commit 23b5687c18c87d80f94ec17cbe93c0ce5677b932 Author: Mark Claypool <claypool@cs.wpi.edu> Date: Mon Mar 17 10:48:17 2025 -0400 Updates diff --git a/handbook.md b/handbook.md index 11bf272..9ee4fcb 100644 --- a/handbook.md +++ b/handbook.md @@ -2537,110 +2537,189 @@ department and with a recommendation from the Dean) for an additional year (even if it is beyond the second) while the search for a new Department Head is continued. - ## 6. Guidelines for Searches to Fill Academic Administrative Positions -(Approved by the Faculty, *May 2007*) +(Approved by the Faculty, *May 2007*) +(Amended by the Faculty, *December 11, 2024*) +(Approved by the Board of Trustees, *February 28, 2025*) ### a. Academic Administrative Positions An academic administrative position is defined as a faculty appointment in which the primary responsibilities of the position are -to lead faculty members and to work with and on behalf of them to -oversee substantial elements of WPI's degree-granting undergraduate or +to lead faculty and to work with and on behalf of them to oversee +substantial elements of WPI's degree-granting undergraduate or graduate programs, and/or to provide leadership, vision, and guidance -in working with and on behalf of faculty members to enhance their -scholarship. Academic administrative positions are held by faculty -members who work with other faculty members across several -departments, programs, or other similar academic units. Examples of -academic administrative positions include the Provost, Associate or -Assistant Provosts, and the Deans and Associate Deans of Arts & -Sciences, Engineering, Business, Global School, Undergraduate Studies, -and Graduate Studies.[^4] Non-academic administrative -positions include, but are not limited to those in admissions, -enrollment management, student life, research administration, -corporate and professional education, development, and marketing. - -[^4]: Deans, Associate Deans, or Assistant Deans of a new school or -college, if such positions were created, would be an academic -administrative position that crossed all faculty members and programs -within that school. - -### b. Formation of the Search Committee - -When an academic administrative position is to be filled from either -inside or outside of WPI, a search committee of nine members is formed -consisting of three elected faculty members, one faculty member -appointed by the Committee on Governance, one faculty member appointed -by the Provost, two members appointed by the President, and two -students appointed jointly by the President and by COG. The -President, the Provost, and COG will collaborate on all appointments -to ensure balance of the committee's membership and to select the -Chair of the search committee. If the search is for the Provost, the -President will make three appointments. +in working with and on behalf of faculty to enhance their +scholarship. Academic administrative positions are held by faculty who +work with other faculty across several departments, programs, or other +similar academic units. Examples of academic administrative positions +include the Provost, Associate or Vice Provosts, and the Deans and +Associate Deans of Arts & Sciences, Engineering, Business, Global +School, Undergraduate Studies and Graduate Studies. Positions in +non-academic administrative units are not subject to these guidelines. + +### b. Announcement of an Administrative Position + +Vacancies will be declared by the Provost (or the President, when the +search is for Provost) when academic administrators are not +re-appointed or will not continue. A declaration of an anticipated +vacancy may also occur with the creation of a new academic +administrative position. A job description for the position to be +filled shall serve as the basis for announcing the position. Any +proposal for creating a new or sunsetting an existing academic +administrative position shall include rationale to be shared with the +Committee on Governance in time for its considered input prior to +formally announcing or sunsetting the position. The proposal for +creating a new position should include a draft of the job description. + +### c. Formation of the Search Committee + +#### i. Search Committee for Provost, Associate or Vice Provost, and Academic Deans + +When the academic administrative position is to be filled from either +inside or outside of WPI, a search committee of nine members is +formed. Five members of the search committee shall be faculty who are +not members of the Administration, and will include three elected +faculty members, one faculty member appointed by the Committee on +Governance, and one faculty member appointed by the Provost. The +remaining four members shall be two members appointed by the +President, and two students appointed jointly by the President and by +COG. The President, the Provost, and COG will collaborate on all +appointments to ensure balance of the committee's membership and to +select the Chair of the search committee. If the search is for the +Provost, the Provost will not make an appointment and the President +will make three appointments that include the appointment normally +made by the Provost. If the responsibilities of the position cross all departments, then -all faculty members participate in the process to choose the three -elected members of the search committee. In this case, there is no +all faculty participate in the process to choose the three elected +faculty members of the search committee. In this case, there is no restriction on the departmental affiliations of the faculty members -who may be appointed. If, on the other hand, the responsibilities of -the position do not cross all departments and programs, then the -elected members of the committee will be chosen by those faculty -members and from among those departments that fall under the -responsibilities of the position. In this case, at least one of the -appointed faculty members must be from outside the academic -departments that fall under the responsibilities of the position. +who may be elected or appointed. If, on the other hand, the +responsibilities of the position do not cross all departments and +programs, then the elected faculty members of the committee will be +chosen by those faculty and from among those departments and programs +that fall under the responsibilities of the position. In this case, at +least one of the appointed faculty members must be from outside the +academic departments and programs that fall under the responsibilities +of the position. + +#### ii. Search Committee for Associate Academic Deans + +It is expected that Associate Academic Dean positions will be filled +from inside of WPI as leadership opportunities for faculty members. A +search committee is formed consisting of five faculty members. This +includes three elected faculty members who are not members of the +Administration, one faculty member appointed by the relevant Academic +Dean, and one faculty member appointed by the Provost. The faculty +member appointed by the Academic Dean shall not be a member of the +Administration. The Academic Dean and Provost will collaborate with +COG on these appointments to ensure balance of the committee's +membership and to select the Chair of the search committee. -### c. Conducting the Search +If the responsibilities of the position cross all departments, then +all faculty participate in the process to choose the three elected +members of the search committee. In this case, there is no restriction +on the departmental affiliations of the faculty members who may be +appointed. If, on the other hand, the responsibilities of the position +do not cross all departments and programs, then the elected members of +the committee will be chosen by those faculty and from among those +departments and programs that fall under the responsibilities of the +position. In this case, at least one of the appointed faculty members +must be from outside the academic departments and programs that fall +under the responsibilities of the position. The job description of +the Associate Dean position shall be made available before the +nomination and election ballots are distributed. + +### d. Conducting the Search The work of the search committee begins when the Provost (or the -President, when the search is for Provost) provides it with a complete -description of the responsibilities of the position. There is an -understanding between the Provost, the President, the search -committee, the candidates, and the WPI community that the job +President, when the search is for the Provost; or Dean, when the +search is for an Associate Dean) provides it with a complete +description of the responsibilities of the position. There is an +understanding between the Administration, the +search committee, the candidates, and the WPI community that the job description will not change substantially throughout the search and for a reasonable period of time after an appointment is made to fill -the position. At the outset of the search, the committee will meet +the position. At the outset of the search, the committee will meet with representatives from the Division of Talent and Inclusion for advice on relevant legal matters, and, throughout the search, will -consult with those representatives whenever it is necessary to do so. - -The job description will be used in soliciting nominations for the -position. The search committee will evaluate the applicants and -select appropriate candidates to be interviewed for the position. It -is the responsibility of the search committee to conduct the search in -such a manner that all members of the Faculty, administration, and -staff who would interact in a substantive way with the appointee be -given the opportunity to review the candidate's resume, meet with -the candidate, ask questions of the candidate, and provide both -written and oral feedback to the committee. The search committee may -invite members of the staff to meet with the committee and/or serve as +consult with those representatives whenever the committee determines +that is necessary to do so. + +The job description will be used in soliciting nominations and +applications for the position. The search committee will evaluate the +applicants and select appropriate candidates to be interviewed for the +position. It is the responsibility of the search committee to +determine the final candidates and to conduct the search in such a +manner that all members of the faculty, administration, and staff who +would interact in a substantive way with the appointee be given the +opportunity to review the final candidates' resumes, meet with the +candidates, ask questions of the candidates, and provide both written +and oral feedback to the committee. The search committee may invite +members of the staff to meet with the committee and/or serve as resources for the search. -Because input from students is so highly valued, it is also the -responsibility of the search committee to solicit input from +Because input from students is so highly valued, it is +also the responsibility of the search committee to solicit input from appropriate representatives of the student body, arrange meetings -between students and each candidate, and obtain written and oral input -from the students about the candidates with whom they have met. +between students and each final candidate, and obtain written and oral +input feedback from the students about the candidates with whom they +have met. -### d. Evaluating the Candidates +### e. Evaluating the Final Candidates -The search committee will provide a detailed evaluation of each -candidate to the Provost, with its preferences made clear and with a -digest of the feedback from the community included. The Provost will -then share the information with the President, and jointly the -President and Provost will select one of the candidates to fill the -open position. If the search is for a Dean, then the President and -Provost will select a candidate to be recommended to the Board of -Trustees for approval. If the search is for the Provost, then the -committee's evaluations will be given directly to the President, -who will make the selection for approval by the Board of Trustees. If -none of the candidates is acceptable to them, the President and/or the -Provost will discuss their reasons with the search committee, and will -either request that the search committee continue the search process, -or that the search begin anew with the formation of a new search -committee and a new solicitation for the position. +#### i. Candidates for Provost, Associate or Vice Provost, and Academic Deans +The search committee will determine the final candidates (normally two +or more) and provide a detailed evaluation of each to +the Provost with its preferences made clear. The evaluation should +contain a digest of the feedback from the community and a summary of +strengths and weaknesses (without explicit rank-ordering). The Provost +will then share the information with the President, and jointly the +President and Provost will select one of the candidates to fill the +open position. If the search is for a Dean, then the Provost may +consult with the President to appoint a candidate. If the search is +for the Provost, then the committee's evaluations will be given +directly to the President, who will nominate a candidate for +appointment by the Board of Trustees. If none of the candidates is +acceptable to them, the President and/or the Provost will discuss +their reasons with the search committee and will either request that +the search committee continue the search process, or that the search +begin anew with the formation of a new search committee and a new +solicitation for the position. + +#### ii. Candidates for Associate Dean + +The search committee will determine the final candidates (normally two +or more) and provide a detailed evaluation of each to the Provost and +relevant Dean with its preferences made clear. The evaluation should +contain a digest of the feedback from the community and a summary of +strengths and weaknesses (without explicit rank-ordering). The Dean +will make a recommendation to the Provost and the Provost will appoint +one of the candidates to fill the open position. If none of the +candidates is acceptable to them, the Provost and the Dean will +discuss their reasons with the search committee and will either +request that the search committee continue the search process, or that +the search begin anew with the formation of a new search committee and +a new solicitation for the position. + +### f. Appointment of an Interim Academic Administrator + +When an academic administrative position becomes vacant, the Provost +(or the President, when the vacancy is for the Provost) may make an +interim appointment through an open and transparent process: the +availability of the interim position is announced, and individuals can +nominate themselves or others. The appointment of the interim academic +administrator shall be made after consultation with the appropriate +constituencies, such as faculty in the academic unit, faculty +governance and individuals who will work closely with the appointed +administrator. + +The search for the permanent appointment should start no later than +the next academic year, and the term for an interim appointment shall +not exceed two years. ## 7. Definitions, Conditions, and Procedures for Faculty Joint Appointments {#chapter-2-section-7} @@ -2814,9 +2893,9 @@ head. ## Appendix A - Sample Appointment Letter for Teaching Professors and Instructors **Sample Appointment Letter for all Teaching Professors and Instructors -Holding Secured Nontenure-Track Teaching Appointments** [^5] +Holding Secured Nontenure-Track Teaching Appointments** [^4] -[^5]: If there are any inconsistencies or disagreements between language +[^4]: If there are any inconsistencies or disagreements between language elsewhere in the Faculty Handbook and in this appointment letter, the terms of this appointment letter will apply. @@ -3030,9 +3109,9 @@ Date: ______________________ ## Appendix B - Sample Appointment Letter for Professors of Practice -**Sample Appointment Letter for all Professors of Practice** [^6] +**Sample Appointment Letter for all Professors of Practice** [^5] -[^6]: If there are any inconsistencies or disagreements between +[^5]: If there are any inconsistencies or disagreements between language elsewhere in the faculty handbook and in this appointment letter, the terms of this appointment letter will apply. @@ -3558,7 +3637,7 @@ faculty talent aligned with WPI's institutional mission. *Criteria:* Assistant, Associate, and Full Professors of Teaching are expected -primarily to contribute to the teaching mission[^7] of WPI. Therefore +primarily to contribute to the teaching mission[^6] of WPI. Therefore the tenure criteria for these faculty members are focused on the quality of their teaching, their broader contributions to WPI's overall teaching mission, and their demonstrated and potential @@ -3571,7 +3650,7 @@ engagement with and service to WPI and/or the broader professional communities. The candidate's activities should demonstrate the capacity for continued excellent performance. -[^7]: The WPI teaching mission is distinguished by inquiry-based +[^6]: The WPI teaching mission is distinguished by inquiry-based learning, open-ended problem solving, and integrative and interdisciplinary thinking. A WPI education balances personal responsibility with cooperation, collaboration, and mutual respect, @@ -3622,9 +3701,9 @@ WPI. Professional growth refers to developing knowledge, acquiring skills, and/or accumulating experiences that enhance WPI's educational mission and visibility. Currency refers to making intellectual contributions to and remaining active in professional communities both -within and beyond WPI.[^8] +within and beyond WPI.[^7] -[^8]: Currency is not defined by any product or artifact, including +[^7]: Currency is not defined by any product or artifact, including peer reviewed journal articles or extramural funding. Professors of Teaching are committed to meaningful professional growth @@ -3896,7 +3975,7 @@ Interdepartmental Tenure Committee on the Joint Tenure Committee will be determined by CTAF consistent with the guidelines provided below. These decisions will be made by CTAF as early as practicable in the academic year prior to the academic year of the Joint Tenure -Committee's tenure review of the case. The composition and roles in +Committee's tenure review of the case. The composition and roles in each such case will be reported to the candidate and to the Faculties of the candidate's departments. @@ -5186,10 +5265,10 @@ Mentoring Team members are expected to meet regularly (ranging from once per month to twice per year) with the faculty member on an individual basis where meetings may involve informal conversations about professional development, a discussion of the faculty member's -Professional Development Plan (PDP)[^9], or a more formal assessment of +Professional Development Plan (PDP)[^8], or a more formal assessment of the faculty member's readiness for promotion in rank. -[^9]: The template for Professional Development Plans is available +[^8]: The template for Professional Development Plans is available through the Morgan Teaching and Learning Center. It is expected that Mentoring Team members will advise on the criteria @@ -5211,13 +5290,13 @@ Mentor training consists of three components: 1) understanding and proper interpretation of WPI's promotion criteria (for both TTT and NTT faculty members); 2) being an effective mentor including the use of Professional Development Plans; and 3) handling implicit -bias [^10]. Training is designed, customized, delivered and refined to meet +bias [^9]. Training is designed, customized, delivered and refined to meet program needs. Training is administered through the Morgan Teaching and Learning Center and offered biannually to a cohort of identified Mentoring Team members. This training is also required of the provost, deans, department heads and program directors. -[^10]: Implicit biases are unconscious thoughts that are automatically +[^9]: Implicit biases are unconscious thoughts that are automatically activated without conscious awareness that can inadvertently influence thoughts, decisions, and behaviors. Implicit biases are pervasive, but they do not necessarily align with explicit beliefs, biases, or @@ -7824,9 +7903,9 @@ our website. # Chapter Ten - Faculty Conduct Policies {#chapter-10} -## I. Policy on Faculty Conduct[^11] {#policy-on-faculty-conduct} +## I. Policy on Faculty Conduct[^10] {#policy-on-faculty-conduct} -[^11]: This policy replaces and supersedes all previous Faculty Conduct +[^10]: This policy replaces and supersedes all previous Faculty Conduct Policies, including policy entitled "Worcester Polytechnic Institute Faculty Conduct Policy" approved by the Board of Trustees on May 11, 2018. The procedures outlined herein apply to conduct predating the @@ -7878,14 +7957,14 @@ e. *Judicial Committee.* The panel of three faculty members and three ### 3. Grounds for Misconduct Generally, grounds for misconduct are based on violations of -professional ethics[^12] in carrying out one's responsibilities to: a) +professional ethics[^11] in carrying out one's responsibilities to: a) teaching and students; b) scholarship; c) the University; d) colleagues; and e) the community. Nothing in this policy restricts a person's rights to privacy, academic freedom, free speech, and free expression including the right to speak out against a policy or action of the University. -[^12]: See for example AAUP Statement on Professional Ethics. +[^11]: See for example AAUP Statement on Professional Ethics. The ethical responsibilities and examples of violations in each category are described as follows: @@ -8030,9 +8109,9 @@ for the following factors, including but not limited to: As with the definition of misconduct, it is not feasible or wise to automatically assign a specific sanction to particular misconduct. Examples showing the range of possible sanctions include, but are not -necessarily limited to[^13]: +necessarily limited to:[^12] -[^13]: The referral of a faculty member to the Employee Assistance +[^12]: The referral of a faculty member to the Employee Assistance Program (see <https://www.wpi.edu/offices/talent/benefits-payroll-perks/benefits-matrix/employee-assistance-program>), training, counseling, or coaching is not considered a disciplinary @@ -8591,13 +8670,13 @@ training that adhere to best practices. In recognition of the need to maintain the highest standards in research conduct, WPI has developed the following policy to respond to -allegations of research misconduct[^14] and to inform members of the +allegations of research misconduct[^13] and to inform members of the community of the appropriate channels for bringing such matters to the -attention of the University.[^15] This policy applies to Research +attention of the University.[^14] This policy applies to Research Activities conducted at WPI or by WPI faculty, staff, fellows, students. -[^14]: This policy is based upon the federal regulations governing +[^13]: This policy is based upon the federal regulations governing research misconduct in connection with United States Public Health Service ("PHS")-supported activities and will be interpreted and applied so as to be in compliance with those regulations. WPI has @@ -8611,7 +8690,7 @@ additional requirements beyond those covered by this policy, all research funded by that source will be subject to those additional requirements. -[^15]: This policy replaces the prior policy entitled "Policy and +[^14]: This policy replaces the prior policy entitled "Policy and Procedure for Removal of Tenured Faculty Member for Cause" adopted in 1969 as it relates to matters concerning research misconduct. This policy also replaces the Research Misconduct Policy passed by the @@ -9164,9 +9243,9 @@ the Vice Provost for Research will give applicable sponsors written notice of any decision of the Provost entering a finding of Research Misconduct at WPI. -## III. WPI Sexual Misconduct Policy[^16] {#sexual-misconduct-policy} +## III. WPI Sexual Misconduct Policy[^15] {#sexual-misconduct-policy} -[^16]: This Policy supersedes all WPI policies dealing with Sexual +[^15]: This Policy supersedes all WPI policies dealing with Sexual Misconduct including the "Sexual Misconduct Policy" in the Student Responsibilities and Code of Conduct, the "Sexual Harassment Policy" in the WPI Employee Benefits and Policies Manual, and the "Sexual @@ -9189,9 +9268,9 @@ misconduct when it occurs, and preventing its re-occurrence. The prohibition of sexual misconduct applies to everyone at WPI, including all faculty members (including academic administrators), staff members (including non-academic administrators), students, trustees, alumni -and all visitors to the WPI campus.[^17] +and all visitors to the WPI campus.[^16] -[^17]: Probationary staff, part-time employees, visitors, and +[^16]: Probationary staff, part-time employees, visitors, and employees subject to a letter of appointment or a collective bargaining agreement may be subject to a different disciplinary process in accordance with applicable policies and terms of their @@ -9562,16 +9641,16 @@ in jeopardy, please contact Campus Police at +1-508-831-5555. All reports of alleged sexual misconduct will be referred to the Title IX Coordinator. Within five business days of receiving such a report, -the Title IX Coordinator or their designee[^18] will take several +the Title IX Coordinator or their designee[^17] will take several initial steps. These initial steps will include, but are not limited to, the following: -[^18]: As necessary and appropriate, the Title IX Coordinator may +[^17]: As necessary and appropriate, the Title IX Coordinator may designate a Deputy Title IX Coordinator or another qualified person to assume the Title IX Coordinator's responsibilities under this Policy. 1. Encouraging the person who has allegedly experienced sexual -misconduct (the "Complainant")[^19] to meet with the Title IX +misconduct (the "Complainant")[^18] to meet with the Title IX Coordinator to discuss the nature and circumstances of the reported conduct. If the person who has reported the alleged sexual misconduct is not the person who has experienced the sexual @@ -9579,7 +9658,7 @@ misconduct, then the person who has made the report should have the opportunity to meet with the Title IX Coordinator to discuss the nature and circumstances of the reported conduct. -[^19]: Throughout this Policy, the term "Complainant" refers to the +[^18]: Throughout this Policy, the term "Complainant" refers to the person who experienced sexual misconduct regardless of who reported the misconduct. @@ -9661,10 +9740,10 @@ communicate on behalf of a party. Advisors are subject to the same confidentiality obligations applicable to others in attendance. 3. *Designation of Role of the Investigator:* The Title IX Coordinator -shall designate at least one unbiased, qualified investigator(s)[^20] +shall designate at least one unbiased, qualified investigator(s)[^19] to conduct a prompt, fair, and impartial investigation of the reported conduct and prepare a report of investigative findings (the -"Investigative Report").[^21] More than one investigator may be +"Investigative Report").[^20] More than one investigator may be designated or the investigation may be conducted by the Title IX Coordinator. Investigator(s) need not be employees of WPI. The Title IX Coordinator will provide each of the parties with the name of the @@ -9673,21 +9752,21 @@ calendar days after delivery of the identity of the Investigator(s), the parties should inform the Title IX Coordinator (in writing) of any potential conflicts of interest about the selected Investigator(s). The Title IX Coordinator will consider the nature of the potential -conflict and determine if a change is necessary.[^22] The Title IX +conflict and determine if a change is necessary.[^21] The Title IX Coordinator's decision (in appropriate collaboration with the Secretary of the Faculty, as described in footnote 9) regarding any conflicts regarding the investigator(s) is final. -[^20]: The investigator shall be deemed "qualified" if the individual +[^19]: The investigator shall be deemed "qualified" if the individual has received training in conducting Title IX investigations and has the requisite professional experience to conduct the investigation. -[^21]: If the Respondent is a faculty member, the Title IX Coordinator +[^20]: If the Respondent is a faculty member, the Title IX Coordinator will collaborate with the Secretary of the Faculty, in appointing the Investigator and in rendering a decision regarding any potential conflicts of interest involving the investigator. -[^22]: If the Respondent is a faculty member, the Title IX Coordinator +[^21]: If the Respondent is a faculty member, the Title IX Coordinator will collaborate with the Secretary of the Faculty in making a decision about whether or not to disqualify an Investigator when the faculty member objects based on a potential conflict of interest. If @@ -9932,9 +10011,9 @@ the Judicial Panel's written notification described above; and (ii) the procedures for either party to appeal. The Title IX Coordinator will also inform other WPI officials as necessary and appropriate. -### Appeals[^23] +### Appeals[^22] -[^23]: All Appellate Officers, including the President and Board Chair, +[^22]: All Appellate Officers, including the President and Board Chair, will receive Title IX training. All appeals (in Section "a" below) and special appeals (in Section "b" @@ -9979,13 +10058,13 @@ additional materials, if any), the Appellate Officer will decide the merits of the appeal. In deciding the appeal, the Appellate Officer should rev iew evidence considered by the Judicial Panel and may also consult with the Investigator(s), the Judicial Panel, or any other -individual that the Appellate Officer deems appropriate.[^24] In a +individual that the Appellate Officer deems appropriate.[^23] In a case where the Appellate Officer overturns a decision of the Judicial Panel, the Appellate Officer shall first consult with the Investigator(s), the Judicial Panel, and any other individual that the Appellate Officer deems appropriate. -[^24]: Because the President may have a role in the appellate process +[^23]: Because the President may have a role in the appellate process involving full time faculty members facing suspension or dismissal, the appellate officer shall not communicate with the President regarding a full-time faculty member's appeal.