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Academic Senate

Faculty Affairs Committee's Charges


Home » Standing Committees » Faculty Affairs

The Faculty Affairs Committee shall be responsible for policy recommendations concerning faculty tenure, rank, welfare, leave, and professional conduct; and shall review all policies and procedures concerning the extended part-time and adjunct faculty of the university. The Faculty Affairs Committee shall consist of eight members, each to be elected by his or her collegial faculty, one member of the educational development faculty elected by that group, one Dean elected by the Deans Council, three members at large elected by the Academic Senate, and the Provost or his or her delegate (ex officio, voting).

  1. The FAC subcommittee will continue to work with the Office of Legal Affairs and the Administration to complete the work on revisions to the policies listed below and bring     the revisions to Senate for action.

    1. E22.0 Policy on Exigency
    2. E23.0 Dismissal for Cause
    3. E24.0 Faculty Grievance

      • Faculty submit grievance materials electronically
      • A deadline be imposed on applications submitted during the spring semester to avoid the possibility of summer hearings
      • Academic Senate determines how advocates for the administration are compensated and equal compensation be provided to faculty advocates. In other words, advocating for both parties should be symmetrical.
    4. E4.0 Faculty Employment Policy.
    5. E6.0 Policy on Rank and Promotion in the early fall.
    6. E12.0 University Professor - E12.X Ė New policy
    7. E14.0 Appeal Committee on Faculty Salaries
    8. E20.0 Discontinuance of Academic Programs
    9. E21.0 Transfer of Tenure-Track Faculty

  2. Revise and clarify RITís family leave policy, as it applies to parental leave for faculty, to bring the RIT policy more in line with benchmark institutions.

    Background Information: RITís current parental leave policy is based exclusively on the federal Family Medical Leave Act of 1993, which consists of 12 weeks unpaid leave ( The AdvanceRIT team has conducted benchmarking on parental leave policies at other universities (Parental Leave Policy Benchmarking Dec 12, 2013). In addition, groups within the College of Liberal Arts and the College of Science have recently reviewed best practices and made recommendations for college policies on parental leave (CLA Parental Leave Taskforce Memo April 21, 2014).

  3. Clarify the processes and rights & responsibilities associated with extended part-time faculty appointments.

    RIT Part-Time Policies and Procedures provides definitions for the purpose of defining benefits:

    Very few faculty are currently in extended part-time positions, but interest is rising. In the College of Engineering, one faculty member recently wrote a successful proposal for such a position, including benchmarking of part-time policies at other universities (Beth Deartolo, Part-Time Proposal, Oct 2013). In her proposal, DeBartolo notes:

    • The RIT Policies do not seem to include any information related to conditions of extended part-time employment, such as who initiates the request, how long is the term of the appointment, and under what conditions does the extended part-time designation revert to full-time, if at all. Additionally, RIT does not specify faculty governance roles for extended part-time faculty. Finally, there is no clear workload model established within KGCOE from which to scale full-time employment to extended part-time employment.

  4. FAC subcommittee will continue to work with the Office of Legal Affairs and the Administration on the definitions for academic units.

  5. Determine the extent of faculty and student evaluation of chairs, associate deans, and deans. Are faculty given enough input into performance, and/or is faculty feedback adequately taken into account in these evaluations? In other words, in light of constant faculty evaluation, are administrators being equally evaluated?

  6. Explore the idea of making deans and associate deansí self-evaluation and plan of work available to the faculty of their respective colleges. Consider a bi-annual release of deansí and assoc. deansí plan of work and self-evaluation.

  7. Given the recent turn-over of deans, is it time to evaluate the search firms used in finding candidates for these positions? Search firms represent a significant investment, yet has the choice of firms ever been open to the faculty? Conduct a review of Policy E8 and recommend revisions as the committee deems necessary.

  8. Consider a new Policy E.21.1 Transfer or Elimination of Tenure-Track Positions. In part, the policy protects tenure-track position from being reassigned to contingent faculty. Faculty Affairs has already completed a draft of such a policy.