TableofContents

TEXASA&MINTERNATIONALUNIVERSITYFACULTY HANDBOOK 2

PREFACE 2FacultyHandbookRevisionProcess 2

ABOUTTAMIU 3Accreditation 3MissionStatement 3History 3

GovernanceandAdministration 666667777

TheTAMUSBoardofRegentsPresidentProvostandVice-PresidentforAcademicAffairsVice-PresidentforFinanceandAdministrationVice-PresidentforInstitutionalAdvancementVice-PresidentforStudentSuccessAcademicDeansDepartmentChairsOtherAcademicAffairsAdministrators 7

GeneralUniversityGovernance 8UniversityExecutiveCouncil 8CouncilofDeans 8StudentGovernmentAssociation 8StaffSenate 8FacultyAssembly 8FacultySenate 8FacultySenateCommittees 9UniversityCommittees 11CommitteeAssignmentProcedure 14

GraduateCouncil 16Responsibilities 16Composition 16Membership 16ElectionsandAppointments 17

LibraryandInstructionalSupport 17

LibraryPolicies 17APPOINTMENTANDADVANCEMENTOFFACULTY 19TermsofAppointment 19ContractForm 19Search,Appointment,andOrientationofNewFaculty 19

SearchProcedures 19EqualOpportunity/AffirmativeAction 20ApplicationforEmployment 20AppointmentProcedures 20Orientation 20

Pre-employment 20Employee'sAffidavit 20FacultyHandbook 21PersonnelRecords 21OfficialFile 21GrievanceFile 21

MajorFacultyResponsibilities 21Teaching 22Service 22Scholarship 23

DefinitionofFacultyStatus 24Instructor 24AssistantProfessor 25AssociateProfessor 26FullProfessor 27AssistantLibrarian 28AssociateLibrarian 28FullLibrarian 29OtherswithFacultyStatus 30

ETHICSANDEXTERNALRELATIONS 33PrinciplesofEthicalConduct 33

ConflictsofInterestandOutsideEmployment 33UseofPropertyandEquipment 34ProfessionalStandards 34ProfessionalEthics 35

Anti-Discrimination/TitleIX 35ImproperConsensualRelationships 35

PoliticalActivity 36ExternalRelations 36

CommunicationsChannels 36PublicityforFacultyActivities 36GrantsPolicy 36UseofInstitutionalLetterhead,Trademarks,TradeNames 36FundRaising 37

EVALUATIONANDPROMOTIONOFFACULTY 38AnnualReview 38

CollegeEvaluationProcedure 38CollegeEvaluationCriteria 39EvaluationofTeaching 39MidpointReviewofFaculty 40

Post-TenureReview 40Introduction 41Post-TenureReview 41EvaluationCriteria 41GeneralEvaluationProcess 42EvaluationProcessforFacultywith“SeriousDeficiencies” 42ProfessionalDevelopmentPlan 43Appeals 46VoluntaryPost-TenureReview 46

TenureandPromotion 47PromotionofFaculty 47Tenure 47PromotionandTenureDeadlines 49Promotion,Tenure,andRetentionCommittees 49ReplacementofFacultyonPromotion,Tenure,andRetentionCommittees 50ChairsofPromotion,Tenure,andRetentionCommittees 50Confidentiality 50DocumentationandPresentationsinSupportofApplications 51FinalPromotionandTenureDecisions 52ProcedureforAppealofPromotionandTenureDecisions 52

FACULTYWORKLOAD 54

Teaching 54ReleaseTimeforResearch 54

BaselineExpectationsforFacultyAwardedReleaseTimeforResearch 55AdditionalReleaseTimeforIntensiveResearch 55ReleaseTimeforNon-ResearchActivities 55GeneralConsiderations 56SummerTeaching 57

GRADUATEFACULTY 58CategoriesandRequirementsforMembership 58ProceduresforNominationtotheGraduateFaculty 60

GRIEVANCES 61UniversityOmbudsOfficer 61FacultyComplaint,Grievance,andAppealProcedures 61

Faculty-Student 62Faculty-Faculty 66Faculty-Administrator 67

HUMANRESOURCESINFORMATION 68PersonalLeaves 68

SickLeave 68MilitaryLeave 68CivicDuty 69EmergencyLeaveofAbsence 69ParentalLeaveofAbsence 69FamilyandMedicalLeave 69Vacation 70

OtherHumanResourcesInformation 70NEWFACULTYINFORMATION 71AlcoholandDrugAbuse 71BulletinBoards 71CommunicableDiseases 71EmergencyClosing 71Keys 71LeaveofAbsence 71MailandEmail 72PurchaseOrders/Requisitions 72

Telephones 72UniversityAwards 72

Procedure 73NON-REAPPOINTMENT,DISMISSAL,ANDSEPARATIONOFFACULTY 75

PhasingOutofProgramsorFinancialExigencies 75NoticeofReductioninForce 75Hearings 75Individual’sValuetoProgram 76

Non-reappointment 76Separation 78

Resignation 78Retirement 78FailuretoMeetStandards 78DischargeforCause–CriteriaandProcedure 78

RESEARCHINFORMATIONANDGUIDELINES 82CopyrightandIntellectualProperty 82HazardousWaste 82HumanSubjects 82Inventions,Patents,andCreations 82ScientificMisconductandAnimalResearch 82StudyLeaveandFacultyDevelopmentLeave 82

StudyLeave 83STUDENTSUCCESS 87StudentHandbook 87Sponsorship/Organizations 87StudentViolationsofAcademicIntegrity(Cheating,Plagiarism) 87StudentLeaveofAbsenceandPregnant/ParentingStudents 87

TEACHINGRESPONSIBILITIESANDRELATEDINFORMATION 89AcademicFreedom 89FacultyResponsibilities 89

TeachingFaculty 89LibraryFaculty 90AcademicServicesandSupport(Media,Computer,etc.) 91ProgramEvaluation 91

StudentAdvising 91StudentRecords(FERPA) 91PostingGrades 92OfficeHours 92

APPENDIXA:ChangestoFacultyHandbookSince2010 93APPENDIXB:FacultyConstitutionTexasA&MInternationalUniversity 101APPENDIXC:FacultySenateMembers 112APPENDIXD:AnIdealModelforFacultyWorkloadEquivalencyUnits 129APPENDIXE:TAMIUHonorCode 135APPENDIXF:CollegeDocumentsforFixed-TermFaculty 148CollegeofNursingandHealthSciences 148Sue&RadcliffeKillamLibrary 153CollegeofEducation 158UniversityCollege 166

TEXASA&MINTERNATIONALUNIVERSITYFACULTYHANDBOOK

PREFACE

TheTexasA&MInternationalUniversityFacultyHandbook(hereafterFacultyHandbook)isthedocumentwhereinallpartiesmayfindthepolicies,procedures,rulesandregulationsthatgovern the role of the faculty within the University community, and the relationships of thefacultywithothermembersoftheUniversitycommunityanditsstakeholders.

TheFaculty Handbook serves as a basis for faculty employment contracts, and as suchprovideseachfacultymemberwiththebasicrulesofemploymentforTexasA&MInternationalUniversityfaculty.

A copy of the Faculty Handbook will be provided to each faculty member. Copies areavailableon theUniversity’swebsite, in theLibrary, aswell as in theofficesof theProvost /Vice-President of Academic Affairs, of the Deans of each college, and of each departmentchair’soffice.TheSecretaryoftheFacultySenate,underthesupervisionofthePresidentoftheFacultySenate,willberesponsibleforthemaintenanceoftheFacultyHandbookanddistributionofrevisions.

ArchivalcopiesoftheFacultyHandbook,reflectingpreviousversionsandchanges,arekeptinKillamLibrary.AppendixA to this document lists the substantive changesmade from theprevious(2010-2018)editions.

FacultyHandbookRevisionProcess

Anymember of theUniversity communitymay propose to the Faculty Senate additions,deletions, or revisions to theFaculty Handbook. The Faculty Senate will review theFacultyHandbook and by a majority vote of the Senate recommend to the faculty changes to thedocument.

Eachseparateaddition,deletion,orrevisiontotheFacultyHandbookmustbeapprovedbyavote of the facultywithin60 calendar daysof havingbeen endorsedby theFacultySenate.Withtheexceptionofissuesrelateddirectlytochangesinfacultyself-governance(specifically,ArticlesII,III,andIVoftheFacultyConstitution;seeAppendixB),allchangestotheFacultyHandbookthathavebeenapprovedbyavoteofthefacultyalsorequiretheendorsementofthePresidentoftheUniversitybeforetheycanbeimplemented.

The Secretary of the Faculty Senate will maintain an official copy of the most recent,

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approved revisionof theFacultyHandbook andwillmake it available in print and electronicformtotheUniversitycommunity.

ABOUTTAMIU

Accreditation

TexasA&MInternationalUniversity isaccreditedby theCommissiononCollegesof theSouthern Association of Colleges and Schools to award bachelor's, master's, and doctoraldegrees. The teacher education programs are accredited by theTexasEducationAgency. TheUniversityisaffiliatedwiththeAmericanAssociationofStateCollegesandUniversitiesandtheAmericanAssociationofCollegesforTeacherEducation.TheA.R.SanchezSchoolofBusinessisamemberof theAssociation toAdvanceCollegiateSchoolsofBusiness (AACSB)andhasbeenawardedaccreditation.TheCansecoSchoolofNursingisaccreditedbytheTexasBoardofNurseExaminersandtheNationalLeagueforNursingAccrediting.

MissionStatement

TexasA&MInternationalUniversity(TAMIU),amemberofTheTexasA&MUniversitySystem, prepares students for leadership roles in an increasingly complex, culturally diversestate, national, and global society. TAMIU provides a learning environment built on a solidacademicfoundationintheartsandsciences.TheUniversityoffersarangeofbaccalaureateandmaster’s programs and the Doctor of Philosophy degree in International BusinessAdministration. In addition, theUniversity pursues a progressive agenda for global study andunderstandingacrossalldisciplines.

Throughinstruction,facultyandstudentresearch,andpublicservice,TAMIUimprovesthequalityoflifeforcitizensoftheborderregion,thestateofTexas,andnationalandinternationalcommunities.

History

TexasA&MUniversityatLaredoopeneditsdoorsasthefirstupper-levelinstitutioninthestate of Texas in September 1970. Created primarily to serve regional needs, the schoolrepresented a new philosophy of higher education in Texas. Degrees offered included theBachelorofScienceinSecondaryEducation,theBachelorofScienceinElementaryEducation,and theBachelorofBusinessAdministration.By the followingyear, aprogramof studies for

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students interested inbilingualeducationhadbeenaddedto thecurriculum.Thisprogramwasdesigned specifically for incoming juniors majoring in elementary education. By September1971,thenumberofstudentsenrolledintheUniversityhadincreasedto459.

AsurveyconductedintheFallof1972indicatedasubstantialdemandforgraduatework.Inresponsetothisdemand,authorizationwasrequestedandreceivedfromthe63rdLegislaturetoinitiateagraduateprogramatTexasA&MUniversityatLaredo.

OtherchangescamewhentheUniversity’sBoardofDirectorsundertookastudytoconsiderchangingthenameof theUniversity.Thecommittee,consistingoffacultyandstudents,foundthat 69 percent of the University students favored a new name that would ’permit thedevelopmentofaseparateidentity,characterandreputationoftheinstitution.’InJanuary1977,theTexasA&MBoardofDirectorsvotedtorecommendtothelegislaturethatthenameoftheschoolbechangedtoLaredoStateUniversity.OnSeptember1,1977,TexasA&MUniversityatLaredoofficiallybecameLaredoStateUniversity.

Alsoduringthe1970s,theInstituteforInternationalTradecameintoexistenceasaresultoftalks between the University and the Laredo business community. With such assistance, theInstitutequicklybecamerecognizedasoneofthenation’sleadinginformationexchangesinthefield.

The Institute was structured to complement the newMaster of Business Administrationdegree in International Trade. The new degree, besides providing the traditional classroominstructionand library research,wasdesigned toprovide first-handknowledgeofmanyof theinternationaloperationsassociatedwithinternationaltradesuchaswarehousing,transportation,freightforwardingandcustomsclearance.Thepragmaticcurriculumincludedspecialcoursesincustomsbrokerage,internationaldistribution,foreignfreightforwarding,andinternationaltradesimulations.Furthermore,theprestigethatcamewiththenewMasterofBusinessAdministrationin InternationalTradeallowed theUniversity to lurestudents fromcountriesaround theworldsuch asMalaysia, Taiwan, Ethiopia, Iran,Nigeria, Liberia, Canada,Ghana,Venezuela, SierraLeone,andMexico.

Another dimension of the University, which received considerable attention, was theUniversity’s Reading Clinic. The clinic trained University students to diagnose and correctreadingproblemsofareaschoolchildren.Witha largepercentageof thestudents in theclinicfunctionally bilingual in both Spanish and English, the clinical studies allowed students tobecomeprofessionallyqualifiedforcareerswhichrequiredbilingualskills.

With increased curriculum and degree offerings, students were able to obtain Master’sdegreesineducation,businessadministration,andinternational tradefor thefirst time,andthenumberofstudentsatLSUreached637bySeptember1972;756bySeptember1974;and852byJanuary1975.

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Oneresultof theadditionofgraduatedegrees to theUniversitywas theexpansionof theholdingsoftheHaroldR.YearyLibrary,whichtheUniversitysharedwithLaredoCommunityCollege. By 1978, the University had accumulated one million dollars worth of books andperiodicals. Designated an official regional depository of materials by the United StatesSuperintendent ofDocuments, theLibrary also boasted 47,335 government documents. In thedecade that followed,HaroldR.YearyLibrarywouldcontinue to expand, andby1990 ithad164,664books,309,432microforms,5,477audiovisuals,andwasreceiving1,134periodicals.

AttheFebruary1976meetingoftheUniversitySystemofSouthTexasBoardofDirectors,funds were appropriated for a building site feasibility study on the Laredo State Universitycampus.Theactionwasspurredby theannouncement that theUniversityhadagain reachedarecordenrollmentandwasquicklyrunningoutofspace.

In1988talkswereinitiatedwiththeTexasA&MUniversitySystemthatwouldeventuallylead to a merger of the University System of South Texas with the Texas A&MUniversitySystem.Aftermorethansixtymeetingsoveraperiodofeighteenmonths,theUniversitySystemofSouthTexasBoardofDirectorsvotedtodissolvethesystemandclearthewayforamerger.Within two weeks the Texas A&M System Board of Regents also voted unanimously for amerger.TheTexasLegislaturehastilyapprovedamergerofthetwosystems,andonSeptember1,1989,LaredoStateUniversitybecameapartoftheTexasA&MUniversitySystem.

StateSenateBill 6, adopted by the 73rd Legislature, changed the nameof theUniversityfromLaredo StateUniversity to TexasA&M InternationalUniversity in Fall of 1993. It alsoauthorizedtheUniversitytoexpandfromupper-leveltofour-yearstatusbeginningintheFallof1995, and established an initiative to expand the scope of degrees offered to include doctoraldegrees.ItalsouniquelyauthorizedtheawardingofjointdegreeswithcollegesanduniversitiesinMexicoandCanada.

Afterseveralabortiveattemptstoestablishamechanismbywhichthefacultymighthaveanactivevoice in thegovernanceof the institution, theProvostandVice-President forAcademicAffairsreconstitutedtheTexasA&MInternationalUniversityFacultySenateintheFallof1994for the purpose of allowing faculty to share in the responsibilities of governance of theUniversity.Thisnewgroup institutionalized theconceptofaFacultySenatewith thecreation,approval and adoption of the Faculty Constitution (Appendix B). The University adopted acollegiate structureandnowconsistsof the followingColleges:ArtsandSciences,Education,NursingandHealthSciences,andtheA.R[.SanchezJr.SchoolofBusiness.

In the Fall of 1995, the TexasA&M InternationalUniversitymoved to its new home at5201UniversityBoulevard,locatedon300acresoflanddonatedbytheRadcliffeKillamfamily,andoccupiedthefirstphaseofthefirstuniversitycampusofthe21stCentury.This$42millionphase included theSue&RadcliffeKillamLibrary,BobBullockHallandasecondacademic

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building, and a physical plant facility. The $30million second phase of the campus includesbuildingsfortheSanchezSchoolofBusinessandtheCollegeofNursingandHealthSciences,akinesiology/convocationcenter,andanotherphysicalplantbuilding.PhaseIIbecameavailableintheFallof1996.

For the Spring 1996 semester there were 2,464 students enrolled in the University’sgraduateandundergraduateprograms.Thenumberoffull-timefacultyreached98.

GovernanceandAdministration

TheTAMUSBoardofRegents(hereaftertheBoard)

TheBoardshallprovidethepolicydirectionfortheSystemanditscomponentuniversitiesandagencies.TheBoardshallformulate,update,andpublishofficialpoliciesfortheSystem.

TheBoardshallexercisethetraditionalandtime-honoredroleforsuchboardsastheirrolehasevolvedintheUnitedStatesandshallconstitutionthekeystoneofthegovernancestructure.(TAMUSPolicy2.011).1

President

The President of the University is appointed by the Board of Regents upon therecommendationoftheChancellor,andservesunderthedirectionoftheChancellor.

Thedutiesof thePresident shall include,but arenot limited to, theadministrationof thetotalprogramoftheinstitutionunderthePresident'sjurisdiction(TAMUSPolicy2.05).1

ProvostandVice-PresidentforAcademicAffairs(hereaftertheProvost)

The Provost and Vice-President for Academic Affairs of the University is the ChiefAcademic Officer and serves under the direction of the President. The duties of the Provostinclude, but are not limited to, the administration and supervision of all academic programswithintheinstitution.

In the event that the President of the University is unable to fulfill the duties andresponsibilities of theoffice of thePresident, thoseduties and responsibilitieswill pass to theProvostuntilsuchtimeasthePresidentisreadytoresumethoseduties.

Vice-PresidentforFinanceandAdministration

TheVice-PresidentforFinanceandAdministration(VPFA)is theChiefFinancialOfficer

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oftheUniversityandservesunderthedirectionofthePresident.ThedutiesoftheVPFAwillbedefinedbythePresident.

Vice-PresidentforInstitutionalAdvancement

TheVice-President for InstitutionalAdvancement (VPIA) is the primary liaison betweentheUniversitycommunityandvariousexternalentities.ThedutiesoftheVPIAwillbedefinedbythePresident.

Vice-PresidentforStudentSuccess

TheVice-President for Student Success (VPSS) is responsible forTAMIU’s recruitment,enrollmentandgraduationprograms.ThedutiesoftheVPSSwillbedefinedbythePresident.

AcademicDeans

TheUniversityiscomprisedofseveralcollegesandschools,including;theCollegeofArtsandSciences,theA.R.SanchezJr.SchoolofBusiness,theCollegeofEducation,theCollegeofNursing and Health Sciences, and the Sue & Radcliffe Killam Library. An Academic Deanservesas thechief academicandadministrativeofficerof eachcollegeand school, and servesunderthedirectionoftheProvost.

DepartmentChairs

Collegesmaybedividedintoacademicdepartments2and/orschoolsordivisionsundertheadministrative direction of a faculty member designated as a department or division chair orschooldirector(hereafterequivalenttodepartmentchair).

DepartmentChairsserveunderthedirectionoftheAcademicDeanofthecollegetowhichtheirdepartmentisassigned.Facultyteachingloadmaybereducedforafacultymemberservingasdepartment chair. (TAMUSPolicy12.03Section3.3).Normally, department chairswill begivenannual,twelve-monthcontracts.

OtherAcademicAffairsAdministrators

In most matters, the Director of the Library will hold status equivalent to a departmentchair,except inbudgetarymatters,wherein theDirector'sstatuswouldbe theequivalentofanacademicDean.

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GeneralUniversityGovernance

UniversityExecutiveCouncil

The University Executive Council is composed of the President, the Provost, the Vice-PresidentsandothermembersoftheUniversityCommunityasdesignatedbythePresident.

CouncilofDeans

TheCouncilofDeans ischairedby theProvost,andconsistsofallAcademicDeansandanyothermembersoftheUniversityCommunitydesignatedbytheProvostorthePresident.

StudentGovernmentAssociation

TheStudentGovernmentAssociationisempoweredtoactastherepresentativeauthorityoftheStudentBody.

StaffSenate

The Staff Senate is empowered to act as the representative authority of the University'sadministratorsandstaff.

FacultyAssembly

TheUniversityPresident,ortheProvost,orthePresidentoftheFacultySenatemaycallthefacultyofTexasA&MInternationalUniversity intoageneralmeeting; ifageneralmeeting iscalled,themeetingshallbeknownasaFacultyAssembly.Thefacultyshallhaveauthorityoverallmatterspertainingtoeducationalandacademicpolicy.

FacultySenate

AsspecifiedinArticleII,Section1-3oftheFacultyConstitution(AppendixB),theFacultySenate is empowered to act as the representative and resolving authority of the faculty. TheFaculty Senate President will receive release time during the Fall Semester, and the FacultySenate Secretary will receive release time during the Spring Semester to carry out additionaldutiesasrequiredbytheirrespectivepositions.

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FacultySenateCommittees

At-largeSenatorsmaybedeemedtorepresenttheircollegesforthepurposeofcommitteeassignments. Senators from the Canseco School of Nursing, University College, and KillamLibrarymay be assigned committees in the sameway as any other Senator, but they are notrequired to be on any particular committee. Faculty Senate Committees, whose meetings areopentothepublic,includetheseninestandingcommittees.Atthebeginningofthefallsemester,thePresidentoftheSenatewillaskeachsenatoriftheyhaveaninterestinservingonaparticularcommittee(s).ThePresidentof theSenatewilldotheirbest toassigncommitteesbasedontheresponsesfromthisinquiry.

1.TheBudgetandFinanceCommittee.Thepurposeof thiscommittee is tomonitorfinancialmatters affecting the faculty, instructionalmatters, andothermattersdeemedwithin the purview of the Senate, and assist in the University budgeting process.Membership in the committeewill be by appointment by the President of the Senate,withtheChairelectedbythecommitteemembership.

2.TheAcademicOversightCommittee.ThepurposeofthiscommitteeistoevaluateandmakerecommendationstotheSenatepertainingtoallmattersrelatingtothefacultythat do not fall within the purview of the other Senate Committees. In addition, thiscommittee is to monitor andmake recommendations to the Senate regarding campusissuesandadministrativepoliciesthataffecttheworkenvironmentand/ormoraleofthefaculty. Membership in the committee will be appointment by the President of theSenate, with the Chair the Vice President of the Senate as directed in the FacultyConstitution.

3.UniversityEthicsCommittee.The purpose of this committee is to consider issuesandproposalsrelatedtoacademichonestyandintegrityandethicalpracticesinvolvingstudents and faculty and other university employees, and to report to the Senate andmake such recommendations as are deemed advisable.Membership in the committeewill be by appointment of the President of the Senate, with the Chair elected by thecommitteemembership.

4.TheCommitteeonCreation,Composition,andResponsibilitiesofCommittees.ThepurposeofthiscommitteeistomakerecommendationstotheSenateconcerningthemanagement of University committees and to provide guidance to the colleges with

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regard to thecompositionofcollegeanddepartment-levelcommittees.Membership inthis committeewill be by appointment by thePresident of theSenate,with theChairelectedbythecommitteemembership.

5.The Awards Committee.The purpose of this committee is to oversee the annualUniversityAwardsselectionprocedures(DistinguishedUniversityTeacher,OutstandingTeacher,andDistinguishedUniversityScholar).Membershipof thiscommittee,whichwillconsistofthreeormorefacultysenators,willbebyappointmentbythePresidentoftheSenate,withtheChairelectedbythecommitteemembership.

6.TheFacultyHandbookRevisionCommittee. The purpose of this committee is toreceive proposals forFacultyHandbook revision from anymember of the Universitycommunity, to consider those proposals, and to submit draft proposals to the FacultySenate for consideration, following the process described in the Preface to thishandbook.MembershipinthiscommitteewillbebyappointmentbythePresidentoftheSenate,withtheChairelectedbythecommitteemembership.

7.The Assessment Committee. The purpose of this committee are to oversee andanalyzeresultsfromabiannualfacultysurveyevaluatingadministratorsandtoprovideassistance as needed to other assessment efforts of the Senate. Membership in thecommitteewillbebyappointmentbythePresidentoftheSenate,withtheChairelectedbythecommitteemembership.

8.TheTechnologyAdvisoryCommittee.ThepurposeofthiscommitteeistomonitormattersrelatedtothedevelopmentandimplementationoftheUniversity-basedstrategictechnologyplan.ThememberappointedfromtheFacultySenatewillserveasaco-chairoftherelatedUniversityTechnologyAdvisoryCommittee.OthersenatorswithexpertiseinInformationTechnologymayalsoserveasappointedbytheFacultySenatePresident.

9.TheDistanceEducationandInstructionalTechnologyCommittee.Thepurposeofthis committee is to monitor matters related to Distance Education and serve as aninterfacebetween the facultyand theOfficeof InstructionalTechnologyandDistanceEducationalServices.ThePresidentoftheSenatewillserveastheco-chairoftherelatedDistanceEducationandInstructionalTechnologyuniversitycommittee.OthersenatorswithexpertiseinDistanceEducationmayalsoserveasappointedbytheFacultySenatePresident.

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UniversityCommittees

AttheUniversitylevel,therewillbevariousstandingcommitteesasdeemednecessarybythe administration and faculty to ensure the accomplishment of themission of theUniversity.Additionally, ad hoc committees may, from time to time, be appointed as needed and asapprovedbytheFacultySenate.Theexactnumberof thesecommitteeswillchangeovertime.ThecontrolandadministrationofthesecommitteesistheresponsibilityoftheFacultySenate;byconcurrenceitismeantthattheSenateshallensurethatcommitteeassignmentsareapportionedequallyandthatnoindividualisassignedtoaninordinatenumberofcommittees.Intheinterestofclarityandflexibility,thephrase"free-standingacademicunit"appliestoanyacademicunit(e.g.theKillamLibrary)notalignedwithoneofthecollegesandwhosehead,therefore,reportsdirectly to the Provost. In caseswhere the appointments aremade by department chairs, it isunderstoodthatchairswilldothisinconsultationwiththeirDeans.Standingcommitteesincludethefollowing:

1.TheUniversityCatalogCommittee.Compositionwillbeonefacultyrepresentativefromeachacademiccollegeandfree-standingacademicunit (twofromtheCollegeofArts and Sciences), the Director of Admissions, the Director of Financial Aid, theDirectorofStudentConductandCommunityEngagement,theAssociateVicePresidentforStudentAffairs,theAssociateVicePresidentforAdministration,andtheUniversityRegistrar,whowillchairthecommittee.Facultyappointmentswillbemadebydeansorheads of academic units, who will submit their choices through the Provost to theFacultySenateforconcurrence.

2.TheUniversityCurriculumCommittee.Compositionwillbeonerepresentativeperacademic department or division or free-standing academic unit and the UniversityRegistrar,facultyappointmentswillbemadebydepartmentchairs(orheadsofacademicunits), who will submit their choices through the Provost to the Faculty Senate forconcurrence.TheAssociateProvostwillchairthecommitteeasanex-officiomember.

3.TechnologyAdvisoryCouncil.Compositionwillbeonerepresentativepercollegeorfree-standingacademicunit(appointedbytheDeanoracademicunithead),onememberof theFacultySenate (appointedby theSenate), one representative for theUniversityPresident, and one representative for each administrativeVicePresident.ThememberappointedfromtheFacultySenatewillserveaschair.Appointmentswillbesubmitted

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throughtheProvosttotheFacultySenateforconcurrence.TheAssociateVicePresidentfor Information Technology/CIO will serve ex-officio. The Technology AdvisoryCouncil may generate subcommittees; standing and ad hoc subcommittees must bechaired by a member of the Technology Advisory Council, but they may containmembershipfromoutsidetheTechnologyAdvisoryCouncil.

4.DistanceEducation and InstructionalTechnologyCommittee. Composition willbeonerepresentativepercollegeorfree-standingacademicunit(appointedbytheDeanoracademicunithead),onememberoftheFacultySenate(appointedbytheSenate),thechair of theUniversityCurriculumCommittee, theAssociateVPAA (or that officer’sdesignee),tworepresentativesfromStudentSuccess(appointedbytheVPSS),andonefromtheOfficeofGraduateStudiesandResearch(appointedbytheDean).TheDirectorof InstructionalTechnology andDistanceEducationwill serve ex-officio, andwill beco-chair with the member appointed from the Faculty Senate. Appointments will besubmittedthroughtheProvosttotheFacultySenateforconcurrence.

5. University Library Committee. Composition will be one representative peracademic department or division or free-standing academic unit, with the Chairappointed by the Provost from the faculty membership; faculty appointments will bemadebydepartmentchairs(orheadsofacademicunits)whowillsubmit theirchoicesthroughtheProvosttotheFacultySenateforconcurrence.TheDirectoroftheLibraryorhis/herdesignatewillserveasex-officiomember.

6. The University Risk Management Committee. Composition will be onerepresentativeperacademicdepartmentordivisionor free-standingacademicunitandonerepresentativeperadministrativedivision,withtheChairappointedbytheProvostfrom the committee membership. Faculty appointments will be made by departmentchairs(orheadsofacademicunits);administrativeappointmentswillbemadebyheadsofadministrativedivisions.AppointmentswillbesubmittedthroughtheProvost to theFacultySenateforconcurrence.

7.TheUniversityPromotion,TenureandRetentionCommittee.Membershipinthiscommittee will consist of one tenured representative per academic department ordivision or free-standing academic unit, and two at-large tenured representativesappointedbytheProvost.FacultymusthaveatleasttwoyearsofexperienceasfacultyatTAMIUtobeeligibletoserveonthiscommittee.Alltenuredfacultymembersserve

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on their departmental promotion and tenure committees, but nonemay serve on bothcollege andUniversitypromotion and tenure committees. In caseswhere an academicunit does not have the equivalent of a departmental committee, then tenured facultymembers may serve on both their unit's promotion and tenure committee and theUniversity committee. The Faculty Senate Parliamentarian and Elections Officer,assisted by the Faculty Senate Committee on Committees, will solicit a slate ofcandidates from each academic department, division, and free-standing academic unit,prepare a ballot for election of this committee and supervise the election. Deans,associatedeans,departmentchairs,andheadsofacademicunitsmaynotserveon thiscommittee. Terms will be established for two-year periods. The committee shall bepresidedoverbytheProvost,whowillholdnon-votingstatusasthepresidingofficer.

8.TheUniversityGrievanceCommitteePool.Thispoolwillbecomprisedoftwenty-four tenured faculty from across the university selected by a lottery overseen by theFacultySenateexecutivecommitteetoserveathree-yearterm.Afacultymemberwillbeineligibleforlotteryselectionforthethreeyearsfollowingatermofservicewithinthegrievance pool. Since the Grievance Pool provides the membership of GrievanceCommittees aswell as amajority of committeemembers for appeals of promotionortenuredecisionsitsmembershipshouldbeestablishedearlyintheyearbeforeindividualgrievances or appeals emerge.Once the lottery is completed, the poolwill consist oftwenty-four members, enough to manage four grievances or four appeals withoutduplication of personnel. Deans, associate deans, department chairs, and heads ofacademicunitsmaynotserveonthiscommittee.Whenagrievanceisfiled,eachpartywillselecttwocommitteemembersfromthepool,andtheFacultySenatePresidentwillselect a fifth member from the pool. In the event of the Faculty Senate President'sinvolvement in the grievance, the Vice President will select the fifth member. Theresulting five-member committee for each grievancewill elect its ownChair from itsmembership. Once the Grievance Pool has been constituted, it will meet to elect asecretarytomanagethereceiptofcomplaintsandrequestsforinformationandtokeeparecordofongoingactivity,whichwillbefiledeachsemesterwith theSecretaryof theFaculty Senate. Since membership on a grievance committee can be a strenuousexperience, no member of the Grievance Pool should participate in more than oneproceedinginthesameacademicyear.Ifeventsrequireadditionalmemberstobeaddedtothepool,alotterywillbeheldforanappropriatenumberofadditionalmembersattheearliest possible time.Thenumberofmembers necessarywill bedetermined for eachsituationbytheGrievancePoolmembers,chairedonthisoccasionbytheFacultySenate

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President.

9. Faculty Development Leave Committee. The Faculty Development LeaveCommittee(FDLC)shallbechairedbythecurrentPresidentoftheFacultySenateandshall consist of one tenured faculty member from each college and free- standingacademicunit,withtheexceptionoftheCollegeofArtsandSciences,whichshallhavetwo representatives. The Faculty Senate will conduct elections during April, pollingfacultyfromeachCollegetodetermineitsrepresentative.MemberselectedinAprilwillbegintheirtermsthenextschoolyear,beginninginSeptember.Facultymembersarenoteligibleforfacultydevelopmentleavesduringtheirtenureonthecommittee.

10.HonorCouncil.TheHonorCouncilconsistsoffacultyandstudentswhohavebeenelectedbytheirpeersorappointedbytheProvostandwhohaveundergonetraininginordertoserveascaseinvestigatorsand/orhearingpanelists.TheHonorCouncilservesto provide students with a means by which theymay report academic dishonesty, toprovide students with a means of appealing charges of academic dishonesty, and toprovide the Provost with recommendations regarding general academic sanctions orremedialeffortsappropriatetospecificcases.ThiscouncilshallhaveauthoritytocreateprocessesandoperatingprocedurestoimplementtheHonorSystemandtoenforcetherulesdescribed in theHonorCode.Through theProvost'sOffice, thiscouncil shallbethe central body responsible for maintaining records and for coordinatingcommunication,prevention,training,remediation,andadjudicationeffortsfortheHonorSystem.TheHonorCouncil shall consistof25members; fifteen students includingatleastonegraduatestudent(twelveappointedbytheVPforStudentSuccessandthreebythe Provost), and ten faculty members (nine elected by the faculty at large, and oneappointedbytheProvost).TheFacultySenatewillconducttheelectionsofthefacultyrepresentatives. Members must be elected and appointed by September 1 of eachacademicyear.Facultymembersservetwo-yearterms;studentmembersserveone-yearterms.TheHonorCouncilwillholdgeneralmeetingsatleasttwiceeachsemester,andmembersofthecouncilwillserveon3-5memberhearingpanelswhenselectedbytheChair of the Honor Council and the Provost. In case of conflict, refer to StudentHandbook.

CommitteeAssignmentProcedure

WhileboththecompositionandgeneralstandardswillbesetbytheSenatewithregardto

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University committees, only standards will be promulgated to the colleges pertaining tocommitteesat thecollegeanddepartmentlevel.Theintent is toprovideequalityintheareaofcommitteeassignmentsformembersof thefaculty.Inthatregard, thefollowingguidelinesareestablishedpertaining tocommitteeservicebyfacultyand thefunctioningofcommitteesatalllevelswithintheUniversity.

1.Nopersonshallchairacommittee,whenthepurposeofthatcommitteeistoprovideadviceoroversight to adepartmentor function that isunder thedirect controlof thatperson.

2.It isexpectedthatpositionsonallUniversitycommitteeswillbefilledbyfull-timeteachingfaculty,exceptasnotedinthecommitteecompositionsabove(forexample,theAssociate Provost chairs the University Curriculum Committee ex-officio). Otherexceptions may be made in cases of necessity (for example, if not enough qualifiedfacultymembersareavailableinadepartmentorunit)orforothercompellingreasons.However, as noted above, facultywith administrative appointments (Deans, associatedeans,departmentchairs/divisionchairs,andheadsofacademicunits)cannotserveontheUniversityPromotion,TenureandRetentionCommitteeortheUniversityGrievancePool.

3.Nopersonshallbecompelled(Rev.5-19-00Item#13)toserveonmorethanatotalofthree committees at any given time, regardless of level (i.e. Texas A&M System,University,collegeordepartment),withouttheexpressconsentofboththeProvostandtheFacultySenate.Thisappliestobothstandingandadhoccommittees.

4. Service as amember of the Faculty Senate and its standing committees constitutesUniversitycommitteeparticipation.

5. At the end of each academic year, before the final spring meeting of the FacultySenate,alistingofallcommitteestoconveneinthefall,toincludemembershipofeach,willbeprovidedbythechairofeachdepartment/divisionorheadofeachfree-standingacademicunittotheProvost,whowillthenprovideacopytotheFacultySenate.ThiswillbeaccomplishednolaterthanApril30ofeachacademicyear.TheFacultySenatewill be responsible for reviewing committee assignments at all levels to ensurecompliancewiththeguidelinesestablishedherein.

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6. In the event that a faculty members is inadvertently assigned to more than threeCommitteesoutsideof theSenate, theChairof theSenateCommitteeontheCreation,Composition, andResponsibilities ofCommitteeswill notify the Provost immediatelyupondiscovery.TheProvostand/ortheSenatewillseekaqualifiedandavailablefacultymembertoreplacethefacultymemberpreviouslyidentified.

7. Aside from the Grievance Pool, standing University committees with facultymembershipwillmeetonlyduringthenine-monthacademiccalendar.

GraduateCouncil

Responsibilities

It is the responsibility of the Graduate Council to establish and review the criteria formembership on the Graduate Faculty. Furthermore, the council is to establish the minimumadmission standards, the standards for continuation of graduate students, and the residencyrequirements; toactuponpetitionsandappeals from thedecisionof theDeanof theGraduateSchool;andtoconsideranyothermattersrelevanttotheOfficeoftheGraduateSchool.

Composition

TheGraduateCouncilshallbecomposedofthefollowingmembers:

•TheDeanoftheGraduateSchool(Chair);•Oneappointedmemberfromeachcollegeorschool;•Onememberelectedbyeachcollegeorschool;•Fourat-largememberswithnomorethantwofromanysinglecollegeorschool;•UniversityRegistrar(ex-officio);•GraduateStudent,appointedbyProvost(ex-officio);and•FacultySenatePresidentorhisorherrepresentative(ex-officio).

Membership

With the exception of the graduate student representative, the representative from theLibrary,theUniversityRegistrar,andtheFacultySenatePresident,allmembersoftheGraduateCouncilshallbefullmembersoftheGraduateFaculty.Electedorappointedmembersshallserve

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a term of two years from the beginning of the Fall Semester following their election orappointment,whichshalloccurinthespring.Termsforelectedorappointedmembersshallbestaggered.

ElectionsandAppointments

All tenuredand tenure-track facultywitha terminaldegreeareeligible tovote incouncilelections.CollegerepresentativestothecouncilshallbeelectedbyApril21of theappropriateyearofselection.Suchrepresentativesmaybenominatedbyalltenuredandtenure-trackfaculty;the election will be conducted at the time and in themanner of the Faculty Senate electionsconductedbytheFacultySenateParliamentarianandElectionsOfficer.TheDeans'andProvost'sappointmentsshallbemadebyMay1.

LibraryandInstructionalSupport

LibraryPolicies

The Sue & Radcliffe Killam Library offers reserve service to faculty members so thatstudentsmayhaveaccesstoprintedmaterialsforclassassignments.CirculationDeskstaffcananswerquestionsaboutreservepoliciesandassistfacultyinputtingitemsonreserve.

Reference librarians are available for pre-scheduled tours and class instruction sessions.InstructionmaycovergeneralinformationabouttheLibraryormaycoversourcesavailableinaparticulardisciplineorforaspecificresearchproject,accordingtothepreferencesofthefacultymember requesting the session. Any one of the reference librarians can provide furtherinformationandassistinschedulingatourorclass.Requestsshouldbemadeatleastoneweekinadvance to allow for schedule changes made necessary by the sessions and to permit thelibrarianstoprepareinstructionalmaterials.

Alsoavailable is theTexSharecard,whichgivesTAMIUfaculty theability tocheckoutbooksatapproximately50otherpublicuniversitiesinTexas.ApplicationsfortheTexSharecardcanbefilledoutattheCirculationDesk.

1CopiesofTAMUSPolicyManualareavailableintheOfficesofthePresident,Provost,Deans,

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HumanResources,PresidentoftheFacultySenate,andtheLibrary,andontheWorldWideWebathttps://law.tamu.edu/faculty-staff/policies-hr/tamu-system-policies-and-regulations.

2ForthepurposesofthisdocumenttheSue&RadcliffeKillamLibrary(hereaftertheLibrary)isconsidered an academic department; where references are made, herein, to departmentalrequirements thosereferenceswillapplyequally to theLibraryand its faculty.Likewise,sincetheLibrarysupportsallCollegesbutisnotanadministrativepartofanyindividualCollege,incases where a reference ismade, herein, to College requirements those references will applyequallytotheLibraryanditsfaculty.

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APPOINTMENTANDADVANCEMENTOFFACULTY

TermsofAppointment

Texas A&M International University, a part of The Texas A&M University System,recognizesthatthefacultyistheheartofanyteachinginstitutionandmuchcareisgiventotheselectionofeachfacultymember.Aseriousattemptismadetoincludeavarietyofgeographic,cultural, andethnicbackgroundsand to representadistributionofundergraduateandgraduatecolleges and universities. In compliance with Title VI of the Civil Rights Act of 1964 andExecutive Order of 11236, Texas A&M International University is an Equal OpportunityEmployer.

ContractForm

TheUniversityshallprovideallfacultymemberswithanannualstatementinwritingoftheterms of their employment, including special conditions, responsibilities, and any specialprerequisites. Such a document should cover such items as rank, salary, tenure provisions,whether the position is full-time or part-time, and the inclusive dates of service. When thedocumentincludesareferencetoaspecificruleof theinstitution, theruleshouldbeexcerptedfromitssourceandaffixedtothedocument.Ifthedocumentreferstoalargepartofalengthypublication(TAMIUFacultyHandbookorTAMUSPolicyManual),acopyof thepublicationshouldbeplaced in several readilyaccessible locationsorbeprovided to the facultymember.(TAMUSPolicy12.01Section6).

Search,Appointment,andOrientationofNewFaculty

SearchProcedures

ThefacultysearchproceduresemployedbyTexasA&MInternationalUniversitywillstrivetorecruitthemostqualifiedfacultymemberswithoutdiscriminationorviolationofappropriateequalopportunitypolicies.Facultypositionswillbeadvertisedinrecognizednationalscholarlypublications. TheUniversity is also committed to the principle that faculty should participateactivelyinthewritingofjobdescriptionsforfacultypositions,inthescreeningofapplicants,intheselectionandinterviewingoffinalists,andintheformationofhiringrecommendationstobesubmittedtodepartmentchairsandDeansordirectors.ToensuremaximumfacultyparticipationandtoprovidetheUniversitywiththelargestpoolofqualifiedapplicants,thesearchprocessfor

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permanent,full-timetenure-trackfaculty(exceptingLibraryfaculty)shouldcommenceandend,wheneverpossible,withintheregularacademicyearandnotcarryoverintothesummer.SearchpoliciesareavailablefromtheOfficeofHumanResources.

EqualOpportunity/AffirmativeAction

TexasA&MInternationalUniversityshallprovideequalopportunityforemploymenttoallpersonsregardlessofrace,color,religion,sex,nationalorigin,disability,age,orveteranstatus,and shall strive to achieve full and equal employment opportunities for faculty and staffemployees.ThisUniversitywillnotenterknowinglyintoanycontractualagreementforservicesorsupplieswithanyfirmfailingtofollowfairemploymentpractices.(TAMUSPolicy08.01).

ApplicationforEmployment

Applications for teaching positions are normally submitted to the Dean of the collegewherein the position exists.Normally applications are accompanied by a complete curriculumvita.Appropriatetranscriptsarerequired,andlettersofrecommendationmayberequired.

AppointmentProcedures

PotentialnewfacultywillbenotifiedbyanacademicadministratoroftheUniversity'sofferto appoint the faculty member to the faculty. The notification will include all terms andconditionsofemploymentaswellasanacceptancedeadline.

Orientation

New faculty members will receive an academic orientation from senior faculty and/oracademic unit administrators assigned to the academic unitwherein the new faculty has beenassigned.Insofarasresourcespermit,newfacultymembers(especiallyfacultymembersintheirfirsttenure-trackappointment)mayexpecttobeassignedtoaseniorfacultymember.

Pre-employment

Employee'sAffidavit

EachfacultymemberisrequiredtosignanEmployee'sAffidavitpriortothebeginningofemployment.Thisaffidavitconsistsofanoathofoffice,a statementconcerningholdingmore

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thanoneofficeorposition,astatementregardingnepotism,andcertificationofreceiptofcertainstate laws relating to accountability and responsibility for state-owned property, legislativeinfluence,politicalaid,anduseofstate-ownedautomobiles.

FacultyHandbook

DuringorientationthenewfacultymemberwillbegiventhecurrentversionoftheTAMIUFacultyHandbook,whichisthebasisfortheemploymentcontractofallfaculty.Acceptanceofthe employment contract is an explicit acceptanceof the terms and conditionsof employmentdescribedintheTAMIUFacultyHandbook.

PersonnelRecords

PersonnelrecordsonemployeesaremaintainedinthePresident'sOffice,theOfficeoftheProvost, the Office of the Deans of the colleges, and the Office of Human Resources. It isimportanttokeeptheserecordsupdatedwhensignificantchangesoccurinprofessionaltrainingorqualifications.This isaccomplishedbynotifying thechairof the respectivedepartment; thechairwillinturnnotifythePresident'sOffice,theOfficeoftheProvost,theOfficeoftheDean,andtheOfficeofHumanResources.

OfficialFile

The“officialfile”foreachfacultymemberismaintainedintheOfficeoftheProvost.TheHumanResourcesOfficemaintainsrecordsofallsalarydata,elections,deductions,etc.

GrievanceFile

Ifa facultymember isparty toagrievance, the recordsof thatproceedingwillbecomeapartofthe“officialfile.”

MajorFacultyResponsibilities

Whileacademicpreparation,experience,andprofessionalresponsibilitiesformthebasisforfacultycompetence,facultyseekingpromotionandtenuremustdemonstrateachievementsintheareas of Teaching, Service, and Scholarship. In addition, there is an expectation that facultyseeking promotion generally impact their department and college in a positive, constructivefashion.

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Teaching

Texas A&M International University considers teaching its primary mission. Teachingincludes knowledge in the field, quality in teaching, and academic advisement and careercounseling. Consistentwith its strong commitment to instruction, theUniversity requires thatteachingeffectivenesscount inpromotion toall ranks.Eachcollegemustmaintainaclearandfair process for evaluating teaching effectiveness. Student evaluation, peer review, and self-evaluation are recommended avenues for evaluating teaching performance.Teaching activitiesencompassclassroom instructionaswell as thoseprofessionaldevelopmentactivitiesaimedatmakingoneabetterteacherorenhancingone'sexpertiseintheteachingsubjectarea.

TheteachingresponsibilityforLibraryfacultyisfulfilledthroughProfessionalAssignment.ProfessionalAssignmentincludesacquisitionofmaterialsinvariousforms,organizationofthosematerials for retrieval, aiding patrons in their use, electronic connection to the world, andresponsible management of all resources. Texas A&M International University places a highvalueontheopportunityforstudentsandfacultytoengageinindependentlearningandscholarlyresearch. Consistent with its recognition of the importance of library service, the Universityrequires that effectiveness in Professional Assignment count in promotion to all ranks. Self-evaluation, includingpositiondescriptionasthebasiccriterion,withreviewbyeachlibrarian'ssupervisor,istherecommendedavenueforevaluatingperformance.

Service

Serviceencompassesavarietyofprofessionally relatedactivities throughwhichmembersofthefacultyemploytheiracademicexpertiseforthebenefitoftheUniversity,thecommunity,andtheprofession.TexasA&MInternationalUniversityplacesastrongemphasisonservicetothe University and its mission. A faculty member provides service to the University throughactive participation and leadership in college and University committees, councils, specialprojects,ordutiesforwhichthefacultymemberisheldaccountable.

As a comprehensiveUniversity located on the South Texas-Mexico border, TexasA&MInternationalUniversityhasasignificantroleinmulti-culturalandinternationalissues,localandregional business and industrial development, work force development, and community,educational, health, and social development. Community service by TAMIU faculty isrecognized in any and all of those areas.For purposes of evaluation, however, activitiesmustrelatetoone'sacademicfieldordisciplineorelsebeclearlyapprovedbytheUniversity.

Participation and leadership in professional activities and associationsmay be consideredservicewhenitdoesnotincludepeerreview.Certificatesofrecognition,lettersofappreciation,

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official minutes, newsletters, products of projects, and other tangible evidence of servicerenderedmaydocumentServiceofalltypes.

Scholarship

Fundamentaltoanydefinitionofscholarshipistheexpansionandapplicationofknowledgeand understanding about the world in which we live. For an endeavor to be consideredscholarshipthefollowingcriteriamustapply:

1. Scholarship involves a product, a more or less tangible result, something thatobserverscanexamine.Inthecaseoforalpresentations,somematerialevidenceoftheeventmustbeprovided.2. Scholarship involves academic peer review of both the quality and quantity of thescholarlyproducts.3. Scholarship implies an activity that is novel, creative, imaginative, ingenious, ororiginal,yetnotaccidental.Notnecessarilyallofthesebutatleastsomemustapplytotheoutcomeoritisnot“scholarly.”

Scholarship at Texas A&M International University consists of three separate yetinterconnectedelements:ScholarshipofDiscovery,ScholarshipofIntegrationandTeaching,andScholarshipofApplication.

1.TheScholarshipofDiscovery.TheScholarshipofDiscoveryinvolvesthesearchfornew knowledge and for a richer understanding of the existing knowledge. Creativeachievementsin thefineartsareconsideredenterprisesofdiscovery.Productivitymaybedocumented in the formof scholarlybooks, articles, oralpresentationsof research,artisticproductions,andperformances.

2.The Scholarship of Integration and Teaching. The Scholarship of Integration andTeaching emphasizes fitting one's own research, or the research of others, into largerintellectualpatterns. It involvesmakingconnectionsacross thedisciplines,placing thediscipline in a larger context, illuminating data or concepts in a revealing way, andevaluatingnewpedagogical approaches. Inaddition to themore traditional forums forscholarship, such as academicwriting, productivitymay take the form of a textbook,multi-mediaproduction,writing thatmakesone's field accessible to awider audience,cross-curricularinnovations,andinterdisciplinaryinstructionalachievements.

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3.TheScholarshipofApplication.TheScholarshipofApplicationbrings learningandknowledgetobearuponthesolutionofpracticalproblems.Itflowsdirectlyfromone'sprofessional expertise, encompassing activities that relate directly to the intellectualwork of the faculty member. Productivity may take the form of publications andpresentations derived from consultation, technical assistance, policy analysis, andprogramevaluation.

ForLibrary faculty the Scholarship responsibility is fulfilled by Professional Enrichmentactivities, which include professional development and scholarly activities. Professionaldevelopmentisdefinedasactivitythatenhancestheprofessionalskills,knowledge,andabilitiesoftheLibraryfacultymembertocontributetothemissionoftheLibraryandtheUniversityandto the library profession. Productivity may take the form of course work and continuingeducation activities, documented study and reading with an end product which leads to theimprovementoflibraryservices,andparticipationinprofessionalsocietiesasamemberandbyattendance at professional meetings, documented by reports of findings or new knowledgeacquired. Scholarly activities are defined as activities in librarianship or another academicdisciplinewhich demonstrate the librarian's research and scholarship in the chosen discipline.Productivitymaytaketheformofprofessionalandscholarlypublications(includingelectronicpublications).

DefinitionofFacultyStatus

For the regularly appointed full-time faculty, there are four levels of academic rank:Instructor,AssistantProfessor,AssociateProfessor,andProfessor.Forregularlyappointedfull-timeLibraryfaculty,therearethreelevelsofrank:AssistantLibrarian,AssociateLibrarian,andFullLibrarian.

Instructor

An individual entering the academic profession usually holds this rank. In addition tofulfillingfacultyresponsibilities,facultyholdingthisrankmustmeetthefollowingrequirements:

1.AcademicPreparation:Aminimumofamaster'sdegree.

2. Experience: Individuals holding amaster's degree are required to supplement their

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degreebyprofessionalorworkexperience in the field, special certification, licenseorothercertificationofproficiencyinthefield.

3. Teaching: Instructors must demonstrate a basic knowledge of the teaching area,careful classroom preparation, and a willingness to assist students. They must showcontinuingprogress in teachingbyexpandingknowledge in the teachingspecialtyanddevelopingeffective instructionalstrategiesand techniques.TheymustalsoparticipateinacademicadvisementandbefamiliarwithUniversitycorecurriculum,collegedegreerequirements,andothermattersrelatedtoacademicadvisement.

4. Service: Instructors must participate at an introductory level of responsibility inservicetothecollegeandUniversitythroughcommitteesandspecialprojects.

5. Scholarship: They must show clear evidence of understanding advancements inscholarshipthatarerelatedtotheteachingspecialty.

AssistantProfessor

This rank is usually the entry level for a tenure-track position. In addition to fulfillingfaculty responsibilities, the following qualifications must be met for consideration ofappointmenttothisrank.Theachievementofthisacademicpreparationandexperiencedoesnotinitselfensureappointmenttothisrank.

1.AcademicPreparation:a.Holdstheearneddoctorateorequivalentterminaldegree,orb.Isinthefinalstagesofadoctoraldissertationorterminaldegreeproject.

2.Experience:Part-timeteachingexperienceorrelatedprofessional/workexperienceisrequired.

In addition, to be promoted to Assistant Professor, the faculty member must meet thefollowingrequirements:

1.Teaching:Showcontinuingprogressinteachingproficiencybyexpandingknowledgeintheteachingspecialtyanddevelopingtheexpertiseneededtoteachgraduateaswellasundergraduate courses. Participate in professional development activities aimed at

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makingoneabetter teacheroratenhancingone'sexpertise ina teachingsubjectarea.Understand University and college degree requirements and other matters related toacademicadvisementaswellasrequirementsforgraduatestudyandprofessionalentryintothefield.Activelyparticipateinacademicadvisementandcareercounseling.

2. Service: Participate in service to the college and University through committees,councils, and special projects. May also participate and lead in professional andcommunity service insofar as the activities relate to the candidate's discipline and/orservestheUniversity'smission.

3.Scholarship:Continuetoadvanceinscholarlyorcreativeactivitybeyondinstructionalassignments.Areasofaccomplishmentareappropriatetotheacademicdiscipline.

AssociateProfessor

This rank represents maturity, experience and leadership in the academic profession. Inaddition to fulfilling faculty responsibilities, the following qualifications must be met forconsideration of appointment to this rank. The achievement of this academic preparation andexperiencedoesnotinitselfensureappointmenttothisrank.

1.AcademicPreparation:Anearneddoctorateorequivalentterminaldegree.

2.Experience:Aminimumoffiveyearsexperienceinfull-timefacultyemploymentatanaccreditedinstitutionofhighereducation,includingatleastthreeyearsintherankofAssistantProfessor.

In addition, to be promoted to Associate Professor, the faculty member must have aminimumoftwofullacademicyearsofexperienceatTexasA&MInternationalUniversitypriortoapplyingforpromotionandmustmeetthefollowingrequirements:

1.Teaching:Hasabroadknowledgeofthedisciplineandanin-depthknowledgeinoneor more parts of the field. Has the ability, experience, and expertise to teach bothundergraduate and graduate courses. May be involved in experimental, innovativeteaching. Knows degree requirements for both undergraduates and graduates and isexperienced in academic advisement and career counseling. Serves as a mentor for

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studentsdesiringadvanceddegreesandcareerentry.

2. Service: Has begun to assume a position of leadership in the college and theUniversitybyservingoncommitteesorspecialprojects.Mayalsoparticipateandleadinprofessional and community service insofar as the activities relate to the candidate'sdisciplineand/orservetheUniversity'smission.

3.Scholarship:Hasdemonstratedcompetenceandproductivity inscholarlyorcreativeactivitiesrelatedtothecandidate'sdiscipline.

FullProfessor

Thisisthesummitofacademicrank,representingapositionofleadershipintheUniversity.Faculty promoted to the rank of Full Professor should model to junior faculty the highestprofessional, scholarly, and ethical standards of academic life. In addition to fulfilling facultyresponsibilities,thefollowingqualificationsmustbemetforconsiderationofappointmenttothisrank. The achievement of this academic preparation and experience does not in itself ensureappointmenttothisrank.

1.AcademicPreparation:Anearneddoctorateorequivalentterminaldegree.

2.Experience:Aminimumoftenyearsoffull-timefacultyemploymentatanaccreditedinstitution of higher education, including at least five years in the rank of AssociateProfessor.

Inaddition, tobepromoted toProfessor, the facultymembermustbe tenuredandhaveaminimum of three full academic years of faculty employment at Texas A&M InternationalUniversitypriortoapplyingforpromotionandmeetthefollowingrequirements:

1. Teaching: Has demonstrated maturity and skill in teaching, a proven record ofteachingexcellence,andcontinueddemonstrationof interest in improvingpedagogicalskills.Hasassumedleadershipincurriculumdevelopmentandissuesrelatedtoteachingimprovementinthediscipline.IsthoroughlyfamiliarwithUniversityandcollegedegreerequirementsandothermattersrelatedtoacademicadvisement,careerdevelopmentandopportunities,andplacement.Isateacherandadvisortocolleagues.

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2. Service: Has assumed a position of leadership and service to the University oncommittees,councils,andspecialprojects.Mayalsoparticipateandleadinprofessionaland community service insofar as the activities relate to the candidate's teaching orresearchand/orservetheUniversity'smission.

3. Scholarship:Has recognized achievements in scholarly or creative activities and iscapableofadvisingcolleaguesinsuchactivities.

AssistantLibrarian

This rank is the entry level for a tenure-track position, assigned to individuals who arebeginning their Library professional careers. In addition to fulfilling Library facultyresponsibilities,Libraryfacultyholdingthisrankmustmeetthefollowingrequirements:

1.AcademicPreparation:Anearnedmaster'sdegree in libraryscience(MLS)fromanAmericanLibraryAssociation(ALA)accreditedprogram(ALArecognizestheMLSastheterminaldegreeforlibrarians).

2. Professional Assignment: Demonstrate a basic knowledge of librarianship,professionalresponsibilities,andawillingnesstoassistLibrarypatrons.

3.Service:ParticipateatanintroductorylevelofresponsibilityinservicetotheLibraryandUniversitythroughcommittees,councils,andspecialprojects.

4. Professional Enrichment: Participate in professional development activities anddemonstrateunderstandingofcurrentdevelopmentsinlibrarianship.

AssociateLibrarian

Thisrankrepresentsmaturity,experienceandleadershipintheacademiclibraryprofession.InadditiontofulfillingLibraryfacultyresponsibilities,thefollowingqualificationsmustbemetfor consideration of appointment to this rank. The achievement of this academic Librarypreparationandexperiencedoesnotinitselfensureappointmenttothisrank.ThedecidingfactorinpromotiontoAssociateLibrarianistheevaluationofProfessionalAssignment.

1.AcademicPreparation:An earnedmaster's degree in library science fromanALA-

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accreditedprogram.

2. Experience: A minimum of five years experience in full-time library professionalemployment, including at least three years in the rank of Assistant Librarian, and aminimumoftwoyearsexperienceatTexasA&MInternationalUniversity.

Inaddition,tobepromotedtoAssociateLibrarian,theLibraryfacultymembermustmeetthefollowingrequirements:

1. Professional Assignment: The Associate Librarian has a broad knowledge oflibrarianshipandanin-depthknowledgeinoneormorepartsofthefield;hastheability,experience and expertise to perform all duties in assignment area and is able tocontribute to new services and innovative programs; assists in the training of newlibrarians and/or other employees; and demonstrates consistently meritoriousprofessionalperformance.

2. Service: Has begun to assume a position of leadership in the Library and theUniversitybyservingoncommitteesorspecialprojects.Mayalsoparticipateandleadinprofessionalcommunityservice.

3. Professional Enrichment: Has actively pursued opportunities for professionaldevelopment in areas related to academic librarianship. May also have producedscholarlypublicationsorengagedinotherscholarlyactivities.

FullLibrarian

This is thesummitofLibraryacademicrankconferredby theLibraryand is reservedforindividuals whose performance judged over an extended period of time has been consideredexemplary.ThestandardofperformancerequiredforpromotiontoFullLibrarianissubstantiallyhigherthanthatrequiredforpromotiontoAssociateLibrarian.Thedecidingfactorinpromotiondecisions is the evaluation of ProfessionalAssignment; however, the other criteria apply.Theachievement of this academic Library preparation and experience does not in itself ensureappointmenttothisrank.

1.AcademicPreparation:An earnedmaster's degree in library science fromanALA-accreditedprogram.

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2. Experience: A minimum of ten years experience in full-time library professionalemployment,includingatleastfiveyearsintherankofAssociateLibrarian.

In addition, to be promoted to Full Librarian, the Library faculty member must have aminimumofthreeyearsoffull-timeexperienceatTexasA&MInternationalUniversityandmeetthefollowingrequirements:

1.ProfessionalAssignment:Hasdemonstratedmaturityandskill in libraryspecialty,aproven record of outstanding performance and continued demonstration of interest inimprovingLibraryservices.Hasassumedleadershipinareasrelatedtolibraryspecialty,developing and managing new programs and services for the Library and improvingexisting programs and services. Is familiar with basic issues and developments in allareasoftheLibraryandlibraryprofession.Trainsandactsasmentortoless-experiencedlibrariansandotheremployeesandisanadvisortocolleagues.

2. Service: Has assumed a position of leadership and service to the University oncommittees,councils,andspecialprojects.Mayalsoparticipateandleadinprofessionaland community service insofar as the activities relate to the candidate's discipline orservetheUniversity'smission.

3. Professional Enrichment: The Full Librarian has established a consistent record ofprofessional development; assists in the professional development of other librarians;andhasproducedasignificantoutputofscholarlyactivity.

OtherswithFacultyStatus

Fromtimetotimeitmaybecomenecessarytoaddmembersofthefacultywhoseranksandpositionshavenotbeenpreviouslydefined.Atthetimeofappointment,thesedefinitionsneedtobe clarified.Typical of ranks andpositionsnot elsewheredefined are the following:Lecturer,Adjunct,SpecialAppointment,Emeritus,Visiting,AdministratorswithFacultyRank,andFixed-TermFaculty.

1.Lecturer.Lecturersmaybeeither full-timeofpart-timefacultymembers.Typically,theywillnotbeappointedtoatenure-trackposition.Normallytheywillnotpossessthe

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academic or professional qualifications necessary to be appointed to the rank ofInstructor.

2.Adjunct.Adjunctfacultymaybeappointedatanyrankforwhichtheyarequalified,oneitherafull-timeorpart-timebasis.Normallytheappointmentisofa temporaryorpart-time nature, and is made to ensure that classes that could not be offered byotherwise qualified full-time tenure-track facultymay be offered. These appointmentsare made at the discretion of the various academic Deans, with the guidance andapprovaloftheProvost.

3.SpecialAppointmentFaculty.FromtimetotimetheUniversitymayappointafacultymemberasaPoet-,Writer-,orArtist-in-Residence.SpecialFundingfaculty,orassomeothertitlenotelsewheredefined.Normallytheseappointmentsareofatemporarynature(usuallyoneyearorless),andtheyarenotnormallypositionsthatcanbetenured.

4.Emeritus.TheEmeritustitleisconferreduponindividualswhohavemadesignificantcontributionstotheUniversitythroughlonganddistinguishedserviceinadministration,teaching,research,and/orservicewhileholdingpositionsidentifiedbythesetitles.Asageneralrule,overtenyearsofemploymentwouldbeconsideredlongservice.Emeritustitlesaregrantedbyactionof theBoardofRegentsuponnominationby thePresidentand recommendation of the Chancellor. (For more detail see TAMUS Policy 31.08Section1andTAMIURule31.08.01.L1).

5.Visiting.Visitingfacultymaybeappointedatanyrank.Theyarenoteligiblefortherights andprivilegesgranted to tenure-trackand tenured facultyuntil theyaregivenatenure-track appointment.Normally these renewable appointments (at theUniversity'soption)areofone-yearduration.

6.Administratorswith FacultyRank.Anyonewho holds faculty status is expected toparticipateintheteachingprocessaminimumofonceperyear.FailuretoparticipateintheteachingprocessforaperiodofmorethantwoyearsisjustificationfortheFacultySenate to request that the Provost seek revocation of the faculty status, rights, andprivilegesof thenon-participatingparty. If faculty status is revoked, the administratorwould be entitled to appeal as specified in the sections of the Faculty Handbookdescribingappealsinthepromotionandtenureprocess.

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7. Fixed-Term Faculty. Fixed-term faculty are coequal and have similar roles andresponsibilitiestotenure-trackfaculty,buttheyarehiredforfixed,renewabletermsandarenoteligiblefortenure.Theessentialdifferenceisthatfixed-termfacultyareexpectedtospecializeinoneormorefacultyresponsibilities(teaching,research,service)andarenot required to perform in all areas like tenure-track faculty. Fixed-term faculty aredefined inTAMUSPolicy12.07.Thepolicy leavesmanydetailsup to theuniversity,including the titles and ranks of fixed-term faculty, their specific responsibilities andhowtheyareevaluated,andtheirrightsandprerogativescomparedtotenure-trackandtenuredfaculty.Documentswhichprovidethesedetailsforfixed-termfacultyinvariouscollegesanddepartmentsatTAMIUareappended to thishandbook.Thesedocumentsshouldincludedetailsonhowfacultymaymovebetweenfixed-termandtenuretrack(ifandtotheextentthatthatispermitted).Tenuredfacultycanonlybemovedtofixed-termattheirownrequest.Provisionmustbemadeforhowfixed-termfacultyarepromotedinrank,andthereshouldbesomestandardincreaseinsalary(notnecessarilythesameasfor tenure track faculty) forpromotions in rank. Ingeneral terms, full-time fixed-termfacultyhave thesamevotingrightsandrightsofparticipation(oncommittees,etc.)astenure-track faculty, except that they cannot vote on anymatter concerning tenure orserve on any committee that requires tenure. Fixed-term faculty may serve on theFacultySenate,unlesstheyhaveover50%administrativeappointment.

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ETHICSANDEXTERNALRELATIONS

PrinciplesofEthicalConduct

ConflictsofInterestandOutsideEmployment

AppropriateoutsideactivityforafacultymemberwhichenhanceshisorherperformanceofdutiesintheteachingstaffisencouragedasfurtheringtheinterestofboththeindividualandtheUniversity. Consulting, professional performance and other appropriate outside activities cancontribute to theeffectivenessof the facultymemberasa teacherandasaproductivescholar,and canmeet the institution’s obligationsof public service.Policies and restrictions regardingexternal employment are outlined inTAMUSPolicy 31.05 andSystemRegulations 31.05.01,31.05.02,and31.05.03.

FacultycarrytheprestigeoftheUniversitywiththeminallplacesandatalltimes,andtheyhavearesponsibilitytoprotectandpreservethatprestigeinallactionsandutterances.Exerciseofprofessionalintegritybyafacultymemberincludesrecognitionthatthepublicmayjudgehisor her profession and institution by statementsmadeby the facultymember.Therefore,whenspeaking or acting as a private person, the faculty member should strive to be accurate, toexerciseappropriaterestraint,toshowrespectfortheopinionofothers,andtoavoidcreatingtheimpressionthatheorshespeaksoractsforthecollegeorUniversity.

A faculty member desiring to engage in outside activity relevant as described above,whetherpaidornot,shall,previoustomakingafirmcommitmentinthismatter,submita“PlanforContinuingOutsideActivity.”Unlessadvisedtothecontraryinwriting,thefacultymembermayconsidertheplanoperative.IfafacultymemberintendstoreceivecreditontheProfessionalPerformance Profile for a continuing activity, he or shemust have submitted the appropriate“Plan.”AllauthorizationsterminateonAugust31ofeachyear.

Itispresumedthattheprofessor’spresenceatassignedclassesandatpostedofficehoursisofconsiderableimportancetotheUniversityandthestudents;anyseriousfailuretomeettheseobligations will adversely affect the performance legitimately expected of a full-time facultymember.As a practical guideline in thismatter, however, it is presumed that such additionalresponsibilitiesmaybeapprovediftheprofessor’sabsencefromaregularclassmeetingduringagiven semester for the purpose of outside public activity (but for which adequate alternativeplansaremade)doesnotexceedthenumberoftimesthatclassisscheduledtomeetinaweekofthatsemester.TheProvostmaymakeexceptionstothisrule.

Facultymembersshouldconsiderthatoutsidepublicactivityinexcessofanaverage¼time

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loadmayadverselyaffectprofessionalperformance.Outsideemploymentbyorconsultingworkthroughafirmorcompanyinwhichtheemployeeisaprincipalownerisalsogovernedbythispolicy.

UseofPropertyandEquipment

NoemployeeoftheUniversityshalluseforhisorherownpersonalbenefitorpleasureanyproperty of the University, except books from the Library and other such items of well-established usage. Property and equipment of all types, either owned by the University orentrustedtotheUniversitybyothers,aretobeusedonlyforofficialbusiness.Shouldtherebeaneedtousepropertyorequipmentoffcampus,forofficialpurposes,theoffcampuspropertyusepermitmustbecompletedandapproved.Personaltelephonecallsarenottobechargedtoofficialtelephones.

ProfessionalStandards

AllpersonnelofTexasA&MInternationalUniversityshallconformineveryrespecttothelaws of the state of Texas relative to their employment. Each employeemust understand theStandards of Conduct of State Officers and Employees adopted by the Legislature of Texas(outlinedbelow)andofthespecificmattersofconductstatedintheGeneralAppropriationsAct.

The following rules are cited from the Standards of Conduct of State Officers andEmployees(Section572.051oftheTexasGovernmentCode):

“Astateofficeroremployeeshouldnot:

(1)acceptorsolicitanygift,favor,orservicethatmightreasonablytendtoinfluencetheoffice or employee in the discharge of official duties or that the officer or employeeknowsorshouldknowisbeingofferedtohimwiththeintenttoinfluencetheofficer’soremployee’sofficialconduct;

(2)acceptotheremploymentorengageinanybusinessorprofessionalactivitythattheofficer or employee might reasonably expect would require or induce the officer oremployeetodiscloseconfidentialinformationacquiredbyreasonoftheofficialposition;

(3) accept other employment or compensation that might reasonably be expected toimpairtheofficer’soremployee’sindependenceofjudgmentintheperformanceofthe

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officer’soremployee’sofficialduties;

(4)makepersonalinvestmentsthatcouldreasonablybeexpectedtocreateasubstantialconflictbetweentheofficer’soremployee’sprivateinterestandthepublicinterest;or

(5)intentionallyorknowinglysolicit,accept,oragreetoacceptanybenefitforhavingexercised the officer’s or employee’s official powers or performed the officer’s oremployee’sofficialdutiesinfavorofanother.”

ProfessionalEthics

The fundamental responsibilities of faculty members as teachers and scholars includemaintenance of competence in their field of specialization and the exhibition of professionalcompetence in the classroom, studio, or laboratory, and in the public arena through activitiessuch as discussions, lectures, consulting, performances, exhibitions, publications andparticipationinprofessionalorganizationsandmeetings.(TAMUSPolicy12.01Section2.1).

Faculty members should be professional in their conduct in the classroom and in theirrelationshipswith students.They shouldmaintain respect for the student and for the student’spostureasalearnerandshouldbeappropriatelyavailabletostudentsforconsultationoncoursework.(TAMUSPolicy12.01Section2.5).

Anti-Discrimination/TitleIX

TAMIUdoesnotdiscriminationorpermitharassmentagainstanyindividualonthebasisofrace, color, sex, religion, national origin, age, disability, genetic information, veteran status,sexualorientationorgenderidentityinadmissions,educationalprograms,oremployment.IfyouwouldliketofileacomplaintrelativetoTitleIXoranycivilrightsviolation,pleasecontacttheTAMIU Director of Equal Opportunity and Diversity/Title IX Coordinator, 5201 UniversityBoulevard,KillamLibrary159B,Laredo,TX78041,TitleIX@tamiu.edu,956.326.2857and/ortheOffice ofCivilRights (DallasOffice),U.S.Department of Education, 1999Bryan Street,Suite1620,Dallas,TX75201-6810,214.661.9600.Reportscanalsobemadeonourelectronic,anonymous reporting site: www.tamiu.edu/reportit.More information is available in TAMUSPolicy8.01andSystemRegulation8.01.01.

ImproperConsensualRelationships

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The definition of “improper consensual relationship” and information about reporting obligationsareavailableinSystemRegulation8.01.01.

PoliticalActivity

Subject to some restrictions, faculty may seek and hold local elective office and non-electivestateandfederalofficesolongasitbenefitsthestateofTexas(orisrequiredbystateor federal law) and does not conflict with the faculty member’s responsibilities at TAMIU. All employeeshavetherightsoffreedomofassociationandpoliticalparticipationguaranteedbythe stateandfederalconstitutions.Employeesareallowed time tovote inpublicelectionswithout losingpayorleavetime.Theuseofofficialuniversityauthoritytoinfluenceapoliticalcampaign is forbidden; use ofTAMIU funds and facilities for political activity is extensively restricted. Rights and restrictions concerning political activity are detailed in TAMUS Policy 7.03 and TAMUSRegulation7.03.01.Facultywishing to involve themselves inpoliticalcampaignsare urgedtoreadthepolicyandtheregulationindetail.

ExternalRelations

CommunicationsChannels

Except as explicitly stated elsewhere in this document, communications channels are the lines of authority presented in the Organization Chart (see https://www.tamiu.edu/adminis/vpfinance/documents/OrganizationalChart050815.pdf).

PublicityforFacultyActivities

Using their standard policies and procedures, the Office of Public Information should disseminatepublicityforallUniversityactivities.All itemswillbesubmittedtomediaoutlets, buttheiruseisnotguaranteed.

GrantsPolicy

GrantpolicyisdisseminatedthroughtheofficesoftheDeansofthecolleges.

UseofInstitutionalLetterhead,Trademarks,TradeNames

Personal use of institutional letterhead, trademarks, and trade names is not allowed.

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However,facultymembersareentitledtousetheinstitutionalletterhead,trademarks,andtradenames for professional activities. Only official institutional letterhead, trademarks, and tradenamesaretobeused.FacultyandstaffofTAMIUarenotauthorizedtodesigntheirown.Theresolvingauthorityconcerninglegitimateuseoftheinstitutionalletterhead,trademarks,andtradenamesistheOfficeoftheVice-PresidentforInstitutionalAdvancement.

FundRaising

Fund raising is encouraged, but it must be coordinated through the Office of the Vice-PresidentforInstitutionalAdvancement.

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EVALUATIONANDPROMOTIONOFFACULTY

AnnualReview

By a majority vote of its faculty, and with the approval of the Provost and the FacultySenate, each college3will establish procedures and criteria for evaluating faculty performanceanddevelopmentonayearlybasis.Eachcollege3willestablishtheforms,documents,andothermaterials tobeused in theevaluationprocess.Thesematerialswillbeconsistentwith thefivemajorareasofAcademicPreparation,Experience,Teaching,Service,andScholarship,andtheyshould all further the goals of recognizing and rewarding excellence and of identifyingopportunitiesforprofessionalgrowth.Documentsonprocedures,criteria,andformstobeusedintheevaluationprocesswillbefiledwiththeFacultySenateandtheOfficeoftheProvost.Asaresultoftheannualevaluation,thenon-tenuredfacultymembershouldhaveanunderstandingofhisorherprogresstowardtenure.

Formalevaluationistheresponsibilityofdepartmentchairsandwillbeconductedbythem.Each year the department chair will provide a written evaluation and hold an evaluativeconferencewitheachfacultymemberofthedepartmentpriortothebeginningoffinalexamsforthe Spring Semester. The criteria for promotion (as listed in the section concerning academicrank) will be used as the basis of evaluation. The written evaluation should identify facultystrengths,recognizeareasofexcellence,andnoteopportunitiesforfutureprofessionalgrowth.Ifa facultymember's performance is “seriously deficient” in some area, the department chair ordirectorwilloutlinecorrectivemeasures(e.g.updatingormodifyingcoursesyllabiorreviewingtechniquesofpresentationorrevisingscholarlyorserviceactivities).

CollegeEvaluationProcedure

TheCollegeEvaluationProceduredocumentmustincludethefollowing:

1. A provision for the faculty member to receive a written evaluation, to review theevaluation,and to respond to it inwriting.This responsewillbeplaced in the facultymember's personnel file in the college. The faculty membermust receive the writtenevaluationandhaveanopportunitytomeetwiththeevaluatingchairordirectorpriortothebeginningoffinalexaminationsfortheSpringSemester.

2.AprovisionforareviewoftheevaluationbytheDeanoftheCollege(iftheDeanwas

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notinvolvedintheinitialevaluationprocedure)andbytheProvost.

3.AprovisionfortheDeanoftheCollegeandtheinitialevaluator(s)tomeetwiththefaculty member if the faculty member or the chair or director deems that furtherdiscussionoftheevaluationisnecessaryaftertheinitialevaluationconference.

CollegeEvaluationCriteria

Thecollege'sstatementofcriteriatobeusedinevaluatingfacultyperformancemust:

1. Specify the criteria to be used in evaluating Academic Preparation, Experience,Teaching,Service,andScholarship.

2. Include a provision for a faculty member to identify, with the chair or Dean'sapproval,anareaofprimaryacademicdevelopmentoractivityforthecomingyear.Thisareaistobeselectedinthelightofrequirementsforpromotion,tenure,andprofessionaldevelopmentandmentionedinthewrittenevaluation.

3.Describethekindsofevidencetobeconsideredintheevaluation.Indicate,whereverapplicable,theprioritygiventoitemsofevidencewithinanarea.

4.Assurethatthecriteriaandtheevidenceareconsistentwiththosewidelyacceptedforthedevelopmentoffacultyinthegivendiscipline.

EvaluationofTeaching

Inadditiontoabove-listedrequirements,collegeevaluationsofteachingperformancemustbebasedonateachingportfoliocreatedbyindividualfacultymembers.Teachingportfoliosmustincludestudentevaluationsandmayincludeotherdocumentssuchaspeerreviewofteaching,astatementofteachingphilosophy,gradedistributions,coursesyllabi,examplesofgradedcoursework, recommendation letters fromstudents,documentationof teachingdevelopmentactivities(such as conferences or workshops), publications about teaching, and evidence of honors forteaching.Eachcollegewillestablishclearguidelinesforitsfacultyinregardstothematerialstobe included in teaching portfolios. Faculty should receive their Deans’ and the Provost’scommentsnolaterthanMay15th.

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MidpointReviewofFaculty

At themidpoint of the probationary period of a facultymember on the tenure track, thefacultymemberwillreceiveamorethoroughmidpointreviewaddressingprogresstowardtenurebasedonestablishedperformanceexpectations.Thisnormallyoccursattheendofthethirdyearof a six-year probationary period.The promotion and tenure committee of the department (orschoolordivisionorLibrary)willmeet,reviewtheperformancerecordofthefacultymember,andmakearecommendationtothechairordirector.Basedonthisrecommendationandhisorherownobservations,thechairordirectorwillwriteamidpointevaluationreportandsubmititto the dean andProvost (with a copy to the facultymember), indicating one of the followingpossibilities:

1.Thefacultymember'sperformanceisstronginallareas.Areasofparticularstrengthmay be enumerated and detailed. Progress toward tenure requires that presentperformancelevelsbemaintained.

2.Thefacultymember'sperformanceisstrongoverall,butincludesareasofweakness,which must be enumerated and detailed. Progress toward tenure requires that theseweaknessesbeaddressed.Specific suggestions for improvement shouldbe includedasappropriate.

3.Thefacultymember'sperformanceisnotsufficienttoindicateanyrealisticpossibilityoftenure.Thefacultymembershouldbeofferedaterminalcontract.

The exact wording of the midpoint report would be appropriate to the situation, asdeterminedbythechairordirector.Thethreeoptionsaboveindicatetheinformationthatmustbepresentedtothefacultymemberandarenotrequiredtext.

Shouldthefacultymemberatthetimeofhiringreceive,becauseofexperienceorseniority,time toward tenure, the formal reviewwillcomeat themidpointbetweenbeginningworkandreachingthesixthyearofemployment.

These reviews are intended to indicate to the individual the general degree of successfuldevelopmentwhichthefacultymemberhasattained.Inaddition, thesereviewsareintendedtostrengthentheaccomplishmentsofallnon-tenuredfacultymembersandtoprovidethemwithapreliminaryviewofthepossibleresultsofatenuredecision.

Post-TenureReview

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Introduction

IntheWesternacademictradition,universitieshavefosteredexcellenceinteachingandinresearchbycreatinganintellectualenvironmentinwhichfacultymembersandstudentsareableto discover newknowledge and reexamine and contest old truths through the free explorationandexchangeof ideas.Essential to creating andmaintaining this spirit of free inquiry are theprotectionsofferedbyacademictenure.FacultymemberswhoearntenurehaveprovenoveranextendedperiodoftimetoboththeirpeersandtheUniversity'sacademicadministrationthattheyperform at admirably high levels as both teachers and scholars.By granting facultymemberstenure, theUniversityexpresses its faith in theirability tocontinue to teach,conduct research,andservetheUniversityandthecommunityatsufficientlyhighlevelsofproficiency.GrantingtenuretothebestfacultybenefitstheUniversitybygreatlyincreasingthelikelihoodofretainingtheir professional services, a considerable benefit in an often competitive job market. Withtenure, facultymembersbenefit from theprotectionsof academic freedomand job security toexercise their professional expertise in the pursuit and expression of new and occasionallyunpopularorsimplymisunderstoodknowledge.

The post-tenure process that follows is intended to promote the continued professionaldevelopmentoftenuredfacultybyreaffirmingtheircontinuedexcellenceinTeaching,Research,and Service, or by providing a process by which tenured faculty who have fallen belowacceptablenormsofperformanceinoneormoreareasareabletoreceivethebenefitofapeer-coordinated plan for returning to their former productivity.A definition of post-tenure reviewandalistofgeneralcriteriamaybefoundinTAMUSPolicy12.06.

Post-TenureReview

Theprocessforpost-tenurereviewatTexasA&MInternationalUniversitywillconsistofannual performance reviews by department chairs and Deans of the Teaching, Research, andServiceof tenuredfacultymembers.Theseevaluationswillbeusedtodetermineeligibilityformeritpay increasesaswell as reaffirming the tenured facultymember’scontinuedsatisfactoryperformance. Should tenured facultymembers receive unsatisfactory performance evaluations,theywillpursueaprofessionaldevelopmentplanasdelineatedbelowwhenandiftheymeettheconditionsalsodelineatedbelow.

EvaluationCriteria

Ineachcollegeorschool,thefaculty,withtheapprovaloftheDeanoftheCollegeorthe

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Director (in the case of Killam Library) will develop specific criteria for determining theevaluation weight given to Teaching, Scholarship, and Service for tenured faculty pursuingdifferentprofessionalpaths.Evaluationoftenuredprofessionallibrarianswillbebasedontheirspecificjobduties.Thus,thosetenuredfacultymembersreceivingreleasetimeforresearchandareduced teaching load would be expected to have a higher percentage of their performanceevaluation dedicated to an evaluation of their research thanwould be the casewith a tenuredfaculty member teaching a full load of classes and having no release time for research. Thefaculty of each college or school, with the approval of the Dean or Director, will develop ageneral standard for determining whether a tenured faculty member’s overall performance isdeemedseriouslydeficient.Thesegeneral standardsmaybe refined, asneeded,by the facultywithin individual departments and approved by the chair of the department and the Dean ordirector.

GeneralEvaluationProcess

Facultymemberswill be given awritten evaluation of their performance in the previouscalendar year before the commencement of final examinations for the Spring Semester. Allevaluations should identify documented strengths andweaknesses of the facultymember.Thewrittenevaluationwillbegiventothefacultymemberbythedepartmentordivisionchairataconferenceinwhichbothwilldiscusstheevaluationandthefacultymember’sprofessionalplansand expectations for the future year. The intent of this provision is to celebrate continuedexcellence and also to identify areas in which faculty members may further developprofessionally.

EvaluationProcessforFacultywith“SeriousDeficiencies”

Forthosefacultymemberswhoseannualperformancereviewsindicateseriousdeficienciesinoneormoreareas,asdeterminedbythedepartmentordivisionchairanddocumentedontheevaluationform,thechairmustmeetwiththefacultymemberwithintwoweeksofthewrittenevaluation todevelopwrittenplans for improvementwithin thenextyear.Both theevaluationandthewrittenplanforimprovementwillbesubmittedtotheDeanoftheCollegeorthedirectorof the Library. It is the intent of this provision to provide tenured faculty members withimmediateidentificationandmeansofremedyinganyprofessionalshortcoming.

Inthoserarecasesinwhichafacultymember’sdeficienciesaredeemedegregious,thechairmustimmediatelynotifythefacultymemberinwritingduringthecourseoftheyearandworkwiththefacultymembertoremediatethosedeficienciesasquicklyandasreasonablyaspossible.

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Should those “egregious deficiencies” not be remedied by the time of annual evaluation, thechair, with the approval of the Dean or director, may require that the faculty memberimmediatelyengageintheProfessionalDevelopmentPlanprocessoutlinedbelow.Forpurposesof this process, “egregious deficiencies” shall be defined as behavior that compromises thelearningenvironmentforourstudentsand/orfaculty.

ProfessionalDevelopmentPlan

If tenured faculty members receive two consecutive annual performance reviews thatindicate seriousdeficiencies inoneormore areas, or if on a single evaluation theyhavebeenfound to have ’egregious deficiencies’ requiring immediate remediation in one ormore areas,theymustundergoaprofessional review.Whenseriousandmitigatingcircumstancesexist forfacultymemberswhowouldotherwiseberequiredtoundergoprofessionalreview,departmentordivisionchairsmayrequestinwritingfromtheirDeansordirectorsapprovalofanexemptionfromtheprofessionalreviewprocess,withfinalapprovaloftheProvostandnotificationofthePresident.Thepurposesofperformancereviewswillbetoidentifyandacknowledgepatternsofseriouslydeficientperformance,tocreateplansofactiontoeliminatethesedeficiencies,andtomonitor the progress of faculty members as they implement their Professional DevelopmentPlans.

Theprofessionalreviewprocessmustfollowthisprocedure:

•First,departmentordivisionchairswillnotifyaffectedfacultyinwritingthattheyaresubject to professional review. They will also explain in writing the details of theprocess.

• Second, an ad hoc professional review committee of three facultymemberswill becreatedby theDeanwith theconsultationandagreementof thechairand theaffectedfacultymember.IftheDean,chair,andfacultymembercannotcometoanagreementonthecompositionofthecommittee,thenthefollowingguidelinesmustbefollowedbytheDean in appointing a committee: two of the members must be selected from thecollege’spromotionandtenurecommittee,oneselectedbytheDeanandoneselectedbythe faculty member; and the final member of the committee will be selected by theFacultySenatePresident(orbytheFacultySenateVice-PresidentiftheFacultySenatePresidenthasaconflictofinterest).

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• Third, within one month of being notified of the need for professional review, thefacultymemberwillprepareadossier topresent to thecommittee.Thedossiershouldcontain all documents and supporting material that the faculty member wishes theprofessionalreviewcommitteetoconsider.Whileitmaycontainmuchmore,attheveryleast thedossierwill includeacurrent curriculumvitae, a teachingportfolio (with theexceptionoflibrarians),adescriptionofrecentuniversityandcommunityservice,andadescriptionofrecentscholarlyorcreativework.

•Fourth,thechairwilladdtothedossieranyadditionalmaterialthatthechairconsidersrelevant to the development of the Professional Development Plan for the facultymemberunderreview.Thefacultymemberunderreviewmayexaminethesematerialsand respond in writing prior to their submission to the ad hoc professional reviewcommittee; thefacultymembermayalsoaddadditionalmaterials tothedossieratanytimeduringthereviewprocess.

• Fifth, within one month of receiving the complete dossier, the ad hoc professionalreviewcommitteewillreviewit,meetwithboththefacultymemberunderreviewandthedepartmentchair,andissueareport.Thereportmustbesubmittedinwritingtothefacultymember,thedepartmentchair,theDeanordirector,andtheProvost.Thereportmayreachoneofthreepossibleconclusions:

NoDeficiencies.Thecommitteereportsthatitidentifiednodeficienciesofanyconsequence. The committee’s report negates and supersedes the“unsatisfactory”priorannualreviewofthefacultymemberoriginallysubmittedbythedepartmentchair.

SomeDeficiencies.Thecommitteereportsthatitdididentifysomedeficienciesofconsequencebutthatthesedeficiencieswerenotsubstantialorchronic,muchless egregious, and thus no Professional Development Plan is required. Thecommitteereport,however,mustdescribethesedeficiencies,anditisexpectedthat the facultymember and the chairwillwork together to ensure that theseminordeficienciesdonotbecomeseriousanddonotresult in“unsatisfactory”evaluationsinthefuture.

Serious Deficiencies. The committee reports that chronic or substantialdeficiencies do indeed exist and must be addressed by a Professional

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DevelopmentPlan.Thereportmustelaborateonthenatureofthesedeficiencies.

• Sixth,within twoweeks of receiving the committee’s recommendation, the Provostmust accept, reject, or modify the findings of the committee and submit back to thecommittee, the chair, and the faculty member a written report that announces andjustifieshisorherruling.

• Seventh, within two weeks of the Provost’s issuing of a ruling that “seriousdeficiencies”exist,theadhocprofessionalreviewcommitteemustmeetwiththefacultymember and the department chair to begin working to create a ProfessionalDevelopmentPlantosubmittotheDeanandtheProvostforapproval.

TheProfessionalDevelopmentPlandescribesindetailhowthefacultymemberwillremedythespecificdeficienciesidentifiedbytheadhocprofessionalreviewcommittee.Thewrittenplanmustbecreatedwiththecollaborationoftheadhocprofessionalreviewcommittee,thefacultymember, the department chair, and theDean or director, and it shouldmeet the needs of thefacultymember,thedepartment,andthecollegeorschool.Itistheresponsibilityofthefacultymember to cooperate fully in thedevelopmentof this plan and tomake agood faith effort toimplementit.Itistheresponsibilityofthecommittee,thechair,andtheDeantoinsurethattheplanisdesignedtobeameaningfulandeffectivemeansofreturningthetenuredfacultymembertofullprofessionalproductivity.

Plansmustbetailoredtothespecificcircumstancesofthefacultymembersforwhomtheyaredeveloped,butallplansmust:(1)describespecificallythedeficienciestobeaddressedbytheplan;(2) identifyspecificgoals thatmustbemet toremedythedeficiencies;(3)describewhatthefacultymemberwilldotomeetthesegoals;(4)establishintermediateandfinaltimelinesforthecompletionoftheactivitiesnecessarytomeetthegoalsoftheplan;(5)identifythespecificcriteriatobeusedinassessingthefacultymember’sannualprogresstowardmeetingthegoalsofthe plan; and (6) identify the resources that the University will devote to the support of thefacultymember’seffortstocompletetheplan.

In general, Professional Development Plans may allow up to three years for the facultymember to return to fullproductivity.However, in thosecases inwhich the facultymember’sdeficiencies are deemed “egregious,” the planmay require reasonable improvementwithin asshortatimeasoneyear.Thefacultymemberandthechairwillmeetattheendofeachsemestertodiscussthefacultymember’sprogresstowardfulfillingtheProfessionalDevelopmentPlan.Atthe end of the academic year, the chair will submit a written progress report to the ad hocprofessional reviewcommittee, to theDean, and to theProvost.Acopyof the chair’swritten

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reportmustbesent tothefacultymember.Thechair’sregularannualevaluationofthefacultymemberinquestionshoulddrawuponthefindingsoftheprogressreport.

AssoonasthefacultymemberhascompletedtheProfessionalDevelopmentPlan,orbythedeadline established by the plan, the department chairmustwrite a final report to the facultymember,theadhocprofessionalreviewcommittee,theDean,andtheProvost.Becauseitisthecommitmentofthefacultyandadministratorsinvolvedintheprocesstosupportfacultymembersfullyintheirefforts toreturntofullproductivityandthusbenefitnotonlythefacultymemberbut the entire university, it is expected that in all but a very smallminority of cases the finalreportwillbepositive.ThesefindingsbecomefinaluponcertificationbytheProvost.

OnthoserareoccasionswhenafacultymemberhasnotbeensuccessfulincompletingtheProfessional Development Plan, the chair will consult with the ad hoc professional reviewcommittee, theDean or the director, and theProvost prior towriting a negative report. If thecommittee,thechair,theDean,andtheProvostagreethatthefacultymember’sfailuretomeetthegoalsoftheplanareminorandlikelytemporary,thentheymaygrantthefacultymemberanadditionalyeartoremedytheremainingdeficiencies.Iftheydeemthefacultymember’sfailureof such seriousness that they constitute separately good cause for dismissal under all currentpoliciesregardingtenure,academicresponsibility,andacademicfreedom,thentheProvostmayinitiatedismissalproceedings.ThesefindingsbecomefinaluponcertificationbytheProvost.

Appeals

If a faculty member disagrees with the finding of “serious deficiencies” by the ad hocprofessionalreviewcommittee,thefacultymembermayappealthedecisiontotheDeanorthedirectorfirstandthentheProvost.

When a faculty member, department chair, and the Dean or director cannot agree on aProfessional Development Plan, then the University Promotion, Tenure and RetentionCommitteewill intercede,mediate thedispute,andissueadraftof theplanfor thereviewandapprovaloftheProvost.

If at any stage in the post-tenure review process a faculty member believes that theprovisionsoftheprocessarebeingappliedunfairly,thefacultymembermayfileagrievanceasoutlinedinGRIEVANCESsectionoftheFacultyHandbook(below).

VoluntaryPost-TenureReview

Facultymembers have the right to request that an ad hoc professional review committeereview theirwork and counsel themon their career.To initiate this process, facultymembers

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mustmakearequestinwritingtotheirdepartmentchairs.

TenureandPromotion

PromotionofFaculty

Appointmentorpromotiontoanacademicrankisbasedonpastandanticipatedsuccessinperformance,accomplishmentsandleadershipinthefollowingfiveareas:AcademicPreparation,Experience, Teaching, Service, Scholarship (Discovery, Integration and Teaching, andApplication).

Astheyprogressinrank,facultymembersareexpectedtoachieveincreasingsuccessbothbyprogressivelymasteringallfiveareasandbyimprovinginindividualareas.Theconsistentlysustained performance of faculty responsibilities is a requisite for all faculty promotions (seeMajorFacultyResponsibilities). There is an expectation that faculty seeking tenure generallyimpacttheirdepartmentandcollegeinapositive,constructivefashion.

Requirements for promotion from one faculty rank to another are outlined above underDefinition of Faculty Status. Faculty members who believe that they havemet theminimumappropriate Education, Experience, Teaching, Service, and Scholarship requirements forpromotion toall faculty ranksbutFullProfessormust senda letter to theirDeanbyAugust1precedingtheacademicyearinwhichtheyintendtoapplyforpromotion.AssociateProfessors/LibrarianswishingtoapplyforpromotiontoFullProfessormustsendtheirletterstotheProvostbyAugust1.TheDeanmustcertifyinwritingwithintwoweeksthattheappropriateEducationand Experience standards have been met. Should the Dean fail to certify that appropriateEducationandExperiencestandardshavebeenmet,thefacultymemberhastherighttoappealthecase to theProvost,whoshallmakeafinaldecisionandrespond to thefacultymember inwriting within two weeks. The Provost will follow the same procedure for certifying thatAssociateProfessors/LibrarianshavemettheappropriateEducationandExperiencestandardsto apply for promotion to Full Professor / Librarian, with the President the person to whomfacultymayappealtheProvost’sdecision.

Administrators holding faculty appointments who apply for promotion and tenure mustmeetthesamecriteriaforpromotionandtenureasrequiredofotherfacultymembers.Thus,themerits of their applications will be based on their overall work as faculty members, not asadministrators.

Tenure

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Tenuremeans the entitlementof facultymembers to continue in their academicpositionsunlessdismissedforgoodcause (TAMUSPolicy12.01Section4).Thebenefitsof tenureandbasicrulesandrequirementsfortenureareoutlinedinTAMUSPolicy12.01Section4.

Tobeeligibletoapplyfortenure,afacultymembermustbeafull-timeemployeeofTexasA&MInternationalUniversityandmustholdtheacademicrankofAssistantProfessororabove.Facultymemberswhohold joint appointmentswithother state, federal,orprivate agenciesorwithtwoormorepartsofTheTexasA&MUniversitySystemmaybeentitledtotenuredstatusasfacultymembers, if theymeet theaggregaterequirementsfor tenureandmeet theminimumtime in rank at Texas A&M International University. Administrative positions per se are notsubjecttotenure.

Beginning with appointment to the rank of full-time Assistant Professor / Librarian orabove, the probationary period for a facultymemberwill not exceed seven years of full-timeserviceatTexasA&MInternationalUniversity.Uptothreeyearsofappropriatefull-timeserviceat other institutions may be included as a portion of the probationary period if agreed on inwriting at the time of initial employment. Acceptance of credit toward promotion and tenureobligates the faculty member to apply for promotion and tenure on the accelerated scheduleagreedtointheletterofemployment.

All tenure track facultymembersmust comeunder tenure considerationno later than thesixth year of their service at Texas A&M International University. A faculty member whobelieveshis/herTeaching,Scholarship,andServicerecordmeritsearlytenuremayapplyduringthefifthyearofservicetowardtenure.

Foratenuretrackfacultymembertobeconsideredfortenure,thecollegeDeanmustnotifythefacultymemberofhisorhereligibilitybyMay1oftheacademicyearprecedingtheyearinwhich the faculty member is eligible for tenure. Should the Dean fail to notify the facultymemberofhisorhereligibilitybyMay1,thefacultymembershouldseekwrittenconfirmationof eligibility from theDean. If theDean does not certify eligibility, forwhatever reason, thefacultymemberhastherighttoappealthecasetotheProvost,whoshallrespondtothefacultymemberinwritingwithintwoweeks.Oncecertifiedaseligibletoapplyfortenure, thefacultymembermustsendalettertotheDeanbyAugust1precedingthebeginningoftheacademicyearinwhichthefacultymemberdesiresconsideration.

Prior to the beginning of the last year (the seventh year) of the probationary period, thefacultymemberwhohasnotreceivednoticeofadecisiongrantingtenureshouldmakeawrittenrequestforsuchadecisionfromtheProvost,andtheProvostmustrespondwithin30days.Ifthedecisionisnot toawardtenureorif thecandidatewithdrawshisorherapplication, thefacultymemberisentitledtoserveforoneadditionalyearfollowingthetermorsemesterinwhichthenoticeisreceived.Facultymemberswhodonotapplyfortenureattherequiredtimewillhave

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theirpositionsrevertimmediatelytonon-tenure-trackstatus.

PromotionandTenureDeadlines

May1-DeansnotifyprospectiveapplicantsfortenureofeligibilityAugust1-FacultyeligibleforFullProfessorsubmitaletterofintenttotheProvost.AllotherlettersofintentshouldbesubmittedtotheirrespectiveDeans.September1 - Documentation (dossier) submitted to department office for all tenureand all promotions except to Professor; applicants for promotion to Professor submitdocumentationtotheProvost.September154-DeadlinefordepartmentalcommitteetovoteoncandidatesOctober1-Departmentchair’srecommendationtocollegecommitteeandDeanOctober15-DeadlineforcollegecommitteetovoteoncandidatesNovember1-Dean’srecommendationtoUniversityPromotion,TenureandRetentionCommitteeandProvostNovember15-DeadlineforUniversityPromotion,TenureandRetentionCommitteetovoteoncandidatesDecember1-Provost’srecommendationtoPresidentJanuary2-President’srecommendationregardingawardoftenuretoBoardofRegents.

Promotion,Tenure,andRetentionCommittees

See description of University Promotion, Tenure, and Retention Committee within theFacultyHandbook.

College committees consist of departmentally elected representatives who serve on thecollege committee primarily as representatives of their departments’ views on the merits ofcandidates’ qualifications. They are not, however, bound to vote as the majority in theirdepartments voted.Department and college committees should consist of at least five tenuredfaculty members. If a department does not have a sufficient number of tenured faculty toconstituteacommittee,thentheProvost,inconsultationwithalltenuredandtenure-trackfacultyof the department and the Dean,must appoint to the committee one ormore tenured facultymembers from related disciplines. Members appointed from other academic units must notexceed 50%of any college, department, or unit promotion and tenure committee, even if thisreduces thenumberofcommitteemembers to fewer than five.Allmembersofpromotionandtenure committees are required to vote positively or negatively on each candidate (noabstentions),with the exception ofmemberswho have a familial relation to the candidate. In

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suchcases,thecommitteemembercannotparticipateineitherthedeliberationsorthevote.

ReplacementofFacultyonPromotion,Tenure,andRetentionCommittees

Members of promotion and tenure committees are expected to give first priority toscheduled committee meetings (see dates above) and to attend scheduled meetings unlessexceptionalcircumstancesarise.Shouldsuchanunavoidablecircumstanceariseforadepartmentordivisioncommitteemember,heorshemustnotifythedepartmentchairimmediately,andthechairwillreschedulethemeetingtoallowallmemberstoattendandthecommitteetomeetitsdeadline.Thechairs,Deans,and theProvostwillannounce thespecificmeeting time for theircommitteesasfarinadvanceaspossible.If,forsomereason,aninalterableschedulingconflictarisesorforanotherreasonanelectedrepresentativecannotattendameeting,therepresentativemustimmediatelyresignhisorhercommitteebynotifyingthedepartmentchairinwriting.Ifthechairdetermines thatsufficient timeremainsforanominationandelectionprocessandfor thenew representative to study application materials, then the vacancy must be filled through adepartmentalelection.Ifthevacancyisforthecollegecommittee,thenthechairwillconducttheelection;iffortheUniversitycommittee,theFacultySenatewillconductit.

If the chair determines that there is not sufficient time for an election, then the FacultySenatePresident,inconsultationwiththedepartmentchair,wouldnameaneligiblereplacement.If no facultymember in the department remains eligible for service, then the Faculty SenatePresident,inconsultationwiththedepartmentchair,wouldnameaneligiblereplacementfromarelateddiscipline.

ChairsofPromotion,Tenure,andRetentionCommittees

Department chairs serve as the chair of their department committees;Deans serve as thechairs of their college committees; and the Provost serves as the chair of the UniversityPromotion,TenureandRetentionCommittee.Inallcases,theroleofthechairistoensurethatapplicants’dossiersareavailabletocommitteemembers,tocallthemeeting,toreviewtheroleof the committee, to ensure that the committee considers the merits of each application forpromotionandtenure,toconductsecretballotingtodeterminethecommittee’srecommendationfor each applicant, and to oversee the count and announcement of ballot results. Because thecommittee’s purpose is to form a recommendation to make to the administrator chairing thecommittee,thechairistoobservebutnotparticipateinthedeliberations.

Confidentiality

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The recommendation of a promotion and tenure committee regarding an applicant forpromotionandtenureistobedeterminedbysecretballot.Committeemembersaretokeepthedeliberationsregardingthemeritsofanapplicationconfidential.

Ateachstageofthisprocess,allpreviousreviewsandrecommendationswillbeforwardedtothenextlevelofreview.Ontenureissues,thePresidentoftheUniversitypresentshisorherrecommendations to the Board of Regents, which makes the final decision. At each level ofreview, candidates will be informed in writing within one week by the committee chair ofrecommendations concerning their applications. If there is a negative vote, candidates maywithdrawtheirapplications.

DocumentationandPresentationsinSupportofApplications

Candidatesforpromotionandtenuremustsubmitsupportingdocumentationfollowingtheschedulespecifiedabove.Dossierscancomprisenomorethan25pages.Ancillarymaterialswillbe included under separate cover.Dossierswill include an extended vitawith an overviewofmaterials that make reference to the supplementary documents. Examples of supplementarydocumentation are copies of articles, conference presentations, letters of reference, coursesyllabi,finalexaminations,grantproposals,andbulkstudentevaluations.

Prior to the application for promotion and tenure, candidates shall, together with theirdepartmentchair,developalistof3-5objectiveexternalreferencesfromaspirationaluniversitiesto review the research of the candidate. The department chair shall send a letter inviting thereference to review theCVand researchof the candidate and replywith a letterof reference,addressedtothedepartmentchair,whichwillbeincludedintheapplicationdossier.Itshouldnotbe viewed negatively if less than three letters from external referees are included in theapplicationdossier.

Candidates may request the chair of the presiding committee add supporting materialswhichcouldbe relevantafter thedeadline for submission to theirdossier.Suchmaterialsmayincludelettersfromexternalreviewers,notificationofacceptanceofapublicationofresearchortheactual article if it appearsduring thedeliberations, a contract forpublication, etc.Externalpeer review letters will be added as received by department chairs. No other person mayintroducematerialtothedossierorduringdiscussionthatcouldpotentiallyaffecttheoutcomeofdeliberations.

The candidates for promotion and tenure shall be allowed to address the promotion andtenurecommitteesortomakepresentationsatthedepartment,college,orUniversitylevelforuptofiveminutesateachlevelofconsideration,andbeavailabletoansweranyquestionsorclarifyanyofthewrittendocumentation.Thecommitteeateachlevelmayatitsdiscretionextendthe

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timeforpresentation,providedthatallcandidatesreceiveequitableconsideration.

FinalPromotionandTenureDecisions

ThePresidentmakesthefinaldecisionregardingfacultypromotionsandwillcommunicatehisorherdecisioninatimelymannerafterreceivingtherecommendationoftheProvost.

The Board of Regents of The Texas A&M University System makes the final decisionregardingapplicationsfortenure.TheofficialdecisionbytheBoardofRegentstogranttenurewillbeconveyedinwritingbythePresidenttotheindividualfacultymemberassoonaspossibleafter the Regents have voted to confer tenure. In the same manner, a decision of non-reappointmentwillbeprovidedtothefacultymemberassoonasthedecisionhasbeenreached.Thiscommunicationwillbeprovidedbythedepartmentchairandmaybearalsothesignatureofotherappropriateadministrators.Theformalnotificationofnon-reappointmentwillbeasimplestatementtothateffectandwillnotincludeanyofthereasonsforthatdecision.

ProcedureforAppealofPromotionandTenureDecisions

At the conclusion of the promotion and/or tenure process, a facultymember who is notgrantedapromotionand/ornotgrantedtenuremayfileanappealwiththeProvost.Theintentionto appealmust be stated in writing and delivered to the Office of the Provost within twentycalendardaysofreceivingwrittennoticeofthedecisionnottograntapromotionand/ortenure.Appealsmustbebasedononeormoreofthefollowingthreeclaims:thatthedecisionwasmadeinviolationoftheindividual’sacademicfreedom,thatthedecisionwasmadeforillegalreasons,or that the decision was made without adequate consideration of the individual’s record ofprofessionalachievement.Forpurposesofthissection,anillegalreasonisdefinedasadecisionbased on race, sex, sexual orientation, age, national origin, religion, creed, color, or disabilityunrelatedtotheperformanceofduties;ormadeinretaliationforthefacultymember’sexerciseofprotectedFirstAmendmentrights.

Anappealscommitteewillconsistofatotalofsevenfacultymembers:fourmembersoftheUniversityGrievance Pool (two selected by the facultymember and two by the Provost) andthree Faculty Senators appointed by the Faculty Senate President.Nomember of the appealscommitteecanhaveparticipatedatanylevelinmakingthedecisionbeingappealed,norcananymember have any other relevant conflict of interest. The committee shallmeetwithin fifteencalendar days of the faculty member’s written notice of appeal and determine if the facultymemberhasestablishedaprimafaciecasethatthedecisionwasmadeinviolationofthefacultymember’s academic freedom, for an illegal reason, or without adequate consideration of the

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faculty member’s record of professional achievement. If the committee determines that thefacultymemberhas not alleged aprimafacie case, the allegations shall be dismissed and thedecisionnottorecommendpromotionand/ortenureshallstand.Ifthecommitteedeterminesthatthe allegations do establish aprimafacie case, thematter shall be referred for an evidentiaryhearingbythesameappealscommittee.Aprimafaciecaseforpurposesofthissubsectionmeansthat the facultymember’s evidence, alone and unrebutted, would establish that a violation asdefinedabovemayhaveoccurred.

Inanyevidentiaryhearing,theburdenofprovingthatthedecisionwasmadeinviolationofacademic freedom or for an illegal reason or without adequate consideration of the facultymember’srecordofprofessionalachievementshallrestwiththefacultymember.Theburdenofproofmustbemetbyapreponderanceoftheevidence,i.e.,thatwhichismoreconvincing,morecredible, and of greater weight than contrary evidence. Both the faculty member and theadministrationhavetherightofrepresentationatthishearing.ThecommitteeshallcompleteitsreporttotheProvostwithinfifteencalendardaysofthecompletionofthehearing.IfthefacultymemberappealingthedecisionnamestheProvostasapartytotheappeal,namely,chargingtheProvostwithhavingviolatedhisorheracademicfreedom,withhavingbasedthedecisiononanillegalreason,orwithnothavingadequatelyconsideredhisorherprofessionalachievementsinmakingthedecision,thenthecommittee’sreportwouldgotothePresident.IfthePresidentisapartytotheappealforanyofthereasonscitedabove,thenthecommitteewouldsubmititsreporttotheChancellor.

3Wherevertheterm“college”appearsintheEvaluationsectionofthisdocument,italsoappliestotheLibraryandtoSchools.

4Unlesscircumstancesprohibitit,allPromotionandTenurecommitteeswillmeetontheFridayafternoonprecedingthedeadlinesstatedabove.

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FACULTYWORKLOAD

Teaching

Thefull-timeteachingassignmentforTAMIUistwelveSemesterCreditHourEquivalents(SCH) per semester.A commitment to excellence in Teaching is the first requirement for allfacultyatTAMIU.Facultyshouldbeexpectedtoprovideevidenceofintellectualcontributionsto their discipline, theUniversity, and the community at a level that ensures that they remaincurrent in their fields. Because of the unique and extensive growth at this moment in theUniversity’shistory,expectationsforServicearehighforall.Theadministration,inconjunctionwiththeFacultySenateandfaculty,willestablishforallfacultyapeerreviewprocess,includingaportfolio,toevaluateandimproveTeaching.Classesmustbescheduledattimessuitedtothedemonstrated needs of our students. At the same time, chairs are expected to try, insofar aspossible,toscheduleclassessoastoreducethenumberofpreparations.Expectations,outcomes,andrationalemustbeclearforanyfacultymemberwhoteachesfewerthantwelveSCH.

ReleaseTimeforResearch

Tenure-trackfacultyareeligibleforreleasetimeinordertoestablishtheirresearchagendaand to demonstrate scholarly productivity during their probationary period. The amount andtermsoftheirreleasetimewillbenegotiatedwiththeDeanordirectoroftheirschoolorcollegeatthetimeoftheirinitialappointment.Thisprocessisseparatefromreleasetimeforresearchfortenuredfaculty.

Tenured faculty are eligible to apply for a two course release time per year to pursueresearch.Expectations forexcellence inTeaching remain thesamefor facultyawardedreleasetime for research as they do for all faculty. For faculty receiving release time for research,scholarlyeffortsshouldcontinuewiththesamescopeandintensityasduringprobationaryperiod(seeBaselineExpectationsbelow).Anapplication(submittedbyfillingoutacommonform)willoutlinetheresearchplan.Researchplanswillberenewedeveryyear.

1.ACollegeResearchCommittee, representedproportionatelybyalldepartmentsandwhosemembers are elected by tenured faculty,will determine the acceptable level ofresearchandreviewresearchplans.

2.TheCollegeResearchCommitteewillmakerecommendationstotheDeanorDirectorofitscollegeorschool.

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3.RecommendationswillbeforwardedtotheProvost,whowillmakethefinaldecision.

BaselineExpectationsforFacultyAwardedReleaseTimeforResearch

1.Documentationofscholarlyefforteachyear.

2.Normally,apublicationorequivalentinthesecondyear.

3. Normally, faculty should plan to make at least one scholarly presentation orequivalenteveryyear.

If faculty do not meet Baseline Requirements, they must submit a written explanationjustifying continuance for release time to theCollegeResearchCommittee,whowill forwardtheir recommendations to theDean.Recommendationswill be forwarded to theProvost,whowillmakethefinaldecisiononwhetherreleasetimewillbeawardedinthefollowingyear.

AdditionalReleaseTimeforIntensiveResearch

Faculty whose scholarly achievements are characterized by consistently high levels ofproductivityoverasustainedperiodoftimeareeligibletoapplyforoneadditionalcoursereleasetimeper academicyear, or a total of three courses release timeper academicyear, to supporttheirresearchefforts.Facultyreceivingthreecoursesreleasetimeunderthetermsofthispolicyare expected to produce one refereed article per year or to make substantial progress towardcompletionofabookortheequivalent.ExpectationsforexcellenceinTeachingremainthesameforallfaculty.Facultymemberswiththreecoursesofreleasetimeforresearchshouldpursueallappropriate avenues for securing sponsored research through grants. The review process forfaculty seeking three courses release time for research is the same as for faculty seeking twocoursesreleasetimeforresearch,withthefollowingadditionalrequirement:facultyrequestingthree courses release time for intensive research must submit their application for externalreview.

ReleaseTimeforNon-ResearchActivities

The statement below is intended to provide greater clarification for TAMIU's FacultyAcademicWorkloadandReportingRequirementspolicy(TAMIURule12.03.99.L1sections5.1

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to5.3).

“Any reduction in the standard teaching load has to be justified by administrativeassignmentsorauniqueandtime-consumingfeatureofafacultymember'sassignedcourses.Thechair,thedean,andtheprovostmustapproveinwritingallcoursereductionsinadvanceofthefirstdayofclassforasemester.Acoursereductionforanyofthesereasonsshouldbeequivalentto approximately135hoursper semester (equivalent to45hoursof face-to-face time,plus90hoursforcoursepreparation/grading/studentinteractions).Coursereleasesmaybegrantedonacase-by-casebasisunderexceptionalcircumstances.Possiblerationalesfornon-researchrelatedreleases includebutarenotnecessarilyrestricted to thefollowingsituations: inordinately largeclass sizes, excessive number of new course preparations, teachingmultiple writing intensivecourses,administrativeresponsibilities,etc.Notethatreleasesarenotgrantedbasedonasinglecoursebutareevaluatedbasedontheentiretyofanindividualfacultymember'sload.”

GeneralConsiderations

Considerationsother than themeritofproposalsor theperformanceof facultymay, fromtime to time, be a factor in the number of tenured faculty who teach full-time or who haveresearch release time. Such considerations may include changes in college or departmentmissions or programs, college commitments to equitable support for disciplines within thecollege or for faculty careers, and budgetary considerations. In the event that Universityresourcesare insufficient to fundallqualifyingapplications, thePresident inconsultationwiththeProvostwilldeterminetheamountofreleasetimethatwillbemadeinagivenyear.

Facultyteachingadoctoralseminarwillreceiveonecoursereleasetimeduringthesemesterinwhichtheseminarisdelivered,andmayreceiveonecoursereleasetimeinthesemesterpriorto the semester in which the seminar is delivered. Faculty teaching a doctoral seminar areexpectedtoengageinalevelofscholarlyactivityconsistentwiththatoffacultyreceivingreleasetime for research.Faculty teachingexclusivelygraduate level coursesmay receiveappropriaterelease time in recognition of the need for extensive research and course preparation. It isexpected that facultywill follow the application and review process for release time andwillmeetorexceedtheBaselineExpectationsforresearch.

Facultymaysubmitproposalsofamorelimitedscope,requestingaone-coursereleaseforonesemester.Anoutcomeclearlyachievableinashorttimeshouldaccompanytheproposal.

Additional release time may be granted for research projects of exceptional merit thatrequireanextensivecommitmentoftime.

The minimum teaching load for full-time faculty who do not have administrative

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assignmentsandwhoarenotondevelopmentleaveissixsemestercredithoursorequivalentpersemester.ExceptionsmustbeapprovedbythePresidentupontherecommendationofthechair,Dean,andProvost.

SummerTeaching

Unlessspecificallystatedotherwise,somefacultymembersareemployedforninemonthsandarethusnotguaranteedemploymentduringthesummersession.Nonetheless,asignificantnumberoffacultyhavetheopportunitytoteachduringthesummerbasedonstudentenrollments,departmentand/orcollegeneeds,andbudgetaryconsiderations.Whenpossible,all facultywillbeofferedtheopportunitytoteachonesession(i.e.,class)inthesummer.Anyadditionalclasseswouldbeofferedtofacultybaseduponrank/senioritywithinthedepartment.5

5TexasA&MInternationalUniversityofferstwosessionseachsummer.AsofSeptember1996,a“full-timeteachingload”isdefinedassixsemestercredithours,ortheequivalent,persummersession.

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GRADUATEFACULTY

All Graduate Faculty must demonstrate commitment to the academic community,institution,discipline,andstudents.Inaddition,theymustpossessahighlevelofcompetenceinteaching.At the Full level in particular, the facultymust demonstrate research capability andcompetence indirecting independent investigation.Collegesmayproposemore stringent localstandardsformembership:thesearesubjecttoratificationbytheGraduateCouncil.

CategoriesandRequirementsforMembership

FullMembership

FullmembersoftheGraduateFacultymustmeetallofthefollowing:

•1.BetenuredoronatenuretrackontheTexasA&MInternationalfaculty.•2.HoldtherankofAssistantProfessor,AssociateProfessororFullProfessor.• 3. Have earned a doctorate or other terminal degree in the teaching discipline or arelateddiscipline.•4.Producetangibleevidenceofcontinuedproductivescholarship,asnormallydefinedwithinthedisciplineconcerned.

Thosefixed-termfacultywhohavearesearchfocustheycanapplyforfulltimestatusonafive-yearbasissubjecttoareviewoftheresearchqualificationsofthesefacultybytheGraduateCouncil.

FullmembersoftheGraduateFacultyareeligibleto:

•1.Directdoctoraldissertations,masters’theses,andothergraduateresearch.•2.Teachgraduatelevelcourses,includingdoctoral.•3.Serveongraduatestudentcommittees,includingdoctoral.•4.SitontheGraduateCouncilandin thatpositionhelpsetpoliciesfor theGraduateSchool.•5.SitonstandingandspecialcommitteesoftheGraduateCouncil.•6.Serveasofficers(secretary,etc.)oftheGraduateCouncil.•7.ChairstandingcommitteesoftheGraduateCouncil.

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AppointmenttoFullmembershipontheGraduateFacultyisforthedurationofthefacultymember’semploymentatTexasA&MInternationalUniversity,unlessthefacultymemberearnsbelowascoreof“3”inresearchand/orteachingontheannualfacultyevaluationsummaryform(e.g.,PPEorapplicablecollegeevaluationinstrument)for2consecutiveyears,inwhichcasetheCollegeDeanwillnotifytheDeanoftheGraduateSchoolandthefacultymemberwillneedtoreapplyforFullMembershiptotheGraduateFaculty.If thefacultymemberdoesnotmeet therequirementstoserveasaFullmemberoftheGraduateFaculty,theymayapplyforTemporaryMembership.

ExternalMembership

ThiscategoryisforpersonsnotontheTAMIUfaculty.

ExternalMembersoftheGraduateFacultymust:

•1.Holdaterminaldegreeintheteachingdisciplineorarelateddiscipline.•2.Or,iftheterminaldegreeisnotheld,havedemonstratedsuchalevelofdistinctionin their field as to make the degree irrelevant. In case of such exception, a letter ofverificationbythepersonmakingthenominationshouldbesubmittedtosucheffect.

ExternalmembersoftheGraduateFacultyareeligibleto:

•1.Co-chairmasters-levelordoctoralstudentcommittees,dependingoncredentialsandcertification(ineligibletochairsuchcommittees).•2.Teachmasters-levelordoctoralcourses,dependingoncredentialsandcertification.•3.Serveonmasters-levelordoctoralstudentcommittees,dependingoncredentialsandcertification.

TemporaryMembership

Thiscategoryisforthosewhoteachmasters-levelcoursesandarenototherwiseinvolvedinthedepartmentalgraduateprograms.

TemporarymembersoftheGraduateFacultymust:

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•1.Holdaterminaldegreeintheteachingdisciplineorarelateddiscipline.

TemporarymembersoftheGraduateFacultyareeligibleto:

•1.Teachmaster'slevelcourses.•2.Serveonmaster'slevelstudentcommitteesasacommitteemember.

Review of the Temporary member's qualifications for possible advancement to a highermembershipcategoryshallbemadebythechairofthedepartmentwiththeoptionalassistanceoftheFullmembersoftheGraduateFacultyinthatdepartment.Whenanadvancementappearstobewarranted,thedepartmentchairshallrecommendinwritingsuchadvancementtotheDeanoftheGraduate School and shall include a rationale for the recommendation, including tangibleevidence of continued productive scholarship, as normally defined within the disciplineconcerned. CollegeDeanswillmake this recommendationwhereDepartmental Chairs do notexist.

Appointment to Temporary membership on the Graduate Faculty is for a term of threeacademicyearsandwillbesubjecttore-evaluationattheendoftheterm.ThismembershipneedbeapprovedonlybytheDeanoftheGraduateSchool.

ProceduresforNominationtotheGraduateFaculty

NominationsarereceivedbytheDeanoftheGraduateSchoolandkeptonfile.TheDeanoftheGraduateSchoolwillannuallyreporttotheGraduateCouncilthecurrentmembershipineachcategory.

TheGraduateCouncilwill act to evaluate nominationswhichhavebeenquestioned.TheGraduateCouncilwillalsohearcomplaintsfromfacultywhofeeltheywerenottreatedfairlyinmattersofgraduateappointment.

Theresponsibilityforkeepingrecordsofthetermsofthevariousclassesofmembers,andnotifyingdepartmentchairsorcollegeDeansofthosefacultymembersupforperiodicrevieworre-nomination,willbethatoftheDeanoftheGraduateSchool.

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GRIEVANCES

UniversityOmbudsOfficer

The university has anOmbuds officer, who is elected by voting faculty for a three-yearterm.TheOmbudsisadesignatedneutral,neitheranemployeenoramanagementadvocate.TheOmbuds officer is empowered to facilitate the timely and equitable mediation outside of thefacultygrievanceprocess.TheroleoftheOmbudsofficeristofosteraresolutiontoissuespriortotheinitiationofthefilingofaformalgrievance.

FacultyComplaint,Grievance,andAppealProcedures

Each faculty member will have free access through proper channels to the offices ofimmediateandhighersupervisors,HumanResourcesrepresentatives,orotherofficialalternatedispute resolution programs to discuss problems and complaints regarding the employmentrelationship. (TAMUS Policy 32.01.01). A faculty member of Texas A&M InternationalUniversity has the right under the statutes of Texas to present grievances concerning wages,hours of work, or terms and conditions of work, individually or through a representative,providedsuchrepresentativedoesnotclaimtherighttostrikeorbargaincollectively.(TAMUSAPRMB.4.5).

Grievances or disputes involving faculty can be categorized by the participants to thedisagreement.Thesecategoriesare:

Faculty–StudentFaculty–FacultyFaculty–AdministrativeserviceorAdministration(hereafterAdministrator).

It isassumed thatattemptsat reconciliationand/ormitigationwilloccur immediatelyandthe grievance or dispute procedures will not be activated. Nevertheless, if the dispute orgrievancecannotberesolved,theproceduresoutlinedbelowwillbefollowed.

Thetimeperiodsgivenintheprocedurearedeliberatelybriefinorderthatgrievancesmayberesolvedswiftlyandinordertopreservethegrievant’srighttootherremedieswithinstateandfederalstatutesoflimitation.Thetimelimitswithinthefaculty-studentproceduresarebriefestofthosedescribed,sothatstudentswillbeabletoreturntotheirstudieswithaslittledisruptionaspossible;however,allthreepartiesinanygivenstep(i.e.,thegrievant,thepersonagainstwhom

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thecomplainthasbeenfiled,andthemediator /mediatingcommittee)mayagreeinwritingtoextendorshortenthedeadline.Ifthehealthorwell-beingofoneofthepartiesisinvolved,theperiod of time allowed for each stepwill be accelerated (see below).Whenever a step in theprocedure is not accomplished within the given time period (or the time agreed upon by allparties),thematterwillproceedimmediatelytothenextstep.

Faculty-Student

DisputesoverAcademicMatters

Facultymembersareresponsiblefordeterminingthecurriculumofacourse,fordevelopingappropriatemethodsofevaluatingstudentlearning,forevaluatingfairly,forupholdingacademicstandards, and forenforcingpoliciesconcerningacademichonesty.Decisionsmadeby facultymembers regarding thequalityorhonestyof studentwork–especiallydecisionsabout coursegrades – are, as a matter of routine, accepted as authoritative and cannot be overturned byadministrative officers. Students, however, have a right to expect faculty members to havedefensible course policies and to implement them in a reasonable, equitablemanner. Studentswho believe that they have grounds for challenging faculty members’ decisions regardingacademicissues–exceptingthosepertainingtomattersofacademicfreedom–mayappealusingthe procedure outlined below [based on one recommended by the American Association ofUniversityProfessorsinPolicyDocuments&Reports,9thedition,Baltimore:TheJohnsHopkinsUniversity Press andAAUP, 2001, pp. 113-14]. It should be noted that in cases of academicdishonesty studentsmay be subject not only to grade sanctions in courses but to disciplinaryaction (see Student Violations of Academic Integrity under STUDENT SUCCESS below).Facultymembersarerequiredtoreportsuchseriousbreachesofacademichonestytotheirchair,theirDean,theProvost,theHonorCouncil,andtheVicePresidentforStudentSuccess.

Grade sanctionsmay be imposed only by facultymembers, but suspension or expulsionmaybe imposedonlyby theProvost, as specified in theStudentHandbook.Aswith disputesabout course grades, students may appeal grade sanctions for academic dishonesty only byfollowingtheprocedureoutlinedbelow.However,iftheywishtoappealtheProvost’sdecisiontosuspendortoexpelthembecauseofacademicdishonesty,theymustinitiatetheirappealwiththePresident of theUniversity following the procedure the President has established for suchcases.

Except under unusual circumstances, the process outlined below for student appeals offacultyacademicdecisionsshouldbecompletedwithinthreeacademicworkweeks(15workingdays)afterthestudent’sfirstmeetingwiththefacultymembertoquestionthefacultymember’s

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decision.

1.Thestudentmustfirstmeetwiththefacultymemberanddiscussthefacultymember’sdecision. This meeting should occur as soon as possible after the decision has beenmade, normally within oneweek of the student’s being notified of the decision. Thefacultymemberisexpectedtolistentothestudent,toprovideanexplanationforhisorher decision, and to be willing to change the grade or decision should the student’sargumentbepersuasive.Tochangefinalcoursegrades,afacultymembermustsubmita“GradeChangeForm”andattachanaccompanyingmemorandumjustifyingthedecisiontochangethegrade.Thefacultymember’sdepartmentchairandDeanmustapprovethechange.

2. If the facultymember refuses toalterhisorherdecisionorgrade, the studentmaythen discuss the matter with the faculty member’s department chair or immediateacademicsupervisor(hereafter,‘chair’willbeusedtomeaneitherthedepartmentchairor the immediate academic supervisor). If the chair believes that the student’s claimsmayhavemerit,thechairwoulddiscussthematterwiththefacultymember.

3.Ifthestudentisnotsatisfiedwiththechair’sassessmentoftheissueorifthefacultymemberrefusestoalterhisorherdecisionafterdiscussingitwiththechair,thestudentmaythenrequestthatanadhoccommitteeoffacultymembersreviewthematter.Thiscommitteewouldconsistofthreetenuredfacultymemberswithinthesamedisciplineordepartment. If in some unusual case the chair determines that a sufficient number oftenuredfacultymemberscannotbeselectedfromthesamedisciplineordepartment,thenthechairmayadd tenured facultymembers fromclosely relateddisciplines.From thepoolofeligible tenured facultymembersdesignatedby thechair, the facultymember,the student, and the chair would each nominate one faculty member to serve on thecommittee.

4.Theadhoccommitteeof facultymemberswouldhear fromthestudent, the facultymember,andthechairandexaminerelevantdocuments.Ifthecommitteeconcludesthatthefacultymember’soriginaldecisionwasjustified,thenthecommitteewouldprovidethestudentwithawrittenstatementexplainingthereasonsforthecommittee’sdecision.The student may request in writing that the committee reconsider its decision andprovidereasonsforsodoing.Ifthecommitteerefusestoreconsiderorifitreaffirmsitsoriginalrecommendation,thenthematterisconsideredsettledandthefacultymember’s

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originaldecisionstands.Ifthecommitteeconcludesthatthefacultymembershouldalterhis or her original decision, the committeewould provide the facultymemberwith awritten recommendation explaining the committee’s reasons. If the faculty memberdisagreeswiththecommittee’srecommendation,heorshemustprovidethecommitteewithawrittenexplanationfortherefusal.

5. Ifafterconsidering thefacultymember’sexplanationforrefusing toalterhisorherdecision the ad hoc committee is still persuaded that in the interest of justice to thestudent the decision should be overturned, then the committee may recommend inwriting to the chair that the facultymember’s decision be overturned. The committeemayalsomakethisrecommendationtothechairifthefacultymemberfailstoalterhisor her decision and also fails to respond to the committee’s original recommendation.Thefacultymemberwouldreceiveacopyoftherecommendationtothechairandwouldhaveafinalopportunitytoalterhisorheroriginaldecision.Ifthefacultymemberdoesnot do so, then the chair, and only the chair, would be empowered by the writtenrecommendation of the committee to override the facultymember’s original decision,and,ifpertinenttothecase,toalterthestudent’scoursegrade.Inordertocertifythatthegradedisputeprocessoutlinedabovehasbeenfollowedappropriately, theDeanof thecollegeortheschoolandtheProvostwillreviewalldecisionsbychairstochangegradesagainstthewillofafacultymember.

Grievances

Conflicts between faculty members and students that do not relate to faculty decisionsregardingsuchacademic issuesascoursepoliciesandgradeswillbeconsidered thesubjectofgrievances. The process for resolving grievances between facultymembers and students is asfollows.

1. Before a grievance is filed, the aggrieved facultymember or studentmustmake agoodfaithefforttomeetwiththeotherpartyabouthisorherconcerns.Iftheotherpartyis unwilling tomeet, if the aggrieved party has reasonable concerns about his or herphysical safety, or if the meeting produces no resolution to the conflict, then theaggrievedpartymayinitiateagrievancebyfollowingthestepsoutlinedbelow.

2. If thegrievant isa facultymember,heor shewill fileawrittencomplaintwith theAssociateVicePresidentforStudentAffairs.Ifthegrievantisastudent,heorshewill

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fileawrittencomplaintwiththefacultymember’sdepartmentordivisionchair.Ineithercase, bothpartieswill receive awritten acknowledgment of the complaintwithin fiveworkingdays.

3. The student and faculty member will meet with the Associate Vice President forStudent Affairs (or a designated staff member from Student Affairs) and the facultymember’schair.Both the facultymemberand the studentmustbepresent,unlessonepartywaives that right. Thismeetingwill take placewithin fiveworking days of theacknowledgmentofthegrievance.

4.IfthecomplaintremainsunresolvedaftermeetingwiththedepartmentchairandtheAssociate Vice President for Student Affairs, then within five working days of themeetingwith the chair and theAssociateVice President for StudentAffairs, both thestudentandthefacultymemberwillmeetwitheithertheDeanoftherespectivecollege(oracademicadministratortowhomthechairreports)ifthegrievantisastudent,orwiththe Vice President for Student Success if the grievant is a facultymember. Both thefacultymemberandthestudentmustbepresent,unlessonepartywaivesthatright.

5. If thecomplaint remainsunresolvedafter thatmeeting, itwill thenbeheardwithinfive working days by an ad hoc committee consisting of the faculty member’sdepartment or division chair, the Associate Vice President for Student Affairs (or adesignated staffmember fromStudentAffairs), amemberof theStudentGovernmentAssociationselectedbythePresidentoftheStudentGovernmentAssociation,amemberoftheFacultySenateselectedbytheFacultySenatePresident,andapersonselectedbythe non-grieving party from his or her peers. The chair of the committeewill be theAssociateVicePresidentforStudentAffairs(ortheVicePresidentforStudentSuccess’sdesignate)ifthegrievantisafacultymember,orthedepartmentchairifthegrievantisastudent. The chair of the committee will ensure that the committee is formedappropriatelyandmeetsonschedule.Afterhearing frombothsides in thedisputeandexaminingwhatever documentation has been provided by the parties involved, the adhoccommitteewillmakeitsrecommendationinwritingtoeithertheProvostortheVicePresident for Student Success, as appropriate. Both parties involved in the complaintshould receive the written recommendation within three working days after thecommitteeconcludesitsdeliberations.

6. The Provost or the Vice President for Student Success will notify in writing both

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partiesofhisorherfinaldecisiontoresolvethegrievancewithinthreeworkingdaysofreceivingthecommittee’srecommendation.

7.Ifthecomplaintisunresolvedtothesatisfactionofeitherparty,heorshemayappealinwritingtothePresidentwithinthreeworkingdaysafterreceiptofthewrittendecisionoftheProvostortheVicePresidentforStudentSuccess.ShouldthePresidentchoosetodoso,heorshemayseektheadviceofaUniversityGrievanceCommittee.Inthespecialcaseof faculty-studentgrievances, thePresidentmayexpand theUniversityGrievanceCommittee to balance faculty representation with an appropriate number ofrepresentatives selected from the Student Government Association or from theprofessional staff in Student Affairs or some combination of both. The President’sdecisionisfinal.

Faculty-Faculty

Thegrievantwillfileawrittencomplaintwiththenextimmediateacademicsuperiortobothpartiesasdetailedbelow.Acomplaintform,indicatingthepartiesinvolvedandthebasicnatureofthecomplaint,isavailableontheProvost’swebsite.

1. If both facultymembers aremembers of the samedepartment or division, then thecomplaintwouldgotothechair.Ifthefacultymembersresideindifferentcolleges,thenthecomplaintwouldimmediatelygototheProvost.

2.Ifoneofthefacultymembersisthedepartmentordivisionchair,thenthecomplaintwouldgototheDeanofthecollegewhereinthedepartmentordivisionresides.

3.IfoneofthefacultymembersistheDeanofthecollege,thenthecomplaintwouldgototheProvost.

4.IftheProvostisoneofthepartiestothecomplaint,thenaGrievanceCommitteemustbeformedtohearthecomplaint,followingtheproceduredetailedunderitem6below.

5. The original recipient of the complaintwill have fifteenworking days inwhich tomeet with the parties. If a satisfactory resolution is not found, the grievancemay beappealedtothenextlineofauthority,untilithasbeenheardbytheProvost.Nostepmaytakemorethanfifteenworkingdays.Ifthehealthofoneofthepartiesisatstake,then

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theperiodallottedtoeachstepoftheprocesswillbenomorethanfiveworkingdays.

6. If a complaint cannotbe resolved informally, thenaGrievanceCommitteemustbeformed from the University Grievance Pool. Each party will select two committeemembersfromthepool,andtheFacultySenatePresidentwillselect thefifthmember.Faculty from the same college as either of the parties are not eligible to serve on aGrievanceCommittee,andfacultymemberswithpersonalinvolvementinthegrievanceorotherconflictsofinterestshouldrecusethemselves.

If a complaint reaches a Grievance Committee, the committee will hear appropriateevidenceandwitnesses.Bothpartiesmaybe represented;however, the committeemaydefinethe role of the representatives as appropriate. In addition to the original complaint form, thegrievantmustprovideawrittendossierexplainingthenatureofthegrievanceandpresentinganypertinent evidence, and the party grieved againstmay also provide a dossier. The contents ofthesedossierswill bemade available to theopposingparties in thegrievance aswell as theirrepresentatives, if any. If either party wishes to add new evidence after the committee hascommenceditshearings(butbeforeithasmadeitsrecommendations),thecommitteemayallowtheadditionalevidencetobeheardifrelevant(subjecttothestipulationsabove).

The committeewill write its recommendations and submit them to the President. It willadvisethepartiestothegrievanceofitsrecommendation, inwriting,withinfiveworkingdaysafter thehearingsarecompleted.TheFacultySenatewillmaintainrecordsof thehearingforaperiodofnotlessthantenyears.

Faculty-Administrator

In theeventofa faculty-administratorgrievance,aGrievanceCommitteemustbeformedimmediatelyfollowingtheproceduredescribedunderitem6above.Thegrievantmustcompleteacomplaint formas foraFaculty-Facultygrievance, and ingeneral theprocedure follows theproceduredescribedaboveunderFaculty-FacultygrievancesoncetheGrievanceCommitteehasbeen formed.Note that grievances involving administratorswith faculty status, such asDeansand department chairs, are resolved as Faculty-Faculty grievances (above). If for example afacultymemberhasacomplaintagainsthisdepartmentordivisionchair,thecomplaintgoestotheDeanandthentheProvostbeforeaGrievanceCommitteeisformed.

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HUMANRESOURCESINFORMATION

PersonalLeaves

SickLeave

Eligibleemployeesearn sick leaveat the rateof eighthourspermonthora fractionofamonth’s service. Part-time eligible employees earn sick leave in the same proportion as theirworkis tofull-timeemployment.Sickleavemaybeaccumulatedwithoutlimitandthereisnowaitingperiodbeforesickleavemaybetaken.

Acontinuingemployeewhoreducesemploymenttolessthanisnecessarytoqualifyasaneligibleemployeeshall earnnoadditional sick leavenoruseanysick leavewhileholding thenon-qualifyingposition.

Sickleavemaybetakenwhensickness,injury,orpregnancyandconfinementpreventtheemployee’s performance of duty, or when the employee is needed to care for and assist amemberof the employee’s immediate familywho is actually ill.Forpurposes relating to sickleave,immediatefamilyisdefinedasthoseindividualsrelatedbykinship,adoption,marriage,orfoster childrenwho are certified by theDepartment ofHumanServiceswho are living in thesamehousehold.

An employee’s use of sick leave for family members not residing in that employee’shousehold is strictly limited to the timenecessary to provide care and assistance to a child orparentoftheemployeeorparentoftheemployee’sspousethatneedssuchcareandassistanceasadirectresultofadocumentedmedicalcondition.

Asickleavepoolisavailableforalleligibleemployeeswhohaveexhaustedtheirsickandvacationleaveduetoacatastrophicillnessor injury.Thepoolis intendedtoeasethehardshipcausedbyanillnessorinjurywhichwouldotherwiseforcetheemployeetoloseincomefromthestate. For purposes of this procedure, a catastrophic illness or injury is a severe condition orcombination of conditions affecting the mental or physical health of the employee or theemployee’simmediatefamilywhichrequirestheservicesofalicensedpractitionerforaperiodoftimeinexcessofthirtycalendardays.

MilitaryLeave

Leaves of absence are granted for military training and active duty. Military leave isgenerallyunpaid.However,ifanemployeeisamemberoftheNationalGuardorReserves,heor

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shewillbegrantedpaidleaveforuptofifteendayseachfederalfiscalyearformilitarytrainingorduty.SuchanemployeeisalsoentitledtoemergencyleavewithpayifheorsheisamemberofaNationalGuardunitcalledtoemergencyactivedutybytheGovernor.

CivicDuty

JuryDutyLeaveisauthorizedasanexcusedabsenceforfull-timefacultyinordertomeetthe institution’s civic responsibilities. It is the faculty member’s responsibility to notify therespective department chair and the Provost in order to make appropriate arrangements. ThefacultymembermustsubmitacompletedLeaveofAbsenceformandaJuryDutyCertificationformtotheOfficeoftheProvosttocovertheleaveofabsence.FormsshouldbeforwardedtotheHumanResourcesOffice.Afacultymemberwillbegrantedaleaveofabsencewithpayforjuryservice.Adeductionshallnotbemadefromthesalaryorwagesofanyfacultymemberwhoiscalledforjuryservice,norshallsuchfacultymembersberequiredtoaccounttotheUniversityforanyfeeorcompensationreceived.

EmergencyLeaveofAbsence

Emergencyleavewithpaywillbegrantedtoeligibleemployeesuponrequestbecauseofthedeath of the employee’s spouse, or the employee’s or spouse’s child, parent, brother, sister,grandparent,orgrandchild.

ParentalLeaveofAbsence

Employeesareentitledtoaparentalleaveofabsence,nottoexceedtwelveweeks,forthebirthofanaturalchildor theadoptionofachildunder threeyearsofage.Thisperiodbeginswith the date of birth or the first day the adoptive child is formally placed in the home.Employeesmayelecttouseanycombinationofavailablevacationleave,compensatorytimeoff,orleavewithoutpayforthisperiod.

FamilyandMedicalLeave

The Family andMedical LeaveAct of 1993 (FMLA) provides eligible employees up totwelve weeks of unpaid, job-protected leave each fiscal year for the following family andmedicalreasons:

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• Forthecareoftheemployee’schildimmediatelyfollowingbirthorplacementinhisorherhomeforadoptionorfostercare;• For the care of the employee’s spouse, child or parent who has a serious healthcondition;or• Foraserioushealthconditionthatcausestheemployeetobeunabletoperformhisorherjob.

Employees are eligible if they have at least one year of service with the state and haveworked 1,250 hours for the state in the twelve calendar months immediately prior to thebeginningoftheleave.

All eligible paid leavemust be taken before using unpaid leave, and advance notice andmedical certification is required prior to the commencement of leave. Ifmedically necessary,intermittentorreducedleavemaybetaken.

Jobs and benefits are protected while on FMLA leave. Upon return from FMLA leave,employeesarerestoredtotheoriginalorequivalentpositionwithequivalentpay,benefits,andotheremploymentterms,unlesstheemployeewouldnototherwisehavebeenemployedatthattime.

For the duration of FMLA leave, the state will pay its contribution toward employees’insurancecoverageundertheconditioncoveragewouldhavebeenprovidediftheemployeehadcontinuedworking.

Vacation

DetailsareavailablefromtheOfficeofHumanResources,andtheywillbeprovidedtoanewfacultymemberduringhisorherorientation.

Ifafacultymemberistobeabsentfromnormalduties,heorsheisexpectedtoprepareaFacultyLeaveRequestandsubmitittohisorherdepartmentchairorDeanpriortotheabsence,orassoonthereafteraspossible.

OtherHumanResourcesInformation

Informationregardingbenefits,salaryschedules,andpayrolldeductionsisavailableintheOffice of Human Resources, and will be provided to new faculty members during theirorientation.Facultymemberswillbenotifiedwhenchangesoccur.

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NEWFACULTYINFORMATION

AlcoholandDrugAbuse

TexasA&MInternationalUniversityconsiderstheabuseofalcoholand/orillicitdrugusebyitsfaculty,staffandstudentstobeunacceptable.Theunlawfulmanufacture,distribution,sale,possession,oruseofillicitdrugsoralcoholandtheabuseofalcoholarestrictlyprohibitedandwill not be tolerated. Any employee found in violation of this policy shall be subject todisciplinary action, up to and including dismissal, and may be required to participate in anappropriateabuseassistanceorrehabilitationprogram.

BulletinBoards

Bulletinboardsareprovidedatseveralcampuslocations.Facultymembersmayusethesebulletinboardsforappropriateandapprovedgeneralcommunications.

CommunicableDiseases

In accordance with federal and state laws and regulations regarding health and safety,measures will be taken to protect the health and safety of students, faculty, employees andvisitorstotheUniversity.

EmergencyClosing

In theeventofemergency,appropriatenoticewillbeprovidedviaradioand/or televisionand/orelectronicmailand/orotherpublicbroadcastmedia.

Keys

Keyswillbeissuedtofacultythroughthevariousacademicadministrators.Keysremainthepropertyof theUniversityandwillbe returneduponrequestorseparation.Keysarenot tobeduplicated.

LeaveofAbsence

Information concerning, but not limited to, vacation leave, sick leave, emergency leave,parental leave, familyandmedical leave,civicduty leave,andmilitary leave isavailablefromtheUniversity’sDepartmentofHumanResources.

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MailandEmail

FacultymembersmayexpecttheUniversitytoprovidenormalmailservicestofacilitatetheaccomplishment of the facultymembers’ professional responsibilities. It is assumed thatmailservicesprovidedbytheUniversitywillbeprotectedbyappropriatefederalandstate law,andthe privacy of the facultymember’smail, both electronic and paper,will be respected by theUniversity.

PurchaseOrders/Requisitions

Faculty members may initiate purchase requisitions. Complete purchasing policies andproceduresareavailablethroughthePurchasingOffice.

Telephones

Telephoneserviceisprovidedtothefacultytopermitandfacilitatetheaccomplishmentofthe faculty members’ professional responsibilities. Abuse of telephones and/or long distanceaccesswillnotbetolerated.MoreinformationregardingfacultyuseoftelephonesisprovidedinTAMUSPolicy33.04Sections1and2.

UniversityAwards

Theannualfacultyawardsareanattemptonthepartofthefacultytorecognizeoutstandingprofessionalism among its peers. The faculty recognize that exceptional professionalism ismeasuredbydifferent criteria indifferentdisciplines;however, it is theopinionof the facultythat it is extremely important that, regardless of how it is measured, professionalism berecognized. These awards provide a public recognition for quality, as defined by colleagues,peersandfellowprofessors.

Annually,acircularmedallionattachedtoanappropriateribbonispresentedbytheProvost,during theFallAssembly, to the selected facultymembers.Themedallionwill be appropriatefor,andshouldbewornasapartof,therecipients’academicregalia.Themedallionshouldbeinscribed, “Distinguished University Scholar, [year],” or “Distinguished University Teacher,[year],” and “Outstanding Teacher, [year]”. Special parking and a small stipendmay also beincludedforallawardwinners.Inaddition,theDistinguishedUniversityScholar,DistinguishedUniversityTeacherandOutstandingTeacherof theYearmaybe invited togiveshort lecturesduringFallConvocation.

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Procedure

AtthebeginningofeachSpringSemester,eachcollege’spromotionandtenurecommitteewill call for nominations for the college’s Distinguished Scholar of theYear,DistinguishedTeacherof theYear,andOutstandingTeacherof theYear.Eachcollege’spromotionandtenurecommitteewilldecidehowthenominationprocesswillworkwithintheirpurview (whether that be an open nomination process or one in which departments forwardnominees to the college’s P&T committee). Only tenured and tenured-track faculty that havebeenatTexasA&MInternationalUniversityforatleastthreecalendaryearswillbeeligibleforthe Distinguished Scholar and Teacher of the Year awards. For the Outstanding Teacherinstructors, lecturers, and fixed-term professionalsmust have been employed by TexasA&MInternationalUniversityforatleastthreeyears.

NomineesforcollegeDistinguishedScholaroftheYear,DistinguishedTeacheroftheYear,andOutstandingTeacheroftheYearwillberequiredtosubmitabrief(nomorethan20pages)portfoliohighlightingtheirachievements(similar tothepromotion/tenureportfolio)for theuseof the respective P&T committees in the decision-making process. NomineesforDistinguishedScholar of theYearmust include evidence regarding scholarly and creativeaccomplishmentsoveraperiodofthreecalendaryears(endingwiththeyearcoveredinthemostrecent PPE), and the candidateswill be judged on their accomplishments over that three-yearperiod.

College P&T committees will meet no later than February 15 to review nominees’portfoliosandselectthecollegeDistinguishedScholarandTeacheroftheYearandOutstandingTeacheroftheYearawardrecipients.TheCollegeofArtsandScienceswillchoosetwoScholarsandtwoTeachersoftheYear;theA.R.SanchezSchoolofBusiness,theCollegeofEducation,theCollegeofNursing andHealthSciences,UniversityCollege andKillamLibrarywill eachchooseoneScholarandoneTeacheroftheYear.ThesewinnersthenbecomethenomineesfortheDistinguishedUniversityScholarandtheDistinguishedUniversityTeacheroftheYearandOutstandingTeacheroftheYear.

OnceCollege /Schoolawardrecipientshavebeendesignated, thechairofeachcollege’sP&Tcommitteewillforwardtheircolleagues’namesinarecommendationlettertothechairoftheAwardsCommittee.TheAwardsCommitteewillappointateamofhighlyqualifiedfaculty(notnecessarilysenators)whowillobserveandreportontheclassroominstructionofallcollegewinnersforDistinguishedTeacheroftheYearandOutstandingTeacheroftheYear.Thecollegewinners will arrange these observation sessions with the appointed team during the last twoweeks of March. The nominee's observation reports will be added to the portfolios prior toFaculty Senate review. The Distinguished Scholar of the Year, Distinguished Teacher of the

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YearandOutstandingTeacheroftheYearportfolioswillbemadeavailabletomembersoftheFacultySenatefortheirinformationandreviewduringthelasttwoweeksofApril.

At the May meeting of the Faculty Senate, the entire Senate will vote foraDistinguishedUniversityScholarof theYear,DistinguishedUniversityTeacherof theYear,andOutstandingTeacheroftheYearfromthenomineesforeachaward.Senatorswhoareintherunning for one of the awards and senators who have not read all the portfolios will notparticipateinthevoting.Awardrecipients,aswellasthecollegewinnersinallthreecategories,will be announced at FallAssembly.Once recognized asDistinguishedUniversity Scholar orTeacheroftheYearandOutstandingTeacheroftheYear,facultymemberswillnotbeeligibleforconsiderationforanyadditionalfacultyawardforthreeyears.

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NON-REAPPOINTMENT,DISMISSAL,ANDSEPARATIONOFFACULTY

PhasingOutofProgramsorFinancialExigencies

NoticeofReductioninForce

Thephasingoutofinstitutionalprogramsorfinancialexigencies,whichcausesareductionof faculty, may require exceptions to the normal tenure policy. In these cases, the facultyinvolvedinthereductionwillbegiveneveryadvancednoticepossibleandeveryeffortwillbemade by the University to place the affected faculty in other available positions in theUniversity’semploymentforwhichtheyarequalified(TAMUSPolicy12.01,Section7.2).

Hearings

Facultymemberswhosereappointmentsare tobe terminatedasaresultofphasingoutofinstitutionalprogramsorfinancialexigencieswhichcauseareductioninfacultywillbeentitledto a hearing before an appropriate faculty committee. The hearing shall include the followingprocedures(TAMUSPolicy12.01,Section7.3.4):

1. Thefacultymemberwillbe furnishedwithadequatewrittenstatementsof thebasisfortheinitialdecisiontolayoff;

2. The facultymemberwillbeprovidedwitha reasonablyadequatedescriptionof themannerinwhichtheinitialdecisionwasmade;

3. Thefacultymemberwillbeprovidedwithadequatedisclosureofallinformationanddatauponwhichthedecision-makershaverelied;and,

4. Thefacultymemberwillbeprovidedwithadequateopportunitytorespond.

Inahearingtheburdenofproofrestswiththefacultymembertoestablishapreponderanceoftheevidencethathisorherterminationwasbaseduponanillegalreasonorwasarbitraryorunreasonable.Also,anyfacultymemberinvolvedinsuchareadjustmentprocesshastherighttoreappointment to his or her previous position if it is re-establishedwithin two calendar years

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(TAMUSPolicy12.01,Section7.3.5).

Individual’sValuetoProgram

A person’s value to a department will be the prime consideration in a staff reduction.Tenuredfacultywillhaveretentionpreferenceovernon-tenuredfacultyunlesstheterminationofthe programwould result from the loss of the non-tenuredmember. In the latter situation, ifdeemedfeasiblebythedepartmentchairinvolved,atenuredpersonmaybegivenanopportunityto become competent in an area essential to a program and thus regain priority. In situationswhere all other factors are equal, decisions will be based on merit, rank, and then length ofservice.

Non-reappointment

Noticeofnon-reappointment,orofintentionnottoreappointatenure-trackfacultymember,shallbegiveninwritinginaccordwiththefollowingstandards:

1. Not later than March 1 of the first academic year of probationary service, if theappointment expires at the end of the academic year; or, if a one-year appointmentterminatesduringayear,atleastthreemonthsinadvanceofitstermination;

2. Not later than December 15 of the second year of probationary service, if theappointment expires at the end of that academic year; or if an initial two-yearappointment terminatesduringanacademicyear, at least sixmonths inadvanceof itstermination;

3. Atleasttwelvemonthsbeforetheexpirationofaprobationaryappointmentaftertwoormoreyearsintheinstitution.

Good cause for dismissal of a faculty member with tenure will related directly andsubstantiallytotheperformanceofprofessionalduties,andmayinclude,butshallnotbelimitedto(TAMUSPolicy12.01,Section4.3):

1. Professionalincompetence;

2. Continuing or repeated failure to perform duties or meet responsibilities to the

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institutionortostudentsorassociates;

3. Failuretosuccessfullycompleteapost-tenurereviewProfessionalDevelopmentPlan;

4. Moral turpitude adversely affecting the performance of duties or the meeting ofresponsibilitiestotheUniversity,ortostudentsorassociates;

5. ViolationofSystempolicies,Systemregulations,Universityoragencyrules,orlawssubstantiallyrelatedtoperformanceoffacultydutiesormeetingofresponsibilitiestotheinstitution,students,orassociates;

6. Conviction of a crime substantially related to the fitness of a faculty member toengageinteaching,research,service/outreach,and/oradministration;

7. Unprofessional conduct adversely affecting to amaterial and substantial degree theperformanceofdutiesorthemeetingofresponsibilitiestotheUniversity,ortostudentsorassociates;

8. Falsificationofacademiccredentials;

9. Bona fide financial exigency or the phasing out of institutional programs requiringreduction of faculty (see previous section); bona fide financial exigency means apressingneedtoreorderthenatureandmagnitudeoffinancialobligationsinsuchawayas to restore or preserve the financial stability of any component ofTheTexasA&MUniversity System; a bona fide financial exigency may exist without the entirecomponentbeingaffected(TAMUSPolicy12.01,Section8.2.1);or,

10. The reduction or discontinuance of institutional programs based on educationalconsiderationsandrequiringtheterminationoffacultymembers.

Afacultymemberwith tenureshallnotbedismisseduntilshe/hehasreceivedreasonablenoticeof thecause fordismissal inwritingandonlyafteranopportunity forahearing,whichshallmeettheestablishedproceduresofdueprocessandinwhichtheUniversityshallbeartheburdenofprovingbyapreponderanceoftheevidencegoodcausefordismissal.

Anon-tenuredfacultymember,havingagrievanceregardingthenon-renewalofhisorhercontract, has the right to have a hearing before a University administrator (TAMUBoard of

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Regents Agenda Item #35, July 28, 2000).6 The procedure at Texas A&M InternationalUniversity, approved by the President, September 3, 2000, ordains that the grieving facultymemberwillselectadean,otherthanthatofhisorherowncollege,whowillhearthegrievance.The outcome of the hearing will be communicated to the facultymember concerned and theProvost,whowillinturnpresentthereporttogetherwitharecommendationtothePresident.ThePresident’s decision will be final. In cases in which the faculty member challenges the non-renewalongroundsofdiscrimination,infringementofacademicfreedom,ortheexistenceofanillegalreason[e.g.,adecisionbasedonrace,sex,age,nationalorigin,ormadeinretaliationforthefacultymember’sexerciseofprotectedFirstAmendmentrights],heorsheisentitledtothedueprocessproceduresasprovidedunderDischargeforCause,below.

Separation

Resignation

Asprofessionaleducatorsandscholars,itisexpectedthatastatementofresignationwillbemadeinwriting,anditwillbepresentedtotheappropriatecollegeDeananddepartmentchairwithadequatenoticesoasnottoinconveniencethestudentbody.

Retirement

Employmentofaformerlytenuredfacultymemberafterretirementwillbeonanon-tenuredstatus.Suchpost-retirementemploymentdoesnotaccruetowardtheresumptionoftenurestatus.These positions filled by retired faculty may not exceed a total of ten percent of the FTEpositionsinacollege.Completeretirementconditions,definitionsandconstraintsaredetailedinTAMUSPolicy31.07andareavailablefromtheOfficeofHumanResources.

FailuretoMeetStandards

AllemployeesoftheUniversity,includingfaculty,areemployedwiththeexpectationthattheyareabletofulfillthestandardsofthepositionforwhichtheywerehiredorintowhichtheywerepromoted.

DischargeforCause–CriteriaandProcedure

Theprocedurefornon-renewalofnon-tenuredfacultyattheendofanytermcontract(otherthanaone-year-onlycontractwhichhasnotbeenrenewed)shallhavethefollowingcomponents.

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1. TheUniversityisnotlegallyrequiredtogiveanon-tenuredfacultymemberareasonfor a decision not to reappoint for another term or to provide a hearing. Generally,facultymembersareentitled to see theirpersonnel filesand toobtainacopyof thosefilesatthefacultymember’sexpense.

2. A decision not to reappoint a non-tenured faculty member may not be made inviolationof the academic freedomof the individualor for an illegal reason. If a non-tenured faculty member makes allegations concerning the decision not to reappointwhich,ifproved,wouldestablishaviolationofacademicfreedomortheexistenceofanillegal reason (e.g., a decision based on race, sex, age or national origin, ormade inretaliationfor thefacultymember’sexerciseofprotectedFirstAmendmentrights), thefacultymemberisentitledtothedueproceduresprovidedinthefollowingsubsectionstodetermine the validity of his or her allegations. It is the responsibility of the facultymembertomaketheadministrationawareofhisorherallegations,inwriting.

3. Onrequest,thefacultymemberisentitledtoapreliminaryconsiderationbyafacultycommitteeofhisorherallegationsofaviolationofacademicfreedomortheexistenceofan illegal reason for thedecisionnot to reappoint. If thecommitteedetermines thatthereisadequateevidencetosupportthefacultymember’sallegations,thenthefacultymemberwillbeentitledtothedueprocessprocedureasspecifiedbelow.

DueProcess

Dueprocess,assetforthinthisstatement,embodiesacourseofprofessionalproceedingsinlinewith the rules andprinciples recognized in the academic community.Among these is therightof tenuredandnon-tenured facultymembers,during the termof their contracts, to a fairhearingbeforeafacultyhearingcommittee.

1. When a reason arises to question the fitness of a faculty member, the appropriateadministrative officers will discuss thematter with the faculty member in a personalconference.Themattermayberesolvedbymutualconsentoritmayresultinanoticeoftermination.Intheeventofanoticeoftermination,thefacultymembermayrequestanadvisory committee (within five business days), discuss alternatives with the FacultyOmbudsOfficer,resignoraccepttermination,orrequestahearing(below).

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2. If an advisory committee is requested, the Faculty Senate president (or president’sdesignee)willappointacommitteeof three tenured faculty.Thecommitteewillmakesuchinquiryasitdeemsnecessary,offerconfidentialadvicetoboththefacultymemberandadministration,andattempttoaffectanadjustmentorresolution.Theproceedingsoftheadvisorycommitteearenotevidentiaryanddonotcompriseahearingofanykind.The advisory committeemust complete all its deliberations and communicationswiththefacultymemberandadministrationwithin15daysofthecreationofthecommittee.

3. Ifthefacultymemberdesiresahearingratherthanresigningoracceptingtermination,heorsheshouldnotifytheProvostwithin30daysofnotificationoftermination.

4. The Provost may initiate a hearing whether or not one is recommended by theadvisory committee or requested by the faculty member within 30 days of thenotificationoftermination.

5. Ifahearingisinitiated,theFacultySenatepresident(ordesignee)willselectapanelof eight tenured faculty members, and from this panel the Provost will appoint fivefacultymembers to serve on the hearing committee. The hearing committee shall notoverlaptheadvisorycommittee(above).TheProvostshallnotifythefacultymember,inwriting,within30daysof thedecision to conduct a hearing, that thehearing is to beinitiated, and that there is reasonablecause tobelieve that thechargesconstitutegoodcausefordismissal.

6. BoththeUniversityandthefacultymemberhavetherighttocallwitnessesandtoberepresented during the hearing. The faculty hearing committee will review evidence,writtenandoralstatements,anddetermineitsfindings.Thehearingprocedureshallbespelledout,knowninadvance,andsharedwiththeconcernedparties.

7. Thefindingsofthehearingcommitteeanditsrecommendationswillbeconveyedinwriting to the faculty member, the President, the Provost, and other appropriateadministrativeofficers.

8. The facultymembermayappeal thedecision to thePresident.The facultymembershould submit a written appeal to the President within 20 days of the forwarding ofrecommendations to thePresident.ThePresidentwillmakea finaldecisionwithin20days of the receipt of an appeal.Decisions regarding non-renewal of non-tenure-track

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facultymembersmadebythePresidentarefinal.

9. IfthePresidentrecommendsterminationofthefacultymember,therecommendationwillbeforwardedtotheChancelloraccordingtoTAMUSPolicy.

6ThisportionofthetextconstitutesexplanatorytextthatwasaddedtotheState’sdirective.

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RESEARCHINFORMATIONANDGUIDELINES

CopyrightandIntellectualProperty

Issues regarding copyright and ownership of intellectual property created while in theemploy of Texas A&M International University are covered in TAMUS Policy 17.01,“IntellectualPropertyManagementandCommercialization.”Particularattentionshouldbepaidtosection17.01.02,“OwnershipofIntellectualPropertyandTangibleResearchProperty(TRP).”

HazardousWaste

The Texas Hazard Communication Act of 1985, Texas Civil Statutes, Article 5182brequires that Texas A&M International University provide faculty with certain specificinformationconcerningtheuseanddisposalofhazardousmaterials.Foracompletedescriptionofthestatuteanditsimplications,seeTAMUSPolicy34.02Section2.

HumanSubjects

All researchprojects conductedbymembersof theTAMIUcommunity involvinghumansubjectsmustbeapprovedby theUniversity’s InstitutionalReviewBoard (IRB)orbeexemptfromIRBreviewbyfederalstatute.BothfacultyandstudentresearchersmustcontacttheOfficeoftheProvostforthelatestinformationregardingIRBapprovalandexemptionprocedures.

The University’s IRB number registered with the Department of Health and HumanServices(DHHS)isasfollows:IRB00002613.TheFederal-WidenumberfortheAssurancefortheProtectionofHumanSubjects(seeDHHSwebsite)isasfollows:FWA00003404.

Inventions,Patents,andCreations

TAMUSpolicyregarding inventions,patents,andcreations isoutlined inTAMUSPolicy17.01.Theownershiprestswiththecreator,unlesstheUniversitycommissionsthecreation.

ScientificMisconductandAnimalResearch

TAMUSresearchpolicies,restrictionsandconstraintsareoutlinedinTAMUSPolicy15.01.

StudyLeaveandFacultyDevelopmentLeave

Facultyonleavewillbegiventhesameconsiderationsasfacultyoncampuswithregardto

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salary,tenure,seniorityandallotherrightsandprivileges,exceptasexplicitlyexemptedinthetermsoftherequestforleaveandtheapprovaloftheleave.

StudyLeave

WithoutPay.

UponrecommendationandapprovaloftheDean,ProvostandPresidentandsubmissiontotheChancellorforapprovalbytheTAMUSBoardofRegents,aleaveofabsencewithoutpayfortravelorstudymaybegrantedtoateachingmemberofthefacultywhohasbeenemployedforatleastthreeyears.Aleavewillnotbegrantedforlongerthantwelvemonthsatonetime,butanextensionforadditionaltimemaybegrantedifconditionswarrantandpermitit.

WithPay(FacultyDevelopmentLeave).

Thepurposeofthisprocedureistomeettheobjectivesoffacultydevelopmentasoutlinedin theTexasEducationCode,Section51.102: to provide a programof leaves of absence thatwould enable faculty members to engage in study, research, writing, and similar projects. Ineffect, the legislature aims to improve higher education by providing opportunities forprofessionalgrowthatcollegesanduniversities, thereby increasing thevalueof the recipient’ssustainedcontribution.Thus,facultydevelopmentleavesarepartofaplanofcompensationforfaculty.

Faculty development leave may be granted to persons employed by Texas A&MInternationalUniversitywhoare full-time tenured facultyorequivalent.Facultyduties includeteaching, research, administration (who have nomore than¼ release time for administration)and/or professional services. Faculty development leavemay not be granted to persons in theclassifiedpersonnelsystemoftheUniversity.

Eligibilityislimitedtotenured,full-timefacultymembers:

• WithatleastsevenyearsofserviceatthisUniversity;• Withatleastsixyearsofservicesincetheirlastdevelopmentleave;and• Whohavesubmittedacceptablereport(s)frompreviousleave(s).

The Faculty Development Leave Committee (FDLC) shall be chaired by the currentPresident of the Faculty Senate and shall consist of one tenured faculty member from each

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college and/or free standing academic unit, with the exception of the College of Arts andSciences,whichshallhavetworepresentatives.TheFacultySenatewillconductelectionsduringApril,pollingfacultyfromeachcollegetodetermineitsrepresentative.MemberselectedinAprilwill begin their terms thenext schoolyear, beginning inSeptember.Facultymembers arenoteligibleforfacultydevelopmentleaveduringtheirtenureonthecommittee.

Allelectionsshallbeforthree-yearterms.Whenvacanciesoccur,theFacultySenateshalldesignate a replacement to fill the unexpired term. The President of the Faculty Senate isresponsibleforallmatterspertainingtotheelectionofFDLCmembers.

TheFDLCwillrecommendanapplicationdeadlinetotheProvostwho,inturn,willnotifythe faculty. Normally, the application deadline will be no later than November 1 of the FallSemester preceding the academic year forwhich the award is sought. For example, if facultymemberswereseekingleaveduringthefalland/orspringtermof2009-2010,theywouldapplyinNovember2008.

AnapplicantwillsubmitacompletedapplicationforapprovaltotheappropriatedepartmentheadinaccordwiththedeadlineestablishedbytheFDLC.Uponreceiptoftheapplicationsbythe academic department, further routingwill be as follows: from the department chair to theDean, and to the Office of the Provost. The department chair must indicate how the facultymember’s classeswill be covered (includinganestimateof costs).Eachadministrativeofficerwill have one week to comment and forward the application packet. The Provost will thenforwardpacketstotheFDLCforranking.

TheFDLCwillreturnrankingstotheProvost,whowillreviewandforwardtherankingstothePresident.TheFDLCreservestherighttointerviewapplicantswhenneededforclarificationinrankingapplications.LeaveswillbeconsideredfinaluponrecommendationbythePresident,whowill cause to be providedwritten acknowledgment of approval to all applicants and theFDLC.

The FDLC determines and reports the criteria to be used in making its selectionrecommendationstotheProvost.CurrentcriteriaarethosecitedinChapter51,Section51.102oftheTexasEducationCode:

“Ontheapplicationofafacultymember,thegoverningboardofaninstitutionofhighereducationmaygrantafacultydevelopmentleaveofabsenceforstudy,research,writing,fieldobservations,orothersuitablepurpose,toafacultymemberiftheboarddeterminesthat the facultymember is eligible by reason of service, that the purpose forwhich afacultydevelopmentleaveissoughtisoneforwhichafacultydevelopmentleavemaybe granted, and that granting the leavewill not place on faculty development leave agreaternumberoffacultymembersthanthatauthorized.”

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Requestsforfacultydevelopmentleavemustbeapprovedordisapprovedbythedepartmentchair.Impactoftheleaveontheapplicant’sdepartmentorprogram(i.e.describehowtheleavewill benefit the institution), and other pertinent information, should be addressed in thedepartmentchair’sdecision.

Facultymembersmayhold facultydevelopment leaves foroneacademicyearatone-halftheir regular salary, or for one-half an academicyear at their full salary.An academicyear isdefinedasthenine-monthperiodcontainedintheFallandSpringsemesters;developmentleavesarenotauthorizedforsummersessions.

Faculty members having signed a legal agreement to serve one full academic year aftercompletionoftheleaveshallberequiredtoreimbursetheUniversityintheamounttheyreceiveas salary and fringe benefits if they should fail to fulfill the year of service after the leave.Permanentdisabilityattestedtobyamedicaldoctorwouldconstitutereasonforexemption,oranequivalentconditionasjudgedbytheProvost.

Faculty members on leave will retain their rights and eligibility for benefits tohospitalization,medical insurance, incomeprotection, life insurance, and other such programs(includingretirement)inforceforfull-timefacultymembers.TheUniversityadministrationshallcausetobedeductedfromtheleaverecipient’ssalarythecostofsuchbenefitsaspermittedbylaw.

Withinthreemonthsoftheirreturnfromleave,recipientsoffacultydevelopmentleavemustprovideawrittenreportoftheiractivitiestotheirrespectivedepartmentchairs,whointurnwillroutethereporttotheDeanandtheProvost.Recipientswillalsoconductaforumfordiscussionwithmembersoftheirrespectivecolleges.Acopyofthewrittenreport,andtheagendaforthecollege discussion,will be submitted to the FDLC,whowill report theirwork to the FacultySenateattheSeptembermeetingoftheFacultySenate.

Thisprogramisrestrictedtothosedepartmentsoracademicunitsthatareabletoreleaseafaculty member without affecting their academic functions and without hiring a replacement,unlessfundsareavailable.

Appropriate funding for faculty development leave is authorized by Title 3, Chapter 51,Section51.105oftheTexasEducationCode:

“a. The governing boardmay grant to a facultymember a faculty development leaveeither for one academic year at one-half of his [sic] regular salary or for one-halfacademicyearathis[sic]fullsalary.Paymentofsalarytothefacultymemberonfacultydevelopment leave may be made from the funds appropriated by the legislaturespecifically for that purpose, or from such other funds as might be available to the

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institution.

b. A faculty member on faculty development leave may accept a grant for study,research,or travelfromanyinstitutionofhighereducationorgovernmentalagency.Afaculty member on faculty development leavemay not accept employment from anyotherperson,corporation,orgovernment,unlessthegoverningboarddeterminesthatitwouldbeinthepublicinteresttodosoandexpresslyapprovestheemployment.

c. It is not required that faculty members obtain matching funds to be eligible fordevelopment leave;however, facultymemberswhoaregranteddevelopment leaveareencouragedtoseekadditionalfundingfromauthorizedandappropriateexternalsources.Applicantsmust followguidelines establishedby theOfficeofGrantResourceswhenseekingadditionalfunding.”

The University will supplement the faculty member’s grant or salary paid by the entitysponsoring the development program so that the University compensationwill equal half thefacultymember’sregularsalaryforoneacademicyearorhisorherfullregularsalaryforhalfanacademicyear,subjecttoavailabilityoffunds.Inorderforthefacultymembertoremaineligibleforstate-paidbenefits,thedepartmentmustsubmitaMemorandumofEmploymentcoveringtheabsence period and attach a copy of the approval of the facultymember’s development leaverequesttotheOfficeofHumanResources.

Asstated inTitle3,Chapter51,Section51.106,notmore thansixpercentof the facultymembersofanyinstitutionofhighereducationmaybeonfacultydevelopmentleaveatanyonetime.Additionally,theactualleavesawardedaredependentupontheavailabilityoffundsaswellastheextenttowhichproposedleaverequiresfunding.

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STUDENTSUCCESS

StudentHandbook

TheOfficeofStudentConductandCommunityEngagement(SCCE)publishestheStudentHandbook. It is available from the Office of the SCCE website athttps://www.tamiu.edu/scce/studenthandbook.shtml. The Student Conduct Code, and studentrightsandresponsibilitiesaredefinedintheStudentHandbook.

Sponsorship/Organizations

A complete list of chartered organizations may be found on the Internet atwww.tamiu.edu/sole. TheOffice of StudentOrientation, Leadership and Engagement (SOLE)maintainsregulationsandproceduresfortheestablishmentofstudentorganizations.

StudentViolationsofAcademicIntegrity(Cheating,Plagiarism)

Studentsareexpectedtomaintainhighethicalstandardsintheiracademicwork,andfacultymembersareexpectedtomaintainthefairnessandintegrityofcoursegrades.Studentswhoarecaught claiming credit for work that they did not do – whether the dishonesty consists ofcheating on exams, intentionally plagiarizing papers or course projects, or other forms ofacademicmisrepresentationanddishonesty–canexpecttoreceivefailinggradesinthecourseinquestion.Facultymembersarerequiredtoreportsuchseriousbreachesofacademichonestytotheirchair,theirDean,theProvost,andtheOfficeofSCCEandUniversityRegistrars.

In addition to grade penalties, students guilty of academic dishonestymay be placed onprobation,temporarilysuspended,orpermanentlyexpelledfromtheUniversitybytheProvost,as specified in the Student Handbook. The Honor Council reviews each case reported to theProvostandmakesrecommendations.(SeetheHonorCodeinAppendixE.)

StudentLeaveofAbsenceandPregnant/ParentingStudents

UnderTitleIXoftheEducationAmendmentsof1972,harassmentbasedonsex,includingharassment because of pregnancy or related conditions, is prohibited. A pregnant/parentingstudentmust be granted an absence for as long as the student's physician deems the absencemedically necessary. It is a violation of Title IX to ask for documentation relative to thepregnant/parentingstudent'sstatusbeyondwhatwouldberequiredforothermedicalconditions.Parentingaccommodationsareavailabletobothparentsofanewborn,however,thecauseforthe

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reasonableaccommodationmustberelatedtothepregnancyorpostpartum.TheUniversityadvisesapregnantorparentingstudent tonotify theirprofessoronce they

areaware thataccommodationsforsuchwillbenecessary. It is recommended that thestudentandprofessorattempttoworkoutthereasonableaccommodationswitheachother.TheDirectorofStudentConductandCommunityEngagement(MayraHernandez,mghernandez@tamiu.edu)canassistthestudentandprofessorinworkingoutreasonableaccommodations.IntheeventthatastudentwillneedaleaveofabsencefromtheUniversityforasubstantialperiodoftime, theUniversityencouragesthestudenttoconsideraLeaveofAbsence(LOA)asoutlinedherein.Aspart of our efforts to assist and encourage all students towards graduation, TAMIU providesLOA's for students, including pregnant/parenting students, in accordancewith theAttendanceRuleandtheStudentLOARule.

StudentsmayfilecomplaintsofdiscriminationduetopregnantorparentingstatuswiththeTAMIUTitle IXCoordinator (LorissaCortez, 5201UniversityBoulevard,KL 159B,Laredo,TX,78041,TitleIX@tamiu.edu,956-326-2857)and/ortheOfficeofCivilRights(DallasOffice,U.S.DepartmentofEducation,1999BryanStreet,Suite1620,Dallas,TX75201-6810,214-661-9600).

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TEACHINGRESPONSIBILITIESANDRELATEDINFORMATION

AcademicFreedom

Itisessentialthateachfacultymemberbefreetopursuescholarlyinquiry,andtovoiceandpublishindividualconclusionsconcerningthesignificanceofevidencethatthefacultymemberconsidersrelevant.Eachfacultymemberisentitledtofullfreedomintheclassroomindiscussingthesubjectwhichheorsheteaches,butshouldnotintroducecontroversialmatterwhichhasnorelationtotheclassroomsubject.Eachfacultymemberisalsoacitizenofthenation,stateandcommunity; and when speaking, writing, or acting as such, must be free from institutionalcensorshipordiscipline.(TAMUSPolicy12.01Section1,quotedselectively).

TAMUS Policy 12.01 Sections 1 and 2 define academic freedom and outline the basicprotections and responsibilities of facultywith regard to academic freedom. Facultymembersmust recognize that thepublicwill judge theirprofessionand systemacademic institutionsbytheirstatements (TAMUSPolicy12.01Section2.2).Thecontrollingprinciple is thata facultymember’s expression of opinion as a citizen cannot constitute grounds for dismissal unless itclearlydemonstrates thefacultymember’sunfitnessforhisorherposition,asdescribedin theNon-reappointmentsectionofthisHandbook.Extramuralutterancesrarelybearuponthefacultymember’s fitness or job performance.Moreover, a final decision should take into account thefacultymember’sentirerecordasateacherandscholar.

FacultyResponsibilities

TeachingFaculty

TexasA&MInternationalUniversity is committed to excellence in instruction, a concernforstudents,andtheintegrityoftheinstitution.Assuch,allteachingfacultyareexpectedto:

1. Make known to students inwriting the goals and requirements of each course, thenatureofthecoursecontentandthemethodsofevaluationtobeemployed.

2. Meetclassesasscheduled.

3. Instructsoastomeetcourseobjectives.

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4. Maintaincompetenceinteachingfields.

5. Beprofessionalinconduct,intheclassroom,andshowrespectforthestudents.

6. Be available to students for consultation on course work during regular publishedofficehours.

7. Serveasacademicadvisorinaccordancewithcollegepolicyonadvisement.

8. Engage in Service activities according to requirements for performance by rank asstatedinthisHandbook,andapplicablecollegeanddepartmentpolicies.

9. Engage inScholarly activity according to requirements for performanceby rank asstatedinthisHandbook,andapplicablecollegeanddepartmentpolicies.

While these responsibilitiesprovide the foundationofgood teachingandprofessionalism,theydonotalonequalifyonefortenureorpromotion.SeerelevantsectionsofthisHandbookforadditionalinformationconcerningpromotionandtenure.

LibraryFaculty

AllLibraryfacultyareexpectedto:

1. AdheretotheAmericanLibraryAssociationCodeofEthics.

2. Maintainknowledgeandcompetenceintheirareasofspecialization.

3. Beprofessionalinconductandshowrespectforpatrons.

4. Perform their professional assignments in a manner that supports the Library’smissionwithintheUniversity.

5. Engage in Service activities according to requirements for performance by rank asstatedinthisHandbook,andapplicableLibrarypolicies.

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6. Engage in Professional Enrichment activities according to requirements forperformancebyrankasstatedinthisHandbook,andapplicableLibrarypolicies.

AcademicServicesandSupport(Media,Computer,etc.)

AfacultymembershouldreasonablyexpectsupportfromtheUniversityforthesuccessfulaccomplishment of the faculty member’s Teaching, Scholarship, and Service responsibilities.ThefacultymembershouldexpecttoutilizeadequatecaretoensurethatthesupportprovidedbytheUniversityisnotmisused.

ProgramEvaluation

It is the responsibility of every faculty member to remain current in his or her area ofexpertise.Ifintheirexpertopinion,aprogramshouldbeadded,revised,ordropped,thefacultymemberhasaresponsibilitytosharetheiropinionwiththeappropriatecurriculumcommitteeortobringtheiropiniontotheAcademicOversightCommitteeoftheFacultySenate.

StudentAdvising

Each full-time faculty member is expected to advise and council a designated group ofstudents concerningacademiccourse requirements, aswell aspersonalmatters related to theiroverall educational experiences. The faculty member’s basic responsibilities are to assistassignedgraduateand/orundergraduateadviseesinenrollinginappropriatecoursesasspecifiedby individual degree plans provided by the Office of Admissions and Advisement, and tomonitor each student’s total course loadwith respect to degree of difficulty and the student’snon-academicresponsibilities,e.g.,full-timeworkorfamilialresponsibilities.

StudentRecords(FERPA)

The University accumulates data and keeps records to enable staff and faculty to planeducationalopportunitiestomeettheneedsofindividualstudents,tobetterunderstandstudentsto counsel them more effectively, and to assist to placement in graduate education oremploymentprogramsaftergraduation.Theserecordsshouldbeconsideredconfidentialandtheprivacyofthestudentprotected.

Preliminary(firstday)classrollsaredistributedassoonaspossibleafterregistration.Theserolls should be checked by faculty and discrepancies reported to the Office of the Registrar.

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Correctionsare incorporated in the finalclass roll,whichreflects registrationasof theofficialcensusdate(twelfthclassdayforlongsemesters,fourthclassdayforsummersessions).Thesefinal class rollsmust be signed by the instructor as correct and returned to theOffice of theRegistrarinatimelymanner.

Forms for assigning grades are distributed after the final day for dropping classes.TheseformsmustbecompletedbyfacultyandreturnedtotheOfficeoftheRegistrarbythespecifiedduedate.TheOfficeoftheRegistrarwillnotreleasegradestostudentsuntilthefinalreportsarepreparedandmailed.

TheserecordsarerequiredbythestateofTexasandmaybeauditedaspartofthefundingprocess.

PostingGrades

Facultyare legallyprohibited frompubliclyposting studentgrades in sucha fashion thatstudentscanbe identifiedbyanyoneother than themselvesor theirdesignated representatives;however, it is often necessary to disseminate information outside the classroom about studentperformance.Therefore,whensuchnecessityoccurs,instructorsmaypostgradesinsuchawaythat the student’s privacy is protected. This means that student names or complete SocialSecuritynumbersmaynotbeused.Instructorsmayusewhatevermethodtheydevisesolongasindividualprivacyisprotected.

OfficeHours

Each facultymember is expected to establish, post andmaintain a reasonable number ofofficehours.Thedeterminationofthenumberofofficehourswillbemadeinconsultationwiththefacultymember’sdepartmentchair.Thefollowingconstraintsshouldbeconsidered:

1. Allfacultymembersareexpectedtohaveofficehours.

2. Officehourswillbescheduledfortheconvenienceofstudents.

3. Officehoursmustbepostedoutsidethefacultymember’soffice,andrecordedwiththedepartmentchair.

4. All faculty members, regardless of their assignments, are expected to maintain anabsoluteminimumofthreeandanabsolutemaximumoffortyofficehoursperweek.

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APPENDIXA:ChangestoFacultyHandbookSince2010

(Pagenumbersbelowrefertothepaginationofthe2011edition.)

ABOUTTAMIU

• Pg.8:UniversityCommittees:structureof theTechnologyAdvisoryCommitteewasREVISEDtoaddarepresentativeoftheUniversityPresidentandreducethenumberofother administrative and faculty representatives, and to assign the Faculty Senaterepresentative as chair; a description and structure for the Distance Education andInstructionalTechnologyCommitteewasADDED.

APPOINTMENTANDADVANCEMENTOFFACULTY

• Pg.23:OtherswithFacultyStatus:descriptionandguidelinesforFixed-TermFaculty(TAMUSPolicy12.07)wereADDED.

ETHICSANDEXTERNALRELATIONS

• Pg. 24:Conflicts of Interest andOutsideEmployment: sentence beginning “Policiesandrestrictions...”wasADDEDtotheendofthefirstparagraph.• Pg. 24: Conflict of Interest andOutside Employment: second paragraph (beginning“Full-timefacultyareexpected...”)andeightbulletpointsfollowingwereDELETED.The deleted materials (inaccurately) duplicated material from TAMUS Policy 31.05,whichwasreferencedinthesentenceaddedabove.• Pg. 26:ProfessionalEthics: thewords “performances, exhibitions”wereADDED tothefirstsentencetomoreaccuratelyreflectthelanguageofTAMUSPolicy12.01.• Pg. 26: Sexual Harassment: the last sentence in the first paragraph (“Sexualharassment,asdefined inTAMUSPolicy34.01.Section2, isaClassAmisdemeanorundertheTexasPenalCode”)wasDELETED,andthecurrentfinalsentence(beginning“Sexualharassmentistreated...”)wasADDEDtoreplaceit.ThisreflectsachangeinTAMUSPolicy.• Pg.26:PoliticalActivity:theentiresection,elevenparagraphsunderthesubheadingsNon-elective State or Federal Office, Positions of Employment with GovernmentAgencies,PublicOfficialsandPoliticalActivities,UseofOfficialAuthorityProhibited,

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Use of TAMUS Funds or Property, Voting and Political Participation, PoliticalCampaignEventsonTAMUSProperty,EmployeesandCandidatesandOfficeholders,and Political Contributions from Employees, was DELETED. The single paragraphcurrently under the heading Political Activity was ADDED to replace the deletedmaterials.

EVALUATIONANDPROMOTIONOFFACULTY

• Pg.30:Post-TenureReview: Introduction: sentencebeginning“Adefinitionofpost-tenurereview...”wasADDEDtotheendofthesecondparagraph.• Pg. 36: Tenure: the earlier first paragraph of the section was DELETED, and thecurrentfirstparagraphwasADDEDtoreplaceit.• Pg.36:Tenure:twosentencesfromtheendofthethirdparagraphinthissectionwereDELETED(“Tenureisgrantedonlybytheaffirmativeactionof theBoardofRegentsupon recommendation of the President of the University. At the conclusion of theprobationaryperiodand the tenureapplicationprocedure, thePresidentwillnotify thefacultymemberinwritingofthedecisionoftheBoardofRegents.”)asredundantwithTAMUSPolicy12.01.• Pg.39:DocumentationandPresentationsinSupportofApplications:numberofpagesindossierwasincreasedto25;paragraphwasADDEDpermittingexternalreviewlettersandothermaterialstobeaddedtothedossier.

FACULTYWORKLOAD

• Pg.42:GeneralConsiderations:sentencereading,’Facultyteachingadoctoralseminarwill receiveonecourse release time in thesemesterprior to thesemester inwhich theseminarisdelivered,andonecoursereleasetimeduringthesemesterisdelivered’wasALTEREDtoread,“Facultyteachingadoctoralseminarwillreceiveonecoursereleasetimeduringthesemesterinwhichtheseminarisdelivered,andmayreceiveonecoursereleasetimeinthesemesterpriortothesemesterinwhichtheseminarisdelivered.”

GRADUATEFACULTY

• Pg. 43-46: ENTIRE SECTION was rewritten, primarily to eliminate distinctionbetweenassociateandfullmembershipintheGraduateFaculty,alsotoincorporateotherchangesrequestedbytheDeanofGraduateStudiesandResearch.

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GRIEVANCES

• Pg.50-51:Faculty-FacultyandFaculty-Administrator(Grievances):theentiresectionwasrewrittentoconformtoUniversitypractices.

NEWFACULTYINFORMATION

• Pg. 55: Telephones: sentence beginning “More information regarding . . .” wasADDEDtotheendofthefirstparagraph.• Pg.55:Telephones:secondparagraphpreviouslyinthissectionwasDELETED.

NON-REAPPOINTMENT,DISMISSAL,ANDSEPARATIONOFFACULTY

• Pg. 60-61: Discharge for Cause – Criteria and Procedure: the entire section wasrewrittentoconformtoTAMUSPolicyandUniversitypractices.

TEACHINGRESPONSIBILITIESANDRELATEDINFORMATION

• Pg.67:AcademicFreedom: first paragraph (beginning “It is essential . . .”) and thefirsttwosentencesofthesecondparagraph(“TAMUSPolicy12.01...(TAMUSPolicy12.01Section2.2)”)wereADDED.• Pg. 67: Academic Freedom: four paragraphs which began this section in the 2010handbook were DELETED, and the first four sentences in what is now the secondparagraphwereDELETED,infavorofthematerialaddedabove.ThislinkedacademicfreedomtoTAMUSPolicy12.01andremovedlanguagewhichmightconflictwiththatpolicy.

(AllmajorchangesbelowrefertothepaginationoftheMay5,2016FacultyHandbook)

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ETHICSANDEXTERNALRELATIONS

• Pg. 29: Communications Channels: DELETED reference to “Organization Chart(AppendixA)”andADDEDTAMIUURLtothechartlocation.

EVALUATIONANDPROMOTIONOFFACULTY

• Pg. 31:Evaluation ofTeaching:ADDED the sentence “Faculty should receive theirDeans’andtheProvost’scommentsnolaterthanMay15th.”• Pg.39:PromotionandTenureDeadlines:August1deadlineREWRITTEN“Facultyeligible for Full Professor submit a letter of intent to the Provost.All other letters ofintentshouldbesubmittedtotheirrespectiveDeans.”

NEWFACULTYINFORMATION

• Pg. 59-60: University Awards: ENTIRE SECTION rewritten to include the title“Distinguished” to the Teacher and Scholar of the Year awards and to add the new“OutstandingTeacheroftheYear”awardfornontenure-trackFaculty.

(AllmajorchangesbelowrefertothepaginationoftheJune11,2017FacultyHandbook)

ABOUTTAMIU

• Pg. 7-8: Faculty Senate Committees: sentence beginning, “Senators from theCanseco...”wasALTEREDtoincludeUniversityCollege.• Pg.7-8:Sentencebeginning,“FacultySenateCommittees,whosemeetingsareopentothepublic...”wasALTEREDtoninestandingcommittees.• Pg.7-8:“Atthebeginningofthefallsemester...”wasADDED.• Pg.7-8:Allcommitteedescriptions(exceptforAcademicOversight)wereALTEREDtoread,“MembershipinthecommitteewillbebyappointmentbythePresidentoftheSenate,withtheChairelectedbythecommitteemembership.”

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• Pg. 7-8:TheAcademicOversightCommitteewasALTERED to clarify thepurposeandmembershipofthecommittee.• Pg.7-8:ENTIRESECTIONdescribingTheCommitteeonFacultyWorkEnvironmentandMoralewasDELETED.• Pg. 7-8: Descriptions of purpose and membership were ADDED for The AwardsCommittee,TheAssessmentCommittee,TheTechnologyAdvisoryCommittee,andTheDistanceEducationandInstructionalTechnologyCommittee.• Pg. 10: University Committees: ENTIRE SECTION describing Committee ofProfessorswasDELETED.• Pg.10:TheUniversityGrievancePool:selectiondescriptionwasALTEREDtoconsistoftwenty-fourmembersselectedbylottery.• Pg.11:“Incaseofconflict...”wasADDED.• Pg.12:GraduateCouncil:sentencebeginning,“ItistheresponsibilityoftheGraduateCouncil..”wasALTEREDto read,“It is the responsibilityof theGraduateCouncil toestablishandreviewthecriteriaformembershipontheGraduateFaculty.• Pg. 12-13: The proper name of the dean and the graduate school were changedthroughouttoread,“DeanoftheGraduateSchool”and“GraduateSchool”.

ETHICSANDEXTERNALRELATIONS

• Pg. 28: Illegal Discrimination, Sexual Harassment, and Related Retaliation: sectionheaderwasREVISEDtoread,“Anti-Discrimination/TitleIX”.ThefollowingparagraphwasALTEREDtobeincompliancewithTAMUSpolicy.

GRADUATEFACULTY

• Pg.45:CategoriesandRequirements forMembership: the sentencebeginning, “FullmembersareappointedtotheGraduateFaculty…”wasDELETED.• Pg. 45: “For fixed-term faculty...” was ADDED to clarify fixed-term facultymembershiptothecommittee.• Pg. 45-47: The proper name of the dean and the graduate school were changedthroughouttoread,“DeanoftheGraduateSchool”and“GraduateSchool”.• Pg.46:TemporaryMembership:thesentencebeginning,“AppointmenttoTemporarymembership...”,wasALTEREDtoread,“AppointmenttoTemporarymembershipisforaperiodofthreeacademicyears.”

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GRIEVANCES

• Pg.48:BeforethesectiononFacultyComplaint,Grievance,andAppealProcedures,adescriptionandpurposeoftheFacultyOmbudswasADDED.

NEWFACULTYINFORMATION

• Pg.58:UniversityAwards:announcementofawardswasREVISEDtobeannouncedatFallAssembly.

STUDENTAFFAIRS

• Pg.68:StudentLeaveofAbsenceandPregnant/ParentingStudents:secondparagraphwasADDEDtobeincompliancewithTAMUSpolicy.

APPENDIX B: FACULTY CONSTITUTION TEXAS A&M INTERNATIONALUNIVERSITY

• Pg. 80: Article IV, Section 2, subsection b,Members-at-large: number ofmembersREVISED to “five full-time voting faculty members…” to accommodate theuniversity’sgrowingnumbers.

APPENDIXF:COLLEGEDOCUMENTSFORFIXEDTERMFACULTY

• Pg. 122: Professional (Fixed-Term) Faculty, Appointment and Promotion, UniversityCollegeproceduresADDED.

(Pagenumbersbelowrefertothepaginationofthe2018edition.)

GENERALUNIVERSITYGOVERNANCE

• Pg.8:ENTIRESECTIONdescribingCouncilofChairswasDELETED.

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• Pg.11:ENTIRESECTIONdescribingUniversityCommitteeonAdmissionStandardsandExceptionswasDELETED.

• Pg.16:CommitteeAssignmentProcedurenumber7wasALTEREDtoremovereferencetoUniversityCommitteeonAdmissionsStandardsandExceptions.

APPOINTMENTANDADVANCEMENTOFFACULTY

• Pg. 21: “In addition, there is an expectation that faculty seeking promotion...” wasADDED.

EVALUATIONANDPROMOTIONOFFACULTY

• Pg.47:“Thereisanexpectationthatfacultyseekingtenure...”wasADDED.• Pg.49:ReferencetoCommitteeofProfessorswasDELETED.

FACULTYWORKLOAD

• Pg.55:ENTIRESECTIONdescribing“ReleaseTimeforNon-ResearchActivities”wasADDED.GRADUATEFACULTY

• Pgs.58-60:ENTIRESECTIONwasREVISED.

STUDENTAFFAIRS

• Pgs. 87-88: ENTIRE SECTION was REVISED. Section title is now “STUDENTSUCCESS”.

APPENDIXE:TAMIUHONORCODE

• Pgs. 132-147 ENTIRE SECTION was ALTERED to align with 2018-2019 StudentHandbook,Article10,AcademicConductProceedings.

APPENDIXF:COLLEGEDOCUMENTSFORFIXEDTERMFACULTY

• Pg. 166: Professional (Fixed-Term) Faculty, Appointment and Promotion, College of

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EducationproceduresADDED.

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APPENDIXB:FacultyConstitutionTexasA&MInternationalUniversity

FACULTYCONSTITUTIONOriginallyApprovedon19April1995

PREAMBLE:

ThepurposeofthisconstitutionistoimplementtheprinciplethattheTexasA&MInternationalUniversity is a collegium (i.e. association of professionals) inwhich the responsibility for theeducationalobjectiveslieswiththefaculty.ThisconstitutionprovidestherulesandprinciplesofgovernancefortheFacultyuponitsacceptancebythemembershipofthefaculty,exceptwherelimitationsareimposeduponitbythelawsoftheUnitedStatesofAmerican,thestateofTexasandtheAdministrativePolicyandReportingManualoftheTexasA&MSystem(p.3-19,May20,1991,orthelatestedition).

ARTICLEI.OrganizationoftheFaculty

Section1.Membership

Asusedherein the term“Faculty”or“TheFaculty”orany indicationof“membership” in theFacultyisinclusiveFaculty.

a. TheFacultyconsistsofthePresident,theProvost,Deans,allfullprofessors,associateprofessors, assistant professors, instructors, and librarians and administrators holdingfacultystatus.

b. VotingMembersoftheFacultyshallbethosemembersofthefacultywithtenureorwith full-time tenure track appointments, full-time fixed term (12.07) faculty, andfacultywithfull-timeappointmentsattherankofinstructor.

c. AssociateMembersof theFaculty shall be thosemembers of the facultywith part-time and/or non-tenure track appointments. An associate member shall have allmembership privileges except those of voting and the right to serve in the FacultySenate;however,anassociatefacultymemberwithafull-timeappointmentmayvoteas

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of the beginning of the second consecutive year of full-time service. This facultymember, however, may not vote on issues pertaining to Promotion and Tenure,University-wideissues,orserveontheFacultySenate.Associatefacultymemberswithfull-timeappointmentsshouldalsoconsulttheFacultyHandbookforotherlimitationsontheirvotingrights.

d. EmeritusMembersoftheFacultyshallbethosemembersofthefacultywithemeritusstatus;theyshallhavethesameprivilegesasassociatemembers.

ARTICLEII.AuthorityoftheFaculty

Section1.AuthorityoftheFaculty(subjecttoArticleIISection3,below).

The faculty shall have authority overmatters pertaining to educational policy.By authority ismeant the responsibility for developing rules, establishing and acting upon procedures, andrecommending policies relating to all matters of educational concern for the welfare of theUniversity.Thefollowingareindicative:

a. Standardsforadmission,selectionandretentionofstudents.

b. Requirementsforgrantingdegreesandcompliancewiththecertificationrequirementsinteachereducationprograms.

c. CurricularrequirementsandthestructureoftheUniversitywithreferencetoacademicmatters.

d. Instructionalstandardsandstandardsfortheevaluationoffaculty.

e. Promotionandfacilitationofacademicandinstructionalresearch.

f. Procedure for faculty participation in the selection and retention of chairpersons ofDepartments/SchoolsandtheDeans.

g. Standardsforpublicinformationprogramsdealingwitheducationalmatters.

h. Standardsforacademicfreedomandtheprotectionoffacultyinterests.

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i. Standardsforstudents’affairs,conductanddiscipline.

j. Appointment,promotion,tenureanddismissaloffacultymembers.

k. Standardsforfacultyaffairs,conduct,anddiscipline.

Section2.FacultyResolvingAuthority

Thefacultymayexpress,byformalresolutionand/orwrittenpetition,theiropiniononanyothermatterpertainingtothepoliciesandadministrationoftheUniversity.Thefollowingmattersareindicative:

a. Selection, retention,or removalof thePresident andprincipal academicofficers, aswellasthecreationorabolitionofsuchoffices.

b. Expenditures of funds allocated to instructional and academic or instructionally-relatedresearch.

c. Majorissuesaffectingcurrentorprojectedbudgetdecisions.

d. Programs impacting welfare of the Faculty such as salaries, insurance, leaves ofabsence,Universityreorganizationandaccreditation.

Section3.ResponsibilityoftheFacultySenate

a. TheFacultySenateisempoweredtoactonbehalfoftheFaculty,subjectto:

i. Thelimitationsofthisconstitution(seeArticleIV,Section1),and

ii. AdministrativePolicyandReportingManualoftheTexasA&MSystem(p.3-19,May20,1991,orlatestedition.

b. IntheeventofaconflictbetweentheFacultyandtheFacultySenate,thewilloftheFacultyshallprevail.

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ARTICLEIII.ConductingFacultyBusiness

Section1.MeetingsofFaculty

ThePresidentofTexasA&MInternationalUniversitymaycallameetingoftheFacultyatanytime to report on any item that thePresident deemsappropriate.Likewise theFacultyhas therighttoassembleatanytimeforthepurposeofconductingFacultybusiness.Themeetingmaybe in the nature of a forum, which the Faculty is encouraged to attend and participate. ThemeetingalsomaybeinthenatureofahearingwhichtheFacultyisencouragedtoattendand,ifappropriate,totestify.

Section2.SpecialMeetings

SpecialmeetingsoftheFacultyshallbecalledasfollows:

(a) UponrequestoftheFacultySenate,aspecialmeetingoftheFacultyshallbecalledbytheSecretaryoftheFacultySenate.

(b) AspecialmeetingoftheFacultyshallbecalleduponreceiptbytheFacultySenateofapetitionsignedbyten(10)ormorevotingmembersoftheFaculty.

Section3.NoticeofMeetings

TheSecretaryoftheFacultySenateshallnotifytheFacultyinwritingatleasttwoweekspriortothemeetingdate.TheSecretaryoftheFacultySenateshallprepareminutesofallactionstakenby the Faculty, and file a copy with the President of Texas A&M International University.Another copy of those minutes shall be filed with the President of the Faculty Senate. TheSecretaryoftheFacultySenateshalldistributetheminuteswithintwoweeksaftertheendoftheFacultymeeting.

Section4.ApprovalProcessfortheMinutesofaFacultyMeeting

Toobtainapproval,ornot,oftheminutesofaFacultymeeting,ablankapprovalformshallbeattached to, and distributedwith theminutes to all voting Facultywithin twoweeks after thefacultymeeting.Thefollowingoptionsshallbeontheapprovalinstrument:

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(a) Minutesapprovedastheyare.(b) Minutesapprovedwiththefollowingchanges:(c) Minutesnotapproveduntilthefollowingchangesareincorporated:(d) Minutesarenotapproved.

ThefacultyshallreturnthecompletedapprovalinstrumenttotheSecretaryoftheFacultySenatewithinoneweekafterreceiptoftheminutesbytheFaculty.

The vote of a quorum of the Faculty, returning the completed approval instrument, shalldeterminewhether theminutes are approvedornot. In caseof a tie vote, thePresident of theFacultySenateshallcastthedecidingvote.

Section5.FacultyVotingMechanism

ThemechanicsofFacultyvotingshallbeasfollows

(a) AsimplemajorityofvotingmembersoftheFacultyshallconstituteaquorum.

(b) A Faculty voting committee, consisting of Faculty Senators, and chaired by theSecretary of the Faculty Senate, shall prepare and mail secret ballots to the votingFaculty.TheseballotsaretobereturnedtotheFacultySenateVotingCommitteewithinoneweekafterreceiptoftheballot.

(c) Results of the Faculty vote shall be determined by the Faculty Senate VotingCommittee,andreportedbytheFacultySenateSecretarytothePresidentoftheFacultySenate,whointurnwillreporttheresultstotheFaculty.

Section6.AssistanceoftheFacultySenateSecretary

InallFacultybusinessmattersinwhichtheFacultySenateSecretaryactsasliaisonbetweentheFaculty Senate and the Faculty, the Secretary may request the assistance of any and/or allmembersoftheFacultySenateastheSecretarydeemsappropriate.

ARTICLEIV.FacultySenate

Section1.FunctionoftheFacultySenate

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a. LegislativeFunctions.

TheFacultySenatemayconsiderallmattersappropriateforfacultyactionunderArticleIII,Section1.TheFacultySenatemayactorrefersuchmatterswithrecommendationstotheFaculty.

b. AdministrativeFunctions.

TheFacultySenateshall:

1. adoptFacultySenatebylawstotheFacultyconstitution.2. prepareitsownagenda.3. initiateproposalsforitsownandFacultyconsideration.4. electcommitteeswhenevernecessaryforthedischargeofitsfunctions.5. fillvacanciesforunexpiredtermswhichoccurinanyelectedfacultyofficeorinanyelectedcommittee.6. continuouslystudytheeffectsofpastandcurrentlegislativeactions.

c. ConsultativeFunctions.

TheFacultySenateshallbeavailabletoactinanadvisoryorconsultativecapacitywithmembersoftheadministrationonallmattersofuniversitypolicy.

Section2.EligibilityforSenateMembership

a. AllmembersotherthanstudentmembersmustbevotingmembersoftheFaculty.

b. Members-at-large.Fivefull-timevotingfacultymemberstobeelectedbythevoteoftheFaculty.Inaddition,onefull-timeinstructororfixedterm(12.07)facultymembertobeelectedbythevoteofthefixed-termfacultyandfull-timeinstructors.

c. Departments/Schools, within Colleges, Members. One full-time voting facultymember from each department/division within a College to be elected by the votingmembership of that department or division. The Library will be considered as adepartment/schoolandwillberepresentedbyonefull-timefacultymember.

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d. StudentMembers.Oneundergraduatestudentandonegraduatestudenttobeelectedbytheirrespectiveconstituents.Thestudentmembersshallbenon-votingmembers.

e. Recall of Senators. If a majority of full-time faculty in a department or divisionpetitioninwritingtotheFacultySenatePresidenttoholdaspecialelectiononwhetherornottorecallitsrepresentativeintheFacultySenate,thenthePresidentwillcallforaspecialelectionwithinoneweekofreceiptofthepetition.TheSecretaryoftheSenatewillannouncethespecialelectionandconductitfollowingtheproceduresusedinotherSenate elections.Only thosedepartment or division faculty eligible to vote inFacultySenate elections (see Article 1) may vote to retain or recall their Faculty Senator. Amajorityofthosevotingwilldeterminetheresultsoftheelection.

f. DismissalofSenators:FacultySenatorswhomissmorethantworegularlyscheduledmonthly meetings of the Senate during the year will be dismissed from the Senate.Senators who have legitimate reasons formissingmore than two suchmeetingsmaypetitiontheSenatetoexemptthemfromthisrule.ThePresidentoftheSenatewillnotifythe department or division of the dismissal and call for a special election of a newSenator if the dismissal occurs more than two months >before the regular springelections.

Section3.SenateOfficers

a. DesignationandResponsibilities.

1. President.ThePresidentcallsmeetingsandpresidesatmeetings.TheofficerrepresentstheSenatetothepublicandtheadministration.ThePresident’srightof discussion is limited. The chair must be temporarily relinquished for theperiodofthediscussionofthatpointinorderforthePresidenttoparticipateinthediscussion.ThePresidenthastherighttovoteonallissues.Intheeventofatie,theissuefailsforlackofamajority.

2. Vice-President. This officer fulfills the President’s responsibilities in thePresident’s absence, and serves as chair of the Academic Affairs OversightCommitteeoftheSenate.

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3. Secretary. The Secretary prepares the minutes of Senate proceedings anddebates;distributesminutesamongthefaculty;andcorrespondswithothersasrequiredbySenatedecisions.

4. Parliamentarian and Elections Officer. The Parliamentarian will advise thePresident on parliamentary procedures and will supervise all elections, polls,andevaluationssponsoredbytheFacultySenate.

b. TermofOffice.Senateofficersserveforoneyearandmaybere-elected.

c. Method of Election. Senate officers are elected bymajority vote of the Senate. AspecialsessionofthenewSenatewillbeconvenedinlateAprilorMayforthepurposeofelectingofficers.

Section4.ElectionProceduresforSenateRepresentatives

a. During the first fullmonthof theSpringSemester, theSecretaryof theSenatewillnotifyallvotingmembersof theFaculty thatnominationsforSenatemembershipsareopenfortheappropriatecategories(seeSection2).

b. Votingmembers of the Facultywhowish to run for officewill inform the SenateSecretary within two weeks of the announcement that nominations are open. EachmemberdesiringtorunwillalsolettheSecretaryknowthemembershipcategory,whichhe/sheisseekingtofill.

c. AballotorballotswillbepreparedbytheSenateanddistributedtothevotingfacultyas appropriate. That is, each faculty member should receive a ballot for only thoseofficesforwhichhe/sheiseligibletovote.

d. ASenatecommitteewillbeassigned the taskof receivingand tabulating thevotes.TheelectionresultswillthenbeaffirmedbytheSenateandannounced.

e. Inordertoinsurethesecrecyoftheballot,allfacultyvotingwillbeheldintheDeans'offices.EachDean'ssecretarywillbeprovidedwiththelistoffacultywhoareeligibletoparticipateinvoting.Afacultymemberwillbeabletosignhis/hernameandcasthis/herballot.

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Section5.Ex-OfficioMember

The President or the President's appointed representative shall be the non-voting ex-officiomember.

Section6.SpecialElections

A special election in May be called by the Senate President to fill vacancies in SenatemembershipwhentheSenateisnotifiedthatavacancyexists.

Section7.TermofOfficeofElectedRepresentatives

a. Thetermofofficeforallelectedrepresentativesotherthanstudentmembersisthreeyears.

b. Studentmembersshallserveforoneyearterms.

c. Senate representatives may be re-elected; the only constraints on terms will beimposedbythewilloftherepresentative'sconstituents.

d. Intheyearofthefirstelection,fiveofthemembersshallserveforoneyear;fiveofthemembers shall serve for two years, and five of themembers shall serve for threeyears.Thisdeterminationshallbemadeby lotas the first itemofbusinessat the firstmeeting and shall be presided over by the University President or his appointedrepresentative.

Section8.Meetings

a. Regularmeetingswillbeheldoncepermonth.

b. SpecialmeetingsmaybecalledbythePresidentoftheSenateatthediscretionofthePresidentoftheSenateorwhenrequestedbyanythreevotingmembersoftheSenate.

Section9.Quorum

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Asimplemajorityofthevotingmembersshallconstituteaquorum.

Section10.VotingRules

Amajorityofthosevotingmemberspresentpassesamotion.Thevotingmethodwillbevoicevote and/or show of hands unless a secret ballot is requested by amember and approved bymajorityvote.

Section11.OutsiderAttendance

a. SenatemeetingsareopentoallmembersoftheUniversitycommunity.

b. Bymajority vote, the Senate may go into closed session to be only by its votingmembers.

Section12.DistributionofMinutes

TheSecretaryshalldistributetheminutestotheFacultywithintwoweeksofaregularmeeting.Minutesofspecialmeetingsmaybedistributedalongwiththoseofthenextregularmeeting.

Section13.AgendaProvisions

a. ItemsmaybeplacedontheagendabyanySenatemember,orasrequestedbyotherfacultyifadoptedbymajorityvote.

b. Items approved by amajority vote of theAssemblymust be placed on the Senateagenda,byatleastthenextmeetingoftheSenate.

ARTICLEV.Procedures

Section1.Amendments

AmendmentstotheFacultyConstitutionmustbeapprovedusingthesameprocedureasthatusedtoapprovechangestotheFacultyHandbook.TheFacultySenatemustapprovethechanges,distributetheproposedchangestoallfacultymembers,presentthechangesfordiscussionatageneralmeetingofthefaculty,andholdageneralfacultyelectionto

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approveorrejectthechanges.

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APPENDIXC:FacultySenateMembers

FacultySenate:1994-1995

SenateOfficers:Dr.CliffordDorne,At-LargeRepresentative,PresidentDr.CharlotteTorres,SchoolofNursing,Vice-presidentDr.StephenLunce,At-LargeRepresentative,SecretaryDr.HenrySmith,Accounting&InformationSystems,Parliamentarian

Senators:Dr.RichardJohnson,At-LargeRepresentativeDr.NasserMomayezi,CriminalJustice,History,andPoliticalScienceDr.JackHazlerig,English,FineArts&ForeignLanguageDr.ToddRussell,Psychology&SociologyDr.BarryCarr,Economics&FinanceDr.MichaelLandeck,Management&MarketingDr.CathySakta,Curriculum&InstructionDr.RobertoPerez,ProfessionalProgramsDr.RalphHausman,SpecialPopulationsDr.HenryCrowson,NaturalScienceMr.GaryWoods,LibraryMr.SamTouchet,Student,ex-officio

FacultySenate:1995-1996

SenateOfficers:Dr.StephenLunce,At-LargeRepresentative,PresidentDr.CharlotteTorres,SchoolofNursing,Vice-PresidentDr.JeffreyCass,English,FineArts&ForeignLanguage,SecretaryDr.HenrySmith,Accounting&InformationSystems,Parliamentarian

Senators:Dr.KurtJesswein,At-LargeRepresentativeDr.RichardJohnson,At-LargeRepresentative

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Dr.LindaMedearis,At-LargeRepresentativeDr.NasserMomayezi,CriminalJustice,History&PoliticalScienceDr.ToddRussell,Psychology&SociologyDr.BarryCarr,Economics&FinanceDr.MichaelLandeck,Management&MarketingDr.CathySakta,Curriculum&InstructionDr.RobertoPerez,ProfessionalProgramsDr.RalphHausman,SpecialPopulationsDr.HenryCrowson,NaturalScienceMs.VerlaPeterson,LibraryMr.MichaelLong,Student,ex-officio

FacultySenate:1996-1997

SenateOfficers:Dr.StephenLunce,At-LargeRepresentative,PresidentDr. Nasser Momayezi, Criminal Justice, History & Political Science, Vice-

PresidentDr.JeffreyCass,English,FineArts&ForeignLanguage,SecretaryDr.HenrySmith,Accounting&InformationSystems,Parliamentarian

Senators:Dr.CeciliaGarza,At-LargeRepresentativeDr.KurtJesswein,At-LargeRepresentativeDr.LindaMedearis,At-LargeRepresentativeDr.ToddRussell,Psychology&SociologyDr.StephanieSmith,Economics&FinanceDr.JamesGiermanski,Management&MarketingDr.CathySakta,Curriculum&InstructionDr.RobertoPerez,ProfessionalProgramsDr.RalphHausman,SpecialPopulationsDr.HenryCrowson,NaturalScienceDr.SusanBaker,SchoolofNursingMs.VerlaPeterson,LibraryMr.MichaelLong,Student,ex-officio

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FacultySenate:1997-1998

SenateOfficers:Dr.HenrySmith,Accounting&InformationSystems,PresidentDr. Nasser Momayezi, Criminal Justice, History, & Political Science, Vice-

presidentDr.CeciliaGarza,At-LargeRepresentative,SecretaryMs.VerlaPeterson,Library,Parliamentarian

Senators:Dr.JeffreyCass,English,FineArts&ForeignLanguageDr.KurtJesswein,At-LargeRepresentativeDr.LindaMedearis,At-LargeRepresentativeDr.ToddRussell,Psychology&SociologyDr.StephanieSmith,Economics&FinanceDrJamesGiermanski,Management&MarketingDr.CathySakta,Curriculum&InstructionDr.RamonAlaniz,ProfessionalProgramsDr.BrigidoLopez,SpecialPopulationsDr.SanjayRai,NaturalScienceDr.SusanBaker,SchoolofNursingMr.ArturoSanchez,Student,ex-officio

FacultySenate:1998-1999

SenateOfficers:Dr.JeffreyD.Cass,President,English,FineArts&ForeignLanguagesDr. Cecilia Garza, Vice-President and At-Large Representative, Psychology &

SociologyDr.FaridounFarrokh,Secretary,At-LargeRepresentativeDr.StephanieSmith,Parliamentarian,EconomicsandFinance

Senators:Dr.MichaelYoder,At-LargeRepresentativeDr.RayKeck,At-LargeRepresentative,Language,LiteratureandArtsDr.ToddRussell,PsychologyandSociology

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Dr.NasserMomayezi,SocialSciencesDr.JacquelineL.Power,AccountingandInformationSystemsDr.JamesGiermanski,ManagementandMarketingDr.BambiL.Bailey,CurriculumandInstructionDr.RamonAlaniz,ProfessionalProgramsDr.DavidHerrington,SpecialPopulationsMr.JohnMaxstadt,LibraryDr.SanjayRai,NaturalSciencesDr.SusanBaker,SchoolofNursing

FacultySenate:1999-2000

SenateOfficers:Dr.RamonAlaniz,President,SpecialPopulationsDr.MichaelLandeck,Vice-President,ManagementandMarketingDr.CarolWaters,Secretary,At-LargeRepresentative,SocialSciencesMr.JohnMaxstadt,Parliamentarian,Library

Senators:Dr.StephanieSmith,At-LargeRepresentative,EconomicsandFinanceDr.MichaelYoder,At-LargeRepresentative,SocialSciencesDr.JeffreyCass,Language,LiteratureandArtsDr.JeffreyBrown,PsychologyandSociologyDr.BeauDuncan,SocialSciencesDr.RayKeck,At-LargeRepresentative,Language,LiteratureandArts*Dr.JacquelinePower,AccountingandInformationSystemsDr.AntonioRodriguez,EconomicsandFinanceDr.BambiL.Bailey,CurriculumandInstructionDr.HumbertoGonzalez,ProfessionalProgramsDr.TerryShepherd,SpecialPopulationsDr.SusanBaker,SchoolofNursing

• Dr.FrancesRhodes,At-LargeRepresentative,Language,LiteratureandArts,replacedDr.KeckinSpring2000whenDr.KeckbecameProvost.

FacultySenate:2000-2001

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SenateOfficers:Dr.JeffreyD.Cass,President,Language,LiteratureandArtsDr.FrancesRhodes,Vice-President,Language,LiteratureandArtsDr.BambiBailey,Secretary,CurriculumandInstructionDr.FiroozKhosraviyani,Parliamentarian,NaturalSciences

Senators:Dr.MichaelYoder,At-LargeRepresentativeDr.KimberlyFolse,PsychologyandSociologyDr.MohamedA.Ben-Ruwin,SocialSciencesDr.JacquelinePower,AccountingandInformationSystemsDr.AntonioRodriguez,At-LargeRepresentative,EconomicsandFinanceDr.MichaelPatrick,EconomicsandFinanceDr.MichaelLandeck,ManagementandMarketingDr.HumbertoGonzalez,ProfessionalProgramsDr.TerryL.Shepherd,SpecialPopulationsMs.ReneeJ.LaPerrieredeGutierrez,LibraryDr.DorisJ.Rosenow,SchoolofNursingDr.CarolWaters,At-LargeRepresentative,SocialSciences

FacultySenate:2001-2002

SenateOfficers:Dr.MichaelLandeck,President,ManagementandMarketingDr.KimberlyA.Folse,Vice-President,PsychologyandSociologyDr.CeciliaGarza,Secretary,At-LargeRepresentative,PsychologyandSociologyDr.MichaelS.Yoder,Parliamentarian,At-LargeRepresentative,SocialSciences

Senators:Dr.MohammedA.Ben-Ruwin,SocialSciencesDr.CathyL.Guerra,CurriculumandInstructionDr.HumbertoGonzalez,ProfessionalProgramsDr.RobertHaynes,Language,LiteratureandArtsDr.FiroozKhosraviyani,NaturalSciencesMs.ReneeJ.LaPerrieredeGutierrez,Library

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Dr.StephenE.Lunce,AccountingandInformationSystemsDr.VanV.Miller,EconomicsandFinanceDr.FrancesRhodes,At-LargeRepresentative,LanguageandLiteratureDr.DorisJ.Rosenow,SchoolofNursingDr.TerryL.Shepherd,SpecialPopulationsDr.CarolWaters,At-LargeRepresentative,SocialSciencesDr.RichardWright,FineandPerformingArtsMr.JosephHolland,Student,ex-officio

FacultySenate:2002-2003

SenateOfficers:Dr.KimberlyFolse,President,Psychology&SociologyDr.SteveLunce,Vice-President,Accounting&InformationSystemsDr.FrancesRhodes,Secretary,At-LargeDr.MichaelYoder,Parliamentarian,At-Large

Senators:Dr.MohamedA.Ben-Ruwin,SocialSciencesDr.SeanM.Chadwell,At-LargeDr.HumbertoGonzalez,ProfessionalProgramsDr.CathyGuerra-Sakta,Curriculum&InstructionDr.RobertHaynes,Languages&LiteratureDr.PedroHurtado,Management&MarketingDr.HamidR.Kusha,At-LargeMs.ReneeLaPerrieredeGutierrez,KillamLibraryDr.VanV.Miller,Economics&FinanceDr.FernandoQuintana,NaturalSciencesDr.DorisRosenow,CansecoSchoolofNursingDr.TerryShepherd,SpecialPopulationsDr.RichardWright,FineandPerformingArts

FacultySenate:2003-2004

SenateOfficers:Dr.FrancesG.Rhodes,President,At-Large

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Dr.MohamedBen-Ruwin,Vice-President,SocialScienceMr.JohnMaxstadt,Secretary,KillamLibraryDr.SeanChadwell,Parliamentarian,At-Large

Senators:Dr.WillieN.Cargill,Accounting,EconomicsandFinanceDr.CathyGuerra,CurriculumandInstructionDr.RobertHaynes,LanguageandLiteratureDr.RobertoHeredia,Psychology,Sociology,andSocialWorkDr.JuanHomeroHinojosa,MathematicalandPhysicalScienceDr.HamidR.Kusha,Behavioral,AppliedSciencesandCriminalJusticeDr.MichaelLandeck,Management,Marketing,andInternationalBusinessDr.C.NealMcReynolds,BiologyandChemistryDr.WilliamNewman,ManagementInformationSystemsandDecisionScienceDr.DorisRosenow,CansecoSchoolofNursingDr.ClaudioSalinas,ProfessionalProgramsDr.TerryL.Shepherd,SpecialPopulationsDr.RichardWright,FineandPerformingArtsDr.MichaelYoder,At-Large

FacultySenate:2004-2005

SenateOfficers:Dr.MohamedA.Ben-Ruwin,President,SocialScienceDr.SeanChadwell,Vice-President,At-LargeDr.TerryL.Shepherd,Secretary,SpecialPopulationsMr.JohnMaxstadt,Parliamentarian,KillamLibrary

Senators:Dr.WillieN.Cargill,Accounting,EconomicsandFinanceDr.FriedrichC.Gechter,FineandPerformingArtsDr.RobertoHeredia,Psychology,Sociology,andSocialWorkDr.JuanHomeroHinojosa,MathematicalandPhysicalScienceDr.SushmaKrishnamurthy,At-LargeDr.HamidR.Kusha,Behavioral,AppliedSciencesandCriminalJusticeDr.MichaelLandeck,Management,Marketing,andInternationalBusiness

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Dr.C.NealMcReynolds,BiologyandChemistryDr.ThomasR.Mitchell,LanguageandLiteratureDr.WilliamNewman,ManagementInformationSystemsandDecisionScienceDr.LemL.Railsback,CurriculumandInstructionDr.DorisRosenow,CansecoSchoolofNursingDr.ClaudioSalinas,ProfessionalPrograms

FacultySenate:2005-2006

SenateOfficers:Dr.TerryL.Shepherd,President,SpecialPopulationsMr.JohnMaxstadt,Vice-President,KillamLibraryDr.FrancesRhodes,Secretary,At-LargeDr.ThomasR.Mitchell,Parliamentarian,LanguageandLiterature

Senators:Dr.MohamedA.Ben-Ruwin,SocialSciencesDr.DeborahBlackwell,At-LargeDr.RandelD.Brown,At-LargeDr.WillieN.Cargill,Accounting,EconomicsandFinanceDr.FriedrichC.Gechter,FineandPerformingArtsDr.RobertoHeredia,Psychology,Sociology,andSocialWorkDr.JuanHomeroHinojosa,MathematicalandPhysicalScienceDr.SushmaKrishnamurthy,At-LargeDr.MichaelLandeck,Management,Marketing,andInternationalBusinessDr.C.NealMcReynolds,BiologyandChemistryDr.LemL.Railsback,CurriculumandInstructionDr.DorisRosenow,CansecoSchoolofNursingDr.ClaudioSalinas,ProfessionalProgramsDr.RolandoSanchez,ManagementInformationSystemsandDecisionScience

FacultySenate:2006-2007

SenateOfficers:Dr.ThomasR.Mitchell,President,LanguageandLiteratureMr.JohnMaxstadt,VicePresident,KillamLibrary

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Dr.FrancesRhodes,Secretary,At-LargeDr.DeborahBlackwell,Parliamentarian,At-Large

Senators:Dr.RandelBrown(At-Large)Ms.VivianGarcia(CansecoSchoolofNursing)Dr.FriedrichGechter(FineandPerformingArts)Dr.JuanHomeroHinojosa(MathematicalandPhysicalSciences)Dr.BarbaraHong(ProfessionalPrograms)Dr.JaclynJeffrey(SocialSciences)Dr.SushmaKrishnarnurthy(At-Large)Dr.SukhoLee(TeacherPreparation):Dr.MichaelPatrick(InternationalBankingandFinanceStudies)Dr.LemRailsback(Curriculum&Instruction)Dr.RolandoPena-Sanchez(InternationalBusiness&Tech.Studies)Dr.ChristyTeranishi(Behavioral,AppliedSciences&C.J.)Dr.KenTobin(BiologyandChemistry)

FacultySenate2007-2008

SenateOfficers:Dr.ThomasR.Mitchell,President,LanguageandLiteratureDr.DeborahBlackwell,VicePresident,At-LargeDr.BarbaraHong,Secretary,ProfessionalProgramsDr.KenTobin,ParliamentarianandElectionsOfficer,BiologyandChemistry

Senators:Dr.RandelBrown,At-LargeMs.VivianGarcia,CansecoSchoolofNursingDr.RobertHaynes,At-LargeDr.JuanHomeroHinojosa,MathematicalandPhysicalSciencesDr.JaclynJeffrey,SocialSciencesDr.SukhoLee,TeacherPreparationMs.LindaMcCreight,KillamLibraryDr.LemRailsback,Curriculum&InstructionDr.FrancesRhodes,At-Large

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Dr.RolandoPena-Sanchez,InternationalBusiness&Tech.StudiesDr.ChristyTeranishi,Behavioral,AppliedSciences&C.J.Mr.BrendanTownsend,FineandPerformingArtsInternationalBankingandFinanceStudies(VacancytobeFilledinFall2007)

FacultySenate2008-2009

SenateOfficers:Dr.RobertHaynes,President,At-LargeDr.JuanHomeroHinojosa,VicePresident,MathematicalandPhysicalSciencesMs.VivianGarcia,Secretary,CansecoSchoolofNursingDr.FrancesRhodes,ParliamentarianandElectionsOfficer,At-Large

Senators:Dr.DeborahL.Blackwell,SocialSciencesDr.RandelBrown,At-LargeDr.PedroHurtado,InternationalBusinessandTechnologyStudiesDr.SukhoLee,TeacherPreparationDr.KevinLindberg,At-LargeMs.LindaJ.McCreight,KillamLibraryDr.ThomasMitchell,LanguageandLiteratureDr.RolandoPena-Sanchez,InternationalBusinessandTechnologyStudiesDr.LemLondosRailsback,CurriculumandInstructionDr.GilbertoSalinas,BehavioralSciencesDr.KennethTobin,BiologyandChemistryMr.BrendanTownsend,FineandPerformingArts

FacultySenate,2009-2010

SenateOfficers:Dr. JuanHomeroHinojosa, President, replaced as President byDr.BillRiggs in

SpringSemesterDr. Pedro Hurtado, Vice President, replaced as Vice President by Mr. Brendan

TownsendinSpringSemesterDr.BillRiggs,Secretary, replacedasSecretarybyDr.MarvinBennett inSpring

Semester

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Dr.FrancesRhodes,ParliamentarianandElectionsOfficer,At-Large

Senators:Dr.MarvinBennett,BiologyandChemistry(SecretaryinSpringSemester)Dr.LyndaBrown,LanguageandLiteratureDr. George Clarke, International Banking and Finance Studies (Spring Semester

only)Ms.VivianGarcia,NursingandHealthSciencesDr.WilliamGruben, InternationalBanking andFinanceStudies, replaced byDr.

GeorgeClarkeinSpringSemesterDr.SanJuanitaHachar,TeacherPreparation(replacedbyDr.MiroslavaVargasin

SpringSemester)Dr.PhuHoang,ProfessionalProgramsDr.ArturoLimon,CurriculumandInstructionMr.JohnMaxstadt,KillamLibraryDr.JamesNorris,SocialSciencesDr.LeonelPrieto,InternationalBusinessandTechnologyStudies(SpringSemester

only)Dr.AlfredoRamirez,At-LargeDr.GilbertoSalinas,BehavioralSciencesDr.Chen-HanSung,Engineering,MathematicsandPhysicsMr. Brendan Townsend, Fine and Performing Arts (Vice President in Spring

Semester)Dr.MiroslavaVargas,TeacherPreparation(SpringSemesteronly)

FacultySenate,2010-2011

SenateOfficers:Dr.BillRiggs,President,At-LargeMr.BrendanTownsend,VicePresident,FineandPerformingArtsDr.MarvinBennett,Secretary,BiologyandChemistryDr.FrancesRhodes,ParliamentarianandElectionsOfficer,At-Large

Senators:Dr.LyndaBrown,LanguageandLiteratureDr.GeorgeClarke,InternationalBankingandFinanceStudies

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Ms.VivianGarcia,NursingandHealthSciencesDr.PhuHoang,ProfessionalProgramsDr.JohnKilburn,At-LargeDr.ArturoLimon,CurriculumandInstructionMr.JohnMaxstadt,KillamLibraryDr.MonicaMunoz,BehavioralSciencesDr.JamesNorris,SocialSciencesDr.LeonelPrieto,InternationalBusinessandTechnologyStudiesDr.AlfredoRamirez,At-LargeDr.Chen-HanSung,Engineering,Mathematics,andPhysicsDr.MiroslavaVargas,TeacherPreparation

FacultySenate,2011-2012

SenateOfficers:Mr.BrendanTownsend,President,FineandPerformingArtsMr.JohnMaxstadt,VicePresident,KillamLibraryDr.MarvinBennett,Secretary,BiologyandChemistryDr.FrancesRhodes,ParliamentarianandElectionsOfficer,At-Large

Senators:Dr.GeorgeClarke,InternationalBankingandFinanceStudiesDr.StephenDuffy,At-LargeMs.VivianGarcia,NursingandHealthSciencesDr.SandraGarrett,CurriculumandInstructionDr.LynnHemmer,ProfessionalProgramsDr.JohnKilburn,At-LargeDr.MarcelaMoran,LanguageandLiteratureDr.MonicaMunoz,BehavioralSciencesDr.JamesNorris,SocialSciencesDr.LeonelPrieto,InternationalBusinessandTechnologyStudiesDr.AlfredoRamirez,At-LargeDr.Chen-HanSung,Engineering,Mathematics,andPhysicsDr.MiroslavaVargas,TeacherPreparation

FacultySenate,2012-2013

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SenateOfficers:Mr.BrendanTownsend,President,FineandPerformingArtsDr.AlfredoRamirez,VicePresident,At-LargeDr.MarvinBennett,Secretary,At-LargeDr.FrancesRhodes,ParliamentarianandElectionsOfficer,At-Large

Senators:Dr.GeorgeClarke,InternationalBankingandFinanceStudiesMs.VivianGarcia,NursingandHealthSciencesDr.HariMandal,BiologyandChemistryMr.JohnMaxstadt,KillamLibraryDr.MarcelaMoran,LanguageandLiteratureDr.MonicaMunoz,BehavioralSciencesDr.QingwenNi,EngineeringMathematicsandPhysicsDr.JamesNorris,PublicAffairsandSocialResearchDr.GeorgePotter,ProfessionalProgramsDr.LeonelPrieto,InternationalBusinessandTechnologyStudiesDr.ClaudiaSanMiguel,At-LargeDr.MiroslavaVargas,TeacherPreparation

FacultySenate,2013-2014

SenateOfficers:Dr.AlfredoRamirez,President,At-LargeMr.JohnMaxstadt,VicePresident,KillamLibraryDr.LeonelPrieto,Secretary,InternationalBusinessandTechnologyStudiesDr.FrancesRhodes,ParliamentarianandElectionsOfficer,Humanities

Senators:Dr.MarvinBennett,At-LargeDr.GeorgeClarke,InternationalBankingandFinanceStudiesMs.VivianGarcia,NursingandHealthSciencesDr.HariMandal,BiologyandChemistryDr.LynneManganaro,At-LargeDr.MarcelaMoran,At-Large

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Dr.QingwenNi,EngineeringMathematicsandPhysicsDr.JamesNorris,PublicAffairsandSocialResearchDr.GeorgePotter,ProfessionalProgramsDr.GilbertoSalinas,PsychologyandCommunicationMr.BrendanTownsend,FineandPerformingArtsDr.MiroslavaVargas,CurriculumandPedagogy

FacultySenate,2014-2015

SenateOfficers:Dr.AlfredoRamirez,President,At-LargeMr.JohnMaxstadt,VicePresident,KillamLibraryMs.KimberPalmer,Secretary,At-LargeforInstructorsandFixedTermFacultyDr.FrancesRhodes,ParliamentarianandElectionsOfficer,Humanities

Senators:Dr.MarvinBennett,At-LargeDr.GeorgeClarke,InternationalBankingandFinanceStudiesMs.VivianGarcia,NursingandHealthSciencesDr.KatieD.Lewis,CurriculumandPedagogyDr.HariMandal,BiologyandChemistryDr.LynneManganaro,At-LargeDr.MarcelaMoran,At-LargeDr.QingwenNi,EngineeringMathematicsandPhysicsDr.JamesNorris,PublicAffairsandSocialResearchDr.LeonelPrieto,InternationalBusinessandTechnologyStudiesDr.GilbertoSalinas,PsychologyandCommunicationDr.KenTobin,SchoolofEngineeringMr.BrendanTownsend,FineandPerformingArtsDr.MariaD.Viloria,ProfessionalPrograms

FacultySenate,2015-2016

SenateOfficers:Dr.GeorgeClarke,President,InternationalBankingandFinanceStudiesMr.JohnMaxstadt,VicePresident,KillamLibrary

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Ms.KimberPalmer,Secretary,At-LargeforInstructorsandFixedTermFacultyDr.LynneManganaro,ParliamentarianandElectionsOfficer,At-Large

Senators:Dr.MarvinBennett,At-LargeMr.DavidBogus,FineandPerformingArtsMs.VivianGarcia,NursingandHealthSciencesMs.DestineD.Holmgreen,UniversityCollegeDr.KatieD.Lewis,CurriculumandPedagogyDr.HariMandal,BiologyandChemistryDr.MarcelaMoran,At-LargeDr.QingwenNi,MathematicsandPhysicsDr.JamesNorris,SocialSciencesDr.LeonelPrieto,InternationalBusinessandTechnologyStudiesDr.AlfredoRamirez,At-LargeDr.FrancesRhodes,HumanitiesDr.GilbertoSalinas,PsychologyandCommunicationDr.KenTobin,SchoolofEngineeringDr.MariaD.Viloria,ProfessionalPrograms

FacultySenate,2016-2017

SenateOfficers:Dr.JamesNorris,President,SocialSciencesDr.KenTobin,VicePresident,SchoolofEngineeringDr.MarvinBennett,Secretary,At-LargeDr.FrancesRhodes,ParliamentarianandElectionsOfficer,Humanities

Senators:Dr.GeorgeClarke,InternationalBankingandFinanceStudiesMs.MalyndaDalton,KillamLibraryDr.StuartDavis,PsychologyandCommunicationMs.VivianGarcia,NursingandHealthSciencesMs.DestineD.Holmgreen,UniversityCollegeDr.KatieD.Lewis,CurriculumandPedagogyDr.DavidMilovich,MathematicsandPhysics

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Dr.MarcelaMoran,At-LargeDr.JamesMoyer,FineandPerformingArtsDr.LolaNorris,At-LargeMs.KimberPalmer,At-LargeforInstructorsandFixedTermFacultyDr.LeonelPrieto,InternationalBusinessandTechnologyStudiesDr.AlfredoRamirez,At-LargeDr.MariaD.Viloria,ProfessionalProgramsDr.RubyYnalvez,BiologyandChemistry

FacultySenate,2017-2018

SenateOfficers:Dr.KennethJ.Tobin,President,SchoolofEngineeringDr.MarvinE.BennettIII,Vice-President,At-LargeDr.RubyA.Ynalvez,Secretary,BiologyandChemistryDr.FrancesG.Rhodes,ParliamentarianandElectionsOfficer,Humanities

Senators:Dr.GeorgeR.Clarke,InternationalBankingandFinanceStudiesMs.MalyndaM.Dalton,KillamLibraryMs.VivianGarcia,NursingandHealthSciencesDr.PuneetS.Gill,At-LargeDr.AriadneA.Gonzalez,PsychologyandCommunicationMs. Destine D. Holmgreen, University College (Mr. Jose Gutierrez, Jr.

representing,Spring2018)Dr.DianaLinn,At-LargeDr.DavidK.MilovichJr.,MathematicsandPhysicsMs.MarcelaMoran,At-LargeDr.JamesA.Norris,SocialSciencesDr.JasonNorris,CurriculumandPedagogyDr.LolaO.Norris,At-LargeDr.LeonelPrieto,InternationalBusinessandTechnologyStudiesDr.PhilipS.Roberson,Full-time,Fixed-TermFacultyDr.LourdesViloria,ProfessionalProgramsDr.OswaldoA.Zapata,FineandPerformingArts

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FacultySenate,2018-2019

SenateOfficers:Dr.KennethJ.Tobin,President,SchoolofEngineeringDr.LolaO.Norris,Vice-President,At-LargeDr.MarvinE.BennettIII,Secretary,At-LargeDr.FrancesG.Rhodes,ParliamentarianandElectionsOfficer,Humanities

Senators:Dr. George R. Clarke, International Banking and Finance Studies (Ms. Kimber

Palmerrepresenting,Spring2019)Ms.MalyndaM.Dalton,KillamLibraryDr.PuneetS.Gill,At-LargeDr.AriadneA.Gonzalez,PsychologyandCommunicationMr.JoseGutierrez,Jr.,UniversityCollegeDr.DianaLinn,At-LargeDr.JacobMakaya,MathematicsandPhysicsDr.GilbertoMartinez,Jr.,Full-time,Fixed-TermFacultyDr.NealMcReynolds,BiologyandChemistryMs.MarcelaMoran,At-LargeDr.JamesA.Norris,SocialSciencesDr.JasonNorris,CurriculumandPedagogyDr.LeonelPrieto,InternationalBusinessandTechnologyStudiesDr.MarivicTorregosa,NursingandHealthSciencesDr.LourdesViloria,ProfessionalProgramsDr.OswaldoA.Zapata,FineandPerformingArts

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APPENDIXD:AnIdealModelforFacultyWorkloadEquivalencyUnits

NOTE: This is a recommended ideal situation. As of the adoption of the TAMIU FacultyHandbook,itisnotnordoesitrepresentitselfastheOfficialPolicyoftheUniversity.

FACULTYWORKLOADMODELS

“Although each institution may establish standards for teaching loads to meet theinstructionalobligationsoftheinstitutionanditsstudents,tooperateefficientlywithintherangeofresourcesavailabletotheinstitution,andtocomplywiththefacultyworkloadguidelinesandstandard reports issued by the Texas Higher Education Coordinating Board, the followingminimumteachingworkloadstandardswillapply:”(TAMUSPolicy12.03Section3).

1. “Aminimum teaching load for undergraduate courses shall benine semester credithoursofnormalclassroomteaching;aminimumteachingloadforgraduatecoursesshallbesixsemestercredithoursofnormalclassroomteaching.Participationintheteachingof undergraduate students by senior faculty is strongly encouraged.” (TAMUS Policy12.03Section3.1).

2. “Adjustmentstotheseamountsofnormalclassroomteachingmaybemadetoaccountfor largeclass sizes;duplicate sections taught; laboratory, seminar, lecture,clinical,orfield-type courses; availability of support services; situationswherebothgraduate andundergraduateworkareinvolved;courseswhichinvolveindividualizedinstruction;andoverloadfrompreviouslongsemesters.”(TAMUSPolicy12.03Section3.2).

3. “ThePresidentofeachuniversityofthesystemwillprepare,inconsultationwiththefaculty, a faculty workload policy for that institution. The policy shall establish thefacultyworkloadstandards,provideguidelines foradjustmentsofworkloads reflectingdifferentkindsof instruction,andprovideascheduleforawardingequivalent teachingloadcreditfortheassignmentofotheracademicduties.”(TAMUSPolicy12.03Section4.1).

4. Onoccasion,forthebenefitofstudents,thefacultymember’sDepartment,Collegeorthe University, assignments other than classroom/laboratory teaching may replace

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normal teaching assignments. These replacement assignments are commonly called“releases” or “release time,” referring to a “release from teaching duty.” Not everyfaculty member will receive, or be entitled to receive release time. The granting ofrelease time is subject to individual negotiations between the facultymember and theProvostand/orthefacultymember’sDeanand/orDepartmentChair.Itisnotthepolicyof TAMIU to grant release time to any faculty based upon any equivalencies orequivalence model other than those negotiated on an individual basis. Historically,release time has been granted to some faculty for certain recognizable and definiteassignments (i.e. funded research, less-than-full-time administrative appointments);some of these equivalent assignments may be found in this Appendix, “Model forFacultyWorkloadEquivalencyUnits.”

TheFacultySenate is awareof all the foregoingpolicies; it is also aware that no formalequivalencymodelsexistedpriortoSeptember1994.Therefore,theSenatemovedtoinvestigateworkloadmodelsfromotheruniversitiesthroughouttheU.S.TheresearchfoundthatTAMIU’s12SCH loadwasnotunique,but that inallothercases substitutableequivalentweredefined.FacultySenateResolution95-6,adoptedOctober1995,soughttodefine,asspecifiedinTAMUSpolicy, a set of equivalent for teaching assignments. Faculty SenateResolution 95-7, adoptedFebruary 1996, sought to define an idealized model that might become a ’target’ forimplementationat someundefined time in the futurewhen theUniversity’s financial situationwouldsupportsaidimplementation.SR95-7thusbecomesagoalinthestrategyofbuildinganoutstandingUniversity.Themodelsweredistributed to theFacultyat large,whoratified thesesuggestions.

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APPENDIXE:TAMIUHonorCode

ACADEMICCONDUCTPROCEEDINGS

ItisthepolicyofTAMIUthatallfaculty,administrators,staff,andstudentsconductthemselvesinamanner thatdoesnotcompromise thevalues, integrity, reputation,andpublic trustof thisUniversity.

The TAMIU Honor Code provides employees and students general notice of academicmisconduct. It is the responsibility of TAMIU faculty, staff, administration, and students tobecomefamiliarwith the informationpresented in theTAMIUHonorCodeand toobserveallprovisions and procedures relating to the Code. Ignorance of this Code is not a defense tomisconductviolations.

THETAMIUHONORCOUNCIL

MissionStatementIt is themissionof theTAMIUHonorCouncil to serveasa centralized systemestablished torespondfairlytoacademicviolationsoftheTAMIUHonorCode.

EssentialFunctionsoftheHonorCouncilThe Honor Council serves to provide faculty and students with a means by which theymayreportacademicdishonesty,toprovidestudentswithameansofappealingchargesofacademicdishonesty, and to provide the Provost with recommendations regarding general academicsanctionsorremedialefforts.

TheHonorCouncil is the authority for thedevelopment and implementationof processes andprocedures of the Honor Council. Through the Office of Student Conduct and CommunityEngagement, this Council serves as the initial hearing body for cases involving academicintegrityoutsidethescopeofacourseofferedatTAMIU,andasanappellatebodyforstudentschargedwithviolatingtheHonorCodeduringacourseofferedatTAMIU.TheHonorCouncilisalso responsible for maintaining records and for coordinating communication, prevention,training, remediation, and adjudication efforts. All proposed revisions toHonor Codewill besubmittedtoFacultySenateforreviewanddisposition.

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MembershipoftheHonorCouncilTheHonorCouncil reports to theProvost.TheHonorCouncil consistsof at least10 full-timefacultymembers and15University students.Fivemembers constitutes aquorum,ofwhich atleast twomembers from each constituency (faculty and students)must be represented.At thefirstmeeting of each year, the Provostwill appoint the Chair and theHonorCouncil studentrepresentativeswillelectaVice-Chair.AfacultymemberwillchairtheHonorCouncilwiththeDirector of SCCE serving as co-chair absent voting privileges, and theVice-Chair shall be astudent.

Votingmembersinclude:a) Atleasttenfull-timefacultymembers(nineelectedbytheFaculty-at-LargethroughtheFacultySenateelectionsprocess,oneappointedbytheProvostb) At least fifteen TAMIU students, including at least one graduate student (twelveappointedbytheVPofStudentSuccessandthreeappointedbytheProvost)c) Membersmust be elected and appointed by September 1st of each academic year.Facultyservetwo-year terms;studentmembersserveone-year terms.BothfacultyandstudentrepresentativesmayservemorethanonetermontheHonorCouncil.d) If faculty or student resigns or cannot complete term, a new member will beelected/appointedtofinishtheinitialterm.e) TheHonorCouncilwillholdgeneralmeetingsasneeded.f) Generalmeetingsandtrainingsareconsideredmandatory.Inaddition,allmembersareexpectedtoattendatleastonehearingperlong-semester.FailuretoadheretomandatorygeneralmeetingsandtrainingswilltriggerreviewofmembershipbytheHonorCouncil.g) Amembermaynotvotewhenacaseisconsideredaconflictofinterestormaynotbefairandimpartialduetothenatureofthecase.

TheHonorCouncilmayconsultwithTheTAMUSlegalrepresentativethroughtheOfficeoftheProvostasneeded.AlegalrepresentativefromTAMUSwillserveon thecouncil insituationswherethereareobviouslegalissuesandconcerns.

ResponsibilitiesofHonorCouncilMembers of the Honor Council are expected to attend all general meetings and trainings.Membersmustalsofulfillthefollowingduties:

a) Serveasaneducator–informstudents,faculty,staff,andadministratorsabouttheTAMIU Honor System and its mission and policies; promote academic integrity oncampus.

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b) Serveasahearingpanelmember – hear all information and render decisions onwhetherastudentisresponsibleforviolation.Ifthestudentisfoundresponsiblefortheviolation, the Honor Council will issue a proportional and educational sanction.Membersmustparticipateinatleastonehearingperlongsemester.c) Serveas a case investigator – investigate and gather informationwith reporter(s),witness(es), andallegedviolator(s) ascoordinatedwith theOfficeofStudentConductandCommunityEngagement.Thisdutywillincludetheabilitytorequestinformationinwritingfromfaculty,witness(es),andallegedviolator(s)asisnecessarytoensureafairhearing.

TheRoleoftheChairandVice-ChairThedutiesoftheChairwillbetocallregularmeetings,conductmeetings,serveastheofficialliaisonwiththeSCCE,andprovideleadershiptotheCouncil:

1. TheChairshallbeselectedfromthefacultymembersoftheHonorCouncil,andtheVice-ChairshallbeselectedfromthestudentmembersoftheHonorCouncil.2. TheChairwillpresentallcasestotheHonorCouncil.3. TheChair shall call ahearing toorder.Should theChairbeunable tomeethis/herobligations,theVice-ChairwillperformthedutiesoftheChair.4. In the absences of theChair andVice-Chair, theChairwill designate aChair Pro-temp,whichmustbeafacultyHonorCouncilmember.

TheRoleoftheOfficeofSCCEIncoordinationwith theHonorCouncil, theOfficeofSCCEwillconferwith theChairof theHonor Council to assess current academic cases involving students and will serve as thefacilitatorandinvestigatorofinformation.TheSCCEwill:

1. Gather information based on submission of the Sanction Letter, and supportingdocumentssubmittedbythefacultymember.2. Providenotificationofhearingdateandtimetostudentuponreceivingnoticefromthestudent requesting a hearing by the Honor Council and letter of acknowledgment bySCCE.3. Administer a Judicial Hold on the student file while the case is adjudicated andsanctionsareimposed.4. Serve the role of record keeper and casemanager for all Honor Councilmeetingsand/orhearings.5. NotifythestudentoftheoutcomeoftheHonorCouncilmeeting.6. Include the faculty member, department/division Chair, Dean, and Provost as

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recipients of both the initial letter to the alleged student respondent and the finaloutcomenotificationletter.7. Develop,implementandcoordinateHonorCounciltrainings.

If thestudent fails to respond to the letter, thestudentwaiveshis/her right toahearingby theHonor Council, and the SCCE will retain the case for record. Student appeals of originalallegationofacademicmisconductmustbesubmittedinwritingwithintenUniversitybusinessdaystotheSCCEforHonorCouncilreview.

FACULTY, ADMINISTRATORS AND STAFF REPORTING OF HONOR CODEVIOLATIONS

Faculty (meaning any individual listed as the teacherof record for a course at theUniversity,including adjuncts), administrators, and staff share in the responsibility and authority tochallengeandmakeknownactsthatviolatetheTAMIUHonorCode.

ResponsibilitiesofFacultyFaculty are expected to take proactive steps to promote academic integrity including, but notlimitedto:

1) Addinglanguagetotheirsyllabithatdescribesprohibitedacademicbehaviorandtheconsequencesformisconduct.2) Having an open discussion about academic integritywith students in their coursesearlyinthesemester.3) Reportingacademicmisconduct,asrequiredbytheTAMIUFacultyHandbook.4) Enforcing specified grade penalties for cheating or plagiarism, as outlined in theirsyllabiorasrequiredbytheirdepartment,college,ortheTAMIUFacultyHandbook.

UponfindingaviolationoftheHonorCode,afacultymemberhastheresponsibilityto:1) Assessthesituationandimposeanacademicsanctiononthestudent.2) Senda sanction letter to the student’sTAMIUemail account,within10Universitybusinessdaysofthediscoveryoftheallegedviolationandarrangeforaconferencewiththestudent,ifatallpossible.3) CopytheProvost,Chair,andDeanofthedepartment,theOfficeoftheRegistrar,theDean of the Office of Graduate Studies and Research (if the student is in GraduateSchool),andtheSCCEonthesanctioningletter(email).4) Submitcopiesofcoursework,andthesourceofacademicmisconduct, to theSCCE

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through the “Report It” system online within ten University business days of thediscoveryoftheallegedviolation.

Allbreachesof theHonorCodeandviolationsofacademic integritymustbereportedtotheSCCE through theReportingSystem (www.tamiu.edu/reportit)within tenUniversitybusinessdaysofthediscoveryoftheallegedviolation.

ResponsibilityofAcademicAdministratorsandStaffAcademic administrators and staff are expected to take proactive steps to promote academicintegrityincluding,butnotlimitedto:Academicadministratorsandstaffareexpectedtoprovidesupporttothefacultyandthestudentsin enforcing the Honor Code. Specifically, they should encourage faculty to be proactive ininformingstudentsabouttheHonorCodeandinteachingstudentsappropriatewaystoconductand acknowledge research. Academic Administrators should also provide strong support tofaculty who are appropriately and fairly enforcing the Honor Code. Staff, which includesgraduateassistantteaching(GAT),graduateassistantresearch(GAR)andgraduateassistantnon-teaching (GANT),must report allegations of academicmisconduct to the faculty of record inwhichtheallegedmisconductoccurred.

InformationsharedwiththeOfficeofStudentCounselingandDisabilityServicesisconfidential.

STUDENTREPORTINGACADEMICMISCONDUCT

Studentsmust report academicmisconduct to theHonorCouncil through the SCCEor to thefacultyof thecourse inwhich theallegedviolationoccurred. Initiating formalprocedures is anecessary and obligatory remedy when other methods are inappropriate or have failed (e.g.,drawingattentiontoasuspectedviolation,peerpressure,etc.).

If a student is alleged to haveviolated theHonorCodebut the class, department, and facultycannotbeidentified,chargesmaybebroughtbyanyonewhohasknowledgeoftheviolation.

IntentionallyfalsereportsofacademicmisconductisaviolationoftheHonorCode,whichwillbeadjudicatedbytheHonorCouncilortheSCCE.

StudentReportingFormatsThereare threestudent-reporting formats forHonorCodeviolations: (1)general reporting, (2)

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confidential reporting, and (3) anonymous reporting. Each reporting formatwill initiate someactionbytheHonorCouncilandcanpotentiallyleadtotheinitiationofacase.Allreportsmustbemadeinwriting.

1. GeneralReporting-Generalreportingconstitutesasubmissionofareportinwhichthereportingpartyiswillingtofullyidentifyhim/herselftoallinvolvedinthecase.Thisisthepreferredreportingformatandwillensurethatallfactsareobtainable.2. ConfidentialReporting -Confidential reportingconstitutesasubmissionofreportsinwhich the reportingparties arewilling to provide their names to faculty and/or theHonor Council, but wish to have their names remain confidential through theproceedingsofthecase.Confidentialreportingallowsfacultyand/ortheHonorCounciltocontactthereportingpartytogatherfurtherinformationwhennecessary.3. AnonymousReporting-Anonymousreportingconstitutesasubmissionofareportinwhichthereportingpartydesirestoremainanonymous.Thisreportwillbeconsidereda tip and handled as such. The reporting partywill not be identifiable and cannot becontactedforfurtherinformationonthecase.Ananonymoustipisnotsufficientgroundtoinitiateacharge;however,thetipcaninitiateaninvestigation.

THESCCEPROCESS

ThestudentwillreceiveanotificationviaUniversityemailorinpersoninformingthestudentanacademicmisconductchargehasbeenbroughtagainsthim/her.Otherformsofcommunicationwillbeusedwhennecessaryorappropriate.

TheSCCEwillscheduleanappointmentwithrespondenttoobtainanaccountoftheevents.Thefollowingwilloccur:

1. AStudentConductAdministratorwillmeetwiththestudenttoexplainthecharge.2. AStudentConductAdministratorwilldiscussthestudent’srightsandresponsibilities.3. AStudentConductAdministratorwillexplaintheacademicmisconductprocess.4. AStudentConductAdministratorwillhearanystatement that thestudentmaywish to

makeforcasefileorHonor Councilreview.5. Shouldthestudentrespondentacceptresponsibilityduringthecourseofthemeetingwith

facultyorStudentConductAdministrator,therespondentwaiveshis/herrighttoanappeal.

StudentAdvisorRecognizingthatparticipatinginthestudentacademicmisconductprocesscanbeachallengingexperienceforanystudent,astudentcanseektheassistanceofanadvisor.Anadvisormustbean

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administrativeofficial,facultymember,orstudentoftheUniversityunlessotherwiseallowedbytheHonorCouncilattheCouncil'sdiscretion.Moreinformationontheadvisor'sroleisdescribedbelow.

Theadvisor,uponrequestofthestudent,may:1. Advisethestudentinthepreparationofinformationrelevanttothecase.2. Accompanythestudenttoallacademicmisconductproceedings.3. Advisethestudentinthepreparationofanacademicappeal.4. Notspeakfortherespondent.

AcademicMisconductProcessStudents are expected topay all financial obligations to theUniversitywhendue.Allchargesshall bepresented to the student respondent inwritten formviaUniversity email.The studentrespondentwillbegiventenUniversitybusinessdaystorequestanHonorCouncilHearingasofthedateofthefacultyand/orSCCEnotice.

HonorCouncilappealhearingsshallbeconductedbythefollowingprocedures:1. Theadvisorrole:

a. The student respondent has the opportunity to be assisted by an advisorshe/hechooses,athis/herownexpense.

b. Advisorsarenotpermitted to representanystudentatanHonorCouncilappealhearing.Anadvisormaybepresentandcommunicatewiththestudent,butshallnotaddresstheHonorCouncilattheappealhearing.Requestforadvisortobepresentmust be done so in writing a minimum of three University business days before thescheduledappealhearing.

c. Studentswhoarechargedinthesamefactpattern,orwhoarenotingoodstandingwith theUniversity are not eligible to serve as an advisor atHonorCouncilappealhearings.

d. The respondent is responsible for presenting his/her own information.Therefore, a student should select as an advisor a person whose schedule allowsattendanceatthescheduleddateandtimefortheHonorCouncilappealhearing.Appealhearingswillnotbedelayedduetoschedulingconflictsofanadvisor.

e. Therespondent,thefacultymember,andtheSCCE(onbehalfofCouncil)mayarrangeforwitnessestopresentpertinentinformationtotheChairperson.WitnessesmayprovidethisinformationtoandanswerquestionsfromtheChairperson,SCCE,andstudentrespondent.Characterstatementsshallbeacceptedinwrittenformonly.

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2. Relevant records, exhibits, student impact statements and other written statementsmaybeofferedasinformationforconsiderationatthediscretionofthechairperson.ThestudentmayappearinpersontotheHonorCouncilappealhearing.3. TheHonorCouncilmayaskadditionalquestionsofstudentrespondentinregardstohis/hertestimony.4. AllproceduralquestionsaresubjecttothefinaldecisionoftheChairperson.5. Afterallrelevantinformationhasbeenreceived,thehearingpanelwilldeliberateinprivate.6. ThefocusofinquiryinHonorCouncilappealhearingsshallbethedeterminationofwhetheraviolationoftheHonorCodehasoccurred.Determinationisbymajorityvote.7. In some instances, the Honor Council will serve as the complainant of academicmisconduct.Insuchcircumstances,theappealwillbeheardbytheProvost.8. ThereshallbeasinglerecordofallHonorCouncilappealhearingsanddeliberation.TherecordshallbethepropertyoftheUniversity.9. IfarespondentdoesnotappearatanHonorCouncilappealhearing,theinformationin support of charges shall be presented, considered, and a decision may be made.Concernsforthesafety,well-being,and/orfearsofconfrontationduringthehearingmaybemadeatthediscretionoftheChair.10. The respondent and advisor may attend the entire Honor Council appeal hearingexcepttheprivatedeliberationsoftheCouncil.TheChairpersonmayremoveastudentoradvisorfordisruptivebehavior.11. A finding of responsibility may not be based on respondent who chooses not toappearbeforeanHonorCouncilappealhearing.12. TheCouncilwilldeliberateinprivateandnotifystudentof thedecisionwithintenUniversitybusinessdays.13. ThestudentmayacceptorrejecttheHonorCouncil’sdecision.AnappealmustbesubmittedinwritingtotheProvostwithintenUniversitybusinessdaysofHonorCouncilnoticeofdecision.14. IfthestudentacceptstheHonorCouncil’sdecision,thecaseisclosed.

SANCTIONSFORVIOLATIONSOFTHEHONORCODE

Academic integrity is fundamental to thehealthandsuccessof theUniversityandtheTAMIUcommunity. Academic misconduct constitutes a serious offense. Sanctions for academicmisconduct should reflect the importance of this bedrock principle, balancing individualaccountabilitywiththeeducationalpurposeofthesanction.

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A wide range of sanctions can be utilized to redress findings of responsibility for academicmisconduct.

GradeSanctionsFacultyaloneareresponsibleforassigninggradepenaltiesintheircoursesforviolationsoftheHonorCode.

1. The following are possible sanctions for academic dishonesty within a single course.Thesearenon-binding recommendations.Facultyretain theright toassigngradepenaltiesasdeemedappropriatefortheircourse.

a. 1000or2000levelcoursewithafirstviolation,agradepenaltyofan“F”or“0”ontheassignmentorexam,iffacultydeemstheviolationaresultofamisunderstandingoftherequirementsofproperdocumentation.

b. 1000or2000levelcoursewithafirstviolation,agradepenaltyofan“F”inthecourse,iffacultydeemstheviolationaresultofadeliberateattempttodeceiveandnotaresultofmisunderstandingofproperdocumentation.

c. 1000 or 2000 level course with a second violation in the same course, gradepenaltyofan“F”inthecourse;

d. 3000or4000orgraduatelevelcoursewithafirstviolation,gradepenaltyofan“F”inthecourse.2. If the facultymemberdetermines that assigningagradeof “F” to thecourse is theappropriate penalty and this action is reported to the SCCEprior to the deadline fordropping courses in the stated semester, the student forfeits his/her right to drop thecourseinquestion.

GeneralSanctionsA student may face general sanctions in addition to any grade penalty imposed by a facultymember.TheHonorCouncilmaymakearequesttotheProvostthatoneofthefollowingactionsoutlined below be taken. The Honor Council request must be made within ten Universitybusiness days of receiving the faculty member’s report. The Provost will notify the studentwithin ten University business days (except under unusual circumstances) of receiving therequestoftheHonorCouncil.

1. Anyundergraduatestudent inanylevelcoursewhoisreportedforasecondoffensewill automatically have his/her case reviewed by the Honor Council for possible

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assessment of additional sanctions, regardless of whether the student appeals theaccusationofplagiarism/cheatingornot.2. In all cases in which there are multiple reports against an individual student, theHonorCouncilwillinitiateanewcomplaint/report,forwhichsaidstudentwillhavethesamerightsofappealasinanyotherreportedacademicviolation.3. Any graduate student who is reported for a first offense will automatically havehis/her case reviewed by the Honor Council for possible assessment of additionalsanctions, regardless of whether the student appeals the accusation ofplagiarism/cheatingornot. Inallcases inwhich there isa reportagainstan individualgraduatestudent,theHonorCouncilwillinitiateanewcomplaint/report,forwhichsaidgraduatestudentwillhavethesamerightsofappealasinanyotherreportedacademicviolation.4. For a student in a 1000 or 2000 level course with a second violation or a secondoffenseinthesamesemester,thestandardsanctionshallbethegradepenaltyofan“F”inthecourseandthestudentmayfacesuspensionforonelongsemester(fallorspring).5. For a student in a 3000 or 4000 level course with a second violation or a secondoffenseinthesamesemester,thestandardsanctionshallbethegradepenaltyofan“F”inthecourseandthestudentwillbesuspendedoneacademicyear(includingsummer).6. Foragraduatestudentwithafirstviolation,thestandardsanctionshallbethegradepenalty of an “F” in the course and suspension for one academic year (includingsummer).RefertotheGraduateHandbook.7. Forastudentwithviolationsbeyondthosestipulatedinpoints1-6above,thestandardsanction shall be the grade penalty of an “F” in the course and expulsion from theUniversity.8. The recommendations below are additional potential sanctions that a student foundresponsibleforacademicdishonestymayface.9. Recommendation to the Provost for expulsion of the student from the specificprogramofstudyorfromtheUniversity.10. RecommendationtotheProvostforHonorCodesuspensionofthestudentfromthespecificprogramofstudyorfromtheUniversity.11. Probation for Academic Dishonesty with a statement of the consequences foradditional infractions and a description of the conditions, which must be met to endprobationarystatus.12. Requiredcompletionofanappropriatetrainingorremediationprogram,whetherornotprobationarystatusisimposed.13. Othersanctionsasdeemednecessary.

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Astudentwhoison“HonorCodeProbation”issubjecttothefollowingrestrictions:a. IneligibilitytoholdanofficeinanyrecognizedstudentorganizationbytheUniversityortoholdanyelectedorappointedpositionwithintheUniversity.b. Ineligibilitytocompeteinintercollegiateathleticactivity.c. Ineligibility to represent the University in any capacity, including representing theUniversityatanyofficialfunction.d. IneligibilitytoreceiveaUniversity-administeredscholarshiporfellowshipwhenthe“HonorCodeProbation”isinplaceforlongerthanonesemester.

Additionalrestrictionsorconditionsalsomaybeimposed,dependingonthetiming,natureandseverityofthemisconduct.Examplesareinabilitytopre-register,toreceiveanofficialtranscript,ortoparticipateincommencementexercises.

TheHonorCouncilwill disclose the student’s academicmisconduct outcome to personswhomeet thedefinitionof a schoolofficialwhohas a legitimate educational interest in the recordand/orwhoareperformingataskthatisspecifictothesanctionimposed.

APPEALTOHONORCOUNCILOFACADEMICCHARGE

AstudentwhoisfoundresponsibleforanHonorCodeviolation,assessedasanction,andhasyettoappeal,has tenUniversitybusinessdays from thedateofnotificationofoutcome to fileanappeal of the findings. The appealmust be stated in writing. The chair will determine if theappealmeritsahearing.

AppealsofFacultyFindingsFacultyaloneareresponsibleforassigninggradepenaltiesintheircoursesforviolationsoftheHonorCode.Astudent’sappealofafacultymember’schargeofacademicdishonestymustbebasedononeofthefollowingreasons:

1. InsufficientormisinterpretedevidencethatledtotheinitialfindingoftheviolationoftheHonorCode.2. Substantialnewevidencenotavailableatthetimeoftheoriginalfacultydecision.Inthiscase, theHonorCouncilwillconsidernew information that is sufficient toalteradecision or other relevant facts not known to the person appealing at the time of theoriginalhearing.

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HonorCouncilFindingsThe Honor Council will hear the appeal and assess a finding of “responsible” or “notresponsible” of academicmisconduct. TheHonor Council will notify the student, the facultymember, the chair of the department, the dean and the Provost of its findings. If the HonorCouncilassessesafindingof“responsible”,thestudentmayappealfollowingtheappealprocessdefinedbelow.

TheHonorCouncilwilldiscloseitsdeterminationoftheacademicappealtoschoolofficialswhohaveaneducationalinterestinthefindingorsanction.

AppealtoProvostofHonorCouncilDecisionsWhereHonorCouncilupholdsthefacultymember’soriginalcharge,arequestforappealmaybemade inwriting to theProvost.The requestmustbe submittedwithin tenUniversitybusinessdaysafternotificationoftheHonorCouncil’sdecision.

Therearethreegroundsforanappeal:1. Substantial new evidence: the Provost will consider new information that issufficienttoalteradecisionorotherrelevantfactsnotknowntothepersonappealingatthetimeoftheoriginalhearing.2. Proceduralirregularities: the Provostwill determinewhether the original hearingwasconductedfairlyinlightofthechargesandevidencepresented,andinconformitywith prescribed procedures giving the accused student a reasonable opportunity toprepareandpresentrebuttalofallegations.c) Thesanction isnotcommensuratewith theviolation: theProvostwilldeterminewhetherthesanction(s)imposedwereappropriatefortheviolationoftheHonorCode,whichthestudentwasfoundtohavecommitted.

Afterreceivingthewrittenrequestforanappeal,theProvostoradesigneemay:1. DenytherequestforanappealandtheHonorCouncildecisionwillbefinal.2. Accept theappealandask theHonorCouncil to reconveneandhear thecaseagainwiththenewinformation.

a. If theProvostgrants theappealuponaprocedural irregularity, theProvostcanreversethedecision.

AppealofSanctionsotherthanSeparationfromtheUniversityIftheProvostoradesigneefindsthatthereisadequatebasisforanappeal:

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1. TheProvostwillhearthecaseandrenderadecision.2. TheProvost’sdecisionsarefinal.

AppealofSeparationfromtheUniversityAstudentwhoreceivesasanctionofexpulsion,dismissal,orsuspensionbytheHonorCouncilhastenUniversitybusinessdaysuponreceivingnotificationofseparationfromtheUniversitytoappealsanction.

1. TheProvostwillhearthecaseandrenderadecision.2. TheSCCEwillnotifythestudentofthedecisionrenderedbytheProvost.3. ThedecisionoftheProvostisfinal.

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APPENDIXF:CollegeDocumentsforFixed-TermFaculty

CollegeofNursingandHealthSciences

Non-TenureClinicalEducatorTrack

FacultyAppointment,PromotionandTenure

Title:

Allfull-timefacultyonnon-tenure-trackstatuswithintheTexasA&MInternationalUniversityCansecoSchoolofNursingwillcarrythetitleofClinicalEducatorFaculty.

Criteria:

All appointment criteria will adhere to general regulations specified by the TAMUS and byTexasA&MInternationalUniversityandCansecoSchoolofNursing.

Definition:

1. Non-tenure Clinical Educator Faculty perform professional service whose primaryresponsibilitiesareclassroomteachingandprovidingclinicaleducationandsupervisionof student instruction in a clinical setting. Non-tenure track faculty members areexpected toprovideappropriate institutional service tomeet theprogramdevelopmentandotherfacultyresponsibilitiesassociatedwiththefacultyteachingroleattheCansecoSchoolofNursingandtothemissionofTexasA&MInternationalUniversity.2. Non-tenure Clinical Educator Faculty members make substantial contributions inareasofteaching,service,andclinicalpractice.3. Non-tenure Clinical Educator Faculty may vote in all Canseco School of NursingmattersbasedontheFacultyBylawswiththeexceptionofmattersrelatedtotenureandpromotionoftenuredfacultymembers.

Appointment:

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1. InitialandsubsequentcontractswillbedeterminedbytheDeanoftheCansecoSchoolofNursingincollaborationwiththeTexasA&MUniversityProvostandPresident.2. Appointments may be made at the ranks of Clinical Assistant Professor, ClinicalAssociateProfessor,andClinicalProfessor.3. Clinicalnon-tenureappointments shallbe for aperiodofoneyear for the first twoyears.Subsequentappointmentsmaybeforaperiodoftimeuptothreeacademicyears.Clinicalappointmentsmayberenewedwithin12monthspriortoexpirationofthestatedperiodof timeof thecontract.Contract renewalsandpromotionswillbebasedon thequalityoftheclinicaleducatorfacultycontributionswithintheirprimaryresponsibilities.4. Non-tenure Clinical Educator Faculty may request to move to the tenure track.Approval of the change to the tenure trackwill be recommended by theDean of theCansecoSchoolofNursinganddeterminedbytheProvostandPresident.TimespentintheNon-tenureClinicalEducatorTrackshallnotapplytothetenureprobationaryperiod.Clinical educator faculty who move to the tenure track may subsequently request toreturntotheclinicaltrack,buttheymaynotsubsequentlyrequesttoreturntothetenuretrack.5. Iftherequesttomovefromclinicaltracktothetenuretrackisapproved,therankheldintheclinicaleducatortrackshallnotbedeterminativeofthetenuretrackrank.6. Canseco School of Nursing faculty hired in a tenure-track position may request amovetotheclinicaleducatortrack.Iftherequestisapproved,thefacultymembermayrequesttoreturntoatenure-trackpositionafteraperiodofthreeyears.7. Alltimespentinthetenuretrackiscumulative.8. If a tenure track faculty member is denied tenure, the faculty member may beappointedtothenontenureclinicaleducatortrackuponrequestandwiththeapprovaloftheDeanoftheCansecoSchoolofNursing.

Ranks:

Three non-tenure ranks are defined to accommodate the diverse contributions of the CansecoSchoolofNursingfaculty.Clinicaleducatorfacultyareexpectedtoaidinthecommunicationofnewknowledgeinaneffectiveandscholarlywaytostudents,colleagues,andotherprofessionalgroups, and to facilitate or assist in the generation of new knowledge by their collegialrelationshipwithotherTAMIUfaculty.

1. ClinicalAssistantProfessorofNursing:Thisrankisforthoseindividualswhohave

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completed a Master of Science in Nursing (MSN) degree and hold an unrestrictedlicense to practice nursing in the state of Texas. Individuals holding this rank arequalified as independent educators and are responsible for teaching and supervisingstudents in the classroom and clinical setting. They must be recognized by students,colleagues,and/orpeersforclinicalexpertiseand teachingabilities.Thesefacultyalsocarry significant service responsibilities on behalf of the Canseco School of NursingwithintheSchool,University,communityandprofession.2. ClinicalAssociateProfessorofNursing:ThisrankisforthoseindividualswhohavecompletedaMasterofScience inNursing(MSN),Ph.D.orotherappropriate terminaldegree with advanced practice certification and who hold an unrestricted license topractice as anAdvanced PracticeNurse in the state of Texas. Promotion to this rankrequires excellence and creativity as an independent educator and teaching andsupervising students in the classroom and clinical setting as demonstrated by localand/orregionalreputation.ThesefacultyalsocarrysignificantserviceresponsibilitiesonbehalfoftheCansecoSchoolofNursing,withintheSchool,University,communityandprofession.Thesefacultymustdemonstrateactivescholarshipofapplicationintheformofgrantsmanshipand/orresearchtoaddressissuesintheSchool,communityorclinicalsetting.3. Clinical Professor of Nursing: This rank is for those individuals who havecompleted a Ph.D. or other appropriate terminal degree with advanced practicecertificationandwhoholdanunrestricted license topracticeasanAdvancedPracticalNurse in the state of Texas. Promotion to Clinical Professor requires a regionalreputation for clinical and teaching excellence and innovation, aswell as a record ofnationallyrecognizedscholarshipofapplicationintheformofgrantsmanship,research,and publication to address issues in the School, community, or clinical setting. ThesefacultyalsocarrysignificantserviceresponsibilitiesonbehalfoftheCansecoSchoolofNursingwithintheSchool,University,communityandprofession.

AnnualReview:

1. Allclinicaleducatorfacultyshallbereviewedannuallyfollowingthesameprocessastenuredandtenure-trackfaculty,includingstudent,peer,self,andDeanevaluationinthefourareasofteaching,scholarship,service,andclinicalpractice.2. Copiesofallevaluationsshallbeplacedin thefacultymember’spersonnelfileandgiventotheclinicalfacultymember.

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PromotioninRank:

1. Review of clinical educator faculty for promotion will be independent from theprocessusedfortenureand/orpromotionoftenure-trackfaculty.2. The Clinical Educator Promotion Committee (CEPC) will be composed of threemembers elected from the ranks of Clinical Assistant Professor, Clinical AssociateProfessor,andClinicalProfessor. If thereare less than three facultymembers in theseranks,tenurednursingfacultymaybeelected.3. The Canseco School of Nursing shall maintain written standards which detailexpectationsforpromotiontoeachrank.ThestandardsmustbeapprovedbytheDeanand voting members of the Canseco School of Nursing faculty. A copy of thesestandardsshallbemadeavailabletoallfaculty.4. ClinicaleducatorfacultymayrequestpromotioninrankbysubmittingalettertotheDeanoftheSchoolofNursing.AcopyoftheletterwillgototheCEPC.Aminimumofthreeyears inrankisrequiredtorequestpromotiontothenextrank.Facultymemberswho are denied promotion remain in their current rank andmay request promotion insubsequentyear(s).5. CandidatesforpromotionwillmeetwiththeDeanoftheCansecoSchoolofNursingtodiscuss requests forpromotion,promotioncriteriaandprocess,andboth tenureandnon-tenure-trackoptions.

PromotionReviewProcess:

A. EachcandidateforpromotionwillsubmitadossiertotheCEPCbyFebruary1oftheyear requesting promotion. The dossier for promotion in clinical educator rank mustincludethefollowing:

1. AcopyofthelettertotheDeanoftheCansecoSchoolofNursingrequestingpromotioninrank.2. Currentcurriculumvita.3. CopiesofthelastthreeProfessionalPerformanceProfiles.4. CopiesoftheDeanoftheCansecoSchoolofNursing,self,student,andpeerteachingandclinicalevaluations.5. DocumentationofNursingContinuingEducationUnits(CEUs).6. Letters of documentation from three individuals speaking to the quality ofcontributionsandaccomplishmentsofthefacultymember.Lettersmayaddressone or more areas. Candidates are responsible for assuring that the areas of

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teaching, clinical teaching and supervision of students in the clinical area,scholarshipofapplication,servicetotheCansecoSchoolofNursing,University,community, and profession, and clinical expertise are documented as outlinedbythecriteriaforpromotion.AtleastoneofthelettersshallbefromoutsidetheCansecoSchoolofNursingandatleastonefromoutsidetheUniversity.

B. TheCEPCwillmeet,reviewthedossier,andforwarditsrecommendationtotheDeanoftheSchoolofNursingbyMarch1.C. TheDeanwillreviewtherecommendationandforwardtheDean’srecommendationtotheOfficeoftheProvostbyApril1.D. Thecandidatewillbenotifiedofrecommendationsateachstepoftheprocess.E. TheProvostwilladvisethecandidateofthefinaldecisiononpromotion.

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Sue&RadcliffeKillamLibrary

Fixed-TermProfessionalTrack

Title:

All librarians not appointed as tenured or tenure-track faculty (as per the TAMIU FacultyHandbook)willcarrythetitleofProfessionalTrackFaculty.ThesefacultyareappointedunderTAMUSPolicy12.07.

Criteria:

All appointment criteria will adhere to general regulations specified by the TAMUS and byTexasA&MInternationalUniversityandKillamLibrary.

Definition:

Libraryfacultyhavethreeareasofresponsibility,asdefinedintheTAMIUFacultyHandbook:professional assignment, professional enrichment, and service. The responsibilities ofprofessional track librarianswillbedetailed in their individualpositiondescriptions,under thefollowingguidelines:

1. Professional assignment incorporates the regular professional duties of librarians,includingbutnotlimitedtoprovidinglibraryservices,acquiringandorganizinglibrarycollections, managing and updating databases and other electronic applications,supervising staff, and library assessment. Professional assignment duties are position-specificandmustbedescribedindetailinthepositiondescription.

2. Professionalenrichmentincorporatesprofessionaldevelopment,appliedresearch,andscholarlyandcreativeactivities.Professionaltracklibrariansmustremaincurrentintheprofession and develop new expertise as needed to be successful in performingprofessional assignment responsibilities. Any additional professional enrichmentrequirements would be position-specific and described in detail in the positiondescription.

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3. Service includes participation in library governance and on library committees andtask forces to accomplish collaborative projects in the library. Service on campuscommittees and participation as faculty in shared institutional governance is optional(professionaltracklibrarianshavethesamevotingrightsandthesamerighttoserveoncommitteesasothernon-tenuredfaculty).

4. Ingeneral, theresponsibilitiesofandexpectationsforprofessionaltrackfacultywillnotexceedthoseoftenure-trackortenuredfaculty.Exceptionscanbemadeforfacultywhose responsibilities are almost entirely in one area (professional assignment,professionalenrichment,orservice)tothenear-exclusionoftheothers.

Appointment:

1. Initial and subsequent contracts will be determined by the Director of the KillamLibrary in collaboration with the Texas A&M International University Provost andPresident.2. Appointmentsmay bemade at the ranks ofAssistant ProfessionalTrackLibrarian,AssociateProfessionalTrackLibrarian,andSeniorProfessionalTrackLibrarian.3. Initial professional track appointments shall be for a period of three years.Professional trackappointmentsmaybe renewedatany timeprior to the finalyearofappointment.Renewalswillbeforaperiodoffiveyears,beginningintheyearaftertherenewaldecisionwasmade.TheLibraryDirectorwill solicit the inputofa librarian’speersinmakinganydecisionregardingrenewal,andrenewalsmustbeapprovedbytheProvost.4. Professionaltracklibrariansmayrequesttomovetothetenuretrack.ApprovalofthechangetothetenuretrackwillberecommendedbytheDirectorof theKillamLibraryanddeterminedbytheProvostandPresident.Timespentintheprofessionaltrackshallnotapply to the tenureprobationaryperiod.Professional track librarianswhomove tothe tenure trackmay subsequently request to return to theprofessional track, but theymaynotsubsequentlyrequesttoreturntothetenuretrack.5. Iftherequesttomovefromprofessionaltracktothetenuretrackisapproved,therankheldintheprofessionaltrackshallnotbedeterminativeofthetenuretrackrank.6. Librarians hired in tenure-track positions may request a move to the professionaltrack,tobeapprovedbytheLibraryDirectorandthemajorityofthelibraryfaculty.Ifthe request is approved, the librarianmay request to return to a tenure-track positionafteraperiodofthreeyears.

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7. Alltimespentinthetenuretrackiscumulative.8. If a tenure track librarian is denied tenure, the librarian may be appointed to theprofessional track upon request and with the approval of the Director of the KillamLibraryandthemajorityofthelibraryfaculty.

Ranks:

Three non-tenure ranks are defined to accommodate the diverse contributions of the KillamLibraryfaculty.

1. Assistant Professional Track Librarian: This is the entry level rank for fixed termlibrarianpositions.AssistantProfessionalTrackLibrariansmusthaveanearnedMLSorequivalent degree from an ALA-accredited program; must demonstrate a basicknowledge of librarianship, professional responsibilities, and a willingness to assistlibrarypatrons;mustmaintainandupdateprofessionalknowledgeandexpertiserequiredfor assigned responsibilities, and must participate in library governance andcollaborativeactivities.2. Associate Professional Track Librarian: Librarians in this rank must meet all thecriteria for Assistant Professional Track Librarians, and must demonstrate a broadknowledgeoflibrarianshipingeneralandanin-depthknowledgeofthepartsofthefieldthat apply to his or her professional assignment responsibilities; must assist in thetraining of new librarians and/or other employees, and demonstrate consistentlymeritorious professional performance; must pursue opportunities for professionaldevelopmentandcontributeinnovativeprogramsandprocedurestothelibrary;andmustbe active in library governance. Scholarly and creative activities and service to theuniversity,profession,andcommunitymayalsobeconsideredtowardpromotiontotheAssociaterank.3. SeniorProfessionalTrackLibrarian:Thisisthesummitrankconferredonfixedtermlibrarians, ordinarily after their performance has been considered exemplary over aperiod ofmany years. Senior Professional TrackLibrariansmust consistently provideleadershipinimprovinglibrarycollectionsandservices,inprofessionaldevelopmentforthemselvesandforotherlibrarians,inlibrarygovernance,inuniversityaffairs,andinthelibraryprofession(atleastatthelocal/regionallevel).

AnnualReview:

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1. All professional track librarians shall be reviewed annually following the sameprocessastenuredandtenure-tracklibrarians.2. Copiesofallevaluationsshallbeplacedinthelibrarian’spersonnelfileandgiventothelibrarian.

PromotioninRank:

1. Reviewof professional track librarians for promotionwill be independent from theprocessusedfortenureand/orpromotionoftenure-trackfaculty.2. TheProfessionalTrackLibrarianPromotionCommittee (PTLPC)willbecomposedofthreememberselectedfromtheranksofAssociateProfessionalTrackLibrarianandSeniorProfessionalTrackLibrarian.Iftherearelessthanthreefacultymembersintheseranks,tenuredlibraryfacultymaybeelected.3. Killam Library shall maintain written standards which detail expectations forpromotion to each rank.The standardsmust be approvedby theLibraryDirector andvotingmembersofthelibraryfaculty.Acopyofthesestandardsshallbemadeavailabletoallfaculty.4. ProfessionaltracklibraryfacultymayrequestpromotioninrankbysubmittingalettertotheLibraryDirector.AcopyoftheletterwillgotothePTLPC.Aminimumoffiveyearsinrankisrequiredtorequestpromotiontothenextrank.Facultymemberswhoaredeniedpromotionremainintheircurrentrankandmayrequestpromotioninsubsequentyear(s).5. CandidatesforpromotionwillmeetwiththeLibraryDirectortodiscussrequestsforpromotion,promotioncriteriaandprocess,andbothtenureandnon-tenure-trackoptions.

PromotionReviewProcess:

A. EachcandidateforpromotionwillsubmitadossiertothePTLPCbyFebruary1oftheyearrequestingpromotion.Thedossierforpromotioninprofessionaltracklibrarianrankmustincludethefollowing:

1. AcopyofthelettertotheLibraryDirectorrequestingpromotioninrank.2. Currentcurriculumvita.3. Copiesofthelastfiveannualevaluations.4. Asummaryof the librarian’scontributionsandaccomplishmentsduring thetimeinrank,includingsupportingdocumentationasneeded.

B. The PTLPCwillmeet, review the dossier, and forward its recommendation to the

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LibraryDirectorbyMarch1.C. The Director will review the recommendation and forward the Director’srecommendationtotheOfficeoftheProvostbyApril1.D. Thecandidatewillbenotifiedofrecommendationsateachstepoftheprocess.E. TheProvostwilladvisethecandidateofthefinaldecisiononpromotion.

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CollegeofEducation

InstructorsandProfessional(Fixed-Term)Faculty1

Appointment,Retention,andPromotion

TheCollege of Education (College) recognizes the unique contribution that fixed-term non-tenuretrackInstructorsandProfessionalsmaketothesuccessofstudentsandtheenhancementofqualityprograms.Further, theTexasA&MSystem“recognizes themerit individualswhoseinterest, excellence, or discipline does not include research” (Standard Administrative Policy(SAP)12.07)bringtotheinstitution.Thepolicy“isdesignedtoprovideameanstorecruitandretainfacultywhoseexcellenceinteaching,researchorservicemakethembeneficialmembersof the system academic institution,while providing themwith stable, long-term employment”(SAP12.07).

Theguidelines that followaredesigned toprovideguidancefor therecruitment, retention,andpromotionofqualifiedprofessionalfacultywithinInstructorandProfessionalranks.Assuch,theCollege recognizes that these individuals possess distinct knowledge, credentials, andproficienciesthataugmenttheexpertiseofthefaculty,aswellasthemissionoftheCollegeandUniversity.TheaforementionedfacultymakeitpossiblefortheCollegetoachieveitsmissionbycontributinginmanyways,generallyintheareasofteachingandservice.

DefinitionofFacultyStatus:

Instructors

Forappointment,anInstructorImustholdatleastamaster'sdegree,withaminimumof18hours in thearea that theywilloffer instruction.Theywill typically supplementtheir degree by professional or work experience in the field, and may hold specialcertification, license or other certification of proficiency in the field. Instructorsmustdemonstrateabasicknowledgeoftheteachingarea,carefulclassroompreparation,andawillingness to assist students. They must show continuing progress in teaching byexpanding knowledge in the teaching specialty and developing effective instructionalstrategiesandtechniques.Intheirinitialappointments,Instructorsmustparticipateatanintroductory levelof responsibility inservice to theCollegeand/orUniversity through

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committees and special projects. They must show clear evidence of understandingadvancementsinscholarshipthatarerelatedtotheteachingspecialty.

Following successful completion of their first five years, or any time thereafter, acandidatemayapplyforadvancementtoInstructorII.Atthispoint,anInstructorwillhave confirmed advanced knowledge of the pedagogy in their teaching area throughdemonstration of careful classroom preparation, and a willingness to assist students.They will have expanded their knowledge in the teaching specialty and developedeffectiveinstructionalstrategiesandtechniquesthroughtheengagementofprofessionaland/orscholarlyactivities.TheywillhavecontributedtothemissionoftheCollegeandUniversity through committee service and special projects. They must show clearevidence of understanding advancements in scholarship related to their teachingspecialty.

Atsuchappropriatetime,butnosoonerthanafterfivesuccessfulyearsasanInstructorII,acandidatemayapplyforpromotiontoInstructorIII.Asuccessfulcandidatewillhave progressed in their knowledge of their teaching specialty and be able todemonstrate that progress through products from professional activities together withrecognitionfromtheirpeersandtheirstudents.TheywillhavedemonstratedwillingnessandacapacityforservicetotheCollegeandtheUniversity.Theirteaching,service,andscholarly(ifapplicable)activitieswilldemonstrateamaturitythatcomesfromextendedexperience.

Professionals

TheAssistantProfessionalrankisanon-tenuretrackfacultyrank(usuallyreservedforfacultywithaterminaldegreeintheirfield)whoseprimaryfocusistypicallyonteachingand service but may also include scholarly pursuits in his or her discipline or inpedagogy. Faculty at this rank have a commitment to teaching, exemplified by asubstantial record of teaching and service effectiveness, as well as continuouslydevelopingcurrencyin thediscipline/pedagogythroughidentificationofadvancementsin scholarship that are related to their teaching and/or service specialty. The facultyworkloadtypicallyincludesteachingandservice,aswellasengagementinprofessionaldevelopmentactivities.Scholarlywork isnotexpectedunlessspecificallynoted in the

letter of appointment2.AssistantProfessional faculty demonstrate professional growth

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across teaching, service, and/or scholarship, consistent with their current letter ofappointment.

TheAssociateProfessionalrankisanon-tenuretrackfacultyrankwhoseprimaryfocusis typically on teaching evidenced by expertise in discipline-specific teaching, andnoteworthy service responsibilities to theCollege,University, local communities, andtheprofession.Evidenceof leadershipmayalsobeprominent.AssociateProfessionalsare effective professional educators, whose pedagogy and service are recognized bystudents, peers and others as noteworthy. Associate Professional faculty demonstrateexpertiseandsustainedprofessionalgrowthacrossteaching,service,and/orscholarship,consistent with their current letter of appointment. Generally, at least five years ofservice at the Assistant Professional rank is required for promotion to AssociateProfessional.

TheSeniorProfessionalrankisanon-tenuretrackfacultyrankwhoseprimaryfocusison exemplary teaching, service, and/or scholarship, with evidence of leadership,discipline-specific expertise, and/or professional productivity. Senior Professionalfaculty demonstrate expertise and continued professional growth across teaching,service,and/orscholarship,consistentwiththeircurrentletterofappointment.Normally,leastfiveyearsofserviceattheAssociateProfessionalrankisrequiredforpromotiontoSeniorProfessional.

Appointments:

Facultycurrentlyemployedatthetimeoftheadoptionofthesenewdefinitions,evenifsuch adoption falls within an academic year rather than prior to, may petition to beplacedintotheranktheythinkismostappropriatetotheireducationandexperience,totakeeffect immediately. If suchapplication is approved, theywill receiveallbenefits,includinganyfinancialorprofessionalrewards,commensuratewiththatrank.However,anyadvancements in rankorsalarywillbeprospectiveonlyasof thedateof thenewappointment.No Instructor orProfessional faculty is required to apply for promotion,and may serve indefinitely at the highest rank they achieve; dismissal from aProfessional faculty position shall comportwithuniversity and system rules (TAMUSRule 12.07.5). The rank of new Instructor or Professional faculty hired after theimplementationofthispolicyshallbedeterminedwiththeapplicationofthispolicyandbythedeanoftheCollegeincollaborationwiththeuniversityprovostandpresident.

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Initial appointments are made by the dean of the College with the approval of theprovost, and president of the University; rank placement is made considering thecandidate’seducation,experienceandexpertisetogetherwiththeneedsoftheCollege.Initial appointments for the first three years are for one year each. Subsequentappointmentsaregenerallythreetofiveyears,butmaynotexceedfiveyears.Renewalofappointmentsaremadewiththeconsiderationofsaidfacultymember’sfulfillmentofthe expectations and requirements of their rank and provisions of their appointmentcontract.

Additionally,theplacement,definitionandemploymentexpectationsorrequirementsforan individual Instructor or Professional faculty member are subject to and may bedefinedbycontractwiththedeanoftheCollegeandUniversityadministrationandmayprovide for additional or different terms and requirements. Following initialappointments, an Instructor or Professional faculty member will negotiate a contractfromthreetofiveyearswiththeUniversityoutliningtheirrank,expectations,aswellasfinancialremuneration.Itisanticipatedthatapromotionwillcarrywithitanincreaseinsalarybeyondstandardmeritincreaseawardedallfaculty.

Professionaltrackfacultymembersmayrequesttomovetotenure-track.Approvaloftherequestwillbeattherecommendationofthedeanincollaborationwiththeprovostanddeterminedby theprovostand thepresident.Whensucha request isdetermined, timespent in a fixed-term non-tenure track position will not apply toward the tenureprobationary year. Fixed-term faculty who are moved to tenure-track may request toreturntoafixed-term,non-tenuretrackposition,butifapproved,theymaynotreturntoa tenure-trackposition.Faculty in tenure-trackpositionswill follow theCollege’s andUniversity’spromotionandtenureguidelinesandpolicies.

AnnualReview:

AccordingtoSAP12.07,“promotioncriteriaincludeexcellenceinteachingforfacultywith teaching responsibilities, or excellence in research or service, as appropriate forotherappointments.Overallsuperiorperformanceandpotentialfordevelopmentarealsoexpectedascriteriaforpromotion.”

1. Initialappointmentsaretypicallyforaone-yeartermforthefirstthreeyears

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withrenewablecontracts,contingentonsatisfactoryannualevaluations.2. All Professional faculty shall be reviewed annually in accordancewith theCollege andUniversity policies for annual faculty evaluations (AFEs). PleaseseetheFacultyHandbookforresponsibilitiesregardingteaching,service,and/or

scholarship3. Annual evaluations will include student, self, department chair,and dean’s evaluations in teaching and service, and/or scholarship, consistentwiththecurrentletterofappointment.3. Copiesofall evaluations shallbeplaced in the facultymember’spersonnelfile.Copieswillbeprovidedtothefacultymember.4. Any faculty receiving less thansatisfactoryevaluations for twoconsecutiveyearsinteaching,service,and/orscholarlyworkwillbeplacedonaprofessional

developmentplan,similartotheplannotedintheFacultyHandbook4.

PromotioninRank:

TheCollegewillmaintainwrittenstandardsofpromotionwhichdelineateexpectationsfor promotion to each Instructor or Professional rank. The written standards will beapproved by the College faculty and the Faculty Senate, after which copies will beprovidedtoandavailableforallfaculty.

InstructororProfessionalfacultymemberswishingtoapplyforpromotionshallreviewthecriteria toensuretheymeet thequalificationsforadvancementinrank.Facultyareeligibleforpromotionattheendoftheirfifthyear,orequivalent,asanInstructorIorII,orAssistantorAssociateProfessional,withatleasttwoyearsofexperienceatTAMIU.

InstructororProfessionalfacultyinterestedinpromotionwillsubmitadossier(upto25pages) aligned to the promotion process, as applicable to theCollege andUniversity.Thedossierwillincludethefollowing:

A. AwrittenrequesttobeconsideredforpromotiontothedeanbyFebruary1,oftheyearrequestingpromotion;B. Astatementdelineatingthefacultymember’sphilosophyofteaching,serviceandscholarlyaccomplishments,whichincludesadiscussionoftherelationship

toTAMIU’sandtheCollege’smission(3pagesmaximum)5,C. Asynopsis(3pagesmaximum)ofsustainedqualityattainmentintheareasof

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assignedresponsibilityasapplicablewithinthegeneralheadingsof:

(i) Teaching6,(ii) Service/engagement/professionalactivities,and/or(iii) Scholarship.

D. Acurrentcurriculumvitae(10pagesmaximum);E. AFEsfromthelastfive(5)years;F. Achartdelineatingthefacultymember’ssummativecourseevaluations;G. At least two different peer teaching observation assessments andaccompanyingreflections;H. Letters from individuals speaking to the quality, contributions, and

accomplishmentsofthefacultymember7asextractedfromthedossier;and

I. Supportive sample documentation of exceptional teaching8, excellence in

service9,andengagementinprofessionaldevelopmentactivities.

Supportive materials (e.g., copies of articles, conference presentations, letters ofreference,lettersofrecognition,coursesyllabi,finalexaminations,grantproposals,andsamples of student course evaluations) are to be excluded from the 25-page limit.Supplementalmaterialsshouldbeplacedinaseconddossierlabeledassuch.

PromotionReviewProcess:

Fixed-termfacultyconsideringapplicationforpromotionwillmeetwiththedepartmentchair and College dean to review and discuss the request for promotion, promotioncriteriaandprocess,aswellasreadinessforpromotioninthefalloftheacademicyeartheywishtoapplyforpromotion.

Apeer-reviewcommitteeof three faculty at the InstructororProfessional rank that isadvanced from the applicant will review the faculty member’s dossier. Should theCollege have less than three faculty at the Instructor or Professional rank, fixed termfacultyfromoutsidetheCollegewillbeaskedtoserveincollaborationwiththefacultymember’s chair and/or dean. The peer-reviewers should be selected based on thesimilarityofthefacultymember’sassignmentandresponsibilities(i.e.,teaching,service,

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professionaldevelopment,andscholarlywork).

Reviewofthefacultymember’sdossieristobecompletedbyMarch1.Thepeer-reviewcommitteewillmakearecommendation,alongwitharationalefortherecommendation,tothedeannotingthatthefacultymembereither:

a. meetsthequalificationsforpromotion,orb. doesnotmeetthequalificationforpromotion.

The dean will forward the committee’s recommendation, along with the dean’srecommendation, which may differ from the committee’s recommendation, to theprovostbyApril1.

The facultymemberwill be notified by the provost regarding the recommendation ofpromotion.

Faculty denied promotion remain in their current rank andmay request promotion insubsequentyear(s).

ApprovedbytheTAMIUFacultySenateonApril5,2019

1. TexasA&MInternationalUniversity’s (TAMIU)FacultyHandbook (2018),pp.24-25,31-32describethefixed-termfacultystatus.

2. See the TAMIUFaculty Handbook (2018), pp. 23-24 for an applicable definition ofscholarship.

3. SeetheTAMIUFacultyHandbook(2018),pp.21-24.4. SeetheTAMIUFacultyHandbook(2018),pp.43-46.5. The purpose of this statement is to provide a context for reviewers of the dossier in

regardstothefacultymember.6. Examplesofstudentcourseevaluationsshouldbeincludedwithsupplementalmaterials.7. ForpromotiontoInstructorIIorAssociateProfessional,two(2)lettersfrompeersareto

be included. For promotion to Instructor III orSeniorProfessional, three (3) letters are to be

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included,whereasoneletter(1)isfromoutsidetheCollege;oneletter(1)fromoutsideTAMIU;andoneletter(1)fromanindividualfamiliarwithyourqualificationsandabilities.

8. Examples of supportive documents for teaching may include a statement of teachinggoals; teaching load information, including level and class size; evaluation of curriculumdevelopment,includingsamplesyllabiandcoursematerials;evidenceofuseoftechnologyandinnovative pedagogy to complement instruction; and/or professional development in teaching,includingworkshops and seminars presented and attended. Examples from students regardingteachingmayincludestudentevaluations,articlesco-authoredwithstudents,Honorsandawardsto supervise students, and/or community and school based projects guided and produced inconnectionwithcourses.Examplesfrompeersregardingteachingmayincludelettersfrompeerswho have observed classes or reviewed course materials, Honors or awards for teachingexcellence, extramural funds awarded for instructional innovation, facilities, and/or studentsupport.

9. ExamplesofsupportivedocumentsforservicetotheUniversitymayincludeserviceondepartmental, College, or University committees; student advising; and/or faculty or staffmentoring.Examplesofservicetocommunity,regional,national,orinternationalorganizationsand/orschoolsmayincludeserviceonboards,consultingwork,lettersfromprofessionals,workwithEC-12faculty,organizationalleadershiponprojectdevelopment,Honors,and/orawardsformentorship.

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UniversityCollege

Professional(FixedTerm)Faculty1

AppointmentandPromotion

University College recognizes the unique contribution that fixed-term non-tenure trackprofessionalsmaketothesuccessofstudentsandtheenhancementofqualityprograms.Further,the Texas A&M System “recognizes the merit individuals whose interest, excellence, ordisciplinedoesnotincluderesearch”(StandardAdministrativePolicy(SAP)12.07)bringtotheinstitution. As noted, “These individuals provide a specific, professional skill to the systemacademicinstitution,faculty,staffandstudents”(SAP12.07).

The guidelines that follow are intended to support the development of qualified professionalfacultywithintheProfessionalfixed-termnon-tenurerank.Assuch,theCollegerecognizesthatthese individuals possess distinct knowledge, credentials, and proficiencies that augment theexpertise of the faculty, as well as the mission of the College. Professional faculty make itpossiblefortheCollegetoachieveitsmissionbycontributinginmanyways,mostsignificantlyintheareasofteachingandservice.

DefinitionofFacultyStatus(p.19):

1. Assistant Professional is a non-tenure track faculty rank whosemain focus is onteaching and service, as well as continuing to develop currency in thediscipline/pedagogy. Facultyat this rankhaveacommitment to teaching,exemplifiedby a substantial record of teaching and service effectiveness, as well as continuouslydevelopingcurrencyin thediscipline/pedagogythroughidentificationofadvancementsinscholarshipthatarerelatedtotheirteachingspecialty.Thefacultyworkloadincludesteaching and service, as well as engagement in professional development activities,

which may include scholarly work.2 Assistant Professional faculty demonstrate

professionalgrowthacrossteaching,service,andscholarship.3

2. AssociateProfessional is a non-tenure track faculty rank whosemain focus is onadvancing their pedagogy, evidenced by significant teaching, and noteworthy serviceresponsibilities through substantial contributions to theUniversity, local communities,

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andprofessionalorganizations.Thescholarshipofteachingandlearningismoreexplicitanddisseminated.Leadershipmaterializesonmany fronts.AssociateProfessionalsareeffective teachers,whosework indesignoforprofessionalpractice,or a combinationthereof, is recognizedbypeersasasignificantcontribution to teaching, serviceand/orthedepartment/College.3. SeniorProfessionalisanon-tenuretrackfacultyrankwhosemainfocusisonleadingother faculty in advancing their pedagogy, teaching, and service, while continuing toestablisharecordofsuccessfulrecognitionandprofessionalproductivity.

Professional development is an ongoing activity that cuts across teaching, service, andscholarshipactivities.Professionalfacultydemonstrateleadershipactivities.

Appointments:

Initial full-time appointments will be at the recommendation of the dean of the College incollaboration with the Texas A&M International University (TAMIU) provost and president.AppointmentsmaybemadeattherankofAssistantProfessional,AssociateProfessional,and/orSeniorProfessional.

Initialappointmentsareforoneyeareachforthefirstthreeyears.Subsequentappointmentswillmadeforaperiodoftimeuptothreeacademicyears.Renewalsand/orpromotionswillbebasedonthequalityofthefaculty’scontributionswithintheirprimaryresponsibilities.

Fixed-termnon-tenuretrackfacultymembersmayrequesttomovetotenure-track.Approvalofthe request will be at the recommendation of the dean in collaboration with the provost anddeterminedbytheprovostandthepresident.Whensucharequestisdetermined,timespentinafixed-termnon-tenuretrackpositionwillnotapplytowardthetenureprobationaryyear.Facultywhomovetotenure-trackmayrequesttoreturntoafixed-termnon-tenuretrack;however,thisdecisionisnotreversible. Alltimespentintenuretrackiscumulative.Facultyintenure-trackpositions will follow the College’s and University’s promotion and tenure guidelines andpolicies.

Appointmentlettersarerenewableuptofiveyearsinlength.

Ranks:

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1. Assistant Professional Track (Fixed-Term, Non-tenure). This rank is for thosenon-tenured/non-tenure-trackfacultywho:

a. completedaterminaldegree;b. haveanestablishedrecordofsignificantsustainedsuccessinteaching(4.0orhigherwithachallengeindexof3.5orhigher)c. have an established record of service responsibilities to the department,college,university,andcommunity;d. engagesinprofessionaldevelopmentactivities,whichmayincludescholarly

work4;ande. engagesinprofessionalorganizations.

2. Associate Professional Track (Fixed-Term, Non-tenure). This rank is for thosenon-tenured/non-tenure-trackfacultywho:

a. completedaterminaldegree;b. heldtherankofAssistantProfessionalforaminimumoffiveyears,withatleasttwoyearsatTAMIU;c. have a sustained substantial recordof teaching effectiveness (4.5or higher,withachallengeindexof4.0orhigher)toincludeadvancedteachingabilitytomentorneworadjunctfacultyinteachingandservice,aswellasmentoringandadvisingstudentswiththeirdevelopment,includingchoicesrelatingtoacademicprograms,researchprojects,andcareerdirections.d. have a sustained substantial record of active participation in service as amember of the overall University community (e.g., to include organizationalcommittees (e.g., Undergraduate strategic planning committee), searchcommittees,and/orcollegegovernanceactivities,aswellasservicetothestate,region,and/ornationalprofessionalorganizations;andinprofessionalserviceinthe community (e.g., outreachactivities to serviceorganizations, civicgroups,and/orlocaleducationalagencies);e. provide leadership in the discipline/pedagogy and department/college (e.g.,investinnewteachingmaterials,coursesegmentsand/ordevelopsnewcourseswhichkeeppacewithchangesinthediscipline/pedagogy);andf. demonstratescholarshipthroughgrantsmanshipand/orrefereedpresentationsat regional/national conferences that focus on the Carnegie’s Scholarship of

Teaching5; and engage in professional development activities, which may

includescholarlywork6.

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Scholarship activities are expected to contribute to professional issues or programdevelopment.Resultsofresearch/scholarlyworkshouldbedisseminated,particularlyatpeerreviewedregional/nationalconferences/symposia.

Additionally, effective teachers’ work in pedagogy or professional practice, or acombinationthereof,isrecognizedbypeersasasignificantcontributiontothefield.

3. SeniorProfessionalTrack (Fixed-Term,Non-tenure. This rank is for those non-tenured/non-tenure-track faculty who completed a terminal degree; held the rank ofAssociateProfessionalforaminimumoffiveyears,withatleasttwoyearsatTAMIU,andaminimumoftenyearsatanaccreditedinstitution;andhaveasustainedsubstantialrecordof:

a. Teachingeffectiveness shall be demonstrated on course evaluations (with a4.5 or higher and aCEI of 4.5 or higher), alongwith high peer observations.Senior Professional faculty demonstrate forward-thinking, leadership, andinnovative teaching ability.Consistent evidence of excellence in teaching andcurricular influence (e.g., program development, curriculum development,program supervision, mentoring undergraduate faculty and undergraduatestudents (e.g., Honors thesis, chairing/co-chairing committees, teaching withtechnology, study-abroad programs, etc.) is documented. Professionalpedagogy/practice, is recognized by peers/colleagues (both internally andexternally)assignificantcontributionstothefield.b. Serviceeffectivenessshallbedemonstratedthroughthepursuitofsignificantresponsibility and impact within the college to influence thediscipline/pedagogy, as evidenced through service and engagement inprofessionalactivitieswithinthedepartment,thecollege,theinstitution,andtheprofession (e.g., membership on departmental, college, and universitycommittees; leadership in professional organizations, service to professionalorganizations, planning and delivering workshops and/or other learningopportunities, involvement in creative works, program/curriculum reviewer,membershiponjournalreviewboards,etc.).c. Scholarshipshallbedemonstratedthroughevidenceofanestablishedrecordof success in professional productivity, which includes research, scholarlywritings (published or not), presentations at professional peer-reviewednational/international conferences and workshops, external grant funding

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activities,certifications,licensingetc.

AnnualReview:

According to SAP 12.07, “Promotion criteria include excellence in teaching for faculty withteaching responsibilities, or excellence in research or service, as appropriate for otherappointments.Overallsuperiorperformanceandpotentialfordevelopmentarealsoexpectedascriteriaforpromotion.”

1. Initialappointmentsare foraone-year termfor the first threeyearswith renewablecontracts,contingentonsatisfactoryannualevaluations.2. All Professional faculty shall be reviewed annually in accordancewith theCollegeandUniversity policies for annual faculty evaluations (AFEs). Please see the Faculty

Handbook for responsibilities regarding teaching, service, and scholarship7. Annualevaluationswill includestudent,peer,self,anddean’sevaluationsin teaching,service,andinfluencesofadvancementsinscholarshipthatpertaintotheteachingspecialty.3. Copies of all evaluations shall be placed in the faculty member’s personnel file.Copieswillbeprovidedtothefacultymember.4. Anyfacultyreceivingless thansatisfactoryevaluationsfor twoconsecutiveyears inteaching, service, and/or scholarlyworkwill beplacedon aprofessional development

plan,similartotheplannotedintheFacultyHandbook8.

PromotioninRank:

The College will maintain written standards of promotion which delineate expectations forpromotiontoeachrank.ThewrittenstandardswillbeapprovedbytheCollegefacultyandtheFacultySenate,afterwhichcopieswillbeprovidedtoandavailableforallfaculty.

Facultymemberswishingtoapplyforpromotionshallreviewthecriteriatoensuretheymeetthequalificationsforadvancementinrank.FacultyareeligibleforpromotionattheendoftheirfifthyearasanAssistantorAssociateProfessional,withatleasttwoyearsofexperienceatTAMIU.

Facultyinterestedinpromotionwillsubmitadossier(upto25pages)alignedtothepromotionprocess,asapplicabletotheCollegeandUniversity.Thedossierwillincludethefollowing:

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Thefacultymember’sdossierconsistsof:A. awritten request tobeconsidered forpromotion to thedeanbyFebruary1,of theyearrequestingpromotion;B. a statement delineating the faculty member’s philosophy of teaching, service andscholarlyaccomplishments,whichincludesadiscussionoftherelationshiptoTAMIU’s

andCollege’smission(3pagesmaximum)9;C. asynopsis(3pagesmaximum)ofsustainedqualityattainmentintheareasofassignedresponsibilityasapplicablewithinthegeneralheadingsof:

(i) teaching10,(ii) service/engagement/professionalactivities,and/or(iii) scholarship;

D. acurrentcurriculumvitae(10pagesmaximum);E. previousAFEsfromthelastfive(5)years;F. Achartdelineatingthefacultymember’ssummativecourseevaluations(attached);G. At least two different peer teaching observation assessments and accompanyingreflections;H. Lettersfromindividualsspeakingtothequality,contributions,andaccomplishments

ofthefacultymember11asextractedfromthedossier;and

I. Supportivesampledocumentationofexceptionalteaching12,excellenceinservice13,andengagementinprofessionaldevelopmentactivities.

Supportivematerials(e.g.,copiesofarticles,conferencepresentations,lettersofreference,lettersof recognitions, course syllabi, final examinations, grant proposals, and samples of studentcourseevaluations)aretobeexcludedfromthe25-pagelimit.Supplementalmaterialsshouldbeplacedinaseconddossierlabeledassuch.

PromotionReviewProcess:

FacultyconsideringpromotionwillmeetwiththeCollegedeantoreviewanddiscusstherequestforpromotion,promotioncriteriaandprocess,andwellasreadinessforpromotioninthefalloftheacademicyeartheywishtoapplyforpromotion.

Apeer-reviewcommitteeofthreefacultyattheProfessionalrank(i.e.,Assistant,Associate,orSeniorlevels)willreviewthefacultymember’sdossier.ShouldtheCollegehavelessthanthree

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facultyat theProfessional rank,Professional faculty fromoutside theCollegewillbeasked toserveincollaborationwiththefacultymember’schairand/ordean.Thepeer-reviewersshouldbeselectedbasedonthesimilarityofthefacultymember’sassignmentandresponsibilities(i.e.,teaching,service,professionaldevelopment,andscholarlywork).

Review of the faculty member’s dossier is to be completed by March 1. The peer-reviewcommitteewillmakearecommendation,alongwitharationalefortherecommendation,tothedeannotingthatthefacultymembereither:

a. meetsthequalificationsforpromotion,orb. doesnotmeetthequalificationforpromotion.

Thedeanwillforwardthecommittee’srecommendation,alongwiththedean’srecommendation,whichmaydifferfromthecommittee’srecommendation,totheprovostbyApril1.

Thefacultymemberwillbenotifiedbytheprovostregardingtherecommendationofpromotion.

Facultydeniedpromotionremainintheircurrentrankandmayrequestpromotioninsubsequentyear(s).

1. TheTexasA&MInternationalUniversity’s (TAMIU)FacultyHandbook (2017, June),pp.24-25describetheFixed-termfacultystatus.

2. See theTAMIUFacultyHandbook (2017, June), p. 19 for an applicable definition ofscholarship.

3. Scholarship for professional faculty should focus on Carnegie Institute’s areas of theScholarshipofTeachingandtheScholarshipofIntegrationfromScholarshipReassessed.

4. See theTAMIUFacultyHandbook (2017, June), p. 18 for an applicable definition ofscholarship.

5. SeeGlassic,C.,Huber,M.T.,&Maeroff,G.I.(1997).Scholarshipassessed:Evaluationof the Professoriate. San Francisco: Joessy-Bass; and The Carnegie Foundation for theAdvancement of Teaching (2106). Scholarship reconsidered: Priorities of the professoriate

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(expandedversion).SanFrancisco:Joessy-Bass.6. See theTAMIUFacultyHandbook (2017, June), p. 18 for an applicable definition of

scholarship.7. SeetheTAMIUFacultyHandbook(2017,June),pp.17-18.8. SeetheTAMIUFacultyHandbook(2017,June),pp.33-35.9. The purpose of this statement is to provide a context for reviewers of the dossier in

regardstothefacultymember.10. Examplesofstudentcourseevaluationsshouldbeincludedwithsupplementalmaterials.11. ForpromotiontoAssociateProfessional,two(2)lettersfrompeersaretobeincluded.

ForpromotiontoSeniorProfessional,three(3)lettersaretobeincluded,whereasoneletter(1)isfromoutsideUniversityCollege;oneletter(1)fromoutsideTAMIU;andoneletter(1)fromanindividualfamiliarwithyourqualificationsandabilities.

12. Examples of supportive documents for teachingmay include a statement of teachinggoals; teaching load information, including level and class size; evaluation of curriculumdevelopment,includingsamplesyllabiandcoursematerials;evidenceofuseoftechnologyandinnovative pedagogy to complement instruction; and/or professional development in teaching,includingworkshops and seminars presented and attended. Examples from students regardingteachingmayincludestudentevaluations,articlesco-authoredwithstudents,Honorsandawardsto supervise students, and/or community and school based projects guided and produced inconnectionwithcourses.Examplesfrompeersregardingteachingmayincludelettersfrompeerswho have observed classes or reviewed course materials, Honors or awards for teachingexcellence, extramural funds awarded for instructional innovation, facilities, and/or studentsupport.

13. ExamplesofsupportivedocumentsforservicetotheUniversitymayincludeserviceondepartmental, College, or University committees; student advising; and/or faculty or staffmentoring.Examplesofservicetocommunity,regional,national,orinternationalorganizationsand/orschoolsmayincludeserviceonboards,consultingwork,lettersfromprofessionals,workwithK-12faculty,organizationalleadershiponprojectdevelopment,Honors,and/orawardsformentorship.

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