Annual and Salary Reviews
Tenured faculty are reviewed annually through the selective salary process. However, non-tenured faculty are reviewed twice, through two different and distinct processes: the selective salary review process and the annual review process. Should these two be merged into one, the faculty aware of the changes should contact the Union immediately. The annual review process in Article XX for non-tenured faculty members is intended to mentor tenure-track faculty member and assess their progress toward tenure or as preparation for contract renewal for lecturers and other non-tenured track faculty. For a Things Worth Knowing handout about Annual Reviews, click here.
Salary Reviews have changed in the new contract. For more information about Salary Reviews, please read our FAQ or download our powerpoint.
Workload issues are governed by the provisions of Article XXIV, Professional Duties, of the Collective Bargaining Agreement (CBA). The contract requires workloads to be “reasonable and fair.” The contract also allows for individuals to appeal changes in workloads when they are outside “department norms”. Such a request must be filed within ten working days after notification has been sent by certified, registered, express mail, FedEx, or after having been personally served. Please contact the Union as soon as possible if you believe your workload has been changed unfairly or unilaterally.
Leaves, Time Off, Sabbaticals
Leaves of absence are governed by the provisions of Article XIII, Leaves of Absence, of the Collective Bargaining Agreement (CBA). Occasionally a bargaining unit member may need an unpaid leave of absence for personal or professional reasons. These can be applied for under the provisions of Article XIII. For a quick hand-out about leaves of absence, click here.
A tenured faculty member may apply for a one or two-semester sabbatical. S/he qualifies for application for a one-semester sabbatical after six semesters of service. The reimbursement is 80% for that semester. After six years (twelve semesters) s/he qualifies for a one semester sabbatical at 100% of salary or two semesters at 60% of salary.
Applications for sabbaticals must be submitted to the unit administrator by November 15 of the year preceding the academic year in which the sabbatical is to be taken and are reviewed by the University Sabbatical Committee.
Parental leaves of absence are provided for in the CBA. These can be unpaid or partially paid. They can be coordinated with the provisions of the Family and Medical Leave Act or the American with Disabilities Act. The tenure-clock can be suspended during these leave periods. These issues can be complex and members are encouraged to call the Union office (313) 577-1750.
Promotion and tenure procedures are specified in Articles XXII and XXIII, respectively. The faculty process is initiated in the department. The appropriate department tenure and promotion committee initiates the candidacy; some departments use all tenured members, while others elect a small committee to perform this function.
The faculty process is the same for both promotion and tenure. It should begin in the Spring before the candidacy in to be submitted. The department chair (or dean in non-departmentalized colleges or schools) identifies a set of external reviewers for the candidate. This is usually done in consultation with the candidate. Letter from the referees are solicited for inclusion in the dossier that the candidate puts together. The dossier is submitted to the appropriate departmental committee for its consideration. The candidate must garner a 2/3rds majority of the committee members. If that is the result, the dossier is forwarded to the elected college committee for its consideration. If the dossier gets a 2/3rds favorable vote, it is forwarded to the University-Wide Promotion and Tenure Committee. In non-departmentalized schools or colleges a successful dossier is forwarded directly from the School/College Committee to the University-Wide Promotion and Tenure Committee. The University Committee forwards the file of those candidates who get a 2/3rds favorable vote to the Provost who can approve or disapprove the candidacy.
The faculty member has no right to receive promotion or tenure, but s/he has a right to fair consideration for either of these. If the Union believes that a candidate did not get fair consideration, through some violation of normal procedure, for example, it may file a grievance. If the grievance is successful, the arbitrator may not award tenure or promotion, but the matter is forwarded to the following year’s University-Wide Promotion and Tenure Committee for reconsideration in the light of the arbitrator’s decision.
You are eligible for tenure after three or more years of tenure-track service at WSU, or after two years of such service if you also have three years of credited prior service. The procedure for tenure is nearly identical with the procedure for granting promotions, and is administered by the same faculty committees. Please see the above information about promotion, if you have questions about procedure.
If neither the department committee nor the department chair or administrator recommends tenure, the candidate may, within 15 days after written notice of the decisions, request, in writing, a reconsideration of the decision by the department tenure committee and/or by the chair. Please contact the Union as soon as possible if you are considering an appeal of a tenure decision.
For certain personal or professional reasons a faculty member may request a one-year stoppage on the tenure clock. Please contact the Union if this something in which you may be interested.
Retirement and Resignation
Faculty members with ten years of service may retire through the Phased Retirement Program. Upon entering this program the faculty member’s workload is reduced to 50% and s/he is paid 50% of her/his regular salary. The reduced workload may be taken either by reducing the workload for each semester of the academic year or by working on one semester of the year. The Program is for three years, after which the faculty member is fully retired.
The collective bargaining agreement provides coverage for a wide rage of benefits. Healthcare is managed through the Office of Total Compensation and Wellness. Their website has all of the forms you need to get started or to change your benefits. The agreement also provides for tuition assistance for both faculty and academic staff, as well as a confidential service for matters ranging from financial difficulties to family turmoil. For more information about this Employee Assistance Program, click here.
A letter of agreement on online teaching was appended to the Collective Bargaining Agreement (CBA) that provides for a joint Union-Administration Committee to negotiate an agreement on the terms that the University will follow in the assignment of online courses. This process should be finished by January, 2014.
Notice of Non-Renewal
Written notice of non-renewal for a tenure-track faculty member of the shall be sent at least three months prior to the expiration of the initial appointment that is for less than two years. In subsequent contract renewals of less than two years, there is a requirement of six-months notice. For appointments of two or more years the notice requirement is for twelve months prior to the expiration of the appointment.
Article XXIX of the new contract states that each teaching unit shall develop a process of peer review of teaching that is to be incorporated into the unit bylaws. Each faculty member is obligated to administer teaching evaluations for each course unless: 1) it is the first time that a faculty member is teaching a course; or 2) has some event (e.g. health-related or other such matter) that impinges of the conduct of the course.
Department/College/School Review Committee
When a new chair, dean, or administrator of similar function is to be appointed, a committee will be formed to recommend candidates. The administrator chosen shall not have an appointment longer than 5 years. This committee is called a Selection Advisory Committee. For more information about the selection and constitution of the committee, please see Article XVIII: Selection Advisory Committees.
One year prior to the end of this administrator’s term, a review committee shall be formed. At least three fourths of the committee members will have ESS or tenure, except in clinical departments of the medical school. Except in the case of the School of Medicine, or the University Libraries or Archives, half of the bargaining unit members of the committee will be from the department/school/college in question and half of the bargaining unit members will be appointed by the President. An additional student member of the committee will be selected by the Student Council.
In the case of the University Libraries or Archives, the committee will include representation from the bargaining unit members in the affected unit. In the School of Medicine, the membership of the committee will include N members elected by the school, N memberships appointed by the University President, one student member chosen by the School of Medicine Student Council, and at the discretion of the President, up to N-1 members from affiliate medical organizations. If N-1 representatives of affiliate medical organizations are added, the President may increase the number of Presidential appointees to N+1.
The President will appoint the chair of the committee and establish procedures for review. This committee will evaluate the progress of the department/school/college and will forward a report to the President.