CHAPTER III. Faculty Responsibilities (2010)
3.1. Academic Advisement
3.2. Chapel / Convocation Attendance
3.3. Class Rosters
3.4. Code of Ethics Policy
3.5. Committee Assignments
3.6. Course Syllabi
3.7. Coursework Accommodations for Athletes and Debaters
3.8. Faculty Organization
3.9. Final examinations
3.10. Grade Dispute Policy
3.11. Graduation
3.12. Independent Study
3.13. Meeting Classes
3.14. Midterm Progress Report
3.15. Office Hours
3.16. Online Evaluations
3.17. Outside Employment
3.18. Registration
3.19. Sale of Required Course Materials to Students
3.20. Teaching Load
3.21. Testing and Grading
3.22. University-Wide Faculty Conference
3.23. Workload Allocation
3.1 ACADEMIC ADVISEMENT
(Included since 1978; modified 1988; updated 2006)
Seaver College considers academic advising to be a collaborative effort between faculty
and staff. As it is important for students to be advised effectively in their general studies
requirements as well as in their major, each student has at least three advisors during the
course of her/his Pepperdine experience. The following outline briefly describes the
program of advisement.
1. Incoming first-year students will be advised by their first-year seminar professor
and/or academic advisor in the Academic Advising Center (AAC) for the first
semester of enrollment. After completion of the first semester, students who have
declared a major will be assigned an additional faculty advisor within their discipline
(major). Those students who have not declared a major after the completion of the
first semester will continue to be advised by the first-year seminar professor and
academic advisor in the AAC.
2. When students change majors, OneStop and/or AAC will work with the division
offices to assign a new faculty advisor.
3. Credit summaries (Degree Audit Reports) are maintained electronically via the
software package ON COURSE, which is accessible to all faculty members via the
University computer network.
4. The faculty advisor may monitor the continued career of each advisee, utilizing
semester grade reports and noting the student's progress toward graduation on the
credit summary and through ON COURSE.
5. When a student submits an application for graduation, the AAC will assume
responsibility for approving the application, taking into account (1) general studies
requirements, (2) total units requirements, and (3) grade point average.
6. During academic advisement, or at other times, a faculty member may conclude that a
particular student needs additional counseling concerning personal problems. Faculty
members are encouraged to develop mentoring relationships with students in which
they provide support and advice. At times, professional counseling is also needed. If
a student’s personal problems seem severe, impact health or safety, and/or do not
seem to be improving in time, faculty are encouraged to refer students to the
Counseling Center.
3.2 CHAPEL ATTENDANCE
(Included since 1978; language modified in 1988 and 1998; modified 2010)
Regular attendance at the weekly chapel held on Wednesday at 10 a.m. is a professional
responsibility at Seaver College. The faculty demonstrates support for the special
mission of Seaver College by attending these programs which affirm Christian faith and
values. Faculty members are especially encouraged to participate in the weekly assembly
at the Firestone Fieldhouse, where the majority of students choose to attend. In addition,
regular chapel programs provide faculty members the opportunity to worship with
students and colleagues. Other opportunities include Club Convos and other special
activities which may be faculty led.
3.3. CLASS ROSTERS
(Included since 1978)
Faculty members will receive a tentative class roster (either electronically or in hard
copy) soon after registration day. Following the add/drop period a second class roster
will be sent out. Instructions accompanying this roster must be followed promptly and
explicitly. Discrepancies between the second roster and the students actually in
attendance must be reconciled immediately so that the final grade roster will be accurate.
Photo rosters are also provided.
3.4. CODE OF ETHICS POLICY (See also Appendix C)
(Adopted Jan 2, 2007; modified 2010)
1. Introduction
Pepperdine University is a Christian University committed to the highest standards
of
academic excellence and Christian values. Members of the Pepperdine University
community—faculty, staff, students, administrators, members of the Board of
Regents, members of the University’s advisory boards, and volunteers—are
responsible for maintaining the standards of the institution and of the various
communities in which they live. We value integrity, honesty, and fairness and strive
to integrate these values into our daily practices.
Our ethical expectations are found in Holy Scripture, the University Mission
Statement, the founding vision of George Pepperdine, and the University Affirmation
Statement. Holy Scripture provides the ultimate source for our ethical standards,
including the two great commands taught by Jesus: the duty to love God and love
one’s neighbor as one’s self (Matthew 22: 37-40).
In this spirit, we commit ourselves to the highest standards of ethical conduct. We act
with integrity; we treat others with respect and dignity; we carefully steward the
University’s resources; we avoid conflicts of interest or commitment; we maintain
confidentiality; and we comply with legal and professional obligations. We are
individually accountable for our own actions, and we are collectively accountable for
upholding these standards of behavior and complying with all applicable laws,
policies, standards, and regulations. While human and therefore fallible, we
constantly strive to meet our ethical expectations. Moreover, because the Pepperdine
community is composed of many distinct constituencies, we understand that, beyond
the general ethical principles outlined in this document, we may be subject to
additional rules of conduct specific to our respective roles within the community.
academic excellence and Christian values. Members of the Pepperdine University
community—faculty, staff, students, administrators, members of the Board of
Regents, members of the University’s advisory boards, and volunteers—are
responsible for maintaining the standards of the institution and of the various
communities in which they live. We value integrity, honesty, and fairness and strive
to integrate these values into our daily practices.
Our ethical expectations are found in Holy Scripture, the University Mission
Statement, the founding vision of George Pepperdine, and the University Affirmation
Statement. Holy Scripture provides the ultimate source for our ethical standards,
including the two great commands taught by Jesus: the duty to love God and love
one’s neighbor as one’s self (Matthew 22: 37-40).
In this spirit, we commit ourselves to the highest standards of ethical conduct. We act
with integrity; we treat others with respect and dignity; we carefully steward the
University’s resources; we avoid conflicts of interest or commitment; we maintain
confidentiality; and we comply with legal and professional obligations. We are
individually accountable for our own actions, and we are collectively accountable for
upholding these standards of behavior and complying with all applicable laws,
policies, standards, and regulations. While human and therefore fallible, we
constantly strive to meet our ethical expectations. Moreover, because the Pepperdine
community is composed of many distinct constituencies, we understand that, beyond
the general ethical principles outlined in this document, we may be subject to
additional rules of conduct specific to our respective roles within the community.
2. Acting with Integrity
3. Treating Others with Respect and Dignity
4. Stewarding the University’s Resources
5. Avoiding Conflicts of Interest and Commitment
6. Maintaining Confidentiality
7. Complying with Legal and Professional Obligations
8. Reporting Violations of the Code
9. Conclusion
10. How to Report a Violation of the Code of Ethics
We seek to be people who are honorable, forthright, and upright at all times. Our
commitment to integrity demands more than mere satisfaction of legal and ethical
obligations, although we comply with the law and conform to the highest standards of
ethical conduct. Our commitment to integrity means that we actively discern what is
right from what is wrong; that what we do flows directly from who we are; and that
we seek consistency between our inner self and our outward conduct. We value
people; we speak the truth; we have the courage of our convictions; and we keep our
commitments. We do not condone any form of dishonesty—such as fraud, theft,
cheating, or plagiarism—as described more specifically in student, faculty, and staff
handbooks and policies.
commitment to integrity demands more than mere satisfaction of legal and ethical
obligations, although we comply with the law and conform to the highest standards of
ethical conduct. Our commitment to integrity means that we actively discern what is
right from what is wrong; that what we do flows directly from who we are; and that
we seek consistency between our inner self and our outward conduct. We value
people; we speak the truth; we have the courage of our convictions; and we keep our
commitments. We do not condone any form of dishonesty—such as fraud, theft,
cheating, or plagiarism—as described more specifically in student, faculty, and staff
handbooks and policies.
3. Treating Others with Respect and Dignity
Members of the community are committed to principles of equality and fairness.
We follow the profound truth found in the Golden Rule, “In everything do to others
as you would have them do to you” (Matthew 7:12).
We do not unlawfully discriminate on the basis of any status or condition protected
by applicable federal or state law. Consistent with our affiliation with the Churches
of Christ and our faith heritage, we do seek to hire and promote persons who
support the goals and mission of the University, including, but not limited to, those
who are members of the Churches of Christ.
We respect the inherent worth of each member of the community. We do not
engage in any forms of harassment of others. Those in positions of authority,
including administrators, supervisors, faculty members, and student leaders
exercise their authority fairly and appropriately.
Other expectations about how we treat others with respect and dignity can be found
in University policies and student handbooks.
We follow the profound truth found in the Golden Rule, “In everything do to others
as you would have them do to you” (Matthew 7:12).
We do not unlawfully discriminate on the basis of any status or condition protected
by applicable federal or state law. Consistent with our affiliation with the Churches
of Christ and our faith heritage, we do seek to hire and promote persons who
support the goals and mission of the University, including, but not limited to, those
who are members of the Churches of Christ.
We respect the inherent worth of each member of the community. We do not
engage in any forms of harassment of others. Those in positions of authority,
including administrators, supervisors, faculty members, and student leaders
exercise their authority fairly and appropriately.
Other expectations about how we treat others with respect and dignity can be found
in University policies and student handbooks.
4. Stewarding the University’s Resources
We are good stewards of the University resources entrusted to us and we prepare
accurate and clear reports about those resources. University resources are reserved for
business purposes on behalf of the University. We exercise reasonable judgment in
the use of University resources, acting with care and prudence. We do not use
University resources for personal gain.
We prepare correct and clear financial records and research reports. All entries in
University books and accounts accurately reflect each transaction. In reporting on the
University’s resources, we do not hide, conceal, or mislead; and we promptly report
such misconduct when it is discovered.
accurate and clear reports about those resources. University resources are reserved for
business purposes on behalf of the University. We exercise reasonable judgment in
the use of University resources, acting with care and prudence. We do not use
University resources for personal gain.
We prepare correct and clear financial records and research reports. All entries in
University books and accounts accurately reflect each transaction. In reporting on the
University’s resources, we do not hide, conceal, or mislead; and we promptly report
such misconduct when it is discovered.
5. Avoiding Conflicts of Interest and Commitment
We do not have direct or indirect interests or commitments, financial or otherwise,
which conflict with the proper discharge of our duties to the University. The primary
professional allegiance of all full-time employees lies with Pepperdine University and
the advancement of its mission. We do not solicit or accept any gift, service, or favor
that might reasonably influence the discharge of our duties or that we know or should
know is being offered with the intent to influence our official conduct. We do not
accept other employment or engage in business or professional activities outside of
the University when such work might reasonably cause real or apparent conflicts of
interest or conflicts of commitment. We do not transact business in our official
capacity with any business entity of which we are an officer, agent, or member, or in
which we own a substantial interest without the explicit prior knowledge and
approval of the appropriate senior University officer. We disclose potential conflicts
of interest to the appropriate supervisor or officer as soon as possible after we realize
that a conflict may have arisen. Additional information is located in the University
conflicts of interest policy.
which conflict with the proper discharge of our duties to the University. The primary
professional allegiance of all full-time employees lies with Pepperdine University and
the advancement of its mission. We do not solicit or accept any gift, service, or favor
that might reasonably influence the discharge of our duties or that we know or should
know is being offered with the intent to influence our official conduct. We do not
accept other employment or engage in business or professional activities outside of
the University when such work might reasonably cause real or apparent conflicts of
interest or conflicts of commitment. We do not transact business in our official
capacity with any business entity of which we are an officer, agent, or member, or in
which we own a substantial interest without the explicit prior knowledge and
approval of the appropriate senior University officer. We disclose potential conflicts
of interest to the appropriate supervisor or officer as soon as possible after we realize
that a conflict may have arisen. Additional information is located in the University
conflicts of interest policy.
6. Maintaining Confidentiality
We observe and respect the confidentiality rights of all other members of the
community, and this duty continues even after we are no longer affiliated with the
University. This right of confidentiality applies to all academic, financial, health related,
personnel, or other non-public information protected either by law or by
University policy. However, the right does not preclude the consensual release of
information or the disclosure of information within the University when there is a
legitimate need for its disclosure. E-mail or other uses of the University’s computers
or computer network are for business purposes and are not presumed confidential.
Additional information is located in the University’s Computer and Network
Responsible Usage Policy.
community, and this duty continues even after we are no longer affiliated with the
University. This right of confidentiality applies to all academic, financial, health related,
personnel, or other non-public information protected either by law or by
University policy. However, the right does not preclude the consensual release of
information or the disclosure of information within the University when there is a
legitimate need for its disclosure. E-mail or other uses of the University’s computers
or computer network are for business purposes and are not presumed confidential.
Additional information is located in the University’s Computer and Network
Responsible Usage Policy.
7. Complying with Legal and Professional Obligations
We comply with all state and federal laws and conform to the highest standards of
professional conduct. We transact University business in compliance with all
applicable laws, regulations, and University policies and procedures. We do not
misrepresent our status or authority in our dealings with others. To the extent that we
belong to professions that are governed by standards specific to the profession (such
as attorneys, psychologists, or certified public accountants), we adhere to such
professional standards. We conduct ourselves in accordance with professional
principles for scholarly work, including upholding academic codes of conduct and
professional standards for research.
professional conduct. We transact University business in compliance with all
applicable laws, regulations, and University policies and procedures. We do not
misrepresent our status or authority in our dealings with others. To the extent that we
belong to professions that are governed by standards specific to the profession (such
as attorneys, psychologists, or certified public accountants), we adhere to such
professional standards. We conduct ourselves in accordance with professional
principles for scholarly work, including upholding academic codes of conduct and
professional standards for research.
8. Reporting Violations of the Code
In order to maintain the integrity of the community, we report observed or suspected
violations of this code of ethics with a spirit of fairness, honesty, and respect for the
rights of others. Those who report alleged misconduct and those against whom
allegations are reported are afforded all rights provided by University policies, as well
as all applicable state and federal laws. Those who are found to have violated this
code will be subject to appropriate disciplinary action, up to and including expulsion,
termination of employment, or termination of relationship. Information about
reporting violations of this code may be found in the University policy “How to
Report a Violation of the Code of Integrity.”
violations of this code of ethics with a spirit of fairness, honesty, and respect for the
rights of others. Those who report alleged misconduct and those against whom
allegations are reported are afforded all rights provided by University policies, as well
as all applicable state and federal laws. Those who are found to have violated this
code will be subject to appropriate disciplinary action, up to and including expulsion,
termination of employment, or termination of relationship. Information about
reporting violations of this code may be found in the University policy “How to
Report a Violation of the Code of Integrity.”
9. Conclusion
We are governed by an ethos of care and respect, virtues that transcend the provisions
of this code. We are called to something greater and nobler than mere compliance
with the law or a written code of integrity. We are called “to live a life worthy of the
calling [we] have received . . . , bearing with one another in love” (Ephesians 4:1-2).
We are called to “dedicate ourselves anew to the great cause of beautiful Christian
living” (George Pepperdine’s Dedicatory Address). We are called, ultimately, to lives
of service (University Affirmation Statement). As the University motto instructs us:
“Freely ye received, freely give.”
of this code. We are called to something greater and nobler than mere compliance
with the law or a written code of integrity. We are called “to live a life worthy of the
calling [we] have received . . . , bearing with one another in love” (Ephesians 4:1-2).
We are called to “dedicate ourselves anew to the great cause of beautiful Christian
living” (George Pepperdine’s Dedicatory Address). We are called, ultimately, to lives
of service (University Affirmation Statement). As the University motto instructs us:
“Freely ye received, freely give.”
10. How to Report a Violation of the Code of Ethics
This section provides guidelines for reporting violations or raising concerns about
possible violations of the Pepperdine University Code of Ethics (the Code). The
purpose of the Code is to set forth the ethical expectations of members of the
Pepperdine University community. Other University policies provide specific rules
and regulations that govern the conduct of University community members and the
Code does not modify the application or enforcement of those policies in any way.
Reports about violations of the Code should be made with a spirit of fairness,
honesty, and respect for the rights of others. The University encourages the use of
informal processes when appropriate to resolve questions or concerns about violations
of the Code.
Violations of the Code should be reported in accordance with the process provided
under the applicable University policy. Examples of University policies that set forth
procedures for reporting misconduct include, but are not limited to, the University
Tenure Policy Statement, the University Policy for Responding to Allegations of
Scientific Misconduct, the Seaver College Student Handbook, the Caruso School of Law
Honor Code, the Employee Grievance Procedure (Section 30.1, University Policy
Manual), and the Student Records Policy. Under certain circumstances, reports of
violations may be made anonymously as provided under existing University policies
(see, for example, the policy on Submitting Confidential and Anonymous Complaints
to the Audit Committee of the Board of Regents [section 18, University Financial
Policies]).
For violations or concerns that do not fall under an existing University policy or that
do not have an established reporting process, the following guidelines should be
followed:
possible violations of the Pepperdine University Code of Ethics (the Code). The
purpose of the Code is to set forth the ethical expectations of members of the
Pepperdine University community. Other University policies provide specific rules
and regulations that govern the conduct of University community members and the
Code does not modify the application or enforcement of those policies in any way.
Reports about violations of the Code should be made with a spirit of fairness,
honesty, and respect for the rights of others. The University encourages the use of
informal processes when appropriate to resolve questions or concerns about violations
of the Code.
Violations of the Code should be reported in accordance with the process provided
under the applicable University policy. Examples of University policies that set forth
procedures for reporting misconduct include, but are not limited to, the University
Tenure Policy Statement, the University Policy for Responding to Allegations of
Scientific Misconduct, the Seaver College Student Handbook, the Caruso School of Law
Honor Code, the Employee Grievance Procedure (Section 30.1, University Policy
Manual), and the Student Records Policy. Under certain circumstances, reports of
violations may be made anonymously as provided under existing University policies
(see, for example, the policy on Submitting Confidential and Anonymous Complaints
to the Audit Committee of the Board of Regents [section 18, University Financial
Policies]).
For violations or concerns that do not fall under an existing University policy or that
do not have an established reporting process, the following guidelines should be
followed:
• Faculty Members: Faculty members should report violations or concerns to
their division or department chair or to their dean.
• Staff Members: Staff members should report violations or concerns to their
immediate supervisor. If it is not appropriate to report the violation to one's
immediate supervisor for any reason, the staff member should report the
violation to the supervisor's superior.
• Students: Students should report violations or concerns to the office of the
dean of their school.
Student employees should report violations or concerns related to their
employment to their immediate supervisor. If it is not appropriate to report the
violation to one's supervisor for any reason, the student employee should
report the violation to the supervisor's superior.
• Members of the Board of Regents and Advisory Boards: Board members
should report violations or concerns to the chair or to the University liaison of
their respective board.
• Volunteers: University volunteers should report violations or concerns to the
University employee who coordinates their volunteer activity with the
University.
their division or department chair or to their dean.
• Staff Members: Staff members should report violations or concerns to their
immediate supervisor. If it is not appropriate to report the violation to one's
immediate supervisor for any reason, the staff member should report the
violation to the supervisor's superior.
• Students: Students should report violations or concerns to the office of the
dean of their school.
Student employees should report violations or concerns related to their
employment to their immediate supervisor. If it is not appropriate to report the
violation to one's supervisor for any reason, the student employee should
report the violation to the supervisor's superior.
• Members of the Board of Regents and Advisory Boards: Board members
should report violations or concerns to the chair or to the University liaison of
their respective board.
• Volunteers: University volunteers should report violations or concerns to the
University employee who coordinates their volunteer activity with the
University.
3.6. COMMITTEE ASSIGNMENTS
(Included since 1978; updated language in 1988, 1991, 1998, and 2006)
1. Pepperdine University encourages participation by faculty on a number of SFA,
Seaver administration, and University standing and ad hoc committees. Participation
in committee work is an important part of a faculty member’s responsibilities in the
broadly cooperative endeavor of a residential, liberal-learning college and is a vital
part of each faculty member’s contribution to the University and Seaver College.
2. Representatives to the SFA Executive Committee, the Rank, Tenure and Promotion
Committee, and the University Grievance Committee are elected by vote of the entire
Seaver faculty. Committee assignments for remaining standing SFA committees are
made by divisional elections or by SFA Executive Committee appointment. A list
describing SFA faculty committees is found in Appendix E of this handbook and is
available on the SFA website under ‘files.’
3. A separate list of faculty committee assignments for any given academic year will be
provided by the Dean’s Office and is available on the SFA website under ‘files.’ The
following procedures are in place to ensure effective committee activity:
Seaver administration, and University standing and ad hoc committees. Participation
in committee work is an important part of a faculty member’s responsibilities in the
broadly cooperative endeavor of a residential, liberal-learning college and is a vital
part of each faculty member’s contribution to the University and Seaver College.
2. Representatives to the SFA Executive Committee, the Rank, Tenure and Promotion
Committee, and the University Grievance Committee are elected by vote of the entire
Seaver faculty. Committee assignments for remaining standing SFA committees are
made by divisional elections or by SFA Executive Committee appointment. A list
describing SFA faculty committees is found in Appendix E of this handbook and is
available on the SFA website under ‘files.’
3. A separate list of faculty committee assignments for any given academic year will be
provided by the Dean’s Office and is available on the SFA website under ‘files.’ The
following procedures are in place to ensure effective committee activity:
a. A regular Wednesday morning meeting schedule is published at the beginning of
each academic year specifying the dates reserved for SFA faculty meetings, SFA
Executive Committee meetings, and SFA faculty committee meetings.
b. The SFA Executive Committee assigns one of its members to act as a liaison for
each SFA Faculty Committee. The appropriate committee liaisons report
Executive Committee concerns to the relevant faculty committees, report to the
Executive Committee on issues arising in faculty committees, and make
committee progress reports to the Executive Committee.
c. SFA faculty committees present proposed solutions and reports to the Executive
Committee, to appropriate administration officials, and/or to the Seaver faculty.
each academic year specifying the dates reserved for SFA faculty meetings, SFA
Executive Committee meetings, and SFA faculty committee meetings.
b. The SFA Executive Committee assigns one of its members to act as a liaison for
each SFA Faculty Committee. The appropriate committee liaisons report
Executive Committee concerns to the relevant faculty committees, report to the
Executive Committee on issues arising in faculty committees, and make
committee progress reports to the Executive Committee.
c. SFA faculty committees present proposed solutions and reports to the Executive
Committee, to appropriate administration officials, and/or to the Seaver faculty.
3.6. COURSE SYLLABI
(Included since 1988; language edited in 1998; modified 2010)
Faculty members are required to prepare a syllabus for each course. A summary of course
learning outcomes, a description of the course’s relevance to the University’s mission, an
outline of topics to be covered, reading assignments, attendance requirements, dates of
major examinations, the date and time for the final exam, online evaluations, and
assignments, and other course requirements are extremely helpful to students. Many
misunderstandings can be prevented by clearly stating assignments and policies at the
beginning of a course.
A statement regarding disabilities must be included. This statement is found at
http://www.pepperdine.edu/student-accessibility/faculty/syllabi.htm. “Any student with a
documented disability (physical, learning, or psychological) needing academic
accommodations should contact the Office of Student Accessibility (Main Campus, Tyler
Campus Center 264, x6500) as early in the semester as possible. All discussions will
remain confidential. Please visit http://www.pepperdine.edu/student-accessibility/ for
additional information.”
A statement regarding intellectual property is also recommended. You may choose from
the following options regarding your course materials or compose your own:
1. Course materials prepared by the instructor, together with the content of all lectures
and review sessions presented by the instructor, are the property of the instructor.
Video and audio recording of lectures and review sessions without the consent of the
instructor is prohibited. Unless explicit permission is obtained from the instructor,
recordings of lectures and review sessions may not be modified and must not be
transferred or transmitted to any other person. Electronic devices other than laptops
(e.g., cell phones, PDAs, calculators, recording devices) are not to be used during
lectures or exams without prior permission of the instructor.
2. Copyright 2009 [Name of Professor] as to this syllabus and all lectures. Students
shall not sell notes (or receive remuneration for taking notes) during this course to or
by any person or commercial entity without the express written permission of the
professor teaching this course.
3. My lectures are protected by state common law and federal copyright law. They are
my own original expression and I record them at the same time that I deliver them in
order to secure protection. Whereas you are authorized to take notes in class thereby
creating a derivative work from my lecture, the authorization extends only to making
one set of notes for your own personal use and no other use. You are not authorized
to record my lectures, to provide your notes (including any presentations, handouts,
guides, outlines made available to you in this class) to anyone else or to make any
commercial use of them without express prior written permission from me.
and review sessions presented by the instructor, are the property of the instructor.
Video and audio recording of lectures and review sessions without the consent of the
instructor is prohibited. Unless explicit permission is obtained from the instructor,
recordings of lectures and review sessions may not be modified and must not be
transferred or transmitted to any other person. Electronic devices other than laptops
(e.g., cell phones, PDAs, calculators, recording devices) are not to be used during
lectures or exams without prior permission of the instructor.
2. Copyright 2009 [Name of Professor] as to this syllabus and all lectures. Students
shall not sell notes (or receive remuneration for taking notes) during this course to or
by any person or commercial entity without the express written permission of the
professor teaching this course.
3. My lectures are protected by state common law and federal copyright law. They are
my own original expression and I record them at the same time that I deliver them in
order to secure protection. Whereas you are authorized to take notes in class thereby
creating a derivative work from my lecture, the authorization extends only to making
one set of notes for your own personal use and no other use. You are not authorized
to record my lectures, to provide your notes (including any presentations, handouts,
guides, outlines made available to you in this class) to anyone else or to make any
commercial use of them without express prior written permission from me.
3.7. COURSEWORK ACCOMMODATIONS FOR ATHLETES AND DEBATERS
(Included since 2002; updated 2006)
1. When students are required to be absent from class for NCAA intercollegiate athletic
competitions, debate team trips, or other co-curriculum activities sponsored by the
College, the University has an obligation to help the student negotiate these
conflicting responsibilities. In such cases, professors will make reasonable efforts to
accommodate those absences. These accommodations may include, but are not
limited to:
2. It must be acknowledged that for some classes, the class time or lab time learning
experience is irreplaceable and some course requirements cannot be compensated. If
a significant number of class hours are to be missed because of required competition
in NCAA intercollegiate athletic competitions, debate team trips, or certain cocurricular
activities, students will be encouraged to take the course during a semester
when such conflicts do not exist.
competitions, debate team trips, or other co-curriculum activities sponsored by the
College, the University has an obligation to help the student negotiate these
conflicting responsibilities. In such cases, professors will make reasonable efforts to
accommodate those absences. These accommodations may include, but are not
limited to:
a. assigning alternate work to be done that captures the spirit of the assignment,
b. apportioning the weight of missed assignments among the remaining assignments,
when one or more of a series of graded assignments are missed because of travel
requirements,
c. creating make-up tests or assignments when feasible.
b. apportioning the weight of missed assignments among the remaining assignments,
when one or more of a series of graded assignments are missed because of travel
requirements,
c. creating make-up tests or assignments when feasible.
2. It must be acknowledged that for some classes, the class time or lab time learning
experience is irreplaceable and some course requirements cannot be compensated. If
a significant number of class hours are to be missed because of required competition
in NCAA intercollegiate athletic competitions, debate team trips, or certain cocurricular
activities, students will be encouraged to take the course during a semester
when such conflicts do not exist.
3.8. FACULTY ORGANIZATION
(Included since 1988; updated in 2006)
1. All full-time faculty members are voting members in the Seaver Faculty Association
(SFA). The SFA Constitution is printed in Appendix F of the handbook and is posted
on the SFA website on WaveNet under Groups. Faculty-wide meetings are called by
the SFA president a minimum of one time per semester to present committee reports
and discuss concerns of the faculty.
2. The SFA through its Executive Committee presents the faculty’s position to the
appropriate administration officials on proposed policies and concerns regarding
academic matters such as teaching, research, and scholarship, as well as matters
relating to faculty welfare.
(SFA). The SFA Constitution is printed in Appendix F of the handbook and is posted
on the SFA website on WaveNet under Groups. Faculty-wide meetings are called by
the SFA president a minimum of one time per semester to present committee reports
and discuss concerns of the faculty.
2. The SFA through its Executive Committee presents the faculty’s position to the
appropriate administration officials on proposed policies and concerns regarding
academic matters such as teaching, research, and scholarship, as well as matters
relating to faculty welfare.
3.9. FINAL EXAMINATIONS
(Included since 1978; modified 1989 and 2002)
1. A final examination or concluding evaluative activity must be held for each regular
course at the time and place published in the finals schedule. EXCEPTIONS MUST
BE APPROVED IN WRITING BY THE ASSOCIATE DEAN. Failure to comply is
a serious dereliction of duty as a member of the Seaver faculty, subject to disciplinary
action.
2. All students are required to be present during the final exam period. Exceptions may
be granted only in case of emergencies or very special circumstances. Faculty
members are not required to give a student permission to take a final at any time other
than the time scheduled. However, in exceptional cases, such as when a student has
three exams scheduled on the same day, students may obtain a form from the
divisional office or the Seaver Dean's Office to petition to change the time or day of
their exam. Students must obtain the faculty member's approval prior to submitting
their petition to the Dean's Office.
3. Final reports of student grades are due in the Registrar's Office the first Monday
following the last day of finals. For spring term graduation, grades of graduating
seniors must be turned in on Friday at noon of finals week. Grades must be turned in
online via WaveNet.
4. The grade of "I" may be given only (1) when the student is passing the course at the
time an illness or emergency arises; (2) when the student does not have excessive
unexcused absences; and (3) when the only work unfinished by the student is the final
exam or a final major project. An incomplete grade is not intended to give students
with poor grades additional time to improve their grades. Faculty-initiated grade
changes (other than mere computation errors) must be submitted to the Credits
Committee in writing, with justification for the change and the division chairperson's
signature.
5. Faculty members who consistently award an unusually large percentage of high or
low grades, when compared to colleagues will probably wish to reevaluate their
grading standards. A statistical analysis of grades given by instructor, course, and
division, is maintained and made available in the Dean's Office.
course at the time and place published in the finals schedule. EXCEPTIONS MUST
BE APPROVED IN WRITING BY THE ASSOCIATE DEAN. Failure to comply is
a serious dereliction of duty as a member of the Seaver faculty, subject to disciplinary
action.
2. All students are required to be present during the final exam period. Exceptions may
be granted only in case of emergencies or very special circumstances. Faculty
members are not required to give a student permission to take a final at any time other
than the time scheduled. However, in exceptional cases, such as when a student has
three exams scheduled on the same day, students may obtain a form from the
divisional office or the Seaver Dean's Office to petition to change the time or day of
their exam. Students must obtain the faculty member's approval prior to submitting
their petition to the Dean's Office.
3. Final reports of student grades are due in the Registrar's Office the first Monday
following the last day of finals. For spring term graduation, grades of graduating
seniors must be turned in on Friday at noon of finals week. Grades must be turned in
online via WaveNet.
4. The grade of "I" may be given only (1) when the student is passing the course at the
time an illness or emergency arises; (2) when the student does not have excessive
unexcused absences; and (3) when the only work unfinished by the student is the final
exam or a final major project. An incomplete grade is not intended to give students
with poor grades additional time to improve their grades. Faculty-initiated grade
changes (other than mere computation errors) must be submitted to the Credits
Committee in writing, with justification for the change and the division chairperson's
signature.
5. Faculty members who consistently award an unusually large percentage of high or
low grades, when compared to colleagues will probably wish to reevaluate their
grading standards. A statistical analysis of grades given by instructor, course, and
division, is maintained and made available in the Dean's Office.
3.10. GRADE DISPUTE POLICY
(Included since 2000)
1. PREMISE
2. PROCESS
Grades measure student performance and serve as a means of determining graduation
eligibility and honors. As such, Seaver College recognizes that a fair and rigorous
assessment of student coursework is vital to the mission of the school and wishes to
ensure that disagreements that arise over assigned grades are handled promptly,
fairly, and professionally. This policy outlines the procedure that students must
follow in the event that they wish to dispute the grade received in a course at Seaver
College.
eligibility and honors. As such, Seaver College recognizes that a fair and rigorous
assessment of student coursework is vital to the mission of the school and wishes to
ensure that disagreements that arise over assigned grades are handled promptly,
fairly, and professionally. This policy outlines the procedure that students must
follow in the event that they wish to dispute the grade received in a course at Seaver
College.
2. PROCESS
This process must be initiated by the student before the midpoint of the next non-summer
semester which immediately follows the course in question.
Most grade issues can and should be resolved privately between the student and
instructor. This is the starting point with all grade disputes. In case the matter is not
satisfactorily resolved by this means, the following appeals procedure shall apply:
semester which immediately follows the course in question.
Most grade issues can and should be resolved privately between the student and
instructor. This is the starting point with all grade disputes. In case the matter is not
satisfactorily resolved by this means, the following appeals procedure shall apply:
a. The student shall submit a written appeal to the division chair with a copy to
the
instructor, identifying the course, semester, grade received, and the reason for the
appeal.
b. The student shall assemble all relevant class materials (syllabi, returned
assignments, tests, papers, etc.) distributed or returned by the instructor to the
student. These materials need to be put together within two weeks of the date of
the written appeal. In case the student cannot produce all such documents, the
grade dispute ends here with no grade change.
instructor, identifying the course, semester, grade received, and the reason for the
appeal.
b. The student shall assemble all relevant class materials (syllabi, returned
assignments, tests, papers, etc.) distributed or returned by the instructor to the
student. These materials need to be put together within two weeks of the date of
the written appeal. In case the student cannot produce all such documents, the
grade dispute ends here with no grade change.
c. Concurrently, the instructor will assemble all relevant class materials retained
for
this student (e.g. final exam, midterms, etc.) within two weeks of the date of the
written appeal. A copy of these documents along with the syllabus, gradebook,
and the instructor’s written response to the student appeal is to be forwarded by
the instructor to the division chair. In case the instructor cannot produce all
relevant documents pertinent to the student’s work in the course, the grade dispute
will be taken up by the instructor’s division chair in consultation with the
associate dean.
d. The chair will appoint an ad hoc committee of two faculty members within the
division who teach the course (or a similar one) in question. This committee will
then evaluate the student’s course materials based on the following criteria:
submit a written recommendation and explanation to the division chair in one of
the following forms:
in consultation with the ASSOCIATE DEAN as to whether the grade shall be
changed. This decision will be final. No further appeal is possible.
this student (e.g. final exam, midterms, etc.) within two weeks of the date of the
written appeal. A copy of these documents along with the syllabus, gradebook,
and the instructor’s written response to the student appeal is to be forwarded by
the instructor to the division chair. In case the instructor cannot produce all
relevant documents pertinent to the student’s work in the course, the grade dispute
will be taken up by the instructor’s division chair in consultation with the
associate dean.
d. The chair will appoint an ad hoc committee of two faculty members within the
division who teach the course (or a similar one) in question. This committee will
then evaluate the student’s course materials based on the following criteria:
i. Have all assignments and examinations been administered in accordance with
the guidelines set forth in the class syllabus?
ii. Has all student work been graded fairly, consistently, and accurately?
e. At the conclusion of the committee’s evaluation of the course material, it willthe guidelines set forth in the class syllabus?
ii. Has all student work been graded fairly, consistently, and accurately?
submit a written recommendation and explanation to the division chair in one of
the following forms:
i. Uphold the grade given by the instructor, or
ii. Require that the instructor re-grade one or more assignments, followed by a
re-calculation of the student’s grade, or
iii. Require that the instructor formulate a repeat of one or more class assignments
or assessments, followed by a re-calculation of the student’s grade, or
iv. Recommend a specified grade change
f. Based on the ad hoc committee’s findings, it shall be the division chair’s decision,ii. Require that the instructor re-grade one or more assignments, followed by a
re-calculation of the student’s grade, or
iii. Require that the instructor formulate a repeat of one or more class assignments
or assessments, followed by a re-calculation of the student’s grade, or
iv. Recommend a specified grade change
in consultation with the ASSOCIATE DEAN as to whether the grade shall be
changed. This decision will be final. No further appeal is possible.
3.11. GRADUATION
(Included since 1978)
All faculty members are expected to attend graduation exercises. This is a professional
responsibility. The marshal of the faculty is responsible for all academic processions and
will provide detailed instructions at least three weeks before each event to enable faculty
members to rent or purchase academic regalia. Those interested in renting or purchasing
caps and gowns may make arrangements through the Associate Dean’s Office (see
“Academic Regalia” in Services and Facilities Available to the Faculty section of this
handbook, Chapter VII, Section A).
3.12. INDEPENDENT STUDY
(Included since 1988; modified 2010)
Instructors directing students' independent study must prepare a written contract
specifying the requirements, deadlines, and basis for grading. Copies of this contract
should be signed by instructor, student, and the Associate Dean. Copies should be in the
possession of both parties and should be on file both at the divisional office and the
Dean's Office.
3.13. MEETING CLASSES
(Included since 1978; modified 1988)
Faculty members are expected to meet all classes promptly at the time scheduled.
Necessary absences must be reported to the relevant chairperson in advance whenever
possible. Absences of more than two class days, for purposes not directly connected to
college duties, must be approved in advance by the division chairperson. Failure to meet
scheduled classes and chronic tardiness are serious lapses of professional behavior.
3.14. MIDTERM PROGRESS REPORT
(Included since 1988)
Students doing unsatisfactory work should be advised of their academic status no later
than the eighth week of classes for the fall and spring semesters.
3.15. OFFICE HOURS
(Included since 1978; modified 1998 and 2006)
Availability for student consultation is one of the most significant aspects of the work of
a liberal-learning, residential college. Faculty members are expected to make themselves
available to students at regular times at least three days each week. Office hours should
not only be included in the class syllabus and posted prominently at the faculty member's
office, but also filed with the division office.
3.16. ONLINE EVALUATIONS
(Included since 2010)
Faculty should talk with students on the first day of their classes about completing the
online evaluation of the course at the end of the semester and should indicate on the
syllabus that the online evaluation is a required part of the course. Course evaluations
will be available in the 10 day period before final exams. When the online evaluation
period begins, students are notified by an e-mail from the Dean’s Office with directions
for logging in at http://services.pepperdine.edu/course-evaluations/. Students are able to
print a confirmation page upon completing their evaluation for each course; printing this
page does not compromise the anonymity of the students in making their responses.
Faculty are advised to collect these sheets since this is the only way to verify whether a
specific student has completed an evaluation. Having a high percentage of student
responses is important because student evaluations play a significant role in the rank,
tenure and promotion process. Throughout the evaluation period a faculty member can
login and see the number and percentage of students who have completed the evaluations
for each course. After all grades have been submitted, faculty may login and see both
numerical ratings and student comments for each course. After all grades have been
submitted, faculty may login through WaveNet and see both numerical ratings and
student comments for each course.
Division Chairpersons will have access to the evaluation results and in cases in which a
teacher is being considered for promotion or tenure, the teaching evaluations from the
previous academic year will be shared with the Rank, Tenure, and Promotion Committee;
the dean; appropriate administrators; and the Board of Regents. All faculty members are
expected to participate in the teacher evaluation program.
3.17. OUTSIDE EMPLOYMENT
(Included since 1978; modified 1988; language edited 2006)
1. A full-time contract at Seaver College requires most of the faculty member’s working
time for teaching, scholarly research and writing, counseling, committee work, and
administrative duties. Salary increments and promotions are dependent on the
fulfilling of these responsibilities.
2. Limited outside employment, counseling, professional private practice, etc., are
sometimes possible, especially during the summer months. However, academic
responsibilities to Seaver College must receive priority in time management.
Furthermore, all outside employment must be reported to and approved by the
relevant division chairperson and the dean of the College. This includes teaching
assignments undertaken in other schools within the University.
time for teaching, scholarly research and writing, counseling, committee work, and
administrative duties. Salary increments and promotions are dependent on the
fulfilling of these responsibilities.
2. Limited outside employment, counseling, professional private practice, etc., are
sometimes possible, especially during the summer months. However, academic
responsibilities to Seaver College must receive priority in time management.
Furthermore, all outside employment must be reported to and approved by the
relevant division chairperson and the dean of the College. This includes teaching
assignments undertaken in other schools within the University.
3.18. REGISTRATION
(Included since 1988; modified 1989; updated 2006; 2008)
1. The AAC and representatives from each academic division work together to register
all incoming first-year students prior to the students’ arrival and faculty members
from each division will register all incoming transfer students (by major/division)
during New Student Orientation. During pre-registration periods in the fall and the
spring, students may register themselves on WaveNet or in person at OneStop. No
faculty member may register a student for classes without the student’s express,
written permission.
2. All faculty members who register students must adhere to the established policies and
procedures related to information security and confidentiality. It is every faculty
member's responsibility to perform his or her job utilizing the security procedures of
the University and of the Information Resources Department.
3. Faculty members wishing to have access to the primary administrative systems must
request it through the Dean's Office, and must sign the security agreement which
details the rights and responsibilities of all users of the system. In addition, faculty
members should be aware of the following policies:
a. Information obtained from the systems may be used only for advising students. It
may not be used for research or for other projects or reports.
b. Information obtained through the systems may not be given out to unauthorized
individuals within the University (who do not have a legitimate education interest,
as defined by FERPA), and under no circumstances may such information be
released to individuals outside the University.
c. No printed copies of information obtained through the systems may be given to
any party, either within or outside the University.
d. For additional information and a copy of the Security Agreement, contact the
Dean's Office.
may not be used for research or for other projects or reports.
b. Information obtained through the systems may not be given out to unauthorized
individuals within the University (who do not have a legitimate education interest,
as defined by FERPA), and under no circumstances may such information be
released to individuals outside the University.
c. No printed copies of information obtained through the systems may be given to
any party, either within or outside the University.
d. For additional information and a copy of the Security Agreement, contact the
Dean's Office.
3.19. SALE OF REQUIRED COURSE MATERIALS TO STUDENTS
(Included since 2002 upon vote of SFA.)
1. Pepperdine University encourages its faculty members to develop instructional
materials as a part of their professional responsibility for scholarship and teaching.
The University also considers the selection of required course materials to be
primarily the right and responsibility of the faculty. However, when faculty members
require students enrolled in their classes to purchase materials they themselves have
developed, issues arise regarding both academic responsibility and real or perceived
conflicts of interest. Therefore, except as provided below, it is the policy of Seaver
College that no faculty members shall receive compensation from the sale of
instructional materials that they require students to purchase. The term “instructional
materials” includes, but is not limited to, syllabi, outlines, custom-published coursepacks,
workbooks, books, CDs, audio or videotapes, or material accessible on the
Internet. Furthermore, all sales of such materials should be handled by either the
University or the divisional offices and never by the faculty member directly.
2. An exception is recognized for the receipt of ordinary royalties earned from the sale
of traditionally published textbooks or their equivalent, i.e. works of scholarship in
any medium that are available outside as well as within the University and that have
been subjected to some form of independent review generally recognized within the
scholarly community. In order to avoid even the slightest appearance of conflict of
interest, faculty members are encouraged to consider returning to the students, or
contributing to the University, any such royalties earned by sales to students enrolled
in their classes.
materials as a part of their professional responsibility for scholarship and teaching.
The University also considers the selection of required course materials to be
primarily the right and responsibility of the faculty. However, when faculty members
require students enrolled in their classes to purchase materials they themselves have
developed, issues arise regarding both academic responsibility and real or perceived
conflicts of interest. Therefore, except as provided below, it is the policy of Seaver
College that no faculty members shall receive compensation from the sale of
instructional materials that they require students to purchase. The term “instructional
materials” includes, but is not limited to, syllabi, outlines, custom-published coursepacks,
workbooks, books, CDs, audio or videotapes, or material accessible on the
Internet. Furthermore, all sales of such materials should be handled by either the
University or the divisional offices and never by the faculty member directly.
2. An exception is recognized for the receipt of ordinary royalties earned from the sale
of traditionally published textbooks or their equivalent, i.e. works of scholarship in
any medium that are available outside as well as within the University and that have
been subjected to some form of independent review generally recognized within the
scholarly community. In order to avoid even the slightest appearance of conflict of
interest, faculty members are encouraged to consider returning to the students, or
contributing to the University, any such royalties earned by sales to students enrolled
in their classes.
3.20. TEACHING LOAD
(Included since 1978; updated 1998 and 2008; updated 2010)
For pre-tenured assistant professors at Seaver College, the full-time, two-semester
teaching load is twenty units, or three courses one semester and two the next. All other
faculty members teach twenty-four units, or three courses each semester. Some members
of the faculty receive reduced teaching loads to carry on research activities or special
administrative tasks. A limited number of reduced teaching loads (3/2) are available for
tenured faculty members. Criteria for awarding and the application procedure are found
in Appendix I Application for Awarding Process for a One Course Release for Tenured
Faculty Members.
teaching load is twenty units, or three courses one semester and two the next. All other
faculty members teach twenty-four units, or three courses each semester. Some members
of the faculty receive reduced teaching loads to carry on research activities or special
administrative tasks. A limited number of reduced teaching loads (3/2) are available for
tenured faculty members. Criteria for awarding and the application procedure are found
in Appendix I Application for Awarding Process for a One Course Release for Tenured
Faculty Members.
1. Faculty members teaching large classes with unrestricted enrollment may receive
extra teaching credit. The exact amount is determined by the dean and division
chairperson based on the relevant factors but generally faculty teaching 120 to 175
students in one class without grading assistance or teaching between 120 and 175
students with grading assistance will count as regular workload.
2. Faculty members teaching laboratory courses receive teaching credit as follows:
3. Physical education activity courses of one unit = 1½ teaching units.
4. Direction of a student teacher = ½ teaching unit.
5. Private music lessons with three units of instruction = 1 teaching unit.
6. Art studio classes are treated as laboratory classes (see above).
7. Other special cases are as follows:
extra teaching credit. The exact amount is determined by the dean and division
chairperson based on the relevant factors but generally faculty teaching 120 to 175
students in one class without grading assistance or teaching between 120 and 175
students with grading assistance will count as regular workload.
2. Faculty members teaching laboratory courses receive teaching credit as follows:
a. A three-hour lab = 2.5 teaching units;
b. A two-hour lab = 1.75 teaching units;
c. First section of a multiple-lab course = "a" or "b";
d. Additional sections of a multiple-lab course = 2 teaching units for each three-hour
lab and 1.5 teaching units for each two-hour lab.
e. Exceptions to the above may occasionally occur and will be determined by the
division chairperson and approved by the dean.
b. A two-hour lab = 1.75 teaching units;
c. First section of a multiple-lab course = "a" or "b";
d. Additional sections of a multiple-lab course = 2 teaching units for each three-hour
lab and 1.5 teaching units for each two-hour lab.
e. Exceptions to the above may occasionally occur and will be determined by the
division chairperson and approved by the dean.
3. Physical education activity courses of one unit = 1½ teaching units.
4. Direction of a student teacher = ½ teaching unit.
5. Private music lessons with three units of instruction = 1 teaching unit.
6. Art studio classes are treated as laboratory classes (see above).
7. Other special cases are as follows:
a. Directing thesis = 1 unit;
b. Reading thesis = 1/3 unit;
c. Directed Studies = 1/8 unit (per student unit);
d. Internships = 1/8 unit (per student unit);
The success of the first phase of the “3/2 teaching program” requires the
following administrative parameters:
b. Reading thesis = 1/3 unit;
c. Directed Studies = 1/8 unit (per student unit);
d. Internships = 1/8 unit (per student unit);
The success of the first phase of the “3/2 teaching program” requires the
following administrative parameters:
i) Released time for administration must be strategically curtailed. All released
time for administrative purposes must be approved by the Dean of Seaver
College.
ii) Divisional chairs and academic deans will teach at least two courses per
academic year, excepting the Dean of the college, who will teach one.
iii) Faculty members receiving released time during any one year under the 3/2
program cannot expect additional released time for administrative duties
unless authorized by the dean, although a stipend might be appropriate in case
the need arises.
iv) Under no circumstances will a tenured faculty person, excepting deans and
chairs, teach less than four courses per year.
v) Visiting faculty will have a teaching load of four courses per term.
time for administrative purposes must be approved by the Dean of Seaver
College.
ii) Divisional chairs and academic deans will teach at least two courses per
academic year, excepting the Dean of the college, who will teach one.
iii) Faculty members receiving released time during any one year under the 3/2
program cannot expect additional released time for administrative duties
unless authorized by the dean, although a stipend might be appropriate in case
the need arises.
iv) Under no circumstances will a tenured faculty person, excepting deans and
chairs, teach less than four courses per year.
v) Visiting faculty will have a teaching load of four courses per term.
3.21. TESTING AND GRADING
(Included since 1978; modified 2002)
Grades must be assigned accurately and fairly. Careful records of student progress
should be kept on file. All records pertaining to students’ work should be retained for
one semester following conclusion of a class. Students deserve a clear understanding of
their status and progress. This requires a systematic evaluation program on the part of the
instructor. Evaluation should begin early in the semester and continue at reasonable
intervals. Students may appeal grades to the relevant divisional chairperson, but only
with a charge of incompetence or malicious intent. (Please refer to Chapter III, J. Grade
Dispute Policy).
3.22. UNIVERSITY-WIDE FACULTY CONFERENCE
(Included since 1988)
Pepperdine University encourages wide participation of the faculty in decisions related to
all of its academic processes. In order to facilitate this wide involvement, the University
faculty participates in a faculty conference, scheduled once a year and arranged by the
provost. All full-time faculty members are expected to attend this University-wide
conference as a part of their professional and personal responsibility to the University.
The faculty is informed of the date and place of the faculty conference in writing.
Classes held on the day of the conference are cancelled.
3.23. WORKLOAD ALLOCATION
(Included since 2006; updated 2008)
1. The typical faculty contract at Seaver College is for nine months. Tenure-Track
Faculty, however, will be paid in twelve monthly installments. During the course of
the contract, each tenured or tenure-track member of the faculty is responsible for
allocating her/his time toward three basic activities: teaching, research, and service.
In the allocation of their time, faculty members should remember that the Seaver
College Rank, Tenure, and Promotion Committee in its periodic reviews assigns a
value of 50% to teaching and 25% each to research and service. Visiting faculty
members are not expected to devote time to research or service and thus will
generally be assigned more teaching duties.
2. With nine-month contracts, faculty members have summers free to pursue personal
and funded research as well as other activities.
Faculty, however, will be paid in twelve monthly installments. During the course of
the contract, each tenured or tenure-track member of the faculty is responsible for
allocating her/his time toward three basic activities: teaching, research, and service.
In the allocation of their time, faculty members should remember that the Seaver
College Rank, Tenure, and Promotion Committee in its periodic reviews assigns a
value of 50% to teaching and 25% each to research and service. Visiting faculty
members are not expected to devote time to research or service and thus will
generally be assigned more teaching duties.
2. With nine-month contracts, faculty members have summers free to pursue personal
and funded research as well as other activities.