A Review of the Professional and Employment Responsibilities of Faculty and Administrators

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A Review of the Professional and Employment
Responsibilities of Facultyand Administrators

• Developed byCatherine Archibald Longstreth
• Institute for Academic Leadership

Chairs Workshop, Oct. 2003
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Purpose of the Presentation

• To briefly review some of the
• Professional responsibilities of faculty.
• Administrative responsibilities of chairs in
• Employment Assignments Conflicts Evaluations

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Employment Responsibilitiesand Obligations

• Faculty work contractual periods (9 or 12
  months).
• Employment expectation is a minimum of a 40 hour
  weekon the campus, unless other arrangements are
  made.

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• Employment obligations may include
• Research and/or Teaching and/or Service.
• Assigned (Scheduled) and Unassigned
  (Non-Scheduled) duties and responsibilities.
• Attendant duties and responsibilities.

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• Scheduled time is normally not a problem
• Unless performance is unsatisfactory.
• Unless responsibilities are not met.
• Non-scheduled time is normallynot a problem
• Unless it interferes with employment.
• Unless it conflicts with employment.

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• Chairs are responsible for
• Notifying faculty of their employment obligations
  such as
• Mission of the institution.
• Criteria for tenure and promotion.
• Performance evaluations.
• Governance policies.
• Rules and regulations.

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• Informing faculty about professional
  responsibilities and assignments
• In scheduled activities.
• In non-scheduled activities.
• Providing appropriate assignments
• To be reappointed.
• To meet the tenure and promotion criteria.

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• Dealing with performance concerns
• Counseling faculty, if there are performance or
  employment concerns.
• Taking prompt action to assist faculty in
  resolving concerns or problems.
• Taking appropriate action as necessary.
• Conducting follow-up.

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• Faculty are responsible for
• Meeting those responsibilities expected of a
  professional and attendant to being employed as a
  faculty member.
• Complying with the governing policies, rules,
  regulations and laws.

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Assignment Responsibilities

• Faculty status means the expectation of an
  assignment in
• Research and/or Teaching and/or Service.
• Assignments are subject to change.
• No one is guaranteed a specific assignment.

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• An institution is not obligated to continue to
  provide an assignment or employment
• If the faculty member fails to perform in any
  component of the assignment.
• If the faculty member has unsatisfactory
  performance in any component of the assignment.
• If the faculty member fails to follow the
  policies, rules and regulations.

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• Chairs are responsible forproviding their
  faculty with
• General expectations in writing
• of employment obligations,
• for Research, Teaching and Service,
• for Tenure, Permanent Status and Promotion.
• Specific assigned duties and responsibilities.

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• And providing
• the opportunity to discuss the assignment,
• equitable opportunities to meet professional
  requirements,
• changing an assignment, if necessary,
• assuring and certifying time is expended in
  assigned duties and responsibilities.

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• Faculty are responsible for
• the full and competent performance required by
  the employment,
• compliance with the policies, rules, regulations
  and laws governing the employment
  responsibilities.

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Conflicts with Employment Obligations

• Outside or additional activities beyond
  employment are normally approved,
• unless
• The activity interferes or conflicts or gives the
  appearance of conflict with the faculty members
  employment

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• Any institutional activity unrelated to
  employment is inappropriate, unless approved,
  such as the faculty members use of
• Institutional letterhead.
• Institutional address.
• Institutional phone number.
• Institutional fax or e-mail.

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• Examples of internal activities that can present
  conflicts are
• Amorous relationships.
• Employment of relatives.
• Additional institutional or state employment.

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• Chairs are responsible for
• Informing faculty of the rules, regulations and
  disclosure requirements of
• Outside or additional employment activities.
• Activities which may conflict or interfere with
  employment or give appearance of a conflict.
• Activities that require the use of university
  facilities, services, equipment or employees.

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• Informing faculty of
• The process for dealing with intellectual
  property, work products or the like or doing
  business with the institution.
• The decision to approve or disapprove the
  disclosed activity with a statement of the
• reasons and/or conditions under which it may be
  permitted,
• cost to use institutional services, equipment, or
  facilities.

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• Faculty are responsible for
• Complying with the policies, rules, regulations,
  and laws governing their employment obligations.
• Compliance includes disclosure of certain
  activities that may conflict or interfere, or
  give that appearance
• Outside the university
• or
• Inside the university.

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Evaluation of Employment Responsibilities

• The purpose of the evaluation is the
• Assessment of performance in scheduled and
  non-scheduled and attendant responsibilities.
• Progress towards certain institutional
  requirements
• Tenure/Permanent Status
• Promotion
• Sustained Performance Reviews.
• Recognition and acknowledgement of
  accomplishments.
• Encouragement and support.

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• And, if appropriatethese evaluations may
  include reviews by peers
• These reviews are advisory to the chair and may
  include
• Observations of classroom instruction.
• Reviews of instructional materials such as course
  bibliographies, syllabi, etc.
• Reviews of annual reports.
• Results of post-tenure reviews.

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• Chairs are responsible for
• Using an evaluation process that seeks input from
  faculty and others, as appropriate
• Providing annual written and timely evaluations
  of the performance of assigned and attendant
  professional duties and responsibilities
• and
• Conducting other evaluations during the year, as
  necessary or appropriate.

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• Utilizing appropriate evaluative information and
  sources such as
• Faculty member being evaluated.
• Students.
• Colleagues and peers.
• Administrators.
• Others, as appropriate.

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• The evaluation should provide positive and
  constructive feedback about performance.
• Encouraging and supporting professional goals and
  growth.
• Acknowledging continuing effective performance
  and contributions.
• Recognizing outstanding achievements, honors or
  the like.

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• The evaluation should provide constructive
  feedback about performance concerns
• Noting performance deficiencies or concerns.
• Suggesting ways to improve or correct
  deficiencies or concerns.
• Stating consequences if these are not corrected.

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• Evaluations should be used in personnel decisions
  including
• reappointment or retention,
• tenure or permanent status,
• promotions,
• awards and honors,
• salary recommendations, and
• assignments.

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• Faculty are responsible for
• making sure the evaluation is accurate with no
  errors of fact or misleading information,
• meeting with the administrator to discuss the
  evaluation, if appropriate, or
• responding to the evaluation before it is placed
  in the personnel file.

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• And
• Writing a response to be attached to the
  evaluation as part of the record.
• Appealing the evaluation if there are problems.
• Taking action to improve or correct performance
  deficiencies.

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• For more information, please refer to Section 1
  of the Administrative Information Manual (AIM)
  for an overview of the rights and
  responsibilities academic administrators have to
  their faculty.
• Thank you