Department of Criminal Justice
Northern Michigan University
The Bylaws of the Department of Criminal Justice constitute the means whereby the department agrees to conduct its internal affairs and by which it shall address procedures and standards for faculty appointments, evaluations, promotions, and tenure considerations. These procedures and standards shall address and be in compliance with the general standards and procedures specified in the Master Agreement (hereafter referred to as the Agreement).
ARTICLE I. DEPARTMENTAL MEMBERSHIP
1.1 Membership in the Department of Criminal Justice consists of all persons holding academic rank in the Department of Criminal Justice.
1.2 Academic rank for new faculty in the Department of Criminal Justice shall be accorded only upon approval of two-thirds of the full voting membership of the Department except in those instances contraindicated in the AAUP/NMU Agreement.
1.3 Voting membership shall consist of all professors, associate professors, assistant professors, and instructors within the Department of Criminal Justice on a regular, full-time or year-to-year budgeted appointment, with the exception of the Department Head.
1.3.1 The Department Head will vote to break ties.
1.4 A member of the Department on official leave of absence retains all membership rights during that leave.
ARTICLE II. MEETINGS
2.1 At the discretion of the Department Head or upon request of two or more faculty, departmental meetings will be called upon notification of the membership.
2.2 Any faculty member may add items to the agenda.
2.3 All members are expected to attend all meetings. If a member is unable to attend, the Department Head shall be notified prior to the meeting.
2.4 A quorum consisting of at least one-half of the voting faculty members of the Department who are not on official leave shall be required for the transaction of business at a meeting.
2.4.1 Proxy votes must be submitted in writing prior to the meeting.
2.4.2 A request to have all faculty (including those on leave) vote on a motion must be passed by two-thirds of those present prior to the call for a vote. Under those circumstances voting will usually be by ballot.
2.5 All voting shall be decided by a simple majority vote of a quorum of the Departmental membership, unless otherwise specified in the Bylaws.
ARTICLE III. DEPARTMENT HEAD
3.1 The Department Head functions as the administrator of the Department and serves as chair for faculty meetings. In addition to those functions that are specified by the Board of Control and the Agreement, the departmental faculty may request the Department Head to speak for them on matters of departmental concern.
3.2 Evaluation of the Department Head shall be consistent with section 18.104.22.168 of the Agreement.
3.3 The Department Head shall consult with faculty members when matters affecting working conditions are being considered.
3.3.1 All information pertinent to Department business shall be made available to faculty upon request.
3.3.2 All Departmental expenditures shall be subject to review by the faculty.
3.4 The Department Head shall be appointed and shall serve as agreed upon in the Agreement.
3.4.1 During the temporary absence of the Department Head, a departmental member designated by the Head will be appointed in an acting capacity, subject to approval by the Dean.
3.4.2 The Department Head may resign and assume faculty status without prejudice.
3.4.3 A petition of a vote of nonsupport may be instituted by at least two (2) members. If two-thirds of the membership vote in favor of this petition, the results shall be made known to the Dean.
3.4.4 Should this office become vacant, the departmental faculty shall appoint an Ad Hoc Departmental Search Committee to seek candidates to fill the vacancy. The Search Committee shall submit its recommendations to the Departmental membership for the faculty's consideration and recommendations.
22.214.171.124 When the Departmental membership, by two-thirds vote, determine the candidate(s) to be recommended as Department Head, this recommendation, along with the supporting rationale, shall be submitted to the Dean.
ARTICLE IV. DEPARTMENT REPRESENTATION ON UNIVERSITY COMMITTEES
4.1 Academic Senate Representative
4.1.1 In accordance with the Bylaws of the Academic Senate, the Department shall elect a Departmental representative to the Academic Senate.
4.1.2 The Department shall communicate the name of the representative to the Secretary of the Academic Senate.
4.1.3 The term of the Academic Senator shall be two years.
4.1.4 The Academic Senate representative may be recalled by a two-thirds vote of the full voting membership.
4.2 College Advisory Council Representative
4.2.1 In accordance with the by-laws of the College Advisory Council, the Department shall elect a Departmental representative to the College Advisory Council.
4.2.2 The Department shall communicate the name of the representative to the College Advisory Council.
4.2.3 The term of the council representative shall be two years.
4.2.4 The College Advisory Council representative may be recalled by a two-thirds vote of the full voting membership.
4.3 Bargaining Council Representative
4.3.1 In accordance with the by-laws of the Bargaining Council, the Department shall elect a Departmental representative to the Bargaining Council.
4.3.2 The Department shall communicate the name of the representative to the Bargaining Council.
4.3.3 The term of the council representative shall be one year.
4.3.4 The Bargaining Council representative may be recalled by a two-thirds vote of the full voting membership.
4.4.1 Elections will be held during the Winter Semester for appointment for the following academic year.
ARTICLE V. DEPARTMENTAL COMMITTEES
5.1 Business will be conducted by the Committee of the Whole.
5.2 Personnel Committee
5.2.1 The Personnel Committee shall be comprised of three faculty members of the department who are tenured and hold the rank of Associate Professor or above. The Department Head may not serve as a member of the Personnel Committee.
5.2.2 The term of the Personnel Committee shall be one year.
5.2.3 Any member of the Personnel Committee may be recalled by a two-thirds vote of the Committee of the Whole.
5.2.4 The Chair of the Personnel Committee will be elected by simple majority of the members of the Personnel Committee.
5.2.5 Elections for the Personnel Committee will be held during the Winter Semester for appointment for the following academic year.
5.2.6 The Personnel Committee will make recommendations to the Committee of the Whole regarding faculty evaluation, promotion and tenure considerations.
5.3 Ad Hoc Committees may be appointed by the Department Head or the Committee of the Whole when necessary to facilitate the business of the Department.
ARTICLE VI. OFFICE HOURS AND ADVISING
6.1 Office Hours
Full-time faculty shall post a minimum of four (4) office hours a week for advising. A minimum of twelve (12) office hours per week, including the four (4) posted hours, shall be designated for office hours and for appointments as arranged individually or through the departmental office.
6.1.1 In the event that a faculty member is unable to meet the posted office hours, the Department secretary shall be notified.
6.1.2 Part-time adjunct faculty will be available for reasonable student consultation outside of class by telephone and/or in person.
6.2 Advising and Evaluation
6.2.1 Faculty will become familiar with, and stay up-to-date with University and Departmental curriculum requirements.
6.2.2 Evaluation of faculty advising shall be conducted using, at a minimum, the department approved instrument.
ARTICLE VII. ELIGIBILITY CRITERIA FOR INITIAL APPOINTMENT
7.1 Qualifications for Instructor
7.1.1 Terminal degree qualification for the rank of Instructor is an earned master's degree in a social science discipline.
7.1.2 Significant relevant professional experience.
126.96.36.199 The Committee of the Whole will determine the appropriateness of the professional experience.
7.2 Qualifications for Ranks Above Instructor
7.2.1 Terminal degree qualifications for the ranks of Assistant, Associate, and Full Professor are an earned doctorate in the social science discipline with degree, cognate, track, or area of study emphasis in criminal justice, juvenile justice, corrections, law enforcement, or related field.
7.2.2 Relevant professional experience.
188.8.131.52 The Committee of the Whole will determine the appropriateness of the professional experience.
7.2.3 Exceptions to the eligibility criteria above may be made, based upon the needs of the Department, because of unusual scholarly and/or professional achievements, and/or in those specific disciplines where the terminal degree as defined in Article 7.2.1 has not been established.
7.3 In addition, for the rank of Associate Professor:
7.3.1 A minimum number of years of full-time, relevant teaching experience at the college/university level, as specified in the Agreement for appointment to the rank of Associate Professor.
7.3.2 Evidence of scholarly work and teaching competence including but not limited to: publications, invited papers, attendance at professional conferences, and demonstrated relevant research.
7.4 In addition, for the rank of Full Professor:
7.4.1 A minimum number of years of full time, relevant teaching experience at the college/university level, as specified in the Agreement for appointment to the rank of Full Professor
7.4.2 Evidence of scholarly work and teaching competence including but not limited to: publications, invited papers, attendance at professional conferences, and demonstrated relevant research.
7.4.3 Demonstrated leadership in professional activities.
184.108.40.206 The Committee of the Whole will determine the appropriateness of the level of achievement required in Article 7.4.3.
7.5 The above criteria apply to new appointees, hired subsequent to the approval of these bylaws.
ARTICLE VIII. FACULTY EVALUATION
8.1 The purpose of evaluation is to recognize the faculty member's strengths and weaknesses and assist the faculty member in setting goals which strengthen his or her ability to meet evaluation criteria.
8.2 Faculty evaluations shall be conducted by the Personnel Committee and are subject to approval by the Committee of the Whole.
8.2.1 A meeting between the faculty member and the Personnel Committee or the Committee of the Whole may be called if either committee has serious concerns that it wishes to discuss with the faculty member, or at the request of a faculty member.
8.2.2 The faculty member must submit the documentation as required by the Agreement. The Personnel Committee may request additional information needed for purposes of effective evaluation.
8.3 Faculty evaluations shall be conducted according to the Agreement, using the judgmental criteria as specified in Article X of these bylaws.
8.3.1 The frequency of faculty evaluations will be consistent with Article 5.4.1 of the Agreement.
8.3.2 The Personnel Committee shall establish a schedule for evaluations, consistent with the Agreement, which provides ample time for faculty to prepare materials. The faculty member is responsible for securing relevant documentation for the committee by the date specified for the evaluation.
8.4 Faculty members who anticipate application for promotion and/or tenure within the coming two (2) academic years are advised to indicate this in the faculty member's statement.
8.5 The Personnel Committee shall provide meaningful and concrete written feedback clarifying the faculty member's strengths and weaknesses, and specifying those areas which the faculty member should address in order to meet the criteria and performance expectations as outlined in Article X for a faculty member at that rank.
8.5.1 For faculty members indicating intent of future promotion and/or tenure application, the faculty evaluation will indicate what areas the faculty member should address in order to meet the judgmental criteria for promotion to the next rank, and/or tenure, as outlined in Article X.
8.6 A supplemental statement must be appended by the Department Head.
ARTICLE IX. PROMOTION AND TENURE CONSIDERATIONS
9.1.1 Requests for promotion and/or tenure are submitted to the personnel committee in accordance with the time lines and format established in the Agreement.
9.1.2 The Personnel Committee will make recommendations to the Committee of the Whole for consideration and approval of applications for promotion and/or tenure.
9.1.3 The Personnel Committee will advise the applicant in writing of its proposed recommendation and rationale as soon as possible.
220.127.116.11 Unless waived by the applicant, the vote by the Committee of the Whole shall be delayed for up to seven (7) calendar days after written notification as outlined in Article 9.1.3 has been received by the applicant.
9.1.4 The Committee of the Whole shall vote on the recommendation of the Personnel Committee, and the recommendation will be forwarded as specified in the Agreement. Voting shall be decided by simple majority of the Committee of the Whole.
18.104.22.168 The Committee of the Whole may amend the report of the Personnel Committee upon simple majority vote.
22.214.171.124 The applicant for promotion and/or tenure shall not vote on his or her own application, nor be present during deliberations.
126.96.36.199.1 The Committee of the Whole may request the applicant to appear for purposes of clarification.
188.8.131.52.1 The applicant may request an opportunity to appear before and address the Committee of the Whole prior to deliberations.
9.1.5 The Chair of the Personnel Committee shall immediately advise the applicant, in writing, of the decision of the Committee of the Whole.
9.2 General Principles for Promotion and Tenure.
184.108.40.206 Promotion shall be recommended for faculty in accordance with the Agreement, based on eligibility as specified in Article 8.3 and judgmental criteria as specified in Article X.
220.127.116.11 Tenure decisions are based on past achievements, and expectation of continued achievements, as outlined in Article X for the rank of Associate Professor.
9.3 Eligibility for Promotion
9.3.1 Promotion to Assistant Professor
18.104.22.168 Meeting the terminal degree criteria for initial appointment as defined in Article 7.2.1, and as specified in section 22.214.171.124.1 of the Agreement.
126.96.36.199 Meeting of the relevant judgmental criteria for professional responsibilities, development, and service at the Assistant Professor level, as outlined in Article X
188.8.131.52 Demonstrated effectiveness in past assigned responsibilities as evidenced by annual faculty evaluations.
9.3.2 Promotion to Associate Professor
184.108.40.206 Meeting the terminal degree criteria for initial appointment as defined in Article 7.2.1, and other requirements as specified in section 220.127.116.11.1 of the Agreement.
18.104.22.168 Meeting of the relevant judgmental criteria for professional responsibilities, development, and service at the Associate Professor level, as outlined in Article X
22.214.171.124 Demonstrated effectiveness in past assigned responsibilities as evidenced by annual faculty evaluations.
9.3.3 Promotion to Full Professor
126.96.36.199 Meeting the terminal degree criteria for initial appointment as defined in Article 7.2.1, and other requirements as specified in section 188.8.131.52.1 of the Agreement.
184.108.40.206 Meeting of the relevant judgmental criteria for professional responsibilities, development, and service at the Professor level, as outlined in Article X
220.127.116.11 Demonstrated effectiveness in past assigned responsibilities as evidenced by annual faculty evaluations.
9.4 Eligibility for Tenure
9.4.1 Faculty applying for tenure but not promotion must meet the eligibility requirements specified for promotion to the faculty member's rank at time of application for tenure.
ARTICLE X. JUDGMENTAL CRITERIA FOR EVALUATIONS, PROMOTION AND TENURE
10.1 For faculty evaluation and for consideration for promotion/tenure, the faculty member's materials must include evidence, including documentation where possible, of having met or exceeded the judgmental criteria as outlined in this article.
10.2 Relative Emphasis
10.2.1 According to the Agreement, the teaching function is given the highest priority and should carry the most weight in evaluating the professional achievements of faculty. The faculty member will specify in the evaluation statement or in the application for promotion/tenure the relative emphasis he or she has placed on the criteria of professional development and service. Such emphasis may be equal, or may be more heavily weighted in one of the categories.
10.2.2 Other responsibilities which were assigned in lieu of teaching (i.e., for which the faculty member received a reduced teaching load) should be described, along with the time commitment and products or outcomes arising from the effort. The faculty member may include these activities under teaching and student services, professional development, or service, depending on the nature of the activity.
10.3 Standards of Performance
10.3.1 The minimum standards of performance are indicated for promotion to, and continued performance at each academic rank. The faculty member's statement should reflect how he or she has met or exceeded the standards, using the performance indicators listed below, or other comparable activities.
10.3.2 For committee work, special projects, or other activities where it may not be self-evident, the faculty member should indicate the amount of time and effort which was expended, and what was accomplished which was of benefit to students, the department, the university, the discipline, the larger academic community, and/or the professional community.
10.3.3 Teaching and Student Services
10.3.3.1 In the area of teaching and students services, minimum expectations are:
Instructor: Minimum standards as described below.
Assistant Professor: Minimum standards as described below; mastery of disciplinary content; effective classroom delivery and class management; good working relationships with, and accessibility to students; and documented effort in advising activities.
Associate Professor: Evidence of continued pedagogical performance at the Assistant level; mastery of pedagogical techniques and delivery; course and program development activities; documented effectiveness in advising activities.
Professor: Evidence of continued pedagogical performance at the Associate level; mastery in setting and attaining course objectives; and special activities in advising or curricular development.
Copies of syllabi should be included in the evaluation or application for promotion/tenure. Other course materials may also be included. Evidence of teaching effort and effectiveness may include, but is not limited to documentation of the following:
10.3.3.3 Minimum Expectations for Teaching at All Academic Ranks
Meet classes during the dates and times as assigned; notify the Department Head in the event a class must be cancelled, or the faculty member will not be in attendance
Maintain office hours as specified in Article 6.1; notify the department secretary if office hours must be altered or cancelled
Provide a syllabus which outlines expectations of students, course goals, course content, instructor policies, office hours, office location, and contact telephone number(s)
Be prepared and organized to instruct class
Select and assign relevant texts
Provide content which reflects the course description
Keep current with the topic of instruction, and revise and update syllabi, required readings, and course content as appropriate
Provide meaningful and timely evaluations of student achievement and feedback for improvement
Create and maintain a classroom environment conducive to learning
Conduct and review evaluations of instruction following department procedures and using, at a minimum, the department-approved instrument for student evaluations. A summary of instructional evaluation ratings, which may include peer evaluation, should be included in the faculty evaluation and in applications for promotion and/or tenure. Raw data should be available for review if requested.
Timely submission of textbook requests, rosters, and grades
10.3.3.4 Teaching Activities Beyond the Level of Minimum Expectations
Create a new course or substantially revise an existing one
Engage in creative/innovative pedagogical and/or course delivery methods
Participate in educational/teaching workshops or other professional development in the area of instruction and/or course content
Supervise directed studies and apprenticeships
Substantially contribute to overall curriculum and/or program development and revision
10.3.3.5 Student Services
Evidence of effort and effectiveness in student services may include, but is not limited to documentation of the following:
10.3.3.6 Minimum Expectations for Student Services at All Academic Ranks
Maintain office hours for advising as specified in Article 6.1; notify the department secretary if office hours must be changed or canceled
Keep current on program requirements for the various degrees and certificates offered, as well as for the major and minor in Criminal Justice
Provide academic, career, and personal advising to students, as appropriate; work with students and other university units in the resolution of student problems; refer students to other campus resources as necessary
Conduct and review student evaluations of advising following department procedures and using, at a minimum, the department approved instrument. A summary of advising evaluation ratings should be included in the faculty evaluation and in applications for promotion and/or tenure. Raw data should be available for review if requested.
Attend commencement ceremonies as specified in the Agreement
For faculty who have been granted continuing graduate faculty status, service on committees of graduate students.
10.3.3.7 Student Service Activities Beyond the Level of Minimum Expectations
Act as mentor to a student
Participate in student recognition activities
Serve as an advisor to a student organization
Act as a reference for students applying for employment or graduate school, as warranted
Participation in study sessions or other student assistance beyond the normal classroom and office hours
For faculty who have been granted continuing graduate faculty status, supervise committees of graduate students
For faculty who have not been granted continuing graduate faculty status, applying for the appropriate level of graduate faculty status, and supervising or serving on committees of graduate students
10.3.4 Professional Development
10.3.4.1 Professional development is based on documented achievements within the scope of the criminal justice discipline.
10.3.4.2 Regardless of whether professional development or service is emphasized, faculty at all ranks are expected to engage in activities which enhance professional growth.
10.3.4.3 In the area of professional development, minimum expectations are:
Intructor: Keep current with the discipline and instructional areas; pursue additional education or training relevant to the discipline and/or faculty member's assigned responsibilities, if appropriate.
Assistant Professor: Evidence of continued professional development as expected at the Instructor level; and show demonstrable effort in: engaging in research activities, participation in conferences, or other scholarly activities which are comparable.
Associate Professor: Evidence of continued professional development at the Assistant level; and demonstrate substantial effort in: preparing manuscripts for publication, writing grant applications, making conference presentations, or other scholarly activities which are comparable.
Professor: Evidence of continued professional development at the Associate level; and demonstrate substantial effort and success in: publication, securing grants, making conference presentations, or other scholarly activities which are comparable.
10.3.4.3.1 At the Associate Professor and Professor level, faculty must exceed minimum standards in at least one of the two areas of professional development or service.
10.3.4.4 Evidence of effort and effectiveness in professional development may include, but is not limited to documentation of the following:
10.3.4.4.1 Conferences and Presentations The faculty member should indicate the dates and locations of conferences, specific information about the nature of the participation, and the titles of papers or presentations.
Attendance at national or international academic conferences
Participation in national or international academic conferences as panel chair, discussant, convenor, etc.
Presentation of papers at national or international academic conferences
Attendance at regional academic conferences
Participation in regional academic conferences as panel chair, discussant, convenor, etc.
Presentation of papers at regional academic conferences
Presentations and/or significant contributions at national or international criminal justice-related professional conferences
Invited presentations at other universities
Other invited presentations, colloquia, and guest lectures
10.3.4.4.2 Manuscript Preparation and Publications The faculty member should indicate the stage in the manuscript preparation/publication process the activity was in during the time period covered by the evaluation or application for promotion//tenure.
Publication of an article in refereed journal
Publication of an article in non-refereed academic journal or professional publication
Completion of a technical report
Publication of a textbook
Publication of other book related to the discipline
Authorship of a chapter in a published book
Publication of a monograph
Publication of a book review
Completion of unpublished reports or reports for limited circulation
Citations by others of faculty member's published works.
10.3.4.4.3 Grants and Contracts The faculty member should indicate the stage in the process the activity was in during the time period covered by the evaluation or application for promotion/tenure.
Preparation and submission of external grant applications
Securing external grant funding
Preparation and submission of internal grant applications
Securing internal grant funding
Securing contracts for criminal justice related research
10.3.4.4.4 Educational/Skill Development The faculty member should indicate the stage of the process the activity was in during the time period covered by the evaluation or application for promotion/tenure, and the anticipated date of completion for education or training in progress.
Secure additional education or training which would benefit the faculty member in meeting professional responsibilities
Apply for and/or secure a fellowship
10.3.4.4.5 Affiliations with Academic Organizations
Membership in national or international academic organizations
Membership in regional academic organizations
10.3.4.4.6 Affiliations with Professional Organizations and Agencies
Membership in a national or international criminal justice professional organization
Membership in a regional or local criminal justice professional organization
10.3.5.1 Regardless of whether professional development or service is emphasized, faculty at all ranks are expected to engage in service activities which benefit the department and the college and/or university.
10.3.5.2 In the area of service, minimum expectations are:
Instructor: Service at the department level by attending and participating in faculty meetings, and timely response to requests for information or action. Participating in committee work, as needed, and/or assistance with day-to-day administrative and special needs of the department.
Assistant Professor: Evidence of continued service as expected at the Instructor level; and show demonstrable effort in service, as evidenced by: service at the department level by active participation in committee work, and consistent assistance with day-to-day administrative and special needs of the department; service to College and/or University by committee work, and/or participation in special college or university-wide activities and initiatives.
Associate Professor: Evidence of continued service at the Assistant level; and demonstrate substantial effort in service as evidenced by: service at the departmental level, including chairing departmental standing or ad hoc committees, or other significant departmental tasks or initiatives; service on college or university-wide committees, and/or participation in special college or university-wide activities and initiatives.
Professor: Evidence of continued service at the Associate level; and demonstrate substantial effort and success in service, as evidenced by: demonstrating positive leadership in major departmental committee or other responsibilities; active participation in all significant departmental activities; active participation on college or university-wide committees, and/or in special college or university-wide activities and initiatives.
10.3.5.2.1 At the Associate Professor and Professor level, faculty must exceed minimum standards in at least one of the two areas of service or professional development.
10.3.5.3 Evidence of effort and effectiveness in the area of service may include, but is not limited to documentation of the following:
10.3.5.3.1 Service to the Department
Attend and participate in faculty meetings
Serve on department standing and ad hoc committees
Chair department standing and ad hoc committees
Serve as a director, administrator, or coordinator of a departmentally approved special program, project, or unit
Provide service to colleagues in the form of mentoring, assistance with special skills or expertise, etc.
Actively participate in department self-assessment activities
Coordinate department self-assessment activities
Serve as department liaison with other university or professional entities
Represent the department to other constituencies
Assist, as needed, with day-to-day department demands
10.3.5.3.2 Service to the College
Serve on college-wide standing and special committees
Chair college-wide committee
Represent the college to other constituencies
10.3.5.3.3 Service to the University
Serve on university-wide standing and ad hoc committees
Chair university-wide committee
Participate in recruitment efforts and/or other activities aimed at recruitment/retention
Participate in university-wide student-centered initiatives (e.g., first-year experience program, summer orientation, residence hall greetings, campus visit program, etc.)
Represent the university to other constituencies
10.3.5.3.4 Service to the External Community
Provide criminal justice related information to the media
Serve on university speaker's bureau or invited presentations to civic groups
10.3.5.3.5 Service to the Larger Academic Community
Serve an elected or appointed office, or on a committee in an international, national or regional academic organization
Serving on an advisory board to an academic organization
10.3.5.3.6 Service to the Larger Professional Community
Serve an elected or appointed office, or on a committee in an international, national, regional or local criminal justice professional organization
Serve on an advisory board to a criminal justice agency or organization
10.3.6 Activities Which May Be Counted for Either Professional Development or Service
The following activities may be viewed as either professional development or service, depending on the nature of the tasks performed, and/or benefits to the academic or professional communities, as compared to benefits to the faculty member's own professional development. The faculty member's statement should include a rationale for why a particular activity should be counted in the professional development or service category.
18.104.22.168 Editorship & Review
Serve as editor or on the editorial board for a refereed journal
Serve as editor for a non-refereed journal or professional publication
Serve as a peer-reviewer for a refereed journal
Serve as a grant reviewer
Serve as a book prospectus or manuscript reviewer
10.3.6.2 Consulting and Professional Services
Provide consulting services relevant to the discipline for agencies or organizations
Provide professional services relevant to the discipline (e.g., training, mediation, arbitration, legal advising, program evaluation, etc.)
Participate in external program review for an accrediting or recommending body10.3.6.2.1 The faculty member should indicate whether consulting/professional activities were provided in exchange for compensation, or at no cost to the recipient.
10.4 General Statement:
This section is for the faculty member to discuss items deemed pertinent that are not covered under the above-specified headings.
ARTICLE XI. SABBATICAL LEAVE CONSIDERATIONS
11.1 Faculty members are encouraged to plan for and apply for sabbatical leave, and to seek assistance and advice from the Committee of the Whole.
11.2 Sabbatical leave applications must follow the procedures as specified in the Agreement.
11.3 Judgmental Criteria for sabbatical leave applications.
11.3.1. When deliberating upon and ranking sabbatical leave applications the Committee of the Whole will take into consideration which application(s) best meet the purpose of sabbatical leaves as outlined in Article 8.1.1 of the Agreement.
11.3.2. Which proposed project(s) are most likely to result in the greatest benefit to the Department.
11.3.3. It is incumbent upon the faculty member making application for sabbatical leave to demonstrate to the Committee of the Whole how the project is expected to result in benefit to the Department.
ARTICLE XII. RELEASED TIME
12.1 All earned released time plans of work must be consistent with department programs and course staffing requirements.
12.2 Plans for using more than four credit hours must also be approved by the Vice President for Academic Affairs, as specified in the Agreement.
ARTICLE XIII. OVERLOAD/SUMMER ASSIGNMENT
13.1 Potential overload/summer assignments will be made known to the committee of the whole.
13.2 Faculty who are qualified to teach an overload/summer assignment will make their wishes known.
13.2.1 Qualification issues will be decided by the Committee of the Whole.
13.3 When more than one faculty member expresses desire to teach the same overload or summer assignment, preference will be given to the faculty member who has least recently received an overload or summer assignment.
13.3.1 In the event that interested faculty have the same recency of overload or summer assignment, and an agreement can not be reached between the faculty members, the determination will be made by lottery.
ARTICLE XIV. FACULTY TRAVEL
14.1 The Department of Criminal Justice encourages all department members to travel and/or engage in other approved professional development activities in order to enhance their professional growth, their contribution to the department, and to the University.
14.2 Funds for travel and professional development shall be made available to each AAUP faculty member in the department in the amount specified in the Agreement.
14.3 Individual faculty will consult with the Department Head regarding travel or professional development plans.
14.3.1 In the event that the Department Head has concerns regarding the appropriateness of travel or professional development plans, the Committee of the Whole shall be consulted.
14.3.2 Rejection of the travel or professional development plans requires a two-thirds vote of the Committee of the Whole.
14.4 Any unused portion of a faculty member's contractually allocated monies shall be allowed to be carried over for a maximum of three (3) years. Exceptions can be made with the approval of the committee of the whole.
14.5 Funds not expended within the three (3) year time limit will be placed into a departmental pool for travel and professional development. The amount of funds available in the departmental pool will be identified in the beginning of the fall semester of each year. Faculty members can submit a written request to the Committee of the Whole for the use of these funds. The committee of the Whole shall vote to determine the allocation of the pooled funds.
ARTICLE XV. AMENDMENTS
15.1 Proposed amendments to these Bylaws shall be circulated in writing to all members of the Department at least one week prior to the meeting at which they are to be introduced and discussed.
15.2 A majority vote of the full Department membership shall be required for Departmental adoption of Amendments.
ARTICLE XVI. RATIFICATION
16.1 These Bylaws shall become operating procedures for the Department following an affirmative two-thirds vote of the full departmental membership.