Faculty Handbook

Section 2: Conditions of Employment

I. Statement on Academic Freedom
II. Faculty Responsibilities
III. Equal Opportunity Policy
IV. Sexual Harassment and Harassment Policy
V. Faculty Recruitment
V.A.1 College of Arts and Sciences
V.A.2 School of Law
V.A.3 School of Applied Studies
V.A.4 School of Nursing
V.A.5 School of Business
V.B-D Recruitment Expense, Appointment Contract, Tenure/Non-Tenure Tracks
VI. Data Sheets
VII. Nepotism/Conflict of Interest Policy
VIII. Statement on Professional Ethics for Faculty
IX. History of Changes

I. Statement on Academic Freedom  

Washburn University strives to promote the search for truth and its free exposition and thus to provide the best education possible for its students. Academic freedom is for the furtherance of these purposes and applies both to teaching and research. Freedom in research is fundamental to the advancement of law and fact. Academic freedom in its teaching aspect is fundamental for the protection of the rights of the teacher in teaching and of the student to freedom in learning. Academic freedom carries with it duties correlative with the rights.

A. The faculty member is entitled to full freedom in research and in the publication of the results subject to performance of his/her other academic duties, but research for pecuniary return should be based upon University policy as stated in the Faculty Handbook (see Sections 2.VIII and 5.II).

B. Faculty are entitled to freedom in the classroom in discussing their subjects and must exercise professional judgment in selecting the material they wish to use.

C. The Washburn University faculty member is a member of a learned profession and an academic member of an educational institution. When the faculty member speaks or writes as an individual he/she is free from institutional censorship or discipline and must avoid identification of Washburn University with his/her words or acts as an individual. As a person of learning, the faculty member must remember that the public may judge the profession and Washburn University by his/her utterances. Hence, the faculty should at all times endeavor to be accurate, should exercise appropriate restraint, should show respect for the opinions of others, and should avoid indication that he/she is an institutional spokesman unless he/she has been so designated.

II. Faculty Responsibilities 

Each faculty member is a member of a learned profession and an academic member of the University responsible for the mastery of and a continuing commitment to a subject discipline, the competent transmission of it to students and the exercise of professional judgment concerning curriculum, instructional content and methods, research, faculty status and those aspects of student life which relate to the educational process. Faculty members of each department of the College and of the Schools are responsible to the Dean of those academic units for the orderly and competent conduct of classes within the department or the school concerned.

III.   Equal Opportunity and Sexual Harassment/Harassment Policies and Procedures

Please review the official Washburn University policies and procedures in the Washburn University Policies, Regulations, and Procedures Manual Section A. 1-4.

V. Faculty Recruitment 

A. Establishing the Position

1. College of Arts and Sciences  

a. Position Announcement

In the College of Arts and Sciences, the department chairperson will review departmental objectives and consult with the Dean in determining the nature of the position open, including educational level and rank recommendations. The Dean will secure approval of salary range, position description and position announcement particulars from the Vice President for Academic Affairs following consultation with the Equal Opportunity Director and approval by the President. The Dean will provide the Equal Opportunity Director and the Vice President for Academic Affairs appropriate professional recruitment sources. All advertising must be approved by the Equal Opportunity Director. All advertising for which a charge is made to the University will be issued through the Vice President for Academic Affairs office. The Vice President for Academic Affairs office will maintain a record of all advertising and recruitment efforts. A position announcement will be distributed to appropriate departments, schools and organizations throughout the United States by the Dean, unless otherwise directed by the Equal Opportunity Director. Steps must be taken to reach a divers pool of applicants. Notification of the position will be made to the Kansas State Employment Office and other appropriate agencies and sources by the Vice President for Academic Affairs office. The Dean may delegate any of his/her responsibilities in this section to the department chair.

b. Selection of Candidates for Visitation on Campus

A search committee will be appointed by the Dean. Following discussion with department faculty when possible, the chairperson will recommend a search committee to the Dean. Normally, the committee will consist of a minimum of three (3) full-time faculty members. In those instances in which there is an insufficient number of faculty available within the department to constitute a search committee, the department may also recommend for the committee non-University persons with professional expertise. Following consultation with the University's Affirmative Action Director, the search committee will review all applications, check references, and identify the top candidates, in order of preference, and submit the names to the department chairperson. The department chairperson, in turn, will forward this information and his/her recommendation to the Dean. The Dean, will, in consultation with the chair and the committee, invite candidate(s) to campus for an interview. At any point, the committee or chairperson may recommend to the Dean to terminate the search process. The Dean may delegate any of his/her responsibilities in this section to the department chair.

c. The On-Campus Visit

The Dean, the department chairperson and available faculty members of the department will have the opportunity to interview the candidate. Whenever possible the Vice President for Academic Affairs will also meet with the candidate. It is expected that a candidate will remain on campus for at least one day. Where appropriate and possible, appropriate community groups will meet with the candidates. Candidates will normally have the opportunity to visit classes, to talk with students, to make a presentation to classes or other groups, etc. The Dean may delegate any of his/her responsibilities in this section to the department chair.

d. Issuance of Contract

Following the on-campus interview, the search committee will forward to the department chairperson its recommendation whether to invite a candidate to join the faculty. The department chairperson, in turn, will forward the committee's recommendation and his/her recommendation to the Dean. The Dean will review both recommendations and will determine whether to offer the candidate a contract or to invite another candidate for a campus interview. The administrative review of the Dean's recommendation by the Vice President for Academic Affairs Office is a review of the recruitment and selection process, not an evaluation of the recommended candidate. After this review, the recommendation will be forwarded to the President. After the President has approved the recommendation, the contract will be prepared and sent to the candidate by the Vice President for Academic Affairs office. When the position is not in the budget as a line position, or when the salary proposed exceeds the budgeted amount for the line into which the person is to be hired, the contract proposed will also require approval by the Board of Regents. The Dean may delegate any of his/her responsibilities on this section to the department chair.

e. Flow Chart - Procedures for Recruitment/Selection of Faculty, College of Arts and Sciences

  1. Faculty position vacancy
  2. Chairperson/Dean agree on nature of position
  3. Dean consults with Equal Opportunity Director who will normally consult with the Vice President for Academic Affairs regarding salary, position announcement, and recruitment procedures
  4. Vice President for Academic Affairs approves/disapproves position
  5. President approves/disapproves position.
  6. Vice President for Academic Affairs office issues advertising
  7. Dean appoints search committee
  8. Search committee elects chairperson
  9. Search committee consults Equal Opportunity Director regarding procedures
  10. Search committee reviews applications, checks references
  11. Search committee ranks top candidates by consensus
  12. Search committee submits names of top candidates to department chairperson
  13. Department chairperson submits his/her recommendation and recommendation of search committee to Dean
  14. Dean invites top candidate(s) for interview
  15. Vice President for Academic Affairs office, upon request of Dean, will make reservations and initiate purchase order requisition for payment
  16. Campus interview conducted
  17. Search committee recommends to department chairperson whether to offer contract to candidate
  18. Department chairperson recommends to Dean whether to offer contract to candidate and also forwards search committee's recommendation to Dean
  19. Dean determines whether to extend contract offer or to invite another candidate for interview
  20. Dean forwards recommendation to Vice President for Academic Affairs
  21. Vice President for Academic Affairs acts upon Dean's recommendation and issues contract if approved
  22. Board of Regents approves/disapproves contract

The Dean may delegate any of his/her responsibilities to the department chair.

2. School of Law  

a. Position Announcement

The Dean, in consultation with the Faculty Recruitment Committee, will determine the nature of the position open, including the educational level and rank recommendations. The Dean will secure approval of the salary range, position description and position announcement particulars from the Vice President for Academic Affairs following consultation with the Equal Opportunity Director and approval by the President. The Dean's office will initiate advertisements in legally-related publications, notifying the Vice President for Academic Affairs Office which must maintain the central record of all recruitment efforts. The Dean will also provide the Vice President for Academic Affairs and the Equal Opportunity Director information necessary to initiate other advertising. All advertising must be approved by the Equal Opportunity Director. A position announcement will be distributed to appropriate organizations throughout the United States by the Chair of the Faculty Recruitment Committee or the Dean, unless otherwise directed by the Equal Opportunity Director. Steps must be taken to reach a diverse pool of applicants. Notification of the position will be made to the Kansas State Employment Office and other appropriate agencies and sources by the Vice President for Academic Affairs Office.

b. Selection of Candidates for Visitation on Campus

The Dean will appoint a Faculty Recruitment Committee (search committee) composed of members of the faculty of the Law School, and the committee may contain a student representative. Normally, the committee will consist of a minimum of three (3) full-time faculty members. With the approval of the Dean, the school may include on the committee non-University persons with professional expertise. Following consultation with the University's Affirmative Action Director, the search committee will review all applications. The committee may also review resumes of registrants for the Association of American Law Schools (AALS) Faculty Recruitment Conference. Representatives of the Committee may attend the Recruitment Conference and interview selected registrants at that conference. The Committee will rank the top candidates in order of preference and submit the names to the Dean who will then invite any selected candidate(s) to the campus for a campus interview. The Dean should, in other than exceptional circumstances and for reasons communicated to the search committee in writing, invite the candidates to campus for an interview in the order presented by the search committee. At any point, the committee may recommend to the Dean to terminate the search process.

c. The On-Campus Visit

The Dean and available faculty members of the school will have the opportunity to interview the candidate. Whenever possible the Vice President for Academic Affairs will also meet with the candidate. The Dean or search committee may wish for other persons to meet with the candidate; for instance, it may be desirable for individuals in cognate areas to interview the candidate. It is expected that a candidate will remain on campus for at least one day. Where appropriate and possible, appropriate community groups will meet with the candidates. Candidates will normally have the opportunity to visit classes, to talk with students, make a presentation to classes or other groups, etc.

d. Issuance of Contract

The Faculty Recruitment Committee will forward to the full faculty the name of the candidate it recommends be invited to join the faculty. The faculty will then vote on this recommendation and forward the full faculty recommendation to the Dean. The Dean, in other than exceptional circumstances and for reasons communicated to the faculty in writing, will accept the recommendation of the faculty. Before extending a contract offer, the Dean will confer with the Vice President for Academic Affairs, concerning salary, rank, and other administrative matters. The administrative review of the Dean's recommendation is a review of the recruitment and selection process, not an evaluation of the recommended candidate. After this review, the recommendation will be forwarded to the President. After the President has approved the recommendation, the contract will be prepared and sent to the candidate by the Vice President for Academic Affairs office. When the position is not in the budget as a line position, or when the salary proposed exceeds the budgeted amount for the line into which the person is to be hired, the contract proposed will also require approval by the Board of Regents.

e. Flow Chart - Procedures for Recruitment/Selection of Faculty, School of Law

  1. Faculty position vacancy
  2. Dean determines nature of position
  3. Dean consults with Affirmative Action Director who will normally consult with the Vice President for Academic Affairs regarding salary, position announcement, and recruitment procedures
  4. Vice President for Academic Affairs approves/disapproves position
  5. President approves/disapproves position
  6. Dean's and Vice President for Academic Affairs office initiate advertising
  7. Recruitment committee consults Equal Opportunity Director regarding procedures
  8. Recruitment committee reviews applications and AALS registrants
  9. Recruitment committee determines candidates to be invited to campus (usually after attendance at Recruitment Conference)
  10. Dean invites candidate for interview
  11. Dean's office will make reservations and initiate purchase order requisition for payment and forward requisition to Vice President for Academic Affairs
  12. Campus interviews conducted
  13. Recruitment Committee recommends to faculty name(s) of candidate(s) to be extended offer
  14. Faculty votes on recommendation and forwards its recommendation to Dean
  15. Dean concurs/non-concurs with faculty recommendation
  16. Dean determines specific terms of contract and recommends to the Vice President for Academic Affairs
  17. Vice President for Academic Affairs reviews Dean's recommendation and forwards to President
  18. President acts upon recommendation and notifies Vice President for Academic Affairs to issue contract if approved
  19. Board of Regents approves/disapproves contract

3. School of Applied Studies 

a. Position Announcement

In the School of Applied Studies, the department chair will review departmental objectives and consult with the Dean in determining the nature of the position open, including educational level and rank recommendations. The Dean will secure approval of salary range, position description and position announcement particulars from the Vice President for Academic Affairs following consultation with the Equal Opportunity Director and approval by the President. The Dean's office will provide the Equal Opportunity Director and the Vice President for Academic Affairs appropriate professional recruitment sources. All advertising must be approved by the Equal Opportunity Director. All advertising for which a charge is made to the University will be initiated through the Vice President for Academic Affairs office. The Vice President for Academic Affairs office will maintain a record of all advertising and recruitment efforts. A position announcement will be distributed to appropriate departments, schools and organizations throughout the United States by the Dean, unless otherwise directed by the Equal Opportunity Director. Steps must be taken to reach a diverse pool of applicants. Notification of the position will be made to the Kansas State Employment Office and other appropriate agencies and sources by the Vice President for Academic Affairs office.

b. Selection of Candidates for Visitation on Campus

A search committee will be appointed by the Dean. The chair will recommend a search committee to the Dean. Normally, the committee will consist of a minimum of three (3) full-time faculty members from the department and one member outside the department. In those instances in which there is an insufficient number of faculty available within the department to constitute a search committee, faculty from cognate areas may be asked to serve on the search committee. The Dean will approve these cognate areas. With the approval of the Dean, the department may also include on the committee non-University persons with professional expertise. Following consultation with the University's Equal Opportunity Director, the search committee will review all applications, check references and identify the top candidates for the position. The search committee will rank the top candidates in order of preference and submit the names to the Dean. The Dean should, in other than exceptional circumstances and for reasons communicated to the search committee in writing, invite the candidates to campus for an interview in the order presented by the search committee. At any point, the committee may recommend to the Dean to terminate the search process.

c. The On-Campus Visit

The Dean and available faculty members of the department will have the opportunity to interview the candidate. Whenever possible the Vice President for Academic Affairs will also meet with the candidate. The Dean or search committee may wish for other persons to meet with the candidate; for instance, it may be desirable for individuals in cognate areas or a librarian to interview the candidate. It is expected that a candidate will remain on campus for at least one day. Where appropriate and possible, appropriate community groups will meet with the candidates. Candidates will normally have the opportunity to visit classes, to talk with students, to make a presentation to classes or other groups, etc.

d. Issuance of Contract

The search committee will forward to the Dean its recommendation whether to invite a candidate to join the faculty. The Dean will review the recommendation of the search committee and will determine whether to offer the candidate a contract or to invite another candidate to campus for an interview. Before extending a contract offer, the Dean will confer with the Vice President of Academic Affairs concerning salary, rank, and other administrative matters. The administrative review of the Dean's recommendation by the Vice President for Academic Affairs office is a review of the recruitment and selection process, not an evaluation of the recommended candidate. After this review, the recommendation will be forwarded to the President. After the President has approved the recommendation, the contract will be prepared and sent to the candidate by the Vice President for Academic Affairs office. When the position is not in the budget as a line position, or when the salary proposed exceeds the budgeted amount for the line into which the person is to be hired, the contract proposed will also require approval by the Board of Regents.

e. Flow Chart - Procedures for Recruitment/Selection of Faculty, School of Applied Studies

  1. Faculty position vacancy
  2. Chair and Dean agree on nature of position
  3. Dean consults with Equal Opportunity Director who will normally consult with the Vice President for Academic Affairs regarding salary, position announcement, and recruitment procedures
  4. Vice President for Academic Affairs approves/disapproves position
  5. President approves/disapproves position
  6. Vice President for Academic Affairs office initiates advertising
  7. Dean appoints search committee
  8. Search committee elects chairperson
  9. Search committee consults Equal Opportunity Director regarding procedure
  10. Search committee reviews applications, checks references
  11. Search committee ranks top candidates by consensus and submits list to Dean
  12. Dean invites candidate for interview
  13. Vice President for Academic Affairs office, upon request of Dean, will make reservations and initiate purchase order requisition for payment
  14. Campus interview conducted
  15. Search committee recommends to department chair whether to offer contract to candidate
  16. Department chair forwards his/her recommendation and recommendation of the committee to the Dean.
  17. Dean determines whether to extend contract offer or to invite another candidate for interview
  18. Dean determines specific terms of contract and forwards a recommend to Vice President for Academic Affairs for administrative review
  19. Vice President for Academic Affairs reviews Dean's recommendation and returns to the Dean
  20. Dean forwards recommendation to President
  21. President acts upon Dean's recommendation and notifies Vice President for Academic Affairs to issue contract if approved
  22. Board of Regents approves/disapproves contract

4. School of Nursing  

a. Position Announcement

In the School of Nursing, the Dean will review School objectives and determine the nature of the position open, including educational level and rank recommendations. The Dean will secure approval of salary range, position description and position announcement particulars from the Vice President for Academic Affairs following consultation with the Equal Opportunity Director and approval by the President. The Dean's office will provide the Equal Opportunity Director and the Vice President for Academic Affairs appropriate professional recruitment sources. All advertising must be approved by the Equal Opportunity Director. All advertising for which a charge is made to the University will be initiated through the Vice President for Academic Affairs office. The Vice President for Academic Affairs office will maintain a record of all advertising and recruitment efforts. A position announcement will be distributed to appropriate departments, schools and organizations throughout the United States by the Dean, unless otherwise directed by the Equal Opportunity Director. Steps must be taken to reach a diverse pool of applicants. Notification of the position will be made to the Kansas State Employment Office and other appropriate agencies and sources by the Vice President for Academic Affairs office.

b. Selection of Candidates for Visitation on Campus

A search committee will be appointed by the Dean. Normally, the committee will consist of a minimum of three (3) full-time faculty members. In those instances in which there is an insufficient number of faculty available within the school to constitute a search committee, faculty from cognate areas may be asked to serve on the search committee. The Dean will approve these cognate areas. With the approval of the Dean, the school may also include on the committee non-University persons with professional expertise. Following consultation with the University's Affirmative Action Director, the search committee will review all applications, check references and identify the top candidates for the position. The search committee will rank the top candidates in order of preference and submit the names to the Dean. The Dean should, in other than exceptional circumstances and for reasons communicated to the search committee in writing, invite the candidates to campus for an interview in the order presented by the search committee. At any point, the committee may recommend to the Dean to terminate the search process.

c. The On-Campus Visit

The Dean and available faculty members of the school will have the opportunity to interview the candidate. Whenever possible the Vice President for Academic Affairs will also meet with the candidate. The Dean or search committee may wish for other persons to meet with the candidate; for instance, it may be desirable for individuals in cognate areas or a librarian to interview the candidate. It is expected that a candidate will remain on campus for at least one day. Where appropriate and possible, appropriate community groups will meet with the candidates. Candidates will normally have the opportunity to visit classes, to talk with students, to make a presentation to classes or other groups, etc.

d. Issuance of Contract

The search committee will forward to the Dean its recommendation of the search committee and will determine whether to offer the candidate a contract or to invite another candidate to campus for an interview. Before extending a contract offer, the Dean will consult with the Vice President for Academic Affairs, concerning salary, rank, and other administrative matters. The administrative review of the Dean's recommendation by the Vice President for Academic Affairs office is a review of the recruitment and selection process, not an evaluation of the recommended candidate. After this review, the recommendation will be forwarded to the President. After the President has approved the recommendation, the contract will be prepared and sent to the candidate by the Vice President for Academic Affairs office. When the position is not in the budget as a line position, or when the salary proposed exceeds the budgeted amount for the line into which the person is to be hired, the contract proposed will also require approval by the Board of Regents.

e. Flow Chart - Procedures for Recruitment/Selection of Faculty, School of Nursing

  1. Faculty position vacancy
  2. Dean determines nature of position
  3. Dean consults with Equal Opportunity Director who will normally consult with the Vice President for Academic Affairs regarding salary, position announcement, and recruitment procedures
  4. Vice President for Academic Affairs approves/disapproves position
  5. President approves/disapproves position
  6. Vice President for Academic Affairs office initiates advertising
  7. Dean appoints search committee
  8. Search committee elects chairperson
  9. Search committee consults Equal Opportunity Director regarding procedures
  10. Search committee reviews applications, checks references
  11. Search committee ranks top candidates by consensus and submits list to Dean
  12. Dean invites candidate for interview
  13. Vice President for Academic Affairs office, upon request of Dean, will make reservations and initiate purchase order requisition for payment
  14. Campus interview conducted
  15. Search committee recommends to Dean whether to offer contract to candidate
  16. Dean determines whether to extend contract offer or to invite another candidate for interview
  17. Dean determines specific terms of contract and forwards a recommendation to Vice President for Academic Affairs for administrative review
  18. Vice President for Academic Affairs reviews Dean's recommendation and returns to the Dean
  19.  Dean forwards recommendation to President
  20. President acts upon Dean's recommendation and notifies Vice President for Academic Affairs to issue contract if approved
  21. Board of Regents approves/disapproves contract

5. School of Business  

a. Position Announcement

In the School of Business, the Dean will review School objectives and determine the nature of the position open, including educational level and rank recommendations. The Dean will secure approval of salary range, position description and position announcement particulars from the Vice President for Academic Affairs following consultation with the Equal Opportunity Director and approval by the President. The Dean's office will provide the Equal Opportunity Director and the Vice President for Academic Affairs appropriate professional recruitment sources. All advertising must be approved by the Equal Opportunity Director. All advertising for which a charge is made to the University will be initiated through the Vice President for Academic Affairs office. The Vice President for Academic Affairs office will maintain a record of all advertising and recruitment efforts. A position announcement will be distributed to appropriate departments, schools and organizations throughout the United States by the Dean, unless otherwise directed by the Equal Opportunity Director. Steps must be taken to reach a diverse pool of applicants. Notification of the position will be made to the Kansas State Employment Office and other appropriate agencies and sources by the Vice President for Academic Affairs office.

b. Selection of Candidates for Visitation on Campus

A search committee will be appointed by the Dean. Normally, the committee will consist of a minimum of three (3) full-time faculty members. In those instances in which there is an insufficient number of faculty available within the school to constitute a search committee, faculty from cognate areas may be asked to serve on the search committee. The Dean will approve these cognate areas. With the approval of the Dean, the school may also include on the committee non-University persons with professional expertise. Following consultation with the University's Affirmative Action Director, the search committee will review all applications, check references and identify the top candidates for the position. The search committee will rank the top candidates in order of preference and submit the names to the Dean. The Dean should, in other than exceptional circumstances and for reasons communicated to the search committee in writing, invite the candidates to campus for an interview in the order presented by the search committee. At any point, the committee may recommend to the Dean to terminate the search process.

c. The On-Campus Visit

The Dean and available faculty members of the school will have the opportunity to interview the candidate. Whenever possible the Vice President for Academic Affairs will also meet with the candidate. The Dean or search committee may wish for other persons to meet with the candidate; for instance, it may be desirable for individuals in cognate areas or a librarian to interview the candidate. It is expected that a candidate will remain on campus for at least one day. Where appropriate and possible, appropriate community groups will meet with the candidates. Candidates will normally have the opportunity to visit classes, to talk with students, to make a presentation to classes or other groups, etc.

d. Issuance of Contract

The search committee will forward to the Dean its recommendation whether to invite a candidate to join the faculty. The Dean will review the recommendation of the search committee and will determine whether to offer the candidate a contract or to invite another candidate to campus for an interview. Before extending a contract offer, the Dean will confer with the Vice President for Academic Affairs, concerning salary, rank, and other administrative matters. This administrative review of the Dean's recommendation by the Vice President for Academic Affairs office is a review of the recruitment and selection process, not an evaluation of the recommended candidate. After this review, the recommendation will be forwarded to the President. After the President has approved the recommendation, the contract will be prepared and sent to the candidate by the Vice President for Academic Affairs office. When the position is not in the budget as a line position, or when the salary proposed exceeds the budgeted amount for the line into which the person is to be hired, the contract proposed will also require approval by the Board of Regents.

e. Flow Chart - Procedures for Recruitment/Selection of Faculty, School of Business

  1. Faculty position vacancy
  2. Dean determines nature of position
  3. Dean consults with Affirmative Action Director who will normally consult with the Vice President for Academic Affairs regarding salary/position announcement/recruitment procedure
  4. Vice President for Academic Affairs approves/disapproves position
  5. President approves/disapproves position
  6. Vice President for Academic Affairs office initiates advertising
  7. Dean appoints search committee
  8. Search committee elects chairperson
  9. Search committee consults Equal Opportunity Director regarding procedures
  10. Search committee reviews applications, checks references
  11. Search committee ranks top candidates by consensus and submits list to Dean
  12. Dean invites candidate for interview
  13. Vice President for Academic Affairs office, upon request of Dean, will make reservations and initiate purchase order requisition for payment
  14. Campus interview conducted
  15. Search committee recommends to Dean whether to offer contract to candidate
  16. Dean determines whether to extend contract offer or to invite another candidate for interview
  17. Dean determines specific terms of contract and forwards a recommendation to Vice President for Academic Affairs for administrative review
  18. Vice President for Academic Affairs reviews Dean's recommendation and returns to the Dean
  19. Dean forwards recommendation to President
  20. President acts upon Dean's recommendation and notifies Vice President for Academic Affairs to issue contract if approved
  21. Board of Regents approves/disapproves contract

B. Recruitment Expense  

The University will pay reasonable candidacy expenses -- transportation, lodging, meals -- for faculty prospects when invited for interview and upon expression of definite interest in the opening and its conditions of service.

 C. The Appointment Contract

Faculty members are offered an appointment contract stating the term of the employment within a fiscal year, the salary (the schedule of payments will be noted on the copy returned to the faculty member), supplementary benefits, if any, and other agreed upon terms and conditions of the faculty members employment. The contract proffered to the faculty member shall become binding and effective only after: (a) for newly appointed faculty, approval by the Board of Regents; and, (b) for other faculty members, approval of the official University budget following public hearing.

 D. Tenure and Non-Tenure Appointment Tracks

A full-time faculty member shall be placed on one of two tracks: (1) Tenure track; or, (2) Non-tenure track.

1. Tenure Track

Faculty members who are placed on the tenure track may be eligible to petition for the award of tenure in accordance with University Bylaws. Faculty members on the tenure track are serving a probationary period and may be non-reappointed at any time.

2. Non-Tenure Track

Faculty members on the non-tenure track are not eligible to petition for the award of tenure and may be non-reappointed at any time. Faculty members may be reappointed to successive one-year appointments up to a maximum period of time specified in the initial appointment.

Please refer to Section Three of this handbook for details about terms and conditions for tenure.

VI.   Electronic Records

A. Washburn University requires electronic records on employees, including all faculty, to be maintained for many purposes, such as retirement eligibility, disability insurance requirements, OASI information, and employment verification.

B. The office of the Vice President for Academic Affairs maintains faculty personnel information including data on instructional experience, academic attainment and work experience information for general use. Each faculty member is responsible for completing the required forms and for keeping his/her personnel records up to date in the respective office.

VII. Nepotism/Conflict of Interest Policy 

Persons may be appointed to exempt or non-exempt positions without regard to family relationship to other members of faculty or staff. If a person is in a position which requires an evaluation on a personnel decision such as those concerning appointment, retention, promotion, tenure or salary of a close relative, such condition shall be deemed a conflict of interest and that person shall not participate in any group or body which is considering any such decision. Note: Close relative is interpreted in this policy to include spouse, mother, father, brother, sister, son, daughter, or any individual for whom a faculty or staff member has been assigned legal responsibility in a guardianship capacity.

VIII. Statement on Professional Ethics for Faculty 

(The following is adapted from the American Association of University Professors' "Statement on Professional Ethics," which was adopted by the General Faculty 2/3/92)

From its inception, the American Association of University Professors has recognized that membership in the academic profession carries with it special responsibilities. The Association has consistently affirmed these responsibilities in major policy statements, providing guidance to professors in their utterances as citizens, in the exercise of their responsibilities to students, and in their conduct when resigning from their institution or when undertaking government-sponsored research. The Statement on Professional Ethics that follows, necessarily presented in terms of the ideal, sets forth those general standards that serve as a reminder of the variety of obligations assumed by all members of the profession.

In the enforcement of ethical standards, the academic profession differs from those of law and medicine, whose associations act to assure the integrity of members engaged in private practice. In the academic profession the individual institution of higher learning provides this assurance and so should normally handle questions concerning propriety of conduct within its own framework by reference to a faculty group. The Association supports such local action and stands ready, through the general secretary and Committee on Professional Ethics, to counsel with any faculty member or administrator concerning questions of professional ethics and to inquire into complaints when local consideration is impossible or inappropriate. If the alleged offense is deemed sufficiently serious to raise the possibility of dismissal, the procedures should be in accordance with the 1940 Statement of Principles on Academic Freedom and Tenure and the 1958 Statement on Procedural Standards in Faculty Dismissal Proceedings.

A. Professors, guided by a deep conviction of the worth and dignity of the advancement of knowledge, recognize the special responsibilities placed upon them. The primary responsibility to their subject is to seek and to state the truth as they see it. To this end they devote their energies to developing and improving their scholarly competence. They accept the obligation to exercise critical self-discipline and judgment in using, extending, and transmitting knowledge. They practice intellectual honesty. Although they may follow subsidiary interests, these interests must never seriously hamper or compromise freedom of inquiry.

B. As teachers, professors encourage the free pursuit of learning in students. They hold before them the best scholarly standards of their disciplines. They demonstrate respect for the student as an individual, and adhere to their proper role as intellectual guide and counselor. They make every reasonable effort to foster honest academic conduct and to assure that their evaluation of students reflects their true merit. They respect the confidential nature of the relationship between professor and student. They avoid any exploitation of students for private advantage and acknowledge significant assistance from them. They protect academic freedom.

C. As a colleague, the professor has obligations that derive from common membership in the community of scholars. They respect and defend the free inquiry of their associates. In the exchange of criticism and ideas they show due respect for the opinions of others. They acknowledge their academic debts and strive to be objective in their professional judgement of colleagues. They accept their share of faculty responsibilities for the governance of their institution. In the exercise of the right to criticize, faculty members should seek to remain professional, addressing the issues at stake, and avoid attacks on an individual or individuals because of the views such person(s) may hold.

D. As members of their institution, professors seek above all to be effective teachers and scholars. Although they observe the stated regulations of the institution, provided they do not contravene academic freedom, they maintain their right to criticize and seek revision. They determine the amount and character of the work they do outside their institution with due regard to their paramount responsibilities within it. When considering the interruption or termination of their service, they recognize the effect of their decision upon the program of the institution and give due notice of their intentions.

E. As members of their community, professors have the rights and obligations of any citizen. They measure the urgency of these obligations in the light of their responsibilities to their subject, to their students, to their profession, and to their institution. When they speak or act as private persons they avoid creating the impression that they speak or act for their college or university. As a citizen engaged in a profession that depends upon freedom for its health and integrity, the professor has a particular obligation to promote conditions of free inquiry and to further public understanding of academic freedom.

 History of Changes to Section Two

20 April 2007

Parts III and IV were replaced after the policies for the Equal Opportunity Policy and the Sexual Harassment and Harassment Policy were approved by the Washburn Board of Regents 11 November 2005.