The parties recognize the vital role that tenured and tenure track faculty play in the academic life of the university and share a commitment to maximizing the role of tenured and tenure track faculty in teaching at the university. Consistent with departmental needs and university resources, the University will give strong consideration to adding tenure track positions when adding faculty.
7.1 Definition
For this article of the contract, “department” also refers to Fairhaven College and the Library.
7.2 Appointments and Rank
7.2.1 Tenure-Track Probationary Appointments
(faculty not tenured, but on a tenure track) – Probationary appointments
are made for a fixed term (typically one year) with no right to reappointment. During the term of the appointment the faculty member may be terminated only in accordance with this Agreement. Reappointment of probationary faculty is subject to the terms and conditions listed in Section 7.6.
7.2.1.1 Available ranks for probationary appointments and their minimum qualifications are as follows:
7.2.1.1.1 Assistant Professor
Assistant Professors have normally attained the terminal degree for the discipline. Candidates who have met all requirements for the terminal degree but the dissertation (ABD) may be appointed to this rank. Candidates appointed ABD must complete degree requirements by June 15th of their first year. If a candidate appointed ABD does not complete degree requirements by June 15th of the first year, the second year contract shall be a terminal contract.
7.2.1.1.2 Associate Professor
This rank normally includes the appropriate terminal degree and meets the standards set forth by the department and the college.
7.2.2 Tenured Appointments
Tenure is the right to continuous appointment at the university with an assignment to a specific department or program until such time that the faculty member resigns, retires, is discharged in accordance with this Agreement, or is laid off in accordance with the Reduction in Force (RIF) policy defined in Section 21. Conditions of continuing appointment are subject to the terms and conditions of this Agreement and include the procedures for tenure as set forth in Section 7.7, and the process for evaluation of tenured faculty outlined in Section 7.8.
7.2.2.1 Available ranks for tenured appointments are Associate Professor and Professor.
7.2.2.1.1 Professor. This rank normally includes the appropriate terminal degree and meets the standards set forth by the department and the college.
7.2.3 Opportunity Appointments
7.2.3.1 Department chairs or faculty members may request special opportunity hires, including, but not limited to partner hires, diversity fellows or outstanding academics.
7.2.3.2 No special opportunity hires shall be made without approval of the affected department.
7.3 Letters of Offer
7.3.1 A faculty member is appointed by the President upon the recommendation of the department chair, the dean, and the Provost. The terms and conditions of appointment are contained in a letter of offer to the candidate, signed by the chair, the dean and the Provost.
7.3.2 The letter of offer shall include: the departmental assignment to be filled, academic rank, salary, expectations with respect to the completion of advanced degrees in relation to rank and tenure, reference to the Collective Bargaining Agreement and the Faculty Handbook, and any other accommodations negotiated by the candidate.
7.4 Changes in Departmental Assignment or Appointment for Tenured and Tenure-Track Faculty
7.4.1 Faculty members may request changes in the terms and conditions of their assignment as described in the original letter of offer. Any changes shall be agreed to in writing by the faculty member, the department chair, the dean, and the Provost. Changes may be permanent or of specified duration. In the case of permanent changes, the faculty member relinquishes the right to return to the original contract without the agreement of the department chair, dean, and Provost. Changes of specified duration may be for a period of up to six years and may be renewed by agreement of all parties. All such changes are subject to approval by the President, as appointing authority. The Union shall be notified of these changes.
7.4.2 The University may require a faculty member to accept a change in departmental assignment only as a result of the termination of a program or department of instruction. Any such change must be carried out in a manner consistent with the RIF policy defined in Section 21.
7.5 Departmental Standards for Evaluation
7.5.1 Departments evaluate all tenured and probationary faculty based on written standards for each rank, set forth in the department evaluation plan.
7.5.2 These standards reflect expectations for individual disciplines and/or multi-disciplinary approaches as appropriate for each department.
7.5.3 The standards address only teaching, scholarship or creative activity, and service.
7.5.4 Department standards for evaluation must adhere to university and college criteria with regard to the institutional mission and accreditation standards.
7.5.5 Department standards are reviewed by a college committee, the dean and the Provost for compliance with relevant college and university standards and procedures.
7.5.6 All new faculty shall be given the department and college evaluation plan by the time they begin service at the university.
7.5.7 In the period between the time this Agreement is ratified and the time that departments complete their departmental standards, the appropriate college valuation plan shall be the governing standards. A department may adopt the college evaluation plan as the departmental evaluation plan.
7.6 Evaluation of Probationary Faculty
7.6.1 All probationary faculty are reviewed annually until tenure is granted or the faculty member is not reappointed. The annual review shall be completed by March 1. Under no circumstances is an evaluation of a faculty member undertaken without that individual’s knowledge.
7.6.2 Within the academic unit evaluation consists of the following:
7.6.2.1 In the first year of appointment:
7.6.2.1.1 The faculty member shall meet with the department chair (or dean in colleges without separate departments) to discuss any first-year goals specified in the letter of offer (such as the completion of a terminal degree).
7.6.2.1.2 The faculty member and the chair may also discuss any activities that meet departmental standards in the areas of teaching, scholarship/creative activity, and service and demonstrate the candidate’s progress toward departmental standards for tenure.
7.6.2.1.3 The chair (or dean) shall summarize the results of the meeting and shall provide an assessment of the faculty member in a letter of review to the dean (or Provost). The chair shall share the letter with the candidate prior to submission to the next level. The candidate shall be permitted five working days to submit a response addressing any errors of fact.
7.6.2.1.4 The dean (or Provost) shall review the letter to verify compliance with department and college standards. A copy of the final letter shall be provided to the faculty member and the Provost by March 15.
7.6.2.2 For all other years prior to application for tenure:
7.6.2.2.1 Unless they are on leave, all tenured members of the department must participate in a review of the probationary faculty. Other probationary members are invited but not required to participate.
7.6.2.2.2 The candidate shall submit a file with all of the materials described in section 7.7.2.1. The file shall demonstrate progress toward tenure as defined in the departmental standards since the original appointment.
7.6.2.2.3 Tenured faculty shall evaluate the file and submit a recommendation using the forms provided for tenure and promotion in the departmental or college standards.
7.6.2.2.4 The chair shall summarize individual written faculty evaluations and recommendations for or against renewal. The chair’s letter to the dean (or Provost) shall include a complete and substantial assessment of the
candidate’s file and recommend for or against renewal in a letter to the dean. If disparities exist among the individual written faculty evaluations, the chair must
include an assessment of the basis of these disparities.
7.6.2.2.5 The chair shall share the letter with the faculty member prior to submission to the next level. The candidate shall be permitted five working days to submit a response addressing any errors of fact.
7.6.2.2.6 The dean (or Provost) shall review the letter to verify compliance with departmental and college standards and procedures. A copy of the final letter shall be provided to the faculty member and the Provost by March 15.
7.6.2.2.7 In instances when serious deficiencies arise that could lead to future non-reappointment, the review letter must explain the following: the specific deficiencies, measurements to determine whether they have been remedied, and the time frame allowed for correction.
7.6.3 Conditions for Termination / Non-Renewal of Probationary Appointment
7.6.3.1 The only circumstances under which a probationary appointment may be terminated during a one-year contract are:
7.6.3.1.1 Dismissal as provided in Section 18.
7.6.3.1.2 Reduction in force as provided in Section 21.
7.6.3.1.3 Inability to perform responsibilities due to disability, in accordance with appropriate federal and state laws.
7.6.3.1.4 Resignation.
7.6.3.2 Non-renewal at the expiration of any term may occur only incircumstances where the faculty member fails to make satisfactory progress towards tenure in the period between reviews by not satisfactorily addressing serious deficiencies as outlined in the review process of Section 7.6.2.2.7. When an appointment is not renewed, written notice of non-renewal shall be provided to the faculty member by the Provost’s Office by March 15.
7.7 Tenure and Promotion
7.7.1 Eligibility for tenure
7.7.1.1 The total period of full-time service at WWU prior to the acquisition of tenure shall not exceed seven years of probationary service except in cases below. Faculty shall be evaluated for tenure not later than the sixth year of service (or as amended by extensions described below). An unsuccessful application before the sixth year does not change the probationary period.
7.7.1.1.1 Scholarly leaves of absence of one year or less, except for work on an advanced degree, count as part of the probationary period, unless the individual and the President or the President’s designee agree in writing to an exception to this provision at the time the leave is granted.
7.7.1.1.2 The total period of full-time service at WWU prior to the acquisition of tenure may be extended under the following circumstances:
7.7.1.1.2.1 Pregnancy leave with or without pay automatically receives the extension. This extension is also available, upon application to the President or the President’s designee, to those who would otherwise be eligible but who choose not to take a leave of absence.
7.7.1.1.2.2 Faculty who take compassionate leave, military leave or who have significant circumstances that can be shown to have severely disrupted the faculty member’s ability to fulfill departmental standards for tenure can request this type of extension which must be approved by the President or the President’s designee.
7.7.1.2 Faculty may apply for tenure and promotion prior to the 6th year of their probationary period if they have reason to believe, based on their probationary evaluations, that they meet the standards set forth by the department and college.
7.7.1.3 When a candidate applies for tenure and/or promotion, all relevant experience will be considered. All candidates must demonstrate a record of accomplishment at Western Washington University.
7.7.2 Procedure for Tenure and Promotion
7.7.2.1 Candidates shall submit a complete application file to the department chair. This file is compiled by the faculty member and should include an updated curriculum vita, previous annual evaluations, and departmental standards. Except in unusual circumstances, the teaching portfolio must include student teaching evaluations for all courses taught. Not later than the sixth week of each quarter, the office of the dean shall remind all faculty in the unit to request teaching evaluations. The teaching portfolio may include a pedagogical philosophy, syllabi and other relevant teaching materials for all courses taught during the period under review, and peer teaching evaluations by faculty colleagues. The supporting evidence for research/creative activity may include samples of completed work as well as the specific status of any work in progress. In appropriate cases files may include materials from previous academic positions or other relevant experience. Supporting documentation from outside sources may also be included when available. Service in the department, college, university, community, and profession may also be documented.
7.7.2.1.1 Once the file is submitted to the department for review, the candidate may not add any new evidence to the file, except to update the status of scholarly or creative work in progress.
7.7.2.2 The department has the primary responsibility for the evaluation of the candidate’s file. Unless they are on leave, all tenured faculty are expected to participate in the review and submit an individual written assessment of the application along with a vote for or against tenure. Faculty on leave and probationary faculty may also participate. Staff and non-tenure-track faculty do not participate in the evaluation process.
7.7.2.2.1 Departments may hold a meeting of faculty eligible to participate in the review to discuss the candidate, provided such a meeting is described in the departmental evaluation plan. Discussion in such a meeting shall be limited to the materials in a candidate’s file. Such a meeting shall be purely informational, with no vote taken at the meeting.
7.7.2.2.2 Departments are encouraged to use external letters of evaluation as evidence for evaluating faculty performance. If a department decides to use external letters of evaluation, the procedures for requesting external letters of evaluation and the use of those letters in the evaluation of the candidate’s application shall be specified in the departmental evaluation plan.
7.7.2.2.3 The chair shall summarize individual written faculty evaluations and any external evaluations, record the departmental vote, write a complete and substantial assessment of the candidate’s file and recommend for or against tenure in a letter to the dean and the college tenure and promotion committee. If disparities exist among the individual written faculty evaluations, the chair must include an assessment of the basis of these disparities.
7.7.2.2.4 A copy of the chair’s letter shall be shared with the candidate prior to its submission to the college. The candidate shall be permitted five working days to review the letter and submit a response correcting any errors of fact.
7.7.2.3 The candidate’s file, evaluations by individual faculty members, the department chair’s letter, and the candidate’s response letter (if submitted) shall be forwarded to the dean of the college, who shall seek the advice of the college tenure and promotion committee. The committee is convened by the college. The committee shall review the candidate’s file in order to determine that the department’s review meets the standards set forth by that department and the college. A tenure and promotion committee member who is a member of a candidate’s department, shall not participate in that candidate’s review. The committee shall prepare a recommendation and justification based on the review, and provide a copy to the candidate and to the dean.
7.7.2.4 Upon receipt of the committee’s recommendation, the dean shall review the candidate’s file and the recommendations in order to make a recommendation to the Provost.
7.7.2.4.1 A copy of the committee’s and the dean’s recommendations and justifications shall be provided to the candidate before they are forwarded to the Provost. The candidate shall be permitted five working days to review the letters and submit a response correcting any errors of fact.
7.7.2.5 All candidate’s materials submitted to the dean, the review letters by the dean and the college tenure and promotion committee, and any response letter from the candidate shall be forwarded to the Provost. The Provost shall review the evidence and prepare a written recommendation with justification, copies of which shall be given to the candidate, the dean, and the chair.
7.7.2.6 All candidate’s materials submitted to the Provost, the Provost’s recommendation and any response letter from the candidate shall be forwarded to the President. The President shall review the evidence and prepare a written recommendation and justification. In cases where there are no appeals, a copy of the President’s recommendation and justification shall be provided to the candidate by March 15. The President shall submit his or her recommendation and justification to the Board of Trustees.
7.7.2.7 If, when the file reaches the dean, the Provost, or the President, the administrator feels that appropriate procedures and processes have not been followed or that the case needs some clarification, the administrator may remand the case to the appropriate lower level for reconsideration. The remand must be made in writing and must state the reason(s) for the remand. Response to the remand at the level to which the case has been remanded must take place within 10 working days.
7.7.3 Appeal of a Negative Tenure Recommendation
7.7.3.1 All recommendations against granting tenure may be appealed to the next level in accordance with this section.
7.7.3.2 If the department chair recommends against tenure for a probationary faculty member, the candidate has the right to appeal to the dean. This appeal must be lodged within 15 working days of receipt of the chair’s recommendation. The appeal must be in writing, stating the reasons why the candidate believes the decision is incorrect. The appeal will accompany the candidate’s file along with the individual letters from department colleagues and the chair’s letter to the college tenure and promotion committee and the dean.
7.7.3.3 The dean shall seek the advice of the tenure and promotion committee, which shall review the materials and the candidate’s appeal and prepare a written report of its evaluation, including a record of its vote. A copy of the tenure and promotion committee’s report shall be sent to the dean, the candidate and the chair. The dean will review all the materials and prepare a written report with a recommendation and a justification, a copy of which shall be sent to the candidate and the chair. The dean has 15 working days after receipt of the appeal in which to respond with his/her report.
7.7.3.3.1 If the dean overturns the chair’s recommendation and recommends for tenure and promotion, all materials will be forwarded to the Provost for review with an affirmative recommendation.
7.7.3.3.2 If the dean recommends against tenure and promotion, the candidate has the right to appeal to the Provost. This appeal must be lodged within 15 working days of receipt of the dean’s recommendation and must be in writing, stating the reasons why the candidate believes the decision is incorrect. The appeal will accompany the candidate’s file along with the individual letters from department colleagues, the chair’s letter, and the dean’s letter to the Provost.
7.7.3.4 The Provost must respond in writing to the appeal within 15 working days after receipt of the appeal. The Provost shall prepare a written report with a recommendation and a justification, copies of which shall be given to the candidate, the dean, and the chair.
7.7.3.4.1 If the Provost overturns the dean’s recommendation and favors tenure and promotion, all the materials will be forwarded to the President for review with an affirmative recommendation.
7.7.3.4.2 If the Provost recommends against tenure and promotion, the candidate has the right to appeal to the President. This appeal must be lodged within 15 working days of receipt of the Provost’s recommendation and must be in writing, stating the reasons why the candidate believes the decision is incorrect. The appeal will accompany the candidate’s file along with the individual letters from department colleagues, the chair’s letter, the dean’s letter, and the Provost’s letter to the President.
7.7.3.5 The President must respond in writing to the appeal within 15 working days of receipt of the appeal. The President will prepare a written report with a decision and a justification, copies of which will be provided to the candidate, the chair, the dean, and the Provost. The President must inform the candidate of the decision no later than May 15.
7.7.3.6 If the President denies tenure in the final year of eligibility, the candidate may appeal the denial to the Board of Trustees. This appeal must be in writing, stating the reasons why the decision is incorrect, and must be lodged within 15 working days of receipt of the President’s decision.
7.7.3.7 The Board of Trustees’ decision shall be final.
7.7.4 Tenure evaluation outcomes
7.7.4.1 An Assistant Professor who is awarded tenure is also promoted to Associate Professor.
7.7.4.2 A candidate who does not apply for tenure or withdraws from the process during the final year of eligibility is considered to have resigned from the university effective at the end of the next academic year, unless the candidate submits a letter of resignation that stipulates an earlier date.
7.7.4.3 If the candidate is denied tenure in the last year of eligibility, the contract for the forthcoming year is a terminal contract.
7.7.4.4 The termination of probationary appointments following a negative tenure decision requires one year of notice. Notification must be given by June 15.
7.7.4.5 The notice requirement is waived if a candidate fails to apply for tenure or withdraws from the process by not filing an appeal of a negative decision.
7.7.4.6 A negative recommendation by the dean or the Provost satisfies the notice requirement.
7.7.5 Process for Promotion to Professor
7.7.5.1 Except as stipulated below, the procedure follows the same steps as stipulated above for tenure cases.
7.7.5.2 The candidate shall submit a file that includes the same relevant materials as in tenure cases, except that materials should cover the period since the hire or previous promotion (whichever is more recent) and a curriculum vitae that addresses the entire academic career. Except in unusual circumstances, the file must include student teaching evaluations for all courses taught in the previous five years.
7.7.5.3 The procedure for review of promotion files follows Sections 7.7.2 through 7.7.2.5. Then, all candidate’s materials submitted to the Provost, the Provost’s recommendation and any response letter from the candidate shall be forwarded to the President. The President shall review the evidence and prepare a written decision including justification and shall inform the candidate of the decision by June 15.
7.7.5.4 The process for a candidate’s appeal of a negative recommendation at any level follows Section 7.7.3 through 7.7.3.5 above, except that the President’s decision is final and the candidate shall be informed of the decision by June 15.
7.7.5.5 A candidate who is unsuccessful in his/her application for Professor may reapply at a future date.
7.8 Post Tenure Review
7.8.1 Tenured faculty shall be reviewed every five years starting with their most recent promotion, unless more frequent reviews are required for accreditation. In cases of clear intention of retirement, faculty may choose not to be reviewed in the last year of service.
7.8.2 Faculty shall be evaluated based on departmental standards for their rank. These departmental standards shall provide for flexibility to allow for fluctuations in the relative emphasis on teaching, scholarship or creative activity, and service across the career life cycle of the individual faculty member. Faculty shall compile an evaluation file with all relevant evidence since their previous review or promotion.
7.8.3 Under no circumstances is a faculty member reviewed without that individual’s knowledge. Faculty members who choose not to be reviewed fail the review.
7.8.4 The review takes place during spring quarter and follows the same process as that for tenure and promotion (Sections 7.7.2.1 through 7.7.2.3) except that the college convenes a review committee. Upon receipt of the committee’s recommendation, the dean shall review the candidate’s file and make a final evaluation. A copy of the evaluation will be sent to the candidate and the department chair.
7.8.5 The faculty member’s performance shall be judged as unsatisfactory, satisfactory, or superior in the areas of teaching, scholarship/creative endeavor, and service.
7.8.6 The performance of a faculty member must be at least satisfactory in each of the three areas: teaching, scholarship or creative activity, and service to the institution and profession. Faculty receiving an unsatisfactory final evaluation in any area will be deemed to have failed the review.
7.8.7 A faculty member who receives an unsatisfactory final evaluation in any area will construct a plan to address the deficiency and will be evaluated again the next year.
7.8.8 Failure to achieve a satisfactory final evaluation for teaching in two consecutive reviews may result in action under Section 18 of this agreement.