Contents:

ACADEMIC TITLES
ADJUNCT FACULTY
ASSIGNMENT OF ACADEMIC CHAIRPERSONS AND DIRECTORS
BOT-UFF COLLECTIVE BARGAINING AGREEMENT-- 2008-2011
BOT-UFF POLICIES
COURTESY APPOINTMENTS
DUAL CAREER COUPLES
EMERITUS FACULTY
EMINENT SCHOLARS
EMPLOYMENT AT OTHER INSTITUTIONS OF HIGHER EDUCATION
EVALUATION OF ACADEMIC ADMINISTRATORS
FACULTY JOINT APPOINTMENT
FACULTY POSITION RECRUITMENT
FACULTY SELECTION
FACULTY TRAVEL
STUDENT ASSESSMENT OF TEACHING EFFECTIVENESS
TEACHING QUALIFICATIONS AND DOCUMENTATION
VERIFICATION OF CREDENTIALS FOR FACULTY

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:

  • the written or oral assessments by the immediate supervisor, professional colleagues (e.g. fellow Deans, Directors, or Chairpersons), and other supervisors;
  • by an evaluation survey completed by the faculty and staff under the immediate supervision of the individual; and
  • by other means, as appropriate.
2. Evaluation includes the assessment of the employee's assigned duties in achieving the goals and objectives of the unit and University. Criteria for evaluation may include, but are not limited to, the following characteristics:
 

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:

  • The identity and designation of the primary and secondary units, including a job description (% of effort for research/teaching/service) for each unit;
  • Conditions for renewal and/or termination of participation by the secondary (non-tenure granting) unit;
  • The role of each unit in providing summer supplemental appointments;
  • The procedure for recommending and funding salary increases by each unit;
  • Annual evaluations for merit raises and reappointment within each unit. These must be in accordance with BOT-UFF Collective Bargaining Agreement policy on Employee Performance Evaluations;
  • Participation by the secondary unit with regard to the tenure and promotion procedure to be conducted within the primary unit. Normally this will consist of copies of Annual Evaluations prepared by the Chairperson or Director of the secondary unit;
  • Status of the employee with regard to departmental, unit, and college-wide service and voting in elections;
  • Research support and allocation of funding, including location of the research laboratory; location of office space; extent and location of office (administrative) support; start-up funding; distribution of overhead between the two units on research grants obtained by the employee; distributions of OCO; fate of all equipment purchased by the employee on research grants in the event that the joint faculty appointment is terminated and the employee moves to a position within one of the two units; and other such details that are specific to the joint faculty appointment.
  • A statement that the Memorandum of Understanding is subject to the terms and conditions of  the BOT-UFF Collective Bargaining Agreement and policies. Each copy of the Memorandum of Understanding is signed by the Academic Dean or Director, and Chairperson or Unit Director for the primary unit; the Academic Dean or Director, and Chairperson or Unit Director for the secondary unit; and the employee upon acceptance of the joint position. The Memorandum of Understanding may be modified only with the consultation of all parties (employee, unit administrators, and university administrators).

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

Effective: February 16, 2000

PURPOSE
To define the procedure for authorizing recruitment for a faculty position.

AUTHORITY/SOURCE
Provost and Executive Vice President for Academic Affairs
Florida International University Search and Screen Policies and Procedure Manual

POLICY
Faculty positions assigned to Colleges or Schools are authorized for recruitment by the Provost and Executive Vice President for Academic Affairs.

PROCEDURE
1. Recruitment of faculty positions is initiated by the completion of the Position Vacancy Announcement (PVA) and the Proposal for Academic Recruitment (PAR) which require approval by the Provost and Executive Vice President for Academic Affairs.

a. Proposal for Academic Recruitment (PAR) - Completed for all faculty positions, a PAR describes the position, how the position is to be advertised outside of the State University System, whether the position is designated as under-represented by minority group members or women and what special efforts will be made to attract minority and female applicants.

b. Position Vacancy Announcement (PVA) - Completed for all faculty positions, a PVA provides minimal job information for posting throughout the State University System (should provide full information on required and preferred advertised qualifications, using the same description used in paid advertisements within a limit of approximately a sixty-word maximum), provides closing date for postmark of applications, using the dates provided by the Board of Regents Office for Equal Opportunity Programs. PVA's should contain the position number being recruited or explanation of how the position will be funded.

2. Upon approval of the PAR and PVA by the Provost, the forms are submitted to the Office of Equal Opportunity Programs for processing.

3. All advertisements for a particular position must identify the same quantitative and qualitative objective criteria for the position. The advertising media should be selected as appropriate to the discipline or administrative function of the position. Advertisements must include the designation, "A member of the State University System of Florida... An Equal Opportunity/Equal Access/Affirmative Action Employer," and the telephone number for Telephone Device for the Deaf (TDD). All advertisements should be placed through the University Purchasing Office.

FACULTY SELECTION

Effective: February 16, 2000

PURPOSE
To outline the policy for selecting faculty.

AUTHORITY/SOURCE
Provost and Executive Vice President for Academic Affairs
Florida International University Search and Screen Policies and Procedures Manual

POLICY
A Search and Screen Committee will be designated to recruit and recommend all permanent full-time faculty (regardless of rank or tenure-earning status).

PROCEDURE
1. Once the Proposal for Academic Recruitment (PAR) and Position Vacancy Announcement (PVA) have been approved by the Provost, the Dean may authorize the Department to begin the faculty selection process.

2. Upon recommendation of the Department/Unit and approval of the appropriate Dean and Office of Equal Opportunity Programs, a Search and Screen Committee is appointed.

3. The Search and Screen Committee is responsible for developing clear and complete procedures for each of the following:

  • initial screening of faculty candidates;
  • the selection of faculty candidates to be interviewed by Department/Unit, College/School, and/or appropriate University officials;
  • interview schedule;
  • selection of the candidate(s) recommended for faculty appointment.

4. The applicant pool must be certified by the Office of Equal Opportunity Programs prior to the scheduling of interviews to certify that the applicant pool contains representative numbers of minorities and women.

5. During the initial screening of individual candidates and prior to the University interview, those responsible (either Chair of Search Committee, Department Chair or Dean) should obtain the candidates' employment and personal references and verify academic credentials.

6. In making preliminary contacts with candidates, it should be communicated that the contact at that point is being made for interview purposes and does not imply an offer of employment.

FACULTY TRAVEL

Effective: February 16, 2000

PURPOSE
To define the policy and procedures for faculty travel.

AUTHORITY/SOURCE
Provost and Executive Vice President for Academic Affairs

POLICY
Each College/School will determine the availability of travel funds based on the unit’s available resources and established travel policy. Faculty traveling on university business shall adhere to all rules governing travel of state employees.

PROCEDURE
1. The signature of the supervisor or appropriate budget officer will be the authorizing signature on a travel authorization request (TAR). All approval signatures must be on the TAR prior to the faculty’s travel.

2. Generally, all university travel must be booked through the university's travel agency to ensure state rates. Exceptions should include written justification attached to the TAR.

3. Faculty must provide all accurate, original receipts as documentation for all business travel.

4. Faculty traveling on business (complimentary or reimbursed) should complete a TAR for insurance purposes.

5. Faculty may combine personal and professional travel by personally paying for the cost differential.

6. The State will only reimburse economy class airline travel. When extenuating circumstances exist, the traveler may be reimbursed for a higher class; however, this must be explained and documented on the TAR or travel  voucher and approved by the traveler's supervisor.

Traveler's preparing to secure first class accommodations must advance the difference between economy and first class rate to the Travel Section of the Controller's Office prior to receiving their tickets. A statement must be attached to the travel voucher indicating that the difference in rates was paid to the University.

STUDENT ASSESSMENT OF TEACHING EFFECTIVENESS

Effective: February 16, 2000

PURPOSE
To specify the criteria and methods used in teaching evaluation.

AUTHORITY/SOURCE
Provost and Executive Vice President for Academic Affairs
Chancellor's Memorandum CM-95-06, CM-95-06.1

POLICY
Courses taught each semester will be assessed by a form containing the State University System Student Assessment of Instruction (SUSSAI) criteria and statements developed by Florida International University.

PROCEDURE
1. Courses required to be assessed are:

    a. all those taught by faculty, adjuncts, and graduate assistants;

    b. all undergraduate/graduate classroom (type "C") and laboratory (type "L"); and

    c. all sections taught by the same instructor.

2. Courses that may be excluded from the assessment are:

    a. individual instruction;

    b. independent study;

    c. thesis/dissertation;

    d. internships; and

    e. practicums.

3. Administration of the assessment is the responsibility of the Chairperson/Director of the Department/Program. Faculty are not to administer their own evaluations. The instructor should not be present in the class while the instrument is being administered.

4. For courses with multiple instructors, each instructor is to be evaluated separately.

5. The assessment should be made during the final three weeks of scheduled instruction, at the beginning of a class when no examination is scheduled.

6. The Department shall verify the accuracy of the course reference numbers before the forms are forwarded to the Dean's office.

7. Each Dean's office should send the forms to the Office of Planning and Institutional Research, for processing and compilation of results.

8. The Office of Planning and Institutional Research sends the results to the Dean's office for distribution to the appropriate Department/Program.

9. The summary results on the SUSSAI items only will be available to the public upon request. Results are identified by course, section, and instructor.

TEACHING QUALIFICATIONS AND DOCUMENTATION

Effective: March 23, 2009

PURPOSE
To ensure that all instructional personnel possess the academic preparation, training, and experience to teach in an academic setting and meet or exceed the minimum requirements of accrediting bodies and state agencies. This policy applies to all full-time and part-time faculty and teaching assistants whether they are teaching on one of our campuses, on the web, or off campus.

AUTHORITY/SOURCE
Provost and Executive Vice President for Academic Affairs
Southern Association of Colleges and Schools Comprehensive Standard 3.7.1

POLICY
All instructional personnel must be proficient in English, academically qualified, and must meet the accreditation requirements for the Southern Association of Colleges and Schools, other appropriate accrediting agencies, and relevant state regulations.

PROCEDURE
Only course work and degrees granted by an accredited college or university, or an acceptable evaluation of foreign course work and degrees will be accepted for credentialing faculty members.

Graduate Courses:     All persons who teach graduate credit courses (courses at the 5000 level or above) must hold the terminal degree, usually the earned doctorate, in the teaching discipline or a related discipline. Exceptions to these minimum qualifications, in cases where experience and/or scholarly or creative activity warrant substitution, can be made only with the written approval of the program chairperson, the appropriate dean, and the Office of the Provost. Exceptions for full-time faculty members will need to be evaluated after seven years, while those for part-time faculty members will need to be evaluated after four years.

Undergraduate Courses:     Every person teaching undergraduate credit courses must have completed at least 18 graduate semester hours in the teaching discipline and hold at least a master's degree. In exceptional cases, outstanding professional experience and demonstrated contributions to the teaching discipline may be presented in lieu of formal academic preparation. Exceptions to this rule must be made only with the written approval of the chairperson of the degree-granting program, the appropriate dean, and the Office of The Provost. Exceptions for full-time faculty members will need to be evaluated after seven years, while those for part-time faculty members will need to be evaluated after four years.

Graduate Teaching Assistants (admitted graduate students who have completed a minimum of eighteen graduate semester hours in the teaching field) may be listed as the Primary Instructors for courses provided a qualified full-time faculty member is listed as the Secondary Instructor. In such cases it is presumed that the work of the Graduate Assistant is being directly and actively advised and guided by the designated Secondary Instructor. The designation of the Graduate Assistant as “primary” here recognizes the fact that this individual plays the predominant role in the delivery of instruction and assessment of the students, while working under the advice and direct guidance of the designated Secondary Instructor.

Graduate students with a masters degree in the teaching field (or those who have advanced well beyond this status in the teaching field) may be assigned as primary instructors where their department or program judges they are sufficiently prepared to be instructors of record.

EXCEPTIONS FOR CONSORTIA AGREEMENTS
Because FIU is committed to fostering academic excellence by providing and enhancing educational opportunities for its students through the establishment of strong collaborative relationships within the United States and around the globe, we have established specific consortia relationships and contractual agreements with other institutions that allow students to receive credit when they enroll in courses provided or supported by those institutions. Such consortia relationships are formally established contractual agreements which formalize the relationship between FIU and the other institutions. In negotiating such agreements exceptions to this policy may be made as appropriate—for example, in the case of foreign institutions instruction in English may not occur (and proficiency in English would not be expected). In all cases, however, such negotiated agreements will require that the academic qualifications of those engaged in instruction are consistent with the expectations of this policy. Annual reports and regular reviews of such Consortia agreements are required, and we maintain conformity with all the provisions of SACS requirements in such cases (our processes and procedures in regard to these agreements are specified in our 2010 SACS Reaccreditation report, section 3.4.7).

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.

 

Last update October 15, 2009 2:48 PM

For information or comments please contact:

Tonja Moore
Associate Vice President, Academic Affairs
305-348-2168

Academic Affairs | 11200 S.W. 8th St. | Miami, FL 33199 PC 529 | Ph (305) 348-2168| Fx (305) 348-2566
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