ACADEMIC TITLES

Effective: February 16, 2000

PURPOSE
To establish, maintain and administer uniform academic titles applicable to academic positions.

AUTHORITY/SOURCE
Provost and Executive Vice President of Academic Affairs
Florida Administrative Code 6C-5.105, 6C-5.720
Florida Statutes, Section 240.209 (3) (e)

POLICY
The University shall administer uniform faculty classifications with rank or rank equivalent as established by the Florida Board of Regents.

PROCEDURE
The Office of Academic Budget and Personnel shall maintain the current list of academic titles.

ADJUNCT FACULTY

Effective: February 16, 2000

PURPOSE
To state the policy and procedures pertaining to adjunct faculty.

AUTHORITY/SOURCE
Provost and Executive Vice President for Academic Affairs

POLICY
Adjunct status applies to temporary appointments extended to persons of satisfactory professional qualifications who perform temporary teaching functions in connection with established programs. Time spent in such an appointment shall not be counted as tenure-earning service.

PROCEDURE
1. Adjunct professors are employed when there is an insufficient number of regular faculty to teach scheduled courses or when the expertise required to deliver a specific course is not available among the regular faculty. Adjunct faculty services will be determined on the basis of enrollment, staffing needs and/or specialized expertise.

2. Adjuncts are normally appointed for one academic term at a time, and are normally compensated on a per course basis from Other Personnel Services (OPS) funds. The amount of compensation should be directly related to academic credentials, teaching experience, and market demand. A limited number of adjuncts may be offered multiple-term contracts, based on demonstrated excellence in past teaching performance and approval of the adjunct faculty’s chair and dean.

3. Persons with adjunct appointments may not be employed by a department for more than 50% of the time throughout an academic year or full-time for more than twenty-six (26) weeks of a fiscal year unless approved by the Office of Academic Budget and Personnel on an individual basis due to special circumstances.

4. Applications for Adjunct Faculty should include:

        a. A current curriculum vitae to the appropriate Department Chairperson.

        b. An official transcript indicating terminal degree.

        c. The names of three (3) professional references who may be contacted by the appropriate Department Chairperson. One of the references must have knowledge of applicant's teaching effectiveness.

5. The appropriate administrator or delegated committee shall select adjunct faculty based on the following:

a. A Master's degree is required to teach undergraduate courses.

b. A Doctoral degree is required to teach graduate courses.

c. Exceptions to a. and b. can be made in cases where an individual has demonstrated exceptional professional expertise and knowledge.

d. Interview by the Department Chairperson and/or appropriate faculty.

e. Professional References.

Upon recommendation by the Department, the applicant's name and suggested adjunct compensation shall be forwarded to the Dean or his/her designee for a final approval.

6. Adjunct faculty are compensated from "Other Personnel Services" (OPS) funds and are not eligible for group insurance benefits, paid holidays, state retirement, leave benefits, etc. The University does make contributions toward Social Security and Medicare. The adjunct contract must stipulate:

"Appointment status is "F" adjunct. This is a temporary appointment which is contingent upon sufficient enrollment and funding. It is agreed and understood that initial payment may not be received prior to the fourth or fifth week of classes. Employment will cease on the date indicated. No further notice of cessation of employment is required." In addition, the classes (course name and section) being taught. Verification of degree has been certified by the Dean/Chairperson.

7. The instructional responsibilities and rules for regular faculty also apply to adjunct faculty (e.g., office hours, grading, student evaluations, etc.).

8. Each adjunct will be evaluated annually within the department. This evaluation should be based on the course syllabus and student evaluations along with observing the adjunct faculty member in class.

9. Adjunct professors may attend Department/College faculty meetings and are encouraged to participate; however, they do not have voting privileges. The Department determines the role of adjuncts with respect to meetings, and Departmental affairs in general.

10. Adjuncts are subject to the same rules and regulations for parking as regular faculty, staff, and students.

ASSIGNMENT OF ACADEMIC CHAIRPERSONS AND DIRECTORS

Effective: February 16, 2000

PURPOSE
To establish the process by which faculty members are selected for assignment as chairpersons and directors of academic departments/schools.

AUTHORITY
Provost and Executive Vice President for Academic Affairs

POLICY
Chairpersons and directors of academic departments/schools who report to a Dean are approved by the President in accordance with unit governance and upon recommendation of the Dean and Provost. In arriving at a recommendation for the assignment of a chairperson/director, the Dean shall consult with the department/school faculty before final recommendation is made. Subject to satisfactory annual performance review and evaluation, assignments will normally follow a three-year cycle and may be extended.

According to BOG Rule 6C-5.935 (3), faculty holding administrative responsibilities serve at the will of the chief administrative officer and may, at any time, receive a change in classification or assignment. If the faculty member is reclassified and reassigned, the salary rate and appointment period shall be adjusted to reflect the new responsibilities.

PROCEDURE
Whenever there is to be a change in a chairperson/director position, the Dean shall initiate the selection process for a new chairperson/director in accordance with unit governance. After consulting with a majority of regular department/school faculty, the Dean shall have the option of assigning current faculty member as chairperson or appointing a search and screen committee in accordance with the University Search and Screen Procedures. The Dean may assign an interim chairperson/director during the search and screen process. That person must be selected after consultation with a majority of regular departmental faculty.

The Search and Screen Committee recommends acceptable candidates to the Dean. The Dean recommends a candidate for chairperson/director to the Provost for approval. The Provost recommends to the President for final approval.

Subject to satisfactory annual performance, a department chairperson/director’s assignment will normally follow a three (3) year cycle which may be extended. Annual evaluations of the chairperson/director’s performance must be considered by the Dean when determining whether reassignment is appropriate. Organizational changes in a unit and/or the appointment of a new dean may necessitate the assignment of new chairpersons in accordance with unit governance.

Department/schools may have procedures regarding chairperson/director selection more specific than those described above provided they are in compliance with the above policy. These procedures must be in agreement with College and University policy and must receive Dean’s and Provost’s approval. Copies of these procedures should be on file in the department/school, Dean’s office, and the Office of Academic Budget and Personnel. They should also be published in the College/School policies and procedures manual.

COURTESY APPOINTMENT

Effective: February 16, 2000

PURPOSE
To state the conditions under which courtesy appointments are made.

AUTHORITY/SOURCE
Provost and Executive Vice President for Academic Affairs

POLICY
A courtesy appointment may be extended by an academic unit to persons who meet the unit's professional qualifications but whose primary assignment is outside the unit. Courtesy appointments do not include compensation, but may include special privileges and are made in accordance with normal general faculty qualifications.

PROCEDURE
1. The candidate for this appointment should be academically evaluated by the Department in the same manner as a candidate for a regular appointment. On this basis the Department should propose a specific academic title (Instructor, Assistant Professor, etc.) with an appropriate modifier such as Courtesy, Community, Honorary, etc. The title for these appointments should be approved by the Dean and the Provost and Executive Vice President for Academic Affairs.

2. The Department should forward the request to make such an appointment to the Dean for approval. The request should be accompanied by a curriculum vitae of the candidate and should indicate what specific services the appointee will render the Department and the length of the appointment.

3. Upon approval, the Dean may extend a letter of appointment. The letter must include the following statements:

        a. The appointment is a courtesy appointment.

        b. It is non-tenure-earning and carries no financial obligation on the part of the University.

        c. The type of service rendered to the Department.

        d. The time period for said services.

A copy of the letter should be sent to the Chairperson and Provost and Executive Vice President for Academic Affairs.

4. The term of a courtesy appointment shall not normally exceed one year. The appointment may be renewed by the Chairperson with the concurrence of the Dean.

5. If an individual holding a courtesy appointment teaches a course gratis, the Department Chairperson must send a memorandum to the Office of Academic Budget and Personnel indicating the individual's name and the course that (s)he is teaching.

6. Examples of special privileges may include:

        a. University identification card;

        b. Library use;

        c. Listing in University catalog;

        d. Submission of sponsored research proposals as PI;

        e. Others as agreed upon by the Department and the Dean.

DUAL CAREER COUPLES

Effective: February 16, 2000

PURPOSE
To stipulate the approach used in handling cases of dual career couples.

AUTHORITY/SOURCE
Provost and Executive Vice President of Academic Affairs
University Policy on Nepotism

POLICY
It is the philosophy of Florida International University to assist in the hiring of a "trailing partner" (the partner of an individual who is a candidate for a faculty position and is looking for employment) provided University nepotism policies are not violated.

PROCEDURE
1. The Dean of a hiring unit should be notified and inform the Provost if a Department Chair or the Chair of the Search and Screen Committee becomes aware of a "trailing partner" seeking professional employment. The candidate, as well as those responsible for recruitment, should fully disclose information about a trailing partner early in the process. Then, the Dean or Department Chair of the academic unit in which the "trailing partner" qualifies for a position is contacted by the hiring Dean and/or the Provost.

2. Credentials of the "trailing partner" are reviewed. Employment opportunities are discussed through interviews with the respective Department, Dean, and the Provost. A determination will be made whether to offer a visiting position or to pursue approval of a Waiver of Advertisement with the Office of Equal Opportunity Programs

3. Should a decision be made to request a Waiver of Advertisement the administrators will work with the Office of Equal Opportunity Programs to prepare the request. Upon approval of the request by the University Office of Equal Opportunity Programs and the Board of Regents' Office for Equal Opportunity Programs, the administrator may move forward with an offer of employment.

4. The final decision to offer a position to a "trailing partner" is up to the administrator who would normally make the hiring decision.

Effective: February 16, 2000

PURPOSE
To bestow the title of Emeritus on retiring faculty and librarians who gave exceptional service to their Department, College, or University.

AUTHORITY
Provost and Executive Vice President for Academic Affairs

POLICY
The title of "Emeritus" may be bestowed by the President upon a retired faculty or librarian as evidenced by a record of outstanding University teaching, research or service after a minimum of five (5) years of employment at FIU.

PROCEDURE
1. Any individual who becomes eligible for the title may be nominated for it. Nominations shall be initiated at the Department level with a majority vote of the faculty.

2. The Dean shall review the Department's recommendation and forward it along with his/her recommendation to the Provost and Executive Vice President for Academic Affairs.

3. The Provost and Executive Vice President for Academic Affairs shall forward his recommendation to the President for final approval.

4. The Emeritus title shall include continued campus courtesies within budgetary constraints under the same conditions as required of active faculty. The recipient shall receive a University identification card, and be eligible for faculty parking, use of library and recreation facilities, admission to athletic and cultural events, receipt of publications sent to regular faculty and alumni, participation in contract and grant endeavors, and participation in academic events. Office space, secretarial support and other services may be provided at the discretion of the academic unit and Department.

5. Academic administrators shall become Emeritus in their academic rank and/or their administrative classification.

EMINENT SCHOLARS

Effective: February 16, 2000

PURPOSE
To specify the selection criteria for eminent scholars.

AUTHORITY/SOURCE
Provost and Executive Vice President for Academic Affairs

POLICY
Eminent Scholars are selected based on their national prominence in their scholarly field.

PROCEDURE
1. Upon approval of funding for an Eminent Scholar, a Search and Screen Committee is appointed by the Provost and Executive Vice President for Academic Affairs.

2. The Search and Screen Committee should proceed as outlined in Policy 5.22 Faculty Selection, Procedures 2-11.

3. Candidates for Eminent Scholars may or may not be currently employed at Florida International University.

4. If a candidate is not selected the process may be repeated.

EMPLOYMENT AT OTHER INSTITUTIONS OF HIGHER EDUCATION

Effective: February 16, 2000

PURPOSE
To emphasize that employment of full-time faculty and administrators at other institutions of higher education may be considered a conflict of interest and delineate exceptions under which such employment may be authorized.

AUTHORITY/SOURCE
Provost and Executive Vice President for Academic Affairs
BOT/UFF Collective Bargaining Agreement policy on Conflict of Interest

POLICY
Employment at other institutions of higher education is generally defined as a conflict of interest. Therefore, barring special circumstances as outlined below, full-time faculty members and administrators should not commit themselves to compensated employment at other Colleges or universities. Examples of possible special circumstances include:

        a. emergency need at another institution caused by accident or illness;

        b. summer teaching, if not appointed at FIU;

        c. a vocational instruction;

        d. unpaid leave of absence;

        e. acceptance into a faculty/administrator development program;

        f. approved faculty/administrator exchange with another institution;

        g. programs approved as part of an inter-institutional agreement;

        h. sabbatical leave when such employment is part of the approved sabbatical proposal;

        i. instruction of a course which is not offered at FIU and in a program that does not exist at FIU.

PROCEDURE
1. Prior to accepting an offer to teach at another institution, faculty and administrators must, request it in writing, stating the purpose, services provided or number of courses to be taught, title, location, and length of time. This information should be accompanied by an Outside Employment Report and submitted to the Dean of the Unit.

2. The Dean of the appropriate academic unit will review the request and will submit the recommendation to the Provost and Executive Vice President for Academic Affairs for final approval or rejection.

EVALUATION OF ACADEMIC ADMINISTRATORS

Effective: February 16, 2000

PURPOSE
To provide for the annual evaluation of those responsible for institutional and programmatic leadership in the academic affairs of the University: i.e., Deans, Chairpersons, and Directors.

AUTHORITY/SOURCE
Provost and Executive Vice President for Academic Affairs

POLICY
Every Dean, Chairperson, and Director in the Division of Academic Affairs must be evaluated annually for effectiveness in fulfilling assigned responsibilities. The basic purpose of the evaluation is to aid in improving employee performance. The evaluation shall be considered in matters related to salary increases, retention, personnel decisions and any other responsibilities of the position.

PROCEDURE
1. By the conclusion of each contract year, the employee must be evaluated by the individual or individuals to whom the employee reports. Evaluations may include consideration from the following sources:

a. Leadership Skills: Demonstrates vision for the future direction of the unit. Initiates and directs successful courses of action. Facilitates cooperation and builds an integrated team.

b. Communication Skills: Communicates clearly ideas and information to faculty, staff, and other University administrators.

c. Interpersonal Relations: Demonstrates listening and empathic skills. Interacts effectively with supervisor, colleagues, and subordinates.

d. Problem Solving: Solves problems in an effective and professional manner, and demonstrates skill in conflict prevention and resolution.

e. Fairness: Demonstrates equitable judgment and action. Responsive to cultural and ethnic diversity.

f. Decision Making: Seeks input and takes responsibility for decisions.

g. Resource Acquisition: Works to secure resources for the growth and development of the unit through state funds, grants, and external contributions and development support.

h. Resource Management: Allocates resources among those supervised in a fiscally responsible manner and effectively represents the interests of the unit in procurement of resources.

i. Evaluations: Effectively evaluates employee assignments annually and makes appropriate recommendations on personnel actions.

j. Program Planning and Evaluation: Effectively plans for achieving goals and objectives of the unit and utilizes the outcome assessments for improvements.

k. Assignments: Makes assignments appropriately to individuals and/or units.

l. Timeliness: Completes assignments on time and communicates deadlines to others with sufficient time for completion.

m Recruitment and Development: Makes quality faculty and staff recruitment recommendations; promotes faculty and staff development efforts.

n. Service: Participates in service activities related to the fulfillment of the University's mission.

3. The immediate supervisor of the employee is responsible for gathering the evaluation information, for arranging and conducting an evaluation session with the employee, for summarizing in writing the evaluation outcomes of that session and for communicating the results to the employee.

4. The supervisor should maintain an evaluation file for the administrator.

Access to evaluations will be governed by Florida Statutes regarding public documents.

FACULTY JOINT APPOINTMENT

Effective:  March 15, 2000

PURPOSE
To outline the elements of a letter of offer, employment contract and the procedure for completing the process for a joint faculty appointment split between two academic units.

AUTHORITY/SOURCE
Provost and Executive Vice President for Academic Affairs
FIU Academic Affairs Policy and Procedures

POLICY
The University President or designated representative offers employment to a candidate with an appointment shared by two academic units.

PROCEDURE
1. A joint faculty appointment is defined as employment that is offered by two academic colleges, two academic units, or an academic unit and a center or institute.  A joint appointment is to be differentiated from an assignment that is made in two units.  An assignment in two units does not require two contracts and is governed by the terms and conditions outlined in the BOT-UFF Collective Bargaining Agreement and policies.   In making a joint-appointment offer, a primary and secondary unit will be clearly designated. If the position is tenure-earning, the unit in which tenure would be granted will be designated as the primary unit.

2. An offer letter of employment which includes state and federal policies of employment is sent to the candidate after the appropriate selection process, which has included both primary and secondary units, has been completed as outlined in Academic Affairs Personnel Policy on faculty selection, and academic credentials verified including English language proficiency. A letter of offer is extended only after receiving approval from the Provost and Executive Vice President for Academic Affairs. The letter will be extended from the Dean or appropriate Unit Director of the primary unit, and will be signed jointly by the Dean or appropriate Unit Director of the secondary unit. If tenure credit is proposed, the candidate must be interviewed by the Provost or his/her designee. The appointment is conditional upon the return of a duly signed copy of the letter by a specified date.

3. Upon receipt of the signed letter of appointment, two employment contracts will be issued and processed, each specific to and regarding the commitment agreed upon by the primary and secondary units.

4. Each contract shall have appended an identical copy of a "Memorandum of Understanding and Agreement to Fund a Joint Appointment" that will further define employee and administrator responsibilities within and between the two units. A Memorandum of Understanding will be written for each employee with regard to that employee's unique joint faculty appointment and shall include, but not be limited to, the following elements:

5. Each of the two contracts are signed by the Provost and Executive Vice President for Academic Affairs; the Academic Dean or Director, and Chairperson or Unit Director, for the applicable (primary or secondary) unit; and the employee. The contract is executed by the President.

6. Failure on the part of the employee to sign and return the employment contracts and appended Memorandum of Understanding within ten business days shall be deemed a refusal of employment or voluntary resignation.

FACULTY POSITION RECRUITMENT

VERIFICATION OF CREDENTIALS FOR FACULTY

Effective: February 16, 2000

PURPOSE
To ensure that faculty credentials are verified and maintained.

AUTHORITY/SOURCE
Provost and Executive Vice President for Academic Affairs
Southern Association of Colleges and Schools Criteria 4.8

POLICY
The institution will maintain on file for all full-time and part-time faculty members documentation of academic preparation, such as vitae, official transcripts, and, if appropriate for demonstrating competency, official documentation of professional and work experience, technical and performance competency, records of publications, certifications, and other qualifications pertinent to the appointment.

PROCEDURE
1. The Dean of each Academic Unit is responsible for verification of faculty credentials and will maintain files for all pertinent documentation indicating academic preparation and competency, copies of official transcripts that verify the terminal degree, evaluation file and current curriculum vitae.

2. The Office of Academic Budget and Personnel shall maintain copies of the original curriculum vitae for all regular, continuing faculty. A current curriculum vitae and an official transcript demonstrating terminal degree for each faculty and adjunct will be kept in the faculty evaluation file.