Faculty:
This page is provided to you as a convenient way to view or print all faculty material at once. If you would prefer to observe only a specific section of the faculty information in the handbook, use the appropriate link under the faculty heading within Policy/Procedure at the top of this page. Senate Bylaws, Affirmative Action, and the Americans with Disabilities Act must be accessed individually and are not included in the following information.

FACULTY EMPLOYMENT POLICIES & PROCEDURES

Academic Year Definition

Preamble: The activities of faculty and academic staff are not organized in terms of a specific number of hours and days in specified locations. Rather, the time devoted to professional activities may vary from week to week or month to month during the course of an academic year. Frequently, faculty and academic staff engage in activity related to university responsibilities outside the academic year. The university activities of faculty and academic staff are subject to institutional policy on teaching loads, advising, etc.; the primary responsibility for monitoring and assuring equity is placed at the departmental and unit level where judgments on retention, promotion, and salary levels are initiated. This pattern of individual activity best sustains the special character and vitality of an academic community.

The policies enunciated herein have been designed to preserve the essential character of the academic community while setting minimum service expectations of faculty and academic staff for the academic year. After the institution has determined its calendar and designated periods for instruction, registration, advising, examination, and other duties assigned by departments and units, and official state holidays have been noted, the time remaining is used by faculty and academic staff for scholarly pursuits and for individual, self-directed activities.

Contract Year Definition:

Unless otherwise specified in individual letters of appointment, the contract year for members of the faculty and academic staff who are employed on an academic year basis (two semesters) covers a period of 39 continuous weeks ordinarily beginning no earlier than one week before the first day of the scheduled registration for the fall term and ending no later than one week after the dated of spring commencement when such commencement follows the last day of scheduled instruction. On those days when the University is officially in session even though classes, examinations, or registrations are not being conducted (e.g., Fall Recess, Thanksgiving Recess, Semester (Christmas) Recess, Spring Recess, and Non-Class Days), faculty and academic staff with academic year appointments are expected to pursue individual, self-directed activities. The dates of such activities may, however, vary from week to week, month to month, and term to term during the course of an academic year. In all cases, such self-directed activities must be scheduled to meet departmental or unit needs and requirements.

(Reference: Academic Planning Statement No. 4, UW System Policy on Academic Year Definition and Assorted Derivatives, Approved by Board of Regents, [Rev. 5/11/84])

Children in the Work Place

Liability and efficiency considerations require that the presence of children at the work place be restricted to occasional visits or emergency situations.

Commencement and Reception

Participation in commencement activities by faculty and academic staff is strongly encouraged because of the dignity and the impressiveness which their presence and participation in the academic procession add to the occasions. To ensure an adequate representation of faculty members at the two commencements, the following policy has been implemented: faculty members are expected to attend one of the two academic year ceremonies. Requests for an excused absence are to be addressed to the appropriate dean.

The reception for graduates and their families is an important event for those honored and the occasion is enhanced by the presence of faculty and academic staff. Attendance is encouraged.

Compensation for Services in Another UW System Institution

Faculty members of the University of Wisconsin System rendering services to another school in the system may under certain conditions be compensated for; (1) actual and necessary travel expense (travel voucher), and (2) additional compensation through the inter-institutional agreement process, Office of Budget Planning and Control. The services reimbursed must be beyond those required of this position and they must be performed without interference to one's normal schedule at one's resident institution.

Emergency and Incident Reporting Procedures

The reporting of emergency conditions and other events which jeopardize the personal and financial assets is centralized in the Protective Services Office. Personnel should immediately call extension 9-9000 or 9-9999 or 5-8000 in all such cases. Employees should also notify other personnel in the area and their supervisor of the condition that creates the health and safety hazard. Examples of such events include, but are not limited to the following list:

1. Emergency conditions may involve personal injuries, fires, explosions, chemical spills, campus disorders, demonstrations, weather conditions, bomb threats, work stoppage, sudden illness, or accidents.

2. All conditions which could result in personal injury, illness, or accident.

3. All thefts, property damage and losses or conditions which could result in such incidents.

Please Note: The Office of Student Life is responsible for coordinating matters related to any life-threatening emergency involving a student or the death of a student. This procedure provides for consistent University actions and a centralized communication source for families and survivors. Detailed procedures and follow-up responsibilities are available in the Office of Student life, Room 149 Main Hall.
 

Emeritus Policy, Academic Staff

It shall be the policy of the University of Wisconsin-La Crosse that the Chancellor may designate qualifying members of the academic staff as emeriti. Departments, units, and functional equivalents may nominate qualified members of the academic staff to the Chancellor for designation as emeriti. These nominations shall be forwarded to the appropriate dean or division head for endorsement prior to their submission to the Chancellor. The Chancellor may also initiate nominations for emeritus designation.

Members of the academic staff may be nominated and designated as emeriti only at the time of retirement and must be recognized by their distinguished records of service at the University of Wisconsin-La Crosse. Nomination for and official designation as emeriti is dependent on the following measure of distinguished service:

Those members of the academic staff having a record of 15 or more years of service at the University of Wisconsin-La Crosse, and having attained the age of 55 or more, may be designated as Academic Staff Emeritus. 

On July 20, 2000, the Chancellor approved the following benefits for academic staff emeriti:
*  The use of Murphy Library including the interlibrary loan service and the general access computer labs located in that building.
* A lifetime of free parking in university lots.
* The same privileges as current employees for participation in purchases of surplus equipment.
* The same privileges as current employees for placing ads in the Campus Connection.

Emeritus Policy, Faculty

It shall be the policy of the University of Wisconsin-La Crosse that the Chancellor may designate qualifying members of the faculty as emeriti. Departments and their functional equivalents may nominate qualified members of the faculty to the Chancellor for designation as emeriti. These nominations shall be forwarded to the appropriate dean for endorsement prior to their submission to the Chancellor. The Chancellor may also initiate nominations for emeritus designation.

Members of the faculty may be nominated and designated as emeriti only at the time of retirement and must be recognized by their distinguished records of service at institutions of higher education. Nomination for and official designation as emeritus is dependent on the following measures of distinguished service:

1. Those members of the faculty having a record of 25 or more years of service at accredited institutions of higher education, including 10 or more years of service at the University of Wisconsin-La Crosse may be designated by their rank and the title of emeritus. Thus, a faculty member may be designated as Faculty Emeritus with the appropriate rank held at the time of retirement.

2. Those members of the faculty not meeting the criteria under (1) above, having a record of 15 or more years of service at the University of Wisconsin-La Crosse, regardless of rank, and having attained the age of 55 or more, may be designated as Faculty Emeritus.

On March 29, 2000, the Chancellor approved the following benefits for faculty emeriti:

* The use of Murphy Library including the interlibrary loan service and the general access computer labs located in that building.
* A lifetime of free parking in university lots.
* The same privileges as current employees for participation in purchases of surplus equipment.
* The same privileges as current employees for placing ads in the Campus Connection.

 

Employee Assistance Program

In response to the June 12, 1990 Executive Order #94 from the Office of the Governor, the University of Wisconsin-La Crosse established an Employee Assistance Program (EAP) for all staff and faculty who are employed by the University. Currently, the EAP is supported by the Counseling and Testing Center and officially administered by the Office of Human Resources. This arrangement allows the Office of Human Resources to pursue its goals of employee welfare with support of the Counseling and Testing Center staff providing confidential referral and consultation services for employees who are seeking help for personal problems that may be affecting their job performance. The University recognizes that people are the primary resources who carry out the mission of the University community. Therefore, it is in the mutual best interest of the employee, the employee's colleagues and family, and the University to provide referral assistance to any individual who is experiencing problems that may require the assistance of a mental health professional.

University Employees are fortunate to live in a community that offers a variety of health related services. The hospitals and various public and private agencies in the greater La Crosse area offer a very comprehensive range of mental health and alcohol and other drug related services. Most individuals contact family physicians, pastors, colleagues, and/or friends for assistance in identifying appropriate places to get help. Additionally, First Call for Help, 211 or 507-454-2528, is a community referral service that has the most complete and current directory listing of resources in the community. First Call for Help also maintains a 24 hour 7 days a week telephone helping service that provides short-term counseling and crisis intervention.

The campus Coordinator of the University of Wisconsin-La Crosse Employee Assistance Program is Dr. Jennifer B. Wilson, Executive Director for Human Resources. Dr. Jon Hageseth, along with the staff at the Counseling and Testing Center, are available to help refer individuals or families to any of the community resources. Employees are encouraged to call the Counseling and Testing Center at 785-8073 with requests for information or assistance in identifying the appropriate local resources.

Faculty Meeting

Faculty meetings are held as necessary, on call by the Chancellor or Faculty Senate. Attendance at faculty meetings is not compulsory but is urged and expected of all who are free from conflicts with other important University activities. Most faculty business is conducted by the Faculty Senate, a representative group of 24 faculty members: four elected from the College of Liberal Studies, two elected from the College of Science & Allied Health, one elected from the College of Business Administration, one elected from the Non-Department Unit, and 15 elected At-Large. All members of the faculty, and those members of the academic staff with faculty status (See Faculty Bylaw IX), shall be eligible to nominate, vote for, and serve as members of the senate.

(Reference: Faculty Senate, Articles of Faculty Organization, Section IV(B) Membership)

Identities of Applicants for Public Positions

On June 10, 1992, the Governor signed into law the following statute: 19.36(7) Identities of Applicants for Public Positions.

19.36(7)(a) In this section, "final candidate" means each applicant for a position who is seriously considered for appointment or whose name is certified for appointment and whose name is submitted for final consideration to an authority for appointment to any state position, except a position in the classified service, or to any local public office, as defined in s. 19.42(7w). "Final candidate" includes, whenever there are at least 5 candidates for an office or position, each of the 5 candidates who are considered most qualified for the office or position by an authority, and whenever there are less than 5 candidates for an office or position, each such candidate. Whenever an appointment is to be made from a group of more than 5 candidates, "final candidate" also includes each candidate in the group.

19.36(7)(b) Every applicant for a position with any authority may indicate in writing to the authority that the applicant does not wish the authority to reveal his or her identity. Except with respect to an applicant whose name is certified for appointment to a position in the state classified service or a final candidate, if an applicant makes such an indication in writing, the authority shall not provide access to any record related to the application that may reveal the identity of the applicant.

On the University of Wisconsin-La Crosse campus, this statute has the following impact, effective for all searches beginning on or after July 1, 1992:

1. INITIAL CORRESPONDENCE: Your initial correspondence to candidates/nominees should relay the essence of this policy to them, so that they can return a written request to you if they wish their identity to remain confidential during the search process. All such written requests are to be retained in your search and screen records.

2. IN THE SAME LETTER, you will want to inform them that "final candidates" names will be released. "Final candidates" at UW-L have been determined to be those persons who have been extended an invitation to be interviewed for a position and have accepted the invitation. The acceptance of the invitation, not their actual interview, will define them as final candidates for the purpose of this policy.

Inclement Weather

UW-L's inclement weather plan is invoked in the most serious times when conditions make travel to and from campus dangerously imprudent or other events cause serious safety concerns.

• When inclement weather (dangerous temperature, snow, ice, wind or rain) or other events (electrical failure, chemical spill, etc.) strike, Protective Services will confer with the Chancellor or designee prior to 5:45 a.m. for day classes and 1:45 p.m. for evening classes and events to determine if classes and events are canceled. Based on changing conditions, the plan can be implemented at any time.
   
• A determination of closure means all university classes and events are canceled. It is State policy to keep State offices open even when severe weather exists.
   
• Protective Services notifies University Relations, which, in turn, will notify news media and update the events line.
   
• Hourly classified employees who don't report to work, report late, or leave work before the end of the work day because of weather conditions will be allowed to make up lost time during the remainder of the work week, as much time as is beneficial to the work unit. Make up time shall be at the regular rate of pay. Hourly employees may also take leave without pay, vacation, personal holiday, or compensatory time to cover absences. If specific contract language differs from this policy, the contract prevails.
   
• Salaried classified and unclassified employees may use available annual leave (vacation), compensatory time, available holidays, or leave without pay to cover inclement weather absences. An employee and the employee's supervisor may agree that the employee can account for the time of the absence in another manner consistent with the professional nature of the employee's work assignment.
   
• When the governor closes state government offices, this DOES NOT mean the UW System or UW-La Crosse.

Approved by Chancellor Kuipers on September 4, 1997 based on recommendations from the administrative leadership team and governance groups.

Leaves: Sabbaticals, Faculty Development, And Leave Without Pay

The UW System, working with individual campuses, endeavors to provide opportunities for sabbatical leaves and other faculty development programs. When a faculty member is awarded a sabbatical, the faculty member must agree to return to the University of Wisconsin-La Crosse for at least one academic year of service after the termination of the sabbatical, or repay any compensation (salary, plus the University's share of fringe benefits) received from UW-La Crosse during the sabbatical. The faculty member will earn sick leave at the same rate as was in effect immediately before the sabbatical leave began. Therefore, a faculty member who is absent from work during a sabbatical leave must report sick leave usage. For more information, see Leave Policies & Procedures or consult with the Office of Human Resources.

Current information on sabbaticals is available in each individual college, and faculty development leave programs can be obtained from the Office of the Provost/Vice Chancellor. Unclassified personnel planning any leave would be well advised to consult with the Office of Human Resources early in the planning stage to become acquainted with all possible benefit options and responsibilities. Faculty and staff in the College of Liberal Studies may refer to the college's web site for specific information regarding sabbatical leaves.

Leaving University Service

Departing employees should give at least two weeks advance notice to their supervisors and the Office of Human Resources. Please state the reason(s) why you are leaving and indicate your last date of work at UW-L. You should complete an Exit Checklist, available from your department, unit, or the Office of Human Resources, which will be maintained in the department or unit for one year following your departure from the University. The Office of Human Resources will also advise you regarding your benefits, final paychecks, and other separation information. For questions regarding the Exit Checklist, such as who should complete one and the responsibilities of the department or unit you are departing, please see the Exit Directions.

Sometimes an unpleasant, offensive, or hostile work environment contributes to the reasons why an employee leaves the University. The Office of Affirmative Action will send you an Exit Interview Questionnaire to be completed prior to your last day. Employees who would like to further communicate concerns about the work climate in their department or unit should contact the Office of Affirmative Action & Diversity to schedule an exit interview. Such information will be maintained in a confidential file in the  Affirmative Action & Diversity Office and will not become part of the employee's personnel file.

All University keys, equipment, uniforms, textbooks, library materials, etc. provided to you must be returned intact to the appropriate office to ensure proper processing of your final paycheck.

Overload Activity, Restriction on Compensation

Full-time faculty members may not receive compensation for an overload activity from any funds administered within the university system, regardless of source, except through procedures and within standards stated in University of Wisconsin System, Academic Planning Statement No. 4.

Performance Evaluations, Academic Staff

Every academic staff member shall undergo performance evaluation annually. The results of the evaluation shall be made available to the academic staff member and provision shall be made for the academic staff member to respond formally for the record to the results of the evaluation, as stated in the Academic Staff Personnel Rules, UWL 10.03(2)(b).

UW-La Crosse Category A Academic Staff Performance Review Policy

Overview

Each academic staff member shall receive an annual written performance evaluation by his or her immediate supervisor. The evaluation process shall include a face-to-face end of the year review, a written summary of the end of the year review for the academic staff member placed in the Personnel File, and a mid-year progress meeting between the immediate supervisor and the academic staff member. The purpose of the evaluation of each academic staff member shall be to:

1. assess the performance of the responsibilities of the job description;

2. assess the quality of service to students and the University community;

3. determine areas for improvement in job performance;

4. provide the basis for personnel decisions, including renewal and type of appointment, promotion, title review, and merit increases.

The timing of the review shall be as follows:

• review period extends from July 1 (or the beginning of the academic staff member's contract) through June 30 (or the end of the academic staff member's contract);
• performance evaluation process shall be completed by July 15 following the previous review period.

Criteria to be used in the review

The primary responsibilities of an academic staff member must be performance of assigned duties and responsibilities which are generally defined in the position description as taken from his or her current Position Description Questionnaire.

Performance evaluation criteria shall relate to:

• performance of responsibilities contained in the position description and the competencies necessary to fulfill these responsibilities (competencies include interpersonal and technical skills);
• annual goals and objectives (which can include, but are not limited to, changing priorities in the position description, professional development, and campus involvement) as discussed between the academic staff member and his or her immediate supervisor.

Performance criteria may also include:

• peer and/or student input on the academic staff member's performance of their position;
• community service.

Review process

1. At the beginning of the contract year, the immediate supervisor and the academic staff member shall meet to establish annual goals and objectives, review the position description for accuracy, and discuss the relative importance of each criterion. Ultimate responsibility for initiating the review process, determining goals, objectives and criteria, and weighting criteria rests with the immediate supervisor.

2. Near the mid-point of the academic staff member's review period, the immediate supervisor and the academic staff member shall meet to discuss the progress being made on the academic staff member's goals and objectives.

3. At the end of the evaluation year, a conference shall be held between the academic staff member and the immediate supervisor. At this conference, the immediate supervisor will provide an assessment of the academic staff member's performance. Following the conference, the immediate supervisor shall provide a copy of the final evaluation report to the academic staff member on or before July 15. The academic staff member shall sign the evaluation to indicate that he or she has reviewed the document. The academic staff member may choose to comment in writing on the contents of the evaluation report. The signed evaluation report, with optional comments by the academic staff member, shall be returned to the immediate supervisor for submission to the appropriate dean or division head, and ultimately placed in the individual's personnel file.

Adopted on August 5, 1994 by Academic Staff Council. Approved by Chancellor Kuipers September 20, 1994.

Important to note:

1. This policy is for Category A Academic Staff; it does not include instructional academic staff. Instructional academic staff shall be annually evaluated in accordance with Faculty Personnel Rules, UWS 3.05 and UWL 3.05.

2. This Plan is meant to set minimum criteria. Units that have other plans that meet these minimum criteria may continue to use their plans.

3. The Salary and Personnel Committee thought it was more appropriate to establish a process rather than a prescriptive form considering the diversity of functions performed by academic staff.

Administrative Review

Deans and division heads and other appropriate administrative officers shall review departmental or unit decisions based on the annual evaluation in keeping with the time lines issued by the Provost/Vice Chancellor.

Copies of UW-La Crosse Academic Staff Policies and Procedures (Personnel Rules) and Academic Staff Council Bylaws are also available in the Academic Staff Council Office, 133A Main Hall.

Performance Evaluations, Faculty

An annual evaluation of all unclassified personnel is conducted on the basis of system policy and rules established by the faculty and administration. This evaluation serves as a basis for improvement of instruction, or other assigned duties, as well as a basis for making promotion, retention, and salary recommendations. Areas and criteria in evaluation shall include teaching, research, professional, and public service, and contribution to the University. The methods of evaluation of teaching shall include both student and peer evaluation and the evaluations of research, professional and public service, and contributions to the University shall be accomplished by peer evaluation (See UW-L Faculty Personnel Rules for more detailed information.)

FACULTY EVALUATION PROCEDURES

Adopted by the Faculty Senate, 4/7/77

1. Distribution of merit compensation shall be determined by the individual departments or functional equivalents according to their bylaws and/or other departmental rules and regulations. Each department shall specify its procedures for appeals of merit decisions with a time limit set prior to the date the department reports evaluations to the dean. No university-wide quotas shall be established for this purpose.

2. Each department or functional equivalent shall be allotted the authorized percentage of merit which multiplied by the total departmental payroll shall constitute the compensation to be distributed.

3. Student evaluation for merit purpose shall occur at least every three years.

4. Departments or functional equivalents, after consultation with the appropriate dean or other administrative officer,

a. shall establish and administer peer evaluations and shall determine how these will be used in deciding individual merit,

b. shall establish and administer student evaluations and shall determine how these will be used in deciding individual merit, and

c. shall report annually to the appropriate dean or other administrative officer what systems of student and peer evaluation are being used and how they are applied to individual merit decisions.

5. There shall be no composite department or unit reports prepared for evaluation of departments or units.

6. Departments or functional equivalents unwilling and/or unable to carry out determinations of merit shall request the appropriate dean or administrative officer to make the necessary determination.

7. Deans and other appropriate administrative officers shall be allotted funds necessary to resolve inequities such as may be identified because of the requirements of affirmative action, of minimum salary ranges, and of promotions. The Chancellor will annually advise the senate on the amount and distribution of such funds.

Understanding Related to Faculty Evaluation Procedures

1. All faculty shall be evaluated annually according to bylaws and/or rules of the respective departments or functional equivalents.

2. In accord with 4.c., each department and functional equivalent shall send to the dean (or other appropriate administrative officer) student and peer evaluation data pertaining to all faculty. The data requested are for the calendar year which serves as the evaluation period.

3. Each department or functional equivalent shall be allotted the authorized percentage of merit which multiplied by the continuing faculty and continuing academic staff share of the total departmental payroll shall constitute the compensation to be distributed. Such funds shall be allotted only to continuing faculty and continuing academic staff, including persons on leave.

4. Prior to allocation of merit increments to departments, cost-of-living adjustments shall be made for eligible faculty.

5. Each department of functional equivalent shall report annually to the appropriate dean or other administrative officer "what systems of student and peer evaluation are being used and how they are applied to individual merit decisions" at the time salary decisions are submitted.

Personnel Files

Personnel files for all employees are officially maintained in the Office of Human Resources and include staff members' official transcripts (provided by employees), contract letters, copies of benefit forms, payroll changes, changes in rank or job title, annual reviews, and training records. 

Employees may arrange to review their own personnel file by contacting the Office of Human Resources. Employees should also contact the Office of Human Resources with any updated information relating to specialized training, education, significant professional activities, publications, special honors, or noteworthy research, in addition to basic personnel changes such as change of address and/or telephone number, change in marital status, etc. 

Retired Faculty, Policy on Utilization of

The University recognizes that retired members of the faculty continue to be a valuable resource in support of its mission and goals. Such faculty members who are interested in serving the University and its students MAY BE afforded opportunities to serve as part-time instructors under the following guidelines:

• Effective 7/1/96 all Wisconsin Retirement System (WRS) participants who retire must have a 30 day break in employment per WI Act 302 prior to beginning their post-retirement employment.
• Such ad hoc appointments will be academic staff appointments, at no more than .50 F.T.E.;
• Appointments may be made for one, two, or three years, and may be renewable.
• Salary will be set no higher than 40% of the final academic year salary for the equivalent of a .50 F.T.E. appointment;
• Such appointments will be made only upon the recommendation of the department and the dean, and the approval of the Chancellor.
• Any extensions of existing contracts with retired staff members should be negotiated pursuant to these guidelines.

Utilization of Retired Faculty Policy approved by the Faculty Senate on October 23, 1997; Modified and Approved by Chancellor Kuipers on November 25, 1997.

Other Related links: 

Returning to Work After Retirement Fact Sheet on DTF 10.08 Wisconsin Administrative Code
Department of Employee Trust Funds website, Returning to Work After Retirement

Smoking/No Smoking Policy

Section 101.123 of the Wisconsin Statutes commonly referred to as the "Clean Indoor Air Act" or "1983 Wisconsin Act 211," provides that no persons may smoke in educational facilities, public offices, passenger elevators, public waiting rooms, and any enclosed indoor area of a state building, except for areas which have been designated for smoking and offices occupied exclusively by smokers. The law states further that signs will be posted only in areas where smoking is permitted.

Section UWS 18.06 (18) of the Wisconsin Administrative Code similarly states "No person may smoke in any University building except in those areas designated for that purpose."

Questions regarding this policy may be directed to the Director of Protective Services.

Summer Session Assignments

Staffing for summer session is on a year-to-year basis. Guarantees of summer employment are not made in advance to academic year appointees. Those whose services are required for the summer session (normally eight weeks of both undergraduate and graduate instruction) are paid additional salary for that period.

Student enrollment is from 30 to 40 percent of that during the regular year and its composition differs markedly from that of the regular semesters. Summer assignments and plans for the ensuing summer session are usually distributed in April each year.

Summer Session Policy

1. The Purposes of Summer Session.

a. Instructional Services. The primary purpose of the summer session is to provide instructional services. Instructors given summer classroom assignments should be those best qualified to teach the courses offered.

 

b. Professional Development. The summer period also provides opportunity for further study and professional development at a time when many instructors are not on regular assignments. The Senate, therefore, urges the various departments, schools, and colleges to establish policies which will encourage faculty and academic staff to pursue higher degrees or other scholarly activities during the summer.

2. The Determination of Course Offerings and Teaching Assignments.

Determination of course offerings and appointments for summer session instruction shall be made by the various academic departments following allotment of positions by the appropriate dean or other administrative officer. Each department in consultation with the appropriate dean or other administrative officer shall also determine:

a. the extent to which rank, degrees, and longevity of service to the department and to the University are used in establishing priorities for appointments;

b. the nature of any rotational system deemed desirable; and

c. the suitability of appointing both faculty and academic staff to summer sessions.

3. Appointments for Potential Retirees.

Academic departments, in consultation with the appropriate dean or other administrative officer and the Chancellor's offices, are encouraged to develop plans which will provide the maximum summer appointment opportunities possible for persons in their last three years prior to retirement.

4. Chairpersons' Summer Appointments.

Upon approval of academic departments after consultation with the appropriate administrative officers, chairpersons may be given load reductions for administrative responsibilities during periods other than the thirty-nine week academic year. Such reductions should be derived from positions assigned to the department. When deemed necessary, departments should annually review with the appropriate administrative officers, the arrangements made for departmental administration during non-academic year periods.

5. Previous Policies.

Upon approval of this statement, all other summer session policies in which the Senate previously concurred become null and void.

6. Effective Date of this Policy Statement.

This policy shall be in effect beginning with the planning for the summer term of 1980.

Teaching at Other Institutions

Advance approval of the Chancellor is required for all arrangements or contracts involving teaching services to be rendered during the contract year to other institutions by UW-La Crosse faculty members.

Technology Resources

The following policies on the use of University information technology resources are edited by the Division of Information Technology and apply to all employees.

Responsible Use of Computer and Communications Resources
UW-La Crosse World Wide Wed Policy Statement

Additional information on technology resources can be found at the following links: Distance Education, training for faculty/staff, training for students, web page construction information.

Tenure

Basic rules governing tenure in the University of Wisconsin System are found in Chapter 36 of the Wisconsin Statutes. Additional policies are found in the first five chapters of the Wisconsin Administrative Code, Rules of the Board of Regents of the University of Wisconsin System. Administrative code provisions are amplified in the University of Wisconsin-La Crosse Faculty Personnel Rules. Copies of the administrative code and the UW-L Faculty Personnel Rules may be obtained in the departmental, dean's and vice chancellor's offices.

UW-La Crosse Tenure Density Policy

University policy provides that when potential tenure positions exist, appointments to the teaching staff shall be made on a probationary faculty basis. To provide flexibility, each department is required to maintain a five-year staffing plan based on agreed upon guides and gauges. Objectives should be structured to maintain between 50 and 80 percent of the positions as tenured. (The tenure density policy, revised by the Faculty Senate on November 15, 1984, provides a more detailed explanation. That policy is reprinted as follows:)

Prologue: The University of Wisconsin-La Crosse has since March of 1975 been guided in matters of tenure density by a policy designed and put into place by administrative officers of the University. In the spring of 1979, the UW-L Faculty Senate agreed to call upon its Promotion, Tenure, and Salary Committee to work with appropriate administrative staff to devise tenure density guidelines which were proposed and approved as of Nov. 29, 1979. Subsequently, in the fall of 1984, the Promotion, Tenure, and Salary Committee was charged with reviewing and updating the Tenure Density Policy. The Committee, following study of the matter, now proposes the following revised Tenure Density Policy.

Statement of Policy

It shall be the policy at UW-La Crosse that, with certain limited exceptions, appointments to the teaching staff shall be made on a probationary faculty basis. The goal of such a policy is to preserve the system which protects academic freedom. It is recognized that it will be necessary for departments to limit the proportion of tenured teaching appointments.

Maintenance of a Staffing Plan

The department chairperson, in consultation with the tenured members of the department and with the approval of the appropriate dean and the Provost/Vice Chancellor, shall maintain a staffing plan for his/her department for a five-year period beyond each current year. The purpose of this plan is to provide flexibility in staffing the department to accommodate anticipated changes in the program of departmental offerings and predicted fluctuations in the departmental workload. The staffing plan shall adhere to such University guides as weighted student contact periods and other staffing gauges, as may be accepted by the Faculty Senate. The data base used for planning shall include a history of previous student-contact periods and departmental staffing based on the tenure-density-quota guidelines up to and including the previous year.

Probationary Appointments

Appointments to the teaching staff of a department will normally be made as probationary faculty as provided for in U.W.S. 3.04, Wis. Adm. Code. Temporary appointments as fixed-term academic staff may be used in some instances at the request of the department and with the approval of the dean. Years of service on an academic staff appointment may be credited toward the probationary period if that person is subsequently appointed to a faculty position.

Responsibility for Implementation

It shall be the responsibility of the department to determine which positions within a department shall be tenured or filled with probationary faculty appointments. Such determination shall be communicated to the appropriate academic dean and the Provost/Vice Chancellor. Upon their confirmation, it shall become a part of the departmental plan. It shall be the responsibility of the Chancellor to state reasons if a departmental staffing decision based on the approved departmental staffing plan is overruled.

Tenure Density Objectives and Implementation Guides

1. Planning objectives should seek to maintain at least 50 percent but no more than 80 percent of the maximum number of positions each year of a department's five-year staffing plan as tenured positions.

2. Flexibility to exceed the 80 percent tenure maximum within a given department may be permitted for temporary periods of time on the basis of but not limited to the following considerations:

a. when there are imminent departmental retirements in the offing,

b. when there is a clear and ongoing programmatic need for the affected position,

c. when there has been either a positive or stable enrollment trend within the affected department over the past years,

d. when the professional merit of the tenure candidate is demonstrably superior, or

e. when the UW-L affirmative action objectives would be advanced.

The decision-making process to recommend or not recommend tenure would otherwise remain exactly the same as it is for ordinary tenure decisions within departments when the 80-percent rule is not an issue.

3. Although no university-wide tenure density quota is fixed, an individual department may set such a quote as a guide in its five-year staffing plan.

4. Tenured faculty on extended leave beyond two years may be included in the departmental staffing plan upon the annual renewal of their leave by the department, but need not be included in the departmental staffing plan nor be counted in the quota used as a reason for non-renewal of a probationary faculty appointment.

5. Tenured faculty on leave from a department to administrative positions shall retain their tenure in the department, but need not be included in the departmental staffing plan nor be counted in the quota used as a reason for non-renewal of a probationary faculty appointment.

6. Departmental staffing plans may include provisions for complying with goals of affirmative action plans, and such provisions may be used as reasons for non-renewal of probationary appointments providing that such rules were in effect prior to the year in which the non-renewal decision was made.

7. Departments shall design staffing plans with a view toward having them in readiness for use in each succeeding academic year. Each department plan shall summarize changes in departmental staffing which will follow from implementation of the plan. Revised staffing plans shall be communicated to members of departments and to the appropriate administrative officers. Continuity during any interim period shall be provided by tenure density planning under administrative guidance.

UW-L Tenured Faculty Review and Development

Criteria -- Individual departments (or functional equivalent) will develop a Tenured Faculty Review and Development Policy which includes the criteria and methods for the evaluation. The purpose of reviewing faculty is to encourage and support the meaningful growth and development of faculty in ways that positively contribute to the university mission and goals and to the missions of colleges and departments. The review is a collegial process with the goals of encouraging achievements of value and meaning in the roles that faculty play in their relations with students, colleagues, and local communities. Areas to be reviewed should include teaching, scholarship, and service. The review process will include the use of both peer and student input, as well as the missions of the departments, colleges, and university. The criteria should be flexible enough to allow shifts in professional emphasis and personal professional goals. The departments' Tenured Faculty Review and Development Policies will be submitted to the dean (or appropriate administrative officer) who will be responsible for assuring that all evaluation plans meet the minimal criteria. Academic freedom shall be respected at every level of the process.

Procedures -- Once every five years, each tenured faculty member's activities and performance will be reviewed in accordance with the mission of the department, college, and university. The department will establish a review cycle for its members and submit it to the dean. Each year the dean will send to the department notification of those faculty members who are subject to review. The Tenure Faculty Review will be conducted by the department or functional equivalent. The Tenure Faculty Review may be carried out as part of the merit determination process. Teaching, scholarship, and service will be evaluated, and the results may be used to facilitate and enhance faculty development. Each department shall formulate clearly stated written criteria describing what constitutes satisfactory performance in the areas of teaching, scholarship, and service within the context of the missions of the department, college, and university.

The results of the Tenured Faculty Reviews will be sent to the dean, who will forward them to the Provost/Vice Chancellor's office for centralized filing. If, according to the department's Tenured Faculty Review and Development Policy, a faculty member is judged to have significant areas of concern in performance, a list of these areas of concern will be given to the faculty member. The department will then meet with the faculty member to develop and write a plan, based on the departmental criteria, to overcome these areas of concern within a reasonable period of time.

If the identified areas of concern or departmental plan for removal of areas of concern cannot be resolved within the department, then:

a) the department will notify in writing the dean outlining the department's Tenured Faculty Review decision and recommended plan.

b) the department chair or designated committee, dean, and faculty member identified as having significant areas of concern shall meet to review the department's recommendations and, if appropriate, to determine a plan or other action(s) to remove any identified areas of concern.

Funds necessary to implement plans to remove areas of concern will be provided by the deans or the appropriate administrative officers.

A confidential file of the Tenured Faculty Review will be kept within the department. The file should contain all documents and correspondences involved in the evaluation of the faculty member and the resolution of any identified areas of concern. A copy of all items in the file of the individual faculty member will be given to that member.

Accountability -- At an agreed upon date, the department chair or designated committee shall meet with the faculty member with identified areas of concern to review the results of the plan to overcome the areas of concern.

a) If the areas of concern have been eliminated, the department chair or designated committee will write the faculty member a letter stating that the areas of concern have been eliminated and the letter will be placed in the faculty member's file. The department chair or designated committee will send a letter to the Dean and all individuals involved in the Tenured Faculty Review and Development process stating that the areas of concern have been eliminated.

b) If the areas of concern have not been eliminated, either the faculty member shall meet with the department to evaluate the need for additional steps which may be necessary to remove the areas of concern or the department chair may choose to meet with the faculty member and dean to establish a plan for removal of the areas of concern.

The faculty member shall have all the rights of appeal as outlined in the UW-L Faculty Personnel Rules 6.01 and 6.02 and may appeal department decisions to the Complaints, Grievances, Appeals, and Academic Freedom Committee (CGAAF) (Reference: Faculty Senate Bylaws (1.G).

Worker's Compensation

The Wisconsin Statutes provide that an employee “suffering an injury while performing service grouping out of and incidental to his or her employment is entitled to Worker’s Compensation benefits.  This allows for the payment of medical expenses.  It also allows for the payment of lost wages based on two-thirds of the employee’s wages up to a weekly maximum which is re-established each year.

When Worker’s Compensation benefits are granted, employees may choose to use accrued sick leave or vacation to supplement Worker’s Compensation benefits to the extent that they shall receive the equivalent of their regular base pay.

All accidents (whether or not medical attention is necessary) must be immediately reported to the employee’s supervisor.  It is the responsibility of the immediate supervisor to investigate all Worker’s Compensation injuries or illnesses and report these to the Worker’s Compensation Coordinator within 24 hours of an accident the employee and supervisor must complete the following forms: Employees Work Injury and Illness report, WKC 12 Employee’s First report of Injury or Disease and the Supervisor’s Accident Analysis Report.  These forms can be found at http://www.uwsa.edu/oslp/wc/forms/   Further investigation may be made by the Worker’s Compensation Coordinator or the Department of Environmental Health and Safety.

Employees have the choice of a physician or a chiropractor licensed in the State of Wisconsin to provide reasonable and necessary treatment to cure and relieve the effects of injury.  Employees have the choice of a second physician.  Simultaneous treatment by two doctors is not acceptable, nor is a third choice of physician unless referred by the primary doctor.

All medical bills resulting from an injury or illness must be presented to the Human Resources Office.  Employees should inform the clinic or hospital where treatment is rendered of the fact that the injury or illness is work related.  Do NOT give the hospital or clinic your group health insurance identification numbers for treatment covered under Worker’s Compensation.   In most cases, the hospital or clinic will send the bill directly to the Human Resources Office.  If an employee should receive a bill, including prescriptions, submit it to the Human Resources Office at your earliest convenience.  Seeking treatment does not guarantee medical expense will be approved under Worker’s Compensation.

If the injury will result in more than three days time lost from work, contact the worker’s compensation coordinator in Human Resources.  Medical documentation is required to substantiate disability payments.  Also, if an employee is no longer going to be on the payroll, they should contact the payroll office to make arrangements for premium payment of benefits and/or insurance, as well as appropriate leave of absence forms.

The State of Wisconsin provides managed health care services to injured State employees.  Utilization review is performed on all inpatient hospitalizations, surgical procedures, MRI and CT scans, and physical therapy and chiropractic treatment.  If such treatment is recommended by the doctor, promptly notify the worker’s compensation coordinator prior to having such treatment.

A doctor’s excuse is required for the employee to return to work when the injury resulted in medical attention and/or lost time.  Employees covered under Worker’s Compensation should be aware of the fact that, with doctor approval, they may be assigned part time or limited duties (if the restrictions can be met) until they are able to return to full time duty

Questions regarding Worker’s Compensation may be directed to the Human Resources Office.

FACULTY PERSONNEL RULES

Wisconsin Administrative Code
University of Wisconsin System/University of Wisconsin-La Crosse

Chapter 3: Faculty Appointments

UWS 3.01 Types of appointments.

(1) Appointments to the faculty are either tenure or probationary appointments. Faculty appointments carry the following titles: professor, associate professor, assistant professor, and instructor.

Note: Please read in conjunction with the following UW-L local supplementary rule, which is not Board approved and may be revised by joint action of the Faculty Senate and Chancellor without submitting revisions to UWS or the Board.

All other appointments to faculty duties shall be clearly limited to a brief association with the institution, including reappointments of retired faculty member under special conditions. Merger statute 36.15 (1) (b) recognized some such appointments as "academic staff" "professional appointments" under titles such as visiting faculty, clinical staff, lecturer, scientist, specialist, etc.; and provides under (2) for probationary periods and permanent status if such appointments should not be brief associations with the institution. The appropriate administrative officer shall annually supply the faculty senate documentary justification for denial of half-time or more faculty duties where the association with the institution is clearly not a brief association. Such appointments to the faculty require affirmative recommendation of the appropriate academic departments, and lead toward tenure on the faculty.

(a) "Tenure appointment" means an appointment for an unlimited period granted to a ranked faculty member by the board upon the affirmative recommendation of the appropriate academic department, or its functional equivalent, and the chancellor of an institution via the president of the system.

(b) "Probationary appointment" means an appointment by the board upon the affirmative recommendation of the appropriate academic department, or its functional equivalent, and the chancellor of an institution and held by a faculty member during the period which may precede a decision on a tenure appointment.

(c) In accordance with s. 36.05 (8), Stats., academic staff appointments may be converted to faculty appointments by the action of the board upon the recommendation of the appropriate faculty body and the chancellor of an institution. Such faculty appointees shall enjoy all the rights and privileges of faculty.

Note: Please read in conjunction with the following UW-L local supplementary rule, which is not Board approved and may be revised by joint action of the Faculty Senate and Chancellor without submitting revisions to UWS or the Board.

The "appropriate faculty body" is the appropriate department or its functional equivalent.

(d) In accordance with s. UWS 1.05 members of the academic staff may be given faculty status. Members of the academic staff who have been given faculty status have employment rights under the rules and policies concerning academic staff.

(e) A person holding a faculty appointment under ss. 36.13 and 36.15, Stats., shall not lose that appointment by accepting a limited appointment for a designated administrative position.

History: Cr. Register, January, 1975, No. 229, eff. 2-1-75.

UWS 3.02 Recruiting.

The faculty of each institution, after consultation with appropriate students and with the approval of the chancellor, shall develop procedures relating to recruitment of members of the faculty. The procedure shall be consistent with board policy and state and federal laws with respect to nondiscriminatory and affirmative action recruitment. The procedures shall allow maximum flexibility at the departmental, school and college levels to meet particular needs. In all instances the procedures shall provide for departmental peer review and judgment as the operative step in the recruiting process.

History: Cr. Register, January, 1975, No. 229, eff. 2-1-75.

UWL 3.02 Recruiting.

(1) To insure that there is no unlawful discrimination, recruiting procedures shall observe the federal and state statutes and UW System Rules and Guidelines pertaining to affirmative action in the recruitment of faculty.

(2) When a department and the appropriate academic administrative officers determine that, according to department staffing plans, a faculty vacancy exists in the department, the department shall proceed with the development of a position description for a faculty appointment.

(3) The appropriate academic administrative officers shall be responsible for approving position descriptions and for authorizing recruitment. A copy of the position vacancy shall be submitted if and as needed or required to System Administration for clearance to proceed in the recruitment process. Notices of the position vacancy shall be distributed by the appropriate academic administrative officer and the department chairperson.

(4) The department shall have responsibility for careful screening of all applications received and for the recommendation of candidates to be invited to the campus for interviews. Departmental review and judgement shall be the operative step in the recruiting process. In the case of creation of a new department, appropriate academic administrative officers shall give consideration to the judgment of the faculty of related disciplines.

(5) Each fall semester, the appropriate academic administrative officer shall distribute to department chairpersons such instructions and sample record forms as will facilitate compliance with affirmative action obligations and procedures as well as budgetary requirements. The Affirmative Action Office shall advise appropriate administrative officers and department chairpersons of the status of current utilization of women and minorities in each department/unit. Where underutilization exists, departments will be required to establish affirmative action goals for the hiring of women and/or minorities prior to the initiation of recruitment efforts.

UWS 3.03 Appointments--general.

The faculty of each institution, after consultation with appropriate students and with the approval of the chancellor, shall develop rules relating to faculty appointments. Each person to whom an appointment is offered must receive an appointment letter in which an authorized official of the institution details the terms and conditions of the appointment, including but not limited to, duration of the appointment, salary, starting date, ending date, general position responsibilities, probation, tenure status, and crediting of prior service. Accompanying this letter shall be an attachment detailing institutional and system rules and procedures relating to faculty appointments. If the appointment is subject to the advance approval of the board, a statement to this effect must be included in the letter.

History: Cr. Register, January, 1975, No. 229, eff. 2-1-75.

UWL 3.03 Appointments--general.

(1) Appointments to the teaching staff of a department shall be made as probationary faculty, with the limited exceptions provided for in UWS 3.04 of the Wisconsin Administrative Code and in the current UWL tenure density policy. The number of probationary faculty appointments in a department shall not be limited by the tenure density guidelines. Temporary appointments as fixed-term instructional academic staff, as provided for in UWL 10.01, may be used in some instances at the request of a department and with the approval of the dean.

(2) Appointments and all terms of appointments shall be made only if based on an affirmative recommendation of the department and with the approval of the appropriate academic administrative officers.

(3) Copies of all official appointment documents shall be supplied by the chancellor to the faculty member appointed and to the department.

(4) Any subsequent extensions or modifications of an appointment, and any special understandings, or any notices incumbent upon either part to provide, shall be stated or confirmed in writing by the chancellor. Copies shall be given to the faculty member and to the department chairperson, and a copy shall become a part of the faculty member's permanent file.

Note: Please read in conjunction with the following UW-L local supplementary rule, which is not Board approved and may be revised by joint action of the Faculty Senate and Chancellor without submitting revisions to UWS or the Board.

Throughout the rules the term "department" refers to departments and to all equivalent functional units; and "college" to all units similar to college, such as schools and divisions.

The term "department" shall be limited to instructional entities which include among their major functions credit-producing teaching activities (lecture and/or laboratory) and the primary functions of which are instruction and research related to the body of knowledge being taught. *The rules in this section augment information found in the Wisconsin Administrative Code for the University of Wisconsin System and the UW-L Faculty Personnel Rules. These documents are issued to all faculty in addition to this handbook.

UWS 3.04 Probationary appointments.

(1) Each institution's rules for faculty appointments shall provide for a maximum 7-year probationary period in a full-time position, and may provide for a longer maximum probationary period in a part-time position of at least half time. Such rules may permit appointments with shortened probationary periods or appointments to tenure without a probationary period. Provision shall be made for the appropriate counting of prior service at other institutions and at the institution. Tenure is not acquired solely because of years of service.

(2) A leave of absence, sabbatical or a teacher improvement assignment does not constitute a break in continuous service and shall not be included in the 7-year period under sub. (1).

(3) Circumstances in addition to those identified under sub. (2) that do not constitute a break in continuous service and that shall not be included in the 7-year period include responsibilities with respect to childbirth or adoption, significant responsibilities with respect to elder or dependent care obligations, disability or chronic illness, or circumstances beyond the control of the faculty member, when those circumstances significantly impede the faculty member's progress toward achieving tenure. It shall be presumed that a request made under this section because of responsibilities with respect to childbirth or adoption shall be approved. A request shall be made before a tenure review commences under s. UWS 3.06 (1) (c). A request for additional time because of responsibilities with respect to childbirth or adoption shall be initiated in writing by the probationary faculty member concerned and shall be submitted to a designated administrative officer who shall be authorized to grant a request and who shall specify the length of time for which the request is granted. Except for a request because of responsibilities with respect to childbirth or adoption, a request made because of other circumstances under this section shall be submitted to a designated administrative officer who shall be authorized to grant a request in accordance with institutional policies. A denial of a request shall be in writing and shall be based upon clear and convincing reasons. More than one request may be granted because of responsibilities with respect to childbirth or adoption. More than one request may be granted to a probationary faculty member but the total, aggregate length of time of all requests, except for a request because of responsibilities with respect to childbirth or adoption, granted to one probationary faculty member ordinarily shall be no more than one year. Each institution shall develop procedures for reviewing the requests.

(4) If any faculty member has been in probationary status for more than 7 years because of one or more of the reasons set forth in sub. (2) or (3), the faculty member shall be evaluated as if he or she had been on probationary status for 7 years.

Example: A faculty member has been on probationary status for a total of 9 years because the faculty member was granted 2 requests under sub. (3) for one-year extensions because of the birth of 2 children. The faculty member's teaching, research and professional and public service and contribution to the institution shall be evaluated as if the faculty member had only 7 years to work towards achieving tenure, rather than as if the faculty member had been working towards achieving tenure for 9 years.

History: Cr. Register, January, 1975, No. 229, eff. 2-1-75; renum. to be (1) and am., cr. (2) to (4), Register, February, 1994, No. 458, eff. 3-1-94.

UWL 3.04 Probationary appointments.

(1) Probationary appointments may be for one year or for other stated periods, subject to renewal. The total period of full-time service prior to the awarding of tenure shall not exceed seven years. Full-time service with the rank of instructor or higher in other institutions of higher learning and/or full-time service with an instructional staff appointment (or equivalent) at UW-La Crosse or other institutions of higher learning may be counted as part of the probationary period.  The lengh of the probationary period shall be stated by the chancellor in writing at the time of initial appointment.

(2) There shall be two kinds of faculty appointments, full-time appointments and part-time appointments, either of which may be tenure appointments. The maximum probationary periods prior to the awarding of tenure for full-time appointments and part-time appointments of half time or more are as follows:

(a) Maximum probation for full-time tenured appointments shall be:

    (i) seven full-time years, or
    (ii) for any combination of full-time and part-time appointments in which the final three years are consecutive full-time years:
        four part-time semesters and six full-time years, or
        eight part-time semesters and five full-time years, or
        twelve part-time semesters and four full-time years, or
        fourteen part-time semesters and three full-time years.

 

(b) Maximum probation for part-time tenured appointments (See Merger Law 36.13 (2)) shall be:

    (i) fourteen part-time semesters, or
    (ii) any combination of full-time and part-time appointments accumulating to seven academic years.

(3) The circumstances described in UWS 3.04 (2) and (3) do not constitute a break in continuous service and shall not be included as part of the maximum probationary period.

(4) A leave of absence, sabbatical or a teacher improvement assignment which is approved by the Provost/Vice Chancellor shall be documented in the faculty member's personnel file. The length of any of these circumstances shall be rounded to the nearest semester or academic year. The effect of any of these circumstances on the faculty member's tenure decision date shall be noted in that faculty member's annual retention letter.

The UWL administrative officer designated to act on faculty requests made under UWS 3.04(3) to exclude a certain time period from the maximum probationary period is the Provost/Vice Chancellor. To initiate the process the faculty member shall submit a written request to the member's department chair. In case of membership in more than one department, the request shall be submitted to the chair of the department in which the faculty member would hold a tenured appointment (if granted) after being continuously reappointed throughout the probationary period. Such requests can be made at any time during the probationary period. However, a request made during the academic year in which the faculty member's tenure decision is scheduled must be submitted to the department chair at least ten days prior to the scheduled date of the departmental tenure review meeting for the faculty member. The department shall review the request and forward it along with a recommendation to the Dean of the College who, after reviewing the faculty member's request and the departmental recommmendation, shall forward these two items along with a recommendation to the Provost/Vice Chancellor for final action. Departments, deans, and the Provost/Vice Chancellor shall have written procedures for reviewing such requests. The procedures shall ensure compliance with the presumption (UWS 3.04(3)) that requests because of responsibilities with respect to childbirth or adoption shall be approved. In addition, for requests made under any of the other circumstances described in UWS 3.04(3), an unfavorable recommendation by the department or dean, or a denial by the Provost/Vice Chancellor, shall be in writing and shall be based upon clear and convincing reasons.

The time related to circumstances in UWS (2) and the time requested and approved in circumstances indicated in UWS (3) will be converted to the nearest full semester or academic year and recorded in the annual appointment letter to the faculty member. This letter will inform the faculty member of the status of the tenure decision time line either confirming it has remained the same or that it has been extended by circumstances indicated above.

(5) Nothing in this process shall be construed as preventing a faculty member from requesting an early tenure decision.

(6) Faculty members on part-time appointments with tenure shall acquire full-time appointments with tenure either upon completing the maximum probation period under (2) (a) or three consecutive years full-time employment subsequent to acquiring tenure. The final year of the three must be an appointment made subsequent to the effective date of these local rules.

(7) In exceptional cases appointments to tenure may occur with no probationary period or with a shortened probationary period if the appropriate (involved) department and the chancellor so agree. If such an agreement between the department and the chancellor occurs, the appointee shall be informed in writing of that agreement and approval at the time of the initial appointment or reappointment.

(8) A faculty member on probation who resigns or is nonrenewed and is reappointed after a break in service, shall be credited with all prior probationary years of service at UW-La Crosse.

(9) Prior professional service may be counted for promotion and salary, and for purposes other than tenure or seniority, except as provided elsewhere in these rules.

Revision approved on April 12, 1999 by Chancellor Kuipers.
Revision approved by the Board of Regents on December 10, 1999, Resolution 8038.

UWS 3.05 Periodic review.

The faculty and chancellor of each institution, after consultation with appropriate students, shall establish rules providing for periodic review of faculty performance.

History: Cr. Register, January, 1975, No. 229, eff. 2-1-75.

UWL 3.05 Periodic Review.

(1) Requirement for evaluation. Performance of all faculty members shall be reviewed annually. The areas of review shall include teaching, scholarship, and service (professional and university). Departments shall establish written bylaws specifying the review procedures. The bylaws shall include the criteria used in the review, how the criteria are applied, the occasions and methods of review, and any appellate procedures. The review procedures shall also provide faculty members with the opportunity to document their performance in the review areas for the time period under review. These bylaws shall be filed with the appropriate academic dean for the purpose of ensuring compliance with UWS and UWL personnel rules and faculty policies.

The results of the review shall be used in making recommendations for salary adjustments, retention, tenure, promotion, tenured faculty review and development, and for other considerations as needed. The review criteria used for making these different recommendations need not be identical; departments may conduct separate reviews as needed. The results of reviews for a faculty member over a period of several consecutive years shall be part of the basis for making retention, tenure, promotion, and tenured faculty review and development recommendations for the faculty member.

(2) Methods of Review

(a) Teaching. The methods used to review teaching shall include both peer and student evaluation. These methods may also include self-evaluation.

1. Student evaluation of instruction shall be governed by regulations established by the Board of Regents. Additional regulations may be established by the Chancellor, the UW-La Crosse Faculty Senate, and departments after consultation with students where appropriate. Departments shall design the instruments used to obtain student evaluation of instruction data.

2. Peer and self-evaluation shall be governed by regulations established by the Board of Regents, the Chancellor, the UW-La Crosse Faculty Senate, and departments. Departmental bylaws shall govern the collection and use of the peer evaluation data.

(b) Scholarship and Service. Peer evaluation shall be used to review scholarship and service. Departmental bylaws shall govern the interpretation of the peer evaluation data.

(3) Procedures.

(a) At least 20 days prior to a review, the department chairperson shall notify each faculty member of the date of the review and provide each faculty member with the appropriate form to be used to report the member's performance in the review areas for the time period under review. The department chairperson shall inform each faculty member of the date by which these forms should be completed and submitted. Faculty members are responsible for completing their own evaluation form.

(b) Within 14 days after completion of the review of a faculty member, a written report of the results of the review shall be given to the faculty member. Results shall be reported for each of the review areas.

UWS 3.06 Renewal of appointments and granting of tenure.

(1)(a) General. Appointments may be granted only upon the affirmative recommendation of the appropriate academic department, or its functional equivalent, and the chancellor of an institution. When specified by the board, the institutional recommendation shall be transmitted by the president of the system with a recommendation to the board for action. Tenure appointments may be granted to any ranked faculty member who holds or will hold a half-time appointment or more. The proportion of time provided for in the appointment may not be diminished or increased without the mutual consent of the faculty member and the institution, unless the faculty member is dismissed for just cause, pursuant to s. 36.13 (5), Stats., or is terminated or laid off pursuant to s. 36.21, Stats.

(b) Criteria. Decisions relating to renewal of appointments or recommending of tenure shall be made in accordance with institutional rules and procedures which shall require an evaluation of teaching, research, and professional and public service and contribution to the institution. The relative importance of these functions in the evaluation process shall be decided by departmental, school, college, and institutional faculties in accordance with the mission and needs of the particular institution and its component parts. Written criteria for these decisions shall be developed by the appropriate institutional faculty bodies. Written criteria shall provide that if any faculty member has been in probationary status for more than 7 years because of one or more of the reasons set forth in s. UWS 3.04 (2) or (3), the faculty member shall be evaluated as if he or she had been in probationary status for 7 years.

(c) Procedures. The faculty and chancellor of each institution, after consultation with appropriate students, shall establish rules governing the procedures for renewal or probationary appointments and for recommending tenure. These rules shall provide for written notice of the departmental review to the faculty member at least 20 days prior to the date of the departmental review, and an opportunity to present information on the faculty member's behalf. The probationary faculty member shall be notified in writing within 20 days after each decision at each reviewing level. In the event that a decision is made resulting in nonrenewal, the procedures specified in s. UWS 3.07 shall be followed.

History: Cr. Register, January, 1975, No. 229, eff. 2-1-75; am. (1) (b), Register, February, 1994, No. 458, eff. 3-1-94; correction in (1) (a) made under s. 13.93 (2m) (b) 5, Stats., Register, February, 1994, No. 458.

UWL 3.06 Renewal of appointments and granting of tenure.

(1) Renewal of appointments and granting of tenure require probationary faculty to be reviewed at three levels in the following order: 1) department; 2) college dean; and 3) chancellor. The process advances as the department's decision and the dean's recommendations are forwarded, in writing, to the chancellor. The timing of the reviews is determined by the university's Personnel Schedule Deadlines.

(2) The probationary faculty member shall be notified in writing within seven days after each decision or recommendation at each reviewing level.

(3) When a negative renewal/tenure decision or recommendation is made at any reviewing level, the provisions of UWS 3.07/UWL 3.07 on reconsideration and UWS 3.08/UWL 3.08 on appeal shall apply.

(4) The initial review of probationary faculty shall be conducted by the tenured faculty of the appropriate department in a manner determined by the tenured members. If there are no tenured members in the department, the appropriate supervisor who is tenured shall make the determination. Department procedures for review, criteria for retention and tenure, and the weighting of criteria shall be documented and on file in the appropriate dean's office. Any changes to department procedures, criteria, and their weighting during the six month period preceding the review shall not be applicable to the review.

(5) The department chair shall give written notice of the department review to the probationary faculty member at least 20 days prior to the date of the review. The probationary faculty member may present wiwrtten and oral support for renewal. The requirements of sub chapter IV of Chapter 19, Wisconsin Statutes concerning open meeting of governmental bodies shall apply.

(6) An affirmative decision by the department or a successful reconsideration by the department that reverses an earlier nonrenewal decision is required for renewal and tenure.

(7) The department shall forward the decision and the vote results to the appropriate dean (or other administrative officer). The dean shall submit to the chancellor a written recommendation either affirming or not affirming the department decision. The dean's criteria for renewal and tenure shall be consistent with department criteria. Further, the dean shall take the magnitude of the faculty vote into account when making the recommendation.

(8) Following a nonrevewal decision at the department level, and reconsideration and appeal that do not reverse the decision, the department's decision and the vote results shall be forwarded to the appropriate dean (or other administrative officer). The dean shall submit to the chancellor a recommendation either affirming or not affirming the department decision. The dean's criteria for renewal and tenure shall be consistent with department criteria. Further, the dean shall take the magnitude of the faculty vote into account when making the recommendation.

(9) Following an affirmataive decision at the department level, but a nonrenewal recommendation at the dean level and reconsideration and appeal that do not reverse the recommendation, the process advances to the chancellor.

(10) If the department's decision and the dean's recommendations are both positive the chancellor's decision should be positive unless there are compelling reasons for a negative decision. A faculty member who is denied renewal/tenure at this stage may request the reasons in writing within 10 days. Written reasons shall be provided to the faculty member within 10 days of the receipt of the request. The reasons then become part of the official file of the faculty member.

UWL 3.06 was revised and approved by the Faculty Senate, approved by Chancellor Kuipers on April 15, 1998 and approved by the Board Of Regents on June 5, 1998.

[Previous policy]

UWS 3.07 Nonrenewal of probationary appointments.

(1) (a) Rules and procedures. The faculty and chancellor of each institution, after consultation with appropriate students, shall establish rules and procedures for dealing with instances in which probationary faculty appointments are not renewed. These rules and procedures shall provide that, upon the timely written request of the faculty member concerned, the department or administrative officer making the decision shall, within a reasonable time, give him or her written reasons for nonrenewal. Such reasons shall become a part of the personnel file of the individual. Further, the rules and procedures shall provide for reconsideration of the initial nonrenewal decision upon timely written request.

(b) Reconsideration. The purpose of reconsideration of a nonrenewal decision shall be to provide an opportunity to a fair and full reconsideration of the nonrenewal decision, and to insure that all relevant material is considered.

1. Such reconsideration shall be undertaken by the individual or body making the nonrenewal decision and shall include, but not be limited to, adequate notice of the time of reconsideration of the decision, an opportunity to respond to the written reasons and to present any written or oral evidence or arguments relevant to the decision, and written notification of the decision resulting from the reconsideration.

2. Reconsideration is not a hearing or an appeal, and shall be non-adversary in nature.

3. In the event that a reconsideration affirms the nonrenewal decision, the procedures specified in s. UWS 3.08 shall be followed.

History: Cr. Register, January, 1975, No. 229, eff. 2-1-75.

UWL 3.07 Nonrenewal of probationary faculty member's appointment.

(1) In making a decision of nonrenewal, the authorized official (or body) shall inform the appointee early enough to allow time for possible reconsideration and appeal and adequate notice of nonrenewal.

(2) The Right to Reconsideration at the lowest level where a nonrenewal recommendation or decision is made: An authorized official (or body) who makes a recommendation of nonrenewal shall formulate and retain written reasons for the decision. If the faculty member wishes reasons he/she shall request them in writing within 10 days. Written reasons shall be provided the faculty member within 10 days of the receipt of the written request. The reasons then become part of the official personnel file of the faculty member.

(3) If the faculty member wishes a reconsideration of the initial nonrenewal recommendation, he/she shall request a reconsideration meeting in writing within two weeks of the receipt of the copy of the reasons.

(4) The meeting for reconsideration with the authorized official or body shall be held within two weeks of the receipt of the request. The faculty member shall be notified a minimum of seven days prior to the meeting. At the reconsideration meeting the authorized official (or body) and the faculty member shall be present. Each may choose up to two members of the university community to be present also. These third parties may question either of the other parties and make comments to them. These third parties also shall file a report of the reconsideration meeting with the authorized official and the faculty member. In later appeals such third parties may be called as witnesses. The faculty member may make a personal presentation at the reconsideration meeting. The meeting shall be held in accordance with sub chapter IV of Chapter 19, Wisconsin Statutes.

(5) At the meeting for reconsideration the faculty member is entitled to present documentary evidence. The reconsideration is not a hearing nor an appeal and shall be non-adversary in nature. Its purpose is to allow the faculty member an opportunity to persuade the authorized official or group to change the recommendation of nonrenewal by challenging the stated reasons and/or by offering additional evidence. The burden of proof is on the faculty member requesting the reconsideration. This reconsideration proceeding shall occur at the lowest level where a nonrenewal recommendation was made.

(6) Following the reconsideration, the authorized official or group shall forward a recommendation (with written reasons) to the next immediate supervisor. A copy of the recommendation and the reasons shall also be sent to the probationary faculty member within seven days of the reconsideration.

UWS 3.08 Appeal of a nonrenewal decision.

(1) The faculty and chancellor of each institution, after consultation with appropriate students, shall establish rules and procedures for the appeal of a nonrenewal decision. Such rules and procedures shall provide for the review of a nonrenewal decision by an appropriate standing faculty committee upon written appeal by the faculty member concerned within 20 days of notice that the reconsideration has affirmed the nonrenewal decision (25 days if notice is by first class mail and publication). Such review shall be held not later than 20 days after the request, except that this time limit may be enlarged by mutual consent of the parties, or by order of the review committee. The faculty member shall be given at least 10 days notice of such review. The burden of proof in such an appeal shall be on the faculty member, and the scope of the review shall be limited to the question of whether the decision was based in any significant degree upon one or more of the following factors, with material prejudice to the individual:

(a) Conduct, expressions, or beliefs which are constitutionally protected, or protected by the principles of academic freedom, or

(b) Factors proscribed by applicable state or federal law regarding fair employment practices, or

© Improper consideration of qualifications for reappointment or renewal. For purposes of this section, "improper consideration" shall be deemed to have been given to the qualifications of a faculty member in question if material prejudice resulted because of any of the following:

1. The procedures required by rules of the faculty or board were not followed, or

2. Available data bearing materially on the quality of performance were not considered, or

3. Unfounded, arbitrary or irrelevant assumptions of fact were made about work or conduct.

(2) The appeals committee shall report on the validity of the appeal to the body or official making the nonrenewal decision and to the appropriate dean and the chancellor.

(3) Such a report may include remedies which may, without limitation because of enumeration, take the form of a reconsideration by the decision maker, a reconsideration by the decision maker under instructions from the committee, or a recommendation to the next higher appointing level. Cases shall be remanded for reconsideration by the decision maker in all instances unless the appeals committee specifically finds that such a remand would serve no useful purpose. The appeals committee shall retain jurisdiction during the pendency of any reconsideration. The decision of the chancellor will be final on such matters.

History: Cr. Register, January, 1975, No. 229, eff. 2-1-75.

UWL 3.08 Appeal of a nonrenewal decision.

(1) The standing committee to hear appeals of a nonrenewal decision shall be the same hearing committee established under UWL 4.03.

(2) The appellant shall send a written request for a review of his/her case to the hearing committee and shall include a statement of the factors alleged to be materially prejudicial (see UWS 3.08 (1) a, b, c) and shall provide evidence to support his/her claim. The Hearing Committee may deny further consideration of the case if these materials are not provided.

(3) The hearing shall be held in conformity with sub chapter IV, Chapter 19, Wisconsin Statutes.

(4) While providing due process, the faculty hearing committee shall not be bound by common law or statutory rules of evidence.

(5) The Hearing Committee shall report its recommendations to the body or the officials involved in the nonrenewal decision. The Hearing Committee also shall inform the faculty member of the recommendations if the officials do not do so within two working days.

(6) The recommendation of the committee shall be based on a majority vote of the committee members hearing the case.

(7) If the Hearing Committee finds that impermissible factors, as defined in UWS 3.08 (1)(a),(b) and (c), were involved in reaching a decision not to recommend tenure, and after all required reconsiderations have been completed, the Chancellor shall direct the Provost/Vice Chancellor to appoint an ad hoc committee of no fewer than five (5) tenured faculty members. Committee members may be off campus peers but may not be members of the appellant's department or its functional equivalent. No person may be appointed to the ad hoc committee unless the person is knowledgeable in the appellant's academic field or in a substantially similar field. The Provost/Vice Chancellor shall consult with the appellant's Dean to ensure that persons appointed to the ad hoc committee are so qualified. The ad hoc committee shall conduct a new review of the appellant's record with reference to the department's criteria for tenure. The appellant shall be afforded an opportunity to make an appearance before the committee and answer questions. Upon completion of the review, the ad hoc committee shall vote on whether the appellant should be granted tenure. The ad hoc committee shall submit a report of their findings to the Chancellor and provide a copy to the appellant. The findings of the ad hoc committee shall not be based on impermissible factors, as defined in UWS 3.08 (1)(a), (b) and (c).

If a majority of the ad hoc committee has recommended that tenure may be granted, the Chancellor may then recommend to the Board of Regents that a tenure appointment be granted without the concurrence of the appellant's department or functional equivalent.

UWS 3.09 Notice periods.

(1) A faculty member who is employed on probationary appointment pursuant to s. 36.13, Stats., shall be given written notice of reappointment or non-reappointment for another academic year in advance of the expiration of the current appointment as follows:

(a) When the appointment expires at the end of an academic year, not later than March 1 of the first academic year and not later than December 15 of the second consecutive academic year of service;

(b) If the initial appointment expires during an academic year, at least 3 months prior to its expiration; if a second consecutive appointment terminates during the academic year, at least 6 months prior to its expiration;

© After 2 or more years of continuous service at an institution of the university of Wisconsin system, such notice shall be given at least 12 months before the expiration of the appointment.

History: Cr. Register, January, 1975, No. 229. eff. 2-1-75.

UWS 3.10 Absence of proper notification.

If proper notice is not given in accordance with s. UWS 3.09, the aggrieved faculty member shall be entitled to a one-year terminal appointment. Such appointments, however, shall not result in the achievement of tenure.

History: Cr. Register, January, 1975, No. 229, eff. 2-1-75.

UWS 3.11 Limitation.

Tenure and probationary appointments are in a particular institution; a tenure appointment is limited to the institution in which the appointment is held, unless another institution has, through normal procedures and explicit agreement, undertaken to share in the appointment. The explicit agreement shall specify both the tenure responsibility and the budget responsibility.

History: Cr. Register, January, 1975, No. 229, eff. 2-1-75.

Chapter 4: Procedures for Dismissal

UWS 4.01 Dismissal for cause.

(1) Any faculty member having tenure may be dismissed only by the board and only for just cause and only after due notice and hearing. Any faculty member having a probationary appointment may be dismissed prior to the end of his/her term of appointment only by the board and only for just cause and only after due notice and hearing. A decision not to renew a probationary appointment or not to grant tenure does not constitute a dismissal.

(2) A faculty member is entitled to enjoy and exercise all the rights and privileges of a United States citizen, and the rights and privileges of academic freedom as they are generally understood in the academic community. This policy shall be observed in determining whether or not just cause for dismissal exists. The burden of proof of the existence of just cause for a dismissal is on the administration.

History: Cr. Register, January, 1975, No. 229, eff. 2-1-75.

UWS 4.02 Responsibility for charges.

(1) Whenever the chancellor of an institution within the university of Wisconsin system receives a complaint against a faculty member which he/she deems substantial and which, if true, might lead to dismissal under s. UWS 4.01, the chancellor shall within a reasonable time initiate an investigation and shall, prior to reaching a decision on filing charges, offer to discuss the matter informally with the faculty member. A faculty member may be dismissed only after receipt of a written statement of specific charges from the chancellor as the chief administrative officer of the institution and, if a hearing is requested by the faculty member, in accordance with the provisions of this chapter. If the faculty member does not request a hearing, action shall proceed along normal administrative lines but the provisions of ss. UWS 4.02, 4.09, and 4.10 shall still apply.

(2) Any formal statement of specific charges for dismissal sent to a faculty member shall be accompanied by a statement of the appeal procedures available to the faculty member.

(3) The statement of charges shall be served personally or by certified mail, return receipt requested. If such service cannot be made within 20 days, service shall be accomplished by first class mail and by publication as if the statement of charges were a summons and the provisions of s. 262.06 (1) (c), Stats., were applicable. Such service by mailing and publication shall be effective as of the first insertion of the notice of statement of charges in the newspaper.

History: Cr. Register, January, 1975, No. 229, eff. 2-1-75.

UWS 4.03 Standing faculty committee.

The faculty of each institution shall provide a standing committee charged with hearing dismissal cases and making recommendations under this chapter. This standing faculty committee shall operate as the hearing agent for the board pursuant to s. 227.12, Stats., and conduct the hearing, make a verbatim record of the hearing, prepare a summary of the evidence and transmit such record and summary along with its recommended findings of law and decision to the board according to s. UWS 4.07.

History: Cr. Register, January, 1975, No. 229, eff. 2-1-75.

UWL 4.03 Standing faculty committee.

The faculty standing committee for dismissal cases shall be the hearing committee specified in the Faculty Senate By-laws.

UWS 4.04 Hearing.

If the faculty member requests a hearing within 20 days of notice of the statement of charges (25 days if notice is by first class mail and publication), such a hearing shall be held not later than 20 days after the request except that this time limit may be enlarged by mutual written consent of the parties, or by order of the hearing committee. The request for a hearing shall be addressed in writing to the chairperson of the standing faculty committee created under s. UWS 4.03.

History: Cr. Register, January, 1975, No. 229, eff. 2-1-75.

UWS 4.05 Adequate due process.

(1) A fair hearing for a faculty member whose dismissal is sought under s. UWS 4.01 shall include the following:

(a) Service of written notice of hearing on the specific charges at least 10 days prior to the hearing;

(b) A right to the names of witnesses and of access to documentary evidence upon the basis of which dismissal is sought;

(c) A right to be heard in his/her defense;

(d) A right to counsel and/or other representatives, and to offer witnesses;

(e) A right to confront and cross-examine adverse witnesses;

(f) A verbatim record of all hearings, which might be a sound recording, provided at no cost;

(g) Written findings of fact and decision based on the hearing record;

(h) Admissibility of evidence governed by s. 227.10, Stats.

History: Cr. Register, January, 1975, No. 229, eff. 2-1-75.

UWS 4.06 Procedural guarantees.

(1) Any hearing held shall comply with the requirements set forth in s. UWS 4.05. The following requirements shall also be observed:

(a) The burden of proof of the existence of just cause is on the administration or its representatives;

(b) No faculty member who participated in the investigation of allegations leading to the filing of a statement of charges, or in the filing of a statement of charges, or who is a material witness shall be qualified to sit on the committee in that case;

(c) The hearing shall be closed unless the faculty member under charges requests an open hearing, in which case it shall be open (see s. 66.77, Stats., Open Meeting Law);

(d) The faculty hearing committee may, on motion of either party, disqualify any one of its members for cause by a majority vote. If one or more of the faculty hearing committee members disqualify themselves or are disqualified, the remaining members may select a number of other members of the faculty equal to the number who have been disqualified to serve, except that alternative methods of replacement may be specified in the rules and procedures adopted by the faculty establishing the standing committee under s. UWS 4.03;

(e) The faculty hearing committee shall not be bound by common law or statutory rules of evidence and may admit evidence having reasonable probative value but shall exclude immaterial, irrelevant, or unduly repetitious testimony, and shall give effect to recognized legal privileges;

(f) If the faculty hearing committee requests, the chancellor shall provide legal counsel after consulting with the committee concerning its wishes in this regard. The function of legal counsel shall be to advise the committee, consult with them on legal matters, and such other responsibilities as shall be determined by the committee within the provisions of the rules and procedures adopted by the faculty of the institution in establishing the standing faculty committee under s. UWS 4.03;

(g) If a proceeding on charges against a faculty member not holding tenure is not concluded before the faculty member's appointment would expire, he/she may elect that such proceeding be carried to a final decision. Unless he/she so elects in writing, the proceeding shall be discontinued at the expiration of the appointment;

(h) If a faculty member whose dismissal is sought has requested a hearing, discontinuance of the proceeding by the institution is deemed a withdrawal of charges and a finding that the charges were without merit;

(i) Nothing in paragraph (h) shall prevent the settlement of cases by mutual agreement between the administration and the faculty member, with board approval, at any time prior to a final decision by the board;

(j) Adjournment shall be granted to enable either party to investigate evidence as to which a valid claim of surprise is made.

History: Cr. Register, January, 1975, No. 229, eff. 2-1-75.

UWS 4.07 Recommendations: to the chancellor: to the regents.

(1) The faculty hearing committee shall send to the chancellor and to the faculty member concerned, as soon as practicable after conclusion of the hearing, a verbatim record of the testimony and a copy of its report, findings, and recommendations. The committee may determine that while adequate cause for discipline exists, some sanction less severe than dismissal is more appropriate. Within 20 days after receipt of this material the chancellor shall review it and afford the faculty member an opportunity to discuss it. The chancellor shall prepare a written recommendation within 20 days following the meeting with the faculty member, unless his/her proposed recommendation differs substantially from that of the committee. If the chancellor's proposed recommendations differ substantially from those of the faculty hearing committee, the chancellor shall promptly consult the faculty hearing committee and provide the committee with a reasonable opportunity for a written response prior to forwarding his/her recommendation. If the recommendation is for dismissal, the recommendation shall be submitted through the president of the system to the board. A copy of the faculty hearing committee's report and recommendations shall be forwarded through the president of the system to the board along with the chancellor's recommendation. A copy of the chancellor's recommendation shall also be sent to the faculty member concerned and to the faculty committee.

(2) Disciplinary action other than dismissal may be taken by the chancellor, after affording the faculty member an opportunity to be heard on the record, except that, upon written request by the faculty member, such action shall be submitted as a recommendation through the president to the board together with a copy of the faculty hearing committee's report and recommendation.

History: Cr. Register, January, 1975, No. 229, eff. 2-1-75.

UWS 4.08 Board review.

(1) If the chancellor recommends dismissal, the board shall review the record before the faculty hearing committee and provide an opportunity for filing exceptions to the recommendations of the hearing committee or chancellor, and for oral arguments, unless the board decides to drop the charges against the faculty member without a hearing or the faculty member elects to waive a hearing. This hearing shall be closed unless the faculty member requests an open hearing (see s. 66.77, Stats., Open Meeting Law).

(2) If, after the hearing, the board decides to take action different from the recommendation of the faculty hearing committee and/or the chancellor, then before taking final action the board shall consult with the faculty hearing committee and/or the chancellor, as appropriate.

(3) If a faculty member whose dismissal is sought does not request a hearing pursuant to s. UWS 4.04 the board shall take appropriate action upon receipt of