This website was last updated: February 16, 2005
February 10, 2005 - Changes Listed Below
Chapter 4 - General Personnel Policies
1.10.2 Obligations of Appointees
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Chapter 4 - Faculty Personnel Policies
2.4.1 Joint Appointment
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2.10.7 Unit Meeting and Unit Vote (amended)
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Chapter 6 - Housing Room and Board Rates per Semester for 2005-2006
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December 10, 2004 - Changes Listed Below
Chapter 3 - Academic Affairs
Master of Science in Biostatistics
Master of Science in Cell and Molecular Biology
Master of Science in Medical and Bioinformatics
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Chapter 6 - Business Affairs
Section D - Approval of Retirement Plan Documents
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Section F - Collateralization and Repurchase Agreements
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Section H - Purchasing Policy
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Section M (new) - Economic Development
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October 28, 2004 - No Changes
June 25, 2004 - Changes Listed Below
Chapter 3 - Academic Affairs
Bachelor of Science in Athletic Training
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Chapter 4, Sections 2.3, 2.6, 2.7, and 2.10.4 - Faculty Personnel Policy
Contract Renewal and Tenure Schedule Revisions
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Chapter 6, Appendix A - 2004-2005 Tuition Fee Schedule
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April 22, 2004 - No Changes
February 14, 2004 - Chapter 6 - Housing Room and Board Rates per Semester for 2004-2005
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December 3, 2003 - Academic and Student Affairs Reorganization Approved
October 23, 2003 - Chapter 3 - Academic Affairs
Masters of Education in School Counseling added to Curriculum
Doctor of Physical Therapy added to Curriculum
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A. Purposes of the Administrative Manual
The functions of the Administrative Manual are to provide a medium for stating, changing, and communicating the general philosophies and policies of the university, and to provide guidance to the administration of the university in its development of operating policies and procedures.
B. Authority of the Administrative Manual
The authority for the policies contained herein is based on the constitution of the State of Michigan, statutes of the State of Michigan, and the bylaws of the Board of Trustees of Grand Valley State University. The bylaws and chapters 1 through 9 of this Administrative Manual have been approved in its entirety by the Board of Trustees on April 22, 2003, pursuant to its constitutional and statutory authority. All additions, deletions, and revisions to the bylaws and chapters 1 through 9 of the Administrative Manual may be made only with the approval of the Board.
C. Distribution and Control of the Administrative Manual
The Administrative Manual shall be distributed to all members of the Board of Trustees and executive and administrative officers of the university. At least one copy will be made available in the university library for general use by the faculty and staff, students, and the general public and it shall be available on the university's web site, www.gvsu.edu/admin_manual. Other copies may be maintained and distributed as required. The responsibility for the maintenance and distribution of the Administrative Manual shall rest with the secretary of the Board.
§ 4 Higher education institutions; appropriations, accounting, public sessions of boards.
The legislature shall appropriate moneys to maintain the University of Michigan, Michigan State University, Wayne State University, Eastern Michigan University, Michigan College of Science and Technology, Central Michigan University, Northern Michigan University, Western Michigan University, Ferris Institute, Grand Valley State College, by whatever names such institutions may hereafter be known, and other institutions of higher education established by law. The legislature shall be given an annual accounting of all income and expenditures by each of these educational institutions. Formal sessions of governing boards of such institutions shall be open to the public.
History: Const. 1963, Art. VIII, § 4, Eff. Jan. 1, 1964 . Former Constitution: See Const. 1908, Art. XI, § 10.
§ 6 Other institutions of higher education, controlling boards.
Other institutions of higher education established by law having authority to grant baccalaureate degrees shall each be governed by a board of control which shall be a body corporate. The board shall have general supervision of the institution and the control and direction of all expenditures from the institution's funds. It shall, as often as necessary, elect a president of the institution under its supervision. He shall be the principal executive officer of the institution and be ex-officio a member of the board without the right to vote. The board may elect one of its members or may designate the president, to preside at board meetings. Each board of control shall consist of eight members who shall hold office for terms of eight years, not more than two of which shall expire in the same year, and who shall be appointed by the governor by and with the advice and consent of the senate. Vacancies shall be filled in like manner.
History: Const. 1963, Art. VIII, § 6, Eff. Jan. 1, 1964.
Act 120 of 1960
AN ACT to establish an institution of higher education having authority to grant baccalaureate degrees to be known as Grand Valley state university; to implement the state constitution by providing for the appointment of the board of control, the organization of the board, and the vesting of assets in the board; and to grant and confirm the powers of the board.
History: 1960, Act 120, Eff. Aug. 17, 1960 ;--Am. 1963, 2nd Ex. Sess., Act 24, Eff. Jan. 1, 1964 ;--Am. 1970, Act 13, Imd. Eff. Apr. 10, 1970 ;--Am. 1972, Act 355, Imd. Eff. Jan. 9, 1973 ;--Am. 1987, Act 156, Imd. Eff. Nov. 5, 1987 .
The People of the State of Michigan enact:
390.841 Grand Valley state university; establishment; location; maintenance; equal availability of facilities; powers of board of control. [M.S.A. 15.1852(1) ]
(1) There is established a state institution of higher education having authority to grant baccalaureate degrees to be known as Grand Valley state university and located in Allendale township, Ottawa county. The institution shall be maintained by the state and its facilities shall be made equally available and upon the same basis to all qualified residents of this state. The institution shall be governed by a board of control which shall be a body corporate.
(2) In addition to any other powers granted by law, the board has all of the following powers:
(a) General supervision of the university.
(b) Control and direction of all expenditures from the university's funds.
(c) The right to sue and be sued.
(d) Adoption of a seal and altering of a seal.
(3) As used in this act, "board" means the board of control of Grand Valley state university.
History: 1960, Act 120, Eff. Aug. 17, 1960 ;--Am. 1963, 2nd Ex. Sess., Act 24, Eff. Jan. 1, 1964 ;--Am. 1970, Act 13, Imd. Eff. Apr. 10, 1970 ;--Am. 1972, Act 355, Imd. Eff. Jan. 9, 1973 ;--Am. 1987, Act 156, Imd. Eff. Nov. 5, 1987 .
390.842 Board of control; members, appointment, terms; president. [M.S.A. 15.1852(2) ]
There is established a "board of control", to consist of 8 members to be appointed by the governor with the advice and consent of the senate for terms of 8 years. The president of the institution shall be ex officio a member of the board without the right to vote.
History: 1960, Act 120, Eff. Aug. 17, 1960 ;--Am. 1963, 2nd Ex. Sess., Act 24, Eff. Jan. 1, 1964 .
390.843 Board of control; election and terms of officers; treasurer's bond; vote required for incurring obligations or disposing of property or funds; quorum; conducting business in compliance with § 15.261 et seq.; notice of meeting; powers and duties enumerated. [M.S.A. 15.1852(3) ]
(1) The board of control may elect 1 member of the board or may designate the president to preside at board meetings. The board shall elect a secretary, a treasurer, and other officers as it considers necessary, none of whom shall be a member of the board. An officer shall serve a term of 1 year and until a successor is elected and qualified. Before permitting the treasurer to enter upon the duties of the office, the board shall require a bond to the people of this state with the sureties and in a sum not less than the amount of money likely to be in the treasurer's possession as the board designates. An officer may not incur obligations or dispose of the board's property or funds, except in pursuance of a vote of the board.
(2) A majority of the members of the board shall form a quorum for the transaction of business. The business which the board may perform shall be conducted in compliance with Act No. 267 of the Public Acts of 1976, being sections 15.261 to 15.275 of the Michigan Compiled Laws. Public notice of the time, date, and place of the meeting shall be given in the manner required by Act No. 267 of the Public Acts of 1976.
(3) The board by majority vote of its membership may enact or amend rules and bylaws, for the conduct of the board's business as provided in subsection (1) and for the government of the institution; fix tuition and other fees and charges; appoint or remove personnel as the interests of the institution and the generally accepted principles of academic tenure permit or require; determine the compensation to be paid for services and materials; confer degrees and grant diplomas as are usually conferred or granted by similar institutions; receive, hold, and manage any gift, grant, bequest, or devise of funds or property, real or personal, absolutely or in trust, to promote the purposes of the institution; enter into agreements, not inconsistent with this act, as may be desirable in the conduct of the board's affairs; and in behalf of the state, lease or dispose of property which comes into the board's possession, if the board does not violate a condition or trust to which the property may be subject. The board may exercise all powers customarily exercised by the governing board of a college or university and the enumeration of the powers in this section shall not be considered to exclude powers not expressly excluded by law.
History: 1960, Act 120, Eff. Aug. 17, 1960 ;--Am. 1963, 2nd Ex. Sess., Act 24, Eff. Jan. 1, 1964 ;--Am. 1977, Act 246, Imd. Eff. Dec. 6, 1977 .
390.844 Board of control; borrowing money; acquisition of property; acquisition or construction of facilities; notes or bonds. [M.S.A. 15.1852(4) ]
Sec. 4. The board shall not borrow money on its general faith and credit, nor create any liens upon its property except as provided. The board may acquire land or acquire or erect buildings, or alter, equip, or maintain them, to be used as residence halls, apartments, dining facilities, student centers, health centers, parking structures, stadiums, athletic fields, gymnasiums, auditoriums, and other educational facilities. After the legislature by concurrent resolution has approved the acquisition or construction of such facilities, the board may borrow money issuing notes or bonds under such terms and provisions as it deems best to finance such facilities, the necessary site or sites, and including, but not limited to, capitalized interest and a debt service reserve in connection with the notes or bonds, with interest, solely out of income and revenues from any such facilities or any other such facilities later acquired, special fees and charges required to be paid by the students considered by the board to be benefited, funds to be received as gifts, grants, or otherwise from the state or federal government or any agency of the state or federal government or any public or private donor, if, prior to issuance of such notes or bonds, the state, federal government, or its agency, or other donor has contracted to pay to the board or to the holder of such notes or bonds definite amounts of money as determined by formula or otherwise, the proceeds of or delivery of any notes or bonds issued, or any combination thereof.
History: 1960, Act 120, Eff. Aug. 17, 1960 ;--Am. 1966, Act 149, Imd. Eff. June 24, 1966 ;--Am. 1970, Act 13, Imd. Eff. Apr. 10, 1970 ;--Am. 1987, Act 156, Imd. Eff. Nov. 5, 1987 .
390.845 Legislative intent. [M.S.A. 15.1852(5) ]
This act is intended to implement, clarify and confirm in the board the constitutional powers customarily exercised by the board of control of institutions of higher education established by law having authority to grant baccalaureate degrees.
History: Add. 1970, Act 13, Imd. Eff. Apr. 10, 1970 .
390.846 Cost of transition or name change. [M.S.A. 15.1852(6) ]
(1) The state shall not bear any cost incurred in the transition of Grand Valley state college to Grand Valley state university. Costs incurred by the name change shall be borne by the institution from nonstate sources.
(2) A student shall not bear any cost incurred in the transition of Grand Valley state college to Grand Valley state university by an increase in either tuition or other student fees. All costs associated with the transition of Grand Valley state college to Grand Valley state university and the source from which funds required to effectuate the transition were received shall be reported to the house and senate appropriations committees no later than December 31, 1989.
History: Add. 1987, Act 156, Imd. Eff. Nov. 5, 1987.
ARTICLE I. Members of the Board
1.1 Status as a body corporate: Grand Valley State University is an institution of higher education created by the Michigan Constitution of 1963 and governed by a Board of Control (sometimes referred to herein as the "Board" or "Board of Trustees," with each member thereof sometimes referred to as a "Trustee") which is a constitutional body corporate vested with conduct of the affairs and control of the property of the institution.
1.2 Number and terms: The Board shall consist of eight members appointed by the governor of Michigan by and with the advice and consent of the Senate for terms of eight years, not more than two of which shall expire in the same year. Holders of the present terms of office shall continue to exercise their powers and duties until their respective successors have been appointed and have taken office. Notwithstanding the foregoing, at any time a member of the Board resigns or relocates his or her residence out of state or otherwise ceases to be legally qualified to serve as a member of the Board, such person shall then cease to be a member of the Board, from then and thereafter for all purposes, including determination of a quorum, and determination of whether a majority of the members of the Board have approved proposed action.
1.3 Ex officio: The president of the university shall be ex officio a member of the Board, without the right to vote. References herein to "members present" or the "membership" shall not be deemed to include the ex officio member.
1.4 Honorary life members: The Board may designate any person who has served on the Board to be an honorary life member of the Board. Such members shall receive notices of and minutes of all formal sessions and shall be invited to attend all graduation exercises as if a full member of the Board. Such members shall not, however, have any voting rights or otherwise be considered a Board member, such as for purposes of determining the presence of a quorum.
ARTICLE II. Authority of the Board
2.1 General power: The Board shall have general supervision of the university, the control and direction of all expenditures from university funds, the making of all decisions regarding public policy, and all powers customarily exercised by the governing board of a state university, including all those contemplated for such universities established pursuant to Article VIII, Sections 4 and 6 of the Constitution of the State of Michigan of 1963, all such powers to be exercised in conformity with the applicable law(s). The Board's powers are exercised by a majority vote of its membership and include, by way of illustration only, the powers to:
2.101 enact bylaws, rules and regulations for the conduct of its business and for the government of the university, and from time to time amend the same,
2.102 adopt a seal, and from time to time alter the same,
2.103 bring suit and act in defense of suits brought against it,
2.104 designate the sureties and the sum of the bond required of the treasurer of the Board before a person elected to such office enters upon the duties thereof, and require bonds of Board members or employees or agents of the Board and designate the sureties and sum of each,
2.105 fix tuition and other fees and charges,
2.106 elect, appoint, reclassify, or remove such personnel as the interest of the university requires, including a president of the university, who shall be the principal executive officer of the institution,
2.107 confer baccalaureate and such other degrees and grant such diplomas as are usually conferred or granted by other similar universities,
2.108 receive, hold, invest, manage, and use any gift, grant, bequest, or devise of funds or property, real or personal, absolutely, conditionally, or in trust, and state or federal appropriations to promote any of the purposes of the university,
2.109 enter into any agreements as may be desirable in the conduct of its affairs,
2.110 lease or dispose of any property which comes into its possession,
2.111 designate depositories of the funds of the university and the persons authorized to sign checks or orders for payments from such funds,
2.112 appoint a nominee or custodian for any of its assets,
2.113 borrow money for capital acquisitions or improvements and or self-liquidating or revenue-producing projects under terms of limited obligation and limited pledge of security, and to issue notes, bonds, debentures or other evidences of indebtedness.
2.114 exercise such other powers as may be incidental or related to the foregoing and authorized by law.
2.2 Limitations: The foregoing powers shall be exercised in compliance with and subject to applicable laws, as they may pertain from time to time.
2.3 Accounting responsibility: The Board shall give to the legislature an annual accounting of all income and expenditures and such financial information and reports as are required by law or as may seem advisable to the Board.
ARTICLE III. Meetings of the Board
3.1 Frequency and purposes: The Board shall hold the following formal sessions:
3.101 An annual meeting at the time of the first regularly scheduled formal session of the Board in each calendar year, or at such other date and time in any year as the Board may designate, for the purpose of electing required officers, and for the transaction of the same business as may come before a regular formal session.
3.102 Regular formal sessions as specified by the Board or by the chair of the Board or the president of the university.
3.103 A special formal session whenever called in writing by the chair of the Board, the president of the university, or by any three members of the Board.
3.2 Hour and place: Each formal session shall commence on the date and at the time and location specified in the notice of the formal session.
3.3 Notices: Notices of each formal session stating the date, hour, and place thereof, shall be given by mail (with a copy by facsimile or e-mail), telegram, or personal service to each member not later than five days before holding of such formal session; and such notice of any formal session shall be deemed duly given if mailed (with a copy by facsimile or e-mail) at least five days before the formal session or if sent by straight telegram or personally served at least five days before the formal session when addressed to or delivered at the member's last known business or residence address appearing in the records of the Board. A waiver of notice signed by any member either before or after a formal session shall have the same effect as a notice duly given to such member for the formal session. Notwithstanding the foregoing notice requirements, if the chair, the president, or any three members of the Board determine there may be an emergency, the required notice shall be shortened from the time specified above to 18 hours, and notice in case of such emergency shall be deemed duly given if sent by straight telegram or personally served at least 18 hours in advance, with a copy by facsimile or e-mail, to the last known business or residence address appearing in the records of the Board.
3.4 Quorum: A majority of those who are then qualified and serving as Board members at any given time shall form a quorum for the transaction of business, but a lesser number may adjourn any formal session from time to time until a quorum is present.
3.5 Recessed formal sessions: No notice need be given of the time and place set for reconvening a formal session upon a recess approved by a majority of members present, provided it is reconvened within thirty-six (36) hours.
3.6 Board action: All actions taken by vote of a majority of its membership at a formal session shall constitute action of the Board.
3.7 Procedures: To the extent practicable, a tentative agenda shall be prepared in advance by the president of the University for each regular and annual formal session, and copies shall be mailed to members beforehand and furnished to those present when the formal session convenes. Any member may have a matter of Board business placed on the tentative agenda for a formal session by written request sent to the president at least five days before the date of the formal session. The Board may consider and act on items other than those stated in the agenda. To the extent practicable, reports of officers, reports of committees, and forms of resolutions to be proposed shall be presented at each formal session in writing. By resolution of the Board adopted at any formal session, the Board may choose to utilize the procedures set forth in Robert's Rules of Order or any other parliamentary procedure or may establish its own rules as a guide for parliamentary procedure and governance at any formal session.
3.8 Presence of non-members: Meetings that the Board determines to be "formal sessions" shall be open to the public; provided, however, the Board may exclude a person for a breach of peace actually committed at the meeting and may impose other lawful restrictions and conditions. Closed sessions shall be held as permitted by law.
3.9 Opportunity to be heard: Persons wishing to address the Board must make application to do so with the secretary five (5) days prior to the formal session unless there is unanimous agreement by the Board to waive this time limit. The person shall identify the topic, the length of time desired (which shall not normally exceed five (5) minutes), and further indicate whether the administrator responsible for the topic has been informed of the speakers topic prior to the request. Persons seeking to address the Board shall also give their name, present business or residential address, and disclose any interest involved in the topic. If the request to speak is approved by the president or chair of the Board, the secretary shall note the topic and allotted time in the agenda. Denial of a request shall be reported to the Board and the requesting party. Informal opportunities to address the Board may be granted at the chair's discretion.
ARTICLE IV. Committees of the Board
The Board from time to time may appoint committees for such purposes and with such authority as it determines.
ARTICLE V. Officers of the Board
5.1 Election: The Board may elect from its membership a chair to preside at Board meetings, and a vice chair to preside at board meetings in the absence of the chair and to conduct such other business as the Board may determine from time to time, and it shall elect from persons on the university staff a secretary, a treasurer, and such other officers as from time to time it deems necessary, including an assistant secretary and an assistant treasurer to serve in the absence or disability of the respective required officers. Election of officers shall occur at each annual meeting, but a vacancy in any office may be filled for the unexpired term of the previous holder of the office at any formal session.
5.2 Terms: Each officer shall serve a term of one (1) year and until his or her successor shall have been elected and qualified, but may be removed at any time during such term by action of the Board.
5.3 Duties:
5.301 Secretary: Unless otherwise determined by the Board, the secretary shall keep the requisite minutes of the transactions of the Board, shall certify to them as required, and shall send out or cause to be sent all notices of formal sessions and copies of minutes, and shall perform those duties incidental to the office of secretary and such other duties as may be designated by the Board; provided, however, that in the case of the secretarys absence or refusal or neglect to do so, any of these duties may be performed by any person so directed by the president or the Board.
5.302 Treasurer: The treasurer, before entering upon the duties of office, shall file appropriate bond with such sureties and in such sum as the Board may designate. Unless otherwise determined by the Board, the treasurer shall have the general charge, under the direction of the Board, of the financial affairs of the Board and of the receipts, deposits, investments, and disbursements of funds or property received or held by the Board; shall render annually to the Board a complete account of all monies or property received and held and all disbursements made in respect to each of the separate funds of the university and each of the functions into which the organization of the university is divided for administrative and accounting purposes; and shall preserve a complete record of all financial transactions; and shall perform those duties incidental to the office of treasurer and such other duties as may be designated by the Board; provided, however, that in the case of the treasurers absence or refusal or neglect to do so, any of these duties may be performed by any person so directed by the president or the Board.
5.303 Limitations: No officer shall have the power to incur obligations or to dispose of the Board's property or funds, except in pursuance of action of the Board.
ARTICLE VI. President
6.1 Election and tenure: The Board shall elect a president of the university to serve until removed by action of the Board.
6.2 Duties and authority: The president shall be the chief executive officer of the university with duties and authority which include by way of illustration, and not in limitation thereof, the following, unless as otherwise determined by the Board:
6.201 to attend all formal sessions of the Board and, whenever designated by the Board to do so, to preside at the Board formal sessions,
6.202 to recommend for adoption by the Board rules and regulations for the government of the university and programs and budgets for their operation,
6.203 to appoint, remove, classify, or reclassify employees in accordance with approved personnel policies and to approve and modify compensation schedules and to approve and modify personnel policies for hourly, temporary staff, and if not in violation of any contract or terms of tenure; provided, however, in the cases of regular faculty, executive, administrative, and professional personnel, the presidents actions shall be subject to review by the Board, except that the president and his/her designees shall be able to accept resignations on behalf of the Board without further action of the Board,
6.204 to recommend building projects to be approved by the Board,
6.205 to submit to the Board such periodic and special reports as the Board may require or as may be required by law,
6.206 to act as the official channel of communication between members of the university faculty or staff and the Board, and keep the Board informed of known material matters that may reasonably concern the Board,
6.207 to act as an agent of the Board in accordance with actions taken by the Board for the government and operation of the university and under responsibility of the Board alone,
6.208 to delegate authority as agent of the Board among members of the university faculty and staff, provided that the president shall report to the Board the plan or organization established to effect the delegation of authority and each change made therein,
6.209 to exercise general supervision over the university faculty and staff,
6.210 to speak on matters of public policy as a public official, and
6.211 to execute contracts on behalf of the Board subject to any limitations adopted by the Board and to delegate authority to execute contracts as deemed necessary by the president.
ARTICLE VII. Amendments
These bylaws may be amended at any regular or special formal session of the Board by a majority vote of the membership, provided that the proposed amendments to be considered and acted upon at any formal session shall have been submitted to the members in writing at the same time and in the same manner as required for the notice of such formal session.
Chapter 1 - Vision, Mission, and Values Statement
Chapter 2 - Office Of the President
Chapter 3 - Academic Affairs
Chapter 4 - Human Resources
Chapter 5 - Student Affairs
Chapter 6 - Business and Financial Affairs
Chapter 7 - University Relations
Chapter 8 - Development
Chapter 9 - Planning and Equity
A. Vision Statement
Grand Valley State University is a public institution with a local, regional and state commitment, and a global perspective. We are dedicated to providing our students with the highest quality undergraduate and graduate education.
Teaching in the liberal tradition, whether in general arts and sciences or the professional degree programs, has always been at the heart of Grand Valley's educational mission. A liberal education acquaints students with the tradition of humane values and the heritage, problems, and perspectives of their own and other cultures. It transcends the acquisition of information and rests on scholarship and the open exchange of ideas. Students learn to think for themselves as they develop the skills of inquiry, reflection, critical analysis, dialogue, and expression. At Grand Valley State University, the values of liberal education permeate all programs and areas of study.
A broad education rooted in the arts and sciences provides students with the general knowledge and skills necessary to participate intelligently in public discourse. Grand Valley State University is also dedicated to educating students to become competent professionals in their chosen fields. These ideals co-exist within our institution, and together they inspire graduates not only to pursue their own success and well-being but also to positively influence their communities, their professions, and their world.
Grand Valley State University is characterized by and known for superior student-centered teaching and learning. Our diverse environment promotes the development of intellect and creativity through teaching, scholarship, service, and a vibrant campus culture. Realizing this vision will result in a broad national reputation for excellence.
B. Mission Statement
Grand Valley State University educates students to shape their lives, their professions and their societies. The university contributes to the enrichment of society through excellent teaching, active scholarship and public service.
C. Values Statement
At Grand Valley State University, We Value:
Our highest priority is to offer outstanding teaching in all of our undergraduate and graduate programs. The teaching culture of Grand Valley State University is characterized by the continual development of excellence in the classroom, the recognition of multiple ways of learning, and the accessibility of faculty to students. In order to nurture the habits of intellectual growth, we seek to instill in our students curiosity as well as the love of learning. Students acquire new knowledge and explore its application through research, artistic expression, and scholarly activity. We value the vigorous engagement of students in the classroom and other learning environments.Effective Teaching.
Liberal Education. Grand Valley State University is committed to providing each student a broad educational experience that integrates liberal learning with preparation for career or profession. Liberal education begins with encountering the great ideas of diverse traditions in the humanities, the creative and performing arts, the natural and social sciences and mathematics, and is an essential part of all of our professional programs. We value the liberal ideals of critical thinking and preparing students for lifelong learning. The practice of liberal learning develops the skills of inquiry and reflection, which guide students to think for themselves, gain self-knowledge, and make ethical judgments. Such learning can inform individual and collective actions and prepare students for the responsibility of local, national, and global citizenship.
Scholarship. Scholarship is an essential component of the university's mission as an institution of higher learning and community service. Excellence in teaching at the university level depends upon active scholarship by faculty members. Through basic and applied research, artistic expression and performance, and other forms of scholarship, faculty members contribute to the development and application of knowledge, and create a dynamic environment for learning. Active scholarship may include collaboration of faculty and staff with students, business and labor, government, and community organizations. In this way, the benefits of a liberal education can extend beyond classroom walls to lifelong learning and partnerships between the university and its diverse communities.
Diversity and Community. A range of thoughtful perspectives is necessary for open inquiry, liberal education, and a healthy community. Recognizing this, we seek and welcome a diverse group of students, faculty and staff. We value a multiplicity of opinions and backgrounds and seek ways to incorporate the voices and experiences of all into our university. We value our local community and embrace the participation of individuals and groups from Michigan, the nation and the world. We also encourage participation in educational opportunities abroad. In order to foster a healthy and diverse environment, we will act with integrity, communicate respectfully, and accept responsibility for our words and actions.
Service. We at Grand Valley State University value the collaboration of faculty, staff and students with external partners in addressing mutual interests and regional needs. The university offers the communities it serves resources and inspiration in their own lifelong pursuit of knowledge. Faculty and staff are encouraged to contribute their expertise and service to the university, their disciplines' professional organizations and the community. Students are encouraged to be active citizens, to become active service providers, and to take part in various service learning and volunteer opportunities in the community and abroad.
D. Equal Opportunity/Affirmative Action Policy
Grand Valley State University is an affirmative action, equal opportunity institution. It encourages diversity and provides equal opportunity in education, employment, all of its programs, and the use of its facilities. It is committed to protecting the constitutional and statutory civil rights of persons connected with the university.
Unlawful acts of discrimination or harassment by members of the campus community are prohibited. In addition, even if not illegal, acts are prohibited if they harass or discriminate against any university community member(s) through inappropriate limitation of, access to, or participation in, educational, employment, athletic, social, cultural, or other university activities on the basis of age, color, disability, familial status, height, marital status, national origin, political affiliation, race, religion, sex/gender, sexual orientation, veteran status, or weight. Limitations are lawful if they are: directly related to a legitimate university purpose, required by law, lawfully required by a grant or contract between the university and the state or federal government, or addressing domestic partner benefits.
A. Appointment and Duties
The conditions of appointment, duties, and authority of the president may be found in Article VI of the Bylaws of the Board of Trustees.
B. Organization
In implementing the executive role, the president will develop an administrative organization consistent with the following principles.
1. Functions, tasks, and/or activities, whether continuing or nonrecurring, will be delegated to responsible individuals or groups as circumstances may dictate.
2. Authority commensurate with the responsibility will be delegated to ensure accomplishment of work objectives, including contract authority consistent with Board policy.
3. Lines of authority will be established to ensure accountability, although ultimate responsibility remains with the president.
4. The resulting organization will be continuously evaluated in terms of overall effectiveness, efficiency, and performance relative to reasonable objectives.
A chart of the current organizational structure with executive officer assignments shall be maintained by the President's Office.
C. Assignments in the President's Office
The president reserves the right to line authority over certain university matters. The numbers of these matters are not fixed and may vary over time depending upon institutional needs. The president's office will have staff directly responsible for one or more of these matters.
A. GRAND VALLEY STATE UNIVERSITY - Description
Grand Valley is a co-educational, semester system, state supported institution of higher education.
Grand Valley was established in 1960 by the State of Michigan with the first classes being offered in 1963.
Grand Valley offers undergraduate and graduate programs.
B.A. Bachelor of Arts
B.S. Bachelor of Science
B.F.A. Bachelor of Fine Arts
B.M. Bachelor of Music
B.M.E. Bachelor of Music Education
B.S.E. Bachelor of Science in Engineering
B.S.N. Bachelor of Science in Nursing
B.S.W. Bachelor of Social Work
B.B.A. Bachelor of Business Administration
M.A.E. Master of Arts in English
M.B.A. Master of Business Administration
M.E.D. Master of Education
M.H.A. Master of Health Administration
M.H.S. Master of Health Science
M.P.A. Master of Public Administration
M.P.A.S. Master of Physician Assistant Studies
M.S. Master of Science
M.S.A. Master of Science in Accounting
M.S.E. Master of Science in Engineering
M.S.N. Master of Science in Nursing
M.S.N./M.B.A. Master of Science in Nursing/Master of Business Administration
M.S.T. Master of Science in Taxation
M.S.W. Master of Social Work
D.P.T. Doctor of Physical Therapy
Grand Valley also offers a variety of certificate programs at the undergraduate and graduate levels which represent awards for completion of alternate levels of existing degree programs.
B. ORGANIZATION
The legal authority for Grand Valley State University is vested in the Board of Trustees. Such decisions as those regarding fiscal matters, academic programs, and the employment of university regular faculty and executive, administrative, and professional staff are ultimately made by the Board, acting upon the advice of the president.
2. Administrative Organization
The President oversees all areas of activity within the institution, aided by five vice presidents: the Provost/Vice President for Academic Affairs, the Vice President for Finance and Administration, the Vice President for University Relations, the Vice President for Development, and the Vice President for Planning and Equity.
3. Academic Organization
Academic Divisions
The table of organization indicates eight colleges under Academic Affairs: the College of Community and Public Service, the College of Education, the College of Engineering & Computing, the College of Health Professions, the Kirkhof College of Nursing, the College of Liberal Arts & Sciences, the Seidman College of Business, and the College of Interdisciplinary Studies. Each college is headed by a dean. He/she is the appointing officer for that college.
Library The library's primary goals are: 1) building a broad, authoritative and up-to-date collection of informational materials, 2) organizing the collection for efficient and effective access, 3) providing instruction and continuing guidance in the use of library resource materials, 4) providing services responsive to the needs of the university community.
Academic Support Units
Academic Computing/Educational Technology
The Academic Computing/Educational Technology provides 1) assistance to the academic units in computer-aided instruction, 2) research capabilities to the faculty, 3) students with exposure to computer technology, and 4) the community with computer services when appropriate. In the administrative area, the Center provides services in support of the operation and management of Grand Valley.
Academic Resources and Special Programs
The Academic Resources and Special Programs Division supports student learning by providing a wide range of services to students and houses the Freshman Studies, General Education, Honors, Supplemental Writing Skills, Writing Center, University Studies and TRiO programs. Services include orientation for transfer students and assistance with freshman orientation; academic advising and providing advisors for students without majors; assistance with study skills, test anxiety and time management; administration of College Level Examination Program (CLEP) testing, testing of international students, placement testing, and extended time testing. Specialized support services to targeted student populations are available.
The Admissions Office is responsible for all matters pertaining to dissemination of information to potential students (undergraduate and graduate level), recruitment of students, entrance requirements, promotional visits to secondary schools and community colleges, communications with prospective students and parents, campus visits, administering transcript evaluations, and makes recommendations concerning admissions policies and procedures. The president has ultimate responsibility for the establishment of admissions requirements for the institution.
Continuing Education Grand Valley State provides higher education academic programs to adult citizens. The continuing education unit coordinates this commitment through off campus programming at regional campuses and its regional centers and sites in Michigan. In addition, the unit assesses and communicates a variety of adult needs to the academic and service units of Grand Valley State. This overall purpose is met through credit and non-credit academic programs and services.
Dorothy A. Johnson Center for Philanthropy and Nonprofit Leadership
The purpose of the Dorothy A. Johnson Center for Philanthropy and Nonprofit Leadership is to promote philanthropy, community improvement, and excellence in nonprofit leadership through teaching, research, and service.
Faculty Research and Development Center
The Faculty Research and Development Center focuses on promoting quality scholarly and creative efforts by faculty and students, through grants-in-aid, summer research fellowships, professional travel support, and through the annual recognition of a distinguished contributor to the discipline among the faculty. Furthermore, the Center supports the protection of human subjects and the proper use of care of animals in research. Occasionally, the Center sponsors or co-sponsors seminars and workshops that contribute to the intellectual atmosphere of the university.
The student financial aid program brings together many sources of financial assistance to meet the needs of students in financing their educational costs. An institutional goal is equal access to educational opportunity for every qualified student seeking admission and scholarships, loans, grants, work-study, and other employment opportunities from federal and private funding sources shall be allocated based upon a sound institutional packaging philosophy.
Graduate Studies and Grants Administration
This office provides leadership and vision for graduate education at the university and assists in the coordination and application of policies and procedures to graduate students. The office provides oversight and services in management of sponsored programs and grants.
Information Technology The primary goal of Information Technology is to provide technology services and support for the university?s instruction, research, administrative processes and public service mission. The unit is responsible for providing leadership and developing a vision to align informational technology services with that of the university mission to identify and inform faculty, students and staff about both current and emerging technologies that may be related to its activities. The unit also provides instruction on the uses of the technology and assists all university operations in the procurement of appropriate new information technologies.
Institutional Analysis
This function provides technical support to the Office of the Provost in the areas of budget management, enrollment projections, and academic planning. It is responsible for the division management information systems.
The purpose of the Padnos International Center is to organize and coordinate the university's international programs and activities; oversee international partnership agreements, global programs, study abroad programs, work and internship programs in other nations, international volunteer and service-learning activities; and assist in the recruitment, admission, and advising of international students.
The university shall be provided with a balanced service program related to records and registration. The primary responsibilities of the records and registration function are the registration of all students, the maintenance of student academic records, residency reclassification, enrollment certifications, teacher certification, the production of management reports and enrollment statistics, graduation audits, and the protection of student rights relative to the release of personally identified information. This office is responsible for the implementation of the Family Educational Rights and Privacy Act, as amended, which shall be contained in the Student Code. This office will administer the policy regarding residency requirements for in-state tuition and such policy shall be approved by the President.
Robert and Mary Pew Faculty Teaching and Learning Center
The purpose of the Robert and Mary Pew Faculty Teaching and Learning Center is to enhance student learning by supporting faculty members in their efforts to teach effectively. This Center provides programming regarding teaching-related issues, assists in the mentoring of new faculty and assists in grant administration.
Robert B. Annis Water Resources Institute
The purpose of the Robert B. Annis Water Resources Institute is to preserve, protect, and improve natural resources by research, public education, and outreach. The Institute operates two research vessels that operate on Lake Michigan and other lakes.
Through the university work-study and regular employment programs, opportunities are provided to qualified students admitted to the university to work while enrolled in courses and through the summer months. It is the policy of the university to assure all qualified students the opportunity for part-time employment. The Student Employee Policy and Rate Schedule is approved by the President and published by the Financial Aid Office.
The University Academic Senate (UAS) is the highest faculty governance body. It has the authority to deal with any academic issue or faculty concern. It makes recommendations to the Provost and/or the President. Senate membership consists of (a) thirty-two faculty members elected from and by the faculty of each division according to the following formula of Base Membership and Additional Membership.
Base Membership: The Division of Arts and Humanities, the Division of Science and Mathematics, the Division of Social Sciences, and the Seidman School of Business have a base of four members each; the Library, the School of Education, the School of Nursing, and the School of Social Work have a base of one member each.
Additional Membership: Each of the above units has additional members based on the following formula: One additional member for each multiple of whole 20 tenure-track faculty as counted on the first class day of the Winter semester of the preceding academic year. That is, additional members would be added as follows: 1-19 faculty = no additional members, 20-39 faculty = 1 additional member, 40-59 faculty = 2 additional members, 60-79 faculty = 3 additional members, 80-99 faculty = 4 additional members, and so forth; (b) five students elected by the Student Senate, including the President of the Student Senate. The Provost, the Associate Vice President for Academic Affairs, and the Deans of the instructional divisions are members ex officio, non-voting.
The Executive Committee of the Senate (ECS) serves as the clearing house for matters to be presented to the UAS. Such matters are discussed by ECS before its recommendations are made to the senate. ECS membership consists of two senators each from the divisions of Arts and Humanities, Science and Mathematics, Social Sciences, and the Seidman School of Business; two senators total from the Schools of Education, Nursing, and Social Work according to a schedule of rotation to be established by the Executive Committee of the Senate; the senator from the library; the Student Senate President; and the Provost, ex officio, non-voting.
Standing committees that report to the senate via ECS include the University Curriculum Committee, the Faculty Salary and Budget Committee, and the Faculty Personnel Policy Committee. The General Education Subcommittee is a standing committee, which reports to the University Curriculum Committee. The composition of each committee is described in the UAS By-laws and always includes elected divisional representatives.
Faculty members receive copies of agendas and minutes of all meetings of ECS and UAS. Agendas are sent out one week prior to meetings. Minutes are usually distributed within two weeks following a meeting. Faculty members may petition for a referendum if there is strong opposition to an action taken by UAS.
Details regarding membership, responsibilities, and rules of procedure are given in the UAS By-laws, which are incorporated into the Faculty Handbook, effective September 1986
C. OFFICIAL UNDERGRADUATE DEGREE PROGRAMS
1. Program Name / Degree Options
OFFICIAL GRADUATE DEGREE PROGRAMS
Program Name/Degree Options
Accounting MSA Biology MS Biostatistics MS Business/Nursing MBA/MSN Cell & Molecular Biology MS Communications MS Computer Information Systems MS Criminal Justice MS English MAE Engineering MSE Finance MBA General Business MBA General Education MED Health Administration MPA Health Sciences MHS Medical & Bioinformatics MS Nursing MSN Occupational Therapy MS Physician Assistant Studies MPAS Public Administration MPA Reading MED School Counseling MED Social Work MSW Special Education MED Taxation MST
3. Official Doctoral Degree Program
4. Major Programs Leading to Teaching Certification
Elementary Level Secondary Level Biology Biology English Language & Literature Chemistry French Earth Science History English Language & Literature Language Arts French Mathematics German Sciences Group Major Health Sciences Social Sciences Group Major History Spanish Mathematics Physics K - 12 Social Sciences Group Major Art & Design Spanish Computer Science Music (BME only) Physical Education Special Education Psychology
D. ACADEMIC POLICIES
1. Academic Standards Grand Valley is a teaching institution dedicated to providing the highest level of quality instruction possible. Academic standards, required levels of scholastic achievement, and grading systems are established on a university-wide basis after careful review by representative faculty members and the Provost/Vice President for Academic Affairs.
The university shall operate on a semester system, providing for fall and winter semesters and spring/ summer session. Each semester shall be a minimum of 15 weeks in length, including days required for final examination. The spring/summer session will be 12 weeks in length, including two 6-week sessions. Each session shall be academically equivalent to the 15-week semester. All academic units will operate on the semester system.
Section 1 - General Personnel Policies
Section 2 - Faculty
Section 3 - Adjunct Faculty
Section 4 - Executive, Administrative, and Professional Staff
Section 5 - Adjunct Exectutive, Administrative, and Professional Staff
Section 6 - Clerical, Office, and Technical Staff
Section 7 - Maintenance, Grounds, and Service Staff
Section 8 - Public Safety Staff
Section 9 - Confidential Clerical Staff
Section 10 - Student Employment
1.1 Personnel Administration is a service activity in which each appointing officer has a role. The authority over the personnel program resides in the Board of Trustees, although the president, as agent of the board, and other officers he/she may designate ("appointing officers") have the authority to make appointments within the approved personnel program. Centralized within the Human Resources office is the responsibility and advisory authority to determine that the philosophy and policies of the personnel program are effectively applied.
1.2 Equal Opportunity. The president and other officers to whom he/she designates authority for personnel actions are responsible for the enthusiastic application of all laws and regulations concerning fair employment practices, equal opportunity, etc., to all matters with respect to recruitment, appointment, assignment, and promotion of university's personnel. Matters of affirmative action are outlined in the "Affirmative Action Program" maintained in the affirmative action office.
1.3 University Responsibilities. The president and other officers to whom he/she designates authority are responsible for administering the university and its property, supervising its operations, assigning and directing its faculty and staff, changing or introducing new operations, methods, or facilities, appointing, assigning, or disciplining faculty and staff members, subject to the guidelines herein set forth, and establishing such procedures which may be needed from time to time. For purposes of this Section 1, "faculty and staff" shall mean an employee covered by Chapter 4 of the Administrative Manual.
1.4 Disciplinary Procedure. The president and other administrators to whom he/she designates authority are responsible for discipline which normally shall be corrective rather than punitive in nature. A typical procedure for disciplinary action will be, depending on the seriousness or frequency of the cause, an oral discussion, a written warning, disciplinary lay-off without pay, and dismissal. All disciplinary actions are subject to the appropriate grievance procedure.
1.5 Personnel Information. All personnel information and files maintained by the Grand Valley State University are the confidential property of the university and are maintained in the Human Resources Office. Faculty and staff members can expect that a right to a reasonable degree of privacy will be honored and that the confidential character of certain personnel data will be respected as such. Generally release of information and/or access to such information should be restricted in accordance with the policies herein set forth. Whenever possible, information released for public purposes shall be in a form which will protect the anonymity of the individual; however, as of October 1979, the Michigan law does require that salary information be available to the public. All personnel information collected shall be pertinent to the needs of the university. Access to personnel files is limited to those persons responsible for personnel and the faculty or staff member's supervisor. Letters of recommendation are the confidential property of the provider. A faculty or staff member will not be given access to letters of recommendation concerning himself/herself unless the provider of such recommendation agrees, in writing, to allow such access. All personnel records will be retained for the length of the faculty or staff member's service and thereafter in compliance with all applicable federal, state and local laws. Temporary records such as insurance claims will be maintained only so long as they have a useful life. Records of terminated faculty and staff members will be maintained for a minimum of seven years and thereafter only those portions having a useful life will be maintained. Information of an official nature for state and federal agencies will be provided to the extent of the matter at hand and within the limits of the law. No anonymous information will be maintained in the files. Records of disciplinary actions will be placed in the personnel files only after the individual has had an opportunity to view a copy. The university will provide prospective employers with title, employment dates, and eligibility for rehire status only, unless additional information is requested by the faculty or staff member or former faculty or staff member. Recommendations by individual supervisors may be made at their own discretion and at their own risk, recognizing that the university may be responsible for the information given.
Personnel files may include, but are not limited to, payroll information and documentation, records of employment actions and documentation, records required by federal, state and local law, employment applications, vitae and resumes, recommendations, interview comments, fringe benefit information, merit and performance evaluation, records and documentation of disciplinary actions, official transcripts of baccalaureate or post baccalaureate degrees and such other information as may be needed from time to time. Other files maintained in accordance with the faculty appointment and evaluation policy and covered by the limitations expressed in that policy may be housed elsewhere.
1. Employment. Appointment of any relative of a faculty or staff member must be approved by the president in advance of the appointment in order to insure that no conflicts of interest exist. Each appointing officer must insure that no conflicts of interest exist in matters of appointment, retention, promotion, termination, assignment or other conditions of employment for relatives of faculty or staff members within his or her unit.
2. Financial. It shall be the responsibility of the president (or his/her designee) to insure that conflicts of financial interest do not occur, and to take such steps to protect the university as seem to be required. The university respects the rights of its faculty and staff members in their activities outside their employment which are private in nature and which in no way conflict with or reflect upon the university.
3. Political Candidates or Office Holder. The university affirms the rights of its faculty and staff members as citizens to be active in political affairs which do not conflict with the professional standards and ethics of their employment. It shall be the responsibility of the president (or his/her designee) to ensure that conflicts involving professional standards and ethics do not occur with Grand Valley State University faculty and staff members who are political candidates or office holders, and to take such steps to protect the university as may be required.
1.7 Emeritus Appointment. Any retired faculty or staff member of the university who has made a significant contribution to the university through a reasonable period of service is eligible for emeritus status with an emeritus title usually conforming to that held at retirement. The president's recommendation to the Board of Trustees will be made after consultation with the appointing officer, colleagues and vice-president.
Emeriti will be listed in the university catalog, invited to attend meetings, (ex officio, without vote) eligible to use library facilities, receive publications, participate in commencement, and be encouraged to continue an active role in the university. Emeriti will be appointed without compensation.
1.8 Honorary Titles. Persons who are performing significant services to the university may be given an honorary title conforming to the service performed upon recommendation of the president to the Board of Trustees. Honorary faculty and staff will be listed in appropriate publications, may participate in commencement, use library facilities, and will be encouraged to take an active role in the university. They will be appointed without compensation. The duration of an honorary appointment shall coincide with the period of service rendered.
1.9 Verification of Credentials. All advanced degrees recognized by the university must be earned from institutions approved by recognized accrediting bodies. In the case of foreign degrees, a formal evaluation will be made by the appointing officer to determine equivalency with degrees awarded in the United States.
1.10 Obligations of Appointees. As the result of accepting an appointment, the recipient becomes obligated to comply with all policies and regulations of the university applicable to the position including those in effect at the time of appointment and those duly adopted and issued thereafter. This obligation does not contravene the appointee's rights of academic freedom or the express terms and conditions of the appointment. Among such policies are the following:
1. Outside employment. Since faculty and staff members are required to fulfill their responsibilities completely and effectively, any outside employment which a faculty or staff member wishes to undertake must be approved in advance by the appointing officer.
2. Rights in published material, inventions and secret processes. Grand Valley State University seeks to promote the public good through excellence in teaching, active scholarship, and service. In the course of these activities, faculty, staff, and students create Intellectual Property that may be eligible for copyright, patent, and other forms of legal protection. In order to reinforce the fairness of mutual commitment and in the spirit of academic freedom, the University recognizes the rich and varied products of individual scholarship, in all its manifestations, are rightly the property of the Creator except as otherwise defined by this policy. The University also recognizes that Intellectual Property should remain available for the benefit of the entire University community and that the Creators shall not use Intellectual Property in conflict or competition with the University. Therefore, the Grand Valley State University community seeks to establish an environment in which the creation of Intellectual Property is suitably recognized as an academic achievement and in which the benefits of intellectual property to the creators, the university community, and the general public are optimized.
A. Ownership. All Intellectual Property shall be owned by its Creators when such Intellectual Property is not considered 1) work made for hire; 2) expressly assigned or commissioned by the University; 3) grant or contract funded through the University; or 4) to require more than nominal use of University resources. Irrespective of ownership, Creators shall disclose promptly and with full disclosure, in the manner prescribed by the university in order to protect confidentiality of the Intellectual Property, to the Finance and Administration Office any Intellectual Property discovered or created as a result of 1) work made for hire; 2) expressly assigned or commissioned by the University; 3) grant or contract funded through the University; or 4) more than nominal use of University resources. The President or designee by written agreement is authorized to make exceptions to this paragraph.
B. Right to use. In the event the Intellectual Property is owned by the Creator but involved University resources in the discovery or creation of the Intellectual Property, the University will retain a non-exclusive license to use the Intellectual Property within the University provided attribution is given to the Creator(s) of the Intellectual Property. In the event the Creator leaves the employ of the University, the University shall be able to modify the Intellectual Property for use within the University.
C. Commercial Application. Three options for the commercialization of a technology are noted below. The option will be chosen by Creator(s) and the Finance and Administration Office jointly, prior to the expenditure of substantial University resources. The option chosen should be that which best serves the mission of the University, including the objectives of this policy, and which is consistent with the available technology transfer resources of the University.
The following options for commercialization are available:
1. Licensing Third Parties. The University may license or assign Intellectual Property to external entities for further development and commercialization in exchange for a return on resulting revenues. The University and Creator shall divide the return on resulting revenues using one of the two formulas as follows:
A. The University and the Creator divide the gross revenue 70% to the University and 30% to the Creator but the University assumes the expenses related to legal protection, marketing and commercialization and licensing and other transactional expenses related to the Intellectual property; or,
B. The University and the Creator divide the net revenue 50% to the University and 50% to the Creator but the University first recovers its expenses related to legal protection, marketing and commercialization and licensing and other transactional expenses related to the Intellectual property.
If the University decides not to protect or license the Intellectual Property, or subsequently decides to not pursue commercialization of the Intellectual Property it may be reassigned to the Creator(s), upon request, in accordance with option 3 below.
2. Licensing Business Entities in which a Creator holds an ownership or management interest. The University or an affiliated entity may enter into license agreements with business entities in which the Creator holds an ownership interest. The terms may include royalty payment, equity interest, or a combination thereof.
3. Reassignment of ownership to Creator. The University may reassign ownership of Intellectual Property to Creator(s) who elects to market and protect the Intellectual Property. The return to the University for a reassignment of ownership will be ten percent (10%) of the net revenue generated by the Intellectual Property.
D. Definitions.
1. "Creator" shall mean a faculty or staff member who invents, discovers or creates Intellectual Property using University resources.
2. "Intellectual Property" shall mean Academic Works and Technical Works.
3. "Academic Works" shall mean Intellectual Properties that are artistic, scholarly, instructional or entertainment in nature and are not Technical Works. Academic Works include instructional materials, books, journal articles, written reports of research to the extent that they do not contain Technical Works, creative writings, manuscripts, music and art work
4. "Technical Works" shall mean Intellectual Properties that are generally of a scientific, engineering or technical nature such as patentable or unpatentable inventions, devices, machines, processes, methods, invented or manufactured substances, and computer software.
5. "Nominal Use of University Resources" shall mean use that is customary or usual within the faculty, staff and student's appointment and assignment such as the use of an assigned office, computer, computing network, photocopier or similar reproduction device, telephone or similar telecommunication device, and office supplies in the ordinary support of his or her teaching, scholarly activities and service.
3. Oath of teachers. Before serving in a teaching position, an appointee will have taken and subscribed the following oath or affirmation as required by Act 23 of the Public Acts of 1935:"I do solemnly swear (or affirm) that I will support the Constitution of the United States of America and the Constitution of the State of Michigan, and that I will faithfully discharge the duties of my position according to the best of my ability."
1.11 Parking. The university provides free open reserved parking as near to the faculty or staff member's work station or office as possible.
1.12 Keys. All faculty and staff members are issued keys and other equipment needed in the performance of their duties. All keys and such equipment must be used only as authorized and must be returned to the university upon termination of employment.
1.13 Identification Cards. Each faculty or staff member will be issued an identification card which must be surrendered upon termination. This card can be used for any purpose, on campus, requiring identification.
2.1 Faculty
2.2 Academic Freedom
2.3 Kinds of Regular Academic Appointments
2.4 Written Statement of Appointment
2.5 Regular Faculty Rank
2.6 Initial Appointment
2.7 Probationary Appointments
2.8 Academic Tenure
2.9 Evaluation Criteria for Renewal of Probationary Appointments, Promotion, Tenure, and Periodic Performance Reviews.
2.10 Procedures for Regular Faculty Appointment Renewal, Promotion, Tenure, Sabbaticals, Periodic Performance Review, and Dismissal for Adequate Cause
2.11 Applicability to Executive, Administrative, and Professional Positions
2.12 Resignation
2.13 Termination Processes and Disciplinary Action
2.14 Merger or Reorganization of Appointment Structures
2.15 Reduction in Force
2.16 Grievance Procedure
2.17 Grievance Panel, Grievance Committee and Their Procedures
2.18 Complaint Procedure
2.20 Salary Administration
2.30 Benefits
1. A person in a regular teaching, research, or professional library position; a regular appointment may be for less than full time, if at least half-time, with the agreement of the appointing unit, the appointing officer, and the faculty member.
2. Faculty members who are also academic unit heads (department chairs and school directors).
3. Academic administrators who also hold faculty rank (Section 2.11).
2.2 Academic Freedom.
1. Faculty members are entitled to full freedom in research and in the publication of the results, subject to the adequate performance of their other academic duties; but research for pecuniary return should be based upon a prior understanding with the authorities of the institution.
2. Faculty members are entitled to freedom in the classroom in discussing their subject, but they should be careful not to introduce into their teaching controversial matter which has no relation to their subject. (The words faculty member as used in this document are understood to include the investigator who is attached to an academic institution without teaching duties.)
3. University or university faculty members are citizens, members of a learned profession, and officers of an educational institution. When they speak or write as citizens, they should be free from institutional censorship or discipline, but their special position in the community imposes special obligations. As persons of learning and as educational officers, they should remember that the public may judge their profession and their institution by their utterances. Hence they should at all times act in a professional and responsible manner, and should make every effort to indicate that they are not institutional spokespersons.
2.3 Kinds of Regular Academic Appointments.
1. Probationary Appointments. Probationary appointments are one, two, or three year appointments which are renewable for a defined period of time at the end of which the appointees will be given an appointment with continuous tenure or the appointment will not be renewed.
2. Tenured. Appointments with continuous tenure do not occur automatically but are awarded by Grand Valley State University upon the recommendation of the appropriate Division''s Personnel Committee.
3. Clinical Faculty. This is an honorary appointment applicable to persons who supervise students doing internships in a clinical setting. This type of appointment is not covered by the policies of this section.
4. Distinguished Professor. Distinguished Professors are regular faculty appointed by the university President. These appointments are at-will. Appointees have the right to terminate their employment at any time with or without cause or notice. Likewise, the university may terminate the appointment with or without cause or notice as it deems appropriate. All terms and conditions of employment shall be stated in the appointment letter. These appointments are without tenure and will not lead to tenure. Therefore, Section 2.5- 2.17 (related to renewal, promotion, tenure, probation, reduction in force, discipline, discharge, etc.) do not apply to these appointments.
5. Academic Appointments not covered by this Section. Those persons assigned to adjunct or other similar temporary positions are not to be covered by this section of the Administrative Manual (see Section 3, Adjunct Faculty).
2.4 Written Statement of Appointment. Every person appointed to a position covered by these regulations shall receive a statement in writing, from the Dean, of the terms and conditions of appointment before the appointment becomes effective. All appointments are subject to the provisions of this manual and Board of Trustees approval.
2.4.1 Joint Appointment.
Because of the importance of teaching, scholarship and, service at GVSU, joint appointments may be desirable in certain circumstances. A joint appointment is a formal arrangement between two units that specifies the terms under which a member of one provides service to the other. For purposes of a joint appointment, "unit" can mean college, department, school, program or library and the "primary unit" is where the faculty member's tenure status resides and the "secondary unit" negotiates for some portion of the faculty member's service.
1. Joint appointments shall be made when a faculty member is teaching or providing academic service in two units for an academic year or longer. Providing academic service to a unit for one course (or its equivalent) per academic year for one or more years shall not be considered a joint appointment for purposes of this policy.
2. The conditions of an individual joint appointment must be detailed at the time of initial joint appointment in a written Memorandum of Understanding between the primary and secondary units and the faculty member. The Memorandum of Understanding shall include the following:
a. expectations for teaching, scholarship and service in each unit to which the faculty member is jointly appointed;
b. how a faculty member's professional work will be evaluated, by whom that work will be evaluated, and the extent to which the faculty member's productivity will be evaluated differently from that of others because of the specific nature of the joint appointment;
c. how the primary and secondary units will divide responsibility according to the proportion of the faculty member's FTE assigned to each unit. Specifically, three kinds of considerations need to be addressed in this determination: (i) the definition and weighting of professional performance factors (teaching, scholarship, and service to the university and to the community) that will apply to the individual on joint appointment; (ii) the manner in which the evaluation of professional achievements will be divided among the units performing the evaluation; and, (iii) for new faculty, how mentoring and other aspects of faculty development will be handled;
d. clear assignment of work effort in both units, for example, number of courses taught, obligation for advising students, committee work, expectation for attending unit faculty meetings, etc.;
e. a requirement that the chairs of constituent units will confer at least annually to coordinate teaching and service responsibilities of jointly-appointed faculty, to insure that the overall load of teaching and service obligations does not exceed that of comparable faculty with appointments wholly in one unit;
f. address requests for various types of leave. Normally such decisions rest with the dean of faculty member's primary unit; however, chairs and deans of all units involved with the appointment will provide assessments of the requested leave before the dean makes a decision;
g. address voting rights on non-personnel matters (for example, voting on curricular decisions, allocations of department/program resources, etc.);
h. address the joint appointee's representational rights in the faculty governance system; and,
i. the amount of compensation (if any) that will be paid to the primary unit.
3. The units must agree on the proportion of the joint appointee's time that will be spent in each unit and include this information in the Memorandum of Understanding.
4. The Memorandum of Understanding must be approved and signed by the chairs of the involved units, the faculty member, the Dean(s), and the Provost before a joint appointment takes effect.
5. The unit where tenure resides will be identified as the faculty member's primary unit for purposes of reappointment, tenure and promotion, and annual reviews including salary reviews. These personnel actions will be governed by the written procedures of the primary unit; however, it is understood that the secondary unit shall also be providing information about the performance of the joint appointee.
6. A joint appointee is eligible to be considered for tenure, promotion, salary increases, sabbatical, grants and research funding in the same manner as faculty members not jointly appointed. The primary unit is responsible for initiating and carrying through the procedures leading to those changes in status; the secondary unit is likewise expected to give due and regular consideration to the joint appointee's qualifications for these advancements. With regard to personnel matters, a joint appointee will have full voting rights in their primary unit, regardless of the percentage of service in that unit. Normally, the joint appointee shall have the same rank in all units to which he or she is assigned.
7. Joint appointees shall submit a Faculty Activity Report (FAR) to the chairs of the primary unit and the secondary unit. Each chair must provide the office(s) of the dean(s) with summary comments on the FAR. If recruiting for a joint appointment, the primary and secondary units shall be represented on the search committee.
8. The joint appointment will be reviewed periodically and is subject to renewal or termination at will by either the primary unit or secondary unit effective no earlier than the end of the semester. If the joint appointment is terminated or not renewed, the faculty appointment will revert to the primary unit . A faculty member whose joint appointment was either terminated or not renewed shall be able to use the complaint procedure (Section 2.18) by filing a complaint with the dean of the primary unit. For tenure-track faculty, the appointment may not extend beyond the current contract length with the primary unit nor, unless exception is approved by the Provost, shall more than 50% of the joint appointment be in the secondary unit.
2.5 Regular Faculty Rank.
1. Except for librarians, regular faculty appointments within the university are made in one of the following ranks: Professor, Associate Professor, Assistant Professor, or Instructor. The nature of the accepted terminal degree for any given program is to be decided by the Dean in consultation with the Unit offering that program.
. A person who does not possess a terminal degree and has limited teaching experience.Instructor
Assistant Professor. This is the usual entry-level appointment for a person with a terminal degree and little teaching experience or others without a terminal degree but with appropriate teaching or professional experience.
To be considered for promotion to Assistant Professor, an Instructor should have appropriate credentials and prove to be an effective teacher. Ordinarily, at least three full time equivalent years at the rank of Instructor are required before an Instructor is considered for promotion to Assistant Professor.
Associate Professor. Appointments to Associate are ordinarily contingent upon a terminal degree, demonstrated competence and experience in teaching at the university level, and recognized scholarly achievements.
To be promoted to Associate, an Assistant Professor must display consistent teaching effectiveness, and should have earned the Doctorate or appropriate terminal degree, except in unusual circumstances where the evidence demonstrates that the absence of the degree does not inhibit the faculty member's professional standing and performance. In addition, the person should have achieved professional recognition through scholarship or creative activity; show evidence of professional development; and have made contributions to the university and community. The extent of participation in these areas will be affected by a variety of factors, including the stage of the faculty member's career and the program objectives of the university. Ordinarily, at least five full time equivalent years at the rank of Assistant Professor are required before an Assistant Professor is considered for promotion to Associate Professor.
Professor. Only distinguished scholars and professionals will qualify for initial appointment as Professor.
To be promoted to Professor, an Associate Professor must display consistent excellence in teaching and should have earned the Doctorate or equivalent terminal degree except in very unusual circumstances where the evidence demonstrates that the absence of the Doctorate does not inhibit the faculty member''s professional standing and performance. In addition, the person should have achieved acknowledged professional recognition through scholarship or creative activity; demonstrate professional development; and have made vital contributions to the unit, university and community. The extent of participation in these areas will be affected by a variety of factors, including the stage of the faculty member''s career and the program objectives of the university. Ordinarily, at least seven (7) full time equivalent years at the rank of Associate Professor are required before an Associate Professor is considered for promotion to Professor.
. Professional Reference and Catalog Librarians possessing the appropriate terminal degree.Librarian
2. For librarians, regular faculty appointments within the university are made in one of the following ranks: Senior, Associate, Assistant, or Instructor.
Instructor Librarian. A person who possesses the terminal degree but has no professional experience in academic or research libraries.
The terminal degree for librarians shall be the Master's Degree in Library Science from an institution accredited by the American Library Association.
Assistant Librarian. This is the usual entry-level appointment for a person with the terminal degree and minimal professional experience in academic or research libraries.
To be considered for promotion to Assistant Librarian, an Instructor Librarian should prove to be an effective academic librarian. Ordinarily, at least three full-time equivalent years at the rank of Instructor Librarian are required before an Instructor Librarian is considered for promotion to Assistant Librarian.
Associate Librarian. Appointments to Associate Librarian are ordinarily contingent upon demonstrated competence and experience as a librarian at the university level and on professional achievement. To be promoted to Associate Librarian, an Assistant Librarian must display consistent professional effectiveness. In addition, the person should show evidence of professional development and have made contributions to the university and the profession. The extent of participation in these areas will be affected by a variety of factors, including the stage of the faculty member's career and the program objectives of the university. Ordinarily, at least five full-time equivalent years at the rank of Assistant Librarian are required before an Assistant Librarian is considered for promotion to Associate Librarian.
Senior Librarian. Only distinguished professional librarians will qualify for initial appointment as Senior Librarian.
To be promoted to Senior Librarian, an Associate Librarian must display consistent excellence in academic librarianship. In addition, the person should have demonstrated creative activity or scholarship in the profession, show professional development, and have made vital contributions to the Library, university, and community. The extent of participation in these areas will be affected by a variety of factors, including the stage of the faculty member's career and the program objectives of the university. Ordinarily, at least seven full-time equivalent years at the rank of Associate Librarian are required before an Associate Librarian is considered for promotion to Senior Librarian.
Refer to Section 2.9 for evaluation criteria for all full-and part-time faculty as defined in Section 2.1 and above.
2.6 Initial Appointment. Normally, new regular faculty appointed to a tenure track position shall be on probation. The initial probationary appointment may be awarded for one or three years, subject to renewal. All terms and conditions of appointment not specifically covered in these policies will be covered in the initial letter of appointment.
2.7 Probationary Appointments. A regular faculty member's total probationary period shall not exceed seven (7) full time equivalent years of continuing appointment (not including unpaid leaves) at Grand Valley State University. Allowance may be given for up to three (3) full time equivalent years of service of an academic nature in other institutions of higher learning at the rank of Assistant Professor, or higher, or Librarian; or, full time service as a visiting faculty member at the rank of Assistant Professor or higher at Grand Valley State University. The exact number of years equated toward the probationary period will be stipulated in writing as a part of the appointment process, but will not exceed three (3) years, or three (3) full time equivalent years for regular faculty with less than full time appointments. If allowance for previous service is stipulated, it shall not subsequently be changed, rescinded or revoked. Notwithstanding any other provision of Chapter 4 of the Administrative Manual, a regular faculty member's probationary period shall not be extended once it is established. Normally, a faculty member will be appointed for an initial three (3) year period, be eligible for a two (2) year renewal at the first review, then eligible for a two (2) year renewal at the second review. Normally, the third review will be the tenure decision.
1. Renewal Of Probationary Appointments. Appointment renewals for regular faculty on probationary appointments normally will be for a period of two (2) years. A one (1) year renewal may be recommended if:
A. The two (2) year period extends beyond the regular faculty member's total probationary period;
B. The College's Personnel Committee recommends a one (1) year renewal;
C. The Dean recommends a one (1) year contract and gives the College's Personnel Committee the reasons for such action;
D. The regular faculty member does not have the accepted terminal degree in the discipline.
2.8 Academic Tenure.
1. Statement of Principle. Tenure symbolizes the long range commitment of the regular faculty member to the enhancement of the programs and academic quality of the university. In awarding tenure, the university expresses its commitment to provide a climate which assures academic freedom and recognizes and rewards professional achievements. In recognition of these commitments and the consequences which tenure decisions have on the ultimate nature of the university, the quality and diversity of its programs, and its ability to maintain academic quality through periods of change, it is essential that regular faculty review be thorough, fair and in accord with clearly stated criteria (Section 2.9) and procedures (Section 2.10).
2. Regular faculty receiving academic tenure are considered as having continuous appointments which may be ended due to resignation, retirement, Dismissal for Adequate Cause (see Section 2.13.1), university financial emergency, Reduction in Force (Section 2.15), or changing enrollment patterns.
2.9 Evaluation Criteria for Renewal of Probationary Appointments, Promotion, Tenure, and Periodic Performance Reviews.
1. College Regular Faculty. The individual College's Personnel Committee will use the evaluation criteria indicated in this section in arriving at its recommendations. All regular faculty, whether full- or part time, shall be evaluated on the same criteria and shall be expected to demonstrate that they meet the same level of performance expectations. In these personnel actions, except Dismissal for Adequate Cause, the burden of proving that their performance warrants the personnel action under consideration rests with the regular faculty member to be reviewed. It is the university's responsibility to process the requested personnel action. Each of the criteria listed below must be demonstrated to some degree. Teaching effectiveness is regarded as the most important.
A. Effective teaching performance. This includes, but is not limited to, knowledge of the field taught, classroom and tutorial performance, communication skills, human relations skills, evaluation skills, curricular development, and performance as an academic advisor. All academic units will use student evaluations as one method to determine teaching effectiveness of regular faculty members.
B. Professional achievement in the area of responsibility. This includes, but is not limited to, professional research, creative activities, scholarly writing, scholarly presentations at conferences, participation in professional activities, degrees and continued education, and holding official positions in professional organizations.
C. Unit and University service. This includes, but is not limited to, committee work, curriculum development, proposal writing and special assignments.
D. Community service. This includes, but is not limited to, membership, participation, and leadership in community organizations.
It is recognized that the relative importance of any of the above qualities B through D may vary depending upon a variety of factors including the stage of the regular faculty member''s career, the purpose of the evaluation, and the program objectives of the university.
2. Library Regular Faculty. The Library's Personnel Committee will use the evaluation criteria indicated in this section in arriving at its recommendations. All regular library faculty, whether full- or part-time, shall be evaluated on the same criteria and be expected to demonstrate that they meet the same level of performance expectations. In these personnel actions, except Dismissal for Adequate Cause, the burden of proving that their performance warrants the personnel action under consideration rests with the regular faculty member to be reviewed. It is the university's responsibility to process the requested personnel action. Each of the criteria listed below must be demonstrated to some degree. Professional effectiveness is regarded as most important.
A. Professional effectiveness. This includes, but is not limited to, knowledge of library and information science; performance in reference service, collection development, and bibliographic organization and control; communication skills; human relations skills; evaluation skills; and teaching, not necessarily in a classroom situation. Evaluation of such activities will be on the basis of the judgment of colleagues and/or those who are instructed or served.
B. Professional achievement. This includes, but is not limited to, participation in professional activities and organizations, activities related to inquiry and research, consulting, continued education, and scholarly writing and presentations.
C. Unit and University service. This includes, but is not limited to, committee work, curriculum development, proposal writing, and special assignments.
D. Community service. This includes, but is not limited to, membership, participation, and leadership in community organizations.
2.10 Procedures for Regular Faculty Appointment Renewal, Promotion, Tenure, Sabbaticals, Periodic Performance Review, and Dismissal for Adequate Cause.
1. College/Library Personnel Committee. Each College and Library will establish a Personnel Committee to recommend action concerning regular faculty appointment renewals, promotion, tenure, sabbaticals, and periodic performance reviews within the separate College or Library. The Committees recommend to their respective Deans and shall not adopt policies or procedures contrary to the procedures contained in Section 2 of the Administrative Manual. Pursuant to Section 2.13.1, the Dean can initiate review of a case by the Personnel Committee regarding Dismissal for Adequate Cause.
2. College/Library Personnel Committees. (See Letter of Agreement for 2004-05 Academic Year, printed July 20, 2004) All regular faculty members (Section 2.1) will be eligible to vote for members to serve on their respective College/Library Personnel Committee. Each fall semester, each College or the Library shall decide if the Dean will attend as an ex-officio, non-voting member of the Personnel Committee and the results of the decision shall be reported to the Chair of the University Academic Senate.
The Personnel Committee of the Colleges and Library will be composed of a minimum of five tenured faculty members with not more than two (2) voting faculty members being from the same school/department/program in the College/Library as the candidate.
At least one person of each gender and one minority person must be a part of the composition of each College/Library Personnel Committee. If one person of each gender and one minority person are not elected, the Provost shall appoint, in addition to those elected, one or two tenured faculty members so that the final composition of the committee would include at least one person of each gender and one miniority person.
A. Composition.
Within Colleges. The Personnel Committee in the College of Liberal Arts and Sciences, Seidman College of Business, and College of Community and Public Services shall be composed of tenured faculty members from within the respective College.
The Personnel Committees in the Kirkhof College of Nursing, College of Education, College of Health Professions, and College of Interdisciplinary Studies will be composed of a majority of Committee members elected by the College faculty from a slate provided by the Provost from appropriate disciplines to be determined by the Provost in consultation with the Dean of that College and less than a majority of the Personnel Committee elected from the faculty in the College.
The Personnel Committee for the Padnos College of Engineering and Computing shall be composed of six (6) tenured faculty members elected by the regular faculty, two (2) from the School of Engineering, two (2) from the School of Computing and Information Systems and one alternate from each School. The voting members for any personnel action are the two (2) members from the School of the faculty member being considered and the two (2) members plus the alternate member from the alternate school.
Within Library. The Library's Personnel Committee will be composed of five (5) tenured faculty members; two (2) librarians elected from the library faculty and one (1) tenured faculty member each from three of the eight Colleges elected by the library faculty from a slate provided by the Provost. Members from the Colleges will serve on a rotating basis. The chairperson of the Library Personnel Committee will be a librarian elected by the committee membership.
Conflict of Interest. A Committee member may be excused from a particular decision making process should there be a conflict of interest. The Chair of the College Personnel Committee, in consultation with the Dean, shall determine if a conflict of interest exists. If it is asserted that the Chair of the College Personnel Committee has a conflict of interest, the Chair of the Executive Committee of the Senate, in consultation with the Chair of the College Personnel Committee and the Dean, shall determine if a conflict of interest exists. However, the fact that a Committee member is from the same unit as the regular faculty member being reviewed is not per se a conflict of interest.
Committee Chair and Other Issues. Other issues pertaining to the committee membership and the selection of a chair will be determined by the respective Colleges.
B. Personnel Committee Meetings.Electronic or Mechanical recording is not permitted at any time during Personnel Committee meetings. However, minutes shall be taken and include: any vote taken, the numerical results of all votes, date, time, place of the meeting, and names of who were in attendance. The following must be present and vote on the personnel action in order to constitute a recommendation of the Personnel Committee: four when there are five members, four when there are six members, and five when there are seven members, or if more than seven members, then two-thirds (2/3rds) of the size of the Personnel Committee rounded up to the nearest whole number. (See Section 2.10.2A for composition of a Personnel Committee.) The Dean shall not be present during a vote of the Personnel Committee. While proxy and absentee votes are not allowed, absent committee members may send their evaluations to all committee members. If the Personnel Committee is unable to carry out its responsibilities due to the absence of one committee member who misses three consecutive meetings, the Dean will be notified for the purpose of facilitating the designation of an appropriate replacement.
3. Initiation of Reviews. The Dean normally initiates actions to be considered by the College Personnel Committee based on review of their regular faculty members' status. For promotion and tenure, faculty members will ordinarily follow the timelines outlined in Sections 2.5 and 2.7. However, faculty members may request, in writing to the Dean, to be considered by their unit for promotion at any time or for early tenure. This notification must take place at least two weeks before the Dean is scheduled to notify the unit of personnel actions for that semester (See Section 2.10.4 for the personnel schedule). A person being considered for early tenure and/or promotion may withdraw the request(s) for consideration at any time.
A. Reappointment. The Dean informs the department chairperson/directors of the regular faculty in the unit requiring reappointment decisions and the options available.
B. Promotion. The unit chairperson/director, Dean or any other member of the unit may initiate proceedings for consideration of promotion.
C. Tenure. The Dean is responsible for insuring that tenure is considered in the next to last possible year of the probationary period, but tenure consideration may be initiated by the unit chairperson/director or any other member of a unit at other times.
D. Dismissal for Adequate Cause. Before making his/her decision to dismiss for adequate cause, the Dean is responsible for initiating proceedings to consider the case. (Section 2.13.1)
4. Schedule for Personnel Actions.
A. Initiation of Reviews. The following are dates by which the review process must begin.
Note: For faculty being reviewed Fall 2004, materials shall be submitted by the candidate to the unit by September 15 of the Fall Semester.
Materials shall be submitted by the candidate to the unit by the first day of class in the Winter Semester for an initial 3 year contract, subsequent renewals, tenure, or promotion.
For the renewal of an initial 1 year contract, the Dean shall determine the date of submission and notify the candidate.
In the event of a mid-year appointment, the regular faculty member to be reviewed shall be placed on the next evaluation schedule as though his or her appointment had begun at the next fall semester.
Any exceptions to these dates must be approved in advance by the Dean.
B. Notification of Personnel Actions. The following are the dates by which the Deans must notify regular faculty in writing of appointment decisions.
1. Renewal/Non-Renewal. A decision is required as follows: by May 1 in the case of an appointee in the second year of an initial three (3) year appointment; by March 1 in the case of an appointee in an initial one-year probationary appointment; by May 1 of the calendar year preceding the expiration of his/her appointment for appointees with more than two (2) years of probationary service.
2. Promotion. A decision is required by May 1. In the case of favorable decisions, the promotion is effective with the start of the subsequent academic year.
3. Tenure. A decision is required by May 1. A favorable decision is effective with the start of the subsequent academic year.
4. Dismissal for Adequate Cause. In the event that the conference specified in Section 2.13.1 does not result in mutual agreement, the College Personnel Committee shall be convened within ten (10) days. A written recommendation of the Committee shall be forwarded to the appointee and the Dean only after a complete review of the case and within 60 days.
5. Unit Notification and Candidate Materials. The Dean will notify regular faculty of the unit of all pending personnel actions at the same time the candidate is notified.
The candidate shall prepare materials containing relevant information for the action under consideration for review by the unit regular faculty. This information includes, but is not limited to, the following.
a) A current vita of the candidate.
b) A personal statement that contains a self-assessment of the candidate's performance as a unit regular faculty member at the university in each of the evaluation criteria.
c) Examples of the relevant work of the candidate that supports b).
While no limit is placed on the material submitted by a candidate, the amount of materials should be tailored to the action under consideration. The Unit Head or Designate will make available to the unit regular faculty, including the candidate, copies of the candidate's teaching evaluations and any relevant information other than that supplied by the candidate.
6. Individual Unit Procedures. Each individual unit shall conduct its personnel actions according to the procedures in Section 2.10.7. Units shall, by majority vote of the unit, elect a Designate to carry out the Unit Head's responsibilities in cases where the Unit Head is either under consideration for a personnel action or the Unit Head is unable to serve. A unit can, in circumstances where it is impractical to carry out the procedure described, create a Unit Personnel Committee to act on personnel matters but the Unit Personnel Committee must comply with the procedures outlined in Section 2.10.7 and the recommendation of the Unit Personnel Committee must be voted on by the unit in accordance to the procedures of Section 2.10.7.B. A unit proposing a Unit Personnel Committee shall make a proposal to its College Personnel Committee for its review, which then forwards its recommendation to the Dean and to the university Academic Senate. The Dean and the University Academic Senate shall each make a recommendation to the Provost/Vice President who will make the decision and communicate it to the Dean, the Chair of the University Academic Senate, the Chair of the College Library Personnel Committee and Unit Head of the unit requesting the creation of a Unit Personnel Committee. In the event a unit is restructured, it shall not convene a Unit Personnel Committee unless the unit has submitted a new proposal for a Unit Personnel Committee and the proposal has been approved according to the above procedures.
7. Unit Personnel Actions.
A. Review of Candidate Materials and Preparation of Unit Discussion Agenda. All unit regular faculty will be notified of the access to the materials pertaining to the candidate for the personnel action under consideration. The Unit Head or Designate will prepare an agenda before the unit meeting identifying the matters for discussion at the unit meeting concerning the candidate's achievements as well as questions, issues, and concerns under the criteria identified in Section 2.9. In advance of the meeting, this agenda shall be made available for review by the candidate and the unit regular faculty who may then comment and propose revisions to the agenda before the discussion begins. The Unit Head or Designate may amend the agenda based upon input from the candidate and unit regular faculty and must provide any amended agenda to the candidate for review before the unit discussion begins. If an agenda is revised, the original form(s) of the agenda shall be maintained in the Unit Head's or Designate's files.
B. Unit Meeting and Unit Vote. The Unit Head or Designate will call a unit meeting for the purpose of addressing the personnel actions under consideration. Only unit regular faculty may attend and participate in the meeting. When the candidate is a joint appointee as defined by section 2.4.1, a representative from the secondary department or program is strongly encouraged to attend and participate in the discussion part of the unit meeting. The candidate being reviewed shall participate in the discussion part of the meeting unless the candidate waives the opportunity to participate by signing a waiver. Audio or videotape or other type of mechanical or electronic recording is not permitted during this meeting. However minutes shall be taken and shall include the date, time, place of the unit discussion, names of those who were in attendance, and the results of the unit vote. The minutes will also have the candidate's waiver attached if the candidate has waived participation in the meeting.
This meeting will begin with a unit discussion on the personnel action under consideration. This discussion will provide an opportunity for questions, exchanges of opinions, and discussion. At the conclusion of the unit discussion
the candidate will leave the meeting room. The Unit Head or Designate will then summarize the discussion that has taken place. The unit regular faculty members may comment on the candidate's performance. This discussion should be limited to information and issues raised previously. If new information or issues are raised, the Unit Head or Designate, in his or her sole discretion, shall determine whether the new information or issues raised warrants the recalling of the candidate to the unit discussion to allow the candidate to respond.Once the unit discussion has been completed, the unit will take a vote by secret ballot on the personnel action under consideration. In the case of promotion or tenure, the vote will be on a motion to recommend the action. In the case of contract renewal, the unit vote will be on a motion for renewal for either two (2) years or (1) year consistent with the time limits outlined in Section 2.7 (Probationary Appointments). Only unit regular faculty in attendance may vote. No proxy or absentee ballots will be accepted. A vote means a yea or nay vote with abstentions counted as non-votes.
At least two thirds of the members of the unit regular faculty must be present for a valid vote on a motion regarding a personnel action to be taken. For the purpose of determining the required quorum or majority, the count of the number of the members of the unit regular faculty will not include the candidate or those absent because they are on sabbatical or approved leave of absence. To pass, the personnel vote must be carried by a majority of the members of the unit regular faculty. If a vote does not obtain the required majority for any reason, this will be reflected in the minutes of the meeting, and the process will continue on to the College Personnel Committee.
C. Unit Recommendation. Following the unit discussion meeting, the unit regular faculty will be provided the opportunity to submit comments to Unit Head or Designate, using a form that is provided which sets forth the evaluation criteria contained in Section 2.9 providing reasons supporting or not supporting the unit vote under these criteria. Each member may also indicate on these post meeting comments whether the questions, issues, and concerns that they raised under the evaluation criteria with the Unit Head or Designate concerning the initial agenda were adequately reflected in the agenda used at the unit discussion meeting and whether the items on the agenda were adequately addressed at the unit discussion meeting. Forms that are unsigned will be destroyed and not used in this process.
The Unit Head or Designate will use the unit discussion and any such comments to prepare a draft unit recommendation report or, if necessary, call for further discussion. This draft report will comment on the candidate's performance in each of the evaluation areas. After the Unit Head or Designate has prepared the draft unit recommendation report, he/she will provide a copy to the candidate and make a copy available for review for the unit regular faculty. Suggestions for changes must be submitted to the Unit Head or Designate within three (3) business days of the issuance of the draft report. Thereafter, the Unit Head or Designate shall issue the final unit recommendation report with a copy to the candidate and make a copy available for review by the unit regular faculty.
The Unit Head or Designate will then forward the final unit recommendation report to the Dean. The Unit Head or Designate will also forward to the Dean the unit discussion meeting agenda, minutes of the unit discussion meeting, copies of any post-meeting comments, the candidate's materials, and any other material provided by the Unit Head or Designate to the unit regular faculty for their review. The Dean will then forward the final unit recommendation report and the supporting material to the College Personnel Committee.
8. College's Personnel Committee Action.
A. Action in Cases of Reappointment, Tenure, or Promotion. The Committee uses all relevant information as the basis for its recommendation.
1. Committee Accepts Unit Recommendation. If a unit has recommended a personnel action pursuant to a valid vote of the unit, whether in favor or against a candidate, the Committee will normally be expected to accept the recommendation of the unit. In the event the Committee accepts the recommendation of the unit that is in favor of the candidate, a recommendation shall be made in writing to the Dean with a copy to the candidate and the Unit Head or Designate. If a candidate does not have the support of the members of the unit pursuant to a valid vote of the unit, the candidate in question will be given the opportunity to request information from the Committee about any materials used in the process. Regarding written comments, the Committee will ensure that these are provided without names attached and in such a way as to promote confidentiality. After this information is given to the candidate, the candidate can choose to either stop the evaluation in the case of early tenure or promotion or offer a rebuttal in writing. If a candidate does not have the support of the Committee, the opportunity for a personal appearance before the Committee by the candidate shall be given. Only after such an opportunity is given to the candidate, can such a negative recommendation become official and be sent to the Dean with a copy to the candidate and the Unit Head or Designate. In the event a unit regular faculty member being reviewed appears before the Committee, the candidate shall address the Committee on her or his own behalf and without an outside advocate or observer.
2. Committee Does Not Accept Unit Recommendation. If the Committee does not accept the unit recommendation and the Committee recommends a personnel action in favor of the candidate, the recommendation will be made in writing to the Dean with a copy to the candidate and the Unit Head or Designate. The written recommendation must include the rationale for not accepting the unit recommendation. If the Committee does not accept the unit recommendation and if the candidate does not have the support of the Committee, the opportunity for a personal appearance before the Committee by the candidate shall be given. Only after such an opportunity is given to the candidate, can such a negative recommendation become official. If the candidate appears before the Committee, the candidate shall address the Committee on her or his own behalf and without an outside advocate or observer. The recommendation of the Committee will be made in writing to the Dean with a copy to the candidate and the Unit Head or Designate. The written recommendation must include the rationale for not accepting the unit recommendation.
3. No Valid Vote by Unit. If there is not a valid unit vote, the Committee will evaluate all the materials provided to it by the Dean for the candidate under consideration. The Committee will then vote on a recommendation. A valid vote requires a simple majority of the Committee, calculated in the same fashion as for a unit vote. The Committee will notify the candidate and Unit Head or Designate of the result of this vote. If the candidate does not have the support of the Committee, the opportunity for a personal appearance before the Committee by the candidate shall be given. Only after such an opportunity is given to the candidate, can such a negative recommendation become official. If the candidate appears before the Committee, the candidate shall address the Committee on her or his own behalf and without an outside advocate or observer. The recommendation of the Committee will be made in writing to the Dean with a copy to the candidate and the Unit Head or Designate.
4. Subsequent Information. If new information regarding a candidate is brought to the attention of the Committee that was not available to the unit during its discussion of the candidate, the Committee shall discuss the appropriateness of referring the matter back to the unit. In discussing whether to refer the matter back to the unit, the Committee shall consider whether it believes the new information is of such significance that the unit might change its recommendation and whether a referral back to the unit would delay the schedule as required by 2.10.4. In the event the matter is referred back to unit, the unit shall have no more than 7 calendar days from the date of the referral from the Committee to meet and take action, if any.
B. Action in Cases of Dismissal for Adequate Cause. The Committee will carefully observe that the burden of proof in all cases of dismissal for adequate cause lies with the institution. (See Section 2.13)
C. Reporting. The College/Library Personnel Committee shall provide the Dean with a written recommendation and rationale for each personnel action. The College/Library Personnel Committee shall hold one or more meetings with the Dean of the College/Library or his/her designee for the purpose of discussing its written recommendation and rationale regarding faculty personnel action(s). The Personnel Committee will issue an annual report to the College's or Library's regular faculty concerning its activities for the year. A copy of this report, along with any recommendations for changes or clarifications in this policy will be sent to the Chair of the Executive Committee of the Senate.
9. Deans Personnel Decisions.
A. Action in Cases of Reappointment, Tenure, or Promotion. In making personnel decisions, the Dean will normally be expected to decide in favor of the appointee if the appointee has the support of the College Personnel Committee. If, in any case, the Dean does not accept the recommendation of the College's Personnel Committee, the Dean will present the reasons in writing to the appointee, the unit, and the Committee.
B. Action in Cases of Dismissal for Adequate Cause. If the Deans decision is to accept a recommendation of the College Personnel Committee to dismiss for adequate cause, the Dean shall submit his/her decision in writing with rationale to the appointee.
C. Appeals. Appeals of the Deans decision are to be made according to the applicable grievance procedure.
D. Non-Renewals. In the event that the decision about an appointees candidacy for reappointment or tenure will result in the non-renewal of employment, the Dean shall follow the process stated in Section 2.13.
2.11 Applicability to Executive, Administrative, and Professional Positions.
Faculty having positions covered by these regulations (Section 2) who accept an Executive, Administrative and Professional position are subject to the following conditions:
1. Executive, Administrative and Professional positions which do not carry faculty rank:
A. Faculty accepting an Executive, Administrative and Professional position shall be subject to the personnel policies governing executive, administrative and professional appointments (Section 4) while serving in their administrative capacity.
B. The faculty member shall request in writing a leave of absence from the faculty position to accept an Executive, Administrative and Professional appointment. The leave is subject to approval by the faculty member's Dean and the Provost/Vice President for Academic Affairs. A leave of absence, for the purpose referred to in this section, may be granted for an academic year. The leave may be renewed on an annual basis not to exceed three (3) consecutive years.
C. If a faculty member chooses to remain in an Executive, Administrative and Professional position beyond a three (3) year leave period, or, after a lesser time period, notifies the Provost/Vice President for Academic Affairs of intent to remain in the Executive, Administrative or Professional position, the faculty member shall relinquish faculty status including tenure rights and faculty rank.
D. The time served by a faculty member in an Executive, Administrative and Professional position shall not be counted towards tenure, rank promotion nor in determining sabbatical eligibility.
2. Executive, Administrative and Professional positions with faculty rank: (Academic Administrators)
A. Persons in the following positions shall have faculty rank and faculty tenure rights: Provost/Vice President for Academic Affairs, Associate Vice President for Academic Affairs, the dean of an instructional division, and the Dean of the Academic Resources and Special Programs and the Dean of University Librariesy. Each will be listed among the faculty of an appropriate department or school.
B. The academic administrators listed above are subject to the provisions in Section 2 regarding faculty promotion, tenure, and periodic performance review.
C. Recommendations regarding promotion or tenure of academic administrators shall be made by the appropriate College Personnel Committee as follows:
1) Recommendations regarding the Associate Vice President for Academic Affairs, or the Director of the Academic Resource Center shall go to the Dean of the College.
2) Recommendations regarding a Dean shall go to the Provost/Vice President for Academic Affairs.
3) Recommendations regarding the Provost/Vice President for Academic Affairs shall go to the President.
D. If a grievance arises regarding the faculty status of an academic administrator or the performance of faculty duties by an administrator, the administrator shall follow the faculty grievance procedure. If it should happen that the grievant is also the administrator with whom a conference should be arranged at one step of the procedure, that step shall be omitted.
E. Academic administrators are subject to the personnel policies governing Executive, Administrative and Professional appointments except as provided above.
F. Persons in these positions will be expected to teach a minimum of one course per year.
2.12 Resignation. If an appointee desires to terminate an existing appointment or to decline a renewal appointment, he/she shall give notice of not less than three months before the end of his duties during an academic year (exclusive of a summer session). This requirement may be waived in case of hardship or in a situation where the faculty member would otherwise be denied substantial professional advancement.
2.13 Termination Processes and Disciplinary Action. Termination is the severance of the formal appointment between the appointee and the institution. Resignations and dismissals are terminations that may occur prior to the end of the appointment period.
In this section, time limits for initiation of requests and responses to them are noted. The references to a "day" shall mean Monday through Friday and shall not include the day on which the request is initiated or the day on which the response is offered. Exceptions to these limits may be mutually agreed to in writing by the principals involved.
1. Dismissal for Adequate Cause. Any appointment is terminable for adequate cause. Except as provided in Resignation, Reduction in Force or upon retirement, tenured appointments may be terminated only for adequate cause. Adequate cause will be related directly and substantially to the fitness of the appointee in his/her professional capacity. Dismissal will not be used to restrain faculty members in their exercise of academic freedom or other rights of American citizens. Dismissal proceedings shall begin with a conference between the appointee and the Dean.
The conference may result in agreement that the dismissal proceedings should be dropped. On the other hand, the conference may result in mutual agreement that the best interests of the appointee and the institution would be served by the appointee's resignation. If so, the faculty member shall submit a resignation in writing effective on a mutually agreed upon date. If this conference does not result in mutual agreement, the Dean will initiate review of the case by the College's Personnel Committee, with written notification of the charges to be sent to the appointee and the committee.
2. Suspensions. While the final decision regarding termination of an appointment is pending, the appointee may be suspended only if harm to himself/herself or others is threatened by continuance. The Dean who invokes the suspension shall consult with the Provost/Vice President for Academic Affairs and the chairperson of the College's Personnel Committee. A suspension is permitted only pending the results of the personal conference. The base salary and applicable fringe benefits of a suspended person shall be continued during the period of suspension up to the limit of one year. If during the suspension period the faculty member takes up employment with another employer or is convicted of an offense serious enough to warrant dismissal for adequate cause, then the institution will no longer be obligated to continue making salary payments. In the latter case, if the conviction is later reversed, the faculty member will be reimbursed for the lost salary and fringe benefits subject to the one year limitation.
3. Disciplinary Action other than Dismissal or Suspension. Any such disciplinary action affecting the terms of employment taken by the institution against a faculty member must be based upon adequate cause. Adequate cause will be related directly and substantially to the fitness of the appointee in his/her professional capacity. Proceedings shall begin with a conference between the appointee and the Dean. If as a result of the conference, the Dean wishes to take disciplinary action, he shall state that in writing with rationale to the appointee. The appointee may file a grievance (Section 2.16.2.A, Step 1) within ten days of the receipt of the Dean's decision.
4. Procedure for Non-renewals. Any action resulting in the non-renewal of a probationary appointment of any appointee shall normally be based upon recommendations generated by the College's Personnel Committee. Such action shall be preceded by a personal conference between the faculty member and the appropriate Dean. The conference may result in agreement that the appointment should be renewed. If so, the non-renewal proceedings shall be dropped. If such a conference results in agreement that the best interests of the appointee and the university will be served by resignation, the appointee shall submit a resignation to his/her Dean in writing within five (5) days. If the conference does not result in mutual agreement, the Dean will submit his decision in writing with rationale to the appointee. The appointee may file a grievance (Section 2.16.2.A, Step 1) within ten days of receipt of the Dean''s decision.
2.14 Merger or Reorganization of Appointment Structures. When an administrative reorganization results in the merger of two or more appointment structures, or the creation of a new appointment structure, faculty with tenure will be assigned to the merged or revised structure by granting them tenure.
2.15 Reduction in Force. When personnel reductions involving faculty are necessitated by a bona fide financial emergency, the administration will apply the procedures and policies of this section unless it can show clear and sufficient reason why it should not. When personnel reductions involving faculty are necessitated only by demonstrated changing enrollment patterns or discontinuance of a major or minor instructional program or department the following procedures and policies will be applied.
1. Voluntary Options. The following voluntary options must be explored before layoff:
A. Transfer to open or new positions (this may include retraining at university expense).
B. Retirement.
C. Early or phased retirement.
D. Part-time employment.
E. Teaching any two of the three semesters.
F. Approved unpaid leave-of-absence for one year to explore other employment opportunities.
G. Resignation.
2. Internal Transfers. For transfer to open or new positions, the burden of proof must be on the receiving unit for showing cause why the person may not transfer to the unit. In cases of dispute the Provost/Vice President for Academic Affairs on advice of a faculty committee will decide on the merits of the case. Candidates for internal transfer to open and new positions will be evaluated according to the following criteria listed in order of priority:
A. Appropriate qualifications.
B. Ability to gain appropriate qualifications in a reasonable period of time (usually not more than a year) in the area of an open or new position.
C. Seniority will be used if candidates are judged equal.
3. In order to reduce faculty because of changing enrollment patterns or discontinuance of an instructional program or department the administration must first demonstrate to faculty governance and the Board of Trustees must then declare that such a necessity exists. Issues to be addressed in the demonstration should include the following:
A. Whether the enrollment change is temporary, cyclical, or long range;
B. Whether the unit is able to carry out its mission effectively with the reduction;
C. What the overall cost of the unit to Grand Valley State University is;
D. Whether the unit is unique in the state system;
E. Whether there are other units which depend on the services of the unit under consideration? If so, what impact the reduction will have?
F. Whether the unit is essential to the curriculum of undergraduate general education.
In the case of a condition of changing enrollment patterns, the Provost/Vice President for Academic Affairs will notify the Executive Committee of the Senate (ECS) of his/her perception that such a condition exists and provide a rationale at least 60 days prior to the Board of Trustees meeting at which the recommendation will be made, for the purpose of All University Academic Senate (UAS) review and resolution.
4. In cases of changing enrollment patterns or discontinuance of a major or minor program or department when necessary reductions cannot be effected by the voluntary measures, faculty members with tenure will be given one year's notice of layoff by registered mail, ordinarily by the end of winter semester but no later than June 30.
In cases of bona fide financial emergency an appointee with tenure will be given notice as soon as possible, not less than 12 calendar months notice unless the institution can show clear and sufficient reason for shorter notice.
The notice must include a rationale for the layoff (Section 2.15.5). Upon receipt of such a notice a faculty member must choose one of the three plans and in writing notify the Human Resources Office and appropriate Dean of the choice within 60 days from time of notice, unless the faculty member files a timely grievance alleging violation of this policy in respect to matters of Reduction in Force. In this case, the choice of severance plan A or B can be made only after the grievance is resolved and within 10 days from the time of resolution. Failure to notify the Human Resources Office within these time periods will automatically place the faculty in the third plan (Plan C).
The appropriate Dean will notify the faculty member in writing within l0 days of receipt of the faculty member''s choice of severance plan A or B that the choice is acceptable or not. If not acceptable the faculty member may, within 10 days, refer the matter to the Provost/Vice President for Academic Affairs who will make the final decision in consultation with the Provost''s Advisory Committee within 10 days of receipt of the referral. It is the intent of the university's severance policy to accept the faculty member's choice if at all possible.
A. Plan A. In the first plan (Plan A) the faculty members would tender letters of resignation effective at the end of the terminal year. In exchange, a faculty member at the end of the terminal year would receive severance pay equal to one-eighteenth (1/18) of his/her terminal year base salary for each year of service at GVSU, with a maximum of one year''s severance salary, possibly spread over a 24-month period.
Years of Service Maximum Period of Payment 1-3
6 months
4-6
12 months
7-9
18 months
10+
24 months
B. Plan B. In the second plan (Plan B), the terminal year is waived. The faculty member receives one-seventh (1/7) of the present base salary for each year of service at GVSU up to a maximum of 1 & 1/2 years' pay. This amount would be spread over a period of time dependent upon length of service to GVSU according to the following schedule:
Years of Service
Maximum Period of Payment 1-3 6 months 4-6 12 months 7-9 18 months 10+ 24 months
C. Plan C. In the third plan (Plan C), faculty members would elect to have layoff status at the end of the terminal year which would entitle them to recall for the same position during the subsequent 24-month period. No severance pay is applicable in this option. (Section 2.15.8 for applicable benefits.)
5. When layoffs are necessary, retention will depend on the following factors in order of priority:
A. Ability to do the remaining work in the assigned area. The following will apply in order of priority:
1. Advanced degree or terminal degree and/or teaching or professional experience in the field of assignment will be considered.
2. Regular faculty will be retained before adjunct or temporary faculty.
3. Tenured faculty will be retained before non-tenured faculty.
4. Faculty with more satisfactory performance evaluations will be retained before faculty with less satisfactory performance evaluations. (See Section 2.9.) However, where general performance equivalency exists, seniority will be the single most important criterion.
B. Seniority (however, the all-university faculty affirmative action ratios, female/male and minority/non-minority, will not decrease below the then present levels through the application of this seniority criteria.)
6. Recall Rights. Faculty on layoff status are entitled to recall for the same position during the subsequent 24-month period. During this 24-month period laid off faculty will be notified of and given an opportunity to apply for open positions, but not for presently filled positions. These faculty members will be given first consideration before any faculty vacancies are filled through external recruitment.
Recall rights are terminated when a faculty member on layoff:
A. Does not reply within l0 calendar days of receipt of a registered letter concerning recall sent to the last known address; or
B. Refuses to be available for an interview, or
C. Refuses to accept an offer of a commensurate faculty position at Grand Valley; or
D. Accepts satisfactory employment elsewhere; or
E. Has reached the end of the 24-month layoff period.
7. EAP staff members laid off, who are on leave of absence from faculty status in an academic unit, may exercise rights in the same manner as faculty in that unit.
8. Faculty on layoff will have the option to remain in the group health insurance plan while on layoff status by paying full faculty cost, plus dependent cost if desired.
9. Full-time faculty who presently have tenure and who choose a reduced workload under this section will retain their appointment rights.
10. The declaration by the Board of Trustees of a bona fide financial emergency or condition of changing enrollment patterns is not grievable within the Grand Valley grievance procedure.
11. A small (3 or 4 members) faculty committee will be appointed jointly by the ECS and the Provost/Vice President for Academic Affairs to provide advice concerning:
A. Areas for reduction by department/program;
B. Transfer/retraining options for faculty;
C. Voluntary options, i.e., retirement, resignations, severance pay;
D. Personnel recommendations from the deans;
E. Financial emergency and changing enrollment patterns declarations.
12. If there is a faculty position opening at GVSU, the hiring unit, before advertising, must first exhaust the possibilities of transferring current faculty and recalling Grand Valley faculty from layoff status. The faculty committee advising the Provost and Vice President for Academic Affairs and the Provost/Vice President will monitor this process.
13. When it is clear that the laid off faculty member desires such assistance, he/she will be made the focus of an appropriate effort by the university to the extent of resources available (Research and Development Center, Human Resources and Placement Offices) to help that person find suitable employment elsewhere.
14. Tenure shall be considered to reside in GVSU and not in an individual unit.
15. Seniority is defined as years of service at Grand Valley State University less unpaid leaves of absence. It is determined by the date of hire to a regular faculty appointment in a tenure-track or equivalent position at Grand Valley and the total number of years of continuous full-time service at GVSU. Any years of unpaid leaves of absence shall be subtracted from the total number of years of service.
2.16 Grievance Procedure.
1. Definition of a Grievance. A grievance is defined as any issue that pertains to promotion, granting of tenure, disciplinary action, non-renewals, terminations, implementation of reduction in force, or academic freedom. All other issues are defined as complaints and will follow the procedure outlined in Section 2.18.
2. Procedure. A faculty member with an issue that could become a grievance will request a meeting with the Dean within ten days after learning of the incident upon which the issue is based. If the faculty member is not satisfied with the answer of the Dean, the faculty member may file a written grievance as follows:
A. Step 1 - Appeal to the Dean. The grievant will submit the grievance in writing to the Dean within ten days of the meeting or within twenty days of requesting the meeting, whichever is later. The written grievance will include the following:
1. A citation of the part(s) of the policy alleged to have been violated.
2. A statement of the facts of the case.
3. A suggested remedy.
The written grievance may also contain any supportive materials or statements which the grievant feels are germane to the grievance.
The Dean will schedule a conference with the grievant within five days of the receipt of the written grievance. The Dean shall issue a written response to the grievant within five days of the conference. The response will include a summary of the conference and the decision of the Dean and the reasons for that decision.
B. Step 2 - Appeal to the Provost/Vice President for Academic Affairs. If the grievance is not resolved at Step 1 the grievant may appeal the decision of the Dean to the Provost/Vice President for Academic Affairs within five days of the receipt of the Dean's decision. The appeal will include the written grievance as submitted at Step 1 and the response as issued at Step 1.
The Provost/Vice President will review the grievance and response and in the cases of dismissal or non-renewal of an appointment must have a conference with the grievant. Then the Provost/Vice President will issue a written decision within ten days of the receipt of the appeal or ten days of the date of the meeting between the grievant and the Provost/Vice President, whichever is later, and report this to the grievant, the dean, the chair of the grievant's unit, and, in matters involving reappointment, tenure, promotion or dismissal for adequate cause, the chair of the College Personnel Committee.
C. Step 3 - Appeal to the Grievance Committee. If the grievance is not resolved at Step 2, the grievant may appeal the decision of the Provost/Vice President to a Grievance Committee (through the Human Resources Office), within five days of the receipt of the answer at Step 2. A Grievance Committee will then be selected according to Section 2.17.1 and training scheduled. Upon completion of Grievance Committee Training (Section 2.17.2), the Committee will elect its chair and receive its charge.
The Grievance Committee will be convened to conduct a formal review and submit a recommendation to the President, except for grievances in which the Grievance Committee reports to the appropriate faculty committee (see Section 2.17.3.B). The appeal to the Grievance Committee will contain the written grievance as submitted at Step 1, the response as issued at Step 1, and the decision as issued at Step 2, if applicable.
The Grievance Committee shall schedule conferences with the grievant and people related to the grievance within ten days of the receipt of the charge from the Human Resources Office. Within 60 days of receiving the charge, the Grievance Committee shall submit a recommendation based on its findings. See Section 2.17.1 for summer exception.
D. Step 4 - Decision of the President. After receiving the recommendation of the Grievance Committee, the President will notify the grievant, the Committee, the Provost/Vice President, the Dean, the Associate Vice President for Human Resources, and, in matters involving reappointment, tenure, promotion or dismissal for adequate cause, the chair of the personnel committee of the final decision and rationale within ten days. In cases where the President's decision is not concordant with the recommendation of the Committee, the President will present the reasons for the decision, in writing, to the Committee, the grievant, the Provost/Vice President and, at the discretion of the President, those directly involved in the grievance. If the decision involves a personnel action normally reported to the Board of Control, the President will advise the Board at its next meeting that the decision differs from the recommendation of the Grievance Committee.
3. Miscellaneous Provisions.
A. Time Limits. All grievances shall be considered permanently resolved if not submitted by the grievant at the next step within the prescribed time limits. Time limits may be extended by mutual agreement.
B. Definition of Day. Within the grievance procedure references to day shall mean Monday through Friday and shall not include the day on which an appeal is made or a response is offered.
C. Participants. The grievant may choose to be accompanied by a colleague. However, legal counsel may not attend.
2.17 Grievance Panel, Grievance Committee and Their Procedures.
1. Establishment and Composition of the Grievance Panel. A Grievance Panel will be established, composed of six (6) faculty members elected from each of the College of Liberal Arts and Sciences, College of Engineering and Computing, Seidman College of Business, two (2) members each from the College of Education, Kirkhof College of Nursing, and the College of Community and Public Service; and one (1) faculty member from the Library.
All faculty members eligible for or holding tenure are eligible to vote for its College representatives to the Grievance Panel. Deans and other administrative officers will not be eligible to vote or be elected to the Grievance Panel. All panel members will be elected for staggered, three-year terms.
For a particular grievance, a Grievance Committee of four members chosen by lot drawn by the Associate Vice President for Human Resources and the Chair of the Academic Senate will be activated from the Panel to hear the case. The four members will be distributed as follows: one from the grievant's College and three chosen from the remaining Colleges.
The Associate Vice President for Human Resources and the Chair of the Academic Senate may exclude certain members of the panel from being on a Grievance Committee for reasons of unfair bias or conflict of interest either for or against the aggrieved person. The Associate Vice President for Human Resources will activate the Grievance Committee. The Grievance Committee will elect its own chairperson who will submit in writing the findings and recommendations of the committee concerning the case to the following individuals:
- President of the university
- The grievant
- The Provost/Vice President
- The Dean
- The Chairperson of the Personnel Committee, in matters involving reappointment, tenure, promotion or dismissal for adequate cause
- The Associate Vice President for Human Resources.
Grievance Committees do not normally meet during the summer between the end of the winter semester and the beginning of the fall semester. Grievances already under consideration by a Committee will be completed. Any grievance regarding the termination of a faculty member's employment in which the grievant's employment would terminate prior to the fall semester will be heard during the summer. This may necessitate the drawing of a Committee from those Panel members with summer appointments and if this is not sufficient the selection of new Panel members by the College.
2. Faculty Grievance Committee Training. Prior to receiving the charge to hear a faculty member's grievance, the Grievance Committee selected to hear the grievance will be required to meet for Grievance Committee training. This training will not include a review of the grievance to be considered by the Committee but will include the following.
A. Topics:
1. Review of grievance section of Faculty Handbook.
2. Discussion of the process.
3. Role, function and responsibility of the Grievance Committee.
4. Role of the Grievance Committee Chair.
5. Rules.
a. tape recording
b. witnesses and participants
c. minutes
d. deadlines and extensions
e. records
f. confidentiality
6. Conducting an investigatory hearing.
a. interviewing witnesses
b. attorneys, colleagues and others attendance
7. Deliberations of the Grievance Committee.
8. Getting advice during the process.
9. Writing the report and distributing the report.
10. Closing the file.
B. The Associate Vice President for Human Resources is responsible for coordinating this training. Other individuals, such as legal counsel, may be used as appropriate. Those likely to be involved in the grievance as witnesses or Grievance Committee members will not be used for training.
3. Function and Procedures of the Grievance Committee. The Grievance Committee will function to review and make recommendations about a grievance.
A. Its function is normally to determine that the prior decisions in the case before it have been arrived at in accordance with the established procedures and with the educational and professional objectives of the university but may also include a substantive re-examination of the case. If the Grievance Committee should conclude that these conditions were not met in the case, or disagrees with prior decisions, it must include in its recommendation to the President the reasons for this conclusion as well as a request that the President require the appropriate officer or the chairperson of the College Personnel Committee, in matters involving reappointment, tenure, promotion or dismissal for adequate cause, to determine and implement an appropriate redress based on the merits of the Committee's findings in the case.
B. The Grievance Committee normally reports to the President; however, in cases which concern actions not involving adequate cause, when these actions are negative actions supported as such both by the College Personnel Committee and the Dean, the Grievance Committee will review the grievance exclusively for the purpose of reporting back to the College Personnel Committee on the question whether the grievant received adequate consideration in terms of the standards and procedures relevant to his case. There shall be no further recourse for such a grievance.
C. The Grievance Committee will carefully observe that the burden of proof in all cases of action for adequate cause lies with the university; and that in all others, it lies with the grievant. In these latter cases, the grievant will have to show that the action was taken in violation of academic freedom or university procedures, or that the reasons given for the action, if requested, were inadequate.
D. The responsibilities of the Grievance Committee are:
1. To review the written grievance for legitimacy (see Definition of Grievance).
2. To hear statements from all persons involved in the grievance and/or any other persons who may clarify issues pertinent to the grievance.
3. To establish the facts.
4. To determine whether prior decisions have been made in accord with established procedures and with the educational and professional objectives of the appointment structure where the case arose.
5. To report its findings and recommendations to the President (subject to Section 2.17.3B.).
Tape recordings or stenographic records will be made of the hearings of the Grievance Committee, and the grievant may attend meetings of the Committee when testimony is being taken.
E. Procedures of the Grievance Committee. The Grievance Committee and the grievant and other persons related to any grievance should be, at all points in their deliberations, alert to informal opportunities for settlement satisfactory to those involved in the grievance. At any point in the proceedings, the grievant may withdraw the grievance by written notice to the chairperson of the Grievance Committee.
The Committee shall conduct the formal review in such a manner that will allow it to render a responsible judgment about the grievance. Its obligation to render such a judgment entitles it to full cooperation by faculty colleagues and administrative officers. The Committee should hear statements from all those involved in the grievance and/or any other persons who may clarify issues pertinent to the grievance. Statements of witnesses not appearing at the hearing may also be received, provided such statements have been made available to the grievant and other relevant persons to the hearing prior to the hearing. In all other respects the hearing committee will not be bound by strict rules of legal evidence, and may admit any evidence that is of probative value in determining the issues involved. Every possible effort will be made to use the most reliable evidence available. In the case of lack of unanimity, the Committee may report with a minority report or reports included.
4. Contents of the Report of the Grievance Committee. The report of the Grievance Committee will contain:
A. A statement of membership.
B. A statement of the grievance.
C. A statement of its activities.
D. A statement of its findings.
E. A statement of its recommendations.
F. Records of the hearing, including tape recordings and/or stenographic records.
G. Copies of any data used in its findings.
5. Records of the Grievance Committee Cases. Upon completion of a grievance, the chairperson of the Grievance Committee will submit a copy of the report and all data and communications regarding the grievance to the Associate Vice President for Human Resources who will maintain a file of such reports in an appropriate filing space provided by the university Human Resources Office. Any request to review these files should be submitted to the Associate Vice President for Human Resources.
2.18 Complaint Procedure.
1. Definition of a Complaint. A complaint is defined as an issue that is not an appropriate subject for a grievance as defined in Section 2.16. Complaints include, but are not limited to, scheduling, location, and remuneration.
2. Procedure. A faculty member with an issue that could become a complaint will request a meeting with the Dean within ten days after learning of the incident upon which the issue is based. If the faculty member is not satisfied with the answer of the Dean, the faculty member may file a formal written complaint as follows:
A. Step 1 - Appeal to the Dean. The faculty member will submit the complaint in writing to the Dean within ten days of the meeting or within twenty days of requesting the meeting, whichever is later. The written complaint will include the following:
1. A statement of the complaint.
2. A statement of the facts of the case.
3. A suggested remedy.
The written complaint may also contain any supportive materials or statements that the faculty member feels are germane to the complaint.
The Dean will schedule a conference with the faculty member submitting the complaint within five days of the receipt of the written compliant. The Dean shall issue a written response to the faculty member within five days of the conference. The response will include a summary of the conference and the decision of the Dean and the reasons for that decision.
B. Step 2 - Appeal to the Provost/Vice President for Academic Affairs. If the complaint is not resolved at Step 1, the faculty member may appeal the decision of the Dean to the Provost/Vice President within five days of the receipt of the Dean's decision. The appeal will include the written complaint as submitted and the response as issued at Step 1.
In his or her sole judgment, the Provost/Vice President may convene a panel of faculty to review a complaint and provide an advisory opinion to the Provost/Vice President. A copy of the complaint advanced to the Provost/Vice President will be provided to this faculty panel. The faculty panel will have twenty (20) days to review the complaint and submit its advice, in writing, to the Provost/Vice President. The faculty panel shall not investigate the matter nor interview anyone especially the faculty member who submitted the complaint.
The faculty panel will be composed of one faculty member from the College of Liberal Arts and Sciences, College of Engineering and Computing, College of Health Professions and Seidman College of Business; one faculty member from the College of Education, Kirkhof College of Nursing, and College of Community and Public Services; and one faculty member from the Library. Members of the faculty panel cannot also be currently serving on the Grievance Panel.
The Provost/Vice President will review the complaint, response and may have a conference with the faculty member. Thereafter, the Provost/Vice President may convene a faculty panel. Then the Provost/Vice President will issue a written decision within ten days of the receipt of the appeal or the receipt of the statement of advice from the faculty panel or ten days of the date of the conference with the complaining faculty member, whichever is later.
2.20 Salary Administration
1. Compensation Service. Compensation rates for faculty will normally be set on an academic year basis except for library faculty. A compensable pay period will be any period when one has fulfilled all of his/her assigned responsibilities. For all or any part of such period when a faculty member has failed to meet the requirements of compensable service he/she will incur a proportionate forfeiture at the per day rate of 1/190 of his/her academic year rate or in the case of library faculty 1/260 of his/her annual rate. Faculty on an academic year pay basis, who terminate prior to the end of the academic year will be paid 1/2 of his/her base academic year rate for each full academic term of service. Faculty who terminate during an academic semester will be paid 1/190 of his/her academic year rate for each day of completed service during that semester. There are normally 95 payroll days during each semester including vacation and holidays. University contributions to all benefit plans shall be on the basis of base academic year rate or, in the case of library faculty, on base annual rate. Faculty on academic year appointments may elect to have their base salary paid over 9 or 12 months in biweekly installments starting with the first pay period of the fall semester.
2. Starting Rates. Starting rates for faculty will be administratively set within the approved salary range for the position by the appointing officer in consultation with the Human Resources Office. The minimum rate will normally apply for new faculty possessing qualifications not significantly above the minimum required. Additional allowances above the minimum may be made for completion of all course work toward the doctorate except the dissertation, completion of the doctorate, and for each year of full-time teaching at the level of instructor or above at a four-year, baccalaureate degree granting institution or above or equivalent professional experience. Exceptions to this policy because of special market conditions or within highly specialized fields must be approved in advance by the Provost/Vice President for Academic Affairs.
3. Extra Compensation. Extra compensation, except as provided in Section 2.30.7 (Alternate Service), is determined as follows:
A. For extra semester situations for faculty on academic year appointments extra compensation shall be calculated according to the following method:
1. For 1 through 3 equivalent contact hours, 4.17 percent of the individual's previous academic year''s base salary per equivalent contact hour or 12.5 percent for 3 credits.
2. For 4 through 6 equivalent contact hours, 3.33 percent of the individual's previous academic year''s base salary per equivalent contact hour or 10.0 percent for 3 credits.
3. All additional credits are at the rate of $600.00 per credit.
In this section, an equivalent contact hour, as defined in the full-time teaching load definition, is equal to one contact hour taught in lecture, discussion or lecture-discussion format; two equivalent contact hours are equal to three contact hours taught in laboratory or studio format.
B. Faculty who teach courses outside of and in addition to their normal full-time responsibilities shall be paid extra compensation at the rate of $600.00 per credit hour per semester. This amount shall be appropriately prorated for teaching more than or less than three credits or where responsibility is shared with other faculty.
Faculty teaching courses off-campus shall be reimbursed for actual and reasonable expenses above those normally associated with transportation to and from the university in accordance with the university travel policy.
C. Extra compensation for faculty for other than teaching and related responsibilities shall be determined by the Appointing Officer with the approval of the Provost/Vice President for Academic Affairs.
4. Pay Adjustments. Salary advancement within the salary range for the same position will normally be based on meritorious service and length of service. Adjustments will normally take effect at the beginning of each academic year, or if appropriate, each fiscal year.
5. Promotional Increments. Faculty who are promoted shall receive, in addition to their regular salary increase, the indicated promotion increment or no less than the minimum of the salary range of the new rank if the combination of the regular increase and the promotion increment fall below the minimum.
Promoted to:
Assistant Professor $1,000 Associate Professor $1,500 Full Professor $2,000
2.30 Benefits.
1. Holidays. For faculty the following days are university holidays: (usually including the Friday preceding any such holiday which falls on Saturday and the Monday following any such holiday which falls on Sunday)
New Year's Day Thanksgiving Memorial Day day following Thanksgiving Day Independence Day day preceding Christmas Day Labor Day Christmas Day day preceding New Year's Day Two (2) floating holidays scheduled during the Christmas break; plus up to two (2) additional floating holidays scheduled during the Christmas - New Year's break, if the university is officially closed.
A faculty member is not eligible for holiday pay if the holiday occurs during an unpaid leave of absence, or if he/she is absent immediately before or after the holiday for an unapproved reason, or the holiday occurs during a time when he/she is not on pay status.
2. Vacation. Vacation for faculty members on academic year appointments is limited by the academic calendar and is not accrued. Faculty on annual appointments accrue vacation at the rate of five days per calendar quarter of completed service. A prorated number of days for a partial quarter of service will be computed when necessary. Approval of the use of accrued vacation is the responsibility of the appropriate unit head. Vacation time may not be charged until it is earned. Faculty with accrued vacation terminating their employment will be eligible for their accrued vacation, not to exceed 20 days, provided at least four weeks' notice of their intent to leave is received. Up to 20 days of accrued vacation may be carried from one calendar year into the next.
3. Salary Continuation. The university will provide to the extent described below a salary continuation program for full time faculty which is designed to provide salary protection in the event of personal circumstances which do not allow a faculty member to continue work. This program is intended only as a form of insurance and is subject to careful scrutiny of each appointing officer. The appointing officer may require proof that any absence at any time is appropriate. Salary continuation may be approved only for the following reasons:
A. Faculty member's childbirth, illness, injury, hospitalization, and appointments pertaining to health. In cases of injuries compensable under worker's compensation or no fault auto insurance, salary continuation may be used to the extent that the payments fail to equal the faculty member''s regular base earnings.
B. Faculty member's child, step child, foster child, spouse, or parent's illness, injury, hospitalization and appointments pertaining to health (limited to a reasonable amount).
C. The death of a faculty member's child, stepchild, foster child, spouse, brother, brother-in-law, sister, sister-in-law, parent or parent-in-law, grandparent or grandparent-in-law.
D. Attendance at a funeral other than above (maximum one day).
E. Inclement weather causing unusually hazardous conditions which necessitates the closing of the university.
All full-time faculty members will be allowed compensation at their regular base rate of pay for an absence that falls under paragraph "A" above for the entire absence period not to exceed six months from the date of illness, injury or hospitalization. No salary continuation as such will be accrued or reported although each appointing officer will be responsible for the equitable application of the policy.
4. Sabbatical Leave. Sabbatical leaves are intended primarily to encourage and promote the professional growth of those with faculty status and to enhance their teaching and scholarly effectiveness. Sabbaticals are a part of the university's responsibility in relation to faculty growth and development. Such leaves contribute to the accomplishment of these ends by enabling the faculty to undertake specific, planned activities involving study, research, or creative work of mutual benefit to the applicant and to the Grand Valley State University. The providing of resources necessary for sabbatical leaves is a high priority for the university.
A. Eligibility. Sabbatical leave may be granted after six consecutive years of full-time service. Such leave may not be awarded to the same person more than once in seven years and leave time shall not be cumulative. Up to two years of full-time service, on a regular appointment with full faculty status, at the rank of instructor or above, or its equivalent, at other accredited institutions of higher education shall count toward fulfillment of the eligibility period. Upon receiving tenure, credit similar to that granted to full-time, regular faculty who are entering from other institutions may be granted to those who served as full-time visiting Grand Valley faculty at the rank of instructor or above and who moved into a tenure track faculty position without a break in Grand Valley service. Only tenured Grand Valley faculty are eligible to receive a sabbatical.
Time spent by research advisors and principal researchers should count toward eligibility for sabbatical award. Persons who have had regular faculty appointments at GVSU but have also been a research associate for no more than three years will be able to count these years toward sabbatical eligibility. If a person has been a research associate more than three years, the Research and Development Committee will compare the work done by that research associate to regular faculty responsibilities to see whether any or all of the years spent by the person as a research associate should count toward eligibility for sabbatical.
In computing consecutive years of service for the purpose of establishing eligibility, periods of vacation leave and periods of sick leave with salary shall be included; periods of leaves of absence other than vacation leave and sick leave will not ordinarily be included but shall not be deemed an interruption of otherwise consecutive service.
In the case of the faculty member on leave from a faculty position to hold an administrative position at Grand Valley, time on leave from the faculty position in the administrative position (up to three years) will be counted toward sabbatical eligibility, 1) if a faculty member returns to the faculty position, and 2) if the faculty member's unit so recommends.
Sabbaticals have profound staffing and personnel implications for divisions, hence decisions on granting sabbaticals should be made within the divisions, using the processes and criteria specified in the Administrative Manual for personnel decisions. The Research and Development Committee is appropriately involved in two possible ways: (1) to review the requests for funds that sometimes accompany the request for sabbatical release time, and (2) to advise the Provost if institutional funding considerations preclude granting all the sabbaticals recommended by the deans in a given year.
By April 1 each year the Human Resources Office will provide the academic deans with the names of faculty members eligible to apply during the coming Fall Semester. The deans then send a notice to each eligible person as a reminder, offering assistance in refining plans and indicating sources of relevant information.
B. Application and Approval Process. Decisions on granting sabbaticals are made within the division, using criteria listed below (Section D). The Research and Development Committee is involved only in the two following circumstances:
-- A request for funds (travel, equipment, etc.) accompanies the application for the sabbatical leave proposal.
-- The number of approved sabbatical proposals is judged to exceed the university's ability to fund all of them. The Research and Development Committee will then be directed by the Provost to carry out the procedures specified in Section F. The Provost will direct the Research and Development Committee to carry out procedures in Section F. and will notify the Faculty Salary and Budget Committee of inadequate funding (see F.1.).
1. Timetable for Approval Process.
Proposals should be submitted in accordance with the timetable for consideration of other personnel decisions during the Fall Semester:
October 15: applicants submit proposals to unit (including amendments, if any);
November 1: units submit recommended proposals to College Personnel Committee;
December 1: College Personnel Committee forwards recommended proposals to the Dean;
December 15: Dean forwards recommended proposals to Provost and (where funds are requested) to the Research and Development Committee;
January 21: Research and Development Committee forwards recommendations to Provost;
February 1: Provost forwards decisions to the President and informs deans and Research and Development Committee.
2. Applicants shall submit eight (8) copies of their proposals. Application forms are available at the Research and Development Office. One of the copies should be signed by the appropriate authority at each reviewing level.
3. At each level of review, the proposals shall be evaluated with reference to the conditions and criteria specified in Section D. Any reviewing group or person who reaches a negative recommendation on a proposal must convey that fact and reasons for it in writing to all previous levels of review within two (2) working days of the recommendation.
4. Applicants whose proposals have been rejected may appeal to the next level of review within five (5) working days of their receipt of the reasons for rejection.
-- If the proposal is approved on appeal, a written explanation of the reasons for the approval will be sent to the previous level(s) of review and to the applicant; written record of both the positive and negative recommendations will accompany the proposal when it is forwarded to the next level of review;
-- If the proposal is rejected on appeal it dies for that academic year and may not be considered by higher levels of review.
5. Applicants who seek financial support in addition to release time will have their requests for funds reviewed by the Research and Development Committee, so they must develop their proposals in accordance with the most recent edition of The Guide to Research and Development Center.
6. Members of the College Personnel Committee and the Research and Development Committee may not take part in the deliberations and vote on their own proposals.
C. Remuneration. Faculty on academic year appointment shall receive full academic year base salary when on leave one academic semester and fifty percent of academic year base salary when on leave two academic semesters. Faculty on annual appointment shall receive full fiscal year base salary when on leave for a period of up to six months and fifty percent of fiscal year base salary for a period of seven to twelve months. Applicants for sabbatical leave must specify other salaries, grants, fellowships, or financial support they expect to receive (or do receive) during the period of the leave. The combined incomes from such sources and the sabbatical grant shall not exceed the faculty member's normal salary plus expenses incurred because of the sabbatical leave. The recipient is expected to return to a regular appointment with Grand Valley for at least one academic year (or twelve months in the case of faculty on twelve month appointments) after the sabbatical period.
D. Conditions and Criteria. A sabbatical proposal shall show promise that it will enhance the teaching, research or professional capabilities of the applicant. The sabbatical project, except in unusual cases, should require that the recipient spend a substantial part of their time off campus with a lengthy period of continuous release from normal responsibilities. The sabbatical leave will normally provide an opportunity for work in a different environment in order to learn, develop, or perfect understandings or skills which will improve the applicant's teaching and professional competence. The sabbatical project should not be accomplishable in shorter intervals with other forms of assistance available. A request for sabbatical leave must be accompanied by a well developed proposal for use of the leave time; the proposal shall conform to some or all of the criteria listed below:
1. A planned effort to retrain professionally.
2. Development of new capabilities for teaching or research.
3. A synthesis or development of prior effort or experiences.
4. Concern with a significant problem, area, or issue in the field of study.
5. Promise of a significant contribution to the subject under study or problem undertaken.
6. Practice of skills or application of research result which deepens or extends the applicant''s professional capabilities.
Exceptional proposals not otherwise in conformity with the criteria shall be judged according to the standards and needs of the appointment structure in which the applicant has his/her major appointment.
E. Format. In addition to the conditions and criteria that will be used in evaluating sabbatical proposals, several requirements in the presentation of the sabbatical request shall be observed. These are:
1. Arrangements for the proposed leave and a timetable of activities shall be clearly stated in the proposal. If the project requires collaboration with other institutions or persons, the collaboration must be described in the proposal and evidence provided that the institutions or persons involved agree with the arrangements.
2. A proposal must have a clear conceptual focus. Goals and objectives of the leave shall be stated.
3. A proposal shall be specific about the academic purpose of the leave.
4. A proposal shall cite evidence of academic preparation that contributes to its feasibility. There shall be a thorough attempt by the proposer to search the literature and to place the planned activity in the context of that literature.
5. A clear relationship between the proposed sabbatical leave and a proposer's academic unit shall be demonstrated.
6. Reports of the applicant's previous sabbaticals will be reviewed.
F. Selection Process When Not All Recommended Sabbaticals Can Be Awarded. There are two circumstances when not all recommended sabbaticals can be awarded: (1) inadequate funding, and (2) staffing problems.
1. Inadequate Funding.
In the event the university anticipates that the number of recommended sabbaticals requires funds greater than the amount available for support, the Provost will notify the Chair of the Faculty Salary and Budget Committee and, Chair's request explain the financial situation to the Chair or the Committee. The Committee's recommendation will be submitted by the Chair to the Provost within seven (7) calendar days. At the time of notification, the Provost will also notify the Research and Development Committee to begin the procedure described below.
a. The Research and Development Committee will use the eligible sabbaticals to establish three pools: A) those applicants who have at least six years of consecutive service at Grand Valley, B) those applicants who have five years of consecutive service at Grand Valley and, C) those applicants who have four years of consecutive service at Grand Valley.
b. The funds available will be used as follows: the eligible sabbaticals in pool A will be funded first, then those eligible in pool B, and finally the eligible sabbaticals in pool C.
c. If the funds available do not cover all of the requests within any one of the pools, but there is enough funding for at least one proposal in that pool, then the sabbatical proposals will be ranked in priority order by the appropriate divisional personnel committee considering the conditions and criteria in Section D and other relevant circumstances.
d. The Research and Development Committee will use these rankings in their determination of sabbaticals to be funded.
2. Staffing Problems
Upon determination of a staffing problem by the appointing officer after consultation with the appropriate unit head, the following procedure will be observed:
a. The Unit Head will submit a plan to the appointing officer indicating how the work of each applicant will be covered if his/her sabbatical is approved.
b. The unit will rank the sabbaticals considering the conditions and criteria in Section D and other relevant circumstances. This ranking will be forwarded to the College Personnel Committee and appointing officer with a written explanation.
c. The decision not to award a sabbatical because of staff problems will be made by the appointing officer after consultation with the College Personnel Committee and the appropriate Unit Head.
d. Applicants who are not awarded sabbaticals because of staffing problems will receive a written explanation from the appointing officer.
3. Status of Delayed Sabbaticals.
a. Applicants who are not awarded sabbaticals because of inadequate funding or staffing problems are invited to reapply the following year.
b. If an applicant's sabbatical is delayed because of staffing or funding problems, he/she will be given priority within their pool for the following year, assuming his/her proposal is recommended. If a person who is delayed in taking a sabbatical leave because of staffing or funding problems is granted a sabbatical in a later year, that person will not be required to wait an additional 6 years from the later date before becoming eligible to apply for another sabbatical, but will be eligible to apply 6 years from the previous eligibility year.
G. Alteration of Project. If a faculty member should desire to alter the original project approved for the sabbatical leave by the Provost, then the faculty member must submit a revised proposal to the appropriate College Personnel Committees and the Research and Development Committee at least a full semester before the sabbatical would have commenced.
If a faculty member should decide not to take a sabbatical leave which has been approved by the Provost, then the faculty member must so inform the dean of the appointing unit at least a full semester before the sabbatical would have commenced. If the faculty member cancels a sabbatical leave later than a full semester before the start of the leave, the dean shall be free to deny the request. This deadline may be waived in very unusual circumstances.
H. Final Report. Each faculty member returning from sabbatical leave will provide a written account of the sabbatical activities and accomplishments and deposit copies with his/her appointing officer, the Provost, the President, the Research and Development Center, and the library. The report shall be filed no later than the end of the first semester after return to campus and shall include an account of the financial remuneration received during the sabbatical leave.
I. The Research and Development Committee. The committee shall consist of two faculty members representing different disciplines elected from each of the divisions of Arts and Humanities, Science and Mathematics, Social Sciences, and Seidman School of Business; two members total from the Schools of Education, Nursing, and Social Work according to a schedule of rotation to be established by the Executive Committee of the Senate; one member from the library, and the Director of the Research and Development Center. The chairperson will be appointed from this group by the Provost or his designee. The term of office shall be two years, with staggered terms. Elections will be held in the Winter Semester, with terms to commence in the Fall Semester.
The Research and Development Committee shall be responsible for reviewing sabbatical leave policies and procedures and shall recommend changes, when needed, to the UAS. It shall also facilitate ways in which returning faculty can make new knowledge and insights available to the Grand Valley community.
5. Leaves of Absence with Partial Pay.
A. Jury Duty. A faculty member who loses time from his/her assigned responsibilities because of jury duty will receive the difference between his/her pay for jury duty and his/her regular base pay if such service occurs at a time when the faculty member is on pay status.
B. Military Duty. A faculty member who loses time from his/her assigned responsibilities because of military training as a reservist or National Guardsman or due to a civil disturbance, not exceeding four weeks per year, will receive the difference between his/her military base pay and his/her regular pay if such service occurs while the faculty member is on pay status.
6. Leaves of Absence without Pay from the University. A faculty member may request a leave of absence without pay for educational, medical, or personal reasons for a period of from one to twelve months. Such request shall be approved by the appointing officer. Any accrued benefits will be protected during the leave although additional benefits will not accrue. The faculty member may continue existing group benefits with the appropriate university's contribution. Contribution to the retirement plan will not accrue during the leave period. In case of medical leave the university may require a physician's statement concerning the faculty member's ability to perform his/her assigned responsibilities either before departure or just prior to returning to active employment.
Absences without pay for a period of less than one month will be considered as lost time and are subject to the approval of the appointing officer.
7. Alternate Service. Faculty on academic year appointments may fulfill their full academic year responsibilities on the basis of working any two of the three academic semesters without loss of base academic year salary with the balance of the year considered vacation. A faculty member who serves in a full time capacity for an additional (third) academic semester, without additional compensation, shall be entitled to a compensatory equivalent semester of vacation during the subsequent academic year at the compensation level in effect when the vacation was earned, if all arrangements are approved by the appointing officer, the provost, and the president in advance. Should, due to a change of circumstances, a faculty member who has fulfilled the prior service obligation be allowed to work during the semester he/she expected to be on vacation, all such work shall be at a rate and under the conditions described in Section 2.20.3.
8. Group Life, Medical and Dental Insurance. The university will provide coverage for all faculty appointed one-half time or more and their dependents to the extent of the group insurance policies in effect providing the faculty member's appropriate payments are maintained. The schedule of benefits provided and their cost are described in materials available through the Human Resources Office.
9. Group Disability. All full time faculty are eligible to participate in the total disability benefits program subject to the provisions of the master contract. The benefits provided are described in materials available through the Human Resources Office.
A. University Base Plan. Effective July 1, 1996, regular faculty and executive, administrative and professional staff with appointments of one-half time or more will be eligible to participate in the base retirement plan comprised of three investment alternatives:
1) Teachers Insurance and Annuity Association (TIAA),
2) College Retirement Equities Fund (CREF),
3) Fidelity Investments - institutional retirement plan
Eligible faculty and staff will begin participation immediately upon employment. Participants are fully vested after completion of two years of employment.
The university will make a contribution equal to 12% of the participant's base salary. No contribution is required from the faculty or staff member.
Participants may elect an allocation of their university contribution among the three investment alternatives once a year. Allocation changes within those alternatives will be allowed as frequently as permitted by that carrier.
The normal retirement age used as a basis for calculating a full benefit is age 65. There is no mandatory retirement age.
A more detailed description of the base retirement plan related to pay out options, availability of funds and allocation changes and transfers within funds is contained in materials available in the Human Resources Office.
B. Supplemental Retirement Accounts. All regular faculty and staff may elect to have the university provide payment for tax deferred saving plans which qualify for IRS Code Section 403(b) and beginning July, 1, 2002 section 457(b) status through companies approved by the university. Faculty and staff can defer in such amounts as permitted by IRS Code Section 403(b) and 457(b). The election of such a benefit in no way affects the faculty or staff member's mandatory participation in the university's retirement program. The university retains the right to modify or terminate this optional deferral program upon reasonable notice to faculty and staff.
C. Medical Insurance for Retirees. As modified July 1, 1996, the university will provide a medical insurance plan for official retirees. An official retiree (including early retirees) for purposes of this benefit, will be defined as any regular university faculty or staff member who is employed by the university at the time of retirement, who is vested in a university sponsored retirement plan and whose years of university service and age total a minimum of 75.
Official retirees will be reimbursed for participation in the plan based on years of service.
Benefits will also be provided to the spouse of the retiree based on the same formula, less the dependent charge. The materials describing the program are available through the Human Resources Office. The university retains the right to modify or terminate this plan upon reasonable notice to faculty, staff and retirees.
11. Tuition Reduction Programs
A. Academic Participation for Faculty, Staff and Retirees. Effective fall semester, 1988, a regular faculty or staff member may with approval of his/her supervisor, enroll in Grand Valley State University courses tuition free, one of which may be taken during working hours each fiscal year. Retirees may enroll with the approval of the Human Resources Office. The materials describing the program are available through the Human Resources Office.
B. Reduced Tuition for Spouses and Eligible Dependents of Faculty, Staff and Retirees. Effective fall semester, 1988, spouses and eligible dependents of regular faculty, staff and retirees are eligible for a 50 percent reduction of their tuition costs for all Grand Valley State University courses. Spouses and eligible dependents of regular faculty, staff and retirees who use this benefit are subject to the admission and academic requirements of the university. The materials describing the program are available through the Human Resources Office.
12. Flexible Spending Accounts. Faculty may elect once a year to participate in the Flexible Spending Accounts pursuant to the plan established under IRS Code Section 125. The materials describing the program and its options are available through the Human Resources Office. The university retains the right to modify or terminate this program upon reasonable notice to the faculty members.
13. Adoption Assistance. Effective January 1, 2001 all regular full time and part time faculty and staff are eligible for adoption assistance. The benefits provided are described in materials available through the Human Resources Office.
Adjunct Faculty are any Faculty appointed to full time or part time positions created for purposes such as working on grants or contracts, filling in for Regular Faculty who may be absent, completing specific projects, augmenting the Regular Faculty, teaching a single semester's course offering enhancing the programs of the university with distinguished Visiting persons, and for other purposes. Adjunct Faculty are not eligible for nor do they accrue any credit toward academic tenure. There are no employment rights beyond the appointment terms stated below. Each appointing unit shall be responsible for carrying out an annual evaluation of Adjunct Faculty for the purpose of contract renewal.
1. Appointments. All Adjunct Faculty appointments shall be for specific but renewable periods of time and shall be subject to and limited to the conditions, benefits, and obligations herein outlined.
Affiliate Faculty: Affiliate Faculty serve in a specialized role such as a clinical coordinator, field supervisor, or may be selected to teach a limited range of courses. Those individuals who are selected to teach full time normally maintain twelve (12) to eighteen (18) credit hours per semester. Those individuals selected to teach part time normally maintain six (6) to eleven (11) credit hours per semester. Such individuals are normally not terminally qualified in their respective discipline. Initially, upon hire, individuals will be appointed for one academic year, or fiscal year if appropriate, on a full time or part time basis. This may be renewed once for an additional academic or fiscal year. Thereafter, such individuals may be appointed for three (3) consecutive academic or fiscal years. Employment contracts are renewable. If no notification of renewal is given by May 1 of the second year of the contract, it will not be renewed. Appointment exceptions must be approved in advance by the Provost. The terms and conditions of appointment will be covered in the employment contract.
Visiting Faculty: Appointments will be made on full time or part time basis for one (1) academic or fiscal year. Such appointments are normally not renewable beyond three (3) one-year appointments.
Adjunct Instructor: Appointments to teach one or more classes for a single academic semester.
The university may terminate any Adjunct Faculty appointment at any time, upon 7 calendar days written notice, for the following reasons:
1. Financial reasons as determined by the Office of the Provost.
2. Course and/or program elimination.
3. Committing an act of professional incompetence, moral turpitude, neglect of professional responsibilities, or conviction of a felony.
4. Failure to follow instructions and directions of the unit head and/or appointing officer.
5. Violation of university Policies and Procedures.
2. Salary Administration. A compensable pay period shall be any period in which an Adjunct Faculty member has fulfilled all of his/her assigned responsibilities. For all or any part of such a period when an Adjunct Faculty member has failed to meet the assigned responsibilities of compensable service he/she shall incur a proportionate forfeiture.
Adjunct Faculty shall be compensated in accordance with the Adjunct Faculty Compensation Schedule. Salary is normally paid in biweekly installments.
In the case of Visiting Faculty and Affiliate Faculty whose appointments are renewed, salary advancement will normally be based on meritorious service. Adjustments will normally take effect at the beginning of the academic or fiscal year.
The minimum rate will normally apply for persons possessing qualifications not significantly above the minimum. The starting rates will be administratively set by the appointing officer at a level judged to be commensurate with the applicant's educational credentials, prior experience, special skills, and promising qualities.
3. Benefits
Affiliate Faculty:
1. Holidays. For full time Affiliate Faculty the following days are University's holidays: (usually the Friday preceding any such holiday which falls on Saturday and the Monday following any such holiday which falls on Sunday):
New Year's Day day following Thanksgiving Day Memorial Day day preceding Christmas Day Independence Day Christmas Day Labor Day day preceding New Year's Day Thanksgiving Day
Two (2) floating holidays scheduled during the Christmas break; plus up to two (2) additional floating holidays scheduled during the Christmas - New Year's break, if the university is officially closed. A full time Affiliate Faculty is not eligible for holiday pay if the holiday occurs during an unpaid leave of absence, or if he or she is absent immediately before or after the holiday for an unapproved reason, or if the holiday occurs during a time when he/she is not on pay status, such as during the summer.
2. Life and Medical Insurance. The university will provide coverage under the Grand Valley Flexible Medical Plan for all Affiliate Faculty appointed one-half time or more and their dependents to the extent of the group insurance policies in effect provided the Affiliate Faculty member's appropriate payments are maintained. The schedule of benefits provided and their cost are described in the materials available through the Human Resources Office. Affiliate Faculty are also eligible to participate in the group life insurance policy with coverage equal to the individual's base salary. Plan information is available in the Human Resources Office.
3. Vacation. Affiliate Faculty do not accrue vacation; however, Affiliate Faculty on full time fiscal year appointments may be allowed time off without loss of pay by the appointing officer not to exceed an amount equal to that granted other full time persons on fiscal year appointments.
4. Salary Continuation. Affiliate Faculty are eligible to participate in the university's salary continuation program. The program is designed to provide salary protection in the event of personal circumstances, which do not allow an faculty member to continue work. This program is intended only as a form of insurance and is subject to careful scrutiny of each appointing officer. The appointing officer may require proof that any absence at any time is appropriate. Salary continuation may be approved only for the following reasons:
a. Faculty member's childbirth, illness, injury, hospitalization, and appointments pertaining to health. In cases of injury compensable under workers' compensation or no fault auto insurance, salary continuation may be used to the extent that payments fail to equal the Faculty member's regular base earnings.
b. Faculty member's child (including stepchildren and adopted children), spouse, or parent's injury, hospitalization, and appointments pertaining to health (limited to a reasonable amount).
c. The death of a Faculty member's child, spouse, brother, sister, parent, or parent-in-law.
d. Attendance at a funeral other that above (maximum one day).
e. Inclement weather causing unusually hazardous conditions, which necessitates the closing of the university.
All Affiliate Faculty will be allowed compensation at their regular base rate of pay for an absence that falls under 4.a above for an entire absence period not to exceed six months from the date of illness, injury, or hospitalization.
5. Dental Insurance. The university will provide coverage for all Affiliate Faculty appointed one-half time or more and their dependents provided the appropriate payments are maintained. The schedule of benefits provided and their cost are described in materials available through the Human Resources Office.
6. Retirement Plan Contributions. Affiliate Faculty will be eligible to participate in the university's retirement plan for regular Faculty. Plan information is available in the Human Resources Office.
7. Group Disability. Full time Affiliate Faculty appointed under a three-year employment contract will be eligible to participate in the university's disability plan, subject to the provisions of the master contract. Plan information is available in the Human Resources Office.
8. Tuition Reduction
a. Academic Participation for Faculty, Staff, Retirees. Affiliate Faculty may, with the approval of his/her supervisor, enroll in Grand Valley State University courses tuition free. Plan information is available in the Human Resources Office.
b. Reduced Tuition for Spouses and Eligible Dependents of Faculty, Staff, and Retirees. The spouse and eligible dependents of Affiliate Faculty and retirees are eligible for a 50 percent reduction of their tuition costs for all Grand Valley State University courses. Spouses and eligible dependents who use this benefit are subject to the admission and academic requirements of the university. Plan information is available in the Human Resources Office.
9. Supplemental Retirement Accounts. Affiliate Faculty may elect to have the university provide payment for tax deferred saving plans which qualify for IRS Code Section 403(b) and beginning July 1, 2002 section 457(b) status through companies approved by the university. Affiliate Faculty can defer in such amounts as permitted by the IRS Code Section 403(b) and 457(b). The election of such a benefit in no way affects the Affiliate Faculty member's mandatory participation in the university's retirement program. The university retains the right to modify of terminate this optional deferral program upon reasonable notice to the participating Affiliate Faculty. Plan information is available in the Human Resources Office.
10. Flexible Spending Accounts. Affiliate Faculty may elect once a year to participate in the Flexible Spending Accounts pursuant to the plan established under IRS Code Section 125. The university retains the right to modify or terminate this program upon reasonable notice to staff. Plan information is available in the Human Resources Office.
Visiting Faculty:
1. Holidays. Visiting Faculty members are eligible for those holidays outlined above for Affiliate Faculty.
2. Life and Medical Insurance. Visiting Faculty members appointed one-half time or more and their dependents are eligible for these benefits as outlined above for Affiliate Faculty.
3. Vacation. Visiting Faculty members do not accrue vacation; however, Visiting Faculty on full time fiscal year appointments may be allowed time off without loss of pay by the appointing officer not to exceed an amount equal to that granted other full time persons on fiscal year appointments.
4. Tuition Reduction. Visiting Faculty members are eligible for this benefit as outlined above for Affiliate Faculty.
5. Tax Deferred Annuities. Visiting Faculty members are eligible for this benefit as outlined above for Affiliate Faculty.
Adjunct Instructor:
Adjunct Instructors are eligible for the holidays outlined above, workers' compensation insurance and unemployment coverage. Adjunct Instructors are not eligible for further participation in the university's benefits program.
The Executive, Administrative, and Professional (EAP) Staff is defined as staff appointed to non-teaching exempt positions (qualifying for exemption from federal and state overtime provisions), although some EAP staff may have regular teaching assignments as a portion of their regular work load.
1. Kinds of Regular Executive, Administrative and Professional Staff Appointments.
1. Continuous Appointments. A continuous appointment is an appointment with no specific termination date. The first full year of a continuous appointment shall be considered as probationary.
2. Employment Contracts. An employmentcontract is an appointmentfor a specified time period.
2. Probationary Period.
1. The probationary period allows all parties the opportunity to assess performance and the overall viability of the employment relationship. Upon completion of the probationary period, employment can only be terminated for cause.
All EAP staff members will remain in probationary status for a period of twelve (12) calendar months actually worked. The employment relationship during the probationary period is considered to be "at will" in as much as the university and the staff member retain the right to terminate employment with or without cause at anytime.
In the event that the university elects to terminate employment for reasons other than those noted below, the probationary staff member will normally be provided four weeks notice or four weeks pay and benefits in lieu of notice, or until the staff member secures new employment, whichever is sooner.
Staff members terminated for reasons such as moral turpitude, violation of university policies and procedures, failure to follow directions/instructions of supervisors and superiors, conviction of a felony, neglect of professional responsibility, failure to follow statutory or regulatory requirements of the position, and other similar acts, shall have their compensation and benefits terminated effective upon termination of employment.
3. Resignations.
1. Continuous Appointments. When a staff member signs his/her position he/she shall notify the appropriate appointing officer not less than four weeks prior to departure. When four weeks' notice is not received, all or part of the staff member's unused but accrued vacation may be forfeited not to exceed ten days of that portion for which he/she would normally be eligible.
2. Employment Contracts. Since an employment contract is a commitment for a fixed period of time, approval of a resignation during the contract period is the sole discretion of the university.
4. Terminations.
1. Continuous Appointments. Following the probationary period a continuous appointment may be terminated by the appointing officer for cause. Such termination will be communicated in writing along with the reasons for dismissal. Normally, at least four weeks notice of termination or four weeks pay in lieu of notice will be given unless continuation of employment would be detrimental to the best interest of the university. The staff membermay appeal dismissal for cause through the grievance procedure or in the event the president is the appointing officer to the chairpersonof the Board of Trustees. If the appointing officer's decision is not upheld, the staff member may be reinstated without loss of pay.
2. Employment Contract Appointments. An employment contract may be terminated prior to the expiration date subject to the provisions of the contract. Such termination will be communicated in writing along with the reason for early termination of the contract. The staff member may appeal early termination through the grievance procedure. The non-renewal of an employment contract is not a grievable issue.
5. Reduction in Force. A staff membermay be laid off due to the elimination of his/her position and normally will be given notice based on his/her length of service on date notified as follows:
Less than 2 years of service - 1 months' notice
2 years, but less than 5 years of service - 2 months' notice
5 years, but less than 10 years of service - 3 months' notice
10 or more years of service - 6 month's notice
Staffgiven layoff notices may use up to four (4) days with pay for position search with prior permission from their supervisor.
Such staffmay continue on layoff for up to twelve months, or their length of service if less than twelve months, from the effective date of the notice. Employment will terminate upon the expiration of the layoff period. Staffon layoff shall be eligible to purchase group medical insurance at the appropriate (COBRA)rate.
6. Salary Administration. The objective of the university's compensation program is to attract, retain, motivate and reward staff. The compensation rates are available in the Human Resources Office.
1. Compensable Service. Compensation rates for staff with a continuous appointmentwill normally be on a fiscal year basis except for those persons on continuous appointments less than twelve months. Compensation rates for staff on employment contracts will be specified in the employment contract.A compensable pay period will be any period when one has fulfilled all of his/her assigned responsibilities. For all or any part of such period when a fiscal year staff member has failed to meet the requirements of compensable service he/she will incur a proportionate forfeiture rate at the per day rate.
For all or any part of such period when a staff memberon an appointment of less than a fiscal year has failed to meet the requirements of compensable service he/she will incur a proportionate forfeiture at the per day rate. University contributions to benefit plans shall be made on the base rate for the period of appointment.
For all or any part of such period when staff on an employment contract has failed to meet the requirements of compensable service will incur a proportionate forfeiture based upon the employment contract.
Paychecks shall normally be biweekly and be available no later than the middle of the second week following the close of the pay period.
2. Starting Salaries. Starting salaries for staffwill be set within the approved salary range for the position.
1. Continuous Appointments. The starting salary will be recommended by the appointing officer at a level judged to be commensurate with the applicant's educational credentials, prior experience, special skills and related qualifications as well as the relevant labor market for the position and internal equity considerations. Starting salaries and their justification are reviewed and approved by the Human Resources Office and the appropriate Vice President.
2. Employment Contracts. Starting salaries for staff with employment contracts will be specified in the employment contract.
3. Extra Compensation. Staffmay teach a single semester's course offering (as defined in sections 3.1 and 3.2 Adjunct Faculty) for extra compensation providing they have received written approval from their dean, appointing officer or vice president, the course is taught outside regular office hours (as defined by the unit's needs), or prior arrangements are made to make up lost time, the course is for university credit, appointment is made through the academic unit's regular appointment process, and such opportunity is limited to once per fiscal year. Any exceptions to this policy must be approved by the provost in advance. If appointed by the appointing officer, with the approval of the appropriate vice president, staff may be paid extra compensation for additional duties assigned, such as coaching, additional assignment or assuming an acting appointment role.
4. Pay Adjustments.
1. Continuous Appointments. Salary advancement for staff with continuous appointments within an authorized salary range for the same position will be based on meritorious service. Adjustments will normally take effect at the beginning of the fiscal year, academic year or period of appointment as appropriate. Salary adjustments may be approved at other times, such as the result of a promotion to a position in a higher salary range.
2. Employment Contracts. Salary advancement for staff with employment contracts is based on merit limited to the employment contract or modification thereof.
7. Complaints. If a staff memberhas a complaint which is not an appropriate subject for a grievance, he/she may discuss it with the supervisor or Associate Vice President for Human Resources. Complaints may be submitted in writing. All complaints, whether oral or written will be answered within five working days from their receipt.
8. Grievances.
1. Definition. A grievance is defined as an allegation by a staff member that there has been a violation of the provisions of the Administrative Manual.
2. Procedure:
A staff memberwith a grievance shall first talk with his/her supervisor about it. If this does not resolve the grievance, the staff member may submit it in writing to the administrative level above that of the immediate supervisor. If the immediate supervisor is a vice president, the staff member may proceed directly to Step 2. The staff member has 10 working days in which to have the discussion and submit the written grievance after learning of the incident upon which the grievance is based. The person who receives the written grievance has five working days in which to answer the grievance in writing.Step 1.
Step 2. If the grievance is not resolved in Step 1, the staff member may request, in writing, a meeting of the parties with the Associate Vice President for Human Resources within 5 working days receipt of the written answer in Step 1. This meeting will be scheduled within 10 working days of the receipt of the written request. The written request should also include a copy of the original grievance and answer and any other data pertinent to the issue. After the meeting is held, the Associate Vice President for Human Resources will communicate his/her answer in writing to the staff member and the concerned parties. (Probationary staff members cannot appeal beyond Step 2.)
If the grievance is not resolved in Step 2, the staff member may request, in writing,within 5 working days of the receipt of the written answer in Step 2, that the Human Resources Office forward all materials to the president or his/her representative. The president or his/her representative may review the materials and communicate his/her decision to all parties or schedule a meeting with such parties as are appropriate and thereafter communicate his/her decision to all parties. The president's decision shall be final.Step 3.
All grievances shall be considered permanently settled if the staff memberdoes not file it at the next step in accordance with the prescribed time limits. The time limits may be extended by mutual consent.
9. Benefits.
For regular staffthe following are university holidays (usually the Friday preceding any such holiday which falls on Saturday and the Monday following any such holiday which falls on Sunday):Holidays.
New Year's Day day following Thanksgiving Day Memorial Day day preceding Christmas Day Independence Day Christmas Day Labor Day day preceding New Year's Day Thanksgiving Day
Two (2) floating holidays scheduled during the Christmas break, plus up to two (2) additional floating holidays scheduled during the Christmas - New Year's break, if the university is officially closed.
A staff memberis not eligible for holiday pay if the holiday occurs during an unpaid leave of absence or if absent immediately before or after the holiday for an unapproved reason, or if the holiday occurs during a time when he or she is not on pay status.
2. Vacation.
1. Continuous Appointments Accrual. Staffon continuing appointments for the fiscal year accrue vacation at the rate of five days per calendar quarter of completed service. Vacation for staff working on less than 12 month appointments is limited by the special requirements of their appointment and/or academic calendar and is not accrued. Vacation for fiscal year staff working less than full time but more than one-half time will be prorated to reflect the particular appointment. A prorated number of days for a partial quarter of service will be computed when necessary.
2. Employment Contracts Accrual. Vacation for staff on employment contracts will be specified in the employment contract.
3. Use of Vacation Time. Approval for the use of accrued vacation is the responsibility of the supervisors. Vacation time may not be charged until it is earned. Staff with earned vacation terminating their employment will be eligible for their accrued vacation not to exceed 20 days, provided at least four weeks notice of their intent to leave is received. Staffwho are laid off are eligible for up to 20 days of accrued vacation in addition to the length of notice as indicated in Section 4.5. Up to 20 days of accrued vacation may be carried from one calendar year into the next.
3. Salary Continuation. The university will provide to the extent described below a salary continuation program for full time staff which is designed to provide salary protection in the event of personal circumstances which do not allow a staff member to continued work. This program is intended only as a form of insurance and is subject to careful scrutiny of each appointing officer. The appointing officer may require proof that any absence at any time is appropriate. Salary continuation may be approved only for the following reasons:
A. Staff member's child birth, illness, injury, hospitalization, and appointments pertaining to health. In cases of injuries compensable under worker's compensation or no fault auto insurance, salary continuation may be used to the extent that the payments fail to equal the staff member's regular base earnings.
B. Staff member's child, stepchild, foster child, spouse, parent's illness, injury, hospitalization and appointments pertaining to health (limited to a reasonable amount).
C. The death of a staff member's child, stepchild, foster child, spouse, brother, brother-in-law, sister, sister-in-law, parent, parent-in-law, grandparent or grandparent-in-law.
D. Attendance at a funeral other than above (maximum one day).
E. Inclement weather causing unusually hazardous conditions which necessitates the closing of the university.
All full time staff will be allowed compensation at their regular base rate of pay for an absence that falls under paragraph "A" above for the entire absence period not to exceed six months from the date of illness, injury or hospitalization. No salary continuation as such will be accrued or reported although each appointing officer will be responsible for the equitable application of the policy. Salary continuation for staff on employment contracts may be modified by the employment contract.
4. Professional Development Leave. Professional development leave is provided as an opportunity for staff to withdraw from the university community to learn new skills and concepts, to reflect on their work at the university, and to prepare for new responsibilities. Application is to be made to the dean or appointing officer or vice president of the division far enough in advance of the expected leave period to allow for arrangements regarding budget and replacement. The applicant should present an outline of the prospective outside income. Final determination shall be made by the university President.
Remuneration of such leaves shall be determined on the basis of prospective outside income, length of leave and the available resources. All fringe benefits will be continued at the appropriate levels with the appropriate university contributions.
5. Leaves of Absence with Partial Pay.
A. Jury Duty. A staff member who loses time from his/her assigned responsibilities because of jury duty will receive the difference between his/her pay for jury duty and his/her regular salary.
B. Military Duty. A staff member who loses time from his/her assigned responsibilities because of military training as a reservist or National Guard or due to civil disturbance, not exceeding four weeks per year, will receive the difference between his/her military base pay and his/her regular pay.
6. Leaves of Absence Without Pay. A staff member may request a leave of absence without pay for educational, medical or personal reasons for a period of from one to twelve months. Such requests shall be approved by the appointing officer (if the staff member's position is being held open) or by the Human Resources Office. The staff member's accrued vacation will be protected during the leave period although additional benefits will not accrue. The staff member may continue existing group insurance benefits with the appropriate university contribution. Contributions to the retirement program will not continue during the leave period. In the case of medical leaves, the university may require a physician's statement concerning the staff member's ability to perform his/her assigned responsibilities either before the departure or just prior to returning to active employment. The Family and Medical Leave Act and the University Family Medical Leave Act Policy will be followed in approving a covered leave of absence.
Absences without pay for a period of less than one month will be considered as lost time and are subject to the approval of the unit head.
7. Special Administrative Leave of Absence. Members of the Executive, Administrative and Professional Staff are encouraged to participate in the university's special administrative leave of absence program. This program is designed to provide staff memberswith an opportunity to be absent from their responsibilities during periods when their activities are normally reduced. Conditions of special administrative leave are the same as those applying to regular unpaid leaves except that arrangements may be made to spread accrued regular pay and/or vacation pay over all or some portion of the leave period. Routine responsibilities of the staff memberwill be reassigned to other staffduring the leave. Such leaves are approved by the appointing officer and the president. All arrangements should be made far enough in advance to ensure adequate staffing.
8. Group Life, Medical and Dental Insurance. The university will provide coverage for all regular staff appointed one-half time or more and their dependents to the extent of the group insurance policies in effect providing the staff member's appropriate payments are maintained. The schedule of benefits provided and their cost are described in materials available through the Human Resources Office.
9. Group Disability. All regular full time staff are eligible to participate in the total disability benefits program subject to the provisions of the master contract. The benefits provided are described in materials available through the Human Resources Office.
10. Retirement.
A. University Base Plan. Regular faculty and executive, administrative and professional staff with appointments of one-half time or more will be eligible to participate in the base retirement plan comprised of three investment alternatives:
1) Teachers Insurance and Annuity Association (TIAA),
2) College Retirement Equities Fund (CREF),
3) Fidelity Investments - institutional retirement plan
Eligible faculty and staff will begin participation immediately upon employment. Participants are fully vested after completion of two years of employment. The university will make a contribution equal to 12% of the participant's base salary. No contribution is required from the faculty or staff member. Participants may elect an allocation of their university contribution among the three investment alternatives once a year. Allocation changes within those alternatives will be allowed as frequently as permitted by that carrier.
The normal retirement age used as a basis for calculating a full benefit is age 65. There is no mandatory retirement age.
A more detailed description of the base retirement plan related to pay out options, availability of funds and allocation changes and transfers within funds is contained in the materials available in the Human Resources Office.
B. Supplemental Retirement Accounts. All regular faculty and staff may elect to have the university provide payment for tax deferred savings plans which qualify for IRS Code Section 403(b) and beginning July 1, 2002 section 457(b) status through companies approved by the university. Faculty and staff can defer in such amounts as permitted by IRS Code Section 403(b) and 457(b). The election of the such a benefit in no way affects the faculty or staff member's mandatory participation in the university's retirement program. The university retains the right to modify or terminate this optional deferral program upon reasonable notice to faculty and staff.
C. Medical Insurance for Retirees. The university will provide a medical insurance plan for official retirees. An official retiree (including early retirees) for purposes of this benefit, will be defined as any regular university faculty or staff member who is employed by the university at the time of retirement, who is vested in a university sponsored retirement plan and whose years of university service and age total a minimum of 75.
Official retirees will be reimbursed for participation in the plan based on years of service.
Benefits will also be provided to the spouse of the retiree based on the same formula, less the dependent charge. The materials describing the program are available through the Human Resources Office. The university retains the right to modify or terminate this plan upon reasonable notice to faculty, staff and retirees.
11. Tuition Reduction Programs.
A. Academic Participation for Faculty, Staff and Retirees.
A regular faculty or staff member may, with approval of his/her supervisor, enroll in Grand Valley State University courses tuition free, one of which may be taken during working hours each fiscal year. Official retirees may enroll with the approval of the Human Resources Office. The materials describing the program are available through the Human Resources Office.
B. Reduced Tuition for Spouses and Eligible Dependents of Faculty, Staff and Retirees.
Spouses and eligible dependents of regular faculty, staff and official retirees are eligible for a 50 percent reduction of their tuition costs for all Grand Valley State University courses. Spouses and eligible dependents of regular faculty, staff and official retirees who use this benefit are subject to the admission and academic requirements of the university. The materials describing the program are available through the Human Resources Office.
12. Flexible Spending Accounts. Staff members may elect once a year to participate in the Flexible Spending Accounts pursuant to the plan established under IRS Code Section 125. The materials describing the program and its options are available through the Human Resources Office. The university retains the right to modify or terminate this program upon reasonable notice to the staff.
13. Adoption Assistance. Effective January 1, 2001 all regular full time and part time faculty and staff are eligible for adoption assistance. The benefits provided are described in materials available through the Human Resources Office.
Adjunct Executive, Administrative, and Professional Staff, are staff members appointed to part-time or full time non-teaching exempt (qualifying for exemption from federal and state overtime provisions) positions created for temporary purposes such as working on grants or contracts, filling in for regular staff members who may be absent, completing specific projects, augmenting regular staff, and for other similar purposes.
1. Appointments. Appointments will be made for a limited and expressly stated term of a year or less. Appointments may be renewed for additional limited and expressly stated terms of a year or less.
All adjunct executive, administrative and professional staff shall be appointed in one of the following categories.
Adjunct Executive, Administrative and Professional staff are employed at the will of the university and have the right to terminate their employment at any time, with or without notice or cause. Likewise, the university may release Adjunct Executive, Administrative and Professional staff, with or without notice or cause, as it deems appropriate.
Category A - Full time or part-time for a full year.
Category B - Full time or part-time for a specific period of less than a full year.
Category C - Employment contract - appointment specified by contract.
All appointments shall be made in accordance with the provisions of this policy.
2. Compensable Service.
1. Compensation Rates. A compensable pay period will be any period when one has fulfilled all assigned responsibilities. For all or any part of such period when a staff member has failed to meet the requirements of compensable service, he or she will incur a proportionate lost-time forfeiture at a rate determined by dividing the base salary by the total number of payroll days during the term of appointment.
There are normally 260 payroll days per fiscal year, 190 payroll days per academic year, and 95 payroll days per academic semester. Pay checks shall normally be biweekly and available no later than the middle of the second week following the close of the pay period.
2. Starting Rates. Starting rates for any staff member will be set within the approved salary range for the position, as listed in the Executive, Administrative and Professional staff compensation schedule. The minimum rate will normally apply for all staff members possessing qualifications not significantly greater than the minimum required. In any case, the starting rate will be set by the appointing officer in consultation with the Human Resources Office at a level judged to be commensurate with the applicant's educational credentials, prior experience, special skills, and promising qualities. Staff members who are appointed for additional limited and expressly stated terms of a year or less may be eligible for advancement within an authorized salary range for the same position provided that such opportunity will be granted only once within a fiscal year and such advancement is based on meritorious service.
3. Benefits. Benefits for Adjunct, Executive, and Administrative staff are limited to those listed below. Benefits for Category C staff are limited to those listed in the employment contract.
1. Holidays. For adjunct Executive, Administrative and Professional staff, the following are the university's holidays (usually the Friday preceding any such holiday which falls on Saturday and the Monday following any such holiday which falls on Sunday):
New Year's Day Thanksgiving Day Memorial Day day following Thanksgiving Day Independence Day day preceding Christmas Day Labor Day Christmas Day Day preceding New Year's Day
Two (2) floating holidays scheduled during the Christmas break; plus up to two (2) additional floating holidays scheduled during the Christmas - New Year's break, if the university is officially closed.
Adjunct Executive, Administrative and Professional staff will be paid for the above listed holidays that occur during their appointment. A staff member is not eligible for holiday pay if absent immediately before or after the holiday for an unapproved reason or if the holiday occurs during a time when the staff member is not on pay status.
2. Vacation. Adjunct Executive, Administrative and Professional staff do not accrue vacation; however, Category A staff members appointed one-half time or more may be allowed paid off with the approval of the appointing officer, provided such arrangements are made at the time of appointment, not to exceed 10 days per year.
3. Salary Continuation. Adjunct Executive, Administrative and Professional staff may not participate in the university's salary continuation program. Appointing officers may, in consultation with the Associate Vice President for Human Resources, allow Category A staff members to have time off for illness without loss of pay in lieu of vacation, as outlined in 5.3.2, providing arrangements are made to fulfill all responsibilities. In no case shall the total amount of paid time off for illness exceed the amount allowed under 5.3.2.
4. Group Life and Medical Insurance. The university will provide coverage for all Category A adjunct Executive, Administrative and Professional staff appointed half-time or more and their dependents to the extent of the group insurance policies in effect, provided the staff members appropriate payments are maintained.
5. Tuition Reduction Programs
a. Academic Participation for Category A Adjunct Executive, Administrative and Professional staff.
Category A staff members may, with the approval of his/her supervisor, enroll in Grand Valley State university courses tuition free, one of which may be taken during working hours each fiscal year. The materials describing the program are available in the Human Resources Office.
b. Reduced Tuition for Spouses and Eligible Dependents of Category A Adjunct Executive, Administrative and Professional staff.
The spouse and eligible dependents of Category A staff members are eligible for a 50 percent reduction of their tuition costs for all Grand Valley State University courses. Spouses and eligible dependents who use this benefit are subject to the admission and academic requirements of the university. The materials describing the program are available in the Human Resources Office.
6. Supplemental Retirement Accounts. Adjunct EAP staff may elect to have the university provide payment for tax deferred saving plans which qualify for IRS Code Section 403(b) and beginning July 1, 2002 section 457(b) status through companies approved by the university. Staff members can defer in such amounts as permitted by the IRS Code Section 403(b) and 457(b). The university retains the right to modify of terminate this optional deferral program upon reasonable notice to the participating staff member. Plan information is available in the Human Resources Office.
1. All policies for clerical, office and technical staff will be governed by the provisions of the collective bargaining agreement as ratified by the Board.
1. All policies for maintenance, grounds & service staff will be governed by the provisions of the collective bargaining agreement as ratified by the Board.
1. All policies for public safety staff will be governed by the provisions of the collective bargaining agreement as ratified by the Board.
1. All policies for confidential clerical staff will be governed by the provisions of the Confidential Clerical Handbook as approved by the President.
1. All policies for Student Employment will be governed by the provisions of the Student Employment Handbook as approved by the President.
Division of Student Affairs
1. The Division of Student Affairs provides services, programs, and environments that enhance the personal, social, and intellectual lives of students. The Division is dedicated to the belief that positive growth and development of students occurs best when in-class and out-of-class experiences are harmonious. The Division strives to provide assistance to students and faculty that will foster the development of meaningful relationships between students and faculty. The Division is organized to provide necessary support and facilities for students which enable them to live, learn, and become mature, self-directed and responsible members of the campus community and society.
The purpose of the Dean of Student's Office is to provide leadership and supervision for divisional staff and programs; serve as an information resource and problem solving center for students and faculty; serve as an advocate for student concerns; provide support services for international and returning adult students; coordinate the campus judicial system; and represent the division to constituencies inside and outside of the institution.
A. Counseling and Career Development
The purpose of the Counseling & Career Development Center is to provide counseling services to students through individual and/or group interactions that are responsive to student needs. The Center offers support for students in the areas of career planning, personal development, social adjustment, and academic skills development.
B. Orientation
Based upon the premise that the transition from high school or community college into Grand Valley State University is an on-going developmental process, orientation services affecting new students from the point of admissions through at least their first term at Grand Valley shall be provided. Coordination of Grand Valley information flow, individual new-student needs assessment, liaison with the university divisions, coordination of academic advising, and orientation programs are considered to be essential elements of the Grand Valley orientation program.
The purpose of the Career Services Office is to provide direction to students through internship/cooperative education experiences, simulated interviews, networking systems, career events, on-campus recruiting and employment library resources. Graduating students and alumni are offered additional support through individualized attention concerning job search techniques. Faculty are assisted through information on employer perceptions and employment data trends. Employers are assisted with their staffing needs through career fair opportunities, on-campus interviews, and an electronic resume referral and telephone job hotline.
D. Health Services Health services, staffed by medically-trained personnel, provide preventive, comprehensive health care for limited ambulatory students. Students are encouraged to assume responsibility for effective health care practices. Preventive services such as immunization or allergy desensitization programs shall be offered along with medication for minor ills and special emergency treatment. Special clinics should provide special services for students.
E. Student Activities and Organizations The purpose of the Student Life office is to enhance student development through involvement in diverse experiences. Staff works closely with student organizations and campus departments to create an environment which provides opportunities for students to get involved. Students learn and develop their leadership and personal skills through "hand on" experiences.
The Student Senate approves student organization registration with administrative approval. Organizations must comply with all federal, state, and local laws as well as Grand Valley State University policies and regulations. A current list is maintained of registered organizations, including a statement of purpose and the current officers and faculty or staff representative. Student organizations are advised in areas such as activities, programming, financial records, university policies, regulations, and procedures.
Grand Valley State University supports the concept of a forum through which students are able to communicate with each other as well as to faculty, staff, and administration. The student publication should be responsible for insuring that balanced representation of views on crucial issues is accorded all interested parties. It is the responsibility of the student publication to be governed by the canons of responsible journalism, such as the avoidance of libel, obscenity, statements which substantially and materially disrupt or interfere with the rights of others, undocumented allegations, attack on personal integrity, and the techniques of harassment and innuendo.
It is the responsibility of the student publication to verify the accuracy of all printed matter and to recognize that each publication will be subject to the legal exigencies that may arise from the improper reporting of news.
The editor is responsible for publishing the student newspaper in accordance with the guidelines of the Newspaper Board which are attached as Appendix A of this chapter and the Student Freedoms and Responsibilities section of the Student Code.
Grand Valley State University encourages an effective and efficient form of student government which will provide for discussion and resolution of student problems, concerns, and ideas, and to provide leadership for an inspiring and rewarding student life on campus. The student governance constitution is approved by the president upon recommendation of the appropriate student services administrator. The Student Activities Allocation as dispersed by student governance, is subject to the authority of the Board of Trustees through the administrative officers of the university.
The purpose of the Housing and Residential Life Office is to manage the university's on-campus residential area in a manner that creates a quality living/learning environment for students. The housing staff provides supervision and support for the student residential community that encourages involvement in academic and human development experience, responsible behavior, respect for individual differences, and development of interpersonal relationships. In addition, when space permits, housing should be available to official guests of the university.
Institutional standards of conduct have been developed to maintain conditions under which individuals, with respect for the rights and well-being of others, can participate effectively in a common educational enterprise in a well-ordered collegiate community. Responsibility for the maintenance of an orderly institution must be shared by all members of the campus community. Representative students, faculty, and administrators serve on two judicial bodies. The Grand Valley State University Judiciary system is based on the principle that due process of law will be observed in each case, which includes the guarantee of an extensive appeal process. The Student Code, which contains the rules, regulations, and judicial process of the institution, is approved by the president upon recommendation of the appropriate student services administrator.
J. Health, Recreation, Intramurals, and Wellness
Recreational and intramural activities are designed to provide meaningful, constructive leisure time activities for men, women, and co-ed participation. The informal program shall provide varied opportunities for individuals to participate in self-directed recreation activities. Participation in these informal activities require neither team affiliation nor the commitment resulting from structured or scheduled play. The formal portion is coordinated through the intramural program which provides a more competitive structure. The Wellness component provides educational programs to students that promote healthy lifestyles.
The purpose of the Office of Multicultural Affairs is to promote the academic and social welfare of minority students on campus; assist in planning educational, social, and recreational activities for students with an emphasis on multiculturalism; provide advising and problem solving for students; coordinate the Minority Business Center (MBEC) Program, the Minority Teacher Education Center (MTEC) Program, the King/Chavez/Parks Program, and the Mentor Program; and serve as a university resource for students, faculty and staff.
The purpose of the Women's Center is to assist women students in the following ways: achieving their full potential in education, career development and personal growth; encouraging their development of self-awareness and self-confidence; promoting leadership opportunity; recognizing and celebrating diversity; providing a resource center on women's issues; educating the campus about women's issues and advocating change where needed; and collaborating with other in the campus and local communities to meet the needs of women students.
M. Retention of Students
The student services units, and appropriate administrators, have additional responsibility for the coordination of the university's retention efforts. On a periodic basis, the President and Provost/Vice President for Academic Affairs shall review the retention efforts and graduation rates and evaluate whether any action should be taken.
A. Purpose
The purpose of the Newspaper Advisory Board (NAB) is to insure the continuity of the Grand Valley State University student newspaper, The Lanthorn; to provide for adequate and capable staffing of the newspaper; to establish newspaper policies; to periodically review the newspaper for quality and ethics; as well as to defend the freedom of the press.
B. Membership
The Board shall consist of twelve (12) members:
1. One faculty member from each of the divisions of Arts and Humanities, Science and Mathematics, Social Sciences, and Seidman School of Business, and one faculty member from the combined faculties of the Schools of Education, Nursing, and Social Work selected from one of the schools according to a schedule of rotation to be established by ECS.
2. Four students (3 selected by the Student Senate; 1 Lanthorn staff member elected by the Lanthorn staff.)
3. The Dean of Students or designate.
4. The Editor of The Lanthorn, ex officio (non-voting).
5. The Lanthorn Faculty Advisor, ex officio (non-voting).
Faculty and student representation to the Newspaper Advisory Board shall be elected annually with no member serving more than three (3) consecutive 2-year terms. Five (5) voting members of the NAB shall constitute a quorum for transacting business.
The All University Faculty Governance Structure and the All-University Student Governance Structure are charged with the election of Board members which are, as fully as possible, representative of a cross section of the entire GVSU community.
C. Powers and Duties of the Board
The Board shall elect from its voting membership a chairperson, a secretary, and such officers as it may from time to time determine necessary. Only voting members are eligible to hold office in the NAB. The Board shall have power to direct what statement shall be included in each issue respecting the nature of the publication and its relation to the institution. The Faculty Advisor, the Editor, and the Business Manager shall be appointed by a majority vote of the Newspaper Advisory Board.
The Board shall have the power to appoint and to remove the Editor, Business Manager, and the Faculty Advisor for cause. A majority vote of the total membership shall be required to appoint and to remove the Editor, Business Manager, and the Faculty Advisor.
D. The Editor, Business Manager and Faculty Advisor
The Editor shall be responsible for assuring a balanced report of GVSU activities and concerns, maintaining quality journalistic practices, ensuring the paper's compliance with the Society of Professional Journalists, Sigma Delta Chi Code of Ethics, editing the publication, maintaining the publication schedule, supervising the copy, and directing (with the staff) the editorial policy of the paper. The Editor must be a currently registered student with at least 9 undergraduate credits and a minimum 2.0 GPA during the term of office.
The Business Manager shall be responsible for maintaining a financial record for the publication, supervising the sale of advertisements, and informing the Board and Editor of the financial status of the publication, quarterly. The Business Manager must be a currently registered student with at least 9 undergraduate credits and a minimum 2.0 GPA during the term of office.
The Faculty Advisor shall have signature authority over The Lanthorn accounts and shall monitor and be accountable for all expenditures for student wages, supplies, and other expenses. He/she shall serve as a professional support person to maintain and/or improve the quality of the paper. The Faculty Advisor shall hold a minimum of one (1) journalism seminar per semester for the newspaper staff. The Advisor shall also act as liaison between the newspaper and the university community, promoting the newspaper's interests with faculty, staff and administration.
The Editor, Business Manager, and Faculty Advisor may be removed for noncompliance with stated duties. The Editor, Business Manager and/or Faculty Advisor must be informed of the charges against him/her and must be allowed to testify in his/her own behalf.
E. Authority of the Grand Valley State University Board of Trustees
The NAB reports to the Provost or his/her designee, who in turn reports to the Board of Trustees which has paramount authority.
F. Rules
Robert's Rules of Order, Revised, shall govern all proceedings except when they are inconsistent with rules established in these guidelines.
The Board shall meet:
1. At regularly established times--established each semester by a majority vote of the Board at its first meeting.
2. At the chairperson's request.
3. Within one (1) week of the chairperson's receipt of a petition requesting a meeting signed by three (3) members of the Board.
Two (2) consecutive absences may result in removal from the NAB.
Vacancies created by removal of Board members will be filled from an existing nomination list, where possible. Where no nominees are listed, nominations will be solicited from the appropriate governance structure.
All members must be notified at least three (3) days prior to each meeting.
G. Amendments
This document may be amended only by a two-thirds vote of the Newspaper Advisory Board, subject to the approval of the appropriate governance structure and the University Board of Trustees.
A. Objectives
The objectives of accounting services are to develop, implement, and maintain systems which provide internal control and safeguards for the assets of the university. The office also provides internal and external reports to the extent necessary to allow proper administration of university activities.
The budget office prepares all budgetary materials necessary for various constituencies including state authorities, legislators, university committees, executive officers, and the Board of Trustees. All requests for state appropriations must have Board of Trustees approval. The budget office is responsible for maintaining the university's list of approved positions, and the university's base General Fund Budget.
The objectives of business services are: (1) to support the educational programs of the institution; and (2) to improve campus life by providing special support services to students, faculty, and staff. Business services may be categorized as either auxiliary or general fund and may be financed partially or fully by charges applied to the user.
The purchasing office is to provide for the procurement and disposal of supplies and equipment in a professional and efficient manner.
B. Description of Fund Groups
The self-balancing fund groups in which the financial activity of the university takes place function as follows:
1. General Fund - Funds earned, contributed or appropriated without restriction and used for the current operations of the university.
2. Restricted Funds - Funds restricted by the donor or outside agency as to the specific purpose for which they may be expended and accepted by the Board of Trustees with this knowledge.
3. Designated Funds - These funds are restricted to uses designated internally by appropriate university authority.
4. Endowment Funds - Funds restricted by the donor that usually provide that the principal cannot be expended.
5. Plant Funds - These funds reflect the acquisition of physical properties including capital outlay construction accounts, debt payments and equipment.
6. Agency Funds - These are non-university owned funds held in trust for university-related activities.
7. Auxiliary Activities Funds - These funds concern those entities that exist to provide a service for students, faculty, or staff and that charge at a rate related to the cost of the service.
8. Student Loan Funds - These funds are gifts or other income which must be loaned to and replaced by students following the rules and regulations of the donor or agency providing the funds.
9. Retirement and Insurance Fund - These funds contain transactions related to pension plans administered the university and certain self-insurance programs.
The treasurer is authorized to establish wherever sub-funds are necessary for the efficient operation of the university.
C. Financial Activities
The responsibility for the activities outlined above shall include but not be limited to the following:
1. Accounting - The accounting unit shall be responsible for maintaining records of all financial transactions for the self-balancing fund groups of the university and the preparation of all required budget reporting. The practices and procedures of the accounting unit shall conform to generally accepted principles of budgetary and fund accounting for universities, to applicable legal requirements, and to such uniform requirements as have been adopted by the Michigan state-supported institutions of higher education. Following the close of the fiscal year, financial statements for all funds shall be presented to the Board of Trustees at the first meeting following the completion of the statements.
2. Disbursement of Funds - The disbursement of funds shall be made by check or wire transfer only, properly documented and charged to the fund to which the disbursement applies, except that the disbursing officer may expend petty cash in lieu of a check when circumstances require such action. All checks or wire transfers must be drawn by an officer, or others authorized by the Board of Trustees and within the limits of Board resolutions.
3. Receipt and Custody of Funds - A cashier, or a person acting in a cashiering capacity, shall receive all funds, or evidence of deposit of funds, that belong to, or are to be held in trust by, the university. Funds received by the cashier from various operations and offices of the university shall be supported by appropriate documentation. Funds received shall be adequately protected, pending deposit, and shall be credited to the fund to which the receipt applies as often as reasonable and practicable.
4. Budget Office - The budget office works closely with officers, staff, and committees in preparing the university's internal budgets. The budget office prepares working budgets as needed which reflect the income expenditure plan for each account and/or fund. The budget office monitors spending in all funds as necessary and regularly advises appropriate persons and/or committees on the status of the budget. The budget office aids university officials with their questions and concerns as they arise. The budget office cooperates in preparing special reports and studies as needed. The budget office prepares materials needed by the Board of Trustees to approve fees applicable to all students.
5. Reserves for Maintenance, Renewals and Replacements -Reserves for maintenance, renewals and replacements of fixed assets will be established for various units. Such reserves will be funded by charging the appropriate operating units. Actual expenditures for maintenance, renewals and replacements for participating units shall be charged against the reserve as they are made.
For each unit that a reserve is established, procedures will be developed detailing the source and amount of funds and which expenditures are appropriate to charge to the reserve.
D. Limitations of Authority
The authority of the vice president of finance and administration and the treasurer of the Board of Trustees shall be limited within the above overall responsibilities as follows:
1. Spending the net realized investment income of the restricted, designated, auxiliary, plant, and agency funds, which requires the approval of the Board of Trustees.
2. Spending the unrestricted income earned by the principal of the endowment fund, which requires the approval of the Board of Trustees.
3. Borrowing from the principal of the endowment fund, which requires the approval of the Board of Trustees.
4. The establishment of tuition and room and board rates, which requires the approval of the Board of Trustees.
5. All fees and charges, other than those set by the Board of Trustees resolution, are to be initiated by the unit involved, approved by the appropriate authorized individual, and submitted to the vice president of finance and administration for review and approval prior to final administrative approval.
6. The establishment of interest rates to be charged on all student loans, which requires the approval of the Board of Trustees.
7. The determination of the class of investment for endowment gifts, which requires the approval of the Board of Trustees.
8. Purchase and sale of land and construction of buildings, which requires the approval of the Board of Trustees. Notwithstanding the foregoing, the vice president of finance and administration and the treasurer of the Board of Trustees are authorized to dispose of securities and real and personal property previously received by the board as gifts.
9. Adoption, amendment, ratification of prior amendments or restatement of any retirement plan pursuant to Internal Revenue Code Sections 401(a), 403(b) or 457 in the following circumstances:
a. To comply with changes in the law affecting the plan,
b. To effect a new plan or benefit or other changes approved by the Board, or
c. Where the change will not materially increase the cost of benefits under the plan or its
maintenance or administration and is determined by the Treasurer to be prudent and in the best
interest of the University.
E. Audits
An annual audit of the university's operations shall be performed by an independent CPA firm of recognized competency to be approved by the Board. Contracts with independent auditors shall be reviewed at least every five years. The treasurer will provide the chief contact with the state auditors and respond to their findings as appropriate.
F. Investment Management
Investment management shall be the responsibility of the treasurer or assistant treasurer of the Board of Trustees. The treasurer, assistant treasurer, or authorized designee shall have authority to sell, assign, endorse for transfer, and do all other things necessary to secure the transfer of certificates representing stocks, bonds or other securities registered in the name of Grand Valley State University or such other name which denotes a subdivision of Grand Valley State University.
In compliance with Article IX, sections 19 and 20 of the Michigan Constitution, investments in instruments issued by any financial institution organized under Federal or State law are not to exceed 50% of the net worth of that institution.
1. Real Estate Investments
The treasurer shall have authority to manage real estate investments for the production of rental income by entering into leases and by expending accumulated income therefrom for the repair, renovation, or alteration of any property held as an investment.
2. Operating Cash
The maximum amount of available cash in excess of normal operating needs is to be invested in income-bearing instruments. Pooling of resources of the various funds of the university shall be utilized in order to maximize the amount available to be invested.
a. Short-term Investments
1. Objective
The primary objective for short-term investments will be to provide for preservation of capital with a secondary emphasis upon maximization of investment income without undue exposure to risk. Investments with an average maturity less than one year will be considered short-term.
2. Parameters
a) Types of investments include interest-bearing time deposits, short-term cash funds, money market funds that maintain net asset value, commercial paper, bankers acceptances, U.S. government obligations or obligations of U.S. government agencies.
b) In order to qualify to hold university funds financial institutions, organized under Federal or State Law, must meet or exceed the following financial criteria:
- Viability ratio (defined as equity capital to total assets) must be at least 5% of the total assets.
- Maximum Safe Dollars (defined as the total amount invested at a bank to that bank's assets) cannot exceed .5% of the total bank assets.
- Commercial paper must be, at the time of purchase, rated within the highest classifications established by not less than two national rating services.
3. Benchmark
The performance of short-term investments will be evaluated based on the 3-month U.S. Treasury Bill.
4. Maximum Allowable Investment
Short term investments can be up to 100% of the monthly available operating cash.
b. Intermediate-term Investments
1. Objective
The primary investment objective for the intermediate-term investments will be preservation of capital and maximization of income without undue exposure to risk. Investments with an average maturity of one to five years will be considered intermediate-term.
2. Parameters
Intermediate-term funds may be invested in commercially available intermediate term funds, commercial paper with a quality rating of "A" or better at time of purchase and the average quality of the holdings of the intermediate-term commercial paper shall between "AA" and "AAA", U.S. government obligations and obligations of U.S. government agencies. These funds would be available on a weekly or monthly basis.
3. Benchmark
The return on intermediate-term funds will be evaluated on the Merrill Lynch 1-3 year T-Bill index and the Lehmann Intermediate Govt./Corp index.
4. Maximum allowable investment
Intermediate-term and long-term investments added together cannot exceed 70% of the monthly operating cash.
c. Long-term investments
1. Objective
The primary objective for the long-term investments will be to provide a total return over a market cycle greater than short- and intermediate-term fixed income instruments. Shares in a managed equity mutual fund and other investments with an average maturity greater than five years will be considered long-term.
2. Parameters
Long-term investments include shares of managed equity mutual funds, commercial paper with a quality rating of "BBB" at time of purchase or better and the average of the holdings of the long-term commercial paper shall be "A" to "AA", fixed income funds, U.S. government obligations and obligations of U.S. government agencies.
3. Benchmark
The return on long-term funds will be evaluated on the benchmark utilized by the respective fund(s).
4. Maximum allowable investments
Long-term investments cannot exceed 30% of the monthly operating cash.
5. Collateralization
The treasurer may collateralize the long-term investments in order to secure a line of credit from a Board-approved bank or brokerage firm that holds the long-term investments, up to the value of the long-term investments.
d. Repurchase Agreements
3. Endowment FundsRepurchase agreements involving the purchase and sale of securities and guaranteed investment contracts from a Board-approved bank or brokerage firm that holds university investments, the par value of which is collateralized by the perfected first pledge of, or security interest in, or the payments of which are unconditionally guaranteed by, obligations of the type set forth in paragraph b, or c of this section 2, which collateral is held by the university, or for the benefit of the repurchase agreement, with a collateralized value of at least 102% of the par value of such repurchase agreement or guranteed investment contract or 102% of the market value thereof, valued at intervals of no less than monthly and which collateral is not subject to any other pledge or security interest.
The Board of Trustees is aware of its responsibility to manage prudently those Endowment Funds which are given to the university. It is assumed that Endowment Funds will have permanent life and that investment policies will be followed which will protect the principal of the funds and produce maximum total return without assuming extraordinary risks. Funds designated as endowment will be managed according to the same goals.
The Board of Trustees and the designated investment managers shall adhere to the following goals:
a. To provide spendable Endowment income levels which are reasonably stable and sufficient to meet budgetary requirements;
b. To maintain a spending rate that insures a proper balance between the preservation and the enhancement of the purchasing power of Endowment principal.
In order to administer the Endowment Funds the following policies shall be applied:
a. Each year the Board of Trustees will approve the spending rate for individual Endowment accounts for the succeeding fiscal year upon recommendation of the treasurer who shall consult with the investment managers and the appropriate Board Committee.
b. Any income in excess of the approved spending rate on the Endowments shall be reinvested as retained earnings in each Endowment Account.
c. To the extent that the annual distributed income and retained earnings for an individual endowment is insufficient to meet the spending rate, the Undistributed Endowment Income account shall be used.
d. Endowment assets will be placed with two or more investment managers at the discretion of the treasurer.
e. Complete discretion in selecting individual investments is delegated to the investment managers. The GVSU treasurer and the appropriate Board Committee shall monitor the investment manager's performance but take no part in the buy-sell decisions or transactions. Ongoing Endowment gifts are to be deposited with the designated investment managers at the discretion of the treasurer. Investment decisions for asset funds not managed by the investment managers and that exceed 5% of the asset value of the Endowment Funds will be submitted to the Board of Trustees for approval after reviewing the decision with members of the appropriate Board Committee.
f. The treasurer will provide the Board of Trustees with an annual report of all long-term Endowment investment funds.
G. Contracts Contracts executed in the name of Grand Valley State University may be obligated only by persons specifically given that responsibility and authority by the Board of Trustees, or, if appropriate, the president or vice presidents of the university or their designee. The Treasurer will report, on an annual basis, the contracting authority that has been delegated to individuals at the University. H. Purchasing Policy
A central purchasing office shall be maintained to serve the needs of the entire university. This office shall be responsible for the purchase of all materials, supplies, and services costing more than $5,000, as well as both purchased and rental equipment, with the following exceptions:
1. Books, pamphlets, and periodicals for the library
2. Bookstore merchandise for resale
3. Professional consulting services
4. Architectural and consultant services, new constructions, contractual repairs and remodeling
5. Pro shop merchandise for resale
6. Software licenses and related maintenance agreements
Purchases of $5,000 and less or purchases involving sole source will be handled in accordance with procedures issued by the treasurer for the efficient procurement of these items. The purchasing office shall develop standards for equipment and supplies and encourage the use of the standards throughout the university.
The selection of a vendor is the responsibility of the purchasing office. In the selection, the purchasing office shall not in any way discriminate against any vendor because of race, creed, age, sex, or national origin, nor shall the university continue to patronize vendors known to practice any forms of discrimination.
The purchasing office shall accept no gift or gratuity from a vendor nor shall they, in the name of the university, make or attempt to make personal purchases for faculty or staff.
No commitment of funds shall be made by the purchasing office without prior approval of the unit to which the commitment is to be charged.
For all purchases exceeding $10,000 and when appropriate on lesser amounts, the purchase shall be preceded by competitive bids. These bids should be written except when time or other circumstances do not permit, in which case verbal bids are acceptable if properly documented. Only qualified reputable vendors shall be asked to bid. After the award is made, the list of bidders and the amount of each shall become public information available to anyone on request. For all purchases exceeding $25,000, with the exception of professional services, such as legal, architectural and engineering, or other consulting services, the purchase shall be preceded by competitive sealed bids. The bids are to be returned in envelopes furnished and so marked. The bid request will state the day and time due. At that time they are to be publicly opened and read aloud. No sealed bids can be accepted if received after the date and time specified. Unsuccessful bidders may appeal the decision of the purchasing office to improve procedures in future purchasing or to correct any misunderstanding that may have arisen. Purchase of items when there is a sole source need not be bid.
This office shall be responsible for the orderly disposal of surplus, obsolete, and worn out equipment. I. Travel and Meetings Policy Expenditures and/or reimbursement for travel and meetings are authorized to the extent that they are necessary and reasonable and are on university business; and are subject to such limitations and documentation requirements as the president of the university may set. The vice president of finance and administration shall publish current policy and the disbursing officer shall audit all claims and requests prior to payment.
The president may approve that the university provide a vehicle for use by an employee when appropriate. All limitations and requirements for use of such vehicles must be approved in advance. J. Risk Management
The university is to be protected against fortuitous loss or losses which, in the aggregate, during any financial period, would significantly affect university property, personnel, the budget, or the ability of the university to continue to fulfill its educational role in the state of Michigan.
The business services unit will apply to risks of fortuitous loss the risk management process, which includes a systematic and continuous identification of loss exposures, the analysis of these exposures in the terms of frequency and severity probabilities, the application of sound risk control procedures, and the financing of risk consistent with university financial resources.
The objective of the risk management function within the university is to keep to a prudent minimum the cost of managing risk, defined as the sum of risk control costs, loss costs under self-insurance programs, insurance premium costs, and the costs of risk management administration.
Separate fidelity bonds shall be maintained as required by law and in amounts set by the Board of Trustees.
It is the policy of Grand Valley State University to support its Board members, officers, faculty, and staff in the reasonable and proper performance of their official duties, and to support students and volunteers when performing services on behalf of or under the direction of the university. Should university personnel become involved in litigation because of such duties, the university will assume their defense, provide legal counsel, and satisfy resulting judgments against them.
K. Facilities
1. Capital Projects
The responsibility for capital expenditures rests with the Board of Trustees and is delegated to the president and the treasurer at appropriate stages for specific projects.
The facilities services & planning office shall prepare a Capital Outlay Request of capital outlay needs for review and recommendation by the president for approval by the Board of Trustees and submission to appropriate state and/or federal offices. Preparation of this statement shall be done with the consultation or participation of other university administrative officers as appropriate.
Planning for and construction administration, which includes remodeling, of capital projects shall primarily be the responsibility of facilities planning staff who shall consult with and involve other members of the university community as appropriate. For capital projects of $1,000,000 or less, the president or his/her designee shall review and approve such capital projects. The Board of Trustees shall review and approve the following items for each project over $1,000,000:
a. the architect or engineer
b. the budget
c. the funding source
d. the schedule
e. the site plan
f. the floor plans
g. the authorization to proceed with the project as presented
h. the general contractor or construction manager will be reported to the appropriate Board committee prior to approval by the full Board. If the low bidder is not proposed, the reason for not selecting the low bidder will be reported to the appropriate Board committee.
i. Construction contract change orders that cause the project budget to exceed the approved budget.
2. Contracts
Contracts for architectural and engineering services, related consultant services, new construction, remodeling and alterations, special maintenance and repairs, and property leases may be executed by the president, the vice president for finance and administration, or to those designated by the president or the vice president for finance and administration.
The university shall maintain a public safety force to include trained, sworn officers with the responsibility of enforcing institutional rules and regulations and state and local law to provide a safe environment for students, faculty, staff, and campus visitors. A traffic and parking ordinance shall be approved by the President.
4. Naming of Buildings
The Board will approve naming of buildings when they are named for individuals, foundations and corporations. Once the building or area named has been conferred, that name shall remain as long as the building or area exists unless the Board subsequently determines otherwise.
The authority to name university buildings is delegated to the President for those instances when the building name is simply functional in nature, e.g., Living Center. The President shall approve the assignment of names to building areas and spaces when less then an entire building.
L. Intercollegiate Athletics This office is responsible for coordination, implementation and development of all athletic programs and related activities, financial support and liaison between other schools and communities for the institution, pertaining to the students involved.
M. Economic Development
Consistent with its public service mission, the University has a responsibility for supporting the economic development of the state, particularly west Michigan through a variety of initatives including but not limited to the Van Andel Global Trade Institute, the West Michigan Science and Technology Initiative through the Grand Rapids SmartZone and the Muskegon SmartZone. These efforts will involve the development and commercialization of intellectual property using University resources which may result in royalty or ownership interests for the benefit of the University.
In compliance with MCL 15.321 et.seq., the President must review any conflict of interest and authorize such activities as may be deemed necessary when the University is an interested party in the joint development or commercialization of intellectual property with any employee of the University or a business in which the University employee has an equity interest. The President shall report his/her approval of such conflicts, including a summary of the issues and the rationale for his/her decision, at the next regularly scheduled board meeting, and shall make an annual report of all such conflicts.
N. Tuition and Fees
The tuition and fee schedule shall be approved by the Board of Trustees and is published in Appendix A of this Chapter 6. The President shall approve the schedule and procedures as it relates to students in international programs affiliated with the university.
Tuition Schedule 2005-2006. Michigan Residents:
A. Undergraduate*
1. Lower Division $3,110 for 12 to 16 credits, $271 per credit hour for 1 to 11 credits, and each credit hour over 16.
2. Upper Division** $3,224 for 12-16 credits, $281 per credit hour for 1 to 11 credits, and each credit hour over 16.
B. Graduate $298 per credit hour for 500 and 600 level courses, $281 per credit hour for courses below 500 level.
II. Non-residents:
A. Undergraduate*
1. Lower Division $6,255 for 12 to 16 credits, $532 per credit hour for 1 to 11 credits, and each credit hour over 16.
2. Upper Division ** $6,466 for 12 to 16 credits, $550 per credit hour for 1 to 11 credits, and each credit hour over 16.
B. Graduate $600 per credit hour for 500 and 600 level courses, $550 per credit hour for courses below 500 level.
* Students classified as undergraduates registering for 500 and 600 level courses pay undergraduate tuition rates.
** Students are classified as upper division upon earning their 55th semester credit.
***A Course Fee will be assessed to those students taking classes that require special equipment, consumable supplies or extraordinary overhead.
| Housing Room and Board Rates | |||
| Effective Date | |||
| Fall Semester 2005 | |||
| Housing Room and Board Rates * | |||
| Semester | |||
| (Meals)¹ | |||
| Traditional Living Centers (Copeland, | |||
| Robinson, and Kistler): | |||
| Double room and board | 3,180 | ||
| Single room and board | 3,880 | ||
| (If space available) | |||
| Living Center Suites: | |||
| Double room and board (includes meal plan) | 3,260 | ||
| Single room and board (if space available) | 3,960 | ||
| Living Center Apartments 2 | |||
| Double room (excludes meal plan) | 2,470 | per person per semester | |
| Single room (if space available) | 3,170 | per person per semester | |
| Living Center Apartments 2002 2 | 2,670 | per person per semester | |
| Ravine Apartments Room Rates: | |||
| Two-bedroom apartment | 1,232 | per person per semester | |
| One-bedroom apartment | 1,476 | per person per semester | |
| Efficiency apartment | 1,852 | per person per semester | |
| One bedroom - twelve month family housing | 2,228 | per semester | |
| Two bedroom - twelve month family housing | 2,712 | per semester | |
| Laker Village Apartments Rates: | |||
| Efficiency | 2,576 | per person per semester | |
| Two-bedroom apartment | 1,540 | per person per semester | |
| Two-bedroom apartment - Deluxe | 1,600 | per person per semester | |
| Two-bedroom apartment - 5 person | 1,376 | per person per semester | |
| Four-bedroom apartment | 2,128 | per person per semester | |
| Secchia Hall | |||
| One-bedroom apartment | 3,052 | per person per semester | |
| Two-bedroom apartment | 2,564 | per person per semester | |
| Three-bedroom apartment | 2,052 | per person per semester | |
| Four-bedroom apartment | 2,032 | per person per semester | |
| Winter Hall | |||
| Efficiency | 2,860 | per person per semester | |
| Two-bedroom efficiency | 2,440 | per person per semester | |
| Grand Valley Apartments | |||
| One bedroom | 1,476 | per person per semester | |
| One bedroom - single | 2,952 | per person per semester | |
| Two bedroom | 1,280 | per person per semester | |
| Two bedroom - single | 2,552 | per person per semester | |
| Two-bedroom - three person | 1,700 | per person per semester | |
| Two bedroom - twelve month family housing | 2,752 | per semester | |
| South Apartments | |||
| One bedroom apartment | 3,160 | per person per semester | |
| Two bedroom apartment | 2,660 | per person per semester | |
| Four bedroom apartment | 2,220 | per person per semester | |
|
| |||
| *Room rental rates are adjusted downward to encourage housing contracts during the summer session. | |||
| Meal Plan Options: | |||
| 1 A. 14 Plus Plan @ $930 - 14 weekly meals in Commons Cafeteria plus $200 dining dollars in an account for use in any campus dining facility. | |||
| B. 21 Plus Plan @ $1130 - 21 weekly meals in Fresh Food plus $100 dining dollars in an account for use in any campus dining facility. | |||
| C. 7 Plus Plan @ $1130 - 7 weekly meals in Fresh Food plus $500 dining dollars in an account for use in any campus dining facility. | |||
| 2 Students in Living Center Apartments are able to select from a $310, $620, $930, or any of the Board Plans detailed above. | |||
A. Objectives
The Division of University Relations is responsible for the university's internal and external communications. Its objectives are: (1) to promote Grand Valley State University with its various constituencies; (2) to maintain a flow of information about the university to its various publics; (3) to seek the support and understanding of those publics for the university's programs; (4) to assist those who recruit students and those who solicit funds for the operation of all of the university's programs.
B. Offices
This office is responsible for internal and external, written and oral, communication pertaining to all areas involving the institution, policies, and procedures with special attention paid to those that reflect the image of the institution to the community, employees, and students. The University News and Information Services office maintains the university's news bureau; has principal responsibility for dealing with media inquiry; coordinates the creation of official university news publications; and coordinates and maintains the external affairs components of the website.
2. Government Relations
The Division of University Relations is responsible for liaison between the university and the state and federal governments, their committees, agencies, and departments. The activities of the university's contracted government relations vendors are supervised by this office. Responsibilities for state relations include preparation and presentation of all information and documents pertaining to annual budgets, program provisions, coordination of capital outlay projects and keeping the institution informed about pending legislation and changes affecting the institution and its constituency on the state level. The office assists in coordinating and bringing visitors to campus.
Responsibilities for federal relations include the liaison between public and private agencies at the national level to aid in seeking monies to promote, develop, and supplement the university's educational programs through major proposals; and, to keep the institution informed and responding to legislative actions in Congress which may affect the university, its employees, and its constituency. This office is also responsible for the preparation of the necessary documents to support, develop, and further the educational and research programs of the institution and, in some cases, for the betterment of the surrounding community.
3. Public Radio and Television Broadcasting
This office is responsible for the management, operation, programming and maintenance of the university's public television and radio stations (WGVU AM-FM-TV; WGVK-TV; WGVS AM-FM).
These noncommercial educational radio and television outlets are licensed to the Board of Trustees of Grand Valley State University. The stations provide a broad range of programming to service the educational, entertainment and informational requirements within the range of the stations' signals. In addition, the stations provide a practical laboratory for students with career goals in the media, jointly supervised by the academic guidance of the faculty of the College of Liberal Arts and Sciences (revised December 3, 2003) and the direction of broadcasting professionals.
A. Objectives
The University Development Division is responsible for generating private gift revenues from individuals, corporations, and foundations in order to accomplish the purposes and objectives of Grand Valley State University. To generate private giving, University Development provides friendraising and leadership and services to support university-wide efforts in line with these objectives.
B. Offices
This office is responsible for building and maintaining relations with alumni. This office shall provide information to alumni/alumnae about the university, its activities, programs, and the maintaining of communications with graduates, involving them in the future plans of the institution by publications and opportunities for service to Grand Valley.
This office is responsible for the annual giving program by seeking funding for student scholarships and financial aid, faculty development, research initiatives, classroom technology, library resources, and special campus projects. Alumni/Alumnae, faculty, staff, friends, parents and businesses are asked to support the university's educational efforts through university-sponsored events, personal visits, phonathon and other communication efforts.
The office is responsible for planning, coordinating and executing all aspects of fundraising campaigns for both capital and academic initiatives and to create and apply a campaign model that encompasses prospect acquisition through donor stewardship for new and current campaigns approved by the university.
This office is responsible for establishing a planned giving program that promotes the growth of the university endowment through the creation of planned deferred and current gifts through such vehicles as bequests, stocks, retained life estate, charitable gift annuity, charitable remainder trusts, charitable lead trust, appreciated real estate, and retirement assets.
The office is responsible for supporting the day-to-day administrative operations of the University Development division. Responsibilities include: identify, profile and prioritize prospective donors and groups of donors as the Development unit works to expand and strengthen the university's donor base; maintain the university's comprehensive alumni/alumnae and donor data base system; coordinate events to enhance relations with current university donors and introduce potential supporters to the university; publish regular mass communications to donors and friends to inform and involve, support mass solicitations; develop protocols and guidelines for acceptance of gifts consistent with university policies; and provide support for and serve as a liaison with the Grand Valley University Foundation.
C. Donor Relations and Stewardship
When a program, faculty chair, or scholarship fund has been named by the Board of Trustees in honor of an individual, foundation, or corporation, that name shall remain in eternity, provided the program, faculty chair, or scholarship continues to exist. Requirements regarding naming of buildings is in Chapter 6, Section K.4.
A. Objectives
The objectives of the Division of Planning and Equity are to: direct planning for the university, address equity issues in collaboration with other divisions and units, and support the vision and mission of the university by providing leadership and services.
B. Offices
1. Affirmative Action
This office is responsible to devise, implement and direct the university's Affirmative Action program and it shall maintain the official documentation of the Affirmative Action program. The Affirmative Action Office monitors the implementation of the Board of Trustee's Equal Opportunity/Affirmative Action Policy and assists other offices in maintaining a positive work environment for faculty and staff and a climate conducive to learning for students.
2. Institutional Marketing
This office is responsible for conveying a clear, research-based message about the university and what it offers based upon the university's mission, vision, and strategic goals through the: design and implementation of an integrated marketing plan; development of publications and other visual materials; advertising; development and licensing of university images and logos; and, the university Web site.
3. Legal Services
a. This office is responsible for proactively supporting the university's mission through development of sound legal practices, provision of legal advice and assistance, and assurance that all legal affairs of the university are properly handled through effective risk management.
b. The president or his/her designee will contract for any legal services that may be necessary in the conduct of the affairs of the university, which includes the president's authority to institute such legal proceedings as may be necessary for the proper conservation of assets or the protection of interests of the university. Insofar as it is feasible, the coordination of these services will be in one administrative office to ensure maximum efficiency.