon matters related to the general welfare of the University is provided by the Academic Council. The president. or in the president's absence, the provost, presides at meetings of the Academic Council. The Secretary the secretary of the Academic Council. The Academic Council must meet at least once each month during the academic year and more often at the call of the president or Steering Committee. in The agenda consultation with the president or the provost. Before each regularly scheduled meeting of the Academic Senate or the Academic Council, the Steering Committee holds a public meeting open to any member of the faculty or student body at which suggestions thereby providing the vehicle through which individual faculty members, students or faculty-student groups and other organizations may initiate action. The Steering Committee announces this meeting in the State News and the MSU Faculty News-Bulletin. the Steering Committee, items are heard, is prepared by for agenda is *The Secretary for Academic Governance is secretary to the Academic Senate, the Academic Council, the Faculty Council and the Student Council. The Office of the Secretary provides staff support to the Academic Council and its committees, supervises elections to the Academic Council and its committees, and provides assistance to colleges and departments in the preparation and interpretation of unit bylaws for academic governance. The Office of the Secretary is located in Room 308 Olds Hall (355-2337). 13 Dec. '85 Most of the issues debated by the Academic Council are considered by its various standing committees: The University Committees on Academic Environment, Academic Governance, Academic Policy, Curriculum, Faculty Affairs, Faculty Tenure, General Education, Student Affairs and the University Graduate Council. For information about composition, procedures and functions of the various standing committees see Section 4 of the Bylaws for Academic Governance. Faculty and student members of the standing committees of the Academic Council are selected in accordance with the procedures specified in the Bylaws for Academic Governance. Bylaws are an integral component of the governance system adopted in each academic unit. These documents describe faculty consultation and advisement in the units and normally describe reappointment, tenure and promotion procedures. ( Dec. '85 14 ( ( ( Ill. UNIVERSITY POLICIES EQUAL OPPORTUNITY AND NON-DISCRIMINATION Michigan State University is committed to the principles of equal opportunity. non-discrimination and affirmative action. University programs. activities and facilities are available to all without regard to race, color. sex, religion, creed. national origin, political persuasion, sexual preference, marital status, handicap or age. The University is an Affirmative Action, Equal Opportunity Employer. In carrying out this commitment, the University is guided by the policies adopted by the Board of Trustees and by applicable federal and state laws and regulations. Among these are: • Executive Orders 11246 and 11375 prohibiting discrimination on the basis of race, color. religion. national origin or sex by federal contracts of over S 10,000. institutions with • Title IX of the Higher Education Amendments of 1972 and students against prohibiting employees on the basis of sex. discrimination • Titles VI and Vil of the Civil Rights Act of 1964 (as amended) prohibiting discrimination in the provision of services and employment on the basis of race, color. religion. national origin or sex. • Age Discrimination Act of 1975 prohibiting in programs or discrimination on the basis of age activities receiving federal financial assistance. • Age Discrimination in Employment Act of 1967 prohibiting discrimination in employment on the basis of age. • Equal Pay Act of 1963 (as amended) prohibiting discrimination in salaries on the basis of sex. • Titles VII and VIII of the Public Health Service Act prohibiting discrimination in the admission of students in health personnel training programs on the basis of sex. • Secs. 503 and 504 of the Rehabilitation Act of 1973 prohibiting discrimination on the basis of handicap in financial any program or activity receiving assistance and the employment of the handicapped. requiring affirmative action federal in • Section 402 of the Vietnam Era Veterans Readjustment the Act of 1974 in employment of disabled and Vietnam-era veterans. requiring affirmative action 15 Dec. '85 • Michigan Civil Rights Act of 1977 prohibiting discriminatory practices, policies and customs. The Board of Trustees has directed the establishment of the Anti-Discrimination Judicial Board internal mechanism for the receipt, consideration, and resolution of complaints of alleged acts of discrimination against individuals occurring within the University. to serve as its A booklet, "Human Rights, The University's Commitment" has been prepared to provide background, to list in detail the Board of Trustees' policies regarding equal opportunity and to answer many questions relating to human rights. It is available from the Department of Human Relations. Individuals who believe their rights have been abridged or that they have been discriminated against in violation of any applicable law or regulation may contact telephone 353-3922. the Department of Human Relations, The responsibility for overall coordination, monitoring and information dissemination about the University's program of equal opportunity, non-discrimination and affirmative action is assigned to the Department of Human Relations, telephone 353-3922. ACADEMIC FREEDOM Michigan State University adheres the principles of academic freedom with correlative responsibilities as stated by the American Association of University Professors, the Association of American Colleges and other organizations: to 1. The teacher* is entitled to full freedom in research and in the publication of the results, subject to the adequate performance of other academic duties; but research return should be based upon an for pecuniary understanding with the authorities of the institution. *The word "teacher" as used in this document is understood to include the investigator who is attached to an academic institution without teaching duties. ( Dec. '85 16 ( 2. The teacher is entitled to freedom in the classroom in discussing his or her subject, but should be careful not to introduce into teaching controversial matter which has no relation to the subject. Limitations of academic freedom because of religious or other aims of the institution should be clearly stated in writing at the time of the appointment. 3. The college or university teacher is a citizen, a member of a learned profession, and an officer of an educational institution. When speaking or writing as a citizen, the teacher should be free from institutional censorship or discipline, but this special position in the community imposes special obligations. As a person of learning and an educational officer, the teacher should remember that the public may judge one's profession and institution by one's utterances. Hence, the teacher should at all times be accurate, should exercise appropriate restraint. should show respect for the opinions of others. and should make every effort to indicate institwtional spokesperson.* that he or she is not an HOLIDAYS The University observes six legal holidays by closing offices and dismissing classes. They are: New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving and Christmas Day. In addition, following Thanksgiving Day, and as stipulated by the University based on the calendar, the working days preceding or following Christmas Day and New Year's Day are granted as holidays. the Friday *"Academic Freedom and Tenure -- 1940 Statement of Principles and Interpretive Comments," AAUP Bulletin, Summer 1974, pp. 269-272. 17 Dec. '85 EMPLOYMENT OF RELATIVES The following policy was approved by the Board of Trustees on May 21, 1971 and revised on July 28, 1983. for to another Standards for employment and promotion of full-time and regular part-time employees at Michigan State University shall consist of ability, qualifications the position and performance. Relationship (meaning a person connected by blood or affinity) the University shall not constitute a bar to hiring or promotion; provided, however, that no employee shall be assigned to a unit or department under the direct supervision or control of a relative. Employment of relatives in the same unit or department or under the same supervisor is authorized only with the prior written approval of the head of the unit or department and the Office of the Provost or the Office of the Vice President for Finance and Operations, as appropriate. individual employed by ( INDEMNIFICATION The following policy was approved by the Board of Trustees on March 15, 1974 and revised on September 2, 1983. ( Michigan State University will support its trustees, officers, faculty, and staff when acting in the performance of assigned duties on behalf of the University. This policy also applies to students while engaged in approved academic programs and volunteers who are performing services for the University with prior written approval of the appropriate University official. The University will def end, save harmless, and indemnify such persons against any suit or proceeding, wherever brought, premised upon the fact that he or she is or was a member of the Board or an officer, employee, student, or volunteer of the University. The indemnity extends to expenses including attorney fees, judgments, fines, and amounts paid in settlement, actually and reasonably incurred, and with respect to any criminal action or proceeding where such person had no reasonable cause to believe that his or her conduct was unlawful. As a condition of indemnification, trustee, official, employee, student, or volunteer is required to cooperate fully on a continuous basis with the University Attorney and the Office of Insurance and Risk Management. the Dec. '85 18 RISK MANAGEMENT AND QUALITY ASSURANCE The following policy was approved by the Board of Trustees on July 27, 1979 and revised on December 3, 1982. ( General The University shall establish a risk management program which includes a systematic and continuous identification of loss exposures, the analysis of these exposures in terms of frequency and severity probabilities, the application of sound risk control procedures and the financing of risk consistent with University financial resources. Each person, regardless of official or unofficial status, who assumes or is assigned responsibility for the work or activities of others is administratively responsible for their safety during such work or activities. Investigation of accidents involving employees or students during work, class, or sponsored activities is the responsibility of the person whose job it is to supervise the person injured. Patient Care The University shall m1nrm1ze the conditions which may produce an actual or alleged deficiency in patient care, with the purpose of achieving high standards of patient care and lowest practicable loss levels. The President is empowered to establish rules, regulations and procedures necessary to implement an effective quality assurance and risk management program. Supervision of the general and patient care risk management system will be the administrative responsibility of the Office of Insurance and Risk Management ADVERTISING OR ENDORSEMENT OF COMMERCIAL PRODUCTS the The that following policy was approved by the Board of Trustees on March 15, 1974 with the following resolution: RESOLVED "Pol icy Governing Advertising or Endorsement of Commercial Products" is approved effective March 15, 1974, with the understanding that this policy is not designed to prohibit the pub/ ication of research results on trade and proprietary products where these products may be identified only by their trade or proprietary name. ( 19 Dec. '85 in scholarship, research and As a publicly supported institution of higher e_ducation the dissemination of engaged information, Michigan State University's objectivity must be zealously protected. All units and individuals acting in the name of the University have a responsibility and obligation to protect the integrity of the name of Michigan State University in all their official activities. In keeping with the policy of this responsibility, Michigan State University that no official publication, statement or activity carried out in the name of the University, or that of individual acting in an official University capacity, shall any directly or by implication constitute endorsement of any commercial product, method or device. is it Advertising of commercial products or services, or the use of the name of a commercial enterprise, may be permitted under conditions as herein stated in this policy: Official University Activities 1. Acknowledgement by the University, at its discretion, of commercial donors who provide substantial resources which make possible structures, facilities or programs. 2. Acknowledgement of gifts and grants where such to to recognition identify the donor and the activity supported. information necessary limited is Semi-Official University Activities 1. Programs, printed tickets or other media used in conjunction with sports and fine arts events sponsored by the University which may be attended by the public on a complimentary or fee basis, when the revenue from such advertising assists in supporting the events. 2. Conference programs whose cost is underwritten by a commercial donor, provided that acknowledgement of to a modest the donor's contribution statement of identification. limited is Unofficial Activities 1. Publications for which students, employees or their organizations are responsible, but which are not issued in the name of, or are supported by, Michigan State University. ( Dec. '85 20 ( 1. is expected General Rules for any It the above criteria will activity which meets the exercise reasonable acceptance of advertising, and that products accepted for advertising shall not be recognized as health hazards. those responsible judgment and taste that in 2. The Off ice of the Secretary of the Board of Trustees shall be responsible for the conduct of the above policy, and requests for interpretations of, or exceptions the policy shall be from, referred to that office. 3. The above policy replaces the policy statement on "Endorsement of Commercial Products" approved by the Board of Trustees on May 25, 1956. 4. University Ordinance 30.00 relating to "Selling and Advertising," Article 6 of the Academic Freedom Report on "Student and University Pub/ ications" and University broadcast policies remain in ef feet. BORROWING UNIVERSITY EQUIPMENT University equipment is used only for University activities. Personal use or use for private gain is forbidden. University equipment must not be loaned to non-campus organizations except, under special circumstances, to departments of the state or federal government. University policy stipulates that equipment cannot be taken off-campus. Any exception to this policy can only be made with the approval of the department chairperson, director, or administrative head prior to written approval of the Secretary of the Board of Trustees. The department is responsible for loss of or damage to the item. BUILDINGS The closing time for most buildings other than residence halls is 10:00 p.m., Monday through Friday. There are exceptions for more frequently used buildings. Building hours are posted on the doors of most University buildings. University employees may work in their off ices or laboratories beyond closing hours if they have authorized building keys and/or room keys to the areas occupied. University facilities may not be used by outside groups ( 21 Feb. '88 unless sponsored by Lif along Education Programs or authorized the Board of Trustees, ·telephone by 353-4647. the Secretary of QUESTIONNAIRES federal agencies and In order in insure consistency in the reporting of data to state and to other colleges and universities, it is requested that all questionnaires requiring data for the entire University be referred to the Office of Planning and Budgets. This office will consider whether the data are readily available and whether they should be released to the inquiring agent Data relating primarily to a sub-unit of the University may be filled out by that sub-unit, but any items which require all-University data should be cleared with OPB. Although the office is not always in possession of the necessary data, referral to the appropriate off ice or person can be made, or in cases where justifiable, arrangements may be made to collect the data. requests or questionnaires SOLICITATION OF FUNDS Canvassing, peddling, or soliciting are forbidden on the ( in grounds and the buildings of the University. Collections among faculty and other staff members are approved by the University only for the United Way and campaigns originating for University from Development (Development Fund, Ralph Young Fund, etc.) the Vice President the Office of Members of the faculty/academic staff should refrain from taking orders for or selling any kind of tickets or merchandise, or soliciting funds for any purpose without written approval from the Office of the Secretary of the Board of Trustees. MOVING EXPENSES Rules regarding moving expenses are covered in detail in the in deans and for actual moving Manual of Business Procedures, available departmental offices. Reimbursement expenses is not an entitlement; it is an option to be agreed upon ( the prospective between faculty/staff member. Eligibility is extended to faculty (at the rank of instructor and above), academic, professional and the unit administrator(s) and Feb. '88 22 executive management staff who are either new or reassigned and are moving from outside a radius of thirty five (35) miles to the MSU work location. UNIVERSITY TRAVEL ( Rules regarding travel are covered in detail in the Manual of Business Procedures, available in deans and departmental offices. In broad terms. travel at University expense may be authorized for the promotion of teaching, scholarship, research the Manual of Business and public service. Topics Procedures include domestic travel, local travel, foreign travel, travel advance, reimbursement chart, etc. in ( 22a Feb. '88 ( ( ( IV. ACADEMIC PERSONNEL POLICIES APPOINTMENT BASIS ( The following policy was approved by the Board of Trustees on February 17, 1944. (A Y) or annual year full All academic personnel are appointed on either an academic (AN) basis. An academic year year appointment covers a twelve month period with a nine-month assignment of duties and responsibilities, including related departmental meetings before registration in the fall and commencement and grade-reporting the spring. The assignment period will normally be from September 16 through June 15 of the following calendar year. in An annual appointment is for a full-year assignment of duties and responsibilities including periods of annual leave and paid holidays. In either case, salary is paid in twelve equal installments on the last working day of each month. ( ACADEMIC PERSONNEL SYSTEM APPOINTMENTS: BASIC EMPLOYMENT COMMITMENT ON AN ACADEMIC YEAR BASIS The following policy applies exclusively to individuals appointed or changed to AN basis on or after January 1, 1982. All appointments, including those on an annual year (AN) basis, in the tenure system, the specialist job security system, and the librarian continuous appointment system, at Michigan State University involve the University making a continuing basic employment commitment to academic year (A Y) appointments only. This policy is to ensure that any individual employment commitment to an annual appointment (AN) basis is justified by current unit missions, programmatic needs, and the related responsibilities of f acuity and academic staff members. If unit missions and programmatic needs change, the annual appointment basis may no longer be appropriate and, consequently, the individual would then change to academic year the basic employment commitment for the basis, which is academic personnel systems designated above. Subject to prior agreement between the Provost and relevant dean(s) or separately reporting director(s), there may be exceptions to this policy for specific colleges, departments, individual 23 Dec. '85 ( other units. and individuals. These exceptions will be approved by the Provost prior to appointment via the regular procedure authorizing such exceptions will be reviewed periodically based on the missions and programmatic requirements of colleges. departments. other units, and the specific responsibilities of individuals. Justification positions. academic for changes In some cases, because of unit requirements, a faculty or academic staff member may serve his/her entire career at Michigan State University on an annual appointment basis. In other cases, an individual may be shifted from an A Y to AN or an AN to an A Y appointment basis recurrently in recognition of periodic programmatic requirements. Some units may staff year-around mission and programmatic responsibilities (either part-time or full-time) by appointing individuals to summer quarter teaching. research, and service appointments on a repetitive basis rather than appointing a faculty or academic staff member on an AN basis. The provision of these assignment options requires Office of the Provost approval and are to be subjected to periodic reviews. unit missions and in system, specialist job security system, Individuals who are recruited into administrative positions at Michigan State University, and who are appointed also in the tenure librarian continuous appointment system, e.g., deans. chairpersons, directors and coordinators, will be appointed with a continuing employment commitment to an academic year appointment only. However, annual appointment basis may be provided in recognition of administrative responsibilities and, in addition. there may be an administrative salary increment related to the administrative role. When such administrative responsibilities cease, these faculty and academic staff members will revert to the basic academic year appointment basis unless an AN appointment is specified by unit missions and programmatic requirements (see paragraph two, above) and any administrative increment in salary will cease. (For more information relating to faculty members with administrative duties, see policy entitled "Salary, Appointment, and Faculty Status of Faculty Members Who Assume Administrative Responsibilities.") Commitments to an AN appointment basis, if approved by the Provost, may be without a specific ending date, for a specified period, subject to renewal or on a "rolling" basis, e.g., initially for a 3- or 4- or 5-year period, with automatic annual renewal for additional 3- or 4- or 5-year periods unless is provided otherwise. Such commitments must be notice approved by the appropriate chairperson(s), director(s), and dean(s) and the Provost and must be communicated in writing to the initial appointment on an AN basis. In accordance with normal procedures, shifts from an AN to A Y appointment, or vice faculty or academic staff member prior to Dec. '85 24 ( ( ( the In view of that changes versa, w ill occur only on January 1 or September 1. fact in unit · missions, programmatic needs and individual responsibilities may, on occasion, result in shifts from an annual to an academic year appointment basis . all individuals appointed on an annual basis will be informed on the occasion of annual salary increases of the applicable salary for both an annual and academic year appointment basis The A Y salary is determined by deducting the administrative increment if any, from the annual salary and computing an amount equal to 80 percent of the residual annual the salary. Deans and separately reporting directors have responsibil ity to ensure that unit administrators communicate this information to faculty and academic staff members. Such an arrangement will clear understanding of their salary status in the event of a shift from AN to A Y appointments and / or a shift from an administrative assignment. provide affected individuals a is reached with job security system, and All letters of offer should indicate the University's basic employment commitment to appointments in the tenure system, specialist librarian continuous appointment system is on an academic year basis only. If prior the Provost and an annual agreement appointment basis individual should be informed ( 1) that his/her initial appointment basis is justified by specific unit missions and programmatic responsibilities and the faculty or academic staff member's related duties, and (2) that if unit mission and programmatic needs and faculty or academic staff member's responsibilities change, then the annual appointment would change to an academic year basis which is the basic employment commitment to individuals appointed in the designated academic personnel system. is appropriate, each the TEMPORARY APPOINTMENT temporary Visiting and faculty members are appointed outside the tenure system on an academic year or annual basis with nine- or twelve-month duty assignments or for shorter periods. The Office of the Provost will endorse appointment recommendations to appoint individuals on a temporary basis instructor, assistant (with ending date) with the profe ssor, associate professor, and professor only in is an instances academic department (a department in a college or colleges) and/ or a school and/ or a college. (Faculty Status: Reserved for Appointments in Primary Academic Units of the University, effective January 11, 1980.) The titles of specialist, research associate, librarian, lecturer, and assistant instructor may be recommending unit the primary in which rank of 25 Oct '86 used for temporary academic staff appointments of one year or less. · All temporary appointments have a specific termination date. The University has no obligation to provide reappointment or extension of a temporary appointment beyond the ending date. If reappointment is made. negotiation of the conditions of reappointment must originate with the basic administrative unit (department, school. residential college . or other comparable academic unit) institute. SUMMER SESSION Faculty members appointed on an academic year basis may be assigned teaching. research or public service duties for the summer term in addition to fall, winter and spring terms. If so. they are compensated additionally at the rate of three percent of their previous year's salary for each week of full-time teaching for a maximum of ten weeks. (No benefit premiums or base retirement contributions are made on this pay.) Faculty members appointed on an academic year basis may teach the summer quarter in exchange for one of the other quarters providing: 1. The summer teaching is done before the term off; 2. teaching and academic advising program of the The department is not disadvantaged and 3. A Memorandum of Understanding is completed and signed in advance by the faculty member, chairperson. dean, and Provost 4. Requests to exchange summer term duties for an assignment during the regular academic year must be agreed reasonably in advance of the summer term in which exchange duties are to commence. 5. Exchange duties may involve teaching, research, and public service responsibilities. 6. Exchange duties may involve a period of one year or longer periods subject to a memorandum signed in advance by the faculty member, chairperson, dean, and Provost Such agreements must have an ending date, but additional arrangements providing for exchange duties may be renegotiated subject to approval of the relevant parties. Faculty members serving on the Academic Council or on ( standing committees of the Academic Council are expected to be available terms unless specific alternative arrangements have been approved. fall, winter and spring Oct. '86 26 ( ( ADJUNCT AND CLINICAL APPOINTMENTS The fol lowing statement was issued by the Office of the Provost in 1975 and was revised and reissued on Man.ch 23, 1984. ' income is made. Primary These are appointments of persons whose pri mary is outside the unit in which the respons ibility and appointment responsibility or source of income may be in another unit of the university or may be outside the university. The appointments are usually w ithout salary and are made on an annual or less than annual basis. Reappointment is at the discretion of the administrative unit. Successive reappointments do not confer tenure or other continuing employment status. Adjunct and clinical appointments may be made at any level from instructor to professor and also are applicable to other titles such as librarian, specialist, lecturer, etc. Persons holding such appointments are expected the educational background and/or experience required for the rank, and they must be interested in providing some degree of service to the unit even regular appointment Appointments are usually made on an "adjunct" basis unless the appointee holds a professional medical degree, in which case a "clinical" appointment is used. they are not available to have though for a The number of adjunct and/or clinical positions in each college will be recommended by the dean and established by the Provost. Permission to use the "clinical" title for individuals who do not hold a medical degree may be requested of the Provost by units if this title is more appropriate than the "adjunct" title in terms of the functions performed. The proposal to use the "clinical" titles rather than the "adjunct" titles must be made through regular administrative channels prior to any offers to individual appointees. Certain benefits and activities are extended to individuals appointed as adjunct or clinical faculty members. Most of these privileges require an MSU Staff ldentif ication Card. Further information and assistance can be obtained from the appointing department. 1. Areas in which the adjunct or clinical appointment carries faculty status: • Library privileges* * MSU ldentif ication Card r equired. 27 Dec. '85 • · Privilege of attending departmental, college and university faculty meetings • Use of intramural facilities and Forest Akers Golf Courses* • Purchase of athletic tickets at faculty rates* • MSU Staff Identification Card • Eligibility for travel accident coverage when authorized to travel on University business • Eligibility for faculty membership in University Club • Parking privileges (may purchase standard permit or, for limited use, may purchase guest permit)* • Professional liability insurance coverage while acting for the University in accordance with the requirements of University policy (see 5, below, applicable to clinical faculty the Colleges of Human Medicine and Osteopathic Medicine.) in • These appointments are "covered" by Unemployment is Compensation; because involved, that adjunct or clinical appointees would become eligible for compensation benefits. little or no remuneration it is very unlikely 2. Areas in which the adjunct or clinical appointment does not carry faculty status: • Any insurance benefit or program offered by the University other than those listed under ( 1) above • Tenure • Voting in University elections • Election to University committees 3. Arrangements which are to be made on an individual basis at the unit level: • Amount of time to be spent in the unit • Service on unit committees • Service on graduate committees • Voting at the unit level • Off ice space to be provided by the unit • Laboratory facilities to be provided • Secretarial help or graduate assistant help provided to be • Authority to teach, do research, or advise students for the unit *MSU Identification Card required. Dec. '85 28 • Authority to publish as a member of the unit • Authority to propose, receive and implement research grants 4. Emeritus status for adjunct or clinical appointments ( • Individuals who meet the following criteria may be recommended for emeritus status: a. Be 62 years of age and have served as a clinical/adjunct faculty member for fifteen years, or b. Have served as a clinical/adjunct faculty member for twenty-five years at any age faculty member, an for emeritus status by Based on an appropriate record of contribution as a individual may be clinical/adjunct recommended the appropriate chairperson/director and dean to the Office of the Provost for final approval. The emeritus status is appended to the highest clinical/adjunct rank achieved by the faculty member, e.g., associate adjunct professor emeritus. ( Emeritus clinical/adjunct faculty are not designated as official retirees of Michigan State University. Adjunct or clinical faculty appointments with an emeritus designation are limited to the following privileges: • Library privileges • Privilege of attending departmental, University faculty meetings college, and • Use of intramural facilities and Forest Akers Golf Courses • Purchase of athletic tickets at faculty rates • Eligibility for faculty membership in University Club • Parking privileges (may continue to purchase standard permit or guest permits) 5. Malpractice insurance coverage in teaching CHM/ COM students.* ( *Memorandum distributed to clinical faculty in the Colleges of Human and Osteopathic Medicine from Deans W. Donald Weston and Myron S. Magen on October 31, 1983. 29 Dec. '85 The general principle of such coverage is that the University will participate with the physician and his/her own attorney and malpractice insurance carrier in the defense of a legal suit and be responsible for the payment of any award that should be made against the physician, if all the following conditions are met' ( 1. The lawsuit is premised upon the negligence of an MSU student, including MSU residents and fellows, and the liability of the physician is derived from the student's negligence, i.e., is vicarious or secondary; 2. The student's participation involved a level of delegated responsibility which could be reasonably expected of level of training and medical students at a similar experience at the time of his/her assignment; 3. The negligence occurred during MSU-sponsored educational program physician and/or patient was participating. the course of an the in which trainees responsible is generally not resident or liability coverage fellow is provided by Such coverage is extended to all physicians involved in teaching MSU students and in an approved experience, not only those who are members of the on-campus clinical faculty. The University for such coverage for residents or fellows who are supported by individual hospitals or a hospital-medical school educational corporation, nor does coverage extend to instances where is "moonlighting." an MSU student, Professional these organizations. As is the case with all such coverage, it is important that every incident involving an MSU student, resident, or fellow that may potentially develop into a malpractice suit be brought to the attention of the University as soon as possible and that the University be notified within 5 days after the physician is notified that a suit has been initiated. Notification should be sent to the Office of the Dean, in writing, including all details that are known at the time. It is essential that physicians cooperate fully with the University Office of Legal Affairs and Office o·f Risk Management to teaching The contribution programs is highly valued. MSU is committed to provide medical such in educational activities and will continue to assure such protection. The appropriate dean should be contacted for questions or additional information. for participation faculty make that clinical coverage liability Dec. '85 30 EMERITUS . to the "emeritus" Persons with Members of the faculty and administrative staff with academic rank who leave the University with official retirement status are granted certain privileges and the title "emeritus." The designation rank held at is appended retirement, e.g., professor emeritus, dean emeritus. the emeritus to attend Academic Senate meetings with voice but without vote, to march in academic processions such as commencement, to receive the MSU News-Bulletin, to avail themselves of the libraries, to receive on application a faculty vehicle permit, to represent the University on appointment at academic ceremonies of other institutions, and, in general, to take part in the social and ceremonial functions of the University. (See section on Faculty/ Academic Staff Benefit and Retirement Programs.) title are entitled MEDICAL EXAMINATION required Medical examinations are for all academic employees with continuing appointments. The examination is given at the Michigan State University Health Center on campus; or if the prospective employee is unable to be in East Lansing for the examination, arrangements may be made through the Office of Academic Personnel Records to have the examination made by the prospective employee's personal physician. PAYROLL PROCEDURES following items must be furnished to the Payroll The the Off ice of the Controller before a new Division of faculty/academic staff member can be put on the University payroll. 1. SOCIAL SECURITY NUMBER. Social security numbers the Payroll Office, 350 must be Administration Building, prior to the first pay date. verified by ( Feb. 'BB 31 Verification may be completed by presenting the social security card to the Payroll Office · or by sending a photocopy to that office. Note: Foreign nationals are required to obtain and furnish Social Security numbers to be used for payroll identifica·~1on numbers, even though some (th0se who present F or J visas) may be exempt from provisions of the Social Security Act. 2. EMPLOYEE WITHHOLDING ALLOWANCE CERTIFICATE (FORM W-4). The W-4 form authorizes the University to recognize the appropriate exemptions when calculating withholding taxes. New faculty/academic staff members should at the same time complete the appropriate forms in the Staff Benefits Off ice to participate in such programs as employee-paid life, health care coverage, accidental death and dismemberment, and base and supplemental retirement benefits. All benefit programs are described briefly in the Faculty/ Academic Staff Benefit and Retirement Programs section of this handbook. Additional information is available from the Staff Benefits Off ice, 140 Nisbet Building. ( JURY DUTY The University responsibility of faculty/academic staff members to serve jury duty and makes provision for them to perform such duty without loss of pay. recognizes the c1v1c The University will compensate the faculty/academic staff member called to jury duty for the difference between the pay received from the court and the normal take-home pay. The faculty/academic staff member's fringe benefits will continue. The faculty/academic staff member must notify his/her department chairperson of the call to jury duty as soon as it is received and must provide proof of the jury duty pay to the payroll department. The is expected to report for regular University duty when temporarily excused from attendance at court. faculty/academic staff member Full cooperation is expected between the faculty/academic ( staff member, unit administrator and department(s) involved to insure minimal disruption instructional and service responsibilities of the unit. the in 32 Feb. '88 ( IDENTIFICATION CARDS All members of faculty and academic staff are encouraged to obtain identification cards. Similar identification cards can be issued to spouses 1,;1pon request. The identification cards are useful for campus privileges. the should To obtain an ID card, the faculty/academic staff member and spouse the faculty/academic staff member's administrative unit. These should be presented at the ID Card Office, 110 Administration Building. authori:;.:ation secure cards from FACULTY RIGHTS AND RESPONSIBILITIES* The following policy was approved by the Board of Trustees on July 27, 1984. The Bylaws of the Michigan State University Board of Trustees state that "the Constitution (of the State of Michigan) confers upon the Board of Trustees the freedom, power, and responsibility to develop a free and distinguished university and to promote the welf a.rf ~f mankind through teaching, research, and public service." ' ' As teachers the primary fundamental commitment functions of an academic community, teaching, scholarship, and public service must be learning, characterized by a to academic freedom and maintained through reasoned discourse, intellectual honesty, mutual respect and openness to constructive criticism and change. Faculty members, as central to this community, serve as scholars pursuing the search for knowledge and its free expression, as instructing students, and as professionals and citizens contributing special knowledge and skills through public service and community participation. In the performance of all these functions faculty members are held accountable to the University, in accordance with established policies and procedures, by the Board of Trustees which, as an elected body, is responsible to the people of the State of Michigan.41n order to carry out the mission of the University, faculty members, as members of both the academic and the broader public community, have the right to a clear statement of academic freedom, tenure, and other fundamental f acuity rights to is responsibilities. The purpose of this document and acknowledge these fundamental rights and responsibilities. 5 *Footnotes are located at the end of policy statement. Feb. '88 · 33 Academic Freedom and Responsibility are and freedom responsibility interwoven and at times Michigan State University endorses academic freedom and responsibility as essential to attainment of the University's goal of the unfettered search for knowledge and its free exposition. fundamental Academic characteristics of the University environment and are always indistinguishable. Academic closely freedom and twin guardians of the integrity and quality of universities. The University looks to its faculty members to exercise their rights responsibly and to meet their obligations fully as professionals. Faculty acceptance of their responsibilities to students, colleagues, the scholarly community, and the public explains in great part why society historically has accepted the concept of academic freedom and has afforded its protection through the institution of academic tenure. responsibility are the For faculty members, the principal elements of academic freedom include: 1. The right, as teachers, to discuss in the classroom any to the the approved course material which has a significant relationship subject matter as defined in description; 2. The right to determine course content, grading, ancV ~ classroom procedures in the courses they teach; 3. The right to conduct research and to engage in creative endeavors; 4. The right to publish or present research findings and creative works; 5. The right to engage in public service activities; and 6. The right to seek changes in institutional policy through established University procedures and by lawful and peaceful means. Academic freedom carries with it responsibilities. For faculty members, the principal elements include: 1. The responsibility teaching, research, and public service duties in a professional m<1nner and in keeping with University policy; to carry out assigned 2. The teachers, responsibility, as from introducing matters which are not consistent with their teaching duties and professional competence and whichi have no significant bearing on the subject matter of the\ course as approved under University procedures; refrain to 3. The responsibility to pursue excellence and intellectual 34 Feb. '88 ( ( ( in teaching, research, and other creative honesty in endeavors and publishing or presenting research findings and creative works; in public service activittes; and 4. The responsibility to encourage students and colleagues to engage in free discussion and inquiry; and to evaluate student and colleague performance on a scholarly basis; 5. The responsibility to work in a collegial manner with appropriate individuals and bodies to encourage the free search for knowledge; its free exposition, and the University's continuing quest for excellence; and 6. The responsibility to differentiate carefully their official activities as their personal activities as citizens and, when the situation warrants, to make it clear that, when speaking as private citizens, they do not speak for the University. faculty members from The above list provides a summary outline of the principal elements of academic freedom and responsibility. More detailed and explicit definitional statements applicable to specific faculty the rights and following headings: Academic Tenure, Academic Governance, Teaching, Research and Creative Activity, Public Service, Relations with Colleagues, Relation to the University and the Community, and Resolution of Conflicts. responsibilities are set forth below under Academic Tenure The is characterized by high faculty have a right to expect that the University's integrity and a tenure system responsibility to participate in the operation of the tenure system seriously and in good faith. All decisions involving tenure system recommendations shall be made in conformity to the University-approved policies and procedures that govern the tenure system. Academic Governance The faculty have a right and responsibility to participate in the establishment and functioning of a governance system at the in department or school, college, and University accordance with Michigan State University Bylaws for Academic Governance to ensure academic freedom and the promotion of the goals of the institution. The University looks for recommendations on various academic to the personnel appointments, reappointments, promotions, the award of tenure, and salary including matters faculty faculty levels 35 Dec. '85 increase guidelines; on the development of new academic programs and the modifications or discontinuance of· existing programs; on academic curricula and standards; on definition of University mission and goals; on policies governing research and creative endeavors; on formulation of annual budget requests and allocations; and on the selection and review of specified administrative officials, as well as other issues that concern the general welfare of the University, including student affairs and the academic environment. the Through the academic governance system, the University accords a central role to faculty peer review in the departments the University. Faculty have a or schools, colleges, and responsibility in peer review procedures to to participate ensure personnel recommendations which promote excellence. In accordance with established departmental or school, college, and University policies, faculty members have the right to be informed of the standards, criteria, procedures and other conditions which affect all aspects of their appointment in the tenure system, to be evaluated in a fair, objective manner, and to receive timely notice regarding their future appointment status at Michigan State University. Teaching Because the faculty's role in the educational process is primary and central, the faculty member, as teacher, has the responsibility to make every effort to be accurate, objective, and effective. In the classroom, the teacher shall address topics and present materials consistent with the teaching assignments as defined in the approved course objectives. The teacher has the responsibility to encourage the pursuit of learning by students by manifesting the best academic standards of the discipline or profession. To accord students individuals, the teacher shall seek to establish a respect as relationship of mutual trust and to establish an appropriate role as an intellectual guide, counselor and mentor, both in and out of the classroom. If problems arise in the relationship between teacher and student, whether on personal matters or on instructional materials or methods, both teacher and student shall attempt to resolve them in informal, direct discussions as between well-intentioned, reasonable persons. The teacher has the responsibility not to exploit students for private advantage; the teacher also should avoid any form of discrimination or harassment, with the understanding that racism, sexism, and other the establishment of an effective learning environment. forms of bias preclude The teacher has the responsibility to foster and require teacher has authority and honest academic conduct. The ( Dec. '85 36 ( ( (_ responsibility for grades and shall assure that the evaluation and assessment of academic performance reflect each student's true achievement by good faith application of criteria appropriate to the field of study and the course. The teacher shall further protect academic freedom for faculty and students by acknowledging the contributions of students to professional work of faculty members and by assuring that each student is free to voice opinions openly and to exchange ideas free from retaliation. Teachers have the responsibility to observe the University, college and department/school policies regarding such matters as statement of course objectives, examination policy, office hours, course evaluations, and other provisions of The Michigan State University Code of Teaching Responsi bi I ity . the Research and Creative Activity in To fulfill colleges) competence and in creative activity non-departmentally organized the University's mission of advancing and disseminating knowledge for the improvement of the welfare of the public, faculty members have a responsibility to conduct research and engage their area(s) of appointment and professional competence. Recognition of professional definition of area(s) of appointment occur in the basic academic units (departments, through schools, procedures in which established systems of peer review play a central role. As right and faculty members have responsibility to create, seek, and state knowledge freely and openly and to strive for scholarly excellence. The scholar has the right and responsibility to exercise critical self-discipline and judgment in generating, using, extending, and transmitting knowledge, to adhere to the highest standard of intellectual honesty, and to oversee and evaluate the research and creative efforts of students and subordinates. Faculty shall conduct all in a manner consistent with research and creative activity accepted scholarly standards and in conformity with legal, professional, and University codes, policies, and regulations governing research and creative endeavors. scholars, the Public Service As the land-grant university of the State of Michigan, Michigan State University is committed to public service as an integral aspect of its mission; this entails a commitment to the creation, dissemination, and application of knowledge. Public faculty member's service the application of involves the 37 Dec. '85 professional training and competence to issues and problems of significance to constituencies and it is related to academic program objectives of the unit(s) in which the faculty member is appointed. Faculty members engaging in public service activities enjoy the same rights and have the same responsibilities which were previously stated as pertaining to them as teachers and scholars. Faculty members, in accordance with University policy and regulations, can serve as valuable resources and provide valuable services by working with government industry, public organizations, and others off-campus. Faculty members have the right to engage in a limited amount of outside work for pay in accordance with University policy and regulations. Relation with Colleagues As have colleagues, the responsibility faculty members rights that derive from common membership and in a responsibilities community of scholars. Faculty have to respect and right to defend the free inquiry of associates and, in the exchange of ideas and criticism, the responsibility to respect the views and rights of others. Faculty members shall acknowledge the contributions of colleagues to their own work. the evaluation of the professional performance of a In faqulty member shall provide an honest and colleague, objective established department/school, college, and University criteria. The faculty member shall foster collaboration with and support of colleagues. Acts of racism or sexism, including harassment and other forms of bias and discrimination, violate University policies, and are unacceptable. accordance appraisal with the in ( ( Relation to the University and the Community As members of Michigan State University, the faculty have a primary responsibility to strive for academic excellence in instruction, research, and public service. When the situation warrants, faculty members acting or speaking as citizens have a responsibility to make clear that these actions and utterances are entirely their own and not those of the University or any component of the University. Faculty members have the responsibility not to abuse their standing within the University for personal or private gain nor use University employees, facilities, equipment, supplies, or other property for personal or private business. As a member of the wider community, the faculty member has the rights and obligations of any citizen. In exercising these ( Dec. '85 38 ( ( ( rights, the faculty member speaks only as an individual, either as a professional scholar with a field of special competence or as a private citizen. involves inevitably Faculty members should be mindful that membership in the academic community identification and association with the University and that the University often is judged by the actions, performance, attitudes and expressions of its faculty members. Faculty members normally do not face a conflict between the exercise of their rights as a citizen and their responsibilities as a faculty member. If citizenship activities interfere with faculty responsibilities, faculty members should request a leave of absence, resign from their appointment or limit those activities to ensure a complete discharge of faculty responsibilities. Resolution of Conflicts for the hearing and The University is committed to respect the rights of the faculty. Faculty members who believe that their rights have been violated have the right to seek redress through the University's resolution of established procedures complaints. Faculty members have the obligation to meet their responsibilities as defined in this document and in those cited in Appendix A to help the University maintain academic excellence and realize its goals. Faculty members accused of failing to meet these responsibilities have a right to be informed of the accusations and accorded to University procedures to determine whether or not the accusations are valid and any sanctions justified. timely access Amendment Procedures Amendments to this document may be initiated by any individual member of the faculty and shall be submitted to the Off ice of the Provost and the University Committee on Faculty Affairs for consideration and action in accordance with Section 4.7.3 of the Bylaws for Academic Governance. 39 Dec. '85 Footnotes: 1 The terms, "faculty" or "faculty members," as used in this document, apply to individuals appointed in the tenure system with the rank of instructor through professor. 2 Bylaws of the Board of Trustees , as amended January 24, 25, 1980, Preamble , page I. ( 3 "The Board of Trustees. the administration, and the faculty carry out their respective responsibilites not as isolated entities, but as major and primary constituents of the total University organization and structure which remain mutually independent and must be supportive of each other's purposes, functions , and obligations. It is within this context that the rights and responsibilities of the faculty are to be construed." (By I aws of the Board of Trustees , as amended January 24-25, 1980, Article 7, page 7.) 4 "The Board of Trustees. elected by the voters of the State and responsible to all the people of Michigan, exercises the final authority in the government of the University, within the limits fixed by the State Constitution. In exercising its responsibility, the Board delegates to the President of the University and through the President to the faculty, appropriate authority and jurisdiction over matters for which they are held accountable by the Board. These matters include educational policy and the development of a strong and efficient organization with which to accomplish the objectives of the University." (Bylaws of the Board of Trustees , as amended January 24-25, 1980, Preamble, page I.) 5 Some faculty rights and responsibilities referred to in this document are stated elsewhere (see Appendix A). Dec. '85 40 ( ( ( APPENDIX A Michigan State University Policy Documents Generally Applicable to Faculty Rights and Responsibilities: Bylaws of the Board of Trustees Board of Trustees Policy Manual Bylaws for Academic Governance The University Catalog Academic Programs Description of Courses Graduate Study Sponsored University Programs for Research and Education Academic Freedom for Students Bulletin (Schedule of Courses) Faculty Handbook Graduate Student Rights and Responsibilities Ordinances Faculty and Staff Benefits Student Handbook Traffic Regulations Travel Regulations Manual of Business Procedures Medical Staff Bylaws, Colleges of Human and Osteopathic Medicine Medical Student Rights and Responsibilities Bylaws of the College or Colleges Bylaws of the Department(s) or School(s) Policy Documents Specifically Applicable to the Statement on Faculty Rights and Responsibilities: Abrogation of Faculty Responsibility (Faculty Handbook) Academic Advisement, Enrollment, Registration and Counseling (Faculty Handbook) Academic Freedom (Faculty Handbook) Academic Freedom for Students (especially Article 2) Academic Programs: Michigan State University Additional Work for Pay (Faculty Handbook) Anti-Discrimination: Pol icy and Procedures Appointment, Reappointment, Tenure, and Promotion Recommendations (Faculty Handbook) Bylaws for Academic Governance Bylaws of The Board of Trustees (especially the Preamble and Article 7) Bylaws of the Medical Staff, Michigan State University 41 Dec. '85 Code of Teaching Responsibility (Faculty Handbook, Academic Programs) Development of Instructional Materials (Faculty Handbook) Dismissal of Tenured Faculty for Cause (Faculty Handbook) . Equal Opportunity and Non-Discrimination (Faculty Handbook) Final Examination Policy (Schedule of Courses) Freedom of Expression (Board of Trustees Policy Manual) Integrity of Scholarships and Grades (Academic Programs, General Information, General Procedures and Regulations) Interim Faculty Grievance Procedure (Faculty Handbook) Interim Guidelines for Potential Conflicts of Interest in Academic Areas of the University Medical Service Plan for Colleges of Human Medicine and Osteopathic Medicine (Faculty Handbook) Mission Statement, Michigan State University Non-Tenured Faculty in the Tenure System (Faculty Handbook) Ordinance on Examinations (Ordinance # 18.00, Michigan State University) Overload Pay (Faculty Handbook) Patents (Faculty Handbook) On Preventing Conflicts of Interests in Government Sponsored Research at Universities (Faculty Handbook) Protection of Human Subjects (Faculty Handbook) Regulatory Guidelines for Research (Faculty Handbook) Rights of Students to Receive Instruction (Faculty Handbook) Sponsored Research and Creative Endeavor (Faculty Handbook) Sponsored University Programs for Research and Education Student Instructional Rating System (Faculty Handbook) Student Records (Academic Programs, General Information section) Tenure of Appointment at Michigan State University (Faculty Handbook) Use of Animals in Research (Faculty Handbook) ( Dec. '85 42 THE TENURE SYSTEM ( The following policy was approved by the Board of Trustees on May I 5, I 952. Revisions were approved by the Academic Council on February 4, 1986 and by the Board of Trustees on Apr i I 4, I 986. The Board of Trustees in approving this statement of tenure policy does so in good faith with the intent to comply fully with it It must, however, reserve the right to deviate from these terms if conditions beyond its control, such as abrupt declines in enrollment, drastic loss of income or conditions that result in the drastic curtailment or abandonment of programs or activities, make it necessary to do so interests of Preamble The purpose of tenure is to assure the University staff academic freedom and security and to protect the best the University. Tenure shall not be considered to protect any person from the loss of his/her position as a result of gross misconduct such as violation of reasonable refusal professional ethics or assigned duties, incompetence, voluntary withdrawal or actions which are inimical to the interests of the University.* to perform ( GRANTING TENURE A faculty member with the rank of professor in the tenure system is granted tenure (appointment for an indefinite period without a terminal date) from the date of appointment at that rank. final sentence has been amended here from the the Dismissal Procedure adopted by the (See Dismissal of Tenured *The language of Board on June 24, 1977 for Cause). Faculty ( Oct. '86 43 is appointed in An associate professor who has not served previously at Michigan State University usually the tenure system for a probationary period of four years.* In some cases, upon the recommendation of the unit administrator(s). dean(s). and with the prior approval of the Provost and President, the probationary period may vary in length from one to five years. If an associate professor is reappointed . tenure is granted. Individuals appointed at the rank of associate professor without tenure have the option of requesting reappointment at any point prior the stipulated probationary appointment period A negative decision on such a request shall time not preclude consideration specified upon appointment. on the unit administrator(s) and dean(s) and with the prior approval of the Provost and the President, a faculty member initially appointed at the rank of associate professor may be granted tenure from the date of appointment. for reappointment at recommendation of the conclusion of unusual cases, the to In An assistant professor who has not served previously at Michigan State University is appointed initially in the tenure system for a probationary period of four years** and may be reappointed for an additional probationary period of three years. If an assistant professor is appointed beyond the two probationary periods, tenure is granted. If at any time during is these promoted to the rank of associate professor, tenure is granted. two probationary periods an assistant professor to September 1, 1986, an associate professor *Prior who had not previously served at Michigan State University was appointed three years. Upon professor, reappointment as an associate for a probationary period of is granted tenure to September 1, 1986, an assist ant professor **Prior who had not served previously at Michigan State University was appointed period of initial probationary three years. for an ( 44 Oct. '86 An instructor is appointed in the tenure system for one three-year probationary period.* Appointments at the rank of instructor in the tenure system are exceptions to University policy and are provided only in special circumstances (see policy on Receipt of Terminal Qualifying Degree as a Condition of Appointment the Tenure System, Faculty Handbook, If not promoted to the rank of December 1985, p. 65) assist ant professor at the conclusion of the one three-year probationary period, the individual is ineligible for an additional reappointment unless a special extension is approved (see below). in the one three-year probationary appointment If during period as an instructor, promotion to the rank of assist ant professor is approved, the appointment period as an assistant professor will be for: 1. 2. three years after service as an instructor for one year; two years after service as an instructor for two years; or 3. one year after service as an instructor for three years. If reappointed at the appointment will be on a probationary basis for three years. If an assistant professor is reappointed after this three-year period, tenure is granted. the assistant professor rank , Extensions in the probationary appointment periods for all faculty appointed in the tenure system require approval of the University the on Chairperson /Director, the Dean, and the Provost (or designee).** Extensions in probationary appointment periods are not interpretations of or deviations from the rules of tenure under section 4.8.5. of the Bylaws for Academic Governance. Committee Tenure, Faculty initially two-year probationary period, instructor was to September 1, 1986, an for a *Prior appointed followed by a second and by an additional probationary period of then promoted years. is individual professor, reappointment unless a special one-year extension granted. to ineligible If not the for an additional is two-year probationary period rank of assist ant three the **"Information on extensions of probationary appointments should originate unit; such chairperson of Tenure, the dean, or the department chairperson, the Office of information may also be obtained the Provost" in the University Committee on Faculty the primary academic the school director, from the Oct. '86 45 ( ( the Dean, Recommendations for tenure system faculty appointments, reappointments , extensions of probationary periods, promotion and tenure originate in the primary academic unit (department, school or non-departmentally organized college) and are reviewed successively by the Provost and are approved by the President. Actions involving the award of tenure are approved by the president, who makes the final recommendation to the Board of Trustees for action. When tenure is granted, it is effective upon the first day of the month after the date of approval by the Board of Trustees. the ranks of professor, associate instructor normally are professor, assistant professor, and made under the provisions of the Michigan State University tenure system. Appointments to ( ' 1. The terms and conditions of employment shall be provided in writing to the faculty member at the time of initial appointment. These terms should include: a. b. c. The general expectations The time period covered by the appointment Salary provision the professional responsibilities of the person being appointed. regard to in d. Conditions other than the appointee's performance that would make a of his/her further appointment inadvisable. responsibilities recommending the faculty member at 2. The chairperson of the unit appointment shall deliver tenured ment a copy of specifies for action on faculty. (See section on Non-Tenured Faculty in writing the the Tenure System.) the bylaws of in the status of non-tenured that administrative unit's procedures to the non time of appoint the unit which OPERA TING PRINCIPLES OF THE TENURE SYSTEM 1. Appointment periods for tenure purposes are calculated in which the from September 1 of the calendar year appointment is effective. 2. A faculty member granted a leave of absence will have the ( appointment period extended appropriately. 3. Faculty members serving abroad with one of Michigan State University's projects are treated for tenur e action as if they were serving the University on campus except that: 46 Oct. '86 ( b. a. A the the appointment period under faculty member without tenure whose initial appointment to Michigan State University is to an overseas assignment of six months or more will have tenure system extended by a period equal to the duration of the overseas assignment. faculty member without tenure who Any other serves abroad on a Michigan State University project may have the appointment period under the tenure system extended similarly only with the faculty member concurrence involved and the department chairperson, the dean, the provost, and the president. Such agreement must be for the overseas assignment. in writing of the reached prior to departure 4. A faculty member who is not to be recommended for reappointment by the department chairperson and dean must be so notified in writing by the department chairperson by December 15 preceding the expiration of the appointment. Copies of the notification are to be sent to the dean and provost. Upon written request of the faculty member, the administrative unit making in writing further the appointment. the If a department chairperson and dean is not reappointed, and/or if proper notification, as stated in 4 ., is not given, an extension of one year is automatic, and the faculty member shall consider this arrangement as official notification of separation from the University at the end of the one-year extension. faculty member who was the decision shall recommended by recommending for not transmit reasons ( 5. 6. A faculty member may not be transferred out of the tenure system during or immediately after an appointment under the tenure system, except as approved by the University Committee on Faculty Tenure upon written petition of both the the department Subsequent appointment in the tenure system requires approval of the University Committee on Faculty Tenure. faculty member and 7. Foreign nationals (non-citizens of the United States) may be appointed within the tenure system; however, they are not to be given indefinite appointment with tenure unless they have signified their intention of, and have moved in the direction of, acquiring citizenship. Canadian citizens may be exempt from this regulation and upon specific approval by the Board of Trustees, other exemptions may be made. 8. Questions about the interpretation of the tenure regulations, or about the solution of tenure problems arising from situations not specifically covered in these regulations, are Oct. '86 46a ( referred to the University Committee on Faculty Tenure. The its Committee recommendations to the president, the provost or other appropriate administrative officer or body. In every case, final decision rests with the Board of Trustees. thorough submits study after AMENDMENTS TO THE TENURE RULES Amendments these Tenure Rules shall approval of the faculty and the Board of Trustees. to require the TENURE ACTION ANO PROMOTION Recommendations for actions under the tenure system and for promotions in rank are made in the department according to unit, college and university bylaws, policies and procedures. Recommendations which do not involve the award of tenure are the the dean, reviewed successively by final decision. Recommendations the president, who makes the provost and ( 46b Oct '86 ( ( ( the performance of each for reappointment, which involve the award of tenure are reviewed successively by the dean, the provost, and the president, who makes the final recommendation to the Board of Trustees for action. Since extensive information is needed to make an adequate evaluation to be of faculty member recommended tenure, or promotion, a comprehensive form has been developed which provides space for reporting activities such as instruction--undergraduate, and graduate; academic advising; research--creative and scholarly; education; public international program assignments; committee and administrative services; and other evidence of merit. The expectations for each individual's particular assignment and the missions of the unit. Sample copies of the form are available the Off ice of Academic Personnel Records, 3 12 Administration Building, telephone 355-1526. individual are dependent on services--extension continuing and/or the in COLLEGE-LEVEL REAPPOINTMENT, TENURE AND PROMOTION COMMITTEES The following statement was issued by the Office of the Provost on November 8, I 982. The colleges of Michigan State University may establish peer review committees to review department/school reappointment, 47 Feb. '88 promotion and tenure recommendations. Several of th~ colleges have established such college, in addition to department/ school, peer review committees for the purpose of providing advice to the dean these personnel matters. Approaches used by various colleges, including committee composition, are variable. in In the event that a college-level peer review committee is ( functions of faculty members with role and information concerning the established in a particular college, the Dean of the college shall provide the composition, college-level reappointment, promotion and tenure committee. At a minimum the following information must be provided: (a) the composition of the committee, including methods of selection and the names of specific individuals involved and their University roles, i.e., administrators or regular faculty; (b) the standards and criteria reviewing department/school used by recommendations; (c) the procedures used by the committee in rendering advice to the Dean, i.e., a ranking or rating procedure or a more qualitative assessment of unit recommendations; and (d) the information or materials made available to the committee to conduct the reviews. The Dean also is encouraged to provide information on any other matters deemed relevant relating to the review, reappointment, promotion and tenure committee. the committee function of college-level role and the in GUIDELINES FOR ACADEMIC UNIT PEER REVIEW COMMITTEE COMPOSITION AND EXTERNAL EVALUATIONS The following statement was issued by the Office of the Provost on December 2, 1987. ( University Policy e.g., merit Each academic unit (department, school, non-departmentally organized college) is charged to establish procedures so that its faculty can provide advice the academic administrator to regarding recommendations for various academic personnel actions, appointments, salary reappointments, promotion, and tenure. Procedures adopted should provide a role for peer review committees. For example, Section 2.1.2.1 ., of the Michigan State University Bylaws for ( Academic Governance, states that a department chairperson or school director "is responsible for the educational, research, and service programs, budgetary matters, physical facilities, and personnel matters in his or her jurisdiction, taking into account the advisory procedures of the unit." increases, Feb. '88 47a "shall . provide The policy statement on non-tenured faculty in the tenure system also states that the bylaws of each basic acministrative unit: to make recommendations with respect to reappointment, tenure, or promotion (Michigan State University Faculty Handbook, December 1985 edition)." for a designated group Guidelines for Peer Review Committee Composition These guidelines have been developed in consultation with and the concurrence of the Council of Deans, the University Committee on Faculty Affairs, and the University Committee on Faculty Tenure (for the latter on tenure matters only). The members of the Council of Deans agree to seek implementation of the guidelines set forth below within the specific bylaws or other procedures established for the applicable peer review process in academic units within their area of responsibility: 1. Eligibility for membership on academic unit peer review committees should be limited to individuals appointed in the tenure system at Michigan State University and/or at peer higher educational institutions. to the 3. Women 2. Eligibility for membership in academic unit peer review committees. fullest extent possible and particularly for personnel actions involving the award of tenure, should be limited to individuals holding tenured faculty appointments at Michigan State University and/or at peer higher education institutions. and minority faculty members should participate in academic unit peer review committee processes actions academic referenced above. Specific procedures for involvement should be developed as consistent with University procedures. college/academic unit bylaws and practice and may include, but are not limited to, the following possible arrangements: a. Regular peer review committee membership. b. Service as a consultant the peer personnel review for to all committee (with or without vote). c. Participation in the pool of individuals from both within and outside Michigan State University identified by the academic unit in accordance with regular procedures, to evaluate the candidate's record. d. Service as a member of or a consultant to (with or review college-level peer vote) a without 47b Feb. '88 e. committee (if such a body exists). Participation in the pool of individuals from both within and outside of Michigan State University identified by review committee and/or dean to evaluate the candidate's ( record. the college-level peer External Evaluations: A Recommendation faculty or other applicable appointments It is noted that many departments, schools and colleges at Michigan State University have academic personnel action (normally promotion and tenure) recommendation procedures which include an evaluation role (external assessment letters) for tenure system faculty appointed in other academic units in the applicable college and/or Michigan State University or who may hold in other universities or institutions. It is not intended to stipulate that such external evaluation procedures must be incorporated in all academic unit peer review procedures but, rather, to encourage academic units to consider a possible adoption of these procedures to ensure that individuals recommended have an ( achievement and performance level which is comparable with faculties of peer institutions. ( Feb. '88 47c ( ( ( APPOINTMENT, REAPPOINTMENT, TENURE, AND PROMOTION RECOMMENDATIONS The following statement is sent annually by the Office of to deans, directors, and chairpersons on the Provost occasion of reappointment, promotion, and tenure decision recommendations. It is reviewed annually and advice is requested from the University Committee on Faculty Affairs and the University Committee on Faculty Tenure. Any changes to will be sent incorporate the Handbook and for distribution to the faculty. into departmental and unit copies of to deans, directors, and chairpersons the ( of new faculty, is committed MSU is a premier land-grant University, an AAU University, to quality undergraduate education. MSU and aspires to improve continuously and this requires that academic personnel decisions must build a progressively stronger faculty. This process begins with vigorous. effective recruitment and systematic selection encouragement and facilitation of the professional growth of followed by these the application of demanding standards and the use of rigorous evaluation procedures when formulated. Our policies. procedures, recommendations are criteria, and decisions on recruitment, reappointment, award of tenure, promotions and salary increases must be guided by the goal of increasing the academic excellence of MSU. The future academic quality of MSU will be determined in large measure by these decisions. faculty members. reappointment. followed by tenure. and promotion ( relevant fiscal constraints and any other After a review of the mission and personnel needs of the unit, factors to determine if the applicable position(s) is (are) to be retained, for appointment, reappointment, and then recommendations tenure are initiated following rigorous evaluation at the unit level. including peer review. Recommendations for promotions of individuals with tenure also are to be initiated following rigorous evaluation at the unit level. including peer review. All involved in these deliberations must apply high standards of performance. Chairpersons and directors make the unit level recommendations. Unit level recommendations are subject to review and approval or disapproval at the college and University ( levels. Recommendations are to be based on explicit unit criteria Dec. '85 48 ( ( ( and quality evaluations that are consistent with college and University policies. As provided in the 1978 Bylaws for Academic Governance, the faculty, operating in the advisory mode, is to provide advice to the chairperson/director as ascribed in the unit bylaws. Each department, school, and comparable unit is required to have procedures and criteria that are clearly formulated and relevant on which to evaluate the performance of faculty members (see Statement on Non-Tenured Faculty the Tenure System, Faculty Handbook). The 1978 Bylaws for Academic Governance includes fundamental importance . following statement is of that the in ... The chairperson or director has a special obligation to build a department or school strong in scholarship, teaching capacity, and public service. (2.1.2.1.) The chairperson or director makes his/her judgment taking into consideration peer evaluations, including their quality and other supporting data and information. The chairperson or director is responsible as an individual for the recommendations he/she makes. Unit criteria reappointment, for appointment, tenure, promotion, and salary increases must serve the objective of improving academic strength and quality, taking account of the mission of the department, college, and the University. Deans review independently each recommendation and approve or disapprove, taking into account unit. college, and University criteria and other factors such as quality, progress, resources, program needs, percent of tenured personnel in the unit, and any other relevant University policies (see below). The Office of the Provost will review recommendations for reappointment, awards of tenure, and promotions primarily in terms of the evidence for the effectiveness of each individual in performance of academic duties. In addition, the following elements will be considered. (Order is not necessarily indicative of priority or weight of these elements): 1. In each case, solid evidence of consistent and persistent professional improvement and effectiveness at MSU sufficient to serve as the basis for predicting continuing professional effectiveness and growth for the remainder of the individual's academic career. 2. Standards of the college and department/school for reappointments, recommendations of appointments, awards of tenure, and promotions. 3. Progress of the unit in improving its overall quality. 4. Progress on affirmative action plans. 49 Dec. '85 5. Evidence of actual and potential external competition for employment in the Big Ten or institutions of at least comparable quality. 6. The history of salary increases awarded the individual relative to others. 7. Fiscal constraints. 8. The extent to which program commitments require the continuation of faculty (relevant primarily for decisions on reappointments and awards of tenure). ( 9. The proportion of the faculty in the University, the college, and the department (school) tenured and the age distribution of (relevant primarily for decisions on reappointments and awards of tenure). tenured faculty the faculty that are the activities the concerned Each dean or director is to insure that unit administrators in the to their college make clear procedures and criteria that will be used in making tenure system reappointment and promotion recommendations. Forms for "Recommendation for Tenure Action or Promotion" outline many of to decisions on promotion and reappointment. As stated in Sec. 2. 1.2. 1. of the Bylaws for Academi c Governance , academic administrators have the special obligation to build academic units strong in scholarship, teaching capacity, and public service. To discharge this responsibil ity, academic administrators must apply selective, rigorous standards tenure, and promotion recommendations. The achievement and performance level required must be competitive for faculties of leading land-grant universities and member the Association of American Universities (AAU). institutions of reappointment, in making relevant 1. Reappointment with award of tenure: Each outstanding achievements tenure recommendation should be based on a clear record of sustained, teaching, research and/or public service. a. For the assistant professor who has established such a record, is effective upon reappointment after two or more cumulated probationary appointments in the tenure system, if the individual is reappointed again. tenure recommendation the in a the such b. For faculty member appointed initially as associate professor in the tenure system who has established tenure recommendation is effective upon reappointment after one three-year probationary appointment, if the individual is reappointed. recommendation from assistant professor to associate professor in the tenure system should be based on several years of sustained, for promotion record, the 2. A Dec. '85 50 ( ( ( outstanding achievements in teaching, research and/or public service as assistant professor, consistent with performance/levels expected at a premier, land-grant AAU University. A recommendation for promotion from associate professor to professor in the tenure system should be based on several years of sustained, outstanding achievements in teaching, research, and/ or public service as associate professor, consistent with performance/levels expected at a premier, land-grant AAU University. The reasons for a reasonably long period of time in rank prior to promotion are: a. To provide a firm basis in actual performance for long-term, high quality professional predicting effectiveness, and To provide a firm basis in actual performance under Michigan State University standards to permit endorsement of the individual as an expert of national stature. b. Bearing in mind the University's continuing objective to improve its faculty, the unit and college must refrain from tenure, or doubtful promotion. The each . to recommendation to insure that it is well grounded and fully justified. recommendations of dean reappointment, carefully evaluate is NON-TENURED FACULTY IN THE TENURE SYSTEM The following policy was approved by the Board of Trustees on Apr i I 17, 1970. Recommendations for actions affecting the appointment, reappointment or promotion of faculty members under the tenure system must be in accord with the provisions of the tenure system. At the level of the basic administrative unit, judgments on non-tenured faculty with respect to professional competence (including teaching ability), academic potential, and the needs of the department are made by the responsible administrator after faculty and/ or other duly consultation with constituted group specified that basic the bylaws of administrative unit. Recommendations for reappointment or promotion which do not involve the award of tenure are tenured in the 51 Dec. '85 the president, who makes reviewed and must be approved successively by the dean, the provost and final decision. reappointment or promotion which Recommendations involve the award of tenure are reviewed and must be approved successively by the dean, the provost, and the president, who makes the final recommendation to the Board of Trustees for action. for the these judgments by consulting with Each basic administrative unit shall base its judgments on criteria and procedures that are clearly formulated, objective and relevant. These criteria and procedures shall be known to all members of the basic administrative unit. If appropriate, the responsible administrator may supplement information required representative for non-tenured individuals outside the basic administrative unit. Review procedures shall be described in its bylaws and shall include a means by which the faculty member is evaluated and informed annually of his/her progress. These bylaws shall provide for a designated group to make recommendations with respect to reappointment, tenure, or promotion. Procedures shall also exist by which the faculty member may confer with this sub-group before a decision is made in his/her case. faculty, students and/or qualified Decision not to reappoint a non-tenured faculty member does not necessarily imply that the faculty member has failed to meet the standards. of the University with respect to academic competence and/or professional integrity. This decision may be contingent, wholly or in part, upon the availability of salary funds and/or departmental needs. The decision not to reappoint a non-tenured faculty member does not require action by the faculty Board of Trustees. In member within the tenure system, notification is required as set forth in the section entitled Operating Principles of the Tenure System, above. Such decision is made at the level of the basic administrative unit. Upon written request of the faculty member, the administrator of the basic administrative unit making the decision shall transmit in writing the reasons for the decision. the case of a non-tenured If a non-tenured faculty member believes that the decision not to reappoint has been made in a manner which is at variance the established evaluation procedures, he/she may, with following efforts to reconcile the differences at the level of the basic administrative unit and the Dean of his/her college, initiate an appeal Interim Faculty in accordance with Grievance Procedure. the When reason arises to consider dismissal of a non-tenured faculty member before the expiration of his/her term of appointment, the procedures to be followed shall be identical with those established for the dismissal of a tenured faculty member. ( ( Dec. '85 52 FACULTY CAREER ADVANCEMENT AND PROFESSIONAL DEVELOPMENT: A SPECIAL AFFIRMATIVE ACTION RESPONSIBILITY The following statement was issued by the Office of the Provost on October 5, 1982. in to the for for unit provide academic regarding opportunities tenure system be "evaluated and University policy requires that each non-tenured faculty member informed annually of his/her progress" (see statement on Non-Tenured Faculty in the Tenure System, Faculty Handbook). Such annual two-way are reviews communication performance expectations and, if necessary, to provide suggestions and reasonable assistance improving performance. Faculty career advancement and professional development are to be encouraged. Under the University's affirmative action policy, unit to academic administrators have a special encourage professional career development of all women and racial minority faculty members appointed in the tenure system, especially non-tenured faculty. A supportive environment should be created in each academic unit for success of these individuals in meeting both their career goals and the unit's performance increases, reappointment, promotion and tenure. An important aspect of this environment is regular and supportive interaction with colleagues in the unit and in related fields in other units. Efforts of women and racial minority faculty members to overcome barriers related to gender and/or race can divert attention from the achievement of basic career goals and diminish the quality of professional experience. the opportunity responsibility to maximize advancement for merit standards salary and the to and attention encourage their units' women/racial minority Department and school administrators are urged to give professional special development of faculty members. Special emphasis is placed on the role of annual performance reviews and/or special meetings with women and to encourage racial minority two-way professional communication. Among other reviews and/or special meetings are: and things, performance faculty development, to evaluate progress, ensure the to 53 Dec. '85 ( ( 1. To encourage opportunities as appropriate for: membership in informal and formal research - groups, research, and service program activities, teaching, assignment of graduate research assistants, committee assignments, and other critical activities in the unit discuss relationship to the among assigned duties. their individual's distribution of effort students and professional objectives 2. To and 3. To discuss any that may be perceived as barriers to effective performance and full participation in the unit issues and concerns Deans should ensure that unit administrators conduct annual performance reviews of each non-tenured faculty member appointed in the tenure system and that, among the topics addressed, those stated above are included in these reviews. If college or unit practice is to require written annual evaluations, the dean should receive a copy of the evaluation sent to each faculty member. The dean should conduct in-depth reviews with each chairperson or director of the annual performance evaluations of each non-tenured faculty member appointed in the implement appropriate steps to assist the faculty member in achieving success in the unit tenure system issues and identify to to 'with all Deans also are encouraged to schedule individual meetings at racial minority and women--if least annually underrepresented in applicable academic units--tenure system faculty members appointed in their colleges. Issues identified in the applicable these meetings should be discussed with full chairperson/director so opportunity to develop professionally and make progress toward meeting unit standards. individual can have that each Documentation of the occurrence of annual performance reviews of non-tenured faculty in the tenure system by unit administrators must be submitted by each dean to the Office of the Provost along with reappointment, promotion and tenure recommendation list The details of each performance review will be discussed the meetings on reappointment, promotion and tenure recommendations with each dean by the Associate Provost and Assistant Provost for Academic Personnel Administration. the preliminary in DISMISSAL OF TENURED FACULTY FOR CAUSE The following policy was approved by the Board of Trustees on June 24, 1977. Dec. '85 54 ( ( ( A tenured faculty member may be dismissed: ( 1) for gross misconduct (described in Appendix IL or (2) for incompetence. Gross misconduct or incompetence must be determined under the rules of academic due process by a representative body of the faculty member's peers. The procedures described below shall be followed before the president submits a dismissal recommendation to the Board of Trustees for final action. I. Preliminary Conference When reason arises to consider dismissal of a tenured faculty member, the appropriate administrative officer, or officers, shall arrange a personal conference or conferences. The difficulty may be resolved by mutual consent at this point. If the faculty member is asked to resign and declines, formal action may be initiated under the procedures herein stated. No formal charges shall be made until after the faculty member has been informed that such charges are to be made and has been given an opportunity to meet with the administrative officer who plans to make the charges. In cases in which the faculty member is not in the United States or is otherwise not available for a personal meeting, the requirement of this section will be met by a telephone discussion and/or correspondence with a reasonable opportunity to respond. II. Initiation of Formal Proceedings ( ( a. b. c. The administrator of a unit in which an affected (e.g., department is employed faculty member chairperson, dean or director) shall recommend to the provost, through the appropriate administrative channels, that formal proceedings be initiated. The provost shall notify the president before proceedings are initiated. The faculty member may be relieved from any or all academic duties during the proceedings at the discretion of the president if recommended by the provost. Such relief of duties shall be without loss of compensation. Formal proceedings shall be deemed initiated when the provost files with the president and with the chairperson of the University Committee on Faculty Tenure a written statement of explicit charges against the affected faculty member. The statement shall contain: 1) The nature of the charges; 2) the names of the witnesses, insofar as known, who will testify in support of the specific allegations; 3) the nature of the testimony likely to be presented 55 Dec. '85 d. e. if an elected faculty member, by each of these witnesses. the · Hearing The charge shall be heard by Committee, which shall consist of those elected faculty members of the University Committee on Faculty Tenure who are serving on the committee at the time the formal proceedings are initiated. The the secretary of the Hearing chairperson and Committee shall be elected by the Hearing Committee from among its own numbers at a meeting specially convened for this purpose by the chairperson of the University Committee on Faculty Tenure who, is eligible for election. The Hearing Committee may, if either side is represented by legal counsel, solicit the advice of legal counsel for itself, to be paid the the University. Either party for by challenge proceedings may the appropriateness of individual members of the University Committee on Faculty Tenure serving on the Hearing Committee. Such challenges shall be decided by majority the Hearing the member being Committee, exclusive of challenged. Either party may exercise one ( 1) peremptory challenge. The chairperson of the Hearing Committee shall promptly give notice by registered mail to the affected faculty member stating the explicit charge against him or her. The written notice to the faculty member shall contain: 1) the nature of the charges; 2) the names of the witnesses, insofar as known, who will the specific allegations; 3) the nature of the testimony likely to be presented by each of these witnesses. in support of to cause vote of testify for Ill. The Hearing a. b. Service on the Hearing Committee shall be a high priority University responsibility for the duration of the hearing. The University administration shall assure that administrators of affected units take all reasonable measures the Hearing to Committee members' other responsibilities. The Secretary for ·Academic Governance shall make available the Hearing the chairperson of Committee, secretarial and clerical assistance as required. A tape recording shall be made of the hearing. The chairperson of the Hearing Committee shall full stenographic record and reduce to Dec. '85 56 ( ( the presence of any w itness o r request the delivery of any Univer sity document germane to the the hearing. appropriate administrative officers will cooperat.e. requests, fulf illing these In ( ( ( c. The chairperson of the Hearing Committee shall schedule the Hearing within a reasonable t ime after the affected faculty member receives notification charges against him or her, due of consideration being given fact that the faculty member needs a reasonable length of time for the preparation of a defense. to the the d. The Hearing shall be closed except that the Hearing Committee may decide that hearing sessions are to be open if this is requested by the affected faculty member. The committee shall hear the views of both parties on the question and shall determine in deliberative session whether the sessions are to be open or closed. The chairperson of the Hearing Committee may, however, in the interest of orderly and equitable proceedings, rule that a given session or portion of a session be closed. e. The chairperson of the Hearing Committee shall be in full char ge of the Hearing which shall be conducted according to the procedures stipulated in Appendix II. f . Only those members who have been present at all sessions in which evidence has been presented or arguments have been heard shall have the right to vote. An exception to this attendance requirement shall be made by the chairperson of the Hearing Committee for a member who has missed, for good cause, no more than one session and who has certified to the satisfaction of the chairperson that he/she has listened to a tape recording of the proceedings which were missed, or has read an official the thereof. Exception attendance requirement may also be made by unanimous consent of the parties to the hearing. g. The provost (or his/her representative), his/her advisor or legal counsel, the unit administrator bringing the charges shall be present at all sessions of the Hearing Committee in which evidence is presented or arguments are heard, and may 1) present evidence, 2) call, examine and cross-examine witnesses, and 3) examine all documentary · evidence received by the Hearing Committee. The burden of proof shall rest with the person who makes the charges. (if any) and transcript to 57 Dec. '85 h. The affected faculty member and his/her advisor or legal counsel (if any) have the right to be present at all sessions of the Hearing Committee when evidence is presented or arguments are heard, and may 1) present evidence, 2) call, examine and cross-examine witnesses, and 3) examine all the Hearing documentary evidence received by Committee. If the affected faculty member and his/her advisor or legal counsel choose not to exercise the right to be present, the chairperson at his/her discretion may conduct hearing sessions in the absence of the affected faculty member. ( IV. Processing the Record and Rendering Judgment a. b. c. file that the Hearing, the provost, the affected Within a reasonable time following the adjournment of the Hearing Committee shall prepare a written report which shall contain its findings of fact and its recommendations. A written report which recommends dismissal of a tenured the faculty member for cause shall state charges made against the affected member are clear and convincing. Any member of the Hearing Committee or any group of members may file a minority report which shall become a part of the Hearing Committee report. The Hearing Committee shall send its report to the president, faculty member and the unit administrator bringing the charges. The chairperson of the Hearing Committee shall the Hearing Committee Report, 2) a complete file of the case, and 3) tape recordings and transcripts of the hearings. The complete record . of the Hearing shall be held for review in the Provost's Office, and shall be available to the president, the provost, the affected the unit administrator bringing the charges, for their review, in a place designated by the provost. A correct copy of the complete transcripts of the hearings shall be sent to the affected faculty member. If a majority of the voting members of the Hearing Committee recommends that the faculty member shall be retained without special conditions, the matter is resolved with the filing of the Hearing Committee Report. the following procedures apply in this sequence: the Off ice of the Provost: 1) In any other event, faculty member and in ( Dec. '85 58 ( ( ( 1. The provost, the affected faculty member and the administrator of the unit may, within ten working days after receiving the notification stipulated in· section IV, file written paragraph B, comments with the Hearing Committee and the president. record and the chairperson of review the 2. The president, within a reasonable time, will review the case and report in writing his/her preliminary response to the chairperson of the Hearing Committee, the provost and the affected faculty member. 3. The affected faculty member, the provost or the Hearing Committee, through its chairperson, may, within ten days after receiving the president's preliminary response in writing, submit to the president written comments with respect to that response. 5. 4. After consideration of the president's preliminary response, if the president and the Hearing Committee concur in retaining the faculty member without special conditions, the matter shall terminate at this point. the Hearing Committee If either the president or retention with special recommends dismissal, or conditions, the recommendations of the president, and any written comments on the president's recommendation by the Hearing Committee, through its chairperson, or by the affected faculty member, shall be submitted by the president to the Board of Trustees for action. The complete record of the case shall be made available to the Board of Trustees. the Hearing Committee Report, V. Publicity For the protection of academic due process and of all concerned parties, public statements about the case shall be avoided as far as possible. Any announcements of the final decision shall include a statement of the Hearing Committee's recommendation. the Hearing Committee, through its chairperson, may release the complete record of the Hearing, or excerpts therefrom. interest of truth and fairness, the In Appendix I Among the functions of a university is the establishment of a proper intellectual integrity among the faculty, between the faculty and the students, and between the faculty and the national and international academic community. Professional ethics demand that this relationship of mind to mind not be 59 Dec. '85 impaired by actions of members of the faculty. The advocacy of unpopular causes, public discussion of controverslal issues, or other such intellectual causes, shall not be considered as violations of professional ethics. Gross misconduct may be found in: A. Violations of professional ethics, to wit: 1. Intellectual dishonesty, e.g. plagiarism or research data. falsified 2. Use of professional authority to exploit others, e.g. sexual advances to a student or solicitation of a reward for favorable personnel actions. 3. Other such actions which impair the intellectual integrity for which the University strives. 8. Refusal to perform reasonable assigned duties. Appendix II in the guiding principle Academic due process the is conduct of a hearing under these procedures Academic due process with respect to a hearing means assuring that a faculty member being dismissed has an opportunity for a hearing before peers; for the right of counsel if desired; for the right to present evidence and to cross-examine; and for decision on the record of the hearing. In addition, academic due process requires an adequate statement of the charges, a reasonable time to prepare a defense and the right of the faculty member to appeal to the president the Hearing Committee's judgment. Academic due process institutional hearings and is separate and distinct from the due process of law. followed internal in is Procedure for the Hearing 1. The chairperson of the Hearing Committee shall be in full charge of the Hearing. 2. The Hearing Committee secretary shall read the specification of charges against the faculty member. 3. The chairperson of the Hearing Committee shall request the faculty member's plea. 4. The provost (or his/her representative) and the unit administrator bringing the charges (or his/her legal counsel) shall present testimony to support the charges. The affected faculty member ' and his/her advisor or legal counsel have the right to cross-examine all witnesses. The Hearing Committee should withhold questions until both of the above processes are completed. 5. The affected faculty member or his/her advisory or legal Dec. '85 60 ( ( counsel shall present testimony to refute the charges. The provost (or a representative) and the unit adm ~nistrator or the right to cross-examine his/her witnesses. The Hearing Committee should withhold questions until both of the above processes are completed. legal counsel have 6. The provost the unit administrator or his/her legal counsel shall summarize the case. representative) and (or his/her 7. The affected faculty member or his/her advisor or legal counsel shall summarize the case. 8. The chairperson of the Hearing Committee shall dismiss all persons except those members of the Hearing Committee who have not been a part of the presentation for or against the affected faculty member. 9 . The Hearing Committee shall deliberate to determine its recommendations. Identical procedures are provided to expiration of the for dismissal of term of non-tenured appointment* faculty prior LONG TERM DISABILITY: AN INTERPRETATION OF THE TENURE RULES The following pol icy was approved by the University Committee on Faculty Tenure on May 19, 1975. Minor rewording was approved by UCFT on April 26, May 24 and June 7, 1976. A. Policy 1. A faculty member with tenure may be removed from his or her position on the basis of physical or mental incapacity to carry out the responsibilities for which he or she was appointed. 2. Such incapacity must be established on competent medical advice. Competent medical advice is understood to mean opinion formed by a competent medical authority after careful consultation with: a. The administrators of all units to which the faculty member is regularly assigned, and b. Such other consultants as may be reasonably required. *The policy on non-tenured faculty was approved by the Board of Trustees on April 17, 1970. 61 Dec. '85 3. Removal In each of the academic units to which the faculty member is assigned, administrators shall be advised by the faculty faculty members professionally advisory group or by acquainted with. the demands of the faculty member's academic position. from an the basis of physical or mental incapacity should be demonstrably bona It may not be used arbitrarily as a resort for fide. by-passing the procedures governing dismissal of a tenured faculty member. If long-term incapacity is established, the faculty member shall be placed on long-term disability status. individual's position on 4. 6. 5. The University shall hold the tenured position "open" for two years from the date of establishing the long-term disability, filling it, if necessary, with interim appointments. At any time during the two-year period the faculty member may, by formal request, seek to be reinstated on the basis of competent medical advice. The University shall respond promptly to such a request. If, at the expiration of two years, the individual has not been reinstated, the position need no longer be held "open" for him or her. If within the two-year period, the disabled individual is not capable of resuming the duties of the tenured position, but is capable of assuming another full-time tenured position commensurate with his or her education, training and experience, every reasonable effort shall be made to place him or her in such a position. It is understood and stipulated that such an appointment shall yield a customary and reasonable productivity the to both University. Conditions of employment should conform to those normal in the area. If, after the expiration of the two-year period, the individual should request to return to service, and competent medical advice indicates that he or she is capable of resuming full-time faculty status, the University shall give preference to the re-employment of the individual when a vacancy occurs in the area of his or her professional competence; however, the individual has no prior claim to the vacancy. If, either within or beyond the two-year period, the disabled individual is not capable of assuming a full-time tenured faculty position but is capable of other employment within the University, the University shall, in keeping with University policies the employment of handicapped persons, exert every reasonable effort to find a suitable alternative position. Conditions of employment should conform to those normal in the area. If the faculty member is reinstated in a tenured faculty position, he or she shall have full rights of tenure. If the its policy on individual and including the 7. 8. 9. Dec. '85 62 ( person is reinstated in a faculty position he or she shall perform the duties of teaching, research and .service with full guarantee of academic freedom. 1 0. The academic freedom of a disabled faculty member is in no way compromised by disability status. ( B. Procedure The following procedure was approved by the University Committee on Faculty Tenure on April 26, 1976. 1. A faculty member may request disability status for reasons of health, physical or mental incapacity. The procedure for granting "sick leave" is specified in the Faculty Handbook. Disability status is granted when the faculty member qualifies for compensation under the terms of the long-term disability program of the University. 2. A chairperson, director of a school, or other unit administrator may recommend that a faculty member be placed on disability status for sufficient reasons, i.e., inadequate performance and a recommendation by the medical officer of the University that the health of the faculty member justifies placement on disability status. a. inquire regarding the possible If the performance of a tenured faculty member deteriorates significantly, the unit administrator will discuss the matter with the faculty member and may reasons including the health of the faculty member. The unit administrator may require a comprehensive medical assessment of the individual if health might be a primary cause of inadequate performance of reasonably assigned duties. This assessment may be by a physician selected by the faculty member and acceptable to the medical officer of the University. The latter advises the unit administrator on the health status of the faculty member. requires a medical the unit administrator If assessment of the individual faculty member or recommends disability status, the faculty member must be informed in writing and must be informed at faculty grievance procedure is applicable. The dean(s) may approve If or disapprove approved, the the recommendation to the Provost for consideration and action. recommendation. shall the unit dean(s) the same forward time that the 63 Dec. '85 b. ( ( 3. 4. 5. c. the the e.g.. department to seek disability status, reinstatement under provision A-5, If at any point in this process the faculty member elects routine in paragraph B- 1: above, procedure outlined applies. If seeking the faculty member should address the request to the unit chairperson. administrator, Reinstatement under this provision requires approval by the medical officer of the University, the appropriate administrative endorsements, and approval by the Provost. If a faculty member on disability status requests an assignment under provision A-6 or A-7 above, that individual must address a request for such assignment to the Provost in writing. Assignment under these provisions requires approval by the medical officer of administrative the endorsements and, the Provost. If a requests assignment under provision A-8, above, that individual shall address the request in writing to the Provost or appropriate Vice President depending on the position sought Assignment under requires approval by the medical officer of the University, the if appropriate appropriate, approval by the Provost. the if appropriate, approval by faculty member on disability status this provision endorsements administrative appropriate University, and, ( ( Dec. '85 64 RECEIPT OF QUALIFYING DEGREE AS A CONDITION OF APPOINTMENT IN THE TENURE SYSTEM ( The following statemenet was issued by the Office of the Provost with an effective date of September /, 1980. Attainment of the appropriate terminal qualifying degree (Ph.D. or other) will be required as a condition of appointment in the tenure system (ranked faculty, instructor through professor) at Michigan State University. This policy is consistent with Michigan State University's on-going quest to improve its status and quality as a major land-grant, AAU University.* As such, MSU is an institution which expects that its faculty make significant and on-going contributions to scholarship in their respective disciplines. This policy on qualifying degrees advances MSU's attainment of its mission because terminal qualifying degree is necessary prerequisite for faculty to make such scholarly achievements. Unit criteria for reappointment, promotion, and tenure must stress the importance of such scholarly achievements. Continuing in scholarly work and research insures the continuing ability to provide highly competent instruction and service which are general requirements of MSU faculty. the appropriate involvement receipt of the *In addition, this policy is supported by other considerations. Other quality institutions do not allow appointments in the tenure system without the appropriate terminal qualifying degree and there is no general shortage of faculty candidates with appropriate terminal qualifying degrees to be considered as prospective faculty at Michigan State University. Finally, the University Committee on Faculty Tenure annually receives and acts on a number of requests that tenure system probationary appointments be extended to permit the completion of the necessary terminal qualifying degree. The existence of such requests indicates that such individuals typically have spent the bulk of their probationary appointment period in completing the requirements for the Ph.D. and, therefore, have not been able to devote time towards scholarly contributions beyond the dissertation stage. 65 Dec. '85 ( ( The Ph.D. and several other terminal qualifying degrees (Ed.D.; D. Ed.; DA; D.BA; Doctor of Journalism; J.D.: MD.: D.O.: M.S.W.: MF.A.: D.S.W .: D.M.A.: and D.V.M.l, as appropriate to specific academic units, are designated appropriate qualifying degrees applicable under this policy. The application of the policy will operate on this assumption unless colleges and separately reporting units identify other degrees that should be accorded "qualifying degree status." Justification will be required in support of each such recommendation, and an agreement they should be recognized as "appropriate qualifying degree" must be reached with the Office of the Provost. that This policy will not affect the status of individuals currently appointed in the tenure system who have not as yet completed the appropriate qualifying degree. However, the continued expectation for such individuals is that the receipt of such a degree is a necessary but not sufficient condition for the awarding of tenure. The earliest possible completion of the degree is expected. Individuals currently completing the requirements for the appropriate qualifying degree may be employed at Michigan State University on a temporary basis (appointment with an ending date) and with a prior agreement with the Office of the Provost may be shifted to a tenure stream position after the strongly qualifying degree ·has been recommended that such individuals be employed on a temporary basis no longer than two years. completed. is It Individuals to whom offers for tenure system appointments are made before the appropriate terminal qualifying degree is completed should be informed that a temporary appointment as an instructor will be required if the terminal qualifying degree is not received by a specified date prior to the effective date of appointment. On proof of receipt of the degree and with agreement of the Office of the Provost, the individual's status can be changed to that of an assistant professor in the tenure system. For all appointments in the tenure system, proof of receipt of the terminal qua I if ying degree is to be provided by The Graduate School or other appropriate university office at the institution where the degree has been earned. Such documentation must accompany the appointment form when submitted to the Office of Planning and Budgets. Exceptions to this policy can be made because of truly exceptional and unique qualifications, market considerations, for affirmative action, or other appropriate r easons, but only with the pr ior written approval of the Office of the Provost. ( Dec. '85 66 ( ( ( FACULTY STATUS: RESERVED FOR APPOINTMENTS IN PRIMARY ACADEMIC UNITS OF THE UNIVERSITY · This policy was issued by the Office of the Provost with an effective date of January II, 1980. The academic quality of MSU and the integrity of the tenure system are determined for appointment to faculty ranks. These objectives are served best by to the primary . academic units of the University, i.e., academic departments, / schools and colleges. fundamentally by decisions limiting appointments faculty status to in which The Off ice of the Provost will endorse appointment recommendations to appoint individuals on a temporary basis rank of Instructor, Assistant (with ending date) with the in Professor, Associate Professor, and Professor only instances is an academic department (a department in a college or colleges) and/or a school and/or a college. All appointments in the tenure system, except indicated below, must be recommended by an academic department, or a school in a college, or a residential or other non-departmentally organized college as the primary academic unit, or by such units jointly. those subject to the stipulations recommending unit the primary Tenure System Appointments: Primary Academic Units and Other Types Of Units increases, reappointment, When a primary academic unit, i.e., a department, school, and/or residential or other non-departmentally organized college joins with any other type of unit in the University to recommend appointment of an individual in the tenure system, the primary academic unit commits to accept the individual as a regular faculty member. The academic unit should make this commitment only after direct involvement in the recruitment of the individual and specification of the unit's role in evaluations for salary tenure, promotion, and In all cases, except as designated leave recommendations. below, responsibility and final decision for salary increases, promotion, reappointment, tenure and leave eligibility rests with the designated primary academic unit* (See next page.) This commitment means that the individual will serve as a regular faculty member in the academic unit if there is a determination at any future date by the Provost after consultation with the appropriate vice president, as applicable, that the best interests of the University will be served by discontinuation of the in the non-academic unit(s). A assignment of the individual 67 Dec. '85 faculty member may also initiate a request to return to the academic unit Notice of one year to the Provost from the faculty member will usually be sufficient time to reassign the individual i.e., department, school, or residential or other non-departmentally organized college. the sponsoring primary academic unit, to The reassignment of an individual to a department, school, or residential or other non-departmentally organized college will not constitute an addition to the authorized FTE count except as may be necessary during a transition period. Transition periods will be extended only as necessary by the Provost's assessment of the resources available. As soon as the Provost determines that resources are available, the individual will be included in the academic unit's regular FTE count. Thus, before this type of commitment is made, overall department, school, or college priorities · must be considered carefully, including both short-term and long-term plans. The number of such commitments should be limited. in the Any individual with a multiple appointment of this type holds status tenure system as a member of the primary academic unit, i.e., department, school, or residential or other non-departmentally organized college; and the academic unit is obligated to honor this status fully if and when called upon to do so by the Provost or the faculty member. Consequently, departments, schools, and colleges must be centrally involved in the ways specified above in recommendations on appointment, salary increases, reappointment, tenure, promotion and leaves. *Such understandings. together with the other required information, should be included in or attached to Michigan State University's Multiple Appointment Memorandum. In instances where the other type of unit provides more than 50 percent salary support, any one of these personnel actions may be designated as the responsibility of this unit. However, such arrangements (a) require the concurrence of the academic unit, (b) should be specified in the Multiple Appointment Memorandum, (c) may be changed at the initiative of the academic unit after consultation with the faculty member, and (d) do not affect th.e individual's status as a regular faculty member in the academic unit. ( Dec. '85 68 ( ( Tenure System Appointments: Between Primary Academic Units The policy stated in the previous paragraphs does not apply to recommendations for joint appointments between primary academic units, i.e., departments, schools, and residential or other non-departmentally organized colleges. Recommendations for joint appointments between primary academic units for new or currently appointed faculty should include the MSU Multiple Appointment Memorandum which identifies the primary unit increases, for salary final decision with responsibility and promotion, reappointment, tenure and leave eligibility. As specified by the Multiple Appointment Memorandum, all units, including the primary unit, participate in discussions and reach agreement about the initial appointment recommendation and have the opportunity to provide an evaluation of the faculty member concerning salary increases, promotion, reappointment, tenure and leave eligibility, although the primary unit has the final responsibility for such actions. Although, with the agreement of the relevant chairpersons (directors). deans, and the Provost, such assignments may be changed, multiple appointment assignments are viewed as stable and on-going unless made for a specific period as recorded on the academic personnel form joint at the time the joint appointment is approved. Unlike (multiple) appointments between primary academic units and other types of units, the individual faculty member does not have the option of unilaterally electing to cease performing specified duties in any of the primary academic units party to the original (or amended) joint (multiple) appointment agreement. At the conclusion of joint appointments between primary academic units for specified time periods, the individual faculty member's assignment reverts to the unit(s) specified in the original or amended Multiple Appointment Memorandum. LIBRARIAN CONTINUOUS APPOINTMENT SYSTEM The following policy was approved by the Board of Trustees on June 23, 1977 and revised on June 12, 1987. ( The Provost of Michigan State University, in recognition of the essential contributions of librarians to academic programs, appoints, upon recommendation of the Director of Libraries, librarians at those professional levels (Librarian I-IV) which do not involve an immediate award of continuous appointment status. The president approves, upon recommendation of the 69 Director of Libraries and the Provost. appointments of Jibrarians at the professional level (Librarian IV) which confers immediate continuous appointment status to those librarians who exhibit strong evidence of the capacity for sustained professional growth. Continuous appointment, as used in this statement, assures a librarian that she/he will not be dismissed due to capricious action by the Library administration nor will dismissal be used as a restraint on a librarian's exercise of academic freedom. Continuous appointment does not guarantee employment if if there are gross violations of positions are not funded, University or Library policies, if the librarian refuses to perform reasonable assigned duties or fulfill contractual obligations, or if the librarian no longer renders satisfactory the performance University. in his or her professional capacity at fails to An those procedures established Dismissal of librarians on continuous appointment will use procedures consistent with the principles for dismissal of tenured faculty, which assure due process, as approved by the Board of Trustees. Dismissal of librarians not on continuous appointment, but prior to the expiration of the current term of appointment, shall use for dismissal of librarians on continuous appointment individual appointed as Librarian is appointed for a probationary period of three to four years that expires on the fourth June 30 following the date of the appointment. This appointment may be followed by an additional three-year period. After this six- to seven-year period, if the librarian is reappointed, continuous appointment will be granted. If at any time during the initial probationary period the individual is approved for promotion, the changed appointment will be for a three- to four-year period that expires on the fourth June 30 following the date of the change. If reappointed upon the conclusion of this period, continuous appointment will be awarded. If promoted during the second probationary period, continuous appointment will be awarded. I or Librarian II ( J A Librarian Ill who has not served previously at Michigan State University is appointed to a probationary period that expires on the fourth June 30 following the date of the appointment. If the librarian is reappointed or approved for a change of position to the rank of Librarian IV, continuous appointment will be granted. ( A Librarian IV may, on recommendation of the Director of Libraries, be granted continuous appointment from the date of the original appointment at If a probationary appointment is made it shall be for a period of three to four years that expires on the fourth June 30 following the date of appointment. If reappointed upon conclusion of this period, rank. that 70 Feb. '88 continuous appointment will be awarded. Procedures for available in the Office of the Library. the implementation of this policy are ( ( ( Evaluation All librarians are evaluated annually for the purposes of improving performance and service to the Library and the for University, compensation. The evaluation immediate supervisor, including consultation with the evaluated librarian. for continuing appointment status, and is made by the The Library department administrators, in consultation with the supervisors and peer review committees, make personnel recommendations to the Director on such matters as salaries, hiring procedures, and continuous appointment. The Director, based upon advice received and considering the total personnel needs of the Library, will make a final recommendation to the Provost on personnel matters. The evaluative and consultative processes are detailed in the Librarian Personnel Handbook. Operating Principles The operating principles for continuous appointment of librarians are included in the Library Bylaws. SPECIALISTS Statement on specialist position is in process of development. Feb. '88 71 INTERIM FACULTY GRIEVANCE PROCEDURE The Interim faculty Grievance Procedure printed below was approved by the Academic Council, May 9, 1972 and by the Board of Trustees, May 19, 1972. Amendments to the Interim Faculty Grievance Procedure (I FGP} were approved by the Academic Council on June 1, 1982 and by the Board of Trustees on July 22-23, 1982. 1. Definitions and Exclusions 1.1 Any Michigan State University faculty member (either full-time or part-time) with the rank of professor, associate professor, assistant professor, lecturer, instructor, assistant instructor, research associate, specialist, or librarian, including initiate a grievance those with administrative duties, may procedure, or misapplication of existing policies and the appropriate unit of the University with the administrative officer of the unit where the grievance is alleged to have occurred. violation, misinterpretation, in legislation alleging a 1.2 The provisions of this document shall not preempt or replace the functions of the Anti-Discrimination Policy and( Procedures or of the University Committee on Faculty Tenure except to provide procedures for the appeal of administrative ' decisions not to reappoint non-tenured faculty in the tenure stream. ( 72 Feb. ' 88 ( ( ( 2. Grievance Structure 2.1 The University Committee on Faculty Affairs* (UCFA) shall serve as a University grievance advisory committee. 2.1.1 The UCFA shall meet with the provost and the president of the University to present and discuss a slate of qualified individuals from which it shall recommend one person for appointment as the Faculty Grievance Official (FGO). It shall also meet with the provost and the president to review the official's term of office and to recommend about his/her reaJt>pointment 2.1.2 The UCFA shall consult with the provost and president concerning an appropriate salary, budget, office facility and staff for the Faculty Grievance Official. 2.1.3 The UCFA shall conduct a continuing review of department or other unit, college, and university grievance procedures established by or in conformity with this :document or provided by the Faculty Grievance Official to determine their adequacy, to determine their conformity to the guidelines herein established, and in established procedures. recommend revision to 2.1.4 The UCFA shall participate in the grievance procedure as provided in this document. 2.2 There shall be appointed a Faculty Grievance Official whose office shall be independent of the existing administrative structures of the University. 2.2.1 At the recommendation of the UCFA, the president with approval of the Board of Trustees shall appoint the Faculty Grievance Official (FGO). 2.2.1.1 At intervals not to exceed 5 years, the UCFA shall review the desirability of continuing the appointment of the FGO. At the same time, the FGO shall be consulted by the UCFA concerning interest and willingness to continue. 2.2.2 The FGO shall receive and make every reasonable effort to resolve grievances. *Replaced in 1978 the Faculty Affairs and Faculty Compensation Committee. 73 Dec. '85 2.2.3 The FGO shall attempt to assure that all ·hearings the this document are conducted with provided for appropriate due process. in 2.2.4 The FGO shall advise grievants about appropriate procedures to follow for the resolution of their grievances. 2.2.5 In the event of a formal hearing, the FGO shall assure that prescribed procedures are followed expeditiously. 2.2.6 The FGO shall have ready access to all administrative officials and faculty of the University and to all information and records which in the FGO's judgement are essential to the resolution of a particular grievance. The FGO shall make such information and records available to a grievant if, in the FGO's judgement, the grievant has need of them for the resolution of a particular grievance. 2.2. 7 The FGO shall be responsible for recommending to the UCFA changes in existing grievance procedures for the faculty. 2.2.B The FGO shall report once each term to the UCFA and once each year to the Academic Council. 2.2.9 The FGO shall sit as an ex-officio member of the Academic Council. 2.2.10 The FGO advises and assists faculty and in grievance matters, and also studies and administration evaluates grievance procedures in broad and important ways. However: the 2.2.10.1 The FGO shall exercise no powers beyond those delegated to him/her; 2.2.10.2 The FGO shall not make University policy or replace the established legislation or judicial procedures; 2.2.10.3 The FGO shall not serve as advocate for any party on any grievance; 2.2.10.4 The FGO shall respect the confidentiality of records and the privacy of either or both parties in a grievance; Dec. '85 74 2.2.10.5 The FGO shall not be eligible to participate in any department or other unit, college, or University grievance procedure established by or in conformity with this document, except in his/her official capacity as FGO. ( 2.2.11 It shall be the responsibility of the FGO to provide procedural guidelines for those departments, units, or colleges which request them or which lack adequate procedure. 2.3 Each department, college, or other academic unit shall establish a grievance procedure that assures due process for individuals or groups (see Article 4) and that accords with the following guidelines: 2.3.1 Records shall be kept and consulted throughout the informal and formal phases of each case. 2.3.2 Records of all formal proceedings shall be filed with the Faculty Grievance Official. 2.3.3 A verbatim transcript of a hearing shall not be necessary. A tape recording of all hearings shall be kept Where it is judged desirable by the FGO or requested by the grievant or the University, such a transcript shall be made. The total cost of the record shall be paid by the requesting party or shall be shared equally by the parties, if the FGO or both parties to the grievance request a transcript 2.3.4 Should unit procedures call for a hearing committee it shall serve throughout an entire proceeding. 2.3.5 Any hearing committee shall take precautions to avoid any conflict of interest on the part of its members. 2.3.6 Where hearing committees are established they shall administrative selected by procedures other than be appointment 2.3. 7 The issues in the proceeding shall be clearly stated to all involved parties. 2.3.8 Grievance procedures shall be conducted in good faith. 2.3.9 Formal hearings shall be closed unless both parties consent to an open hearing. 75 Dec. '85 ( ( 2.3.10 The privacy of confidential records used in the hearing shall be respected. 2.3.11 Hearings shall be conducted and completed within 30 days.* 2.3.12 Decisions will conform to existing University policy and legislation in the appropriate unit of the University. 2.3.13 Hearing Committees shall report their decisions in writing within 14 days of the completion of the hearing to the FGO, who shall forward them immediately to the grievant, to the respondent the administrator who is the respondent's immediate superior. consideration and action, and for to 3. Grievance Procedures 3.1 When a faculty member has a grievance, he/she may discuss the matter in a personal conference with the FGO. 3.1.1 The FGO shall make every reasonable effort to resolve a grievance informally. The FGO may recommend dropping the grievance as lacking in merit, outside the jurisdiction of the just cause. Such a recommendation, faculty, or however, shall not be binding on the grievant. for other 3.1.2 If the grievance is not resolved informally, the FGO shall determine the appropriate grievance channel, such as a department, college, or University hear ing board; the University Committee on Faculty Tenure; or the Anti-Discrimination Judicial Board. 3.1.3 At the written request of the grievant, the FGO may initiate a formal grievance procedure to resolve the grievance by the appropriate director, in writing chairperson, dean or provost. referring to it 3.1.4 The FGO shall have ready access to all University persons and judgment are essential to the resolution of a particular case. The FGO shall respect the privacy of confidential records and of all persons with whom the FGO speaks. information which in the FGO's ( *References to days in this document mean calendar days. Dec. '85 76 ( ( 3.1.5 The FGO shall maintain records of all · grievances, formal proceedings, findings, and decisions. 3.1.6 For just and demonstrable cause, the FGO may extend any of the time limits imposed in Articles 2, 3, and 4. 3.2 A faculty member may initiate a grievance procedure independently by written request to the appropriate director, chairperson, dean, or to the provost. 3.3 A written request for a formal grievance procedure must be made within 30 days of the grievant's first knowledge of the alleged violation. the state alleged 3.4 All written requests for formal grievance procedures violation, misinterpretation or shall the misapplication of existing policies and administrator(s) who violated, misinterpreted or misapplied existing policies or legislation, the approximate date on which that alleged grievable action took place, and the redress sought. (are) alleged legislation, to have is time 3.5 Any the appropriate director, chairperson, or dean shall send written notification to the FGO and may request the FGO to assist in attempting to achieve an informal resolution. formal proceedings are initiated, 3.6 If a grievance is not resolved if a procedure has been initiated in writing within a department or unit, a resolution of the grievance may be sought according to the prescribed department or unit procedure. A formal grievance procedure shall begin within 14 days of the written request. informally or 3.6.1 The director or chairperson shall provide written notification to the grievant, to the FGO and to the respondent's immediate superior of his/her decision within 14 days of the completion of the procedure. 3.6.2 Failure to provide written notification shall result in automatic appeal. 3.6.3 If the grievance is not satisfactorily resolved, either party may appeal the decision within 14 days by requesting, in writing, the FGO to initiate a hearing at the college level. Either party may independently appeal within 14 days at the college level by written request directly to the dean. 77 Dec. '85 3.6.4 Failure to appeal within the prescribed tirne constitutes acceptance of the decision. 3. 7 If a grievance is referred in writing to the dean of a college, a resolution of the grievance shall be sought according to prescribed college procedures. A formal grievance procedure shall begin within 14 days of the written request. 3.7.1 The dean shall provide written notification of his/her decision to the grievant, to the FGO and to the Provost within 14 days of the completion of the hearing. level and 3.7.2 If the college hearing is the first hearing of the grievance or if the grievance concerns non-reappointment of non-tenured faculty in the tenure system and originated at the if the grievance has not been satisfactorily unit resolved. either party may appeal the decision within 14 days by requesting, in writing, the FGO to initiate a hearing by the University Appeals Board. Either party may independently appeal within 14 days at the University level by written request directly to the Provost 3. 7.3 If the college hearing is the second hearing (the first having been a department or other academic unit hearing), the decision shall be forwarded to the President of the University for action according to Article 5. 3.7.4 Failure to appeal within the prescribed time constitutes acceptance of the decision. 3.8 If the grievance is ref erred in writing to the Provost, a resolution shall be sought according to the following University procedures. 3.8.1 If the University hearing is the first hearing of the grievance, a University Hearing Board shall be established by the UCFA in the following manner: 3.8.1.1 A Hearing Board shall consist of 5 members, selected by lot from a panel of 12 members to be drawn by lot from the faculty. All drawing shall be conducted by the UCFA 3.8.1.2 The UCFA shall meet with the grievance for the purpose of final selection of Hearing Board members. Upon presentation of the names of the five selected for the Board. each party shall have the right to challenge any member for cause and, in addition, each party shall have the right of two peremptory challenges. Cause shall be determined the parties to Dec. '85 78 by the UCFA. After each challenge, the UCFA shall select another member from the panel, and shall replenish the panel whenever necessary. 3.8.1.3 Faeulty members unwilling or unable to serve may be excused for ·cause by the FGO and others substituted for them, selected as above. ( 3.8.1.4 The UCFA shall announce the Hearing Board after selection has been completed. 3.8.2 The Hearing Board shall conduct a hearing according to the procedures herein established. 3.8.2.1 The FGO shall assemble the Hearing Board. The FGO shall select the Presiding Officer from a list, established by the UCFA, of faculty qualified to conduct hearings. 3.8.2.2 The Presiding Officer shall not be a voting member. 3.8.2.3 The Presiding Officer shall establish the rules of procedure consistent with due process and with guidelines stated in 4.2. ( 3.8.2.4 If a University Hearing Board loses two of its members, the hearing shall be terminated and a new one shall be initiated according to the guidelines in this document a. 3.8.3 A University Hearing Board may decide as follows: There has been no violation of member's rights. There has been a violation of the faculty member's rights. faculty the b. 3.8.3.1 When a University Hearing Board finds that there has been a violation of a faculty member's rights, the Hearing Board shall determine the appropriate means of redress. Decisions shall not conflict with existing policy and legislation in the appropriate unit of the University. ( 3.8.3.2 Upon completion of the hearing, the Hearing Board shall present its decision, in writing, to the Provost. 3.8.4 The Provost shall provide .written notification of the result of the hearing and of his/her decision to the parties to the grievance, and to the FGO within 14 days of the completion of the hearing. 79 Dec. '85 3.8.5 If the grievance is not satisfactorily resolved, either party may appeal the decision within 14 days by requesting, in writing, the FGO to initiate through the Provost a hearing by the University Appeals Board. 3.8.6 Failure to appeal within the prescribed time constitutes acceptance of the decision. 3.8.7 A University Appeals Board shall be established from which Appeals Panels shall be selected. 3.8.7.1 Each college shall select faculty members for 3-year terms. The non-college tenured faculty will select four members for 3-year terms. tenured two 3.8.7.2 Each college shall select one non-tenured faculty member for a two-year term. 3.8.7.3 Appeals Panels shall consist of 5 members selected at random by the FGO from the members of the University concerning Appeals non-reappointment of non-tenured tenure the system. grievances faculty except Board for in for grievances 3.8.7.4 Appeals Panels concerning non-reappointment of non-tenured faculty in the tenure system shall consist of 3 faculty members selected by the University Committee on Faculty Tenure from its membership, followed by the selection of 2 faculty members at random by the FGO from the University Appeals Board, so that the resulting Appeals Panel shall consist of 3 tenured and 2 non-tenured faculty members.* 3.8.7.5 All hearings conducted by the Appeals Panels shall commence within 14 days of the appeal to the University Appeals Board. Hearings shall observe the guidelines set forth in 2.3. 1. through 2.3. 13. and the principles of due process outlined in Article 4. The members of an appeal panel shall designate one of their number to serve as chairperson with vote. *This wording of the procedure for selection of this Appeals Panel resulted from a friendly amendment made by the Board of Trustees at the time the document was approved. ( Dec. '85 80 ( ( ( 3.8.7.6 The decision of an Appeals Panel shall be reported to the President of the University. 4. Due Process 4.1 The due process outlined in this article and the guidelines set forth in 2.3. 1 through 2.3. 13 shall govern the procedures of the University Hearing Boards and University Appeals Board. 4.2 At least 72 hours prior to a hearing, the Presiding Officer of a hearing body shall provide the following to all parties: a. The written statement sufficient particularity prepare their cases. from to enable the grievant of the parties to b. Written notification of the time and place of the hearing. c. A copy of this document and all other relevant documents as determined by the Presiding Officer. 4.3 All parties shall be entitled to appear in person to present their case to the hearing body, and may call witnesses on their behalf. Any party may elect not to appear before the hearing body, in which case the hearing shall be held in his/her absence. Absence of a party shall not be prejudicial to the case. 4.4 All parties shall be entitled to counsel of their choice. 4.5 Any party or counsel shall be entitled to ask pertinent questions of a hearing body or any witness. 4.6 All parties shall be entitled to an expeditious hearing of a case. 4.6.1 Upon the request of either party, a hearing body has individual or unit to discontinue or is irreparable harm authority to request an postpone any action indicated pending final disposition of a case. threatening that 4. 7 Parties shall be entitled to a written explanation of the decision within 14 days of the completion of a hearing. 4.8 All parties shall be notified in writing of their right to appeal. Should an appeal be instituted, any action, decision, or penalty ordered by a hearing body shall be suspended until acted upon by a higher hearing body. 81 Dec. '85 5. Final Resolution 5.1 Decisions of college hearing boards and University appeals panels shall be forwarded to the President of the University within 14 days of the completion of a hearing. 5.2 For stated cause the President of the University may return the decision to the appropriate hearing board or appeals panel once for consideration. 5.3 Within 30 days, the President shall either concur with a decision and direct appropriate action the decision, or the President shall overrule the decision. When a decision is overruled, written reasons shall be given by the President to the parties to the grievance, to the Hearing Board, the FGO, and the UCFA. implement to 6. Procedures for Amending and Revising this Document 6.1 Any faculty member of Michigan State University may initiate a proposal to amend or revise this document. 6.2 All proposals for amendment or revision of this document shall be sul;lmitted to the UCFA. 6.3 All proposals to amend or revise this document must first be considered by the UCFA and then forwarded, with or without recommendation, to the Elected Faculty Council. ' 6.4 If approved by the EFC, the proposal shall be submitted to the Academic Council. 6.5 Proposed amendments and revisions approved by the Academic Council shall be forwarded, with recommendation for their approval, to the Board of Trustees through the President, and shall become operative upon Board approval. 7. Approval and Implementation of the Report 7.1 This document, as approved by the University Committee on Faculty A ff airs, shall be forwarded to the Elected Faculty Council with the recommendation that it be approved and to the forwarded, with recommendation Academic Council with the recommendation that the Academic Council approve and forward it, with recommendation for its approval, through the President, to the Board of Trustees. for its approval, 7.2 If approved by the Board of Trustees, this grievance Dec. '85 82 procedure shall become effective upon approval and operative as early as possible and not later than 90 days from the date of approval. This interim grievance procedure shall be effective for one year or until it is incorporated into a document defining faculty rights and responsibilities, whichever occurs sooner. ( 7.3 It shall be the responsibility of the UCFA to inform the several colleges, departments and units of the University of their responsibilities under this procedure. 7.4 ·it shall be the responsibility of the UCFA to print and distribute copies of this report to all appropriate units of the University and to all faculty. 7.5 It shall be the responsibility of the UCFA to see that the articles of this report are fully implemented. ( ( 83 Dec. '85 Interim Faculty Grievance Procedure Grievance (1 .) / / / / (2 .2, 3.1 l (3.1, 3.2) / FGO ................... .......... .......... ...... College (3.7) Department (3.6) Hearing (2.3, 4.) University (3.8) Hearing (2.3, 3.8.1, 3.8.2 .4.) Decision (3.6.1, 3.6.4) Decision (3.7.1, 3.7.4) Decision (3.8.3, 3.8.6) l ' / Appeals Board (3.8.7) I I I (3 .7.3) I I I I I I_ - Hearing (3.8.7.4, 4.) Decision (3.8.7.5) - - - President (5 .1-5.3) ( Decision Dec. '85 84 LEAVE POLICIES ( Leaves of absence, with or without pay, may be granted to faculty/academic staff members. Recommendations for leaves of absence originate in the department, school or comparable unit and must be reviewed successively by the dean and the provost, who makes the final decision. Leaves usually do not extend beyond one year. Leaves of absence, other than for sickness or for military service, are not granted automatically but are intended for the mutual benefit of the University and the faculty/academic staff member. Leaves will not be granted unless satisfactory arrangements are made in advance to: 1. Carry on the instruction, administrative duties of the member, research, extension and faculty/academic staff 2. Fulfill obligations to graduate students whose programs or theses are being directed by the faculty member and 3. Fulfill obligations to committee assignments. Specific dates for the leave must be specified in the request and should be made as far in advance as possible. ( SABBATICAL LEAVES OF ABSENCE The following policy was approved by the Board of Trustees on May 25, 1962 and revised on June 12, 1987. General Policy by 1. A sabbatical leave is intended for the mutual benefit of the University and the faculty member granted a leave. The purpose is to encourage academic and institutional revitalization for research/creative activities; development of new courses or programs; acquisition of expanded and/or new qualifications and skills; contribution to academic unit plans to improve and/ or refocus instructional, research, or public service activities in accordance with the mission of the University. providing sustained time 2. A sabbatical leave is not granted .automatically. Each request for a sabbatical leave must include a detailed the purposes, objectives and description outlining 85 Feb. '88 ( research activities of the scholarly and leave and normally should be submitted six months in advance of the starting date of the leave. The plan should indicate how the objectives and accomplishments of the leave will advance the interests and capabilities of the faculty member for fulfilling the aims, objectives and goals of the department/ school, college or University. All leaves must appropriate administrators and of the Provost or designee. approval have the the of to be the submitted assessment leave, a sabbatical 3. Within thirty (30) days following the conclusion of a leave report, with a sabbatical separate summary not to exceed one page in length, must department chairperson/school director. The report should include an leave accomplishments in relation to the sabbatical leave plan. The chairperson/school director will forward the report, with comments, to the dean for transmittal to the Provost. The report summary will become part of the faculty member's personnel file in the Office of Academic Personnel Records. Departments/schools or colleges should retain a copy of the sabbatical leave report in applicable unit files. evaluation of department and the Eligibility ( 1. 2. 3. 4. 5. Only faculty members with tenure shall be eligible for sabbatical leaves. A sabbatical leave shall not be granted until the faculty member has completed six years of service to the University. Service shall be interpreted to include those activities of interest to and supported by the University, regardless of the source of financial support. Years of service shall count from the date of full-time appointment, or from the ending date of the previous following sabbatical section, number 3, below). However, all leaves of in determining years of absence shall be excluded service for a sabbatical leave. The length of leaves shall not be extended on the basis of more than six years of service since the previously ( compensated leave. Appropriate applications for a full year of leave (with reduced pay) normally have precedence over shorter term leaves (with full pay). leave (except as stated the in Feb. '88 86 Types of Sabbatical Leaves 1. For faculty on academic year appointments, sabbatical leaves are of three types: a. One term with no reduction in pay. b. Two terms with a fifty percent reduction in pay c. for six months. Three terms with a fifty percent reduction in the academic year salary. (Payments distributed over 12 months.) 2. For faculty on annual appointments: a. Up to six months with no reduction in pay. b. Twelve months with a fifty percent reduction in pay. 3. For deans, directors, departmental chairpersons, and other administrative officers: a. Three months once in every three years with full pay, initially after six years of service to the University which includes at least three years of administrative service. b. Six months with no reduction in pay after at least six years of service to the University since the previous sabbatical or from the date of full-time appointment in administrative compensated leaves. positions without three years including at least ( ( c. Sabbatical leave eligibility following the return to regular faculty duties requires six years of service to the University since the completion of the sabbatical leave referenced in a. and b., above. Up to three years credit for service between the date of full-time employment or the end date of the the immediately sabbatical administrative assignment, whichever is later, and the beginning date of the administrative position may be applied toward this requirement only if the leave as an administrator was a last sabbatical three-month leave (see section 3a, above). preceding leave Conditions 1. Recipients of sabbatical leaves are permitted to receive money for activities approved as part of the approved sabbatical plan without prejudice to their receipt of 87 Feb. '88 total remuneration income from Michigan State University, provided that from all sources does not the exceed that received from this institution. (Financial support to offset the costs of travel and subsistence are excluded from total remuneration; see 3, below.) 2. Teaching, research and service activities performed during sabbatical leaves must be in accord with the mission of the unit, college and University. Faculty teaching members on sabbatical assignments following conditions: a. The teaching assignment must provide and be part of a variety of experiences which serve to improve scholarly/creative competence; leave may accept to subject for pay the b. Benefits from the must be demonstrable in the sabbatical leave plan; teaching assignment flowing c. The details of the teaching assignment are clearly defined in the sabbatical leave plan and are subject to approval by the applicable chairperson/director, dean and Provost or designee and agreed to in the best interests of the department/school, college and University. In addition to salary, special arrangements may be made to defray travel and similar coincidental expenses, normally provided by externally obtained non-general fund grants or other arrangements. These arrangements normally should be approved in advance as part of the leave application. 3. 4. A recipient of a sabbatical leave of absence is obligated to return to Michigan State University for the following year. Requests immediately following a sabbatical leave normally will not be approved. If a leave no pay is to be recommended, it should precede the sabbatical leave. for leaves without pay Departmental Adjustments 1. 2. funds released If a sabbatical leave is granted for one year, academic or fiscal, the department involved will be entitled to use the replacement, provided approval is given by the dean of the college. If leave is granted for less than a year, the department will be expected to make adjustments such as suspending courses or by reassigning other personnel. leaves shall not be granted to several for a 3. Sabbatical ( ( Feb. '88 88 members of a department concurrently if the efficiency of instruction, research and service programs will be impaired. LEAVES OF ABSENCE WITHOUT PAY Leaves of absence without pay may be granted with the recommendation of the department chairperson and dean. Specific dates for the leave must be specified in the request and should be made as far in advance as possible, so that neither instruction nor research programs will be interrupted. Such leaves usually do not extend beyond one year. Faeulty/academic staff members should contact the Staff Benefits Off ice to make arrangements for continuation of their benefit programs. ( ( ( 89 Feb. '88 CONTINUATION OF FRINGE BENEFITS FOR FACULTY ON LEAVE OF ABSENCE NO PAY STATUS TO RECEIVE PRESTIGIOUS AWARDS, FELLOWSHIPS AND/OR SPECIAL ASSIGNMENT OPPORTUNITIES.* . The following statement was issued by the Office of the Provost on May 6, 1985 and revised on April 22, 1987. State development continuing University Michigan professional This by encouragement takes many forms, e.g., substantial time as part of regular assignments devoted to scholarly, research, and other creative activities; sabbatical leaves; an environment supportive of scholarship such as a major research library. faculty members. encourages *Eligibility under this program is provided for tenure system faculty members who are recipients of prestigious awards or fellowships or participate in special assignment opportunities which are in the interest of both the individual and the University. Individuals holding either full-time appointments in other academic personnel continuing appointment systems (the Librarian Continuous Appointment System, the Continuing Appointment System for the National Superconducting Cyclotron Laboratory, the Specialist Job Security Appointment System, Cooperative Extension Service Continuing Appointment System, and those holding Executive Management appointments) or full-time regular, non-academic personnel appointments also are eligible to request coverage under this policy if they are recipients of awards, fellowships, or special assignment opportunities comparable to those described above. Requests from individuals appointed in academic personnel continuing appointment systems should be forwarded to the Assistant Provost for Academic Personnel Administration after review and endorsement by the applicable unit administrator and dean/separately reporting director. Requests from non-academic employees should be forwarded to the Assistant Vice President for Personnel and Employee Relations after review and endorsement by the applicable unit administrator and dean/separately reporting director, or other appropriate administrator. ( ( Feb. '88 90 Continuing professional development that is in the interest of both the individual faculty member and the Univer,sity may be facilitated when a faculty member receives a prestigious award, fellowship, or special assignment opportunity requiring a leave : of absence without pay or a reduction in percent employment below full-time, normally for periods usually six months or longer, Examp''3s of prestigious awards, fellowships, and ·special assignment opportunities for which leaves of absence without pay · often are requested include the following: 1 _ Prestigious awards and/or fellowships provided by national and international organizations and foundations supporting research and scholarship broadly defined, for example, the National ·those provided by the Arts/Humanities, Guggenheim Endowment Rockefeller Foundation, Foundation, National Science Foundation, Social Science Research Council. Commission, Fulbright for 2. Prestigious awards and/or fe'llowships provided by national and international organizations and foundations in , specific research and scholarships supporting disciplines, the for example, Anthropological Wenner-Green- Research, Charles Warren Center (of Harvard University), Sloan Foundation, and Robert Wood Johnson Foundation. those provided by Foundation for 4. and and organizations, 3. Assignments with international, national, and state public businesses, institutions, professional agencies foundations, associations, programs and International participation activities with teaching/scholarly educational institutions in other countries with wh.ich Michigan State University has formal cooperation or linkage agreements, faculty in private and important exchange There are instances when such awards, fellowships, and special assignment opportunities, as a consequence of the policy of the source institution, do not include fringe benefits similar. to those provided by Michigan State University for full-time tenure system faculty. Request Procedures On receipt of the above-referenced types of awards, fellowships, and special assignment opportunities for which the source institution does not provide applicable fringe benefits, a request, with written tenure system faculty member may 91 Feb, '88 endorsement of the applicable chairperson/director and dean, that the Office of the Provost arrange with the Office .of Staff Benefits for the continuation of the applicable University fringe benefits (see below) not provided by the source agency or institution. Such written requests must provide a statement that the leave of absence without pay is to accept a prestigious award, fellowship, or other special assignment opportunity that is in the interest of both the individual and the University. Information in support of the request must include: al specifics of the award/fellowship or assignment. including the regular University fringe benefits provided as well as not provided by the source agency/institution; b) documentation from the source agency/institution of its fringe benefits policy; c) the specific assignment(s) to be performed while on leave of absence without pay; and dl how the activities entailed in the award, the fellowship, or special assignment opportunity advance interests of the individual and the University. Requests must be initiated by the faculty member, and the continuation of fringe benefits is not an entitlement; each case is to be reviewed on its merits. On approval of such requests, the Off ice of the Provost will arrange with the Off ice of Staff Benefits for continuation of the faculty fringe benefits stated below for the faculty member for a leave without pay of up to one year, with an additional one-year extension based on a written request the approved by Provost. In exceptional cases, fringe benefit eligibility may be continued for an additional period. the chairperson(s)/director(s), dean(s), and Possible Fringe Benefit Coverage Those fringe benefits set forth below which are not provided by the applicable · source agency/institution -- for which full-time Michigan State University faculty appointed nine months or more are now eligible -- may be provided for faculty members for whom continued benefits eligibility is approved by the Off ice of the Provost. (The fringe benefits continued will be limited to those in force for the individual immediately prior to leave of absence without pay status): 1. Health Care coverage with applicable University contribution; 2. Dental plan coverage; 3. Expanded life insurance; 4. 5. Employee-paid Long-Term Disability (LTD); life insurance if the employee continues to pay premium; 6. Accidental Death and Dismemberment coverage if the employee continues to pay premium. Feb. '88 92 ( ( Salary-related benefits, e.g., University contributions to the base retirement plan (TIAA-CREF), social security, etc., will not be provided during a leave of absence without pay. Continued benefits which are linked to an individual's salary status, e.g., expanded life insurance, LTD, will be based on the applicable University salary rate immediately prior to the leave of absence without pay. Requests this program should be directed to the Assistant Provost for Academic Personnel Administration after the review chairperson(s) and dean(s)/separately reporting director(s). for eligibility under concurrence by and MILITARY SERVICE LEAVES The University cooperates fully with faculty/academic staff members taking part in the reserve program of the military forces which calls for active duty training annually with the National Guard, Officers' Reserve Corps, or similar U. S. military organizations. The University will pay the faculty/academic staff member the difference between military pay and allowances and normal take-home pay for the required days of military duty. When a member of the faculty I academic staff enters the armed forces, it is the policy of the University to grant, on request, a leave of absence to cover the term of service. 92a Feb. '88 ( I ( ( MEDICAL LEAVES Short-Term Disability Faculty and academic sta1 f members who are appointed on a full time basis* are eligible :'or up to six months of paid leave if health problems prevent the individual from working. It is the responsibility of the faculty or staff member to promptly notify the department chairperson, director, or immediate supervisor of absence due to illness or disability. individual If other members of the faculty/academic staff assume the duties of the individual on a temporary basis without additional cost to the University, no formal report of the absence beyond the dean or director of the major academic unit is required during a four week period. If the absence extends or is expected to extend beyond four weeks, a leave of absence beginning with the first day of absence should be requested by the individual or if the individual is unable to make the request, by the department chairperson or director, through the office of the dean to the provost for reporting to the president and Board of Trustees. Long-Term Disability If disability of a faculty or academic staff member appointed for nine months or more on a full-time basis extends or is likely to extend beyond six months, the Staff Benefits Office should be contacted immediately for information on applying for benefits under the Long-Term Disability plan and Social Security. (See Long-Term Disability: An Interpretation of the Tenure Rules.) *Short-term medical leave also applies to part-time faculty and academic staff members appointed for 50 percent or more time for nine months or more. Feb. '88 93 ( ( Short-Term Leave of Absence--Maternity The following policy was revised on December 1, 1987. Guidelines and Procedures for this Policy are: 1. A pregnant faculty or academic staff member is expected to remain on active status as long as she is able to perform the duties of her position without harm to her well-being or that of the unborn; she is to return as soon as her health permits after the birth of the child. 2. Upon a request by the pregnant faculty or academic staff member and presentation of a statement from her physician giving the projected delivery date, a leave of absence with pay will be granted without additional medical certification for a period up to four weeks before the projected delivery date and eight weeks following the birth. Leave of absence (see below) in excess of the four weeks prior to the projected delivery date or the eight weeks after the birth requires a statement of medical ( need from the attending physician. 3. the In all cases, faculty or academic staff member is expected to make suitable arrangements, in advance whenever possible, with the chairperson or director of the academic unit On a mutually agreed basis, this policy can be implemented to provide some variation in the leave of absence periods before and after recognition of scheduling constraints associated with academic responsibilities. implementation As applicable, a written statement of such arrangements must accompany the leave request the projected delivery date in Absence due to temporary illness or disability caused by or contributed to by pregnancy, childbirth and/or recovery--not covered by a maternity leave of absence--is covered by the short term disability medical leave of absence policy stated above. Leave for purposes relating to child care is not to be confused with medical leave of absence relating to pregnancy ( and child ·birth. Leave for child care may be either annual leave (vacation) or leave without pay. Suitable arrangements are to be made in advance with the chairperson or director of the academic unit 94 Feb. '88 VACATION The University provides vacation faculty and academic staff members who ar e appointed on an annual year basis under the following conditions: leave to ( Eligibility 1. Faculty and academic holding appointments on an annual year basis, with more than six months service, are eligible for annual vacation leaves. Faculty and academic staff holding academic year appointments are not eligible for vacation leave. staff members 2. Faculty and academic staff members holding appointments on an annual year basis receive annual vacation leave equivalent to one month (22 working days) in twelve months. Proportional allowances are granted to appointees with more than six months of service but less than twelve. Vacation allowances are granted on July 1 of each year. 3. Part-time faculty and academic staff members holding appointments for fifty percent or more time on an annual year basis receive vacation on a proportional basis. 4. Vacation must be taken during the fiscal year. 5. Vacation leave may not exceed one month (22 working days) in the fiscal year and is not cumulative. 6 . Any supplementary employment during the annual vacation leave is contrary to University policy. Scheduling Each department is responsible for scheduling vacations in order not to interfere with the operation of the department and to insure that each faculty/academic staff member receives the appropriate vacation allowance during the appointment period. Although the scheduling preference of faculty and academic staff should be considered, vacations have to be scheduled to meet requirements of the department. Units that experience "slack" or "down" periods may require (e.g., these December recess, etc.). When practical, faculty/academic staff members should be informed of such requirements in advance. that vacations be instructional and recess, summer taken during research times the ( ( Feb. '88 95 Pay in Lieu of Vacation Actual time off from work during the appointment period must be taken in order to receive compensation for vacation t ime. Payment in lieu o f vacation may be approved only in case of ret irement or termination for any cause (resignation, death, etc.) Pay in lieu of vacation shall not exceed payment for one month less vacation time used during the fiscal year. Neither vacation time nor pay in lieu of vacation can be granted prior to eligibility for vacation allo w ance. Tr ansfers Unused vacation allowance not exceeding one month will be transferred w ith a faculty / academic staff member when the individual transfers from one position, ·budget or operating unit to another. If a faculty / academic staff member is transferred from an to a professional, adm inistr ative, or other type of appointment, a transfer of the balance based on one month less actual vacation days used during the past fiscal year w ill be made. instructional staff appointment Each department. school, or other administrative unit for scheduling responsible faculty / academic staff members, maintaining vacation usage records, and if a faculty / academic staff member transfers to another unit, for notifying the faculty / academic staff member of unused vacation time in writing. A copy of the notification must be sent to the faculty / academic staff member's new unit vacat ion time off is for ( BRIDGING BREAKS IN SERVICE The following policy was issued by the Office of the Provost and has an effective date of August 16, 1982. To provide a consistent definition of continuing employment for University employees, the policy for bridging breaks in service provides that service breaks for faculty / academic staff of t w elve months or less result in the reinstatement of the previous employment date for purposes of retirement service c redit and for fringe benefit eligibility. To bridge breaks in ( service greater than ninety days and not more than months, the following conditions must be met: twelve 1. The employee must have a minimum of one year of service prior to the break in employment; and, 2. The maximum accumulation of bridged time is two 96 Feb. '88 ( ( ( years, ie., the sum total of individual breaks in service cannot exceed two years. All approved leaves of absence or sabbatical leaves do not constitute a break in service. the This policy will be implemented automatically by the Office of Academic Personnel Records at time individuals are subsequently reappointed. For individuals seeking to clarify their continuing employment status, it will be necessary to submit a to Academic Personnel Records, 3 1 2 written request Administration Building. The following information should be included in the written request: ( 1) Name (indicate if previously employed under a different name); (2) Social Security Number; (3) Present Department; (5) Separation Date; and (6) Re-employment Date. (4) Previous Employment Date; Questions regarding the bridging policy should be directed to Academic Personnel Records, 5- 1526; contact Staff Benefits, 3-4434, regarding eligibility for benefit coverages. RETIREMENT The following policy was adopted by the Board of Trustees on February 17, 1962 and revised on October 3, 1986, with an effective date of January 1, 1987. Eligibility Policy The University retirement plan is described in the section entitled Faculty / Academic Staff Benefit and Retirement Programs. Michigan State University's faculty/academic staff retirement policy provides: 1. The normal age for retirement of faculty/academic staff members is 65, but is optional on the first day of the term following attainment of age 62 with 15 years of service or after 25 years of service at any age. Retirement first day of July is compulsory on following attainment of age 70 * the *Service includes activities of interest to and supported by the University regardless of the sources of financial support. *July and August salary payments for academic year (AY) faculty who retire on June 30 are included in their June paycheck. Feb. '88 97 time the department. assignment provided 2. Tenure system faculty members meeting the retirement eligibility requirements in 1. above may serve ·their final year before retirement on a terminal consultantship basis with agreed-upon duties involving at least a one half there were no compensated leaves in the five years immediately prior to retirement. Recommendation for such consultantship must be made by the department chairperson and dean. The salary must be provided by In applying for a terminal year consultantship, the faculty member must submit a letter outlining the proposed duties during the consultantship period, a report on the accomplishments is the department chairperson and dean. Forms for requesting terminal consultantships and retirement are available in the Staff Benefits Office, 140 Nisbet Building. Terminal year consultantships must be completed no later than the first day of July following attainment of age 70. 3. Administrative officials, including deans, directors, and department of administrative responsibilities on the first day of July following attainment of the age of 65 unless specific exception is made by the Board of Trustees. When ( relieved of administrative responsibility, they may a. to be submitted the period. At the end of the provost chairpersons relieved through will be to in request a one-year terminal leave* followed by retirement, if the eligibility requirements in 1. above are met, provided there were no compensated to the leaves retirement, or continue active service without terminal leave to age 70 with assignment to new responsibilities. Salary may be adjusted to a level commensurate with the new duties. immediately prior five years b. Note:Normally, the option of a one-year terminal leave with pay can be made only at this time. Individuals currently serving as administrators who satisfy the eligibility requirements for optional retirement (see 1. above) may receive approval for terminal leaves before age 65. However, administrative officials *Social Security contributions are withheld from the salaries of administrative officials on terminal year leaves. ( 98 Feb. '88 ( ( ( who are also members of the faculty may qualify to serve their fi nal year before retirement on a term inal co r::i su ltants hip basis if they meet the conditions stated in 2. above. 4. A retired faculty member may be re-employed, usually for part-time service, on a term-to-term or a year-to-year basis. Salary will be determined at the time of appointment for such service and will be in addition to the approved retirement pension from the University's retirement plan. No benefits are available beyond the normal retirement benefits as a result of re-employment following retirement. CREDIT FOR PAST SERVICE For retirement purposes only, a faculty / academic staff member may receive credit for past service if the follow ing conditions are met: 1. Faculty / academic staff who terminate employment from Michigan State University for more than twelve ( 1 2) months and subsequently are re-employed by MSU for five (5) or more continuous years are eligible to apply for credit for the previous employment. 2. A minimum of nine (9) months of continuous service prior to the date of termination is required to apply for credit for past service. 3. Approved leaves of absence or sabbatical leaves do not constitute a break in service. To apply for credit for past service, faculty / academic staff must submit a written request to the Office of Academic Personnel Records, af t er establishing re - employment. The following information should be included in the written request: 31 2 Administration Building, five years of continuous 1. Name (indicate if previously employed under a different name) 2. Social Security Number 3. Present Department 4 . Previous Employment Date 5. Separation Date 6. Re-employment Date Questions regarding this procedure should be directed to the Office of Academic Personnel Records, 355-1526. Feb. '88 98a RESIGNATIONS The procedures under Michigan State University's tenure system bind the University to give adequate notice to faculty members if they are not to be reappointed. To protect the University in its efforts to find satisfactory replacements. it is ( expected that faculty members planning to resign will in every case give at least ninety days notice in writing to the department chairperson or dean. Faculty members leaving the University should contact the Staff Benefits Office, 140 Nisbet Building. for information concerning termination, continuation or conversion of their benefit programs. PARTICIPATION IN PARTISAN POLITICAL ACTIVITIES The following policy was approved by the Board of Trustees on December 12, 1950. As citizens. the faculty/academic staff members of Michigan State University have the same rights and responsibilities of free speech, thought. and action as all citizens of the United States. Their position. however, imposes special obligations, ( such spokespersons. and exercising appropriate restraint. emphasizing institutional they that not are as Obviously, faculty/academic staff members have a binding obligation to discharge instructional and other regular duties, and performance of these duties may be impaired by any private activity requiring a large portion of time. For the mutual protection of the faculty/academic staff members and University, faculty/academic staff members campaigning as political candidates for state or federal offices shall do so on their own time. For the period of such candidacy, it is required that they obtain leaves of absence or continue to work at the University on a part-time basis. Final determination for such decisions shall rest with the Board of Trustees. Leaves of absence are not required of faculty/academic staff members who become candidates for off ices of a temporary or part-time nature. such as members of a municipal charter revision commission. members of a local school board. or holders of municipal office. ( This policy is intended to safeguard the freedom of speech, 99 Oct. '86 ( ( ( thought, and action of faculty/academ ic staff and to avoid impairment of the significant contributions they are· capable of making toward improved local, state, and federal government STUDY AT MSU BY FACULTY MEMBERS The following policy was approved by the Academic Council on May /, 1973. Policies and procedures were reaffirmed by the Graduate Counci I on February I 4, I 977, with the instruction that the dean of The Graduate School monitor programs of all faculty members pursuing MSU doctorates and notify any faculty members not in compliance. 1. No MSU faculty member with the rank of professor, associate professor, or assistant professor; or instructor in the tenure system may earn a doctoral degree at MSU. Any waiver of this regulation may be made only by agreement of the Graduate Council and the provost prior to the beginning of the program. 2. Full-time faculty members may carry an average of four credits a term with a maximum of 1 2 credits for three terms. Fees are based on the number of credits carried, in the same manner as for other students. 3. A full-time faculty member may enroll in credit courses as an auditor with prior approval from the chairperson of the department offering faculty member's department chairperson. No charge is made. the course and from the 4. This regulation removes prohibition apply graduate-professional degrees: D.O., DV.M. MD. and it the master's degree does not from the the to COURSE FEE COURTESY POLICY The following pol icy was approved and amended by the Michigan State University Board of Trustees at its July 23, 1982, July 29, 1983, December 2, 1983 and April 6, 1984 meetings, respectively. 1. Dependent children and spouses of eligible faculty and staff (see below) who are appointed prior to the second week of a term or summer session will be entitled to a course fee courtesy. The course fee courtesy consists of the credit of an amount equal to resident one-half applicable Michigan the of Oct '86 100 2. 3. 4. 5. 6. 7. in in in librarians (appointments without end dates) the legally faculty or staff on-campus undergraduate course fees. Faculty and staff eligible under the course fee courtesy policy are as follows: full-time tenure system faculty. full-time the continuous employment system. full-time specialists in the job security system, individuals appointed the Cooperative full-time Extension Service continuing employment system, individuals appointed full-time in the Continuing Faculty Appointment System for the National Superconducting Cyclotron Laboratory, individuals appointed full-time in executive management positions and other continuing positions the Academic Personnel System, and those who have access to the program by virtue of a labor contract Dependent children shall be defined as (a) all legally dependent children of eligible faculty or staff; and (b) such children who have eligible faculty or staff as their legal guardians. Dependent spouse shall be defined as recognized spouse of an eligible member. Course fees shall be defined as the amount associated with credit hour enrollment and shall not include the registration fee or such fees, taxes and charges as may be collected for third parties. The course fee courtesy will be granted through the term in which the 180th credit is attempted provided the dependent child or spouse is registered as a student in good academic standing at Michigan State first University baccalaureate degree or the Agricultural Technology program. For undergraduate students with fee is granted through the term in which the courtesy combination of transferable credits and Michigan State University credits attempted equals 1 80. Except as stipulated below, the Course Fee Courtesy for be discontinued at the conclusion of the term or summer session at which the employment of the eligible faculty or staff member is terminated. The dependent children and spouse of an eligible faculty or staff member the University's Long-Term Disability in participating Program or who dies while on active service or while participating the University's Long-Term Disability Program retain eligibility as if the eligible faculty or staff member were still living or were not participating in the University's Long-Term Disability Program as long transferable credits, in a curriculum to a certificate spouses will the course dependent children leading and the to in in 101 Oct. '86 ( ( as they meet the other eligibility requirements of the Course Fee Courtesy Policy. The dependent children and spouse of eligible faculty or staff members who retire in accordance with Michigan State University's retirement policy also retain eligibility as long as they meet the other eligibility requirements of the Course Fee Courtesy Policy. If the dependent child or spouse drops courses or withdraws from school during the refund period, any refund applicable to the course fee courtesy will revert to the University. 8. 9. Dependent children and spouses of eligible faculty and staff on approved leave of absence will be eligible for the course fee courtesy. FACULTY AWARDS Distinguished Faculty Awards to Distinguished Faculty Awards are made each year members of the faculty for outstanding total service to the University. Each college making nominations for the award has its own detailed criteria and methods for nomination. The research; nominations are based on publications; art exhibitions; concert performances; committee work; public service including extension, continuing education and work with government agencies; or a combination of these activities. Administrative excellence and length of service may not be used as the sole criteria for nomination. However, nominees usually have at least five years of service at Michigan State University. teaching; advising; selection criteria and Final selection of Distinguished Faculty Award winners will be made by an All-University Awards Committee appointed by the President The Awards Committee each year will define and publish solicit nominations. Each nominating unit having 200 or more faculty members may nominate four candidates each year. Each nominating unit having 100-199 faculty members may nominate three candidates each year. Each nominating unit having fewer than 100 members may nominate two candidates each year. After nomination for the award by the nominating units, screening will be carried out at the direction of the Awards Committee, through subcommittees or other means which they judge appropriate. No more than ten Distinguished Faculty Awards shall be made each year. ( ( Oct. '86 102 ) MSU Teacher-Scholar Awards in Teacher-Scholar Awards are made to six members of the faculty from the ranks of instructor, assistant professor and associate professor who early in their careers have earned the respect of students and colleagues for their devotion to and teaching. The essential purpose of the award is to skill provide recognition to the best teachers who have served at MSU less. Nominations are made by department chairpersons/school directors after consultation with an appropriate committee of senior colleagues. No department/ school may make more than two nominations. "At large" nominations are also invited from an appropriate student organization. for seven years or To be considered for an MSU Teacher-Scholar Award, the faculty member must hold the rank of instructor, assistant professor or associate professor and, at the beginning of the award period, must have served on the faculty for at least three terms, but no more than seven academic years at Michigan State University. Nominees for a Teacher-Scholar Award must be willing to permit a member of the awards committee to visit their classrooms Committee visitation is a part of the total evaluation procedure only for those nominees who, after preliminary screening, seem most promising. MSU Excellence-In-Teaching Citations for Graduate Teaching Assistants MSU Excellence-In-Teaching Citations are made to six graduate teaching assistants who have distinguished themselves by the care they have given and the skill they have shown in meeting their classroom responsibilities. The essential purpose of the citation is to bring University-wide recognition to the best of the graduate teaching assistants and by so doing to underline the qualitative contribution which they are making to the undergraduate program. the in which chairperson of Nominations are made by the department/ director of teaching the school assistant's instructional responsibil ities have been discharged. When this is not the department/school in which the nominee is a candidate the chairperson/ director of the degree department/school must endorse the nomination. In every instance the nomination must be accompanied by a letter ( of faculty member who has the supervisory responsibility for the graduate teaching assistant Individual departments/ schools w ill ordinarily make a single recommendation for a degree, from the l .'.)3 Oct. '86 ( ( ( nomination each year. but the larger departments/schools may make as many as three "At large·· nominations are also invited from an appropriate student organization. the To be nominated teaching assistant must have held at for an MSU Excellence-In-Teaching Citation, least a half-time graduate teaching assistantship for a minimum of two terms at the time of nomination. In addition the nominee must have assumed a significant measure of responsibility for the conduct of undergraduate courses, whether lecture, recitation or laboratory sections. Special tutorial or seminar teaching will also be recognized by the citations committee. in PROCEDURES FOR FACULTY ANO STUDENT PARTICIPATION UNIVERSITY LEVEL ADMINISTRATORS IN THE SELECTION OF SPECIFIED The following procedure was approved by the Academic Council, as amended, on January 25, 1983; under the terms of the Bylaws for Academic Governance, section 3.2.5.5, it was approved by the President on April 20, 1983. 1. General Principles 1.1. The selection of University administrators is a matter of great importance to the University. The President and Provost normally seek advice on such matters through a variety of appropriate channels, individuals, and groups. Participation of faculty and students in the selection of those administrators who significantly affect the University is provided by the procedure described below in accord with provision 3.2.5. of the Bylaws for Academic Governance. the academic programs of 1.2 The process of selecting certain University-level administrators, who make decisions that significantly affect the academic programs of the University, shall include participation by faculty and students. 1.3 Consistent with the principle of participation by faculty and students, the President and Provost have the fundamental Oct '86 104 ( ( ( responsibility for initiating the selection process and seeing the It is the responsibil ity of the process through to the end. President to make recommendations of appointments to the Board of Trustees. 1.4 The President or the Provost will seek the advice of the the Executive Committee of Academic Council procedure to be utilized as soon as possible when a vacancy occurs or is anticipated in one of the positions, identified on lists A and B below, as an off ice at the University level which has responsibilities significantly affecting the academic program of the University. These lists will be reviewed periodically in consultation with the Executive Committee of the Academic Council. The Executive Committee or the President or the Provost may propose modifications to the lists. regarding A. Administrators who report to the President 1. Provost 2. Vice President for Research and Graduate Studies and Dean of the Graduate School 3. Vice President for Student Affairs and Services B. Administrators who report to the Provost 1. Dean, International Studies and Programs (joint with the President) 2. Dean, Lifelong Education Programs (joint with the President) 3. Dean, Urban Affairs 4. Director, Libraries 5. Director, Honors College 1.5 When advising the President or the Provost regarding a specific procedure to be used, the Executive Committee of Academic Council shall consult with Faculty Council. Consultation with Faculty Council shall take place prior to final Executive Committee advice to the President or the Provost. 1.6 An advisory committee will be appointed by the President or Provost to provide them with evaluations or recommendations on individuals under consideration. The Executive Committee of Academic Council shall advise the President or the Provost on the general composition and specific membership of the advisory committee. ( ( ( 105 Dec. '85 2. Procedures for and Composition of Advisory · Committees 2.1 The advisory committee shall consist primarily or wholly of faculty and students, and shall include women and minorities. Selected members who might be judged appropriate by the Executive Committee of Academic Council may be added. All persons or groups involved in selecting or identifying the members of a special advisory committee share the responsibility of including women and minority committee members. 2.2 At the beginning of a selection process, the President or the Provost shall consult the Executive Committee of Academic Council on who shall have the responsibility for posting the position, receiving applications, making contacts, checking references, arranging interviews, etc. Usually, the President or designee, or the Provost or designee, will assume responsibility. 2.3 In order to assure administrative continuity and avoid unnecessary the selection reliance on acting appointees, process should be conducted expeditiously. Therefore, any advisory appropriately representative but small enough to work on an appropriate time schedule. committee must not only be 2.4 The special advisory committee and others involved in the procedure should be aware of and carefully consider current issues relevant to the position to be fill ed. To this end, a direct discussion or series of discussions should be undertaken with the President or the Provost to determine their view on the position and the qualifications required of candidates. 2.5 The selection process must assure that, where appropriate, the names of persons willing to be considered and related documentation shall be kept confidential. 2.6 The evaluation or recommendation of the advisory committee will be presented to the President or Provost with the candidate or candidates identified as acceptable or unacceptable and with evaluative comments about each. The President/Provost should notify the advisory committee of the decision made with respect to the person to be appointed, regardless of whether identified as acceptable or unacceptable, and then meet with the committee to explain the decision. individual was that Dec. '85 106 2. 7 MSU affirmative action personnel policies and procedures apply to these positions. The Board of Trustees' approved guidelines for hiring principal administrative personnel also apply to the positions in list A. 3. Acting Administrators ( 3.1 The responsibility the appointment of acting administrators rests with the administrator to whom the acting appointee reports. The President or the Provost shall consult with the Executive Committee of Academic Council regarding such appointments. for 3.2 The appointment of an acting officer shall not be used by either the acting administrator or the officer to whom that person reports to bias the selection of a permanent appointee. SALARY, APPOINTMENT, AND FACULTY STATUS OF FACULTY MEMBERS WHO ASSUME ADMINISTRATIVE RESPONSIBILITIES ( This policy was issued by the Office of the Provost, after consultation with the University the Council of Deans, Committee on Faculty Affairs and the University Committee on Faculty Tenure, with an effective date of January 1, 1982. The faculty member who accepts assignment as an administrator must be informed of his/her status as a member of the administrative position. There are five aspects of faculty status which must be specified: from his/her status faculty as distinct the in a. Academic Year (AY) or Annual Year (AN) appointment basis as a faculty member as distinct from appointment basis as an administrator. b. Salary rate as a faculty member as distinct from salary (including administrative an administrator rate as increment, when applicable). ( c. Primary academic unit (department(s), school(s), and/or residential or non-departmentally organized college(s)) membership as a indicating where faculty member regular responsibilities normally would be performed in the event of return to regular faculty status. faculty d. Duties to be performed as a faculty member while on assignment as an administrator. e. Reappointment, tenure and promotion(s) criteria and 107 Dec. '85 procedures for faculty members while on assignment as an administrator. · This policy applies to faculty members who are recruited to accept appointment both as a faculty member and an administrator and to faculty members already at Michigan State University who accept an administrative assignment. All concerned must that assignment as an recognize administrator is subject to change at any time and that at any time the faculty member may return to regular faculty duties in his/her primary academic unit, e.g., department(s), school(s), and/or residential or non-departmentally organized college(s). ( Appointment Basis is An academic year appointment basis the basic employment commitment to individuals appointed in academic personnel system positions at Michigan State University. and this is not changed by reason of an administrative assignment. Rather. a change related to the administrative assignment. i.e .. A Y to AN appointment basis, is for the period of service in the administrative assignment only. that with Provost approval, because of unit mission and needs and individual faculty members will be appointed to faculty duties on an annual basis. For further information see policy entitled "Academic Personnel System Appointments: Basic Employment Commitment on an Academic Year Basis," Faculty Handbook). responsibilities, some recognized (It is Salary Rate An faculty member individual's salary rate as a is not changed by reason of an administrative assignment. Rather, the change related to the administrative assignment is for the period of the service in the administrative assignment only. The salary rate as a faculty member should be reviewed and specified explicitly each year even while the faculty member holds an to an administrative assignment. The salary administrative assignment will reflect a change from A Y to AN basis, if this is relevant. Also. an administrative increment may be added. related rate ( Dec. '85 108 ( ( ( Status in Academic Unit reassignment Prior to appointment or assignment to administrative duties, the applicable primary academic unit(s) must (initially or continue to) accept the faculty member as a regular faculty member. the Following designated primary academic unit(s) will honor this commitment its "normal" FTE count by accepting the faculty member in except as may be necessary during a transition period. Transition periods will be extended only as necessary by agreement with the Office of the Provost after an assessment of the resources available. from administrative duties, Performance of Faculty Duties Faculty duties may be performed by the faculty member while serving in an administrative capacity. These duties may include teaching, research and public service in the relevant i.e., department(s), school(s), and/or primary academic unit(s), residential or non-departmentally organized college(s). In addition, committee assignments, supervision of graduate students, participation in academic governance, as consistent with University, college, and unit bylaws, in or on behalf of the academic unit may be involved. Subject to an explicit agreement between level administrators, performance in such activities is to be evaluated in accordance with normal unit procedures and should be an ingredient in the evaluation for salary increases of the faculty member holding an administrative assignment. In accordance with this explicit agreement, the University, college and unit administrators shall resolve any differences concerning the annual salary increase to be recommended for the individual in question. relevant University, college, and unit the 109 Dec. '85 Criteria and Procedures for Reappointment, Tenure and Promotion in assigned Performance faculty duties should be an ingredient tenure and promotion of the faculty member holding an administrative assignment.* for reappointment, the evaluation in Evaluation of a faculty member assigned to both faculty and administrative duties and into account the relative assignment of effort to these duties and responsibilities. Evaluation of faculty and other primary academic unit duties in consideration for the above-referenced academic personnel recommendations must be conducted in accordance with normal unit procedures and criteria. responsibilities should take initiate Normally in accordance with the the primary academic unit will recommendation for reappointment, tenure, and/or promotion (as appropriate) regular procedures. However, the appropriate administrator may also initiate the recommendation. In such cases, the recommendation must be reviewed and endorsed by the primary academic unit(s) in which the rank. Such an endorsement indicates the willingness of the unit to accept the individual as a faculty member in the unit with the recommended tenure status and rank. individual holds academic *As a general matter, a non-tenured faculty member should not be assigned to administrative duties except in instances when this is in the best interest of the individual and the University. In such cases, a written statement on how the unit's regular standards and criteria for reappointment and tenure will be applied to the individual during the period of administrative assignment must be prepared by the applicable unit administrator, after consultation with the designated unit advisory committee, and be sent to the affected faculty member before th~ administrative assignment is approved. The annual review of performance must include assessment of progress as a faculty member performing regular faculty duties, i.e., instruction, research and public service. ( Dec. '85 110 ( ( Implementation of Policy faculty All of these aspects of status must be communicated by the relevant unit administrator to the faculty member, in writing, before initial appointment as a faculty member and administrator or prior to the assignment of administrative duties to a faculty member already employed at Michigan State University. A copy of the letter specifying these aspects of faculty status, including how they will be affected, if at all, by the cessation of administrative duties, must be attached to the appointment or change of status form used to initiate the personnel action. As relevant, appointment or a change in status to an annual (AN) appointment basis and the addition of an administrative increment by reason of administrative assignment should be specified in the "comments" section of the appointment or change of status forms as follows: "The annual . (AN) appointment basis is for the period of service in the position of - - - - - - - - - -on ly. In is provided in addition, an administrative the amount of for the period of appointment in this administrative role." increment This language may be modified in the event that one or the other of these changes is inappropriate in any particular case. (AY) salary. f acuity member's academic year A change to an administrative assignment requiring a change from an academic year (A Y) appointment to an annual (AN) appointment basis will result in a salary 25 percent higher than the If an administrative increment is appropriate, it should be added after the determination of the AN salary. from administrative duties results in a shift from an annual (AN) appointment basis to an academic year (A Y) appointment basis, the A Y salary will be an amount equivalent to 80 percent of the current AN salary except that if an administrative increment exists, it should be deducted before the AN salary is changed to In every case, a shift from an administrative an A Y basis. assignment to faculty duties shall result in withdrawal of any administrative increment. If reassignment ( The salary rate as a faculty member should be specified following statement should be explicitly each year. The communicated by the appropriate administrator to each faculty member with an administrative assignment on the occasion of annual salary increases: 111 Dec. '85 "Your salary effective October 1, will be - - - - - - - - -· This an administrative . Your salary rate on an increment of academic year basis, excluding this administrative increment, 1, is effective October includes This language may be modified if an annual year (AN) appointment basis or the addition of an administrative increment is not required by reason of administrative responsibilities. ANNUAL EVALUATION OF CHAIRPERSONS/DIRECTORS The following statement was issued by the Office of the Provost on September 21, 1981. Annual performance evaluations to assess unit administrator performance have been formally instituted in each college and separately reporting unit. Annual performance evaluations generally occur near the end of the academic year, may be combined with the annual assessment of unit administrators for merit salary adjustments, and the results of each individual the unit administrator evaluation should be shared with including equal evaluated. All aspects of performance, opportunity/affirmative action, should be evaluated for each unit administrator. No specific procedure is required for these annual performance evaluations, as approaches may vary in the colleges/separately reporting units. A copy of the evaluation instrument (criteria) currently used by each dean (director) in annual evaluations must be filed with the Office of the Provost prior to each annual cycle of evaluations. Annually, each dean or separately reporting director will be asked to inform the Office of the Provost that an annual performance evaluation for each unit administrator has been completed. Deans and separately reporting directors will retain documentation on file in their offices concerning the process and outcomes of these annual pert ormance evaluations. EXTENSION, MEDICAL CARE AND OTHER FACULTY I ACADEMIC STAFF SERVICE ACTIVITIES Michigan State University, as a land-grant institution, has long served the citizens of Michigan in a variety of ways in addition to teaching and research. Today a substantial array of services is delivered to various ( Dec. '85 112 ( ( ( publics both on and off campus. Faculty/academic staff assignments often include an expectation of this kind of service which may range from very modest to full-time activity. Some of these services may generate revenue for the University from fees charged to the public, as the case of health care services in the Colleges of Human, Osteopathic and Veterinary Medicine. in legislature, the Michigan In other cases, as with the Cooperative Extension Service, the services are provided free to the public through funding from local, county and municipal governments and federal government. Faculty/academic staff should ascertain under which type of funding they are expected the procedures involved. Faculty I academic staff are protected as representatives of the University when delivering these formal University services, whether on or off campus. to deliver services and adhere closely the to ADDITIONAL WORK FOR PAY The following policy was approved by the Board of Trustees on March 4, 1983. Consulting and Other Outside Work Full-time faculty members are compensated for full-time service to the University. They may have appointments in instruction, research, extension, public service, etc. and have assignments involving a combination of these responsibilities. Whatever the character of the appointments, the University expects faculty member will carry a reasonable and full-time load, assuming a proper share of the total functions and responsibilities of the department, college and the University. that each full-time Through consulting relationships with government, industry, public organizations and others off campus, University employees can be an resource. The University invaluable encourages the lending of such assistance where it does not interfere with the employees' performance of University duties and where no conflict of interests exists. The for pay and following guidelines are intended ( 1) to provide for certain employees to engage in a limited amount of outside integrity of the work employee-University work relationship. Individual colleges or other units are authorized to establish lower maximum time limits for outside work for pay than stipulated in point 1 1, below, and to promulgate more specific guidelines or to require to protect the (2) 113 Dec. '85 additional reporting as their circumstances dictate. 1. 2. advising, this context, "Outside work" is defined as work for other than Michigan State University. to include In "work" demonstrating, or consulting. teaching in the general area of competence for which the person is employed by the University. Not included is appearance on the program of a scientific or scholarly meeting attended mainly by professional peers. is understood research. 3. Prior written approval of the department chairperson and dean must be obtained if the work is done during the regular employment period. 4. Outside work for pay shall be reported for full-time employees of the University. 5. Such work must not faculty member's normal University duties, those non-classroom responsibilities expected of all faculty members. interfere with including the 6. The work must be related to the faculty member's normal University duties, including those non-classroom responsibilities expected of all faculty members. "Pay" monetary gift or contribution beyond actual expenses. is defined as any salary, fee, honorarium, or 7. 8. The following classes of outside work for pay require authorization: a. That performed during times considered to be normal working periods for the employee by the University unit in which the person is employed (to be determined by the unit administrator.) That performed outside normal working periods but potentially affecting the performance of the person's University assignment the judgement of the unit administrator). (based on b. 9. If, in the opinion of the dean, the outside consulting work interferes with the regular University duties of the temporary faculty member, faculty member in the University may be changed to a part-time basis, and the tenure system faculty member may be requested to take a leave of absence. the appointment of a 1 0. Outside work for pay shall be authorized by the department chairperson and the dean or, in the case of faculty not assigned to colleges, the appropriate unit administrator. a. Such work must contribute to the effectiveness of the faculty member's regular academic work for .( Dec. '85 1 14 ( ( ( the University. 1 1. The in b. Equipment, supplies, materials, or clerical services the the University may not be used of furtherance of outside work for pay. total amount of time expended by the faculty member on outside activities for pay and overload pay should not exceed 32 hours in any month. Under special circumstances and with permission of the dean or unit administrator, the monthly time limit may be exceeded, provided the aggregate of such time for the period of authorization does not exceed an average of 32 hours per month. 12. If consultin.g work for pay is undertaken, it must be with the understanding that it is subject to termination at any time the University considers such action to be advisable. 13. A special form is available from the departmental office for use by the employee seeking authorization to perform outside work for pay. Completed forms shall be maintained for three years in the dean's office (in the faculty not appropriate administrator's office assigned to colleges.) for Each dean or other appropriate administrator is required to the dean's office of all consultative the college or in the academic personnel in maintain a record services of administrative division. This policy cannot be used as the basis for establishing and maintaining a private practice or separate business by faculty. in Faculty members the Colleges of Human Medicine, Osteopathic Medicine and Veterinary Medicine may engage in "outside work for pay" under this policy. However, private practice by faculty in the . College of Veterinary Medicine is not approved. For faculty in the Colleges of Human Medicine and Osteopathic Medicine, if "outside work for pay" includes patient care or regularized administrative or consulting activities significantly related to, but not directly involved in the provision of patient care, the income derived therefrom is subject to the provisions of the Michigan State University Medical Service Plan the College of of the College of Human Medicine and Osteopathic Medicine, which follows next. 115 Feb. '88 MEDICAL SERVICE PLAN FOR COLLEGES OF HUMAN MEDICINE AND OSTEOPATHIC MEDICINE The following policy was approved by the Board of Trustees on July 30, 1976. The Medical Service Plan for the Colleges of Human Medicine and Osteopathic Medicine provides a common framework within which professional fee income generated by faculty members of the two colleges is managed. This plan does not apply to the College of Veterinary Medicine. The plan was approved by the Board of Trustees July 30, 1976, and takes precedence over all previously existing plans. The purpose of the plan is to improve the means to supplement basic support the medical colleges; sustain and enhance faculty incentives to engage in patient care which benefits educational programs, the public and the professional development of the it financially feasible to recruit and retain highly capable faculty necessary to develop and sustain quality programs. for programs of faculty; and make The principles of the Medical Service Plan include: 1. The plan policies, rules and procedures and practices conform to established University policies. procedures ( and practices. 2. Plan income is University revenue. 3. Involvement of departmental chairpersons and faculty shall conform to the Bylaws for Academic Governance. 4. Plan income shall cover costs of the plan relating to administration, billing, and collecting, and costs of practice. 5. Net income shall be used as authorized within approved guidelines of the Health Services Related Component (HSRC) and for program support. 6. A ceiling limit shall be set for personal income that is commensurate with comparative medical schools and allowing for differences in compensation for rank, experience, specialty, and professional competencies. 7. Under the plan faculty may engage in outside work for pay under established University policy. 8. The plan will be subject to annual review during the thereafter three years of its operation and ( first reviewed at least once every three years. Feb. '88 116 OVERLOAD PAY The following University policy was approved by the Board of Trustees on October 16, 1970 and revised on June 12, 1987 (A college may establish a more restrictive policy.) 1. Overload pay is limited to overload work related to instruction and service activities. the separately 2. Overload pay assignments require prior written approval of the chairperson/director of the applicable the dean of the applicable department/school and college/ director of reporting unit Requests must describe the proposed activity and be accompanied by a completed "Additional Work for Pay" form. (See point 3, below.) In accordance with the provisions of the policy on Additional Work for Pay, full-time faculty members are eligible for either paid consulting time or overload pay time, or a mixture of both, subject to stipulated limits (see policy on Additional Work for Pay). 4. An overload assignment must meet following the 3. minimum criteria: a. Overload pay is appropriate since the designated faculty/academic staff member is fully assigned in the department, school or other unit and is satisfactorily performing assigned duties; The proposed assignment, in the opinion of the chairperson/director in consultation with the dean, represents a substantial increase over and above the regularly assigned duties, thus warranting the provision of overload pay. faculty/academic staff member's b. 5. Overload by be approved pay must the chairperson/director of the department or school and dean of the college/director of the separately reporting unit in which the faculty/academic staff member is appointed. Annually the Office of Planning and Budgets shall provide to the Office of the Provost and the deans a summary of overload pay disbursements made in the prior fiscal year. the summer, individuals appointed on an academic year basis may receive up to 30% of their previous year's salary for a full-time assignment in teaching, research and service. In addition, pursuant to the provisions of this policy, they may be eligible to 6. During 117 Feb. '88 ( ( ( receive overload pay. 7. Administrators related including all (chairpersons, directors, deans, vice presidents (provost), the previous with assistant or associate titles) may receive overload pay for assignments their disciplines and professions but normally not for assignments related to ( their administrative positions. In in a community of scholars, payment of honoraria to MSU faculty/academic staff members for talks, seminars, etc., provided in usual classroom/seminar settings is not permitted. recognition of collegial expectations usual to 8. 9. Major administrative units may establish a more restrictive policy. Assignments which might normally justify the payment of overload pay may, by mutual agreement, be compensated for by subsequent release time for research, through the assignment of additional graduate assistants/other support staff or other programmatic support. ( ( Feb. '88 117a V . INSTRUCTION GENERAL STATEMENT This section provides a broad overview of selected policies and procedures of particular relevance to faculty and academic staff. Additional instructional policies and procedures appears in the MSU Catalog: Academic Programs and Descriptions of Courses. Faculty/academic staff members are urged to consult these publications. information on ABROGATION OF FACULTY TEACHING RESPONSIBILITY The following policy was accepted by the Board of Trustees on September 20, 1970 and revised on June 12, 1987: Any member of the instructional staff* who fails to fulfill the University's Code of Teaching provision of any Responsi bi I ity shall be held accountable. It is the responsibility of the department chairpersons, that students are school directors, and deans provided the instruction to which they are entitled. All absences by instructional staff should be covered by other instructional staff, where possible and appropriate, so that students will not lose instructional time. to ensure ( ( It is the responsibility of department chairpersons and school directors to determine if services have been withheld without proper cause and, if so, to report the precise details of such alleged withholding of services. This report should be made to the dean of the college, with a copy to the Provost, and should include information as to the total load of the instructional staff member so that an estimate can be made of the percentage of service that has been allegedly withheld. The ( *The term instructional staff includes tenure system faculty, graduate assistants and all other individuals holding academic personnel system appointments. ll8 Feb. '88 Provost or designee shall review the contents of the report with the dean of the college and the applicable department chairperson/school director and shall discuss the matter with the affected instructional staff member.** The Provost or his/her designee shall determine if the withholding of services was improper and may direct an appropriate deduction from the instructional staff member's salary. The instructional staff member, academic staff member, or graduate assistant shall be informed of this action in writing. If the faculty or academic staff member believes that the is a violation, misinterpretation, or misapplication of action existing University policies and legislation, he/she may initiate a grievance under the Interim Faculty Grievance Procedure. Graduate assistants may initiate a grievance in accordance with judicial procedures stipulated in the document entitled. Graduate Students' Rights and Responsi bi I ities. ( ( **If the instructional staff member is not available for this conference, the procedure continues witho~t this participation by the instructional staff member. A reasonable effort shall be made by the Provost to arrange for this conference. Feb. 'BB 118a ACADEMIC ADVISEMENT, ENROLLMENT, REGISTRATION AND COUNSELING ( On January 20, 1966, the Educational Policies Committee distributed a statement entitled "Pol icy Recommendations on Academic Advising". It included the following definitions: - Academic advisement Academic Advisement is a continuing process in which a student and a faculty member discuss possible options; first, in the student's total educational program; second, in specific curricular in potential careers, in order that the student may make more intelligent choices. in Enrollment selecting courses for a term schedule from the student's Academic Progress Plan previously developed but continually reviewed with the academic adviser. is a student responsibility fields; and third, - Enrollment Registration - Registration is a mechanical process directed by the Registrar's office to admit students to courses, to allot students to specific class sections, collect fees, and to prepare records for staff use. Counseling - Counseling is a service available from the Counseling Center to help students adjust to social and personal problems encountered while enrolled in the University, and to identify potential occupational choices. Several pol icy recommendations were approved by the Academic Counci I on February 8, 1966, among them Each department shall develop a system of advisement of students within the context of the structure of the college and/or department consistent with the following: 1. Academic advising is a responsibility of faculty, but the division of responsibility (for example, relative emphasis on graduate versus undergraduate advising, number of advisees per should be determined through mutual agreement between faculty and deans and/ or department chairpersons in each college and/or department. faculty member, etc.) 2. Excellence and effort in advising are to be recognized by chairpersons and deans, as well as by the provost, as an integral part of a faculty member's assignment. ( ( 3. Procedural provisions are the departmental and college level for the availability of academic advisors at those times scheduled for enrollment and registration. to be made at in addition to 119 Dec. '85 4. Students are responsible for studying and knowing University, college, and department requirements as stated in the catalog. They shall also prepare tentative academic plans for review by their academic advisers. 5. With efficient use of faculty and student time as prime considerations, the registrar should continue to develop improvements in the registration procedures, schedule late in the term as practical, and pre-enrollment as consult operations specialists in the mechanics of registration. for assistance Procedures developed by faculty involved in student advising are available offices. the colleges for guidance of in college The Academic Programs section of the MSU Catalog contains definitive information regarding academic advisement, enrollment, titled "Undergraduate Education." registration and counseling the pages in ACADEMIC APPAREL Faculty members are expected their own academic apparel for use at commencement exercises and other ceremonies when such apparel is appropriate. University funds may not be used for the purchase or rental of academic apparel for faculty. to provide THE ACADEMIC PROGRAM The Michigan State University Catalog, available in the Office is comprised of two separate volumes: of the Registrar, Academic Programs and Descriptions of Courses. source the academic for University The publication entitled Academic Programs describes programs of study and the structure of the University and is the primary regulations and policies concerning instruction. The "Undergraduate Education" section states requirements and policies concerning undergraduate study, the "Graduate Education" section refers specifically to graduate study. The "General Information" section provides information such as costs, attendance, examinations, grading system, integrity of scholarship and grades. Information about campus, student housing, campus activities, student organizations and services also included. Admission and graduation requirements for programs in the individual colleges at both the undergraduate and graduate levels are described in is Dec. '85 120 the section "The Colleges and Programs of Study." Descriptions of Courses provides information about the courses .. offered by the departments, schools and colleges. Schedule of Courses is published before the beginning of each term and is available in the Office of the Registrar. It provides current information on enrollment and registration procedures, the schedule of courses this and publication provides selected updated information on courses, University regulations, the academic calendar, and administrative procedures. final examinations. the schedule In addition, for CODE OF TEACHING RESPONSIBILITY The Code which fol lows was approved by the Academic Senate on May 19, 1976. The teaching responsibilities of instructional staff members (herein referred to as instructors) are among those many areas of University life which have for generations been a part of the unwritten code of academicians. The provisions of such a code are so reasonable to learned and humane individuals that it may appear redundant or unnecessary to state them. However, the University conceives them to be so important that performance by instructors in meeting the provisions of this code shall be taken into consideration in determining salary increases, tenure, and promotion. 1. 2. Instructors are responsible for insuring that the content of the courses they teach is consistent with the course descriptions approved by the University Committee on Curriculum and the Academic Council. Instructors are also responsible for stating clearly to students in their classes the instructional objectives of each course at the beginning of each term. It is expected that the class activities will be directed toward the fulfillment of these objectives and that the bases upon which student performance is evaluated will be consistent with these objectives. Instructors are responsible for informing students in their classes of the methods to be used in determining final course grades and of any special requirements of attendance which differ from the attendance policy of the University. Course grades will be determined by the instructor's assessment of each student's individual performance, judged by standards of academic achievement. ( ( ( 3. Examinations and other assignments submitted grading during the term should be for returned with 121 Dec. '85 is the the they are to enhance sufficient promptness learning experience. Unclaimed final examination answers will be retained by the instructor for at least one term so that they may be reviewed by students who desire to do so. Examination questions are an integral part of course materials, and to allow their the decision whether responsibility of the retention by students instructor. Term papers and other comparable projects are the property of students who prepare them. They should be returned to students who ask for them and those which are not returned should be retained by the instructor for at least one term. Instructors who desire to retain a copy for their own files should state their intenti.on to do so in qrder that students may prepare additional copies for themselves. Instructors are expected to meet their classes regularly and at scheduled times. Instructors will notify their units if if appropriate to be absent and arrangements have not been made, so that suitable action may be taken by the unit if necessary. in which assistants are Instructors of courses authorized to perform teaching or grading functions shall be responsible for acquainting such individuals with the provisions of this Code and for monitoring their compliance. to schedule and keep a Instructors are expected reasonable number of office hours for student conferences. Office hours should be scheduled at times convenient to both students and instructors with the for additional option of prearranged appointments students when there are schedule conflicts. The minimum number of office hours is to be agreed upon by the teaching unit, and specific times should be a matter of common knowledge. Instructors who are responsible for academic advising are expected to be in their offices at appropriate hours during periods. Arrangements shall also be made for advising during registration. pre-enrollment enrollment and 4. 5. 6. 7. Hearing Procedures The procedures stated below were approved by the Academic Senate on May 18, 1977. 1. Students may an instructor's failure to comply with the provisions of the complaints regarding register Dec. '85 122 ( ( ( Code of Teaching Responsibility directly with instructor. that 2. Students may also take complaints directly to chief administrators of teaching units or their designates.* If those persons are unable to resolve matters to the student's satisfaction, they are obligated to transmit written complaints to unit committees charged with hearing such complaints. A copy of any complaint transmitted shall be sent to the instructor. A written report of the action or recommendation of such groups will be forwarded to the student and to the instructor, normally within ten working days of the receipt of the complaint in involved when, 3. Complaints coming to the University Ombudsman* will be reported, in writing. to chief administrators of the the Ombudsman's teaching units opinion, a hearing appears necessary. It will be the responsibility of chief administrators or their designates to inform the instructor and to refer such unresolved complaints to the unit committees charged with hearing such complaints. A written report of the action or recommendation of such groups will be forwarded to the University Ombudsman, to the student, and to the instructor, normally within ten working days of the receipt of the complaint 4. Students wishing to appeal a teaching unit action or recommendation may do so as outlined in the Academic Freedom Report for students at Michigan State University. * Note: Such complaints must normally be initiated no later than mid-term of the quarter following the one wherein alleged violations occurred. Exceptions shall be made in cases where the involved instructor or student is absent from the University during the quarter following the one wherein alleged violations occurred. PARTICIPATION IN COMMENCEMENT Commencement ceremonies are held at the end of Fall, Winter, and Spring terms. Each term a centralized ceremony is held for graduate degree recipients. Centralized baccalaureate degree ceremonies are held at the end of Fall and Winter terms. Decentralized, college level ceremonies for undergraduates are held at the end of Spring term. For the graduate commencement ceremony each term, department/school chairpersons and major professors or 123 Dec. '85 faculty advisors having students as candidates for advanced degrees are requested to participate. For the baccalaureate degree ceremony at the end of Fall and Winter terms, 300 members of the faculty are expected to participate. the The Commencement Committee, distribution of Academic Senate members as a guide, prepares and distributes college, department and school quotas to meet the required number. Deans, chairpersons, and directors are responsible for meeting these quotas. Each college establishes its own expectations the decentralized baccalaureate ceremonies at the end of Spring term. faculty participation using for in RELIGIOUS HOLIDAYS It has always been the policy of the University to permit students and faculty/academic staff to observe those holidays set aside by their chosen religious faith. The faculty and staff should be sensitive to the observance of these holidays so that students who absent themselves from classes on these days are not seriously disadvantaged. It is the responsibility of those students who wish to be absent to make arrangements in advance with their instructors. It is also the responsibility of those faculty who wish to be absent to make arrangements in advance with their chairpersons, who shall assume the responsibility for covering their classes. To assist faculty and staff these requests might arise, many dates are listed in the Academic and Administrative Calendar which is distributed each fall to all faculty and staff members in the Faculty/Staff Directory. in determining when RIGHTS OF STUDENTS TO RECEIVE INSTRUCTION The Academic Council on May 12, 1970 approved a resolution which the Code of Teaching Responsibilities and the provisions of the report, "Academic for Students at Michigan State University." It Freedom reaffirmed: reaffirmed 1. The right of faculty members to conduct classes, and of students to participate in those classes, without interference or disruption. 2. The right of every student to a satisfactory fulfillment of the contract entered into at the beginning of the ( Dec. '85 124 term. 3. The r ight of to dissent without jeopardizing their livelihood, and the right of students to dissent without jeopardizing their degree. faculty members ( ( 4. Freedom of conscience academic community. for all members of the 6. for students who absent 5. The Academic Council also requests its Educational (now University Committee on to recommend policies regarding from Policies Committee Academic Policy) grades classes in order to exercise the right to dissent. leave of absence, If, as a result of death, illness, consultation or any other reason, an instructor is unable to provide for students the instruction for which they enrolled, it is the responsibility of the department, together with the college and the University, to provide every student with the "satisfactory fulfillment of the contract entered into at the beginning of the term." themselves STUDENT INSTRUCTIONAL RATING SYSTEM (2) The Student Instructional Rating System provides an opportunity for students to evaluate the instruction they receive the provisions of the Code of Teaching in relation to ( 1) Responsibility, and in the various operation in the University. The purpose of this system is to provide student input toward assessing and improving course design and teaching performance. The University and individual departments are responsible for designing and administering their respective survey forms to obtain such evaluations. The results of these surveys are made available to the instructor and to persons involved in personnel decisions, but are not made public. instructional models The revised Student Instructional Rating System Policy which fol lows was approved by the Academic Counci I on March 6, 1979'. Preamble is to secure The principal objective of the Student Instructional Rating indispensable to Policy implementation of its students with instruction of the highest quality. This information is put to two principal uses: ( 1) providing instructors and teaching units with an accurate account of student response to the University's policy of providing information which is 125 Dec. '85 to the end instructional practices, their that classroom effectiveness be maintained at the highest level of excellence; and (2) providing teaching units with one kind of information to be considered in deciding on retention, promotion, salary, and tenure, to the end that effectiveness in instruction constitutes an important criterion in evaluating the service to the University of members of the teaching faculty. In order to accomplish following procedures are fully, these objectives more established to replace the provisions previously in effect. the 1. Every teaching unit shall approve one or more common student rating instruments through its own channels of in accordance with unit bylaws and participation, customs of collegial decision making. Regardless of the type of instrument adopted, it must prominently display the following notation: The Michigan State University CODE OF TEACHING RESPONSIBILITY holds all instructors to certain obligations with respect to, e.g., course content consistent with approved descriptions, timely statement of course objectives and grading criteria, regular class attendance, published office hours, and timely return of examinations and term papers. This Code is printed in full in the Catalog and Schedule of Courses. It includes specifics about complaint procedures available to students who believe that their instructors have violated the Code. 2. Each teaching unit shall make regular and systematic use of student instructional ratings as part of the unit's evaluation of instructional performance. Each teaching unit shall formulate and promulgate a comprehensive policy covering all aspects of student instructional rating procedures, and shall be responsible for implementing that policy within the framework of the provisions contained in this document Students shall not be required or requested by faculty members to identify themselves on rating forms. 3. All instructors, regardless of rank, including graduate assistants, shall use unit-approved student instructional rating forms in all classes (every course, every section, every term). For team-teaching situations, units shall develop procedures consistent with the intent of these provisions. Individual instructors may use other instruments to gather additional information. 4. ( Dec. '85 126 5. Results of student instructional ratings shall be used in . accordance with the following provisions: a. Results shall be returned promptly to the b. instructor for information and assistance in improving course design and instruction. Instructors shall have the opportunity to comment, orally and/ or in writing, upon the ratings received. These comments shall be taken into account by persons or groups charged with making or advising on personnel decisions. c. Results of student instructional ratings shall be systematically consulted, with due regard for strict confidentiality, in conjunction with other means for assessing individual effectiveness, according to the review criteria promulgated within each unit. Other means might include, e.g., classroom visits or consideration of course syllabi, assignments, and examinations. 6. Procedures for implementing the rating process and for utilizing the results shall be promulgated by each teaching unit, subject to the following provisions: a. Duly promulgated unit procedures shall be filed in the offices of the appropriate dean and the provost, where they will be matters of public record. b. Unit administrators are responsible for implementing in their units SIRS procedures which follow fully the requirements of this document. c. Teaching units may have the required SIRS instruments administered by a person other than the instructor. If the unit does not administer the instruments, instructors are obligated to do so, and to return all results to unit of fices within the time period specified in unit procedures. d. At the time instruments are administered, students shall be informed who will have access to the results and how the results will be used. Departments may choose to use the form available in the Scoring Office, 104 South Kedzie, telephone 355-1819. ( ( ( 127 Dec. '85 THREATS TO A FACULTY MEMBER The following statement was developed and approved by the University Committee on Faculty Affairs, March 14, 1978. that a faculty member It may happen on occasion is threatened by a student with harm as a result of some action such as a low grade or an adverse recommendation the faculty member has taken affecting the student. Since situations which might occasion such threats vary widely, as do the personalities of those who may make or receive the threat, it is difficult to prescribe any simple, generally appropriate response. However, the following suggestions may be he I pf ul in dealing with such threats. Any threat should be reported immediately and in writing to the department chairperson. If the threat creates a sense of urgency, it should also be reported at once to the Director of Public Safety, 355-2223. The student should be made aware of others, such as the department chairperson or the Ombudsman, who could help in obtaining redress. At the time the threat is made, the faculty member should indicate a willingness to consider carefully what the student says. to be the remedy being sought unreasonable, the unjustified and faculty member should declare a willingness to consult with others before taking further action. Indiscriminate discussion of the incident is to be avoided. If the student's concern appears ( ( Dec. '85 128 VI. RESEARCH AND CREATIVE ENDEAVOR ( GENERAL STATEMENT the The search for new information and understanding is as important to the University as the transmission of existing knowledge and understanding. A number of programs, services and policies encourage faculty creative activities. Consistent with in theoretical and applied research stimulate both disciplinary and interdisciplinary for Research Development facilitates such endeavors. Creativity in the arts as well as basic and applied faculty activities, expected and encouraged by the University. land-grant philosophy, cooperative efforts research are The Office endeavors. SPONSORED RESEARCH AND CREATIVE ENDEAVOR The academic governance structure and the Board of Trustees have approved the following general statement and guide/ ines concerning sponsored research. ( Basic Policies through fundamental research and The recognized educational objectives of Michigan State University include, as equally important goals, the discovery of new knowledge the dissemination of existing knowledge. The increasingly complex relationships among universities, government and industry call for more intensive attention to standards of procedure and conduct and industry.:...sponsored carried on at universities. Standards for sponsored research must be respectful of the purposes, needs and integrity of the universities and the rightful claims of the public interest; thus it is incumbent upon the academic community to be mindful of conflict-of-interest situations which may arise in these growing involvements of the University. government-sponsored research research in General Statement The University encourages faculty/academic staff members and students to engage in research, including that sponsored by 129 Dec. '85 for such outside agencies as foundations, professional a~sociations, government. and private is only . through industry, continued and expanding research activity that the excellence of teaching programs can be maintained and improved, and the function of the University as a contributor to the storehouse of knowledge from sponsored research accrue to the University and to sponsoring agencies if the basic purposes and functions of each are duly respected. reciprocal benefits Important fulfilled. it Consulting Relationships the Through consulting faculty can provide both with an relationships with government and industry, invaluable resource of expertise and assistance in the transfer of technical knowledge and skill, and at the same time serve the interests of research and education in the University. Such relationships are desirable, but require cognizance of the basic differences of purposes and the University. functions of sponsoring agencies and Major Guidelines The following statement was approved by the Graduate Counci I on May 15, 1967 and by the Board of Trustees on March 20, 1970. 1. Science advanced through the creativity of scholars research working either singly or projects proposed and developed by the faculty and consistent with the University's goals will be encouraged. in groups, and 2. Sponsoring agencies frequently have rather specific purposes, and some may even specify problems for which research support is available. The University, through the Office of Research Development, will make such opportunities known appropriately within the faculty will be encouraged to University. However, participate only the projects are considered if consistent with their research interests and aspirations. 3. Sponsored research projects should, whenever possible, include the provision that new and promising leads of inquiry should be encouraged and fruitless lines be discontinued. 4. Sponsored research projects should be consistent with the policies and missions of the department(s) and of the college(s) in which the research will be conducted. Dec. '85 130 ( ( ( research should be directed by The faculty within established units of the University such as departments, schools, centers, bureaus and institutes. Cooperative programs cutting across academic units are also encouraged. 5. Research projects should be managed so as to avoid teaching research and disruption of established programs of the institution, for example: a. Sponsored research should be accepted only if appropriate space and facilities are available. b. As appropriate, provisions should be made for continuity of support in order to stabilize required staff. 6. Reports to sponsoring agencies should be consistent with the requirements of the project. They should be submitted promptly to avoid unprofitable expenditures of time and energy on the part of the sponsoring agency and the researcher. Payment to the University on fixed price contracts is contingent upon submission of reports which, in "freezing" large sums of University funds in support of research. Rapidly changing and unforeseen such research directions may make reporting desirable. In seeking or accepting support for research, care should be exercised to insure compatibility with the functions and purposes of research at the University. Routine is considered incompatible with the purposes of University research. testing as an end forthcoming, may frequent if not result itself 7. in imposition of 8. The University should retain for its scholars the right of first publication. The restriction on publication of research results is incompatible with the basic concept of an educational institution. Exigencies of national defense may at ti~es make exceptions to this policy on publication necessary. No publication, statement. or activity, either on behalf of the University or by an their official capacity, shall endorse any commercial product, or advocate any specific commercial method or device, either directly or by implication. individual in 9. The University should make a continuous effort to see that its own members are provided with sufficient information on overall cost of research and other financial matters concerning grants and contracts so as to minimize internal misconceptions that arise with regard to justifiable allowances for indirect costs. 1 0. The entire cost of sponsored research should be if grants or contracts are carefully determined; 131 Dec. '85 accepted which do not cover the direct and indirect costs, the institution should itself provide the additional financial support with the full recognition that it is making a contribution to the cost of the work. 1 1. Research proposals should their budgets include provisions for special costs for services such as computer operations, electron microscopy, publishing costs, and shop fabrications. in 12. Research projects must conform to established University policy on patent rights. (See section on Patents) 13. Research projects which involve use of animals, human subjects or hazardous substances such as toxic compounds, infectious agents, explosives, radioactive isotopes or recombinant DNA, etc. must conform to (Consult current University policies and guidelines. Office of Vice President for Research and Graduate Studies.) CONFLICT SITUATIONS Complementary to its pol icy with reference to "Additional Work for Pay," on March 20, 1970, the Board of T.rustees adopted the statement on conflict situations published i n December, 1964, as a joint statement by the council of the American Associ ation of University Professors and the American Council on Education entitled, "On Preventing Conflicts of Interest in Government - Sponsored Research at Universities." This section is reprinted below. interest financial 1. FAVORING OF OUTSIDE INTEREST. When a university faculty member, (administrator, staff member professional staff member, or employee) undertaking in Government-sponsored work has a or engaging in, or a consulting significant arrangement with, a private business concern, it is important to avoid actual or apparent conflicts of interest between the Government-sponsored university research obligations and the outside interests and other obligations. Situations in or from which conflicts of interest may arise are the: a. Undertaking or orientation of the staff member's university research to serve the research or other needs of the private firm without disclosure of such undertaking or orientation to the university and to the sponsoring agency; Dec. '85 132 ( ( equipment, b. Purchase of major instruments, materials, or other items for Univers·ity research from the private firm in which the staff member has the interest without disclosure of such interest; c. Transmission to the private firm or other use for personal gain of Government-sponsored work or products, information that are not made generally available. (This would not necessarily preclude appropriate licensing arrangements for inventions, or consulting on the basis of Government-sponsored research results where there is significant additional work by the Government-sponsored research); the staff member results, materials, independent of records, (The d. Use for personal gain or other unauthorized use of privileged information acquired in connection with staff member's Government-sponsored the activities. information" includes, but is not limited to, medical, personnel, individuals; anticipated or security material requirements or price actions; possible new sites for Government operations; and knowledge of forthcoming programs or of official announcements); records of "privileged term relating e. Negotiation or influence upon the negotiation of staff member's contracts to Government-sponsored the university and private organizations with which the staff member has consulting or other significant relationships; r esearch between the f . Acceptance of gratuities or special favors from private organizations with which the university does or may conduct business in connection w ith a research project, or Government-sponsored extension of gratuities or special to employees of the sponsoring Government agency, under circumstances which might reasonably be interpreted as an attempt the recipients in the conduct of their duties. influence favors to 2. DISTRIBUTION OF EFFORT. There are competing demands on the energies of a faculty member (for example, research, teaching, committee work, outside consulting). The way faculty member in which divides his/her effort among these various functions does not raise ethical questions unless the Government its agency supporting is misled research the the in 133 Dec. '85 functions the various time accounting understanding of the amount of intellectual effort the faculty member is actually devoting to the research in question. A system of precise is incompatible with the inherent character of the work of a faculty member, since the faculty member performs are closely interrelated and to any meaningful division of a do not conform standard work week. On the other hand, if the research agreement contemplates that a staff member will fraction of his/her effort to the devote a certain faculty Government-sponsored member agrees to assume responsibility in relation to such research, a demonstrable relationship between the indicated effort or responsibility and the actual extent of the involvement is to be expected. Each university, joint consultation of therefore, administration and to assure responsibly made and complied with. faculty--develop procedures that proposals are should--through research, or the 3. CONSUL TING FOR GOVERNMENT AGENCIES OR THEIR CONTRACTORS. When the stat f member engaged in Government-sponsored research also serves as a consultant to a Federal agency, the conduct is subject to the provisions of the Conflict of Interest Statutes ( 18 U.S.C. 202-209 as amended) and the President's memorandum of May 2, 1963 Preventing Conflicts of Interest on the Part of Special Government Employees. When the stat f member consults for one or more Government contractors, or prospective contractors, in the same technical field as the research project, care must be taken to avoid giving advice that may be of questionable objectivity because of its possible bearing on other In undertaking and performing consulting services, the staff member should make full disclosure of such interests to the university and to the contractor insofar as they may appear to relate to the work at the university for the contractor. Conflict of interest problems could arise, the participation of a staff member of the university in an evaluation for the Government agency or its contractor or some technical aspect of the work of another organization with which the staff member has a consulting or employment relationship or a significant financial interest, or in an evaluation of a competitor to such other organization. for example, interests. in Dec. '85 134 University Responsibility ( Each university participating in Government-sponsored research should make known to the sponsoring Government agencies: 1. The steps it is taking to assure an understanding on the part of the university administration and staff members of the possible conflicts of interest or other problems that may develop in the foregoing types of situations, and 2. The organizational and administrative actions it has taken or is taking to avoid such problems, including: a. Accounting procedures to be used to assure that Government funds are expended for the purposes for which they have been provided, and that all services which are required in return for these funds are supplied; b. Procedures that enable it to be aware of the outside professional work of staff members participating in Government-sponsored research, if such outside work relates in any way to the Government-sponsored research; The formulation of standards to guide the individual their university staff members conduct in relation to outside interests that might raise questions of conflicts of interest; and in governing ( c. to d. The provision within the university of an informed its staff source of advice and guidance members for advance consultation on questions they wish to raise concerning the problems that may or do develop as a result of their outside financial or consulting interests, as they relate to in Government-sponsored their university research. The university may wish to discuss such problems with the contracting officer or other appropriate Government official in those that appear to raise questions regarding cases conflicts of interest. participation ( the university when The above process of disclosure and consultation is the obligation assumed by it accepts Government funds for research. The process must, of course, be carried out in a manner that does not infringe on the legitimate freedoms and flexibility of action of the university and its staff members that have traditionally characterized a university. It is desirable that standards and procedures of the kind discussed be formulated and administered by members of 135 Dec. '85 themselves, the university community joint initiative and responsibility, for it is they who are the best judges of the conditions which can most effectively stimulate the search for knowledge and preserve the requirements of academic freedom. Experience indicates that such standards and procedures should be developed and specified by joint administrative-faculty action. through their INTERIM GUIDELINES FOR POTENTIAL CONFLICTS OF INTEREST IN ACADEMIC AREAS OF THE UNIVERSITY Commercialization by faculty/academic staff of their research poses special conflict of interest possi bi Ii ti es. These are dealt with through the following Interim Guidelines for Potential Conflicts of Interest in Academic Areas of the University approved by the Board of Trustees on October 22, 1982. I. Preamble roles these them. Among Universities have very important roles in the societies which is honest and candid support assessment of ideas, facts, the state of knowledge and of assessments made by other groups or organizations. This important role of certifying the accuracy, validity or status of information is only possible if those who perform the task are, and are perceived to be, free from bias and conflicts of interest Further, faculty and academic administrators in accepting full-time University appointments thereby make a commitment to the University that is understood to be full-time. Every academic member of the University is expected to accord the University his or her primary professional loyalty, and to arrange outside obligations, financial interests and activities so as not to conflict with this overriding commitment to the University. At the same time, involvement of University professionals in outside professional activities, both public and private, often serves not only the participants but the University as a whole and the public interest as well. Further, a land-grant university such as Michigan State University is expected to be broadly engaged in facilitating the application of knowledge to new and improved technologies and to meet the needs of society for its improvement and enrichment. The potential for real and perceived conflicts of interest and that can arise when academic than one conflicts of commitment employees are simultaneously in more involved Dec. '85 136 organization must be clearly individuals themselves and -made known to their chairpersons, deans or other administrators so that any potentially detrimental influences can be ·avoided. identified by the ( ( ( The University already has several sets of policies and procedures for guiding activities in these areas. Among these are the Bylaws of the Board of Trustees, the MSU Faculty Handbook, Faculty and University Rights in University Sponsored Instructional Materials, Michigan State University Patent Policy, Basic Policies for Sponsored Research and Consulting Relationships, Additional Work for Pay, and others. It is the academic employee's responsibility to be aware of the content of these policies and guidelines, and when in doubt, to refer the full details of to an appropriate academic administrator. the matter The growing frequency with which current or prospective faculty research provides a point of departure for commercial development of a technology is bringing new exposure of academic employees to potential conflicts of interest and conflicts of commitment. The University wishes to encourage the emergence of new high technology industries while avoiding the problems that potential conflicts of interest can bring. The following for handling these potential conflicts. Following review of these interim guidelines by appropriate academic governance committees, existing policies and guidelines will be amended to provide for these special cases. interim guidelines will provide a framework II. Supplemental Guidelines and Procedures for Addressing Potential Conflicts of Interest and Conflicts of Commitment when Dealing with Firms in which MSU Faculty Have an Interest A. Definitions: 1. Conflicts of Interest are situations in which University employees may have an opportunity to influence University administrative, business or academic decisions in ways that could lead to personal gain or give improper advantage to others. 2. Conflicts of Commitment are situations in which a University employee's external activities, often valuable in themselves, and even when they result in no personal gain or improper advantage for others, nevertheless interfere improperly with his or her paramount obligations to students, colleagues and the University. 137 Dec. '85 8. Proposed Guidelines and Procedures 1. The applicable laws of the federal government and the state of Michigan and policies of the Board of Trustees of Michigan State University shall control University guidelines and practices for addressing potential conflicts of interest. 2. Where the that firm wishing relationship with the company before any agreements with in a to faculty are participating negotiate a patent or copyright license or a contract involving some of those faculty, full written disclosure is required of all aspects of any and all participating faculty firm. Such written member(s)' faculty member(s) disclosure must be provided by and/or the company can be completed. Disclosed information must be provided in writing to the department chairperson, dean and the University officers negotiating the particular agreement under consideration. If disclosure reveals that the potential for conflicts of interest is of a de mini mus nature, the cognizant University to officers may proceed to negotiate agreements and institute appropriate safeguards. If the disclosures reveal that the potential for other than de mini mus conflicts of interest or conflicts of commitment are present, an agreement may not be completed without a formal prior report by the president to the Board of Trustees. If acceptable means can be assured for avoiding undesirable consequences of the conflict situations, the president shall inform the Board of the proposed procedures. The Board may delegate the decision to approve the agreement to the president or reserve it for themselves. 3. 4. De mini mus potential for conflicts of interest shall be deemed to exist if a). b) or cl prevail: a. There is only one MSU faculty member involved with the company and all five of the following are true: 1. The faculty member and his or her immediate family cumulatively own or have options to buy less than five (5) percent of the company's voting stock, 3. The 2. The faculty member holds no executive office in the company and is not a member nor an officer of its Board of Directors, faculty member no consulting arrangement with the company that exceeds limits on the University's upper number of days per month or the upper limits consultants of for rates of pay contemplates for Dec. '85 138 ( ( ( comparable expertise and experience in the field, 4. The faculty member agrees in writing to make no changes in any of these relationships during the period of any agreement between the company and the University without prior notice to and approval of the University, 5. The faculty member agrees to report annually to the chair, dean and cognizant University officer on the agreement concerning his/her relationships with the company. - OR - b. If there are two or more MSU faculty members with relationships to the company and all five of the following are true: 1. They and their families collectively do not own or have options to buy more than thirty (30) percent, nor individually own or have options to buy more five (5) percent of the company's voting than stock, 2. They hold no executive offices nor board memberships nor board office in the company, 3. They contemplate no consulting agreements that exceed University limits on days per month or exceed to other consultants of comparable expertise and experience in the field, 4. They each agree in writing not to change their relationships with the company without notification of and prior approval by the University, rate paid the 5. They each annually the cognizant University officer responsible for managing the their agreement with relationships with the company. the company concerning report to - OR - c. A faculty member agrees to reduce his/her appointment in the department during the period of potential conflict and this is approved by the chairperson, dean and provost 5. Other than de mini mus potential conflicts of interest are those situations which exceed the limits outlined in B.4. These are to be handled as stated in B.3 139 Dec. '85 FACILITATION OF RESEARCH AND CREATIVE EFFORTS facilities and Departmental and college resources are available in most units to partially support research and creative efforts of the faculty. In addition, the University maintains an array of facilities and programs which can be drawn upon for include the Library, the Office of Research support. These Development, the Computer such as various divisions Laboratory, Office of Radiation, Chemical and Biological Safety, Instructional Media Center, Instructional and Public Television Services, etc. and various centers and institutes for facilitating interdisciplinary research projects. Solicitation of multi- and funds is encouraged within research by for established policies and procedures. faculty the THE OFFICE OF RESEARCH DEVELOPMENT This office will assist faculty in a variety of ways: 1. 2. 3. 4. identify both on- and off-campus It helps faculty research support. It clears all proposals soliciting outside funding, after they are routed through the chairperson and dean. It clears formal contact with private foundations, in order to keep an accurate all-University record of funding requests. It coordinates the peer review of the scholarly merit of faculty proposals to the MSU Foundation. ALL-UNIVERSITY RESEARCH FUNDING Internal grants for support of research and creative projects are of two types. First, most but not all college offices make grants to faculty members using individual college guidelines as to purpose and grant size. Applications for college-level grants are made in the spring through the individual college offices. Specific college guidelines on amounts and renewals should be obtained prior to proposal preparation. College-level grants must conform to University guidelines printed on the back of the application form: Second, University-wide competitive grants are available for initiation of research and creative projects. Applications for Dec. '85 140 ( ( ( University-level Research Initiation Grants are invited in early spring term for July 1 awards and in early fall term. for January 1 awards. In comparison with college-level grants, these grants are fewer in number, larger in size, and not renewable. They are designed explicitly to bring a research or creative project to a state where it can compete more successfully for external funding for its continuation. Final reports are expected from faculty receiving University support. THE MSU FOUNDATION Approaches to the MSU Foundation should be made using the same procedures as funding sources. The Off ice of Research Development coordinates the peer review of the scholarly merit of faculty proposals to the MSU Foundation. Deadline and funding dates for the MSU Foundation are the same as for the University-level Research Initiation grant competition described above. for approaching outside the The guidelines used and characteristics sought by Committee on Review of Proposals in considering all projects are: 1. 2. 3. 4. Applicants. Only administrative units, regular faculty and shall full-time University administrative personnel qualify for support. Continuity. Support will generally be limited to a one, two or three-year period contingent upon the nature of the project. If a continuing program or a longer period of support is needed for project completion, support by the academic unit or from some other source must be found. Realistic Requests. The Foundation is committed to broad University support in the categories listed below and cannot normally provide large grants to single projects. Modest but meaningful projects are the goal. Categories for Support. a. Research (basic and applied) Creative Scholarly Projects Symposia and Conferences Patent Development b. Graduate Fellowships/Scholarships c. Post-Doctoral Programs New Directions in Education or Extension Library Facilities and Special Equipment Buildings or Parts Thereof d. Visiting Professorships 141 Dec. '85 Summer Faculty Awards 5. Projects which accomplish the instructional, research the University. Projects and extension goals of considered must contribute to the broad educational purposes of Michigan State University for it is to this charitable end that the Foundation is committed. THE OFFICE OF CONTRACT AND GRANT ADMINISTRATION Formal agreements by funding organizations to support research and creative projects are normally made between the organization and the University rather than with individual faculty. Fiscal administration of gifts, grants and contracts the responsibility of the Office of Contract and Grant Administration. Pre-proposals and draft proposals should be cleared with this office before contact is made with granting organizations to insure conformity with University policies on overhead, cost sharing and similar matters. When this office receives official notification of an award from a funding organization, an account can be established for initiating the project. The faculty project director is responsible for initiating the Gift and Grant form through which the financial support is formally accepted by the Board of Trustees. is REGULATORY GUIDELINES FOR RESEARCH Protection of a research environment free and important University unfettered pursuit of knowledge is an responsibility. Infringement on this freedom must be restricted to those factors which are clearly essential to the protection of individuals and the public at large. for There exist federal or state laws, regulations and guidelines in several areas which are designed for this purpose. In addition, the University community its advisory committees and academic governance bodies to insure that individual incorporate appropriate safeguards. itself acts scholarly research projects through and RADIATION, BIOLOGICAL AND CHEMICAL HAZARDS Research or instruction that require the use of radioactive that generates potentially harmful level requires approval by the that isotopes or equipment radiation above a particular Radiation Safety Committee. Research or instruction Dec. '85 142 ( ( ( the use of compounds which are carcinogenic, involves mutagenic or teratogenic, of biological organi.sms or of recombinant DNA require procedures that conform to safety guidelines for the students, staff and the public at large. Regulatory agencies such as the U.S. Nuclear Regulatory Commission (NRC), the Department of Agriculture, Department the National Science of Health and Human Services and Foundation (NSF) require that investigators keep exposure to reasonably achievable. A regulated materials as monitoring and educational program the is conducted by University on a continuing basis in order that investigators may utilize the materials that they require. Research programs at MSU are developing at a rapid rate and health and safety programs must keep pace. low as is The responsibility for the safety and well-being of all personnel in contact with university-related activities utilizing chemical, radiation or biological hazards lies with the faculty member or project director and the appropriate administrative officers. Policies, procedures, and guidelines are available from the Office of Radiation, Chemical, and Biological Safety. is responsible The project director is responsible for: 1. Insuring that all personnel under his/her supervision have been instructed with regard to general safety requirements of laboratory or work area operation. 2. Being aware of the chemical and biological hazards inherent in a proposed activity. If these hazards are not covered by the general program of laboratory safety, the project director for instructing personnel in safe practices or in directing personnel to sources of information concerning safe practices. 3. Understanding the risks associated with the receipt and subsequent distribution of all hazardous chemical or biological agents. Project directors must be aware of the known dangers in working with a particular hazardous chemical or biological material and take the containment measures. necessary protective and Federal and state regulations control the use and shipping of certain chemicals, venomous animals, and infectious or genetically engineered microorganisms. The project director should be cognizant of and comply with these laws. Informing all personnel under his/her supervision of those specific chemical or biological hazards which are is peculiar responsible for their special training in dealing with those hazards. to the specific research activities and 4. 5. Obtaining (at least annually) a statement of informed individuals, both employees and from all consent 143 Dec. '85 students, working directly under supervrsron of the project director in a university activity where p.otentially hazardous chemical or biological materials are utilized and are specific to the activities for which the project individual must be director informed of the extent of known risk in utilizing hazardous substances. responsible. Each is 6. Posting warnings and restricting entry to work areas chemicals or contain potentially hazardous that biological materials. All individuals performing work with hazardous substances must accept a shared responsibility for operating in a safe manner once they have been informed about the extent of risk and safe procedures for their activities. Individuals undertaking an activity without direct supervision by a project director become responsible for performing those activities associated with hazardous substances safely. This applies to all students, staff and employees. for Research The faculty member or project director involved in use of recombinant DNA must abide by the National Institute of Health Guide/ ines Involving Recombinant DNA Molecules (available from the Office of Radiation, Chemical and Biological Safety). Project directors are reminded that they must have their recombinant DNA project approved by the Biological Hazards Subcommittee and have a completed and signed memorandum of understanding agreement (MUA) before initiating the research. Additionally, responsibility for: the project director has the primary 2. the that 1. Supervising the safety performance of the staff to safety practices and required ensure techniques are employed. Investigating and reporting in writing to the NIH Office institutional of Recombinant DNA Activities and biohazards committee any serious or extended illness of a worker or any accident that results in: a. lnnoculation of recombinant DNA materials through cutaneous penetration Ingestion of recombinant DNA materials b. c. Probable inhalation of recombinant DNA materials the following gross aerosolization d. Any incident causing personnel ·contamination or danger of serious exposure to environmental ( 3. Investigating and reporting in writing to the NIH Off ice the university of Recombinant DNA Activities and to biohazards committee any problems pertaining Dec. '85 144 ( ( ( operation and implementation of biological and physical containment safety practices and procedures, or equipment or facility failure. 4. Correcting work errors and conditions that may result in the release of recombinant DNA materials. 5. Ensuring the integrity of the physical containment (e.g., biological cabinets) phenotypic biological containment characteristics, purity, etc.). genotypic safety (e.g., and and the Additional information is contained in the MSU Handbook for Research and Other Scholarly Projects published by the Office of Research Development, telephone 355-2 186. Faculty members engaged in research and teaching which involve radiation, chemical and biological hazards are assisted by the University Office of Radiation, Chemical and Biological Safety. Full-time professional staff and facilities are available to conduct required federal and state tests, dispose of hazardous wastes and train persons in safety measures. The office is aided by faculty committees from the affected disciplines. PROTECTION OF HUMAN SUBJECTS Research or instruction that involves the use of human subjects must conform to guidelines which insure protection of the individuals participating in the research. The proposed use of human subjects or human materials in biomedical and behavioral research poses specific problems for the subjects, the investigator, and the University. Federal, state and University guidelines governing such activities have been developed; procedures and safeguards are designed to protect the rights and welfare of human research subjects. At Michigan State University, the University Committee on Research Involving Human Subjects (UCRIHS) is responsible for reviewing all biomedical and behavioral research involving the proposed use of human subjects or materials. Prescribed by the National Research Act of 1974 (Public Law 93-348) and endorsed by the Academic Council, this Committee must rev.iew and approve all appropriate activities proposing the use of human subjects before such projects can be initiated. investigator's It is not necessary to secure the approval of this Committee prior to submitting proposals for external support, but it is the research to obtain appropriate responsibility approval for the use of human subjects prior to initiating any project, whether it is supported from external funding sources, internal funds, or not funded at all. For funded projects, account numbers cannot be assigned until UCRIHS_ approval has been 145 Dec. '85 obtained. Investigators are reminded that the Department of Health and Human Services requires that they receive notification of apprqval for the use of human subjects from the University's lnstitLltional Review Board within 60 days after the University submission of a proposal or that proposal will be removed from further consideration. The UCRIHS is chaired by the Assistant Vice President for Research. Additional information is found in the MSU Handbook for Research and Other Scholarly Projects published by the Office of Research Development, telephone 355-2186. USE OF ANIMALS IN RESEARCH regulations Research and instruction in which experimental animals are used is subject to state and federal guidelines. University policy specifies that all animals under university care will be treated humanely and that the university will comply with federal and for state assuring compliance with state and federal regulations has been delegated to the Vice President for Research and Graduate Studies, who is advised by the All-University Committee on Animal Facilities and Care and who administers the Laboratory Animal Care Service. regarding animal care. Responsibility Project directors planning to use animals must submit a Supplementary Information Sheet regarding plans for laboratory animal facilities, care, anesthesia, etc. This sheet should accompany the proposal through the transmittal process. The the Office of Research Development will Supplementary Information Sheet to the chairperson of the All-University Committee on Animal Facilities and Care (AUC) at the same time the proposal is forwarded to the funding agency. Proposals not accompanied by a Supplementary Information Sheet will be forwarded to the funding agency, but will be considered incomplete and pending review by the All-University Committee. An agency approved grant cannot be assigned an account number until approval by the Committee has been obtained. forward If the planned facilities or care seem questionable, the AUC will review the plans with the investigator. If, after reviewing the plans with the investigator, the AUC feels that the facilities are not adequate, or that the plans do not provide for adequate animal care as prescribed in the state and federal legislation, the AUC may recommend that the proposed research would not meet minimum standards of animal care. Project directors are reminded that proposals must have University approval before grants can be accepted by the Board of Trustees. Dec. '85 146 ( General principles that apply to the care and usage. of all animals at MSU are set forth in the MSU Handbook for Research and other Scholarly Projects, published by the Office of Research Development, telephone 355-2186. A Ha'?dbook t ederal for Ani ma/ Care, outlining university, state, and regulations the Laboratory Animal Care Office (LACS), telephone 353-5064. regarding animal care, is available through PATENTS This policy was approved by the Board of Trustees on November 15, 1930 and revised on June 7, 1985. Federal regulations require that discoveries coming from federally assisted research must be reported promptly and appropriate patents must be applied for by the University. In addition, the State of Michigan and the University acknowledge the obligation to protect intellectual property emerging from research funded from whatever sources by prompt filing of appropriate patent applications. Faculty, staff and students are reminded that the University's patent policy reads as follows: legal Except as otherwise provided by Board-approved policies instruments, any discovery or invention which or results from research carried on by, or under the direction of, any employee of the University and having the cost thereof paid from University funds or from funds under the control of, or administered by the University, or which comes as a direct result of the employee's duties with the University, or which has been developed in whole or in part by the utilization of the University resources or facilities, shall belong the University and shall be used and controlled in such a manner as to produce the greatest · benefit to the University and the public. to For purposes of this policy, the term "employee" shall include all faculty, staff and students (including postdoctoral appointees, graduate and undergraduate students) engaged in research conducted under the conditions defined above. Patenting and licensing expenses for each patent will be recovered from its royalty earnings and distributions will be made from the net royalties remaining. Net royalties from licensed inventions will be distributed according to the following schedule: 147 Dec. '85 ( ( Net Royalty Income on a Parti- cular Patent Academic lnventor(s) Units University First S 1,000 100% 0 0 Next S 100,000 33 1 /3% 33 1/3% 33 1/3% Next S400,000 Next S500,000 30% 20% 30% 20% 40% 60% All Additional Net Royalties over S 1,001,000 15% 15% 70% including The administration of Michigan State University patent matters, that may be technological know-how licensable but may not be patentable, shall be the responsibility of the President. Patent matters include such activities as accounts, records and negotiations. Particular patents or items of technological know-how may be transferred to the Michigan State University Foundation for administration. The President has delegated this authority to the Vice President for Research and Graduate Studies. TEXTBOOK PUBLICATION A faculty/academic staff member producing a textbook or other teaching material prepared and designed primarily for the use of and compulsory purchase by the students of Michigan State University must submit the manuscript to the Michigan State University Press, which was established for the purpose prepared by a of publishing faculty/academic staff member without the use of University resources and not prepared for the purpose stated above may be submitted to the MSU Press or to a commercial publisher at the author's discretion. such material. Material DEVELOPMENT OF INSTRUCTIONAL MATERIALS The following policy was approved by the Board of Trustees on November 16, 1973 and was revised on July 28, 1983. ( Dec. '85 148 ( ( ( Faculty and University Rights in University-Sponsored Instructional Materials Introduction improvement of techniques, many universities support To encourage faculty to utilize the most modern teaching the methods and development of educational materials. Michigan State University encourages creativity and increased productivity among faculty through the use of sophisticated communication techniques. Several agencies support and assist faculty in the development instructional materials: The MSU and Instructional Media Center, Radio Development Instructional and Public Television. The Broadcasting and University improved instructional materials as developed by the faculty and is mindful of the increased effectiveness, extension of resources and they afford. Such contributions are significant productivity when such matters as load are considered. the significant merit of faculty salary, recognizes rank, and Fund; There are several urgent reasons why the University must place increasing emphasis on assistance to faculty for the development of instructional materials. The application of new technology to instruction often requires expensive and complex equipment that could not be operated economically, or owned by individual faculty members, or by regular departments on campus. The certain instructional materials require special equipment and skills. Because the body of data about the learning process, teaching models, and educational design is growing very rapidly, it is difficult for faculty to remain abreast of such developments. development and production of Therefore. many faculty seek the assistance of University consulting specialists and other types of support Consequently, instructional materials frequently reflect a joint creative effort involving one or more faculty members as well as other individuals and units on campus. to improve University participation in the development of educational the quality and versatility of materials seeks raises instructional practice. But such participation also problems concerning the ownership and use of materials. University-wide policies are needed to govern the ownership, University use, external use and income of University-sponsored materials. rights to The following statement clarifies and protects the rights of individual faculty members and the University. This statement defines: the types of educational materials which should be designated as "University-sponsored", established procedures these for formulating and administering policy concerning 149 Dec. '85 \ 1 materials; and University-wide policy governing their ownership and use and the rights to income produced. This statement however, does not affect the traditional University policy that faculty members have personal ownership of books, tests, syllabi, and workbooks not commissioned by the University and the preparation of which were not supported or assisted in any material way by any University unit. Any materials such as paintings, journal articles, research studies, music, sculpture, etc., supported by all-University research grants or other University programs and agencies, but which are not primarily instructional materials for classroom use, are not considered as University-sponsored educational materials. policy terms under this the of to University This policy does not apply faculty, administrative, clerical, and/or technical personnel specifically hired to support instructional development activities of the regular teaching faculty. When a faculty member who has been hired to help the teaching faculty improve instruction creates instructional materials for use in his/her own course or courses with University support, however, this policy shall apply. Section I Coverage of Statement of Policy This statement of policy shall govern the ownership and use of University-sponsored educational materials, as defined in Section II. This statement of policy shall also cover audio and video broadcasts and tapes produced by University broadcast services and used for regular University instruction. Section II Definition of University-Sponsored Educational Materials 1. Educational materials are University sponsored: a. b. If the faculty member has employed in his/her to developmental work, and without charge him/her, the equipment, materials, and staff services of any of the various units of Michigan State University which assist in the development of research or instructional materials; or If the faculty member has received support in the form of money, released time, or other resources from a department, a college, or any unit of the University; or Dec. '85 150 ( I ( ( c. If the faculty member has been commissioned by the University, or one of its colleges, schools, departments, or units to develop the materials and, in their production, has used some part of the time from for which he/she received compensation University contract support budgets, grants, budgets administered by the University, or budgets based on special legislative appropriations. 2. Educational materials to which this policy is applicable include, but are not limited to: a. Video or audio recordings. b. Motion pictures. c. Slides, transparencies, charts, and other graphic materials, photographic or similar visual materials, film strips. d. Combinations of the above and other types of materials; e.g., multi-media and other instructional packages. e. Programmed instructional materials. syllabi, f . Study guides, bibliographies, and tests. Live video and audio transmissions. texts, g. h. Computer programs. i. Three-dimensional materials and exhibits. workbooks, the 3. Any person who has a question as to whether particular educational materials he/she is preparing, or planning to prepare, will be considered University-sponsored, shall initiate inquiry as to their status. He/she should prepare a the report on appropriate department chairperson, or director, and dean. The department chairperson, or director, and dean should submit their written recommendations on the case to the Office of the Provost The Office of the Provost will consult with the Office of the Vice President for Research and Graduate Studies, who shall determine the question subject to review by the provost and the president facts and forward relevant to it 151 Dec. '85 Section Ill Ownership and Copyright The title legal to all University-sponsored educational materials as defined in Section II shall be held by Michigan State University with the following exception. Materials produced under grants from the federal government or other agencies shall be subject to conditions of the contract or grant with respect to ownership, distribution and use, and other residual rights. The University may, at its discretion, assign, transfer, lease, or sell all or part of its legal rights in educational materials. Where feasible, formal statutory copyright shall be obtained for such educational materials in the name of the University. Section IV Internal University Use All use of University-sponsored materials by any unit of the University for education or instruction shall be subject to the following conditions: 1. Use internal to the University requires approval of the department or college primarily responsible for the materials. Such approval is normally implicit when the sponsoring unit agrees to storage and distribution by the procedures by which the the University and sponsoring department and college schedules its courses and assigns instructional duties. in 2. As in the long as involved the faculty member production of University-sponsored materials remains a member of the staff of the University, his/her approval shall be required for use of the materials internal to the University and his/her contribution should be explicitly recognized and noted by the user. In the event a faculty member leaves the University or after his/her death, the University retains the right to make internal use of University-sponsored educational materials. 3. Section V External Use Use external to the University, or all uses other than by a Dec. '85 152 ( unit of the University for instruction or education; for example, use by educational institutions other than the University, by government and other nonprofit institutions, and use resulting from lease or other contractual arrangements for commercial distribution of the materials shall be subject to the following condition: 1. Licensing or sale of University-sponsored educational materials for external use shall be preceded by a written agreement between the University and faculty member. Section VI Revision in any case without the consent of the Revision of University-sponsored materials which does not require substantial University resources may be made at any time by the faculty member involved. Such revision may not be made individuaUs) primarily responsible for the original creation of those materials. Requests to revise University-sponsored materials in cases which require substantial University resources may be initiated by the University or by the faculty member directly concerned.* During the first three years after production, mutual agreement of both parties (the University and the faculty member) is required for revision. After three years' use (or two years of non-use), materials which have not been revised shall be reviewed by the faculty member and the University unit or units most directly involved in their production and either the faculty member or the University may require their withdrawal, or in the case of television, the erasure of tapes. This paragraph does not apply to motion pictures. *The term University is used here to mean: (a) the instructional unit employing the faculty member and/or earning the student credit hours for offering the course; (b) the University unit primarily responsible for the production and distribution of the course, specifically in the case of television the Instructional and Public Television Service, or in film production the Instructional Media Center, and/or (c) the Office of the Provost. 153 Dec. '85 ( ( Section VII Payments to Faculty Member for Production and Use 1. With the exception specified below, the University shall not faculty make any payment member involved in the production of University-sponsored educational materials for their production or internal use other than the compensation which the faculty member regularly receives from the University. the University-employed to for internal use of a. Exceptions on payment materials: 1. If materials prepared for use in another unit of the University are used for extension instruction with the advice and assistance of the faculty member, the Extension Division, in its existing policies, may accordance with make additional payment faculty member for such advice and assistance. the to faculty member ( \ the prominently in which and ii. A faculty member not on assignment with the University, e.g., summer session, or on leave, may be compensated for use of televised materials appears. personally Compensation should be mutually agreed upon faculty member and the in advance by the department(s) involved, based upon ( 1 ) the amount of continuing responsibility of the faculty member for monitoring, revision of lessons, or supervision of the work of the course; (2) whether the course is completely or partially recorded; and (3) the extent to which the participating faculty member's time and creative efforts have been previously compensated. As a guideline, faculty member may be compensated on the basis of load credit or salary equal to 1 % of the annual salary for each six (6) class hours developed. Such payment or credit should be limited to a period of two years. the 2. Licensing or sale of University-sponsored research and educational materials for use external to the University shall be accomplished by a written agreement between the University and If the University faculty member(s). income (after cost of markets production, any distribution unrecovered overhead cost. but not to include the costs of the materials, any net advertising, sales, and the ( Dec. '85 154 ( ( ( original development unless so stipulated in the contract or grant) shall be distributed so faculty member receives the first S 1,000, 50% of the next S20,000, 30% of the next S50,000, and 25% of all additional income. The University shall retain the remainder to encourage further research and educational development. that the All University funds resulting from the sale of sponsored further instructional materials shall be used to encourage educational and If the University instructional development. licenses an external agency to reproduce and sell instructional materials, the total royalties shall be negotiated among the faculty member, the University, and the external agency, and the net income (royalties) shall be divided between the faculty member and the University in accordance with the procedure described above. Section VIII Transfer of Rights to Faculty Member If the teaching unit employing the materials discontinues regular use of the University-sponsored instructional materials in their existing form for more than two years, such units shall relinquish all rights to these materials. In such cases, the rights shall be transferred to the faculty member if he/she so desires, and the faculty member shall be required to pay all costs associated with the transfer including expenses associated with copying, mailing and handling, duplication and copyright transfer, but not to include original costs of production. Section IX Protection and Liability 1. Protection a. b. the Provost shall The Office of investigate allegations of unauthorized use or copyright infringement of University-sponsored educational materials and shall recommend appropriate action. If such action is started by the University, acting alone or in concert with the faculty member, all costs of such action (including attorney's fees) shall be borne by the University. All proceeds in excess of such costs shall be shared equally by the University and the faculty member. If the University decides not to act, the faculty 155 Dec. '85 member may initiate action, and the University shall assign to him/her such rights as are necessary for him/her to pursue redress. Costs of such action (including attorney's fees) shall be borne by the faculty member who shall have the right to all proceeds resulting from the action. to any rights external time as the material until such The faculty member(s) responsible for the creation of University-sponsored educational materials shall obtain, from individuals prominently appearing in or giving support to the materials, appropriate written the releases, giving all necessary University. These releases shall be kept by the unit producing the material is withdrawn from circulation. of is made Before the University-sponsored educational materials, faculty member shall certify in writing to the provost that the materials do not infringe on any existing copyright or other legal rights and shall be liable to the University for judgements resulting from such infringements In the event others allege violations of personal property rights by the University, or by the faculty instructional member of University-sponsored materials, the University shall assume responsibility for the defense of any action. use 2. Liability a. b. c. Section X Implementation 1. This policy shall take effect upon approval by the Board of Trustees and shall be administered by the Office of the Provost. Dec. '85 156 VII. FA CUL TY I ACADEMIC STAFF BENEFIT AND RETIREMENT PROGRAMS ( OVERVIEW This section presents a broad overview of the various benefit and retirement programs available to faculty/academic staff and their dependents. Each benefit is described briefly on the following pages. The payment of benefits is conditioned upon eligibility requirements and, in some cases, a written application to participate in the plan is required. AUTOMATIC BENEFITS Participation in the following benefits (when eligible) is automatic and no enrollment applications are necessary. 1. Dental (full-time only) 2. Expanded Life (full-time and part-time) 3. Long-Term Disability (full-time only) 4. Social Security (full-time and part-time) 5. Travel Accident (full-time and part-time) 6. Unemployment Compensation (full-time and part-time) 7. Workers' Compensation (full-time and part-time) OPTIONAL BENEFITS in the Participation following benefits is optional and faculty/academic staff are covered if written application for benefits takes place within 60 days of initial appointment to an eligible status, during an Open Enrollment, or, in some cases, by furnishing evidence of insurability: 1. Accidental Death & Dismemberment (full-time only) 2. Dental (part-time only) 3. Employee-Paid Life (full-time and part-time) 4. Health Care Coverage (full-time and part-time) ( RETIREMENT PROGRAMS Participation in the base retirement plan is initially optional Feb. '88 157 with enrollment mandatory at age 35 and 24 full-time equivalent (FTE) service months. Participation in the supplemental r etirement plan is optional at any time. The following pages summarize the ways in which> these ( benefit plans can help faculty/academic staff in time of need. Careful reading of this information will assist in understanding the protections Individual brochures/ certificates are issued at the time of enrollment in the programs and updated as necessary. that are available. for and The inspection information between MSU the in contained NOTE: All benefits are shown in abbreviated form. Specific Master Contracts various carriers/vendors are available the Staff this Benefits Office. Faculty/Academic Staff Benefit and Retirement Programs section does not modify or change any of the provisions in these contracts. Although MSU expects to continue the benefit programs indefinitely, it reserves the right to modify, suspend, or terminate such coverages in whole or in part at any time, except as terms and conditions of Master Contracts. Complete information and descriptive details on all benefits may be obtained from the Staff Benefits Off ice, ( telephone 353-4434. limited by the in FULL-TIME EQUIVALENT (FTE) SERVICE MONTHS This concept is defined as full-time equivalent (FTE) months of service for University employment of 50% or greater. FTE service months are used in determining eligibility for University benefits which require a service waiting period. the cumulative ( 158 Feb. 'BB AUTOMATIC BENEFITS* Dental Plan (full-time only) Eligibility ( All faculty/academic staff appointed 90 percent time or more for nine months or more and their eligible dependents are covered by a dental plan. This coverage is also provided to retirees and their eligible dependents or survivors. Coverage The plan covers fifty percent of the usual, customary, and restorative, reasonable cost of preventative, diagnostic, prosthodontic, and orthodontic services. The plan provides an individual maximum of S600 per calendar year for covered charges and the number of services payable per year (i.e., routine exams). Orthodontic coverage is limited to those under 19 years of age and is subject to an individual lifetime maximum of S600. limitations regarding includes ( Cost The plan is an automatic benefit fully paid by the University for full-time faculty/academic staff. *For benefit purposes on·ly, half-time is defined as 50.0-64.9 percent time; three-quarter time is defined as 65.0-89.9 percent time; full-time is 90.0-100.0 percent time. ( Feb. 'BB 159 Expanded Life (Death Benefit) Eligibility life benefit payable The University provides a to beneficiaries of faculty/ academic staff appointed 50 percent time or more for nine months or more after 24 Full-Time Equivalent (FTE) Service Months. Faculty appointed with tenure (or on the effective date of the award of tenure) or with NSCL continuing appointment status are immediately covered under this plan. Coverage Eligible faculty/academic staff members are provided coverage equal to one year's base salary up to a maximum of S50,000. Beneficiaries the faculty/academic staff member or the same as designated in the If no beneficiary has been Employee-Paid Life program. designated, payment will be made to the estate in accordance with the master contract. the sequence of beneficiaries clause designated those are by in Cost ( The entire cost of this benefit is paid by the University. Long-Term Disability Eligibility Coverage under the Long-Term Disability Plan is available for faculty/academic staff appointed full-time for nine months or more who have been employed for 12 FTE service months. Eligible faculty/academic staff may receive benefits provided by the Long-Term Disability Plan after six months of continuous disability. Faculty appointed with tenure (or on the effective date of the award of tenure) or with NSCL continuing appointment status are immediately covered under this plan. ( 160 Feb. '88 Coverage The benefits provide a disabled faculty/academic staff member w ith a monthly income, including Social Security or Workers' Compensation payments, equal to 60% of the basic monthly salary to a maximum payment of S3,000 per month. In addition, the program assumes both the faculty/academic staff member's contribution and the University's contribution to the base retirement program for as long as the individual remains entitled to Long-Term Disability benefits. The plan provides an annual cost-of-living increment of 3%. The cost of this benefit is totally paid by the University. Other Benefit Information If the faculty/academic staff member is unable to work due to the total disability and is eligible Long-Term Disability Plan. participation will be continued in the health, dental and employee-paid life programs at no cost to the period of the disability benefit payments. faculty/academic staff member during for benefits under ( Social Security Most faculty/academic staff members who perform services for Michigan State University are covered by Social Security (FICA). Social Security provides retirement benefits at age 65 and on a reduced basis at age 62; a lifetime income in the event of total permanent disability for the faculty/academic staff member, and benefits for dependents subject to certain age rules, and a lump sum payment at death and monthly income for qualified survivors. (Foreign Nationals presenting F or J visas may be exempt from provisions of the Social Security Act - See Payroll Procedures.) Full information is available from the local Social Security Office. Travel Accident ( The University provides immediate Travel Accident coverage while traveling on approved University business or activity. This coverage provides accidental death .and dismemberment insurance in the principal amount of s50,000. Coverage is automatic is necessary and the cost is paid by the University. faculty/academic staff, no enrollment for all Feb. '88 161 Workers' Compensation The University, ·in accordance with Michigan law, provides "Workers' Compensation" if a faculty/academic staff member is injured for faculty/academic staff continuation of a portion of member's salary. the course of employment by providing the in Any injury arising out of and in the course of employment must be reported to the administrative head and the Workers' Compensation Division. All necessary medical services for a compensable injury will be provided by a physican designated by the University. Full information is available from the Workers' Compensation Division, Off ice of Personnel and Employee Relations. Unemployment Compensation Most faculty/academic staff members of Michigan State University will be in covered employment and therefore subject to the provisions of the Unemployment Compensation Act. Full information is available from the Unemployment Compensation Division, Off ice of Personnel and Employee Relations. ( ( 16la Feb. '88 OPTIONAL BENEFITS* Accidental Death & Dismemberment (AD&D) Eligibility ( Insurance may be selected under the AD&D Program within 60 days of initial appointment to an eligible status. Coverage is provided if death or dismemberment results from accidental cause. All faculty/academic staff appointed full-time for nine months or more are eligible to participate. Coverage Coverage may be selected for the faculty/academic staff if desired, in one of the varying the certificate. Beneficiaries are member and amounts as shown designated by the individual and may be changed at any time. family, in the Cost Cost of the various coverages offered is described in a separate brochure available in the Staff Benefits Office. Employee-Paid Life A faculty/academic staff member may select employee-paid life within 60 days of initial appointment to an eligible status or by furnishing evidence of insurability. Eligibility Faculty/academic staff appointed 50 percent time or more for nine months or more are eligible to enroll for life coverage. *For benefit purposes only, half-time is defined as 50.0-64.9 percent time; three quarter time is defined as 65.0-89.9 percent time; full-time is 90.0-100 percent time. ( ( Feb. '88 162 ( ( ( Coverage The coverage is decreasing term insurance with no cash or loan value and coverage may be selected in varying amounts depending on age and plan selected, as shown in the certificate. Optional dependent coverage (for spouse and children, if ( any) may also be selected. Benefits are payable to the designated beneficiary in the force. faculty/academic staff event of death from any cause while the plan is in Beneficiaries are designated by member and may be changed at any time. the Cost Costs vary according to the plan selected; rates are subject to future group experience. Health Care Coverage ( If faculty/academic staff members enroll in health care coverage within 60 days of initial appointment to an eligible status, during an Open Enrollment, or, in some cases, by faculty/academic staff insurability, furnishing evidence of members and their eligible dependents are covered for health care services. Coverage is currently provided by the American Plan/TIAA Major Medical Programs; Health Central, or Physicians Health Plan (PHP), local health maintenance organizations (HMO). Specific coverage details under these plans differ. In general, the following apply: Eligibility Faculty/academic staff appointed 50% time or more for nine months .or more are entitled to enroll themselves and their eligible dependents. Failure to enroll during the initial 60-day eligibility period will result in the faculty/academic staff member having to wait until an Open Enrollment or, in some cases, coverage may be applied for by furnishing Statements of lnsurability. ( Coverage The health care plans offered through the University provide coverage for semi-private hospital room charges up to 365 intensive care, days. Additional hospital expenses, including 163 Dec. '85 recovery room, anesthetics, etc., ar e covered on a reasonable and customary basis. In addition, surgical benefits, diagnostic X-ray and lab tests ar e provided whether performed in or out of for the hospital. The plan also provides coverage prescription drugs and office calls subject to either a co-payment and/ or satisfaction of an annual deductible amount. Most other medically necessary out-of-pocket expenses are also covered subject to a deductible and co-payment. The Health Maintenance Organizations (HMO), Health Central and PHP, are primarily available to employees who live in the service area. The HM Os have no deductibles or claim forms; however, a co-payment is required for some services. Cost The University provides a monthly contribution toward health care coverage for eligible faculty/academic staff. If an additional premium is required, it will be deducted from the faculty/academic staff member's paycheck. The University does not make a contribution during periods when a faculty/academic staff member does not receive a check. Benefits for Postdoctoral Fellows This policy was issued by the Office of the Provost and the Office of the Vice President for Research and Graduate Studies with an effective date of September/, 1983. Upon official appointment, postdoctoral fellows will be issued an appropriate identification card that will qualify them for such benefits as library privileges, staff parking, and staff rates at University cultural and athletic events. Postdoctoral fellows who are not otherwise covered on another policy (e.g., as a spouse or a dependent) are required to have individual health care coverage. Postdoctoral fellows are not eligible for University contribution toward staff fringe benefits but will, if appointed for at least nine months, qualify for one of the University's health care benefit programs under the provisions stipulated below. following health care programs are available The postdoctoral Shield, Health Central.* or Physicians Health Plan.* Information to fellows: American Community, Blue Cross/Blue ( *Health Maintenance Organizations (HMO) Dec. '85 164 ( ( ( about these program options can be obtained from the Office of Staff Benefits. Funds for a postdoctoral fellow's individual health care premiums can be provided as follows: Institutional Grants: Health care coverage contributions are to come from the grant budget, normally an allowance, for grants provided by Michigan State University as well as by external agencies. The department should request funds from the external granting agency for this purpose. If using funds for health care coverage is contrary to the granting agency's policy, then contributions for such coverage will come from the department or from funds that may be made available in the Office of the Vice President for Research and Graduate Studies. In the latter case, approval must be obtained from that office prior to accepting the individual for postdoctoral study. Individual Grants: If a cost-of-education allowance to the University accompanies the grant, the contributions will come from the portion of that allowance allocated to the department or college. That allocation will be increased, if necessary, to cover such contributions. If a cost-of-education allowance is not provided from the granting agency, contributions will come from the department or from funds that may be made available in the Office of the V ice President for Research and Graduate Studies. In the latter case, approval must be obtained from that office prior t o accepting the individual for postdoctoral study. Family health care coverage is not an appropriate charge on postdoct oral grants; however, a postdoctoral fellow may elect personally to pay the differential between individual and family options. Arrangements should be made with the Staff Benefits Off ice for payment of health care premiums either by individual payment or by arrangements to charge these costs to an appropriate account. Health Care Benefits for Visiting Faculty/Scholars The following statement was issued by the Office of the Provost on January 7, 1982. in Visiting faculty/scholars are eligible for special medical benefit coverage with Health Central (Plan 7). These benefits are the provided that many visiting recognition of in national or other private faculty/scholars are enrolled institutional health programs in the U.S.A. or abroad, which do not provide them coverage when appointed at MSU. Individuals eligible for this program are visiting faculty/scholars: 1) who are appointed without pay or with pay on appointments of less than 50% time and/or for less than nine months, who will return to fact 165 Dec. '85 their home university, agency, firm or other institution after a limited appointment period at Michigan State University; and 2) who are currently enrolled in a medical benefit program which is not available to them while appointed at Michigan State University. Information relating to the Health Central benefit plan which is available to eligible visiting faculty and/or scholars is indicated below: 1 ~ 1. Such individuals are eligible for Health Central "Plan 7." Please note that Plan 7 has a six-month exclusion for pre-existing conditions (including pregnancy). 3. 2. Eligible the month first day of this program. Coverage faculty/scholars must enroll for the Health Central coverage during the first sixty days following their initial appointment date. Otherwise, they will not be is eligible to participate in following the effective application. Individuals participating in this program must pay the premiums. Health Central will bill eligible faculty/scholars directly for the costs of participation. Upon enrollment, first three months' eligible individuals must pay premium and complete the necessary paper work required by Health Central. this program, unit 4. To provide eligibility under the the Office of administrators should contact Assistant Personnel Provost Administration. Further, individuals should be appointed with a "Visiting" prefix before the title and, in the the applicable appointment "comments" section of "Visiting indicated: form, Faculty/Scholar eligible to participate in special medical benefits plan with Health Central." After eligibility is confirmed, the visiting faculty/scholar should contact representative at Health Central the (374-3876) to complete application materials. following should be enrollment Academic for the the Dec. '85 166 Dental Plan (part-time only) Eligibility ( All part-time faculty/academic staff appointed 50.0-89.9 percent time for nine months or more are eligible to enroll in the dental plan during an initial sixty (60) day eligibility period beginning with the date of appointment or during the annual dental open enrollment. Coverage The plan covers fifty percent of the usual, customary, and restorative, reasonable cost of preventative, diagnostic, prosthodontic, and orthodontic services. The plan provides an individual maximum of S600 per calendar year for covered charges and the number of services payable per year (i.e., routine exams). Orthodontic coverage is limited to those under 19 years of age and is subject to an individual lifetime maximum of S600. limitations regarding includes Cost An optional benefit, part-time faculty/academic staff receive a one-half or three-quarter contribution based on their percent of employment and must enroll if dental coverage is desired. 166a Feb. '88 RETIREMENT PLANS* All faculty/academic staff members appointed at 50 percent time or more for a period of 9 months or more are eligible to make contributions to a base retirement plan as well as a supplemental retirement plan. Base Retirement Plan Eligibility Participation in the base retirement plan, with the University contribution, for full-time initially optional and required faculty/academic staff when certain service and/or age requirements are met. The general rules follow: is 1. Faculty appointed 50 percent time or more for nine months or more with the rank of assistant professor, associate professor, or professor may elect immediate participation, with University contribution, or may defer for 24 FTE service months or until participation attaining age 35, whichever is later, at which time participation is required for full-time faculty. 2. Faculty/academic staff appointed 50 percent time or ( become for nine months or more as instructors, more specialists, research associates, lecturers, or assistant instructors the University eligible contribution 24 FTE service months from the date of initial appointment to an eligible status. Participation is required at that time for full-time faculty/academic ~staff or upon attainment of age 35, whichever is later. instructor /residents, Research instructor /interns, instructors are never required to participate. lecturers, and assistant associates, for 3. Part-time faculty/academic staff are never required to participate. *For benefit purposes only, half-time is defined as 50.0-64.9 percent time; three-quarter t ime is defined as 65.0-89.9 percent time; full-time is 90.0- 1 00.0 percent time. ( Feb. '88 167 4. Once required participation commences · for faculty /academic staff appointed full-time for nine months or more, it is not possible to withdraw from the base the University. retirement plan while employed at ( 5. Faculty/academic staff members appointed 50 percent in a 403(b) or time or more previously enrolled 403(b)(7) contributory retirement program before appointment at MSU may elect immediate participation regardless of rank. 6. Participation in the base retirement plan is possible at any time without University contribution. 7. Faculty/academic staff must enroll the base retirement plan by submitting a signed application to the Staff Benefits Office prior to the first of the month the application is to be effective. Failure to apply prior to the first of the month in which faculty/academic staff are eligible for the University contribution will result in lost contribution without retroactive recovery. in Coverage The base retirement plan provides a retirement income based upon the total amount accumulated from the employee's contribution, the University's contribution, and the earnings on those amounts over the period of the working years. A faculty/academic staff member may commence to draw his/her accumulation under a variety of payment options after leaving the University; however, to be considered a retiree from the University, faculty/academic staff must meet the minimum University (see Other Retirement Information). The earlier retirement income begins, the smaller the payment. requirements retirement faculty/academic staff member's and The base retirement plan is fully vested indicating that both the the University's contributions are placed directly in the faculty/academic staff member's account each month. In the event the faculty I academic staff member leaves the University, ownership of the total accumulation is retained by the faculty/academic staff member. The faculty/academic staff member may elect to receive an immediate retirement income or may defer the receipt of his/her retirement income until a later date. 168 Feb. 'BB Cost The base retirement plan is financed by a deduction or reduction of 5% from the faculty/academic staff member's base salary and a matching University contribution of 1 0%. Supplemental Retirement Plan Faculty/academic staff members appointed at 50% time or more for a period of at least nine (9) months may make additional the supplemental retirement plan subject to IRS limitations. Participation in the supplemental retirement plan is never required, and no matching contribution is made by MSU. tax-def erred contributions to Other Retirement Information 1. To be considered a retiree from Michigan State University, a faculty/academic staff member must meet one of the following minimum University retirement requirements: a. Be 62 years of age and have completed 15 years of service, or b. Have completed 25 years of service at any age. ( 2. Faculty/academic staff meeting the minimum University retirement requirements will remain eligible to maintain health and dental coverage and receive a full or partial University contribution. 3. Faculty/academic staff meeting the minimum University retirement requirements may continue participation in the employee-paid life program after retirement until age 70. 4. Faculty/academic in employee-paid life at the time of retirement and who were enrolled prior to July 1, 1976 will receive a S2,000 life benefit fully paid by the University. participating members staff 5. Faculty/academic staff employed prior to July 1, 1958, who meet the minimum University retirement requirements as defined above, may have the University Non-Contributory Retirement Plan in addition to their base retirement plan. Full information is available from Staff Benefits. 'frozen benefits' from ( Feb. '88 169 I ( ( 6. Retirement survivor options which protect the spouse, if any, are available and may be selected immediately prior to retirement. In the event a survivor option is selected, the spouse is guaranteed payments for life. Spouses of retired faculty/academic staff members are guaranteed lifetime participation in the health and dental plans. FACULTY/ACADEMIC STAFF BENEFITS IN THE EVENT OF A LEAVE OF ABSENCE, TERMINATION OR DEATH Leave of Absence With pay If the faculty/academic staff member's pay is being continued (i.e., if the leave), the normal premiums will continue to be deducted and the University will make its normal contribution toward the cost of the health, dental, and retirement programs. Benefits are continued in full for faculty members on sabbatical leave. is a medical leave Without pay Faculty/academic staff granted an approved leave of absence without pay may continue in force all of the optional benefit programs by paying the full cost of all premiums. Coverag·e may be continued by making cash payments for as long as the approved leave continues. Payments for benefits to be kept in force should be made directly to Michigan State University and sent to the Staff Benefits Office no later than the first day of the month for which the payment is due. If benefits are not maintained, it will be necessary to re-enroll within 30 days of returning to active employment or prove insurability or wait for an Open Enrollment period. Faculty/academic staff member contributions for the base retirement plan may be made on a direct basis or may be suspended during the period of the leave. Provisions are available to faculty/academic staff members on to acceptance of prestigious awards or leave due fellowships for the continuation of applicable University fringe benefits. Additional information should be requested from the Staff Benefits Office. (See Continuation of Fringe Benefits for Faculty on Leave of Absence No Pay Status to Receive Prestigious Awards, Fellowships and/or Special Assignment Opportunities.) 170 Feb. '88 TERMINATION In case of termination, benefits will be affected as follows: 1. All health, employee-paid life, and accidental death and dismemberment coverages will continue in force until the end of the month following the last deduction and/or contribution made. Long-term disability, expanded life, and travel accident coverages cease on the last day of active employment. 2. 3. Coverage under the Dental Plan, American Plan, Health Central, or Physicians Health Plan may be continued for a limited period of time by contacting the Staff Benefits Office. 4. Employee-paid and expanded life coverages may be converted by contacting the company directly. DEATH In addition to life benefit payments to beneficiaries, it is possible for the surviving spouse and their eligible dependents to continue health and dental coverages by contacting the Staff Benefits Office. The University will contribute toward the health and dental premiums if faculty/academic staff member was eligible for retirement. the surviving spouse for the ( ( Feb. '88 171 INDEX Abrams Planetarium . . . . . . . . . . . . . . . . . . . . . . . . 4 Abrogation of Faculty Teaching Responsibility . . . . . . 118 Academic ( . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 119 Advisement 120 Apparel 12 Council 60 Due Process 119 Enrollment . . . . . . . . . . . . . . . . . . . . . . . . . . 16, 34 Freedom 9, 11. 35 Governance . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 Organization 23 . . . . . . . . . . . . . . . . . . . . . . Personnel Policies 1. 120 Programs 11 Senate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Academic and Administrative Calendar . . . . . . . . . . . . 1 Accident Benefits . . . . . . . . . . . . . . . . . . . 32, 161, 162 . . . . . . . . 32, 162 Accidental Death and Dismemberment Additional Work for Pay . . . . . . . . . . . . . . . . . . . . 113 Adjunct and Clinical Faculty . . . . . . . . . . . . . . . . . . 27 Administrative/ Academic Organization . . . . . . . . . . . . 9 Administrative Assignment . . . . . . . . . . . . . . . . . . . . . . . . . . Administrative Increment Annual Evaluation of Chairpersons/Directors Participation in Selection of Administrators Status of Faculty Members who Assume Administrative Responsibilites . . . . . . 25, 107, 108, 111, 112 112 104 . . . . . . . . . . . 24, 107 19 Advertising . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Advisement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 119 Affirmative Action . . . . . . . . . . . . . . . . . . . . . . 15, 53 140 All -University Research Funding . . . . . . . . . . . . . . Alumni Memorial Chapel . . . . . . . . . . . . . . . . . . . . . 3 Animals Committee on Animal Facilities and Care . . . . . . . . . . . . . . . . . . . . . . . . Use in Research 146 146 Antidiscrimination Judicial Board . . . . . Policy Appointment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 15 Adjunct and Clinical . . . . . . . . . . . . . . . . . . . . . 27 Appointment Basis . . . . . . . . . . . . . . . . . . . 23, 108 Basic Employment Commitment . . . . . . . . . . . . . 23 . . . . . . . . . . . . . . . . . . . . . . . . . . 29, 31 Emeritus . . . . . . . . . . . . . . . . . . . 26, 47, 48 Reappointment 172 Feb. '88 ( ( Benefits Art (Kresge Art Museum) Athletic Ticket Office Awards . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . Summer . . . . . . . . . . . . . . . . . . . . . . . . . . . Temporary Distinguished Faculty Excellence-in-Teaching Citations Teacher-Scholar . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 25 3 5 102 102 103 103 . . . . . . . . . . . . . . . . . . . . . . . . 3, 32, 99, 157 Accidental Death and Dismemberment . . . . . . 32, 162 Automatic 157, 159 . . . . . . . . . . . . . . . . . . . . . . . Continuation of . . . . . . . . . . . . . . . . . . . 90, 99, 171 . . . . . . . . . . . . . . . . . . . . . . . . 160, 162, 171 Death . . . . . . . . . . . . . . . . . . . . 159, 166a, 169, 171 Dental Employee-Paid Life . . . . . . . . . . . . 32, 162, 169, 171 Expanded Life . . . . . . . . . . . . . . . . . . . . . . 160, 171 Full-time Equivalent Service Months 158 Health Care . . . . . . . . . . . . . . . . . . 32, 163, 169, 171 . . . . . . . . . . . . . . . . . . . 90, 170 Leave of Absence . . . . . . . . . . . . . . . . . 160, 171 Long-Term Disability 157, 163, 170 Open Enrollment Optional . . . . . . . . . . . . . . . . . . . . . . . . . 157, 162 26, 32, 157, 167 Retirement Social Security 161 . . . . . . . . . . . . . . . . . . . . . . . . . . 171 Termination Travel Accident . . . . . . . . . . . . . . . . . . . . . . . . 161 Unemployment Compensation 28, 161a . . . . . . . . . . . . . . . . . 161a Workers' Compensation 142 . . . . . . . . . . . . . . . . . . . . . . . 9 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2, 10 1 . . . . . . . . . . . . . . . . . . . . . . . . 3 Bookstore . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 . . . . . . . . . . . . . . . Borrowing University Equipment . . . . . . . . . . . . . . . . . . . 96 Bridging Breaks in Service 21 Buildings Business Procedures, Manual of . 2 Bylaws . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Biological Hazards Board of Trustees Bylaws Policy Manual . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Board of Trustees Academic Governance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2, 10 . . . . . . . . . . . . . . . . . . 1, 10 Carillon Tower . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 120 Catalog 3 Chapel 142 Chemical Hazards . . . . . . . . . . . . . . . . . . . . . . . . Child Care . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Clinical and Adjunct Faculty . . . . . . . . . . . . . . . . . . 27 121 Code of Teaching Responsibility . . . . . . . . . . . . . . 123 . . . . . . . . . . . . . . Commencement . . . . . . . Feb. '88 173 ( ( ( ( ( Apparel 120 . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 Commercial Products, Endorsement of . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Computer Services Conflict of Interest . . . . . . . . . . . . . . . . . . . . 132, 136 Consultantship . . . . . . . . . . . . . . . . . . . . . . . . . . . 98 Consulting . . . . . . . . . . . . . . . . . . . . . . . . . . . 113, 130 142 Contract and Grant Administration, Office of . . . . . . . . . . . . . . . . . . . . . . 112 Cooperative Extension Service Copyright 152 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 119 Counseling 100 Course Fee Courtesy . . . . . . . . . . . . . . . . . . . . . . Credit for Past Service 98a . . . . . . . . . . . . . . . . . . . . Credit Union . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Death Benefits . . . . . . . . . . . . . . . . . . . . . 160, 162, 171 . . . . . . . . . . . . . . . . 159, 166a, 169, 171 Dental Benefits 120 Descriptions of Courses . . . . . . . . . . . . . . . . . . . Dining On-Campus . . . . . . . . . . . . . . . . . . . . . . . . . 3 Disability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Benefits . . . . . . . . . . . . . . . . . . . . . . . Policy and Procedure 93, 160, 171 . . . . . . . . . . . . . . . . . . 61, 93 2 Disclaimer . . . . . . . . . . 54 Dismissal of Tenured Faculty for Cause 102 Distinguished Faculty Awards . . . . . . . . . . . . . . . . 3 Education 148 Educational Materials, Development of . . . . . . . . . . Emergencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Emeritus . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29, 31 . . . . . . . . 32, 162, 169, 171 Employee-Paid Life Benefits Employment of Relatives . . . . . . . . . . . . . . . . . . . . 18 . . . . . . . . . . . 19 Endorsement of Commercial Products . . . . . . . . . . . . . . . . . . . . . . . . . 119 Enrollment 15 Equal Opportunity . . . . . . . . . . . . . . . . . . . . . . . . . Equipment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 Evaluation . . . . . . . . . . . . 47, 47a, 48, 51, 53, 71, 110, 112 Examination, Medical 31 Excellence-in-Teaching Citations 103 . . . . . . . . . . . . . . . . . . 160, 171 Expanded Life Benefits Facts Book 1 Faculty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Abrogation of Teaching Responsibility . . . . . . . . . 118 Adjunct and Clinical . . . . . . . . . . . . . . . . . . . . . 27 Appointment Basis . . . . . . . . . . . . . . . . . . . 23, 108 102 Awards Basic Employment Commitment on an Academic Year Basis . . . . . ·. . . . . . • . . . . . . . . . . . . . . . . . . . Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . Definition . . . . . . Dismissal . . . . . . . . . . . . . . . . . . . . . . . . . 23 157 10 54 174 Feb. '88 . . . . . . . . . . . . . . . . . . . . . . . . Emeritus . . . . . . . . . . . . . . . . . . . . . . . . . . 29, 31 Grievance Procedure . . . . . . . . . . . . . . . . . . ~ . . 72 1, 2 Handbook . . . . . . . . . . . . . . . . . . . . . . . . . . . Participation in Commencement 123 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 97, 157, 167, 169 Retirement Rights and Responsibilities 33 Status when Assuming Administrative Responsibilities . . . . . . . . . Temporary . . . . . . . . . . . . . . . . . . . . . . . . . Tenure System . . . . . . . . . . . . . . . . . . . . . . Threats . . . . . . . . . . . . . . . . . . . . . . . . . . . . Faculty and Staff Directory . . . . . . . . . . . . . . . . . . Faculty Folk Club . . . . . . . . . . . . . . . . . . . . . . . . . . Foreword . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Full-time Equivalent Service Months . . . . . . . . . . . Gardens . . . . . . . . . . . . . . . . . . .. . . . . . . . . Governance, Academic . . . . . . . . . . . . . . . . . Graduate Assistants, Excellence-in-Teaching Citations . . . . . . . . . . . . . . . . . . . . . . . . . . . . Graduate Study Grievance Official Grievance Procedure . Hazardous Substances Health Benefits Health Care Holidays . . . . . Religious . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24, 107 10, 25 43 128 1 4 1 158 4 9, 11, 35 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Hotel Services . . . . . . . . . . . . . . . . . . . . . . . . . . . Housing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Human Relations, Department of . . . . . . . . . . . . . . . Human Subjects Identification Cards Indemnification Instruction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Abrogation of Faculty Teaching Responsibility Academic Advisement, Enrollment, Registration, and Counseling Academic Programs . . . . . . . . . . . . . . . . . . . Code of Teaching Responsibility General Statement Rights of Students . . . . . . . . . . . . . . . . . . . . . Student Instructional Rating System . . . . . . . . . Threats to a Faculty Member . . . . . . . . . . . . . . . . . . . . . . . 119 1, 120 . . . . . . . . . . . . 121 . . . . . . . . . . 118 124 125 128 148 . . . . . . . . . . . . 72 . . . . . . . . . . . . . . . . . . . . . . . . . . 5 32 . . . . . . . . . . . . . 5, 146 Instructional Materials, Development of Interim Faculty Grievance Procedure Intramural Sports Jury Duty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Laboratory Animal Care Service . . . . . . . . . . 103 100 4, 73 72 142 32, 163, 169, 171 4, 112 17 124 4 4 16 145 33 18 118 118 ( ( Feb. '88 175 . . . . . . . . . . . . . . . . . . Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Benefits . . . . . . . . . . . . . . . . . . . . . . . . . .. Continuation of Benefits Medical Maternity . . . . . . . . . . . . . . . . . . . . . . . . . . Military Sabbatical Vacation Without Pay 85 90, 170 . . . . . . . . . . . . . . . 90, 170 93 94 92a . . . . . . . . . . . . . . . . . . . . . 85, 170 . . . . . . . . . . . . . . . . . . . . . . . . 95 89, 90, 170 Legal Counsel . . . . . . . . . . . . . . . . . . . . . . . . . 18, 30 Liability 19, 155 69 Librarians Library Services . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Life Benefits 32, 160, 162, 169, 171 Long-Term Disability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Benefits . . . . . · . . . . . . . Policy and Procedure 93, 160, 171 . . . 61. 93 Lost and Found . . . . . . . . . . , . . . . . . . . . . . . . . . . . 4 MSU Foundation . . . . . . . . . . . . . . . . . . . . . . . 141, 148 MSU Press 148 28, 29 Malpractice Insurance Manual of Business Procedures . . . . . . . . . . . . . . . . . 2 Maternity Leave . . . . . . . . . . . . . . . . . . . . . . . . . . 94 . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Media Services 31 Medical Examination . . . . . . . . . . . . . . . . . . . . . . . Medical Leave 93 . . . . . . . . . . . . . . . . . . . . . . . . . . . 116 Medical Service Plan . . . . . . . . . . . . . . . . . . . . . 92a Military Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Minority Organizations 4 . . . . . . . . . . . . . . . . . . . . . . . . . 5 Mission Statement Moving Expenses Museum . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Music . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Nepotism (see Employment of Relatives) . . . . . . . . . 18 . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 News-Bulletin Newspapers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 15 Non-Discrimination . . . . . . . . . . . . . . . . . . . . . . . . Non-Tenured Faculty . . . . . . . . . . . . . . . . . . . . . . . 51 157, 163, 170 Open Enrollment, Benefits . . . . . . . .. . . 2 Ordinances of Michigan State University lfirganization 9 . . . . . . . . . . . . . . . . . . . . . . . . . . . Outside Work for Pay (see Additional Work for Pay) 113 Overload Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . 117 . . . . . . . . . . . . . . . . . . . . . . 45 Overseas Assignment Parking . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 147 Patents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19, 115 Patient Care 4, 31 Payroll Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 176 Feb. '88 ( ( . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Peer Review 36, 47, 47a . . . . . . . . . . . . . . . . . . . . . . Perf orm ing Arts . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 . . . . . . . . . . . . . . . . . . . . . . . . 4 Personal Assistance Personnel Policies 23 Planetarium . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 . . . . . . . . . . . . . . . . . . . . . . . . . 99 Poli ti cal Activity 164 . . . . . . . . . . . . . . . . . . . . . Postdoctoral Fellows 148 Press, MSU . . . . . . . . . . . . . . . . . . . . . . . . . . . . Printing Services 4 Promotion . . . . . . . . . . . . . . . . . . . . . 46, 47, 47a, 48 Psychological Clinic . . . . . . . . . . . . . . . . . . . . . . . . 4 . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Public Relations Public Service 37 Publication . . . . . . . . . . . . . . . . . . . . . . . . . . 131, 148 Publishing Services . . . . . . . . . . . . . . . . . . . . . . . . . 4 . . . . . . . . . 19 Qua I ity Assurance, Risk Management and Questionnaires . . . . . . . . . . . . . . . . . . . . . . . . 22 Radiation, Chemical, and Biological Safety, 143, 145 Office of 142 Radiation Hazards . . . . . . . . . . . . . . . . . . . . . . 4 Radio . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Recombinant DNA 144 Recreation and Sports . . . . . . . . . . . . . . . . . . . . . . • 5 119, 171 Registration . . . . . . . . . . . . . . . . . . . . . . . . . . 18 Relatives, Employment of 124 Religious Holidays 37, 129 Research . . . . . . . . . . . . . . . . . . . . . . . . . . . . 140 146 132, 136 140 129 145 . . . . . . . . . . . . . . . . . . . . 141, 148 147 142 142 5 129 135 129, 140 99 All -University Funding Animals, Use of Conflict Situations . . . . . . . . . . . . . . . . . . Facilitation of . . . . . . . . . . . . . . . . . . . . . . . . General Statement . . . . . . . . . . . . . . . . . . . . . Human Subjects . . . . . . . . . . . . . . . . . . . . . . . MSU Foundation . . . . . . . . . . . . . . . . . . . . . . . . . . . . Patents Regulatory Guidelines . . . . . . . . . . . . . . . . . . . Safety . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Sponsored Research . . . . . . . . . . . . . . . . . . . . University Responsibility . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Research Development, Office of Resignation . . . . . . . . . . Retirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ( ( 157, 167 Benefits . . . . . . . . . . Credit for Past Service . . . . . . . . . . . . . . . . . . 98a Eligibility . . . . . . . . . . . . . . . . . . . . . . . . . 97, 169 Rights and Responsibilities of the Faculty . . . . . . . . . 33 124 Rights of Students . . . . . . . . . . . . . . . . . . . . . . . . Feb. '88 177 ( ( ( . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 Risk Management and Quality Assurance . . . . . . . . . . . . . . . . . . . . . . . 147, 155 Royalty Income . . . . . . . . . . . . . . . . . . . . . . 85, 170 Sabbatical Leave Safety 142 Schedule of Courses . . . . . . . . . . . . . . . . . . . . . . . 121 Services and Opportunities . . . . . . . . . . . . . . . . . . . 3 . . . . . . . . . . . . . . . 93 Sick Leave (See Medical Leave) . . . . . . . . . . . . . . . . . . . . . . . . . . 161 Social Security 22 Solicitation . 2 Spartan Life Specialists 71 129 Sponsored Research State News . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Student . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 125 Instructional Rating System 4 Newspaper Participation in Academic Governance . . . . . . . . . . 11 124 Right to Receive Instruction . . . . . . . . . . . . . . . 2 Spartan Life 100 . . . . . . . . . . . . . . . . . . . . . . . . . 26 103 . . . . . . . . . . . . . . . . . . . Study by MSU Faculty . . . . . . . . . . . . . . . . . . . . . Summer Session Teacher-Scholar Awards Teaching . . . . . . . . . . . . . . . . . . . . . . . . . . Abrogation of Responsibility . . . . . . . . . . . . . . Code of . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48 . . . . . . 67 Television . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Temporary Appointment . . . . . . . . . . . . . . . . . . . . Tenure System . . . . . . . . . . . . . . . . . . . . . . . . . . Academic Tenure . . . . . . . . . . . . . . . . . . . . . . . Amendments to the Tenure Rules . . . . . . . . . . . Appointment, Reappointment, Tenure and Promotion Recommendations Appointments in Primary Academic Units Career Advancement and Professional Development . . . . . . . . . . . . . . . . . . . . . . . . . . College Level Reappointment, Tenure and Promotion Committees 46b Dismissal of Tenured Faculty for Cause . . . . . . . . 54 . . . . . . . . . . . 33 Faculty Rights and Responsibilities Granting Tenure . . . . . . . . . . . . . . . . . . . . . . . . 43 Guidelines for Academic Unit Peer Review Committee Composition and External Guidelines . . . . . . . . . 47a 61 Long-Term Disability 51 Non-Tenured Faculty in the Tenure System Operating Principles . . . . . . . . . . . . . . . . . . . . . 46 Receipt of Qualifying Degree as a Condition of Appointment . . . . . . . . . . . . . . . . . . . . . . . . . . 65 46b Tenure Action and Promotion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53 118 121 5 25 43 35 46b 178 Feb. '88 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 98 Terminal Consultantship . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 98 Terminal Leave 171 Termination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 148 Textbook Publication 128 Threats to a Faculty Member 5 Transportation . . . . . . . . . . . . . . . . . . . . . . . . . . . 22a Travel . . . . . . . . . . . . . . . . . . . . 161 Travel Accident Benefits 101 Tuition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28, 161a Unemployment Compensation . . . . . . . . . . . . . 5 . . . . . . . . . . . . . . . . . . . . . . . . . . University Club 15 . . . . . . . . . . . . . . . . . . . . . . . . University Policies 149 University Sponsored Instructional Materials . . . . . . 95 Vacation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Vehicle Registration 4 . . . . . . . . . . . . . . . . . . . . . . . Visiting Faculty/Scholars, Health Care Benefits . . . . . 165 5 Womens' Organizations . . . . . . . . . . . . . . . . . . . . . 161a Workers Compensation ( ( ( Feb. '88 179 ( ( ( ~. ) ( )