• Introduction
• 1  Governance and Administration
• 1.1 Executive Structure
• 1.2 Definition of Faculty Status
• 1.3 Standing Committees
• 1.4 Ad Hoc Committees
• 1.5 Procedures for Appointment of Department Chair
• 1.6 Department Meetings
• 1.7 Faculty Governance Roles
• 2  Faculty Review
• 2.1 Tenure and Promotion Criteria
• 2.2 Tenure and Promotion Procedures
• 2.3 Outside Review of Promotion and Tenure Cases
• 2.4 Annual Review, Reappointment, and Salary Increment Recommendation
• 2.5 Materials for Annual Report
• 2.6 Student Evaluation of Teaching
• 2.7 Peer Evaluation of Teaching
• 2.8 Faculty Grievance Procedures
• 3  Teaching
  • 3.1 Staff Assignment Policy
  • 3.2 Course Level Guidelines
  • 3.3 Summer Teaching Policy
  • 3.4 Independent Study
  • 3.5 Faculty Absence from Scheduled Classes
• 4  The Student
  • 4.1 Student Advising
  • 4.2 OASIS
  • 4.3 Grades
  • 4.5 Cheating and/or Plagiarism
  • 4.6 Grade Appeals
• 5  Miscellaneous

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The Department of Visual Communication and Design is a collegial body represented by its chair. All departmental bylaws, policies, procedures, and decisions are formulated by a consensus or by the vote of faculty members subject to the dictates of campus and Indiana University policy and procedures. The department expects full participation in all matters that pertain directly to the departmental academic mission.

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1.1 Executive Structure

1.1.1 Upon the recommendation of the department's faculty, the Chair is (re)appointed biennially by the Dean of the College of Visual and Performing Arts.
1.1.2 Coordinator of Graphic Design/Commercial Art is (re)appointed biennially by the department chair.
1.1.3 Coordinator of Computer Art and Design is (re)appointed biennially by the department chair.
1.1.4 Coordinator of Photography is (re)appointed biennially by the department chair.

1.2.1 Resident Faculty: All persons holding full-time teaching or research appointments in the Department of Visual Communication and Design, who have either permanent tenure or expectation of renewed appointment leading to permanent tenure, who are not on extended unpaid or medical leave of absence, and who are not retired from active service.
1.2.2 Emeritus Faculty: All persons holding emeritus appointments in the Department of Visual Communication and Design.
1.2.3 Non-Tenure-Track Faculty: All persons holding full-time or half-time teaching and/or research appointments in the Department of Visual Communication and Design of the rank Visiting Faculty or Continuing Lecturer.
1.2.4 Associate Faculty: All persons, holding part-time teaching appointments (contracted each semester) in the Department of Visual Communication and Design.

1.3 Standing Committees
With the exception of the Promotion/Tenure/Sabbatical Leaves Committee and the Faculty Review Committee, standing committees are appointed by the chair in consultation with the faculty. Committee assignments are rotated regularly, with attention given to faculty preferences and the need to represent the department's diverse interests and composition. The chairs of each standing committee are elected by the committee members at their organizational meeting.

Committees report their actions to the department and the department chair on a timely basis. In addition, committees also provide the chair with a brief summary of their activities and actions during the year for distribution to the faculty at the end of the spring semester.

  1.3.1 Promotion/Tenure/Sabbatical Leave Committee: Voting members consist of all tenured Resident Faculty, except the department chair and faculty under consideration for promotion, tenure, or sabbatical leave during the current year.

1.3.1.1 By a majority vote of committee members, the department chair may be asked to observe committee discussions, but he/she maintains no voting privileges.
1.3.1.2 If, by established departmental criteria, fewer than three persons are eligible to serve on the department committee, the department shall submit to the Dean the names of faculty members from other departments whom it deems suitable to serve on the department committee. From this list, the Dean shall appoint enough faculty members to bring the committee membership to between three and five.
1.3.1.3 Tenure-track Faculty are welcome to participate in the discussion of Promotion/Tenure/Sabbatical Leave Committee but maintain no voting privileges.

1.3.2 Faculty Review Committee: Consists of all Resident Faculty members except the faculty under consideration. This committee advises the department and the department chair concerning faculty matters not subject to review by other standing committees. It conducts annual reviews of all non-tenured, Resident Faculty and voluntary reviews of tenured Resident Faculty. In addition, the committee conducts annual reviews of all Non-tenure-track Faculty and all Associate Faculty.
The Faculty Review Committee also receives grievances from members of the department and establishes a grievance board as provided by department policy. Procedures for conducting reviews by this committee are outlined in the following documents:
1) Procedure for Resident Faculty Review (Tenured and Tenure-track)
2) Procedure for Non-Tenure-Track Faculty Review
3) Procedure for Faculty Grievance

1.3.3 Library Committee: Consists of at least three faculty members including Resident Faculty, Non-tenure-track Faculty, and Associate Faculty. This committee develops recommendations to and administers policies adopted by the department's faculty relative to the allocation of library funds. The chair of the Library Committee functions as a liaison between the department and the library.

1.3.4 Portfolio Review and Scholarship Committee: Consists of all Resident Faculty, Non-tenure-track Faculty, and Associate Faculty. This committee meets during the last week of each fall and spring semester to review the work of continuing students. Procedures and forms for conducting reviews by this committee are outlined in the following documents:
1) Procedure for Portfolio Review
2) Procedure for Scholarship Review
3) Department of Visual Communication and Design Student Handbook

1.3.5 Curriculum Committee: Consists of Resident Faculty and Non-tenure-track Faculty members. This committee meets during the fall and spring semesters, as needed, to review suggested changes to course content, course syllabi, general education offerings, and curriculum.

1.4 Ad Hoc Committees
The department chair establishes ad hoc committees when he/she or the department believe it necessary or useful.

Separate search and screen committees are appointed for each full-time position the department has been authorized to fill. These committees are composed of no fewer than three and no more than five Resident Faculty. Search and screen committees assist the chair in publicizing the job opening, screening applicants to determine those who will be brought on campus for interviews, supervising the interview process, soliciting faculty and student responses, and providing the chair with a prioritized list of candidates.

1.5 Procedures for Appointment of Department Chair
The chair of the Faculty Review Committee initiates the following procedures in the third week in October of the academic year at the end of which the department chair's two year term expires, or at the resignation of the chair.

 1.5.1 Reappointment of Incumbent Chair
1.5.1.1 The chair of the Faculty Review Committee serves as the chair of this committee. He/she obtains a statement indicating the incumbent's willingness to serve for another term.
1.5.1.2 The committee to reappoint an incumbent chair consists of all Resident and Non-tenure-track Faculty. Associate Faculty may attend and participate in the discussion without a vote.
1.5.1.3 If the incumbent indicates willingness to serve, the chair circulates his/her statement to voting faculty along with a mail ballot on the question, containing the simple alternatives YES and NO.
1.5.1.4 If a simple majority of those eligible to vote, vote to reappoint the incumbent, the committee informs the dean of the College of Visual and Performing Arts that the department recommends the incumbent's reappointment.
1.5.1.5 If the person recommended is unacceptable to the administration, the committee initiates the procedures below for appointment of a new chair.
  1.5.2 Appointment of a New Chair

1.5.2.1 The chair of the Faculty Review Committee serves as the chair of this committee and implements these procedures if
1) the incumbent chair resigns, or is unwilling to serve an additional term;
2) the incumbent's reappointment is not recommended by a simple majority of the department; or
3) the reappointment of the incumbent is denied by the dean.
1.5.2.2 The committee to appoint a new chair consists of all Resident and Non-tenure-track Faculty. Associate Faculty may attend and participate in the discussion without a vote.
1.5.2.3 The committee chair conducts the following procedure:
1) asks the members of the Resident Faculty if they are willing to serve as chair.
2) obtains a statement indicating a faculty member's willingness to serve as chair and arranges an interview with each candidate at a time and place convenient to the faculty.
3.) circulates a mail ballot to all voting faculty. Ballots shall include the option "None of the Above."
4.) tabulates the votes and if a majority vote indicates a choice for chair; the committee forwards the name of this candidate to the dean.
1.5.2.4 If the administration finds this candidate unacceptable, steps 3 and 4 are reiterated with this candidate's name eliminated.
1.5.2.5 If this process fails to settle upon a final choice acceptable to the department and the administration, the committee shall recommend to the dean that an outside search be conducted.

 1.5.3 Outside Search for Department Chair
1.5.3.1 If permission is granted for an outside search, the Faculty Review Committee conducts an election for a five-member Search and Screen Committee.
1.5.3.2 The Search and Screen Committee follows established procedures for appointments to faculty positions, being especially careful to make the interview process open and convenient.

1.5.4 Grade Appeals

The Grade Appeals Committee: Consists of three Resident and/or Non-tenure-track Faculty. This committee reviews student grade appeals and makes recommendations to the appellant, the instructor, the chair of the department, and the dean of students when necessary.

1.6 Department Meetings

1.6.1 Meetings are called by the chair on a regular basis and on special occasions when required.
1.6.2 The agenda is prepared by the chair on the basis of carry-over business and new business. Any faculty member may request that a matter be put on the agenda, although more commonly, business comes to the department from standing or ad hoc committees. The agenda is distributed approximately a week prior to the meeting.
1.6.3 Meetings are structured by adherence to Robert's Rules of Order.
1.6.4 Meetings require as a quorum the presence of a simple majority of Resident and Non-tenure-track Faculty members. If faculty members on leave attend the meeting, the quorum requirement is adjusted to include them.
1.6.5 Minutes of meetings consist of a record of announcements and acts and are taken and distributed prior to the next meeting, where they may be corrected or amended.
1.6.6 Meetings are open to all faculty. Voting privileges of faculty are outlined in the section titled Faculty Governance Roles.
1.6.7 In meetings, a decision is made by consensus or a simple majority of voting members.
1.6.8 Meetings normally adjourn no more than seventy-five minutes after the scheduled beginning time, unless a two-thirds majority vote to continue.

1.7 Faculty Governance Roles

1.7.1 Resident Faculty
Resident Faculty shall have full rights and responsibilities of governance, including but not limited to voting in any elections conducted by the department, and eligibility to serve on all department committees for which they are eligible to vote.
1.7.2 Emeritus Faculty
The governance rights of Emeritus Faculty shall be limited to attendance at and speaking in department meetings.
1.7.3 Non-Tenure-Track Faculty
The governance rights of Non-Tenure-Track Faculty shall be identical to those of Resident Faculty, except that Non-Tenure-Track Faculty shall not serve on the Promotion/Tenure/Sabbatical Leave Committee or the Faculty Review Committee.
1.7.4 Associate Faculty
The governance rights of Associate Faculty shall include attendance at department meetings, eligibility to serve on any subsidiary committees dealing with departmental programming, and to addressing the department meeting by arrangement with the presiding officer. Associate Faculty may vote on the following committees:
1) Portfolio Review
2) Scholarship Review
3) Library Committee
4) Grade Appeals Committee (when appointed by chair)
1.7.5 Persons on Leave Resident Faculty on sabbatical leave, and on unpaid or medical leave of not more than one academic year, shall not have their governance rights abridged. Resident Faculty on any other types of leave, definite or indefinite, shall have the governance rights of Emeritus Faculty and Administrators.
1.7.6 Change in Status
For the purpose of determining an individual's governance rights, changes in status from one category of faculty to another, except those due to resignation or other termination, shall become effective at the conclusion of the semester prior to the one in which the new terms of appointment become effective. In cases of resignation or other termination, changes in status shall become effective on the actual date of termination.

2.1 Tenure and Promotion Criteria

2.1 Tenure and Promotion Criteria
Candidates are referred to the current Indiana University Academic Handbook, the Academic Vice Chancellor's Memorandum on Tenure and Promotion Procedures, and relevant Indiana University Faculty Council, Fort Wayne Faculty Senate, and College of Visual and Performing Arts documents.
Candidates for tenure and promotion are evaluated in three areas of professional competence: research (scholarship/creative endeavor,) teaching, and service. It is recognized that these areas overlap. The three areas of evaluation do not imply three discrete modes of endeavor, but rather the possibilities of emphasis within a candidate's total performance.

2.1.1 Research: Research includes both creative and scholarly activities. Creative works include works of art/illustration/design, commissions, and any creative endeavor such as exhibitions and performances. Scholarly works include books, essays, notes, reviews, articles, editions, adjudicated online publications, papers and workshops delivered before professional organizations.
Quality and quantity are both factors in the evaluation of research, but quality is the more important. Research should demonstrate a candidate's concerns as a professor of Visual Communication and Design. Scholarly work should be useful to other members of the profession, either in making available important materials or in making an original contribution to the fields of computer art/design, graphic design, or photography.
Evidence of quality includes: competitions, exhibitions, journals, adjudicated online publications, and presses that publish, reproduce, or review the candidate's work. The judgment of evaluators distinguished in the candidate's field serves as a measure of the quality of the creative or scholarly activity.
In the case of tenure, with or without promotion, a candidate may include research conducted prior to the initial appointment to IPFW. Such work often establishes the faculty member's research focus and serves as additional evidence of potential for future development.


2.1.1.1 Competence in research is most readily demonstrated by the quality of work created, published or accepted for publication and by evidence of the candidate's commitment to an ongoing and promising program of research.
2.1.1.2 Excellence in research may be demonstrated through acceptance into juried exhibitions or collections, and the completion and publication (or acceptance for publication) of a major project.
In addition, evidence of the candidate's standing in the profession further substantiates the case for promotion. Such evidence might include reviews of the candidate's creative work or a record of service to the profession linked to his or her scholarly or creative achievement. It may also include the reproduction of works in publications within the candidate's area of expertise.
The level of competition is also a factor in determining excellence in research. For example, a candidate may cite the number of individuals entering a competition in relationship to the number of entries accepted. Adjudicated exhibitions with local, regional, national or international participants and audiences will be progressively weighted.

2.1.2.1 Competence in research is most readily demonstrated by the quality of work created, published or accepted for publication and by evidence of the candidate's commitment to an ongoing and promising program of research.
2.1.2.2 Excellence in research may be demonstrated through acceptance into juried exhibitions or collections, and the completion and publication (or acceptance for publication) of a major project.
In addition, evidence of the candidate's standing in the profession further substantiates the case for promotion. Such evidence might include reviews of the candidate's creative work or a record of service to the profession linked to his or her scholarly or creative achievement. It may also include the reproduction of works in publications within the candidate's area of expertise.
The level of competition is also a factor in determining excellence in research. For example, a candidate may cite the number of individuals entering a competition in relationship to the number of entries accepted. Adjudicated exhibitions with local, regional, national or international participants and audiences will be progressively weighted.

2.1.2 Teaching: It is important that the candidate's teaching be assessed by several different methods. These may include student evaluations (administered in class or subsequently); peer reviews; syllabi, examinations, and other classroom materials. A record of new course preparations, innovations and contributions to curriculum development are also a measure of teaching excellence, as well as, publications concerning preparation of instructional media, experimentation in instructional methods, or assessment of student learning and accomplishments.
A history of successful student advising and/or program administration (such as the coordinator of areas of concentration) may also factor into an individual's teaching portfolio.

2.1.2.1 Competence in teaching means effective teaching. The measure of an effective teacher is what his or her students learn and what they are inspired to go on to learn. A competent instructor establishes an intellectual rapport with students. He/she both conveys information to them and awakens their desire for further knowledge. The teacher is engaged in an ongoing study of the subject matter and the teaching methods appropriate to it. This study may evidence itself in pedagogical or curricular development or in a general enrichment of student learning.
2.1.2.2 Excellence in teaching means highly effective teaching. By definition, only teachers markedly above the standard of competence could qualify for this designation. Evidence of excellence in teaching might include but is not limited to documented research concerning instructional media and methods, evidence of current student and alumni success in the field of study such as adjudicated and competitive exhibitions and publications, and acceptance to competitive graduate programs. As a criterion of promotion to professor, excellence in teaching should have been demonstrated over an extended period.



2.1.3 Service: Service to the department and university includes participation in committee and other non-teaching functions. Service to the community refers to activities in which the candidate is a representative of the university. Service to the profession includes holding office in professional bodies, organizing conferences or sessions, writing short reviews, refereeing books or articles, reviewing promotion or tenure cases for other institutions, editing journals, and engaging in comparable activities.


2.1.3.1 Competence in service entails working constructively with one's colleagues and the timely, intelligent performance of assigned responsibilities.
2.1.3.2 Excellence in service entails extraordinary, significant expenditure of time, effort, and initiative, rendering the achievement of excellence in research or teaching difficult. Such service would normally involve campus, university, community, or extra-university professional activities.

Cases for promotion and tenure pass through the following decision levels:

• The Visual Communication and Design Promotion/Tenure/Sabbatical Leave Committee
• The Chair of the Department of Visual Communication and Design
• The Visual and Performing Arts Promotion and Tenure committee
• The Dean of Visual and Performing Arts
• The IPFW campus Promotion and Tenure Subcommittee
• The IPFW Vice Chancellor for Academic Affairs
• The Chancellor of IPFW, who forwards his/her recommendation to the president of Indiana University for submission to the trustees.

The Chair's evaluation of a candidate for promotion or tenure must include all annual evaluations of the candidate (if the candidate has not included them in the case), along with responses to them, should such exist, since the last promotion or, in tenure cases, since the initial appointment to a tenure-track position.

Campus decisions on promotion and tenure are made near the end of the fall semester in December.

2.3 Outside Review of Promotion and Tenure Cases
Tenure and promotion cases for Indiana University faculty should include appraisals by outside evaluators who are professionally active in the candidate's field of expertise.
Outside evaluators are people not affiliated with IPFW. Naturally, all evaluators should possess credentials appropriate for assessing the candidate. Normally, this assessment will be limited to the candidate's research/creative endeavor, teaching and service.

Because of the time required to solicit and receive outside evaluations, the process must begin in the spring preceding the academic year in which the tenure or promotion case will be reviewed. In March, the department chair will request faculty to indicate their intention to be considered for promotion or tenure in the following September. Those who do so will be asked to provide a list of at least six potential evaluators. This list should include the names, titles, and addresses of the evaluators, along with a brief description of their credentials. If the candidate has had a personal or professional relationship with anyone on his or her list (e.g., roommate in college, thesis advisor, collaborator on research project), that should also be indicated.

These individuals will then be asked if they are willing to serve as outside evaluators of the candidate's credentials. Those who agree to evaluate a candidate's case will be sent a packet of materials prepared by the candidate in consultation with the chair. This packet will contain the department's promotion and tenure criteria, the candidate's curriculum vitae, and a sample of the candidate's research. If unpublished or unreviewed material is a component in the candidate's case, it should be represented in the sample. Candidates should be aware that, by school policy, unpublished or published but unrefereed research must be evaluated by outside reviewers if it is to be considered an element of a tenure case.

The candidate will receive a sample of the letter inviting the evaluations, the names of those supplying evaluations, and their responses, with indications of authorship deleted. These should be included in the promotion or tenure case.

Copies of the letters of evaluation will be forwarded to the dean.

2.4 Annual Review, Reappointment and Salary Increment Recommendation

2.4.1 Each Resident Faculty member and each Continuing Lecturer must submit an annual report in January, describing his/her accomplishments during the previous calendar year. Materials submitted with the report are returned to the faculty member. The report itself is kept on file and used as a basis for faculty reviews and for the department's own annual report.
2.4.2 All Resident Faculty and Continuing Lecturers are reviewed annually by the department chair for purposes of salary increment recommendation.

2.4.2.1 Copies of these reviews are sent to the faculty member.

2.4.2.2 After reviewing the information submitted, the department chair writes an annual review of each faculty member who holds a continuing appointment. Copies of this review are supplied to the faculty member; a copy is also sent to the dean.


2.4.3 Salary increment recommendations originate with the chair late in the spring semester. They do not become official until approved at all higher administrative levels, including the board of trustees. Faculty usually receive formal notification of their salary for the next academic year in June.

Increment recommendations are based on merit in research, teaching, and service as reflected in the faculty member's annual report. Gender inequity and salary compression are also grounds for recommending special increments.

2.5 Materials for Annual Report
Annual report information should provide sufficient material to enable the department chair to make an informed evaluation of a faculty members activities in research, teaching, and service for the previous year.

Reports should conform to the outline described in the VPA Annual Report Form.

2.6 Student Evaluation of Teaching

For tenure and promotion cases, and for purposes of evaluation and reappointment, the evidence for effective teaching is most persuasive when it is clear that students had full freedom to respond and that a representative survey of student opinion had been made. Furthermore, the case is best presented, not with a great deal of unstructured evidence, but, rather, with valid summaries and compilations.

2.6.1 In-Class Student Evaluations

2.6.1.1 Freedom of student response is best demonstrated when the process has these characteristics:

1) The candidate is absent from the class during the evaluation.
2) The evaluation form provides for student anonymity
3) A student, selected beforehand, delivers the evaluations directly to the department secretary or to the department via campus mail
4) The results are returned to the instructor after final grades are in

2.6.1.2 The results of many evaluations should be compiled by the candidate's department as concisely as possible and by type of class. The candidate or the department chair should explain in writing how the results were obtained and compiled.
2.6.1.3 While no particular form for in-class student evaluations is mandated, a reliable statistical base is desirable. It is the responsibility of the candidate to explain the significance of the evaluation results.
2.6.1.4 The representativeness of in-class evaluations is best demonstrated when it is shown that students from each type of class the candidate teaches have been surveyed over a number of years. Four or five sections of each type spread over three or four years may be considered a reliable minimum range of response. The candidate should describe the range of evaluations involved in the evidence.

2.6.2 Other than In-Class Student Evaluations

2.6.2.1 Candidates may request that mail solicitations of representative groups, such as graduating majors or the candidate's past students, be conducted by the department chair. The chair should contact students in the group, or a representative sample of students chosen at random. The anonymity of all responses is indicated and provided.
2.6.2.2 The candidate and the chair shall agree on the types of students contacted, on the form that the chair's letter will take, and on the time of the survey and the deadlines involved.
2.6.2.3 After the survey is completed, the candidate shall be given copies of all letters received (with the names removed). If there are a great number of letters, the candidate may request the chair to write a summary of responses. The chair should attach a signed form certifying the manner in which the survey was conducted and the number of letters that were received. If the candidate uses such letters in the case, the certification should be present. If it is not present, the candidate should explain the manner in which the survey was conducted and the manner in which the candidate is using the letters.

2.7 Peer Review of Teaching

2.7.1 The department encourages its faculty to have colleagues assess their teaching, their course materials and syllabi and offer suggestions for improvement. Faculty who so desire may receive peer comments on their teaching with the assurance that the evaluation will not be used for these summative purposes. Individuals may arrange for such peer evaluations of colleagues on the IPFW campus.
2.7.2 Upon request by a faculty member, colleagues may arrange evaluation visits of their classes and review of course materials. The instructor should provide the colleague with copies of the syllabi or current class schedules for all courses to be evaluated.
2.7.3 If classroom visits are to be conducted, evaluators are advised to visit the class more than once and a meeting between participating faculty should occur prior to any classroom visit. Topics for discussion at a pre-visit meeting may include but are not limited to the following topics:

1) discussion of course content, level of course
2) faculty expectations of students enrolled in the course(s)
3) how the course to be reviewed fits into the general curriculum of the department, school and university
4) areas of concern for the faculty under review.

2.7.4 The evaluator's report should be detailed and based on the usual criteria for evaluating effective teaching. The report should specify all conditions pertaining to the evaluation (date of visits, announced or unannounced, etc.).
2.7.5 The evaluator will send a letter summarizing their evaluation to the instructor. If the instructor requests, the evaluator will also send a copy of their letter to the department chair, for use in evaluations of the instructor. The instructor will decide whether such a letter will become part of a promotion or tenure case.
2.7.6 Faculty members who do not choose to use these procedures for peer review will not be penalized for their choice. However, faculty are reminded that the department's tenure and promotion criteria urge assessment of teaching by several different methods. Moreover, under some circumstances, the department chair may recommend that a faculty member provide peer reviews of their teaching.

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2.8.1 Matters Subject to Grievance Procedure

2.8.1.1 Faculty concerns include matters of compensation and working conditions under the immediate administrative purview of the department, including but not limited to: increments of salary and other compensation; course assignment; course load; annual and other performance reviews; reprimands; and recommendations for promotion, tenure, and sabbatical leave.
2.8.1.2 Administrative concerns include but are not limited to fulfillment of professional responsibilities in teaching, advising, committee assignments, administrative assignments, and research.

2.8.2 Submissions
It is understood that certain persons are eligible to submit both administrative and faculty grievances due to their retention of faculty status while in administrative positions.

2.8.2.1 Grievances may be submitted by any individual Resident Faculty member against the Chair, or the Promotion, Tenure, Sabbatical Leave Committee. No individual faculty member may file a grievance against another individual faculty member except as specified herein.
2.8.2.2 By any part-time faculty member against the Chair, or any designated co-ordinator.
2.8.2.3 By the Chair against any full-time faculty member.
2.8.2.4 By the Chair against any part-time faculty member

2.8.3 Grievance Board

2.8.3.1 The complainant shall file written notice of intent to submit a grievance with the Chair of the Faculty Review Committee. In case that person is a party to the grievance, the written notice shall be filed with a committee member designated by the committee chair.
2.8.3.2 The written notice shall include the following: an explicit statement of the complaint, the grounds for the complaint, and an outline of the pertinent evidence to be submitted. If the complainant chooses to exercise his/her right to counsel, the name of the counsel should also be included, but failure to do so at this juncture does not constitute waiver of right to counsel.
2.8.3.3 Ordinarily, notice of intent to submit a grievance shall be filed within fourteen (14) days of the event which has given rise to the grievance, excluding academic vacation periods but not weekends or holidays during regular semesters.
2.8.3.4 The committee Chair (or his/her delegate) shall immediately forward a copy of the notice of intent to the party or parties against whom the grievance is being submitted.
2.8.3.5 With the assistance of the committee Chair (or delegate), a Grievance Board shall be constituted of one department member nominated by the complainant, one by the respondent(s), and one agreeable to both parties. Unless serious conflict of interest can be shown, no department member should refuse to serve on a Grievance Board to which he/she has been duly named.

2.8.4 Duties of the Grievance Board

2.8.4.1 The Board shall meet within seven (7) days of its constitution to begin consideration of the complaint.
2.8.4.2 The Board shall notify both parties to the grievance of the date of its first meeting, so that both complaint and response may be submitted in time for consideration by the Board and both parties.
2.8.4.3 The Board shall determine whether hearings are necessary, or whether the grievance may be resolved on the basis of information presented. The Board may issue its decision on the basis of material submitted, may call the parties together for a negotiated or compromise settlement, or may determine that hearing of further evidence is necessary.
2.8.4.4 The Board shall make precise records of all its actions, and copies of such records shall be given to all parties involved.
2.8.4.5 The Board's records shall include a statement of its findings and the reasons thereof.

2.8.5 Hearing Procedure

2.8.5.1 Either party to a grievance has the right to be represented by counsel of his/her own choosing.
2.8.5.2 Hearings may be open only with written consent of both parties to the grievance.
2.8.5.3 Both parties shall have the right to full presentation of their cases.
2.8.5.4 The Grievance Board shall have the right to request any evidence, written or oral, from either party, provided such evidence is within the power of subpoena of the boards or committees which handle such matters for the faculty of Indiana University-Purdue University at Fort Wayne. If, during a hearing procedure, such evidence is denied, the Board may declare its inability to resolve the grievance and recommend that any further action thereupon be undertaken through the grievance procedure established within the University, and if the grievant wishes shall notify another appropriate board or committee of its action and the reasons therefor.
2.8.5.5 Either party to a grievance shall have the right to request relevant evidence as outlined above. The Board may regard refusal to provide such evidence as sufficient grounds for finding in favor of the party to whom evidence is denied, or it may declare its inability to resolve the grievance, as outlined above.
2.8.5.6 In closed session after the hearings are completed, the Board shall meet to make its decision.

2.8.6 Miscellaneous

2.8.6.1 Decisions of an ad hoc Grievance Board may be appealed only through the grievance procedures established within the University.
2.8.6.2 Members of an ad hoc Grievance Board may not discuss the complaint, the hearing process, or the resolution with any person not involved in the complaint, nor with parties to the complaint outside the formal hearing process.

3 TEACHING

3.1 Staff Assignment Policy:

3.1.1 Teaching Load

3.1.1.1 The normal teaching load for full-time faculty is twenty-four (24) credit hours an academic year.
3.1.1.2 The normal teaching load for full-time faculty members who are currently engaged in research, or are newly appointed and are on a tenure track is eighteen (18) credit hours an academic year.
3.1.1.3 Release Time
The Faculty Review Committee will advise the Chair in the granting of four kinds of release time:

a. Research: Additional course load reductions granted for other proposals
b. Departmental Program Development, special projects, or significant professional service.
c. Departmental Office, including Chair, Assistant Chair, or similar appointments.
d. Funded Activity Underwritten by Non-Departmental Budgets, including research, service, extra-departmental teaching.

3.1.2 Responsibilities of the Department Chair
It is recognized that the policies relating to teaching assignments are at best firm guidelines along which the department chair must exercise discretion and judgment.

3.2 Course Level Guidelines:

3.2.1 Courses should follow bulletin descriptions.
3.2.2 The choice of texts is usually up to the instructor. In a sequence course where specific texts have been agreed upon by the staff of the sequence, the faculty member should respect the agreement.

3.3 Summer Teaching Policy:

3.3.1 Summer teaching assignments shall be made so as to provide, as nearly as possible, equal opportunity for all full-time department faculty members to participate in the summer school program.
3.3.2 The decision to assign a specific faculty member to a specific course is a matter of the judgment and discretion of the department Chair. Every effort, however, should be made to effect a long-range fair distribution of courses among members of the summer faculty.

3.4 Independent Study:

3.4.1 Supervision of independent study courses may be treated as evidence of teaching excellence; however, under current procedures, it constitutes an uncompensated overload. For this reason, the department neither encourages nor, in most instances, discourages supervision of these courses.
3.4.2 Application to supervise an independent study course should be made by means of the departmental form available for that purpose. Approval by the department Chair is required.
3.4.3 Applications for independent study are expected to contain a detailed, explicit plan of work. Courses that duplicate regular courses offered in the same or the next semester are discouraged. The departmental secretary can provide faculty with the Independent Study Form and Guidelines.

3.5 Faculty Absence from Scheduled Classes :

3.5.1 Instructors are expected to meet their classes on the day and time and in the room designated in the Schedule of Classes. If temporary room changes are made, they should be announced in advance both to the students and to the department secretary. No permanent room changes should be made without permission of the department Chair.
3.5.2 It is understood that the time scheduled for class meetings may be used for a variety of alternative pedagogical purposes, such as conferences with students, library exercises, and field trips. Because the department is regularly called upon to locate faculty and students, all such activities should be announced in advance to the department secretary.
3.5.3 From time to time faculty may be away from campus during the academic term for professional purposes (e.g., presenting a conference paper, service on a system committee). Since such absences from class are normally known well in advance, faculty are expected to arrange for a substitute instructor or alternative classroom activity and to notify the department chair of the arrangements made.
3.5.4 Occasionally, illness or emergency may result in an unexpected faculty absence from class. Under these circumstances, the faculty member should notify the department chair or the department secretary, who will attempt to find an emergency replacement or, if unsuccessful, will post notices announcing the cancellation of the class.
3.5.5 If an emergency causes a faculty member to miss a class, secretarial assistance is limited to announcing the cancellation, distributing hand-outs, picking up class papers, and, if a test is scheduled, handing out the test at the beginning of class and picking it up at the end. Secretaries may not monitor the actual taking of quizzes or examinations.

4.1 Student Advising
All Resident faculty members are assigned students to advise on a regular basis. Faculty advisors should be familiar with the university's academic regulations, with OASIS/Banner and with department and school requirements for graduation.

4.2 OASIS
A student's use of OASIS or other means of registration does not wave his/her right or obligation to seek advising by department faculty. Time spent in advising is an important element in a faculty member's teaching assignment.

4.3 Grades
Faculty should familiarize themselves with the statements concerning grades and grading policy in the IPFW Bulletin and the most recent edition of the Indiana University Academic Handbook. The following requirements should be noted:

4.3.1 Faculty members are expected to give each undergraduate a written evaluation of performance as early as compatible with the nature of the course. This evidence will normally consist of a letter grade, but it could also be recorded in a different manner (e.g., written critique of a paper, written evaluation of the student's total performance). In certain types of courses the evaluation might be given orally.
4.3.2 Grade appeals most frequently occur when the instructor has not clearly stated a grading policy or has changed the policy during the semester. Faculty are urged to provide students with a written statement (presumably on the course syllabus) detailing the factors that will determine their final grades and to treat the statement as a contractual understanding with the students, to be altered only with their knowledge and agreement.

4.4 Cheating and/or Plagiarism
The Indiana University Academic Handbook and IPFW's own academic regulations (see the most recent version of Fort Wayne Senate Document --IPFW Code of Student Rights, Responsibilities, and Conduct--and the current IPFW Bulletin) define these terms and the campus procedures appropriate for dealing with them.

4.4.1 Before charging a student with plagiarism or cheating, the faculty person may wish to consult with the department chair.
4.4.2 Before imposing any penalty, the faculty person must meet informally with the student, within ten days of discovering the alleged misconduct, in order to allow the student to present a defense or explanation.
4.4.3 If the faculty person chooses to notify the student by letter, he/she may wish to use the general form suggested by the Indiana University Counsel:

Dear Mr/Ms_____________: I have a paper entitled "____________" 1 test, submitted by you to me in partial fulfillment of the requirements of (Course Number), section ______. I have read your paper/test, and my present belief is that it is not entirely your own work, as required by the standards of the course. Please make an appointment to see me immediately so that we can discuss this situation. (Pending our discussion and a resolution of the matter, I am recording an Incomplete as your grade in this course.)* Very truly yours,  _______________  * If at semester's end. Please note that the word "plagiarism" is not recommended for use.

4.4.4 After discussing the situation with the student, the faculty person may deem it proper to impose a penalty. This may take several forms:

1) a lower or failing grade for the assignment in connection with which misconduct occurred,
2) an injunction to repeat or supplement the assignment, or
3) a lower or failing grade for the course.

4.4.5 After the faculty person determines the penalty, he/she must write a complete report, with all particulars spelled out, including the exact nature of the penalty. A copy of this report should go to the student, to the chairperson of the Department of Visual Communication and Design, to the Dean of Visual and Performing Arts and of the student's school or division, and to the Vice Chancellor for Student Affairs. This report should inform the student that he/she may appeal to the department chair and, subsequently, to higher administrators, as outlined under "Grade Appeals" below, if dissatisfied with actions taken at the departmental level.

4.5 Grade Appeals
The appeals process can be used by any undergraduate student who has evidence or believes that evidence exists to show that a course grade was assigned as a result of prejudice, caprice, or computational error.

4.5.1 In appealing, the student must support in writing the allegation that an improper decision was made and must specify the remedy sought. During an appeal, the burden of proof is on the student, except in cases of alleged academic dishonesty, in which case the instructor must support the allegation.
4.5.2 Timing of Appeals: An appeal must be initiated no later than the fourth week of the fall or spring semester immediately following the session in which the decision was made. Each successive step in the appeals procedure must be initiated within three calendar weeks of the completion of the prior step.
4.5.3 Steps in the Appeal Process:

4.5.3.1 Course instructor: The student makes an appointment with the instructor to discuss the matter. (If the instructor is unavailable, the department chair shall authorize an extension of time or allow the student to proceed to step_2.)
4.5.3.2 Department: If the matter has not been resolved at step 1, the student makes an appointment with the chair of the department, who will direct the student procedurally in making an appeal to the department Grade Appeals Committee (GAC).
4.5.3.3 Academic Appeals Subcommittee: If the matter has not been resolved at step 2, the student makes an appointment with the Dean of Students, who will direct the student procedurally in submitting the case to the campus Academic Appeals Subcommittee.
4.5.3.4 Department of Visual Communication and Design Appeals Procedure (Step 2)
When necessary the department chair will appoint three regular members and two alternate members to the Grade Appeals Committee (GAC). All members shall come from the instructional staff (including Associate Faculty) of the department. Alternates shall serve when regular members are unavailable for service due to absence or to involvement in assigning the grade under appeal.
4.5.3.5 If an appeal has not been satisfactorily resolved between the student and the instructor (step 1), the student shall request the GAC to receive evidence and make a recommendation.
4.5.3.6 After receiving written documents and oral testimony relevant to the appeal, and after providing due process and complying with the time limits described above, the GAC will vote on whether the appeal is valid and, if so, on what remedy should be provided.

1) A written statement of findings and recommendations will be given to the appellant, the instructor, the Dean of Students, and the chair of the department.
2) At this point, the instructor may change the appealed grade, the student may withdraw the appeal, or the student may proceed to step 3. (Grades may be changed only by a university authority upon the decision of the campus Academic Appeals Subcommittee or by the instructor any time prior to the decision of the Academic Appeals Subcommittee.)

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5.1 University Travel
All Resident Faculty are eligible for reimbursement of expenses (see guidelines below) for attending professional conferences or other activities which might further their teaching, research or creative ability. The maximum amounts of reimbursement are determined annually and are based on the funds for travel available in the department's budget.

5.1.1 Supplemental funding should always be sought when applicable.
5.1.2 Resident Faculty traveling to professional conferences may be reimbursed for transportation, lodging, subsistence, registration fees.
5.1.3 Faculty who travel to professional meetings or on other university business, whether or not they request reimbursement, must complete the "Authority to Travel" form available in the department office. (Completion of this form is necessary to activate the university's liability coverage for faculty.) This form should be submitted to the department secretary no later than two weeks prior to the commencement of travel.
5.1.4 After travel takes place, the faculty member provides the department secretary with receipts for transportation, lodging, and registration. (The university computes the amount for subsistence.) Since these receipts will not be returned to the faculty member, photocopies should be retained if needed for further reference.

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