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diff --git a/handbook.md b/handbook.md index 825c609..ae74fb9 100644 --- a/handbook.md +++ b/handbook.md @@ -2201,7 +2201,7 @@ aligned with a specific institutional need or required area of expertise. The professional expertise and continued currency in the field must be supported by documented evidence, such as by reviews from knowledgeable persons external to WPI. Appropriate activities -could include such industry?related experiences as summer or part?time +could include such industry-related experiences as summer or part-time positions, production of commercial designs or other artifacts, consulting activities that are material in terms of time and substance, leadership positions in recognized professional societies, @@ -4468,8 +4468,8 @@ teaching may be demonstrated by some or all of the following: exceptionally high quality teaching that serves as a model for others, development of new courses or other academic activities such as project experiences, leadership in curricular revisions or other -academic initiatives within WPI, leadership of teaching? and -learning?related grant proposals and funded projects, publications and +academic initiatives within WPI, leadership of teaching - and learning +- related grant proposals and funded projects, publications and presentations related to teaching, and leadership roles in appropriate professional organizations. Service is valued and considered in the promotion review. Service can be evidenced in many ways, including @@ -4490,7 +4490,7 @@ completed at least three years as an assistant research professor, and will normally have completed at least five years. The candidate must have exhibited high quality scholarship. High quality scholarship can be evidenced in many ways, including (but not limited to): -peer?reviewed publications such as journal articles, conference +peer-reviewed publications such as journal articles, conference papers, and/or book chapters; books; exhibitions, and performances; professional awards; citations in the professional literature; presentations at professional meetings; grant proposals and grants @@ -4515,9 +4515,9 @@ demonstrated leadership in scholarship/creativity. This leadership must be recognized by peers within WPI, and by knowledgeable people outside WPI. Scholarship and/or creativity can take many forms. It may be demonstrated, for example, by publications in respected -research or scholarly journals, by non?routine presentations at +research or scholarly journals, by non-routine presentations at meetings of professional or scholarly societies or at seminars at -other colleges, or by authorship of well?regarded textbooks or +other colleges, or by authorship of well-regarded textbooks or monographs. Creativity may be shown, for example, by applying knowledge as a consultant or inventor, and through artistic publications, exhibitions, or productions. In evaluating this @@ -7860,33 +7860,30 @@ of the University. [^12]: See for example AAUP Statement on Professional Ethics. The ethical responsibilities and examples of violations in each -category are described as follows: Teaching and Students: As teachers, -professors encourage the free pursuit of learning in their -students. They hold before them the best scholarly and ethical -standards of their discipline. Professors demonstrate respect for -students as individuals and adhere to their proper roles as -intellectual guides and counselors. Professors make every reasonable -effort to foster honest academic conduct and to ensure that their -evaluations of students reflect each student's true merit. They -respect the confidential nature of the relationship between professor -and student. They avoid any exploitation, harassment, or -discriminatory treatment of students. They acknowledge significant -academic or scholarly assistance from them. They protect their -academic freedom. Examples of unacceptable behavior are: +category are described as follows: + +*Teaching and Students:* As teachers, professors encourage the free +pursuit of learning in their students. They hold before them the best +scholarly and ethical standards of their discipline. Professors +demonstrate respect for students as individuals and adhere to their +proper roles as intellectual guides and counselors. Professors make +every reasonable effort to foster honest academic conduct and to +ensure that their evaluations of students reflect each student's true +merit. They respect the confidential nature of the relationship +between professor and student. They avoid any exploitation, +harassment, or discriminatory treatment of students. They acknowledge +significant academic or scholarly assistance from them. They protect +their academic freedom. Examples of unacceptable behavior are: a. Failure to meet the responsibilities of instruction; - b. Discrimination, including harassment against a student on grounds described in <https://www.wpi.edu/about/policies/equal-opportunity-anti-discrimination-harassment> or any other arbitrary or personal reason, including disability; - c. Violation of University instructional policies; - d. Use of position of power to coerce the judgment or the conscience of a student or to cause harm to a student for arbitrary or personal reasons; - e. Participating or deliberately abetting disruption, interference, or intimidation in the classroom. @@ -7917,23 +7914,19 @@ the institution and give due notice of their intentions. Examples of unacceptable behavior are: a. Incitement of others to disobey University rules when such -incitement constitutes a clear and present danger that violence or -abuse against persons or property will occur; - + incitement constitutes a clear and present danger that violence or + abuse against persons or property will occur; b. Unauthorized use of University resources or facilities on a -significant scale for personal, commercial, political, or religious -purposes; - + significant scale for personal, commercial, political, or religious + purposes; c. Forcible detention, threats of physical harm to, or harassment of -another member of the University community, that interferes with that -person's performance of University activities; - + another member of the University community, that interferes with + that person's performance of University activities; d. Significant violations of institutional or departmental policies; - e. Discrimination, including harassment against any employee, -contractor, intern on grounds described in -<https://www.wpi.edu/about/policies/equal-opportunity-anti-discrimination-harassment> -or any other arbitrary or personal reason, including disability. + contractor, intern on grounds described in + <https://www.wpi.edu/about/policies/equal-opportunity-anti-discrimination-harassment> + or any other arbitrary or personal reason, including disability. *Colleagues:* As colleagues, professors have obligations that derive from common membership in the community of scholars. Professors do not @@ -7946,18 +7939,15 @@ responsibilities for the governance of their institution. Examples of unacceptable behavior are: a. Making evaluations of the professional competence of faculty -members by criteria not directly reflective of professional -performance; - + members by criteria not directly reflective of professional + performance; b. Discrimination, including harassment against any employee, -contractor, intern on grounds described in -<https://www.wpi.edu/about/policies/equal-opportunity-anti-discrimination-harassment> -or any other arbitrary or personal reason, including disability; - + contractor, intern on grounds described in + <https://www.wpi.edu/about/policies/equal-opportunity-anti-discrimination-harassment> + or any other arbitrary or personal reason, including disability; c. Violation of University policies related to collegiality; - d. Breach of established rules governing confidentiality in personnel -procedures. + procedures. *The Community:* As members of their community, professors have the rights and obligations of other citizens. Professors measure the @@ -7972,14 +7962,12 @@ understanding of academic freedom. Examples of unacceptable behavior are: a. Intentionally misrepresenting that one's personal views are the -views, or position of the University; - + views, or position of the University; b. Illegal actions that clearly demonstrate unfitness to continue as a -faculty member; - + faculty member; c. Conduct not protected by academic freedom, free speech, and freedom -of expression that significantly damages the University's reputation -or mission. + of expression that significantly damages the University's reputation + or mission. ### 4. Sanctions @@ -8003,17 +7991,13 @@ statement. The determination of appropriate sanctions will account for the following factors, including but not limited to: + the nature and circumstances of the misconduct; - + the impact of the misconduct on the person who experienced the -misconduct and the WPI community; - + misconduct and the WPI community; + the disciplinary history of the Respondent and the Respondent's -cooperation with the process set forth in this Policy; - + cooperation with the process set forth in this Policy; + the intent of the Respondent in committing the misconduct; and - + any other mitigating or aggravating circumstances in order to reach -a fair and appropriate resolution in each case. + a fair and appropriate resolution in each case. As with the definition of misconduct, it is not feasible or wise to automatically assign a specific sanction to particular misconduct. @@ -8289,16 +8273,17 @@ the Respondent's home department. > members of the Campus Hearing Board (CHB). > ii. The senior administrators shall be selected from a pool of - > senior academic administrators. Once the Committee has been - > appointed, the Dean shall notify the Respondent in writing of the - > names of the members of the Committee. Within five (5) days, the - > Respondent may challenge the composition of the Committee based on - > alleged bias or conflict of interest. If a challenge is raised, - > the remaining members of the Committee shall determine whether - > bias or a conflict exists. If a bias or conflict is found, the - > Provost and the Secretary of the Faculty shall select a - > replacement from the pool of elected FRC and CHB members or from - > other academic administrators, as appropriate. + > senior academic administrators. + + Once the Committee has been appointed, the Dean shall notify the + Respondent in writing of the names of the members of the Committee. + Within five (5) days, the Respondent may challenge the composition of + the Committee based on alleged bias or conflict of interest. If a + challenge is raised, the remaining members of the Committee shall + determine whether bias or a conflict exists. If a bias or conflict is + found, the Provost and the Secretary of the Faculty shall select a + replacement from the pool of elected FRC and CHB members or from other + academic administrators, as appropriate. d. *Roles and Responsibilities of the Judicial Committee:* Within ten (10) days following the establishment of the Committee (and the resolution of any challenge(s) based on bias or conflict of interest), the Committee should meet and select one faculty member and one senior academic administrator to serve as Co-Chairs.