Faculty Handbook

Maintained by

Adam Byerly

Bradley Hall 183

(309) 677-2462

[email protected]

Official University Faculty Handbook Disclaimer

The Bradley University Faculty Handbook contains statements of policies, procedures, and

select information, some of which are interrelated. Therefore, certain sections should not be

read out of context. The on-line Faculty Handbook is the official version and it should not be

assumed that any other copies of the Faculty Handbook are current.

  Page i 
    Revision 2.5 – August 30, 2024 
 
Maintained by ............................................................................................................................ 0 
Official University Faculty Handbook Disclaimer ..................................................................... 0 
I.  University Government ........................................................................................................ 1 
A.  Organization and Administration ...................................................................................... 1 
1.  Introduction .................................................................................................................. 1 
2.  Board of Trustees ........................................................................................................ 1 
3.  University Administration.............................................................................................. 2 
4.  Faculty Participation ..................................................................................................... 2 
B.  Vision and Mission .......................................................................................................... 3 
Our Vision .............................................................................................................................. 3 
Our Mission ............................................................................................................................ 3 
C.  Bradley University General Equal Opportunity/Affirmative Action Policy Statement ..... 4 
D.  Rights and Responsibilities of Administrators, Faculty, and Students .......................... 5 
1.  Introduction .................................................................................................................. 5 
2.  Joint Determination ...................................................................................................... 5 
3.  Determination of General Educational Policy ............................................................... 5 
4.  The Academic Institution .............................................................................................. 7 
a.  The President ........................................................................................................... 7 
b.  The Faculty .............................................................................................................. 7 
c.  The Students ............................................................................................................ 8 
d.  University Resources................................................................................................ 8 
5.  Access to University Legal Counsel ............................................................................. 9 
E.  Bradley University Senate Constitution ...........................................................................10 
ARTICLE I - PREAMBLE ...................................................................................................10 
1.  University Senate Jurisdiction ..................................................................................10 
2.  Review of Senate Actions ........................................................................................10 
ARTICLE II - UNIVERSITY SENATE .................................................................................10 
1.  Membership ...............................................................................................................10 
2.  Officers of the University Senate ...............................................................................11 
3.  Meetings of the University Senate .............................................................................11 
ARTICLE III - UNIVERSITY ASSEMBLY ...........................................................................12 
1.  University Assembly Jurisdiction .............................................................................12 
2.  Membership ............................................................................................................12 
3.  Officers of the University Assembly ...........................................................................12 
4.  Meetings of the University Assembly .........................................................................13 
ARTICLE IV - FACULTIES OF THE COLLEGES AND THE GRADUATE EDUCATION ....13 
1.  Faculties as Legislative Bodies ................................................................................13 
2.  Senate Review of Actions ........................................................................................13 
3.  Recommendations to Senate ..................................................................................13 
ARTICLE V - COMMITTEES ..............................................................................................14 
1.  Standing Committees of the University Senate ..........................................................14 
2.  Executive Committee .................................................................................................14 
3.  The Committee on Curriculum and Regulations ........................................................15 
4.  The Committee on Elections ......................................................................................21 
5.  The Faculty Ombuds .................................................................................................21 
1.  Responsibilities and Procedures ..........................................................................21 
2.  Qualifications and Selection .................................................................................22 
6.  The Committee on Tenure, Promotion and Dismissal ................................................22 
7.  The Faculty Grievance Committee ............................................................................23 
8.  The Committee on University Resources ...................................................................24 
9.  The Committee on Admissions and Retention ...........................................................24 
10.  The Committee on Contractual Arrangements .........................................................25 

  Page ii 
    Revision 2.5 – August 30, 2024 
11.  The Committee on Sabbatical Leave .......................................................................26 
12.  The Committee on Continuing Education and Professional Development................26 
13.  The Committee on Diversity and Equity ...................................................................27 
14. Student Grievance Committee ..................................................................................27 
15. Strategic Planning Committee ..................................................................................28 
16. Committee on International Initiatives .......................................................................30 
i.  One member from the College of Business; ............................................................31 
ii.  One member from the College of Communications and Fine Arts; ..........................31 
iii.  One member from the College of Education and Health Sciences;..........................31 
iv.  One member from the College of Engineering and Technology; ..........................31 
v.  One member from the College of Liberal Arts and Sciences. ...................................31 
i.  One member from International Business; ...............................................................31 
ii.  One member from the Institute of International Studies; ..........................................31 
iii.  One member from World Languages and Cultures. .................................................31 
i.  The Director of Education Abroad;...........................................................................32 
ii.  The Director of the Office of International Student and Scholar Services; ................32 
iii.  The Senior Associate Director of Admissions and International Coordinator; ..........32 
iv.  The Executive Director of Diversity and Inclusion; ...............................................32 
v.  The Executive Director for the Center for Teaching Excellence and Learning (CTEL).
  32 
d.  Other committee member: .......................................................................................32 
i.  One faculty or staff member appointed by the Provost and Senior Vice President for 
Academic Affairs. ...........................................................................................................32 
e.  The Chairperson will be elected from the committee membership. ..........................32 
17. Academic Review Board ...........................................................................................32 
ARTICLE VI - ELECTIONS ................................................................................................33 
1.  Timing of Elections for Senate Membership ............................................................33 
2.  Timing of Elections for Senate Officers and Members of Executive Committee .......33 
3.  Election of Members of Standing Committees .........................................................33 
4.  Procedures for Elections by Committee on Elections ..............................................33 
5.  Procedures for Elections by Colleges ......................................................................34 
ARTICLE VII - AMENDMENTS ..........................................................................................34 
1.  Proposal, Discussion, and Vote ...............................................................................35 
2.  Adoption of Amendments at Same Meeting .............................................................35 
II.  Faculty ...............................................................................................................................36 
A.  Statement on Faculty Ethics ...........................................................................................36 
B.  Faculty Appointment Status ............................................................................................37 
1.  Appointments ..............................................................................................................37 
a.  Full-time position eligible for tenure .........................................................................37 
1)  Academic Ranks ..................................................................................................37 
2)  Probationary Appointments ..................................................................................37 
3) Joint appointments ..................................................................................................39 
b.  Full-time and part-time positions not eligible for tenure: ...........................................40 
2)  Special Appointments: .............................................................................................40 
a.  Adjunct Faculty ....................................................................................................40 
b.  Visiting Professor .................................................................................................40 
c.  Affiliate Instructor .................................................................................................41 
d.  Research Professor, Research Associate Professor, or Research Assistant 
Professor ....................................................................................................................41 
e.  Emeritus Status ...................................................................................................41 
2.  Contracts ....................................................................................................................42 
a.  Annual Contracts .....................................................................................................42 
b.  Renewal Dates ........................................................................................................43 

  Page iii 
    Revision 2.5 – August 30, 2024 
c.  Summer and Interim Contracts (Extra-semester Contracts). ....................................43 
d.  Faculty Workload Statement....................................................................................44 
e.  Sabbatical Leaves and Leaves of Absence .............................................................45 
f.  Professional Consulting ...........................................................................................47 
3.  Compensation .............................................................................................................48 
a.  Salary Information ...................................................................................................48 
b.  Extra Compensation Policy .....................................................................................49 
1)  Extra Compensation Rates for Federally Funded Grants and Sponsored Programs
  49 
2)  Extra Compensation Rates for Non-federally Funded Activities ...........................49 
3)  Number of Hours for Which Extra Compensation Can Be Obtained .....................49 
4)  Time and Expense Forms ....................................................................................50 
5)  Hardship ..............................................................................................................50 
c.  Summer and Interim Compensation ........................................................................50 
d.  Benefits ...................................................................................................................51 
1)  Fringe Benefits .....................................................................................................51 
2)  University Travel ..................................................................................................57 
3)  Retirement Policy .................................................................................................58 
4)  Phased Retirement Policy ....................................................................................60 
5)  Emeriti Benefits ....................................................................................................66 
6)  Funding for an office for faculty development and student engagement ...............66 
e.  Policy Statement on Television Instruction ..............................................................66 
1)  Released Time .....................................................................................................67 
2)  Instructional Autonomy ........................................................................................67 
3)  Revision of Recorded Materials ...........................................................................67 
4)  Compensation ......................................................................................................67 
5)  Use of University Produced Video Instruction by Separate Agencies or Individuals
  69 
6)  Retention of Educational Materials .......................................................................69 
7)  Grants and Contracts for the Development of Instructional Recordings ...............69 
f.  Policy on On-line Education.....................................................................................69 
1)  Instructional Practices ..........................................................................................70 
2)  Faculty Qualifications ...........................................................................................70 
3)  Faculty Responsibility ..........................................................................................70 
4)  University Responsibility ......................................................................................71 
4.  Graduate Faculty Membership ....................................................................................72 
C.  Evaluations .................................................................................................................74 
1.  Activity Report .............................................................................................................74 
2.  General Procedures for Faculty Recommendations ....................................................74 
3.  Faculty Evaluations .....................................................................................................75 
a.  For the Instructor and Professorial Ranks: ...............................................................75 
1a)  (For teaching faculty) Teaching effectiveness: ..................................................75 
1b) (For library faculty) Effective librarianship: ............................................................75 
2)  Research and/or Creative Production: .................................................................76 
3)  Professional Service: ...........................................................................................76 
b.  For the Rank of Lecturer: .........................................................................................76 
1a)  (For teaching faculty) Teaching Effectiveness: .................................................77 
1b) (For library faculty) Effective librarianship: ............................................................77 
2)  Professional Service: ...........................................................................................77 
c.  For all Ranks: ..........................................................................................................77 
D.  Tenure ........................................................................................................................79 
1.  Academic Freedom .....................................................................................................79 
2.  Criteria for Tenure .......................................................................................................79 

  Page iv 
    Revision 2.5 – August 30, 2024 
a.  The criteria used to evaluate Instructors and Professorial faculty members for tenure 
are: 79 
b.  The criteria used to evaluate lecturers for tenure are: ..............................................80 
3.  Criteria for Academic Appointment and Promotion for Tenure-Track Positions ...........80 
a.  Lecturer ...................................................................................................................80 
b.  Instructor .................................................................................................................80 
c.  Assistant Professor .................................................................................................81 
d.  Associate Professor ................................................................................................81 
e.  Professor .................................................................................................................82 
f.  Distinguished Professor ...........................................................................................82 
4.  Policy for Extending the Probationary Period ..............................................................83 
5.  Tenure and Promotion Conceptualization Statement ..................................................83 
a.  Teaching Effectiveness or Effective Librarianship ....................................................84 
b.  Research and/or Creative Production ......................................................................84 
c.  Professional Service ................................................................................................85 
d.  Professional Development .......................................................................................85 
e.  Procedures of Faculty Evaluation ............................................................................85 
f.  Tenure and Promotion Decisions at Bradley ............................................................86 
1)  Tenure .................................................................................................................86 
2)  Rank and Promotion ............................................................................................86 
6.  Conceptualization Statement Regarding the Lecturer ..............................................87 
a.  Purpose ...............................................................................................................87 
b.  Authorization ........................................................................................................88 
c.  Rights and Obligations .........................................................................................88 
d.  Standards and Criteria .........................................................................................89 
E.  Due Process ...................................................................................................................90 
1.  Faculty Grievance Committee Operating Procedures .................................................90 
a.  Committee Role and Jurisdiction .............................................................................90 
b.  General Procedures ................................................................................................90 
c.  Conciliation Procedures ...........................................................................................91 
d.  Informal Hearing ......................................................................................................91 
1)  Review of Grievance ............................................................................................91 
2)  Decision Regarding Necessity of Formal Hearing ................................................92 
3)  Report of Decision ...............................................................................................92 
e.  Procedures for Formal Hearing ...............................................................................92 
f.  Appeal to the Board of Trustees ..............................................................................93 
2.  Faculty Ombuds ..........................................................................................................94 
a.  Responsibilities and Procedures .............................................................................94 
b.  Qualifications and Selection ....................................................................................94 
3.  Tenure, Promotion, and Dismissal Committee Operating Procedures .........................95 
4.  Sanctions Other than Dismissal ..................................................................................96 
5.  Academic Ombuds ......................................................................................................97 
6.  Student Grievance Committee Operating Procedures .................................................97 
a.  Informal Procedures ................................................................................................98 
Academic Grievance ...................................................................................................98 
Non-Academic Grievance. ........................................................................................ 100 
b.  Formal Procedures ................................................................................................ 100 
7.  Termination of Employment ...................................................................................... 101 
a.  Termination of Appointment by the Faculty Member .............................................. 101 
b.  Termination of Appointment by the University ....................................................... 101 
1)  Termination for Cause ....................................................................................... 102 
2)  Termination for Financial Exigency .................................................................... 102 

  Page v 
    Revision 2.5 – August 30, 2024 
3)  Discontinuation of a Program or Department Not Mandated by Financial Exigency
  103 
4)  Termination for Medical Reasons ....................................................................... 104 
c.  Non-Reappointment of Non-Tenured Faculty ........................................................ 104 
d.  Administrative Personnel ....................................................................................... 105 
e.  Other Academic Staff ............................................................................................ 105 
f.  Grievance Procedure............................................................................................. 105 
g.  Dismissal Procedures ............................................................................................ 105 
h.  Procedures for Dealing With Financial Exigency ................................................... 108 
1)  Determination of Impending or Actual State of Financial Exigency ..................... 108 
2)  Guidelines for Identifying Appropriate Adjustments and Retirements ................. 108 
3)  Process of Formulation and Implementation of Plan for Adjustments and 
Retirements .............................................................................................................. 109 
4)  Appeals by Affected Academic or Administrative Units ...................................... 110 
5)  Appeals Process or Affected Individuals ............................................................ 110 
i.  Terminal Notice or Salary ...................................................................................... 110 
j.  Action of the Board of Trustees ............................................................................. 110 
8.  Policy on Research Misconduct ................................................................................ 111 
a.  Introduction ........................................................................................................... 111 
b.  Definitions ............................................................................................................. 111 
1)  Research Misconduct ........................................................................................ 111 
2)  Academic Employee .......................................................................................... 112 
3)  Complainant ...................................................................................................... 112 
4)  Respondent ....................................................................................................... 112 
5)  Allegation ........................................................................................................... 113 
6)  Good Faith Allegation ........................................................................................ 113 
7)  Inquiry ................................................................................................................ 113 
8)  Investigation ...................................................................................................... 113 
9)  Research Record ............................................................................................... 113 
10)  Retaliation ...................................................................................................... 113 
c.  Procedures for Handling Allegations of Research Misconduct ............................... 113 
1)  The Filing of a Complaint and the Initiation of an Inquiry .................................... 113 
2)  Inquiry ................................................................................................................ 115 
3)  Investigation ...................................................................................................... 117 
4)  Submission of Findings ...................................................................................... 119 
5)  Determination of the Provost and Vice President for Academic Affairs .............. 119 
6)  Appeal ............................................................................................................... 120 
9.  Conflict of Commitment and Conflict of Interest Policies ........................................... 120 
a.  Conflict of Commitment Policy ............................................................................... 121 
1)  Definition and Disclosure Requirements ............................................................ 121 
2)  Compensated Professional/Commercial Activities ............................................. 122 
3)  Exempted Professional Activities ....................................................................... 122 
b. Conflict of Interest Policy .......................................................................................... 123 
1)  Definition of Conflict of Interest and Disclosure Requirements ........................... 123 
2)  Allowable Income-Generating Activities ............................................................... 124 
3)  Requiring Prior Approval and Potential Management ........................................... 125 
4)  Confidentiality Requirements ............................................................................. 125 
5)  Policy Administration .......................................................................................... 125 
6)  Remedies When Conflicts Exist ......................................................................... 128 
7)  Final Appeal ......................................................................................................... 129 
10.  Policy on Faculty Sexual Harassment ................................................................... 136 
a.  Definitions ............................................................................................................. 136 
b.  Description of Sexual Harassment......................................................................... 137 

  Page vi 
    Revision 2.5 – August 30, 2024 
c.  Retaliation Protection ............................................................................................ 137 
d.  Bradley's Internal Procedures for Sexual Harassment Complaints ........................ 138 
e.  Procedures Available Through the Illinois Department of Human Rights and the 
Illinois Human Rights Commission ............................................................................... 138 
III.  Procedures ................................................................................................................... 139 
A.  Procedures Governing the Selection and Recall of Department Chairpersons ............. 139 
1.  General Guidelines ................................................................................................... 139 
2.  Term of Office ........................................................................................................... 139 
3.  Electors and Extending the Franchise ....................................................................... 139 
4.  Overview of the Nomination and Election Process .................................................... 139 
5.  The Nomination Process ........................................................................................... 140 
6.  The Election Process ................................................................................................ 140 
7.  Ratification by the Dean ............................................................................................ 141 
8.  Special Elections ...................................................................................................... 141 
a.  Special elections for Department chairpersons are of five types: ........................... 141 
b.  Procedures which are to be followed in each of these five situations are outlined 
below. ........................................................................................................................... 141 
1)  No Ratification ................................................................................................... 141 
2)  Vacancy Due to a Resignation ........................................................................... 141 
3)  Sabbatical or Temporary Leave (longer than 1 semester) .................................. 142 
4)  Recall Vote ........................................................................................................ 142 
5)  Emergency (longer than 1 semester) ................................................................. 142 
9.  Alternate Process ..................................................................................................... 142 
10.  Resignation ........................................................................................................... 142 
11.  Sabbatical, Temporary Leave, and Acting Chairperson ......................................... 142 
12.  Recall .................................................................................................................... 143 
a.  Recall Evaluation ................................................................................................... 143 
b.  Recall Vote ............................................................................................................ 143 
c.  Special Election ..................................................................................................... 143 
13.  Emergency Procedures ......................................................................................... 143 
14.  External Search Procedures .................................................................................. 144 
B.  Policy and Procedures for the Selection of Academic Administrative Officers............... 145 
2.  Specific Policies ........................................................................................................ 145 
a.  Selection of the President of the University ........................................................... 145 
b.  Selection of the Provost and Vice President for Academic Affairs ......................... 146 
c.  Selection of a Dean of a College ........................................................................... 146 
d.  Selection of the Executive Director of the Library .................................................. 146 
e.  Selection of the Associate Provost ........................................................................ 146 
C.  Strategic Planning Committee Operating Procedures ............................................... 147 
D. Procedures for Evaluation of the President and Provost ................................................. 148 
Feedback shall be solicited every three years. ................................................................. 148 
Initiation of feedback for the University President ............................................................. 148 
Initiation of the feedback for the Provost and Vice-president for Academic Affairs of the 
university.......................................................................................................................... 148 
Suggested survey questions to elicit feedback: ................................................................ 148 
E.  Procedures for Evaluation of Deans ............................................................................. 150 
1.  Description and Objectives ....................................................................................... 150 
2.  The Survey Questionnaire ........................................................................................ 150 
3.  Procedures for the Annual Evaluation Conducted by the Provost ............................. 150 
4.  Procedures for the Third Year Evaluation Conducted by the Faculty Committee ...... 151 
5.  Correspondence and Forms for Evaluation of Deans ................................................ 152 
F.  Procedures for the Evaluation of Chairpersons ............................................................. 153 
G.  Procedures for Responding to Emergency Events .................................................... 154 

  Page vii 
    Revision 2.5 – August 30, 2024 
H.  Procedure for Nominations for Honorary Degrees .................................................... 155 
IV.  Guidelines for Faculty Activities .................................................................................... 156 
A. Guidelines for Instructional Practice ................................................................................ 156 
1.  Introduction ............................................................................................................... 156 
2.  Class Rosters ........................................................................................................... 156 
3.  Selection of Textbooks .............................................................................................. 156 
a.  Textbook Orders .................................................................................................... 156 
b.  Desk Copies .......................................................................................................... 157 
4.  Guidelines for Instructional Practices ........................................................................ 157 
5.  Grading Standards and Practices ............................................................................. 157 
6.  Mid-Term Grades ...................................................................................................... 157 
7.  Final Examinations .................................................................................................... 158 
8.  Final Grades ............................................................................................................. 158 
9.  Confidential Student Data ......................................................................................... 159 
10.  Cheating ................................................................................................................ 159 
11.  Faculty Absences .................................................................................................. 159 
12.  Student Absences ................................................................................................. 159 
B.  Statement on Academic Advising ................................................................................. 161 
C.  Convocations ............................................................................................................ 162 
D.  Reaffirmation of the Rights of Invited Speakers on the Campus of Bradley University
  163 
E.  Faculty Statement on Campus Dissent ......................................................................... 164 
F.  Committee on the Use of Human Subjects in Research ............................................... 165 
Policies and Procedures ...................................................................................................... 165 
1.  Institutional Authority [Process 1 for Change] ............................................................ 165 
2.  Definition and Purpose [Process 1 for Change] ......................................................... 165 
3.  Committee Process and Responsibilities [Process 1 for Change] ............................. 165 
G.  Policy on Ethical Use of Information Technology Resources ..................................... 166 
1.  Introduction ............................................................................................................... 166 
2.  Authorized Users ...................................................................................................... 166 
3.  Resources covered by this policy include, but are not limited to: ............................... 166 
4.  Authorized Use ......................................................................................................... 166 
5.  Individual Rights ....................................................................................................... 167 
a.  Privacy .................................................................................................................. 167 
b.  Freedom of Expression ......................................................................................... 167 
c.  Harassment Policy ................................................................................................ 167 
6.  Individual Responsibilities ......................................................................................... 167 
a.  Morals and Ethics .................................................................................................. 167 
b.  Expected Behaviors .............................................................................................. 167 
1.  User Authentication and Password .................................................................... 168 
2.  Providing Services ............................................................................................. 168 
3.  Unauthorized Use .............................................................................................. 168 
4.  Unauthorized Monitoring .................................................................................... 168 
5.  Disruption of Services ........................................................................................ 168 
6.  Fair Share of Resources .................................................................................... 168 
7.  Business Use ..................................................................................................... 168 
8.  Use of Copyrighted or Licensed Materials .......................................................... 169 
9.  Internet Services ................................................................................................ 169 
10.  Personal Identifying Information ..................................................................... 169 
11.  Personal Use .................................................................................................. 169 
12.  Harassment .................................................................................................... 169 
13.  Damage of Information Technology Resources .............................................. 169 
7.  Sanctions .................................................................................................................. 169 

  Page viii 
    Revision 2.5 – August 30, 2024 
8.  Implementation ......................................................................................................... 170 
a.  Scope .................................................................................................................... 170 
b.  Policy modifications ............................................................................................... 170 
9.  Other University Policies Related to this Policy Statement ........................................ 170 
a.  University Policies ................................................................................................. 170 
1.  Faculty Handbook .............................................................................................. 170 
Student Handbook .................................................................................................... 170 
3.  Computing Services ........................................................................................... 170 
4.  Library................................................................................................................ 171 
b.  Other Policies ........................................................................................................ 171 
1.  Copyright & The Internet .................................................................................... 171 
2.  General Copyright .............................................................................................. 171 
H.  Public Addresses by Faculty Members ..................................................................... 172 
I.  Guidelines for Selecting Teaching, Research, and Service Award Recipients .............. 172 
1.  Putnam Award for Teaching Excellence .................................................................... 172 
a. Guidelines for the Putnam Nomination. .................................................................... 172 
2.  Francis C. Mergen Memorial Award for Public Service ............................................. 173 
3.  Samuel Rothberg Award for Professional Excellence ............................................... 173 
a.  Guidelines for the Samuel Rothberg Award for Professional Excellence ............... 173 
4.  New Faculty Achievement Awards ............................................................................ 173 
5.  First-Year Faculty Award........................................................................................... 173 
J.  Confidential Student Data ............................................................................................. 174 
K.  Off-Campus Activities by Faculty .................................................................................. 175 
L.  Policy on Intellectual Property and Technology Transfer .............................................. 176 
1.  Purpose .................................................................................................................... 176 
2.  General Guidelines ................................................................................................... 176 
a.  Policy Administration Responsibility ...................................................................... 176 
b.   Persons Covered ............................................................................................... 176 
c.   Definition of Intellectual Property ........................................................................ 176 
d.   Consulting and Other Agreements ..................................................................... 177 
e.  Tangible Research Property Protection ................................................................. 177 
f.  Publication of Research/Creative Efforts ............................................................... 177 
3.  Ownership ................................................................................................................ 177 
a.   Ownership of Copyrights .................................................................................... 177 
b. Ownership of Computer Software ............................................................................. 178 
c.  Ownership of Inventions ........................................................................................ 178 
4.  Protection of Patent Rights ....................................................................................... 178 
5.  Ad-Hoc Dispute Resolution ....................................................................................... 178 
6.  Commercialization of University Owned IP ............................................................... 179 
7.  Commercialization of Independently Owned Intellectual Property ............................. 180 
V.  Facilities, Services, and Resources .................................................................................. 182 
A.  Cullom-Davis Library .................................................................................................... 182 
1.  Facilities .................................................................................................................... 182 
2.  Holdings .................................................................................................................... 182 
3.  Subject Specialist ..................................................................................................... 182 
4.  Orders ....................................................................................................................... 182 
5.  Reserves .................................................................................................................. 183 
6.  Direct Loans.............................................................................................................. 183 
7.  Interlibrary Loans ...................................................................................................... 183 
8.  Database Services .................................................................................................... 183 
9.  Bibliographic Instruction. ........................................................................................... 183 
10.  Document Delivery Service. .................................................................................. 183 

  Page ix 
    Revision 2.5 – August 30, 2024 
11.  Policies, Procedures, and Guidelines for the Assignment of Study Rooms or Carrels 
to Faculty ......................................................................................................................... 184 
a.  Facilities Available ................................................................................................. 184 
1)  Faculty Studies .................................................................................................. 184 
2)  Faculty Carrels (Room 20) ................................................................................. 184 
b.  Policies Regarding Assignment of Studies and Carrels ......................................... 184 
c.  Procedures for Requesting and Assigning Studies and Carrels ............................. 184 
d.  Issues to be Considered in Assigning Studies and Carrels .................................... 184 
B.  Enterprise Services ...................................................................................................... 185 
1.  Mission ..................................................................................................................... 185 
2.  Service Desk ............................................................................................................. 185 
3.  Computer Accounts .................................................................................................. 185 
4.  Buying Computers .................................................................................................... 185 
5.  Additional Information ............................................................................................... 185 
C.  Learning Design & Technology ................................................................................. 185 
1.  Production of Instructional Materials ......................................................................... 186 
2.  Acquisition of Instructional Materials ......................................................................... 186 
3.  Distribution and Utilization ......................................................................................... 186 
4.  Facilities .................................................................................................................... 186 
5.  Procedures ............................................................................................................... 186 
1.  Reservation of Classrooms, Meeting Rooms, and Auditoriums ................................. 187 
2.  Policy and Procedure for Non-Curricular Use of Bradley University Physical Facilities
  187 
3.  General Statement .................................................................................................... 187 
4.  Responsibility for Granting Use of University Facilities and for Scheduling ............... 188 
a.  Student Activities ................................................................................................... 188 
b.  Convocations, Lectures, Concerts, and Entertainments ........................................ 188 
c.  Special Lectures .................................................................................................... 188 
d.  University Athletic Events ...................................................................................... 188 
e.  Committee Meetings ............................................................................................. 189 
f.  Classrooms and Auditoriums ................................................................................. 189 
g.  Conferences, Workshops, Short Courses and Similar Meetings ............................ 189 
h.  Procedures and Services ...................................................................................... 189 
5.  Policies for Specific Facilities .................................................................................... 190 
a.  Bradley Student Center ......................................................................................... 190 
b.  Neumiller Lecture Hall ........................................................................................... 190 
c.  Hartmann Center for the Performing Arts .............................................................. 191 
d.  Dingeldine Music Center ....................................................................................... 192 
E.  Services Available to the Faculty .................................................................................. 193 
1.  University Bookstore ................................................................................................. 193 
2.  University ID (Quickcard) .......................................................................................... 194 
3.  Mail Service .............................................................................................................. 194 
4.  Telephone Service .................................................................................................... 194 
5.  Duplicating Service ................................................................................................... 195 
6.  Purchase, Supply or Service Requisition .................................................................. 195 
7.  Check Cashing Service ............................................................................................. 195 
8.  Notary Services ........................................................................................................ 196 
9.  Lost and Found Property........................................................................................... 196 
10.  Vehicle Registration .............................................................................................. 196 
11.  Police/Security Department ................................................................................... 196 
12.  Health Center ........................................................................................................ 196 
Guidelines for Emergencies: ......................................................................................... 197 
13. Dining Facilities .......................................................................................................... 197 

  Page x 
    Revision 2.5 – August 30, 2024 
F.  Faculty Teaching, Research, and Creativity ................................................................. 197 
1. The Center for Teaching Excellence and Learning [CTEL] ........................................... 197 
2. The Board .................................................................................................................... 198 
3. Standing Committees ................................................................................................... 198 
a.  Committee to Promote Teaching and Faculty and Student Research and Creative 
Activity .......................................................................................................................... 198 
b.  Bradley University Campus Conversations Series Committee ............................... 198 
c.  A University New Faculty Mentorship Committee: ................................................. 199 
4. Funding for faculty development and student engagement .......................................... 199 
APPENDIX .............................................................................................................................. 200 
Official University Faculty Handbook Disclaimer .................................................................. 200 
Notice: “Service” .................................................................................................................. 201 
Procedures for making changes and revisions to the Faculty Handbook ............................. 202 
The origin of proposals: .................................................................................................... 202 
The disposition of proposals: ............................................................................................ 202 
1)  Proposals which are subject to approval of the Senate, the President, and, at the 
President's discretion, the Board of Trustees. ............................................................... 202 
2)  Proposals which are subject to administrative approval after consulting a standing 
committee of the Senate or the Senate as a whole, but do not generally require Senate 
action. .......................................................................................................................... 202 
3)  Proposals that are informational and only subject to administrative approval after 
receiving advice from the appropriate advisory committee. ........................................... 202 
Evaluation of the Dean (From III. D. 5.) ............................................................................... 204 
Sample cover letter for the questionnaire used in the annual evaluation .......................... 204 
Sample cover letter for the questionnaire used in the third year evaluation ...................... 205 
Annual Faculty Assessment of the Dean .......................................................................... 206 
Annual Executive Committee Assessment of the Dean .................................................... 208 
Faculty Evaluation of Department Chairpersons (From III. E.) .......................................... 211 
Bradley University intellectual property DISCLOSURE form ................................................ 213 
(from IV. M) ......................................................................................................................... 213 
Index ....................................................................................................................................... 215 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
   
 

Page 1

Revision 2.5 – August 30, 2024

I. UNIVERSITY GOVERNMENT

Process 1) is used to make changes in Chapter I. except where noted.

A. Organization and Administration

(Sections 1, 2, and 3 may be changed only at the discretion of the President of the

University and the Board of Trustees)

1. Introduction

A standard for quality education was established for Bradley when its founder, Mrs.

Lydia Moss Bradley, recruited the services of William Rainey Harper to assume the

Presidency of the Faculty of Bradley Institute at the time of its founding in 1897. Dr.

Harper, who was then the President of the University of Chicago, was one of the

outstanding educators of his day, and his emphasis on a quality faculty and a

concern for the individual student established standards for the institution.

Through the first 23 years of its existence, from 1897 to 1920, Bradley served as a

four-year prep school (Lower Academy) and a two-year junior college (Higher

Academy). In 1920, the decision was made to develop Bradley Polytechnic Institute

into a small, four-year college, and the Lower Academy was dropped. The Higher

Academy was expanded to offer the baccalaureate degree.

Bradley University assumed its present form in 1946, when the booming post-war

enrollment encouraged the Trustees and the administration to transform the

institution into a medium-sized university, divided into various colleges and schools

and adding a graduate program to the curriculum. Prior to the war period, Bradley

enrollment had always remained at the 1,000 level, but the influx of students and the

resulting change of offerings brought about an enrollment of 5,000 students after the

war.

Throughout these changes the institution has maintained Mrs. Bradley's original goal

that it remain "nonpartisan, non-sectarian and independent." And through the years

it has continued to attract a high quality faculty dedicated to excellence in teaching.

2. Board of Trustees

Bradley University, an Illinois, not-for-profit corporation, is controlled by a Board of

Trustees consisting at any given time of not less than 21 and no more than 40

members, including the President of the University. The Board consists of members

which include Life Trustees, Term Trustees (elected for six years), two Alumni Term

Trustees (elected for six years), and the President of the University. The President

reports to the Board of Trustees.

The Board of Trustees is responsible for determining the basic policies which govern

the University. It appoints the President, counsels with the President and reviews the

President's administration of University affairs.

Officers of the Board are a Chairman, Vice Chairman, Secretary-Treasurer, and such

Assistant Secretary-Treasurers as the Board shall elect. The Board meets quarterly,

with sessions on such dates as determined by the President of the University in

consultation with the Chair of the Board of Trustees and the University Senate

Page 2

Revision 2.5 – August 30, 2024

President. Board meetings shall be scheduled so as to avoid conflicts with the

Regular Meetings of the University Senate. Ample time is provided at these quarterly

meetings for the various committees of the Board to meet, and these committees

include Executive, Trustee and Nominations, Academic Planning, Finance and

Property, University Advancement, Student Affairs, and Audit.

3. University Administration

(Revised on November 15, 2018)

The President is the chief administrative officer of the University and has primary

administrative responsibility for the conduct of the University activities as delegated

by the Board of Trustees. All University matters requiring action by the Board of

Trustees are brought to its attention by the President.

The officers of administration who report directly to the President of the University

are the Provost and Vice President for Academic Affairs, the Chief Financial Officer,

the Vice President for Advancement, the Vice President for Student Affairs, the Vice

President for Intercollegiate Athletics, the Associate Vice President for Marketing &

Communications, the Vice President for Enrollment Management, the Vice President

for Legal Affairs and General Counsel, and the Chief of Police.

In the President's absence, the Provost and Vice President for Academic Affairs acts

on behalf of the President.

In the colleges, the deans are the chief administrative officers and report directly to

the Provost and Vice President for Academic Affairs

4. Faculty Participation

Procedures for changes in this section fall under Process 1)

The President of the Bradley University Senate and the President of the Bradley

University Student Senate, during the terms of their offices, are invited to attend all

regular meetings of the Board of Trustees, and take such part therein, without vote,

as the Board of Trustees determines.

In the colleges, the deans are the chief administrative officers and report directly to

the Provost and Vice President for Academic Affairs. Within each college,

administration is effected by the dean through the department chairpersons.

Each college is responsible for the study and development of its own programs of

instruction and research, and for presenting recommendations through appropriate

channels for their improvement.

Page 3

Revision 2.5 – August 30, 2024

B. Vision and Mission

(Revised on April 18, 2002, May 8, 2002, October 1, 2002, on September 6, 2012, and

on October 19, 2017)

Founded by Lydia Moss Bradley in 1897, Bradley University is a private, independent

university offering undergraduate, graduate, and continuing education programs in the

liberal and fine arts, the sciences, business administration, communications, education,

engineering, and the health sciences. Our residential campus of 6,000 students blends

large school opportunities with a small school personality where there is a commitment

to excellent teaching and personal attention to students. Bradley's comprehensive

programs offer an effective integration of liberal education, professional preparation, and

personal and social development.

Our Vision

Bradley University is the leader in student engagement.

Our Mission

Bradley University empowers students for immediate and sustained success in their

personal and professional endeavors by combining professional preparation, liberal arts

and sciences, and co-curricular experiences. Alongside our dedication to students, we

embrace the generation, application, and interpretation of knowledge.

Page 4

Revision 2.5 – August 30, 2024

C. Bradley University General Equal Opportunity/Affirmative Action

Policy Statement

(Revised on May 8, 2002, May 6, 2015 and on October 18, 2018)

Bradley University is committed to a policy of non-discrimination and the promotion of

equal opportunities for all persons regardless of age, color, creed, disability, ethnicity,

marital status, national origin, race, religion, sex, sexual orientation, gender identity and

expression or veteran status. The University is also committed to compliance with all

applicable laws regarding non-discrimination, harassment and affirmative action.

(See The Committee on Affirmative Action).

Page 5

Revision 2.5 – August 30, 2024

D. Rights and Responsibilities of Administrators, Faculty, and

Students

1. Introduction

At Bradley University all components are aware of their interdependence, of the

usefulness of communication among themselves, and that the force of joint action

will increase the capacity to solve educational problems. This statement is based on

the assumption that the faculty and administration have as their common interest the

qualitative academic growth of Bradley University. To achieve this objective, it is

recognized that interdependence is essential and that it is not a negation of

interdependence to assign specific rights and responsibilities to the administration,

while still other rights and responsibilities are subject to joint determination by both

the faculty and the administration. At the highest level, joint determination involves

the faculty, the students, the administration, and the Board of Trustees as definite

groups within the University.

2. Joint Determination

Joint determination may take a variety of forms, depending upon the particular matter

under consideration. In some instances, an initial exploration or recommendation will

be made by the President, or some other duly designated administrative official, with

consideration by the faculty at a later stage; in other instances, a first and essentially

definite recommendation will be made by the faculty, subject to endorsement of

appropriate administrators, the President, and the Board of Trustees. In still others,

a substantive contribution can be made when students are responsibly involved in

the process. Although such approaches may vary, at least two general conclusions

regarding joint determination seem clearly warranted:

1) Important areas of action involve at one time or another the initiating capacity

and decision-making participation of all institutional components;

2) Differences in the weight of each voice, from one point to the next, should be

determined by reference to the responsibility of each component for the particular

matter at hand, as indicated below.

3. Determination of General Educational Policy

The objectives of Bradley University are specified in the original charter, as modified

from time to time by other statements that are developed within the University and

adopted by the Board of Trustees. It is the responsibility of all constituent elements

of the University to strive to fulfill its goals, and it is equally the responsibility of all

constituent elements to prescribe a method for reviewing objectives and to cooperate

in implementing any changes in objectives. Primary responsibility to establish

educational goals and to initiate action to change such goals rests with the faculty.

Such matters as major changes in the size or composition of the student body and

the relative emphasis to be given to the various elements of the educational and

research program should involve participation by the administration and the faculty

prior to final action by the Board of Trustees. Among the most important internal

operations of the University on which there should be joint determination, and for

which the maximum effectiveness in communication should be established and

maintained are the following:

Page 6

Revision 2.5 – August 30, 2024

Planning concerning the future objectives and how to achieve them;

Establishment of priorities and policies concerning the allocation of all resources,

human and physical, among competing demands for both the short-run and the

long-run;

Information on the current budgetary situation and on budgetary projections in

order to plan and establish priorities.

Joint effort of a most critical kind must be observed when a new president is chosen.

The selection of a chief administrative officer should involve a cooperative search by

the Board of Trustees and the faculty, taking into consideration the opinions of others

who are appropriately interested. The President's leadership role has a multiplicity of

facets. The President must be especially competent in interpreting the faculty and its

rights and responsibilities to the Board, and he or she must be equally competent in

interpreting the thinking and the actions of the Board to the faculty. Success in these

interpretations will contribute significantly to harmony between the Board and the

faculty. It is understood that the Board continually evaluates the President's

performance.

The selection of other academic officers should be jointly determined by the

President, or a designated representative, and the appropriate faculty in consultation

with concerned groups. The building of a strong faculty requires careful joint effort

on the part of the faculty and administration in the formulation of policy concerning

such matters as faculty selection, promotion, tenure, dismissal, and the terms of

contractual salary commitments.

The Board of Trustees is the only constituent body that has the right to speak

officially for the institution as a whole, although it may delegate this right to others on

specific University matters. The Board of Trustees is vested with the right of final

institutional authority. It has the obligation to interpret the University to the

community at large as well as the prime responsibility to maintain the financial

solvency and the academic viability of the University. Consistent with its rights and

responsibilities, the Board of Trustees should be structured in such a manner as to

reflect through its membership a diversity of backgrounds, activities and views.

The Board of Trustees, while maintaining a general overview, should entrust the

conduct of administration to administrative officers who, in conjunction with the

faculty, will recommend and implement policies that are of concern to the entire

University community. The Board should insure that there exists, in modified form,

statements that clearly define its policies and procedures. However, the Board of

Trustees should exercise restraint and not become involved in routine matters in the

operation of the University.

When ignorance or ill-will threatens the institution or any part of it, the Board must be

available for support and is expected to serve as a champion of the University.

Although the action taken by it usually will be on behalf of the President, the faculty,

or the student body, the Board should make it clear that the protection it offers to an

individual or group is, in fact, a fundamental defense of the interests of society in the

educational institution.

Page 7

Revision 2.5 – August 30, 2024

4. The Academic Institution

a. The President

The President, as the chief executive officer of the University, is evaluated largely

for effectiveness as a leader. The President has the ultimate responsibility for

the definition and attainment of goals, for administrative action, and for

implementing an effective communications system which links the components of

the academic community.

As the chief planning officer of the University, the President, together with other

designated administrative officers, has a special obligation to initiate, innovate,

and evaluate. The degree to which the President, in conjunction with delegated

administrative officers, can envision new horizons for the University, and can

persuade others to see them and work toward them, will often constitute the

principal measure of the President's administration.

The President and the appropriate administrative officers must at times attempt

to revitalize some departments which have stagnated. When all other attempts

fail, it may be necessary to release some faculty, in which case every effort must

be made to preserve the concept of tenure, although it is recognized that a more

tough-minded implementation of these procedures must be initiated to maintain a

balance between academic freedom and academic responsibility.

It is the duty of the President to see to it that the standards and procedures in

operational use within the University conform to the policy approved by the Board

of Trustees and to the standards of sound academic practice. It is also

incumbent upon the President to ensure that faculty views, including dissenting

views, are presented to the Board in those areas and on those issues where

responsibilities are shared. Similarly, the faculty should be informed of the views

of the Board and the administration in like issues.

b. The Faculty

The faculty, through the University Senate, has primary responsibility for such

fundamental areas as curriculum, research, faculty status, and those aspects of

student life which relate to the educational process. On these matters, the power

of review or final decision lodged in the Board of Trustees, or delegated by it to

the President, should be exercised adversely only in exceptional circumstances,

and for reasons communicated to the faculty. Following such communication, it

is desirable that the faculty should have an opportunity for further consideration

and further transmittal to the President or the Board. It must be recognized that

conditions may exist which will impose limits on the extent to which faculty

recommendations can be realized.

Policy concerning faculty status and related matters is formulated primarily by the

faculty; this includes appointments, reappointments, decisions not to reappoint,

promotions, the granting of tenure and dismissal. Since such matters are of vital

concern to all constituents of the campus community, active participation and

approval by the appropriate administrators must be obtained before transmittal to

the Board of Trustees. On questions of faculty status, as in other matters where

the faculty has primary responsibility, the administration should concur with the

faculty judgment except in rare instances and for compelling reasons which

Page 8

Revision 2.5 – August 30, 2024

should be stated in detail. Moreover the right of appeal continues through the

administrative levels, including the President.

Agencies for faculty participation in the governance of the University should be

established at each level where faculty responsibility is present. An agency

should exist for the presentation of the views of the entire faculty. The structure

and procedures for faculty participation should be designated, approved and

established by joint action of the components of the University. Faculty

representatives should be selected by the faculty according to procedures

determined by the faculty. The agencies may consist of meetings of all faculty

members of a department, college, or the University as a whole, or they may take

the form of faculty-elected executive committees in the departments and

colleges, and they may take the form of a University Senate for the institution as

a whole.

On matters which are deemed to be of great importance to the University, and on

which the faculty has been challenged or charged to provide a resolution of the

matter but has not accepted the charge, the administration has the authority to

initiate action and to make a presentation to the Board of Trustees without faculty

participation.

c. The Students

When students in American colleges and universities desire to participate

responsibly in the government of the institution they attend, their wish should be

recognized as a claim to opportunity both for educational experience and for

involvement in the affairs of their college or university. Ways should be found to

permit significant student participation within the limits of attainable effectiveness.

It is important to recognize that student needs are strongly related to educational

experience, both formal and informal. Students expect, and have a right to

expect, that the educational process will be structured, that they will be

stimulated by it to become independent adults, and that they will have effectively

transmitted to them the cultural heritage of the larger society. If institutional

support is to have its fullest possible meaning, it should incorporate the strength,

freshness of view and idealism of the student body.

d. University Resources

The University Senate is charged with the responsibility of participating in

decision-making about the academic goals of the University and policies and

programs formulated to achieve them. These decisions, if they are to be

consistent and effective, must be made within a known framework of University

priorities and guidelines. Representative of the University community as a whole,

the Senate must participate in the process of determining those goals and

priorities and the distribution of resources allocated to their achievement.

The University Resources Committee can best do this on behalf of the Senate by

focusing its attention on University-wide and long-range decisions, not involving

itself in decisions ordinarily and properly made by the individual departments,

and colleges and other Senate Committees such as The Committee on

Curriculum and Regulations.

The proposed charge, functions and composition of the Committee are designed

to provide the skills and perspectives of students, administrators and faculty for a

Page 9

Revision 2.5 – August 30, 2024

joint consideration of the broad and fundamental issues out of which University

resource allocation decisions are made.

5. Access to University Legal Counsel

With the approval of the President's Office or the appropriate vice-president's office

of Bradley University, a faculty member, administrative officer, or staff person may

consult with Bradley University legal counsel in order to seek needed advice or

interpretation related to the performance of assignments, duties, work, or

responsibilities on behalf of Bradley University. There must be an identifiable and

demonstrable need in each instance of an approval for access to the University legal

counsel.

Page 10

Revision 2.5 – August 30, 2024

E. Bradley University Senate Constitution

ARTICLE I - PREAMBLE

1. University Senate Jurisdiction

The University Senate (hereinafter called the Senate) is the legislative body of

the University in all academic matters relating to, or affecting, two or more of the

Colleges or Graduate Education, or the University as a whole. Academic

standards, course offerings, degrees, graduation requirements, and similar

academic matters are determined by the Senate. The Senate may consider

matters referred to it by College faculty members, and by administrative officers;

and it may, upon its own initiative, undertake the consideration and the

determination of policies or procedures relating to courses, curricula, instruction,

and the academic welfare of students and faculty.

2. Review of Senate Actions

All actions taken by the Senate are subject to review by the University Assembly

as hereinafter provided and the approval of the President and the Board of

Trustees. Upon receipt of written notice of Senate action from the Secretary of

the Senate, the President must provide written notification of disapproval within

sixty days of such Senate action, or within one week after the next Board of

Trustees meeting, whichever is later, or the Senate action shall be considered in

force.

ARTICLE II - UNIVERSITY SENATE

1. Membership

1. The President, the Provost and Senior Vice President for Academic Affairs,

the Vice President for Student Affairs, the Deans of Colleges, the Chief

Information Officer, the Registrar, and the immediate Past President of the

University Senate shall be ex officio members of the University Senate.

2. The President of the University, in consultation with the President of the

University Senate, may appoint two additional representatives who shall be

selected from Bradley administration, staff or faculty, and who shall be voting

members of the University Senate. These appointments shall be two-year

terms and are renewable.

3. The Student Senate shall select three of its members and Graduate

Education shall select one student to serve as ex officio members of the

University Senate.

4. Each College of the University shall elect representatives to the University

Senate according to the following rule: one Senate member, plus one

additional Senate member for each increment or fractional increment of eight

full-time faculty beyond four.

5. The Library shall be represented by two members, one of whom shall be the

Director of the Library who shall serve ex officio, and one elected by the

library faculty.

Page 11

Revision 2.5 – August 30, 2024

6. All full-time faculty are qualified to vote and are eligible for membership in the

University Senate. Terms of elected members shall be for two years on

rotation to be determined by each College. Terms shall begin with the May

meeting of the Senate. Members may be re-elected. Members may be

recalled by two-thirds vote of their respective constituencies.

2. Officers of the University Senate

(Revised on October 15, 1998 by adding Paragraph 4)

1. A President, Vice President, and Secretary shall be elected annually from the

membership of the Senate. Elections shall be held at the May meeting of the

Senate. Ex officio members shall not be eligible for election. The President

shall be granted a three-hour teaching load reduction in each semester of the

regular academic year. Necessary budgetary expenses shall be arranged

through the Office of the Provost and Vice President for Academic Affairs.

(Revised on March 25, 1999 by adding the last two sentences.)

2. The duties and powers of the officers shall be those regularly pertaining to

those offices in parliamentary bodies.

3. A Parliamentarian / Archivist, who is a full-time faculty member, shall be

appointed annually by the President. The person appointed shall serve ex

officio as a member of the Senate.

4. The University Senate shall nominate candidates for and elect the Faculty

Handbook Editor from the full-time faculty. The election shall be conducted

by the Committee on Elections. He or she shall serve a term of two years

and may be nominated for additional terms. The Faculty Handbook Editor

shall:

a. serve as an ex officio member of the Senate;

b. maintain the Faculty Handbook by making changes after approval by the

appropriate bodies as specified by established procedures;

c. inform the University community of changes that have been made;

d. develop and maintain a digital archive of all Faculty Handbook materials

that have been replaced or revised so that lineage of all changes can be

traced;

e. maintain hardcopies in the offices of the President and Provost and the

library by placing a hardcopy of any changes in an accompanying folder

and annually provide up-to-date copies.

3. Meetings of the University Senate

1. The session of each Senate shall be from May through the April following.

The Senate shall meet regularly on the third Thursday of each month from

September through April, excluding University holidays, so long as there are

matters, approved by the Executive Committee, which require action of the

University Senate. The May and December meetings shall be held on Study

Day. The Agenda of the May meeting shall include the election of Senate

Page 12

Revision 2.5 – August 30, 2024

officers and members of the Executive Committee and approval of

membership recommended for the Committee on Elections. Notice of such

meetings, stating the Agenda, must be given to each member of the Senate

by the Secretary at least one week (except in emergencies) before the time of

the meeting.

2. Special meetings may be called at the President's discretion, or when he or

she is required to do so by a petition signed by at least twelve (12) members

of the Senate. Notice of such meeting, stating the Agenda, must be given to

each member of the Senate by the Secretary at least 48 hours (except in

emergencies) before the time of the meeting.

3. Except as otherwise provided in the Constitution, the proceedings of the

Senate shall be governed by Robert's RULES OF ORDER, Newly Revised.

4. A majority of the membership of the Senate shall constitute a quorum. In the

absence of a quorum, no business shall be transacted and only a motion to

recess to a time certain or to adjourn to a day certain shall be in order.

5. The final vote on any question shall be postponed to the next meeting if two

members so request, unless the Senate by a two-thirds vote of those present

at a meeting indicate that it considers the question too urgent to permit such

postponement.

ARTICLE III - UNIVERSITY ASSEMBLY

1. University Assembly Jurisdiction

The University Assembly shall have the appellate power to review, approve,

rescind, or recommit with instruction all actions passed by the Senate, whenever

an appeal is made to the University Assembly as hereinafter provided.

2. Membership

1. All full-time faculty members who are tenured or are in tenure-track positions

shall be members of the University Assembly.

2. All persons holding positions listed in the catalog of the University as officers

of administration under the general heading "University Administration" shall

be ex officio members of the University Assembly.

3. The Student Senate shall select three of its members and Graduate

Education shall select one student to be ex officio members of the University

Assembly.

3. Officers of the University Assembly

1. The Chairperson of the University Senate Committee on Elections shall

preside at the first meeting of the University Assembly called during each

Senate session for the purpose of electing a Chairperson and a Vice

Chairperson of the University Assembly.

2. The Chairperson of the University Assembly shall preside at meetings of the

University Assembly.

Page 13

Revision 2.5 – August 30, 2024

3. The Vice Chairperson of the University Assembly shall, at the request of the

Chairperson, preside at meetings of the University Assembly.

4. The Secretary and the Parliamentarian of the University Senate shall perform

those duties in the University Assembly regularly pertaining to those offices in

parliamentary bodies.

4. Meetings of the University Assembly

1. Meetings shall be held on call of the Chairperson of the Senate Committee on

Elections on petition of not less than fifteen percent (15%) of the membership

of the University Assembly, appealing an action of the University Senate,

such appeal to be made within four weeks of the time when the Senate action

was taken.

2. The Agenda of each meeting shall be sent by the Secretary of the Senate to

each member of the Assembly one week in advance of each meeting. Action

at a meeting is restricted to the items on the Agenda.

3. Meetings shall be conducted according to Robert's RULES OF ORDER,

Newly Revised.

4. Twenty-five percent (25%) of the members shall constitute a quorum for any

meeting.

5. Any method of voting may be used at the discretion of the presiding officer,

but a vote by secret ballot shall be ordered if requested by five or more

members present.

6. The University Assembly on petition of twenty (20) full-time faculty shall meet

for the purpose of considering a resolution to dissolve the existing elected

membership of the University Senate. If the resolution carries by a majority,

excluding the ex officio members, of those present and voting, the Assembly

shall set the date for holding new elections to the Senate.

ARTICLE IV - FACULTIES OF THE COLLEGES AND THE GRADUATE EDUCATION

1. Faculties as Legislative Bodies

The faculty of each College and the Graduate School shall be the legislative

body for that College or School in academic matters relating to that unit.

2. Senate Review of Actions

All actions taken by the individual Colleges and Graduate Education are subject

to review by the Senate.

3. Recommendations to Senate

The faculty of a College or Graduate Education may also make

recommendations to the Senate and to the administrative officers regarding

academic policies or procedures which relate to more than one College or to the

University as a whole. A copy of the minutes of the faculty meetings of each

College shall be filed promptly with the Secretary of the Senate.

Page 14

Revision 2.5 – August 30, 2024

ARTICLE V - COMMITTEES

1. Standing Committees of the University Senate

1. The standing committees of the University Senate shall be:

a. Executive Committee;

b. Committee on Curriculum and Regulations;

c. Committee on Elections;

d. Committee on Tenure, Promotion, and Dismissal;

e. Faculty Grievance Committee;

f. Committee on University Resources;

g. Committee on Admissions and Retention;

h. Committee on Contractual Arrangements;

i. Committee on Sabbatical Leave;

j. Committee on Continuing Education and Professional Development;

k. Committee on Affirmative Action;

l. Student Grievance Committee;

m. Strategic Planning Committee;

n. Committee on International Initiatives;

o. Academic Review Board.

2. All standing committees shall report their activities to the Senate in writing at

least semi-annually.

3. Each standing committee shall review annually those sections of the Faculty

Handbook relating to the committee's activities, and shall submit to the

Senate any proposed changes deemed desirable or necessary.

4. Each of the three grievance committees (Tenure, Promotion and Dismissal;

Student Grievance; and Faculty Grievance) and the Faculty Ombuds shall be

reimbursed by the Provost's Office for the expenses of recording hearings,

supplies for such recordings, photocopies of documents, and other such

expenditures as are necessary for the proper functioning of the committee.

2. Executive Committee

1. The functions of the Executive Committee shall be:

a. To receive all proposals for action that fall within the Senate's prerogative

as defined in the Preamble, and to refer to the appropriate Senate

Committee for report or to place directly on the Senate Agenda;

Page 15

Revision 2.5 – August 30, 2024

b. To prepare the Agenda which is to be presented for action at each

meeting of the Senate. The preparation of the Agenda shall include a

review of all minutes of College faculty meetings;

c. To recommend membership of Committees as specified herein for

approval by the Senate.

2. The Executive Committee shall consist of the President of the Senate who

shall serve as Chairperson, the Vice President of the Senate, the Secretary of

the Senate, the Provost and Vice President for Academic Affairs, the

immediate past president, and two members elected from the elected Senate

membership.

3. The Committee on Curriculum and Regulations

1. The function of the Committee on Curriculum and Regulations shall be:

a. To review periodically, making recommendations when appropriate:

1) The standards of all academic programs in the University as they

are affected by or related to such matters as the goals of the

University, quality of courses, facilities, grading practices, faculty

loads, faculty evaluation procedures, and degree requirements;

2) All academic regulations;

3) Procedures for review at the University level of college or

departmental programs to ensure that they are fulfilling University

objectives;

4) Other associated areas within the University that have a direct or

indirect bearing on academic standards and programs.

b. To evaluate and recommend changes to the University Senate regarding

additions, deletions, and modifications of all programs and courses.

2. The Committee on Curriculum and Regulations shall consist of the following:

a. Ex officio members:

1) The Registrar;

2) The Deans of the Colleges and the Director of Graduate Education.

3) A tenured faculty nominated by the Senate Executive Committee

and approved by the Senate who shall serve as the chairperson for

a renewable three year term. The Chair will receive a one course

reduction during the academic year. The Provost’s Office will

provide the needed committee staff support.

4) The Provost and Senior Vice President for Academic Affairs.

b. Faculty members elected from and by the full-time faculty of their

respective units for three-year terms:

Page 16

Revision 2.5 – August 30, 2024

1) One member from the College of Business Administration;

2) One member from the College of Communications and Fine Arts;

3) One member from the College of Education and Health Sciences;

4) One member from the College of Engineering and Technology;

5) Three members from the College of Liberal Arts and Sciences.

c. Two undergraduate student members recommended by the Student

Senate;

d. One graduate student recommended by Graduate Education;

e. Membership on the General Education Subcommittee of the Committee

on Curriculum and Regulations shall be approved by the Senate.

3. There are three standing subcommittees of the Committee on Curriculum and

Regulations: the Subcommittee on Curriculum; the Subcommittee on

Regulations and Degree Requirements; the Subcommittee on Core

Curriculum. In matters related to curriculum and regulations, the Executive

Committee of Graduate Faculty shall function as a subcommittee of the

Committee on Curriculum and Regulations.

4. The Subcommittee on Curriculum

a. The function of the Subcommittee on Curriculum shall be:

1) To evaluate and recommend changes to the Committee on

Curriculum and Regulations regarding all additions, deletions, and

modifications of majors, minors, and concentrations.

2) To evaluate and recommend changes to the Committee on

Curriculum and Regulations regarding all undergraduate course

additions, deletions, and modifications.

3) To evaluate and recommend changes to the Committee on

Curriculum and Regulations regarding all 500-level course

additions, deletions, and modifications.

b. The Subcommittee on Curriculum shall consist of the following:

1) Ex officio members:

a) The Registrar

b) Publications Director

c) Executive Director of Library

2) Faculty members elected from and by the full-time faculty of their

respective units for three-year terms:

a) One member from the College of Business Administration;

Page 17

Revision 2.5 – August 30, 2024

b) One member from the College of Communications and Fine

Arts;

c) One member from the College of Education and Health

Sciences;

d) One member from the College of Engineering and Technology;

e) One member from the College of Liberal Arts and Sciences;

3) The Chair of the Committee shall be appointed by the Provost from

the faculty members serving on the Committee.

5. The Subcommittee on Regulations and Degree Requirements

a. The function of the Subcommittee on Regulations and Degree

Requirements shall be:

1) To review periodically, making recommendations to the

Committee on Curriculum and Regulations when appropriate;

a) The areas described in the University Catalog in the section on

Academic Regulations;

2) To construct and propose the academic calendar.

3) To review the qualifications of nominees for honorary degrees

and submit recommendations to the President of the University

and to the Board of Trustees for approval.

b. The Subcommittee on Regulations and Degree Requirements shall

consist of the following:

1) The Registrar (ex-officio member)

2) One dean selected by the Committee on Curriculum and

Regulations for a term of three years.

3) One faculty member from each of the colleges to serve terms of

three years. The terms should be staggered to ensure continuity

on the committee.

4) The faculty members on the committee shall be appointed by

the dean of the college in consultation with the executive

committee of the college.

c. The committee shall be permanently co-chaired by the Registrar.

Additionally, a cochair shall be elected by and from the committee at

large, who shall serve for a three year term.

6. The Core Curriculum Committee

a. The function of the Core Curriculum Committee shall be:

(Revised on November 16, 2012 and on February 19, 2015)

Page 18

Revision 2.5 – August 30, 2024

1) To evaluate course proposals according to the current Core

Curriculum guidelines and forward recommendations to the

Committee on Curriculum and Regulations;

2) To establish policies for transfer credit of Core Curriculum

requirements;

3) To engage in ongoing assessment of the Bradley Core

Curriculum in collaboration with Area of Inquiry faculty,

appropriate departments or divisions, and the University-wide

Assessment Team;

4) To foster an environment that promotes general education as

the unifying foundation of Bradley’s diverse intellectual

community.

b. The Core Curriculum Committee shall consist of the following:

1) The Associate Dean of the College of Liberal Arts and Sciences,

who shall serve as chair, and who shall administer the Bradley

Core Curriculum Program.

2) Six faculty members appointed from the full-time faculty of their

respective colleges for three-year terms:

a) One member from the College of Business ;

b) One member from the College of Communications and Fine

Arts;

c) One member from the College of Education and Health

Sciences;

d) One member from the College of Engineering and

Technology;

e) Two members from the College of Liberal Arts and Sciences.

These appointments shall be made by the deans, after

consultation with the chairpersons or directors of their colleges.

The names shall be forwarded to the Executive Committee of the

University Senate, which in turn shall either submit the names to

the full membership of the University Senate for confirmation as

members of the subcommittee or return any or all of the names to

the deans with the request that (an)other faculty member(s) be

recommended for confirmation.

3) Three full-time faculty members of the University appointed to

staggered three-year terms by the Provost and Vice President

for Academic Affairs. Each appointment shall be submitted to

the full membership of the University Senate for confirmation.

4) One student appointed each year by the Student Senate who

shall serve a one-year term and whose name shall be submitted

to the full membership of the University Senate for confirmation.

Page 19

Revision 2.5 – August 30, 2024

5) Vacancies on the subcommittee may be filled by ad-hoc

appointment by the person or body who forwarded the name for

Senate confirmation. The appointment shall be for the

remainder of the vacated term and shall be subject to the

procedures stated above for submission of names to the

Executive Committee of the University Senate and confirmation

by the full membership of the University Senate.

c. The Subcommittee on Core Practices

1) The function of the Core Practices Subcommittee shall be:

a) To evaluate course and other proposals according to the

current Core Practice guidelines and forward

recommendations to the Core Curriculum Committee;

b) To establish policies for transfer credit of Core Practice

requirements;

c) To facilitate ongoing assessment of the Core Practices in

collaboration with the appropriate departments or divisions and

the Core Curriculum Committee;

d) To foster an environment that promotes the use of Bradley

Core Practices and other forms of student engagement to

enrich and support Bradley’s diverse intellectual community.

2) The Core Practices Subcommittee shall report directly to the Core

Curriculum Committee and shall consist of the following:

a) The Associate Dean of the College of Liberal Arts and

Sciences, who shall serve as chair

b) Three ex officio members:

1) Director of Institutional Improvement

2) Registrar

3) Library Director

c) Five faculty members appointed from the full-time faculty of

their respective colleges for three-year terms:

1) One member from the College of Business;

2) One member from the College of Communications and

Fine Arts;

3) One member from the College of Education and Health

Sciences;

4) One member from the College of Engineering and

Technology;

Page 20

Revision 2.5 – August 30, 2024

5) One member from the College of Liberal Arts and

Sciences.

These appointments shall be made by the deans, after

consultation with the chairpersons or directors of their colleges.

The names shall be forwarded to the Executive Committee of the

University Senate, which in turn shall either submit the names to

the full membership of the University Senate for confirmation as

members of the subcommittee or return any or all of the names to

the deans with the request that (an)other faculty member(s) be

recommended for confirmation.

d) Three full-time faculty members of the University appointed to

staggered three-year terms by the Provost and Vice President

for Academic Affairs. Each appointment shall be submitted to

the full membership of the University Senate for confirmation.

e) Four full-time staff members of the University appointed to

staggered three year terms by the Vice President for Student

Affairs. Each appointment shall be submitted to the full

membership of the University Senate for confirmation.

f) One student appointed each year by the Student Senate who

shall serve a one-year term and whose name shall be

submitted to the full membership of the University Senate for

confirmation.

g) Vacancies on the subcommittee may be filled by ad-hoc

appointment by the person or body who forwarded the name

for Senate confirmation. The appointment shall be for the

remainder of the vacated term and shall be subject to the

procedures stated above for submission of names to the

Executive Committee of the University Senate and

confirmation by the full membership of the University Senate.

7. The Executive Committee of the Graduate School

(link to the Executive Committee of the Graduate Faculty Constitution)

a. In matters related to curriculum and regulations, the Executive

Committee of the Graduate Faculty shall function as a standing

subcommittee of the Committee on Curriculum and Regulations.

1) It will evaluate and recommend to the Committee on Curriculum

and Regulations changes regarding all additions, deletions, and

modifications of the graduate degree programs.

2) It will evaluate and recommend to the Committee on Curriculum

and Regulations changes regarding additions, deletions, and

modifications of graduate courses. Courses at the 500 level

must also be reviewed by the Subcommittee on Curriculum.

Courses at or above the 600 level shall be reported to the

University Senate for information purpose only.

Page 21

Revision 2.5 – August 30, 2024

3) It will review periodically, making recommendations to the

University Senate when appropriate, areas described in the

Graduate Catalog in the section on Academic Regulations.

Modifications to degree requirements shall be reported to the

University Senate for information purpose only.

4. The Committee on Elections

1. The functions of the Committee on Elections shall be:

a. To determine the eligibility of persons to vote, and the eligibility of

persons to be elected to various bodies, including restrictions, if any; to

note persons on leave as this affects various elections; and to orient new

faculty members concerning their privileges;

b. To prepare recommendations concerning the above matters and any

other matters germane to elections and submit them to the Senate for

action;

c. To conduct elections for membership on the following standing

committees of the University Senate:

1) The Committee on Tenure, Promotion and Dismissal;

2) The Faculty Grievance Committee;

3) Committee on Contractual Arrangements;

4) The Strategic Planning Committee;

5) To conduct elections for the Faculty Handbook Editor and Faculty

Ombuds.

2. The Committee on Elections shall consist of three Senators serving

staggered terms of two years. New members, including the Chairperson,

shall be recommended from the membership of the new Senate by the

Executive Committee of the prior Senate, for approval at the May meeting;

3. In discharging its duties, the Committee on Elections shall prepare

recommendations concerning the above matters and any other matters

germane to elections and shall submit them to the Senate for action. (In

preparing these recommendations, the Committee on Elections shall indicate

whether or not an election necessitates a majority of a quorum.)

5. The Faculty Ombuds

1. Responsibilities and Procedures

The Faculty Ombuds shall mediate in any faculty grievances if requested to

do so by the petitioner(s). In cases of non-reappointment of probationary

faculty members and in disputes regarding tenure, promotion, and dismissal

the request for mediation must be received in writing within 30 days of

notification of an adverse decision and prior to petitioning the Tenure

Promotion and Dismissal Committee. Requests to the Ombuds to mediate in

other grievances should be made prior to petitioning the Faculty Grievance

Page 22

Revision 2.5 – August 30, 2024

Committee. The Ombuds may request a written statement from the parties to

the grievance, administrators, chairpersons, and faculty committees. The

statements should express the reasons for the grievance and the decisions

reached. Such requests from the Ombuds must be honored. Once the

Ombuds has been enlisted as mediator, the Ombuds shall be present at all

meetings between parties to the grievance. If the Ombuds is unsuccessful in

achieving a satisfactory agreement between the parties, or if the faculty

member(s) chooses to terminate the mediation of the Ombuds, the faculty

member(s) may petition the Tenure, Promotion and Dismissal Committee or

the Faculty Grievance Committee. In either situation the Ombuds shall

prepare a report for the appropriate committee indicating that attempts at

mediation have failed and stating the issue(s) between the parties. All parties

to the grievance will receive a copy of the report and will acknowledge receipt

of the copy to the Ombuds.

2. Qualifications and Selection

a. The Faculty Ombuds must be a full-time faculty member holding

tenure with at least ten years experience at Bradley. The Ombuds

shall be granted a three-hour teaching load reduction in each

semester of the regular academic year and compensation for duties

during the summer. Necessary budgetary expenses shall be

arranged through the Office of the Provost and Vice President for

Academic Affairs.

b. Candidates shall be nominated by the President of the University

and the Executive Committee of the University Senate. The

Executive Committee shall solicit, for its consideration, names of

potential nominees from the faculty. The Faculty Ombuds shall be

elected by the tenured faculty. The choice, "None of the above"

shall be included on the ballot. The election shall be conducted by

the Committee on Elections. To be elected, the candidate shall

receive a majority of the votes cast. The Faculty Ombuds shall

have a two-year term. The Faculty Ombuds may not serve on the

Faculty Grievance Committee, Tenure, Promotion and Dismissal

Committee, or Student Grievance Committee. This prohibition of

joint service extends one year after the term as Faculty Ombuds

expires.

c. When the Ombuds has a conflict of interest regarding a particular

case, the Ombuds shall ask the Executive Committee of the

University Senate to appoint a faculty member to act as the

Ombuds’s representative for that case. The representative must be

a full-time faculty member holding tenure with at least ten years

experience at Bradley. The person chosen must be acceptable to

the faculty member(s) whose case is under consideration and to the

Provost and Vice President for Academic Affairs.

6. The Committee on Tenure, Promotion and Dismissal

1. The Committee on Tenure, Promotion and Dismissal shall function only after

the Faculty Ombuds has reviewed the case and a mutual settlement has not

been reached between the faculty member and the administration. At this

Page 23

Revision 2.5 – August 30, 2024

time in the case of the dismissal of a tenured faculty member, it will be

incumbent upon the administration to provide this Committee and the faculty

member with a statement of charges stated with reasonable particularity by

the President or President's delegate. The burden of proof for these charges

lies with the administration. Notice of the formal hearing by the Committee on

Tenure, Promotion and Dismissal shall be given at least 20 days prior to the

hearing. The Committee on Tenure, Promotion and Dismissal shall submit a

written recommendation to the President and the faculty member following

the hearing.

2. The Committee on Tenure, Promotion and Dismissal shall consist of five

members and two alternates who are full-time faculty members holding

tenure. Members shall be nominated by the full-time faculty and elected by

and from the full-time faculty holding tenure. Members shall be elected for

staggered terms of two years. In alternating years, three members and one

alternate member shall be elected and, in the subsequent year, two members

and one alternate member shall be elected. If a vacancy occurs prior to the

completion of a term, the alternate member shall complete that term. A new

alternate member shall be appointed by the Executive Committee of the

Senate to complete the term of the previous alternate. Members may not be

reelected within one year after the expiration of their terms. Furthermore,

they may not serve as the Faculty Ombuds or the Faculty Grievance

Committee simultaneously or before one year after their term expires on the

Tenure, Promotion and Dismissal Committee.

3. This Committee shall select its own Chairperson and shall establish its

internal operating procedures and these procedures shall be made available

to all full-time faculty. (See Tenure, Promotion and Dismissal Committee

Operating Procedures).

7. The Faculty Grievance Committee

1. The function of the Faculty Grievance Committee shall be:

a. To consider grievances submitted to the Committee by faculty members

on matters other than those dealing with tenure, promotion and dismissal;

b. To hold hearings whenever the Committee judges hearings advisable;

c. To forward recommendations, when necessary, to the President of the

University.

2. The Faculty Grievance Committee shall consist of five members and one

alternate who are full-time tenured faculty members, nominated and elected

by and from the full-time faculty. Members shall be nominated and elected by

and from the full-time faculty. Members shall be elected for staggered terms

of two years. In alternating years, three members shall be elected and, in the

subsequent year, two members and one alternate member shall be elected.

If a vacancy occurs prior to the completion of a term, the alternate member

shall complete that term. The new alternate member shall be appointed by

the Executive Committee of the Senate to complete the term of the previous

alternate. Members may not be re-elected within one year after the

expiration of their terms. Furthermore, they may not serve as the Faculty

Ombuds or on the Committee on Tenure, Promotion and Dismissal

Page 24

Revision 2.5 – August 30, 2024

simultaneously or before one year after their term expires on the Faculty

Grievance Committee.

3. This Committee shall select its own Chairperson and shall establish its

internal operating procedures and these procedures shall be made available

to all full-time faculty. (See Faculty Grievance Committee Operating

Procedures).

8. The Committee on University Resources

(Revised on November 15, 2018)

1. The function of the Committee on University Resources shall be:

To support and advance the budget process to ensure the compatibility of

university-wide resource allocations with overall University goals and

strategic priorities by:

a. Reviewing and analyzing policies, projections, procedures and results of

University actions involving the acquisition and allocation of resources to

make prudent data-driven recommendations to align resources with units

(e.g., Academic Affairs, Marketing and Enrollment Management, Student

Affairs, Human Resources, Information Technology, Facilities, Financial

Services, Diversity, Equity, and Inclusion, Advancement, and Athletics);

b. Consulting with and discussing its findings with the University community;

c. Making periodic reports and recommendations to the University Senate

and to the President.

2. The Committee on University Resources shall consist of seven members.

Four members shall be appointed by the Executive Committee of the Senate,

two of whom shall be chosen from among those whose training and

experience are in areas relevant to the Committee. The remaining members

shall include the Chief Financial Officer (or an appointee from Financial

Services), one staff member at the Director Level (appointed by the Staff

Council), and a student appointed by the Student Senate.

a. Faculty appointments are made for three-year renewable terms with

staggered terminations;

b. The Chairperson of the Committee shall be elected by the members of

the Committee from the faculty members.

9. The Committee on Admissions and Retention

1. The functions of the Committee on Admissions and Retention shall be:

a. In consultation with the Division of Enrollment Management, to review

policies and practices to achieve enrollment goals;

b. In consultation with the Divisions of Student Affairs and Academic Affairs,

to review policies and practices to achieve retention and graduation

goals;

Page 25

Revision 2.5 – August 30, 2024

c. To review the effectiveness of admission and retention practices and to

report findings and recommendations to the appropriate University offices

and to the Senate;

d. To review University policies and decisions that affect the total University

climate with respect to enrollment and retention of students.

2. The Committee on Admissions and Retention shall consist of:

a. One full-time faculty member from each of the undergraduate Colleges,

nominated by the Dean of the College for recommendation by the

Executive Committee;

b. One representative from the Division of Enrollment Management to be

recommended by the Vice President for Enrollment Management;

c. One representative from the Division of Student Affairs to be

recommended by the Vice President for Student Affairs;

d. One student selected by the Student Senate;

e. The Director of Orientation, Testing, and Advisement, who shall serve ex

officio;

f. Members shall serve for two-year staggered terms.

3. The Chairperson of the Committee shall be elected by and from the members

of the Committee. Members shall serve for two-year staggered terms.

10. The Committee on Contractual Arrangements

1. The functions of the Committee on Contractual Arrangements shall be:

a. To work with and act in advisory capacity to the Administration in

establishing the best possible contractual arrangements for faculty and

administrators;

b. To act as a vehicle for communication between the Administration and

the faculty and administrators. The Committee shall receive, review and

make recommendations concerning all changes proposed in contractual

arrangements for faculty and administrators including but not limited to

those contractual arrangements governing retirement and benefits. It shall

gather information from within and outside the University. It shall consult

with and discuss its findings with faculty, administrators, and

Administration;

c. To be responsible for recommending to the Senate changes in those

parts of the Faculty Handbook which are related to contractual

agreements. It shall receive, review and make recommendations

regarding all contractual changes proposed for these sections of the

Faculty Handbook. These changes in the Faculty Handbook shall be

approved by Senate, the President of the University, and if necessary, by

the Board of Trustees.

Page 26

Revision 2.5 – August 30, 2024

2. To meet at least annually with the Provost and Vice President for Academic

Affairs in order to discuss current contractual arrangements;

3. The Committee shall be composed of six members. The University Senate

shall elect three members from the full-time faculty, and the Executive

Committee of the Senate shall appoint one faculty member with expertise in

areas relevant to the Committee and two administrators (one from Human

Resources and one from Business Affairs). These appointments are subject

to Senate approval. At least one member must be a member of the

University Senate. Committee members shall serve for staggered three-year

terms which begin at the start of the Fall semester. The committee shall elect

a chairperson and secretary at its first meeting in the Fall semester.

11. The Committee on Sabbatical Leave

1. The function of the Committee on Sabbatical Leave is to review and evaluate

all applications for sabbatical leave and make recommendations to the

Provost and Vice President for Academic Affairs.

2. The Committee is composed of the following faculty members elected from

and by the full-time faculty for two-year staggered terms of their respective

units:

a. One member from the College of Business Administration;

b. One member from the College of Communications and Fine Arts;

c. One member from the College of Education and Health Sciences;

d. One member from the College of Engineering and Technology;

e. One member from the College of Liberal Arts and Sciences.

3. The Committee shall elect its own Chairperson and establish its internal

operating procedures and those procedures shall be made available to all

full-time faculty.

12. The Committee on Continuing Education and Professional Development

1. The function of the Committee on Continuing Education and Professional

Development shall be:

a. To provide guidance for all aspects of programs in the Division of

Continuing Education and Professional Development;

b. To review when appropriate all courses offered for credit in the Division.

Courses traditionally offered by departments of the colleges, and the

instructors thereof, shall receive prior approval by the department

chairperson and Dean of the College in which the subject is traditionally

taught;

c. To review when appropriate all non-credit courses and programs, and the

instructors thereof;

Page 27

Revision 2.5 – August 30, 2024

d. To report to the Senate all actions affecting the academic goals of the

Division and policies relating to their achievement.

2. The Committee shall consist of the Executive Director of the Division of

Continuing Education and Professional Development, who shall serve as

Chairperson, one full-time faculty member elected from each college, and the

Director of Graduate Education, ex officio. Elected members shall serve

three-year staggered terms. Each college shall determine its own procedure

for electing its representative.

13. The Committee on Diversity and Equity

(Revised on April 18, 2002, October 18, 2018, and on November 15, 2018)

1. The function of the Committee on Diversity and Equity shall be to review and,

where appropriate, recommend practices and policies for the purpose of (a)

enhancing the diversity of the faculty and student body through recruitment,

retention, and other appropriate strategies, and (b) protecting individuals from

discrimination and harassment based on age, color, creed, disability,

ethnicity, gender, gender identity and expression, marital status, national

origin, race, religion, sex, sexual orientation, or veteran status. The

Committee shall make recommendations to the University Senate and to the

administrative officers involved in the implementation of affirmative action

policies. To accomplish its objectives, the Committee shall periodically solicit

and review reports from administrative officers, University Senate, university

committees, and others involved in diversity and affirmative action policies.

2. The Committee shall be composed of nine members. Six members shall be

appointed by the Executive Committee subject to approval by the Senate.

One member shall be appointed by the Provost and Vice President for

Academic Affairs and one member by the Vice President for Legal Affairs.

One member shall be a student selected by the Student Senate.

Appointments are for three-year renewable terms with staggered

terminations.

3. The Committee shall elect its own Chairperson and establish its internal

operating procedures and those procedures shall be made available to the

campus community.

14. Student Grievance Committee

(Revised on May 4, 2005)

1. The function of the Student Grievance Committee shall be:

a. To conduct formal hearings, upon request of a student or faculty member,

concerning allegations of unfair, prejudicial or capricious evaluation or

treatment of the student by a faculty member in an academic role;

b. To conduct formal hearings, upon request of a student concerning

allegations of unfair treatment or unlawful discrimination in any form in

Page 28

Revision 2.5 – August 30, 2024

their services and program offered to Bradley students (full or part-time)

by any faculty member;

c. To submit findings to the Provost or other appropriate academic officer.

Should the committee find evidence that the grievance was appropriate, it

will forward specific suggestions for rectifying such evaluation or

treatment.

2. The Student Grievance Committee shall consist of:

a. Five faculty members who shall be elected to three-year renewable terms

on a staggered basis. The faculty of each College of the University shall

elect one of its members to serve on the Committee. An additional

graduate faculty member shall be appointed from the Executive

Committee of the Graduate Faculty by the Director of Graduate Education

to hear cases involving graduate students.

b. Two students appointed annually for one-year terms. One of the students

shall be a member of the Student Senate Academic Affairs Committee

appointed by the Student Senate. The other student shall be a member

of the Graduate Advisory Committee appointed by the Director of

Graduate Education.

3. The Committee shall elect its own Chairperson and establish its internal

operating procedures in accord with the published Student Grievance Policy

and the various policies on affirmative action, discrimination, etc., and these

procedures shall be made available to all faculty and students.

15. Strategic Planning Committee

(Revised on November 15, 2018)

1. The function of the Strategic Planning Committee shall be:

a. To review and evaluate all units of the University;

b. To make recommendations consistent with the mission and goals of the

University to the University Senate regarding these units;

c. To project future needs by monitoring changing trends likely to have an

impact upon the University in fulfilling its mission.

2. The Strategic Planning Committee shall consist of the following:

a. Ex officio members:

1) The Provost and Vice President for Academic Affairs who shall

serve as co-chairperson;

2) The President of the University Senate;

3) A representative from Student Affairs appointed by the President in

consultation with the Provost and Vice President for Academic

Affairs and the Vice President for Student Affairs;

Page 29

Revision 2.5 – August 30, 2024

4) A representative from Business Affairs appointed by the President in

consultation with the Vice President for Business and Planning;

5) A representative from Enrollment Management appointed by the

President in consultation with the Provost and Vice President for

Academic Affairs and the Vice President for Enrollment

Management;

6) A dean of one of the colleges who is elected by and from the

academic deans;

7) The Chairperson of the Senate Committee on University Resources;

8) The Vice President for Advancement.

b. Elected members of the full-time tenured faculty:

The Committee on Elections shall conduct elections by and from each

College. Members shall be nominated by the full-time faculty of the

respective College and elected by and from the full-time faculty of that

College for three-year staggered terms. If a vacancy occurs prior to the

completion of a term, the Dean of that College, in consultation with the

College Executive Committee, shall appoint a replacement from the full-

time tenured faculty of that College subject to ratification by the Executive

Committee of the Senate. The appointee shall complete the unexpired

term.

c. Elected members of the full-time tenured faculty:

The Committee on Elections shall conduct elections by and from each

College for three-year staggered terms.

1) One member from the College of Business Administration;

2) One member from the College of Communications and Fine

Arts;

3) One member from the College of Education and Health

Sciences;

4) One member from the College of Engineering and Technology;

5) Two members from the College of Liberal Arts and Sciences.

d. Student members:

The Student Senate Executive Board, with the approval of the Student

Senate, shall appoint two students to one-year terms. A graduate student

should be appointed, either as one of the two students, or in addition to

the two undergraduate students.

e. Appointed members of the full-time tenured faculty:

Page 30

Revision 2.5 – August 30, 2024

1) The President, in consultation with the Provost and Vice

President for Academic Affairs, shall appoint three faculty to

three-year terms.

2) A tenured faculty nominated by the Senate Executive Committee

and approved by the Senate who shall serve as the co-

chairperson for the duration of the strategic plan. The co-chair

will receive a one course reduction per year during the academic

year.

The operative procedures for the Committee and any subsequent

changes thereof are subject to Senate affirmation and shall be included in

the Faculty Handbook. (See Strategic Planning Committee Operation

Procedures).

Each College shall establish a strategic planning committee. The College

committee shall be chaired by the Dean of that College. The elected

faculty representative(s) to the Strategic Planning Committee shall serve

as ex officio members of the College committee. Each College may

define additional membership and the role that the College committee

shall play in reviewing unit reports required by the Strategic Planning

Committee.

16. Committee on International Initiatives

1. The Standing Committee on International Initiatives shall:

a. Support and enhance an informed and internationalized

curriculum, opportunities to participate in global learning, and

international academic experiences.

In order to accomplish the foregoing objectives, the committee shall:

i. Oversee campus internationalization, including global

initiatives in curriculum design, campus programming intended

to increase global awareness, faculty and student

development, and cross-cultural competency;

ii. Enhance education abroad opportunities, including semester-

and year-long study abroad; Interim Programs Abroad; and

short-term international experiences, including internships,

service learning, and other experiential learning abroad;

iii. Evaluate international academic partnership agreements;

iv. Support international student and scholar services;

v. Identify mechanisms that can provide stable funding for

international initiatives, including development strategies within

the colleges and across the University;

vi. Partner with other associated areas within the University that

have a direct or indirect bearing on campus

internationalization, education abroad, international student

Page 31

Revision 2.5 – August 30, 2024

and scholar services, and the integration of global learning

and cross-cultural competency into the University’s curriculum,

programs, and academic community; and partner with

organizations representing an international campus-

community constituency, such as Peoria Area Friends of

International Students (PAFIS) and Peoria Area World Affairs

Council (PAWAC).

b. To facilitate the implementation of initiatives relevant to

internationalization and global learning in current University Strategic

Plan, and to play a crucial role in developing initiatives for future

University Strategic Plans.

2. The Committee on International Initiatives shall consist of the following:

a. Faculty or staff members appointed by the Dean of the respective

Colleges for staggered three-year terms:

i. One member from the College of Business;

ii. One member from the College of Communications and Fine

Arts;

iii. One member from the College of Education and Health

Sciences;

iv. One member from the College of Engineering and

Technology;

v. One member from the College of Liberal Arts and Sciences.

b. Faculty or staff members appointed by the department chairs or

directors of those academic programs with explicitly

internationalized/globalized curriculum for three-year terms:

i. One member from International Business;

ii. One member from the Institute of International Studies;

iii. One member from World Languages and Cultures.

c. Ex-officio members:

Page 32

Revision 2.5 – August 30, 2024

i. The Director of Education Abroad;

ii. The Director of the Office of International Student and Scholar

Services;

iii. The Senior Associate Director of Admissions and International

Coordinator;

iv. The Executive Director of Diversity and Inclusion;

v. The Executive Director for the Center for Teaching Excellence

and Learning (CTEL).

d. Other committee member:

i. One faculty or staff member appointed by the Provost and

Senior Vice President for Academic Affairs.

e. The Chairperson will be elected from the committee membership.

17. Academic Review Board

1. The function of the Academic Review Board shall be to:

a. Make decisions, and report said decisions to the Provost, in following three

areas:

i. Reinstatement of undergraduate students who have been academically

dismissed from the University.

ii. Waivers of University graduation requirements on a case by case

basis.

iii. Academic Forgiveness Policy.

b. Meet to review student petitions as needed to meet academic deadlines for

reinstatement and graduation.

c. Summarize and report petition trends and committee decisions to the

Provost.

2. The membership and roles of the ARB committee members shall consist of the

following:

a. Two tenured faculty members from each academic college appointed by

the Dean and 1 representative from the Division of Student Affairs

appointed by the Provost in consultation with the Vice President for

Student Affairs to serve a term of 3 years renewable. Terms should be

staggered to ensure continuity on the committee.

b. Ex Officio nonvoting members: Associate Provost, an associate Dean

selected in consultation with the Council of Deans

Page 33

Revision 2.5 – August 30, 2024

c. Committee members elect the Chair from the faculty members of the

committee to a term of 3 years renewable.

i. The Chair receives petitions, calls committee meetings, documents and

stores committee minutes and committee decisions, and keeps

student forms and meeting dates current on the Registrar’s web

page.

3. Appeals of decisions of the Committee rendered under 1, above, are made to

the Provost. If, upon appeal, the Provost rejects a decision of the Committee,

the reasons for doing so will be reported to Committee. At the request of the

Committee, the Provost will meet with the Committee to explain the reasons

for overriding its decision. Thereafter the Provost will notify the petitioner of

the decision.

ARTICLE VI - ELECTIONS

1. Timing of Elections for Senate Membership

Elections for membership in the Senate shall be held prior to the first meeting of

the Senate in May.

2. Timing of Elections for Senate Officers and Members of Executive

Committee

Elections for officers of the Senate and members of the Executive Committee

shall be held at the May meeting.

3. Election of Members of Standing Committees

Election of members of standing committees except the Executive Committee

shall be held prior to the September meeting. The Agenda for the September

meeting shall include approval of all committee memberships recommended by

the Executive Committee, except for that of the Committee on Elections, which

shall be on the Agenda of the previous May meeting.

4. Procedures for Elections by Committee on Elections

The following procedures shall be followed in the elections conducted by the

Committee on Elections under Article V, Section 4, Paragraph c. of this

Constitution:

1. The Committee shall place on the ballot the name of any qualified faculty

member who presents a nominating petition with the signature of at least

one eligible nominator;

2. Both nominating petitions and election ballots shall be distributed to all

eligible faculty one week prior to their respective due dates;

3. The Committee on Elections will arrange the method of distribution and

collection of nominating petitions and ballots. The committee may have

the Deans' Offices, or comparable administrative offices, assist in the

distribution and collection process;

Page 34

Revision 2.5 – August 30, 2024

4. Qualified write-in candidates may be elected;

5. If no faculty members petition for candidacy, the Executive Committee

shall nominate persons to fill those positions on the ballot that would

otherwise have no candidates for election.

5. Procedures for Elections by Colleges

College elections of representatives to the University Senate and elected

members of University Senate standing committees (Committee on Curriculum

and Regulations, Committee on Sabbatical Leave, Committee on Continuing

Education and Professional Development, and Student Grievance Committee).

1. Consistent with the Faculty Handbook, the faculty of each college shall

decide how the college's representatives to the University Senate and its

standing committees will be elected.

2. Elections shall be held:

a. At the completion of a faculty member's term;

b. When a faculty member resigns and more than one semester

remains in the faculty member's term;

c. When a faculty member temporarily withdraws from service (e.g.,

leave of absence, sabbatical leave) for more than one semester.

3. Appointments:

a. When a faculty member resigns and only one semester remains in

the faculty member's term, the head of the unit that elected the

faculty member may appoint a replacement to finish the term;

b. When a faculty member temporarily withdraws from service and the

withdrawal will last only one semester, the head of the unit which

elected the faculty member may appoint a temporary replacement.

4. The election procedures employed by each college to elect

representatives to the Senate and its standing committees shall:

a. Solicit nominations from all eligible faculty;

b. Allow a suitable time period for balloting;

c. Allow qualified write-in candidates to be elected;

d. Allow the head of the unit in which the election occurs (e.g., Dean,

Chairperson) to nominate candidates when, at the end of the

nomination period, there are fewer candidates than positions on the

ballot.

ARTICLE VII - AMENDMENTS

Page 35

Revision 2.5 – August 30, 2024

1. Proposal, Discussion, and Vote

Any member of the Senate may propose amendments to this Constitution at any

regular meeting, or at any special meeting for which the call states that such

amendments will be considered. An amendment may be discussed at the

meeting at which it is proposed, but shall not be voted on until the following

meeting. A vote of two-thirds of those present and voting shall be required for

adoption.

2. Adoption of Amendments at Same Meeting

An amendment may be adopted at the same meeting at which it is presented

only if the proposed text is in the hands of the membership 48 hours before the

time of the meeting, and if the amendment is approved by a vote of two-thirds of

the total membership of the Senate.

Page 36

Revision 2.5 – August 30, 2024

II. FACULTY

Process 1) is used to make changes in Chapter II. except where noted.

A. Statement on Faculty Ethics

PROFESSORS, guided by a deep conviction of the worth and dignity of the

advancement of knowledge, recognize the special responsibilities placed upon them.

Their primary responsibility to their subject is to seek and to state the truth as they see it,

and to this end they devote their energies to developing and improving their scholarly

competence. Accepting the obligation to exercise self-knowledge, they practice

intellectual honesty. Although they may follow subsidiary interests, these interests never

seriously hamper or compromise their freedom of inquiry.

AS TEACHERS, professors encourage the free pursuit of learning in their students,

holding before them the best scholarly standards of the discipline. They demonstrate

respect for students as individuals. Adhering to their proper role as intellectual guides

and counselors, they make every reasonable effort to foster honest academic conduct

and to assure that evaluation of students reflects true merit. They respect the

confidential nature of the relationship between professor and student, avoid any

exploitation of students for private advantage, and acknowledge significant assistance

from students. They protect students' academic freedom.

AS COLLEAGUES, professors have obligations that derive from common membership

in the community of scholars. They respect and defend the free inquiry of their

associates. In the exchange of criticism and ideas they show due respect for the

opinions of others, acknowledge academic debts, and strive to be objective in

professional judgment of colleagues. They accept their share of faculty responsibility for

the governance of their institution.

AS MEMBERS OF THEIR INSTITUTION, professors seek above all to be effective

teachers and scholars. They comply with federal, state, and local laws and

regulations applicable to the institution and its operations. Although they observe the

stated regulations of the institution, provided those do not contravene academic

freedom, they maintain their right to criticize and seek revision. They determine the

amount and character of the work done outside the institution with due regard to their

paramount responsibilities within it. When considering the interruption or termination of

their service, they recognize the effect of their decision upon the program of the

institution and give due notice of their intentions.

AS MEMBERS OF THEIR COMMUNITY, professors have the rights and obligations of

any citizen. They measure the urgency of these obligations in the light of responsibilities

to the subject, to students, to the profession and to the institution. When they speak or

act as private persons, they avoid creating the impression that they speak or act for the

college or university. As citizens engaged in a profession that depends upon freedom

for its health and integrity, professors have a particular obligation to promote conditions

of free inquiry and to further public understanding of academic freedom.

AS ADMINISTRATORS, professors practice intellectual honesty. In the exchange of

criticism of ideas they show due respect for the opinions of others. They do not make

false charges against other faculty members.

Page 37

Revision 2.5 – August 30, 2024

B. Faculty Appointment Status

1. Appointments

Appointments to the faculty of Bradley University are made on one of the following

bases:

a. Full-time position eligible for tenure

Procedures and criteria for appointment, evaluation, tenure, promotion, and

dismissal are found in the other sections of this chapter of the Faculty Handbook.

1) Academic Ranks

Lecturer

Instructor

Professorial Ranks

Assistant Professor

Associate Professor

Professor

Distinguished Professor

Appointment to full-time positions eligible for tenure are subject to the criteria

described beginning with Criteria for Tenure and Criteria for Academic

Appointment and Promotion for Tenure-Track Positions.

2) Probationary Appointments

a) Probationary appointments may be for one year, or for other stated

periods, subject to renewal. The total period of full-time service

prior to the acquisition of continuous tenure will not exceed seven

years. No person shall lose or gain any tenure rights on a part-time

appointment or while on leave of absence.

b) Transferability of credit toward satisfying the tenure probationary

period normally may be allowed for full-time teaching experience at

an accredited institution of higher learning up to a maximum of three

years. Under extraordinary circumstances, this limitation may be

waived. Determination of the amount of credit to be transferred

shall be made at the time of initial appointment and shall be the joint

decision of the department of which the faculty member shall be a

member, the Dean of the College of which the department is a part,

and the Provost and Vice President for Academic Affairs.

c) The faculty member will be advised, at the time of initial

appointment, of the substantive standards and procedures generally

employed in decisions affecting renewal and tenure. Any special

standards adopted by the faculty member's department will be

brought to the faculty member's attention. The faculty member will

Page 38

Revision 2.5 – August 30, 2024

be advised of the time when decisions affecting renewal or tenure

are ordinarily made (See Faculty Evaluations), and will be given the

opportunity to submit material which the faculty member believes

will be helpful to an adequate consideration of the circumstances.

d) Each faculty member holding tenure shall lose the rights to tenure

upon resignation. Should such a person be reappointed to a

position eligible for establishment of tenure, the probationary period

may be established at less than seven years upon the

recommendation of the faculty member's department, with the

concurrence of the Dean and the Provost and Vice President for

Academic Affairs. Bradley University's criteria for the granting of

tenure to lecturers and to professorial faculty differ and, therefore,

lecturers are not eligible for promotion to instructor, assistant

professor, or any other position or rank. A lecturer may apply for a

professorial position if she/he has achieved the appropriate

qualifications specific to the vacancy. Should a tenured lecturer

receive an appointment to a professorial position, this shall be

considered a new appointment and the individual's tenure

probationary period for meeting those tenure criteria shall be the

same as for other new appointments.

e) Regardless of the stated term or other provisions of any

appointment, written notice that a probationary appointment is not to

be renewed will be given to the faculty member in advance of the

expiration of the appointment, as follows:

1) Not later than March 1st of the first academic year of service if

the appointment expires at the end of that year; or, if a one-year

appointment terminates during an academic year, at least three

months in advance of its termination;

2) Not later than December 15th of the second academic year of

service, if the appointment expires at the end of that year; or, if

an initial two-year appointment terminates during an academic

year, at least six months in advance of its termination;

3) At least twelve months before the expiration of an appointment

after two or more years of service at the University.

f) A faculty member in the probationary period must be notified not

later than March 1st of the sixth year of service with the University if

the faculty member will or will not be offered tenure at the beginning

of the seventh year. If tenure is not granted, the faculty member will

be offered a one-year terminal contract for the seventh year. The

signing of the terminal contract does not diminish in any way the

faculty member's right to appeal the tenure decision.

A faculty member who has been granted a one year extension of

the probationary period according to the policy on extending the

probationary period must be notified not later than March 1st of the

seventh year of service with the University whether the faculty

member will or will not be offered tenure at the beginning of the

Page 39

Revision 2.5 – August 30, 2024

eighth year. The signing of the terminal contract does not diminish

in any way the faculty member's right to appeal the tenure decision.

g) When a faculty recommendation or a decision not to renew a

probationary appointment has first been reached and forwarded to a

higher administrative level, the faculty member involved will be

informed of that recommendation or decision in writing by the body

or individual making the initial recommendation or decision, and, if

he or she requests, the faculty member will be advised of the

reasons which contributed to that decision. The faculty member

may request reconsideration by the recommending or deciding

body.

h) If the faculty member so requests, the reasons given in explanation

of the non-renewal will be confirmed in writing.

i) Insofar as the faculty member alleges that the decision against

renewal by the appropriate faculty body was based on inadequate

consideration, The Committee on Tenure, Promotion and Dismissal

will determine whether the decision was the result of adequate

consideration in terms of the relevant standards of the University.

The burden of proof that adequate consideration was not given to

the faculty member's qualification will rest with the faculty member.

The Committee on Tenure, Promotion and Dismissal will not

substitute its judgment on the merits for that of the faculty body. If

the Committee on Tenure, Promotion and Dismissal believes that

adequate consideration was not given to the faculty member's

qualifications, it will request reconsideration by the faculty body,

indicating the respects which it believes the consideration may have

been inadequate. It will provide copies of its findings to the faculty

member, the faculty body, and the President. (For cases of non-

renewal on other than professional grounds, see Termination of

Employment and Tenure, Promotion and Dismissal Committee

Operating Procedures).

3) Joint appointments

Faculty members holding a joint appointment will have responsibilities in

multiple units, but one academic department must be designated as primary.

Prior to offering a joint appointment, all units must agree upon a strategy for

assigning the faculty member’s office location(s), research space(s) (if

applicable), and workload (teaching, research, and service expectations

within all units), the proportionate funding strategy for faculty development

activities, the assignment of indirect cost sharing, and a process for

conducting annual evaluations and making tenure and promotion decisions.

The Provost and Senior Vice President for Academic Affairs must approve

the written plan prior to offering the first contract associated with the joint

appointment. If changes need to be made to the agreement, the faculty

member, the chair(s), and the Dean(s) must agree upon the changes and the

Provost and Senior Vice President for Academic Affairs must approve the

revised plan. Whenever a new chair(s), dean(s), or Provost is selected, any

standing agreement(s) remain(s) in effect unless changed by mutual

agreement of all parties.

Page 40

Revision 2.5 – August 30, 2024

b. Full-time and part-time positions not eligible for tenure:

1) In-residence appointments:

Instructor In-Residence

Assistant Professor In-Residence

Associate Professor In-Residence

Professor In-Residence

Distinguished Professor In-Residence

In-residence faculty teaching at the graduate level should have a terminal degree

or a master’s degree and relevant experience in the field in which they are

teaching. In-residence faculty teaching at the undergraduate level should have a

master’s degree or a bachelor’s degree and relevant experience in the field in

which they are teaching. Situations where professional experience is accepted in

lieu of academic qualifications will be considered based on guidelines

established by each department in consultation with the appropriate Dean and

approved by The University Provost and Senior Vice President for Academic

Affairs.

While there are a variety of circumstances in which an in-residence appointment

may be appropriate for a department, it is expected that they will entail only a

brief association with the University. (See Annual Contracts)

2) Special Appointments:

All special appointments require approval by the Provost and Vice President

for Academic Affairs. Special appointment faculty teaching at the graduate

level should have a terminal degree or a master’s degree and relevant

experience in the field in which they are teaching. Special appointment faculty

teaching at the undergraduate level should have a master’s degree or a

bachelor’s degree and relevant experience in the field in which they are

teaching. Situations where professional experience is accepted in lieu of

academic qualifications will be considered based on guidelines established

by each department in consultation with the appropriate Dean and approved

by The University Provost and Senior Vice President for Academic Affairs.

Special appointments include the following categories:

a. Adjunct Faculty

Individuals with outstanding professional qualifications engaged as

consultants by the University. Adjunct faculty are appointed at a rank

appropriate to the individual's qualifications.

b. Visiting Professor

An individual who holds equivalent rank at some other institution or who is

employed by another organization and meets the academic requirements

for such rank at Bradley University. The individual would be engaged in

Page 41

Revision 2.5 – August 30, 2024

teaching or a combination of teaching-research on either a full-time or

part-time basis. The appointment would be only a brief association with

the University (See Annual Contracts) for a summer, semester, part of a

semester, or a year; and when warranted, reappointment could be

considered.

c. Affiliate Instructor

An individual who meets the qualifications for instructor and who would

regularly or occasionally teach part-time.

d. Research Professor, Research Associate Professor, or Research

Assistant Professor

An individual who meets the requirement for such rank, but whose

responsibility to the University would be principally research activities.

Normally, research appointments are not eligible for tenure, but upon

recommendation by the appropriate administrative officers, tenure may be

granted.

e. Emeritus Status

An individual who, after long service to the University, has retired. This

appointment is made by the President of the University upon

recommendation of the department chairperson, the dean of the college,

and the Provost and Vice President for Academic Affairs. See also

Emeriti Benefits.

1) Policy for Emeritus Appointment

The Emeritus appointment for faculty and administrative professionals

retiring from service at Bradley University is a formal recognition of

meritorious service exceeding the expected norm of performance to

the University, to the community and to the profession.

The rank of Emeritus may be conferred only on retiring persons who

have served on the faculty or in professional administrative positions

for a minimum of fifteen years.

Appointment Procedure:

a) Nominations of faculty candidates are to be submitted to the

Provost and Vice President for Academic Affairs and those

of professional staff to the appropriate Vice President during

the last semester of active service. Although nominations

may be initiated by anyone, it is recommended that they be

processed through the individual's chairperson or director,

and dean or Associate Provost.

b) Documentation of the candidate's qualifications must be

presented with the nomination.

c) The candidate's qualifications will be evaluated by the

Provost and Vice President for Academic Affairs or other

Page 42

Revision 2.5 – August 30, 2024

appropriate Vice President and an ad hoc advisory review

committee including three Emeriti appointed by the Provost

and Vice President for Academic Affairs or other Vice

President. When possible, one member should be

acquainted with the candidate's professional area. In special

cases, the length of service may be waived to recognize

persons who have made distinguished professional

contributions to the University. Recommendations of

Emeritus appointment are then forwarded to the President

and Board of Trustees.

2. Contracts

a. Annual Contracts

1) The annual contract for all full-time teaching faculty, including department

chairpersons, shall normally be for nine months.

2) The terms and conditions of every appointment to the faculty will be stated or

confirmed in writing, and a copy of the appointment document will be supplied

to the faculty member. Any subsequent extensions or modifications of an

appointment, and any special understandings, or any notices incumbent upon

either party to provide, will be stated, or confirmed in writing and a copy will

be given to the faculty member.

3) With the exception of Special Appointments (See Special Appointments, not

eligible for tenure) clearly limited to a brief association with the University,

and reappointments of retired faculty members under special conditions, all

full-time appointments are of two kinds:

a) Probationary appointments;

b) Appointments with continuous tenure.

4) Except for faculty members who have tenure status, all persons with a

teaching or research appointment of any kind will be informed each year in

writing of their appointment and of all matters relative to their eligibility for the

acquisition of tenure.

5) A person appointed to an administrative position as President, Vice President

or Dean shall be eligible for tenure as a member of the faculty, such tenure to

be dependent upon the same rules, procedures and criteria applied to the

faculty.

6) Upon the assumption of full-time faculty duties by a tenured department

member who has been serving in an administrative position, the following

guidelines shall be observed:

a) No termination of appointment of other tenured faculty in the department

shall be made;

b) No termination of appointment of non-tenured faculty or elimination of any

vacancy in the department shall be made if the result is the elimination of

a specialty vital to the curriculum offerings;

Page 43

Revision 2.5 – August 30, 2024

c) No action by the department shall be taken that infringes upon the tenure

rights of that faculty member who has been serving in an administrative

position.

b. Renewal Dates

By March 1st of each year, faculty members who are to be retained for the

following year will be notified in writing the salary they will receive, plus any

special conditions that pertain to their status. Faculty members are expected to

respond by April 1st, indicating their acceptance of the terms and conditions

stated in the letter referred to above, including their agreement to remain with the

University during the period stipulated in the letter (contract).

In unusual instances, and with the approval of the department chairperson, the

dean, and the Provost and Vice President for Academic Affairs, written requests

for short-term extensions beyond the April 1st date may be granted.

Faculty members also will be notified by March 1st of each year of any approved

changes in their professional rank or tenure status, and the effective date of such

changes.

c. Summer and Interim Contracts (Extra-semester Contracts).

1) Determination of all extra-semester employment by the University shall be

made by appropriate department chairpersons with the concurrence of the

appropriate Dean and the Provost and Vice President for Academic Affairs.

2) Separate contracts, as warranted, may also be arranged for administrative

and academic advising duties of academic departments.

3) Contract letters for May Interim and summer teaching, administrative duties,

and academic advising by faculty members will be offered by March 15th,

and accepted or rejected by the faculty member before April 1st. Contracts

for January Interim will be offered by November 15th and accepted or

rejected by December 15th.

4) The Director of Interim and Summer Sessions in consultation with the dean of

each college and with the approval of the Provost and Vice President for

Academic Affairs approve all course offerings for the interim and summer

sessions. The specific courses offered are determined by the college and are

based on the curriculum needs of students with special attention to courses

which must be offered to meet clear prior promises to students (e.g., Co-op

Program obligations).

5) Faculty members contracted to teach approved courses having an enrollment

history of five or more students in the summer and/or interim sessions will

receive compensation independent of enrollment, see 8a below. Should

fewer than five students enroll, making it in the judgment of the chairperson

and dean inappropriate to teach the class in its normal format, the faculty

member shall have the option of choosing an alternative format. When the

course has no enrollment, the faculty member may choose to cancel the

contract or to perform alternative services, such as advising, administration,

or research.

Page 44

Revision 2.5 – August 30, 2024

6) Faculty members contracted to teach approved courses with no enrollment

history, erratic or low enrollment history will receive compensation based on

the enrollment, see 8b below. Should fewer than five students enroll, making

it in the judgment of the faculty member, chairperson, and the dean

inappropriate to teach the class in its normal format, the faculty member shall

have the option of choosing an alternative format.

7) The colleges are encouraged to use the summer and interim semesters for

experimental and innovative courses and teaching. Special additional

opportunities to promote these objectives may be available. Experimental

and innovative summer courses must proceed through the normal

departmental and college course approval processes. Compensation is at

the same rate as for courses that have established enrollment histories, see

8a below.

8) Compensation:

a) Compensation, per credit hour, for summer and interim courses with an

established enrollment history of five or more students will be at a rate of

2 and 1/3% of annual salary regardless of enrollment.

b) For new courses or courses not having an enrollment history of five or

more students during the summer or interim, the compensation, per credit

hour, will be 50% of tuition revenue up to a maximum of 2 and 1/3% of

annual salary. Should five or more students enroll in the course, as

indicated by the Official Registration Report (Third Week Roster), the

compensation, per credit hour, shall be 2 and 1/3% of annual salary.

9) Faculty shall not be contracted for summer employment for more than a total

of two 3- or 4-semester hour courses per 5-week session or equivalent

except in unusual circumstances; e.g., when no other full-time faculty

member is available.

10) The University's sick leave policy does not apply to the summer or interim

contractual obligation. Absences due to illness, injury, or personal reasons

will be processed as deductions from summer compensation.

11) Extra-semester salaries will be paid at the end of each session.

d. Faculty Workload Statement

Bradley University strives to maintain an academic environment that supports

superior teaching, the primary mission of the University, and encourages the

pursuit of professional activities necessary for the continued intellectual

development of its faculty.

Components of a faculty member's workload may include classroom teaching

and laboratory supervision, academic advisement, scholarly research, creative

production, curriculum development, committee assignments, and other

university-related matters expected in the normal performance of one's duties.

The determination of the workload of an individual faculty member should take

into account the uniqueness of that person's skills and abilities and be in accord

with whatever potential contributions to the university and the profession the

individual faculty member is capable of making. It is the responsibility of the

Page 45

Revision 2.5 – August 30, 2024

separate colleges, initially of department chairpersons working with the college

deans and in consultation with the faculty, to determine the most judicious and

productive workload for individual faculty members. It is expected that this

workload will be as consistent as possible with the faculty member's plans for

professional development.

No university-wide detailed description of faculty workloads can take into account

the entire range of faculty activities within their respective departments.

However, it is an objective of workload determination to establish an equitable

distribution among faculty members. This does not mean that all persons will

have exactly the same workload, but that each is treated fairly to optimize

personal growth and contribution to the University. Specific guidelines may be

adopted in individual colleges, and departments for their explicit determination of

faculty members' workloads, subject to the consultation above.

The customary teaching component of workload shall not exceed twelve

semester hours or its equivalent each semester. This is accompanied by such

other professional activities of scholars and academicians as research,

advisement, and committee assignments. Reductions in teaching are provided

for department chairpersons, the President of the University Senate, the

Academic or Faculty Ombuds, etc. Other reductions may be granted to any

faculty member for especially time-consuming research and creative production,

program development, or graduate teaching; these require the approval of the

chairperson, the Dean, and the Provost and Vice President for Academic Affairs.

Special teaching assignments, such as in continuing education, may be accepted

as an overload from time to time, either for additional compensation or for

released time approved for a later date. The governing principles in all workload

determinations are to achieve fairness in relations with the faculty and to

maximize its professional growth and benefit to the University. (Revised March

25, 1999 by adding the words, "the President of the University Senate").

In attempting to make workload determination in light of national trends, Bradley

University takes into account guidelines set forth by such professional

organizations as Committee C of the American Association of University

Professors and relevant accreditation agencies. *

e. Sabbatical Leaves and Leaves of Absence

1) Tenured faculty members are eligible for sabbatical leave after six years of

full-time service on the faculty. Faculty and other stakeholders can refer to

the following website to determine eligibility to apply for sabbatical leave in

the upcoming academic year.

In the case of a faculty member whose tenure package is under review, the

granting of sabbatical leave is contingent upon earning tenure. Unpaid

leaves of absence will not count toward the six years. Sabbatical leaves

carry half salary for the year or full salary for one semester. Faculty members

granted sabbatical leave must agree to return to the Bradley faculty for at

least one year after the expiration of the leave or repay to the University the

amount of salary received while on leave. Application for sabbatical leave

Examples include comments found in Committee C's "Statement on Faculty Workload," found in the

AAUP Bulletin, Vol. 56, Spring 1970, pp. 30-32, as well as contained in the booklet, "Accreditation Council

Policies, Procedures, and Standards 1979-80," of the AACSB.

Page 46

Revision 2.5 – August 30, 2024

must be presented to the department chairperson, who, together with the

dean, will forward the application to the Provost and Vice President for

Academic Affairs. Recommendations and all comments relating to sabbatical

leave applications should accompany the applications through the various

committees to the Provost and Vice President for Academic Affairs.

2) Leaves without pay may be granted upon the recommendation of the

department chairperson, the Dean of the College, and the Provost and Vice

President for Academic Affairs.

3) All requests for sabbatical leave and leaves of absence must be submitted

prior to the deadline indicated in the Calendar of Deadlines.

4) Sabbatical leaves and unpaid leaves of absence may be granted for various

reasons related to professional growth and development including various

creative and scholarly endeavors: research related to teaching and other

professional endeavors, writing, work related to the performing arts, creation

or performance, post-terminal degree study, study and travel abroad, and

study toward a terminal degree. Each request for a sabbatical leave or an

unpaid leave of absence will be judged on its merits, which, together with

other factors, such as financial or other exigencies, will determine the number

of leaves that can be granted in a particular year.

5) In the case of a request for a sabbatical leave for the purpose of study toward

a terminal degree, it is expected that the faculty member submitting the

request will be able to present evidence which is sufficient to indicate a

commitment to the degree, and that the faculty member will be able to

complete it during the period of the sabbatical leave plus one or two

additional summers of study, research and writing.

6) The principal criterion in judging a request for a sabbatical leave is the extent

to which it will enhance the professional competence of the faculty member

and the stature of the University, and the contribution it will make to the

discipline. The past performance of the faculty member will be used as an

important factor in determining the possibility of a successful completion of

the sabbatical leave project. This will include such things as teaching,

research, performing arts presentations, other professional endeavors, and

contributions to the university and the community.

7) If a faculty member is granted a sabbatical leave, it is expected that he or she

will withdraw from all formal assignments with Bradley University. While on

sabbatical leave, participation in university assignments or committees is not

permitted; participation in college or department activities must not be

required, but is permitted.

8) Plans for financial remuneration from any external source such as another

university or agency requiring the rendering of a service must be approved by

all parties involved in the judging of sabbatical leave applications. Violation of

this stipulation will result in termination of financial remuneration from Bradley

University. Normally such employment will not be approved unless it helps

the faculty member to accomplish the objectives of the leave in ways not

otherwise possible. The income received from such gainful employment plus

the stipend received from the University can be sufficient enough to equal the

budgeted University salary for that faculty member, to make up any possible

Page 47

Revision 2.5 – August 30, 2024

salary for summer teaching and to help offset other expenses incurred related

to the sabbatical leave.

9) Upon completion of a sabbatical leave, faculty members shall submit a

written statement to the Dean of their College and to the Provost and Vice

President for Academic Affairs, which statement shall describe the nature of

the activity engaged in, and the extent to which the proposed project was

completed.

10) All insurance benefits for those on paid sabbatical leave are kept in force

automatically unless otherwise specifically requested. Faculty members who

have been granted an unpaid leave of absence may make arrangements to

keep insurance benefits in effect at full cost, except as required by law, to the

faculty member by contacting the Controller's Office at least one month

before such leave becomes effective. The one exception to full continuation

of all benefits is the long-term disability insurance during unpaid leave. Long-

term disability is continued only for leaves for full-time study for an advanced

degree, work in the field of education, or research such as a Fulbright Award,

or foundation grant or government project.

11) When sabbatical leave is not granted, the faculty member should be given

the opportunity to know the reasons for that decision. This information, if

requested, should come from the Provost and Vice President for Academic

Affairs.

12) Under the Family and Medical Leave Act of 1993 (FMLA), employees

may have up to 12 weeks of paid and unpaid, job-protected leave to

"eligible" employees for certain family and medical reasons. Employees

are eligible if they have worked for the University for at least one year and

for 1,250 hours over the previous 12 months. This leave will be granted

to care for the employee's child after birth, or placement for adoption or

foster care, care for the employee's spouse, son, daughter, or parent,

who has a serious health condition or for a serious health condition that

makes the employee unable to perform the employee's job. All paid leave

must be used before unpaid leave begins. Employees are required to

provide a 30-day advance notice when "foreseeable" and a completed

medical certification. Certification forms are available through the Human

Resources Office, 239 Sisson Hall.

f. Professional Consulting

The University recognizes the values of truly professional consulting and

therefore encourages faculty members to seek permission from their chairperson

and dean to engage in such activity provided it will not interfere with assigned

campus duties and will contribute to the professional development of the faculty

member.

The University affirms the principle that any and all consulting by faculty

members should be on a professional level and of a nature consistent with the

faculty member's rank and professional experience. See section II.E.9 on

Conflict of Commitment for a statement on maximum time that can be spent in

compensated professional/commercial activities.

Page 48

Revision 2.5 – August 30, 2024

Where University facilities are used for a faculty member's consulting, realistic

charges for such use of facilities plus 100% overhead must be charged and

should be billed through the Controller’s Office.

The University believes that truly professional consulting is an important activity,

which should be given consideration in the annual evaluation of faculty members.

Faculty are requested, therefore, to report all consulting activities to their

chairperson and to their dean.

3. Compensation

a. Salary Information

Faculty members are paid after 8:30 a.m. on the first of each month, except as

noted below:

1) If the first day of a month falls on Saturday or Sunday, salary checks will be

made available after 8:30 a.m. on the last Friday immediately preceding the

first day of the month;

2) In the month of December, salary checks are available on the last working

day the university is open before the holidays as specified in the University

calendar;

3) Exceptions to the above due to holidays will be communicated by the

Controller's Office;

4) Should a faculty or staff member be absent from the campus on the date that

salary checks are delivered, upon request of the faculty member the check

will be mailed to a specific address or to the bank. In the latter case a mail

deposit slip (and a bank-by-mail envelope, if possible) must be provided;

5) Extra compensation and Grant Contract payments are available for pick-up

after 8:30 a.m. at the Reception Desk located in the Controller's Office, 103

Swords Hall, on the 15th of each month during the REGULAR ACADEMIC

SEMESTERS. If the 15th falls on Saturday or Sunday, checks are available

after 8:30 a.m. on the preceding Friday. NO DIRECT DEPOSIT AVAILABLE.

During SUMMER and INTERIMS, Extra Compensation and Grant Contract

payments are combined with Summer and Interim payments;

6) January or May Interim and Summer Sessions salary checks are available on

the last day of each session after 8:30 a.m. and are distributed to

DEPARTMENTS. NO DIRECT DEPOSIT AVAILABLE;

7) Direct deposit of regular salary checks is available at several local banks

located in the continental U.S. that accept ACH transfers by making proper

arrangements with the Payroll Dept., 229 Sisson Hall;

8) Faculty will receive their contract salary in 12 payments on the first of each

month according to present payment practices.

Page 49

Revision 2.5 – August 30, 2024

b. Extra Compensation Policy

This policy establishes guidelines for determining the rate and amount of extra

compensation that may be received by faculty and administrative staff members

for activities performed through the University.

1) Extra Compensation Rates for Federally Funded Grants and Sponsored

Programs

a) The maximum rate of compensation for work performed by individuals

participating in university-administered federally funded grants and

sponsored programs shall be equal to that received for full-time university

involvement except in cases where the sponsoring agency's policy

specifies otherwise.

b) The maximum rate of compensation for these purposes shall be

determined by the following formulas:

1) For academic year personnel:

Hourly rate = Academic Year Salary divided by 1,560 hours

2) For calendar year personnel:

Hourly rate = Academic Year Salary divided by 2,080 hours

2) Extra Compensation Rates for Non-federally Funded Activities

a) The rate of compensation for participants with full-time academic year

appointments should reflect the scope and difficulty of the project as well

as the relative compensation for similar projects in the area of study.

Unless prior approval is obtained from the Provost and Vice President for

Academic Affairs, the hourly rate of compensation cannot exceed twice

the maximum hourly rate for federally funded programs. This policy

concerning rates of compensation will also apply to participants involved

in projects outside of the nine-month academic year.

b) Individuals on administrative contracts shall not receive extra

compensation from performance of administrative duties associated with

sponsored research or programs.

c) Unclassified staff on twelve-month appointments as research associates

(without faculty, professional, or administrative status) shall not receive

extra compensation for the performance of sponsored programs.

3) Number of Hours for Which Extra Compensation Can Be Obtained

During the period of time in which participants are under full-time

appointments, they are expected to carry out their contractual obligations to

the University.

a) A participant who receives extra compensation through the University is

limited to eight hours per week during the full-time appointment contract

period except for holiday, vacation, or (for faculty) interim periods. During

vacation, holiday, and (for faculty) interim periods, extra compensation is

Page 50

Revision 2.5 – August 30, 2024

limited to 40 hours per week. The extent and distribution of this time

commitment shall have the approval of the appropriate chairperson,

director or immediate supervisor and dean. The total time committed to

professional consulting, continuing education commitments, and for

grants and sponsored programs is not to exceed eight hours per week

during periods in which participants are under full-time appointment, with

the exception of holiday, vacation and (for faculty) interim periods;

b) During the summer, participants will be limited to 40 hours per week;

c) Teaching a three-semester-hour course during the January Interim or a

three-week summer session will be treated as a 40 hour per week

commitment. Each three-semester-hour course taught during a five-week

summer session will be treated as a 20 hour per week commitment.

4) Time and Expense Forms

All personnel receiving compensation will at appropriate intervals be required

to fill out time and expense forms as requested by the University and/or

sponsoring agency.

5) Hardship

This policy can be modified on an individual-case basis, where its

enforcement would result in an unnecessary hardship on a faculty member,

program, or the University. All such modifications will require prior approval

by the participant's department chairperson, the dean, and the Provost and

Vice President for Academic Affairs.

c. Summer and Interim Compensation

1) Compensation, per credit hour, for summer and interim courses with an

established enrollment history of five or more students will be at a rate of 2

and 1/3% of annual salary regardless of enrollment.

2) For new courses or courses not having an enrollment history of five or more

students during the summer or interim, the compensation, per credit hour, will

be 50% of tuition revenue up to a maximum of 2 and 1/3% of annual salary.

Should five or more students enroll in the course, as indicated by the Official

Registration Report (Third Week Roster), the compensation, per credit hour,

shall be 2 and 1/3% of annual salary.

3) Faculty shall not be contracted for summer employment for more than a total

of two 3- or 4-semester hour courses per 5-week session or equivalent

except in unusual circumstances; e.g., when no other full-time faculty

member is available.

4) The University's sick leave policy does not apply to the summer or interim

contractual obligation. Absences due to illness, injury, or personal reasons

will be processed as deductions from summer compensation.

5) Extra-semester salaries will be paid at the end of each session.

Page 51

Revision 2.5 – August 30, 2024

d. Benefits

(Procedures for changing and revising this section is different from the other

sections and falls under )

No provision of this Faculty Handbook shall be construed as requiring the

University to provide any benefit to or for any dependent of an employee unless

expressly provided for in a University benefit plan or required by law.

1) Fringe Benefits

Coverage of all fringe benefits shall be for the full academic year with

contributions by the individual faculty member and the University based on

the current University policy.

a) Social Security

Bradley University participates in the Social Security Program providing

retirement, disability, or death benefits. It is necessary for all new faculty

members to report their social security number and income tax exemption

information to the Human Resources Office. (Additional insurance plans

which provide for retirement; death and other benefits are described

below.)

b) TIAA-CREF Retirement Annuity Plan

The University participates in a retirement annuity program carried with

the Teacher's Insurance and Annuity Association of New York (TIAA-

CREF). Full-time employees for a regular contract year - regular contract

refers to the nine-month academic year contract for faculty and the 12-

month contract for administrative and professional staff - who were

enrolled in this plan before coming to Bradley University, or who meet the

year of service requirement, - the term "year of service" means a 12-

month period immediately preceding the employee's date of employment

with Bradley University during which the employee was employed in a

regular non-student capacity and worked 1,000 or more hours with a four-

year bachelor degree granting institution of higher education - are eligible

to participate in the plan upon arrival by contributing a minimum of 5% of

base salary. This amount is matched by the University.

Full-time employees for the regular contract year who do not meet the

above, are eligible to participate after one year of service from the date of

employment. Contribution of more than 5% of base salary may be

contributed to purchase additional annuity benefits. However, University

contributions are limited to 5%.

Faculty contributions may be either tax-deferred or non-tax-deferred.

Tax-deferred contributions are limited by tax law.

For full details about the plan consult the brochure entitled, YOUR

RETIREMENT ANNUITY, available in the Human Resources Office. Any

additional questions should also be directed to the Human Resources

Office.

Page 52

Revision 2.5 – August 30, 2024

Tax-Deferred Annuities (Additional or Supplemental Retirement

Annuities)

Contributions to this Plan are made on a tax-deferred annuity (TDA) basis

in addition to any contributions which may be made to Bradley

University's plan. There are no contributions from the University. All

employees except students and employees with retirement benefits

provided under a collective bargaining agreement are eligible to begin

participation on the first of the month following employment. To

participate in this Plan, an eligible employee must complete the

necessary enrollment form(s), as well as a Salary Reduction Agreement,

from the Human Resources Office. Under this agreement, the

employee's salary is reduced and the amount of the reduction is applied

as premiums to the TDA. Limitations on TDA contributions are subject to

IRS limitations.

c) Flexible Spending Plan

The Flexible Spending Plan is a voluntary plan that allows a full-time

employee to pay for various employee benefits to be paid with "pre-tax"

dollars. Items such as medical and dental expenses, not covered by

health and dental insurance, and dependent care expenses can be

applied to the Flexible Spending Plan.

Annually, each employee elects how much is to be set aside from each

paycheck. Any uncommitted balances at the end of the plan year are

forfeited. The Summary Plan Description with additional information can

be found on the Human Resources Office website.

d) Group Life / Accidental Death and DismembermentvInsurance

The University makes life insurance available to all regular, full-time

employees. There are two plans - Basic Life Insurance and Voluntary

Life Insurance. Employees must participate in the Basic plan in order to

enroll in the Voluntary plan.

The University contributes toward the premium for the basic life insurance

plan. Voluntary life insurance premiums are paid entirely by the

employee. Eligibility for participation is effective on the first of the month

following the date of employment. Benefits paid under the life insurance

plan, and other topics are described in the plans’ Summary Plan

Description that can be found on the Human Resource Office website.

e) Medical, Dental & Vision Insurance

The University offers a health and dental plan, or stand-alone dental and

vision plans to eligible employees and their eligible dependents. The cost

of the health plan is shared with employees. Contribution levels are

reviewed on a regular basis and are subject to change.

Eligibility for participation is effective on the first of the month following the

date of employment. Benefits paid under the life insurance plan, and

other topics are described in the plans’ Summary Plan Description that

can be found on the Human Resource Office website.

Page 53

Revision 2.5 – August 30, 2024

Current full-time employees participating in one of the health insurance

programs are eligible to continue their coverage upon retiring at age 62 or

older with at least 10 years of service, provided they continue to pay their

portion of the monthly premium on the same basis as that for active

employees.

In the case of the death of an employee who has served the University for

ten or more years and was covered by a University medical plan at the

time of death, the surviving spouse may, if having reached the age of 55,

continue the plan at a rate of 102% of cost until eligible for Medicare. The

surviving spouse will bear the cost. For full details, call the Human

Resources Office, extension 3223.

f) Sick Leave / Short Term Disability

During the regular contract year - regular contract refers to the nine-

month academic year contract for faculty - for absences due to accident,

sickness or pregnancy of an employee, or immediate family, - "immediate

family" shall include: grandparent, grandparent-in-law, brother, brother-in-

law, sister, sister-in-law, child, step-child, daughter-in-law, son-in-law,

father, father-in-law, mother, mother-in-law, spouse, grandchild, and legal

guardian - full-time regular employees' salary payments will be continued

by the University for up to 30 days.

The University provides short-term disability to all full-time exempt

employees for absences due to a medical leave. The policy is

administered by a third-party carrier who reviews all claims submitted and

approves the benefit to be paid out. This is a free benefit provided by

Bradley University. The Summary Plan Description with additional

information can be found on the Human Resources Office website.

While on an unpaid medical leave of absence, insurance coverage

continues on the same basis that existed at the time the unpaid medical

leave of absence was granted, provided the employee makes monthly

premium payments. The University will continue to pay its portion of the

health, life, and long-term disability insurance premiums for the first three

months of the leave, or longer as may be required by statute. You are

responsible for 100% of insurance premiums for any additional leave

granted (except as may be required by the FMLA or other statutory

leave).

This policy will be interpreted in accordance with any requirements of the

Family and Medical Leave Act, other applicable statutory leaves, and our

Reasonable Accommodation Policy. See the FMLA and other statutory

leave policies for additional information.

g) Long Term Disability

The University offers long term disability insurance to all regular full-time

employees, and we contribute toward the premium and contributions are

subject to change. Employees scheduled to work nine months, but less

Page 54

Revision 2.5 – August 30, 2024

than twelve months, are responsible for paying their portion of the benefit

premium during the months they are not scheduled to work.

Eligibility for the plan begins after one year of continuous employment or

immediately if starting at the university within three months of leaving

another group total disability insurance plan. Plan provisions are

described in the plans’ Summary Plan Description that can be found on

the Human Resource Office website.

h) Worker's Compensation Insurance

Worker's compensation insurance is carried by the University. Faculty

members should contact the Human Resources Office for additional

information. Accidents should be reported to the Human Resources Office

within the first 24 hours following the accident.

i) Unemployment Compensation Insurance

Unemployment compensation insurance is carried by the University. This

coverage does not provide benefits during the summer months for faculty

who have contracted with the University for the following fall semester.

Faculty should contact the Human Resources Office for further

information.

j) Public Accident Liability Insurance and Indemnification

The University provides coverage for accidents relating to matters of

property and casualty loss. Because of the diverse circumstances that

can occur it is not practical to describe the form, nature and applicability

of all coverage in this document. The University does defend and

indemnify its employees from claims of civil liability arising from work

performed by them while discharging their University assigned

responsibilities. This indemnification applies only when the act or

omission-giving rise to the claim of liability, when reviewed by a

reasonable and prudent person, would be considered to be within the

employee's assigned responsibilities.

k) Tuition Provisions for Faculty and Administrative Staff

(Revised on April 15, 1999 and on November 6, 2009)

1) Those eligible for tuition remission include:

a) Employees classified as Regular Full-time Employees (defined

as employees who work a minimum of nine (9) months per year

and 30 hours per week who have completed 365 calendar days

of service in the classification, and are on active payroll. This

definition of employee is referred to in the following sections (k1

through K11);

b) The spouse of the employee who is married to the employee on

the first day of the academic term for which benefit is being

requested;

Page 55

Revision 2.5 – August 30, 2024

c) The dependent(s) of the employee who qualifies for admission

to Bradley University. Dependent is a natural child, adopted

child, stepchild, or legal ward of an eligible employee who was

claimed as a dependent on the employee's most recent federal

tax return.

Otherwise eligible children of eligible employees not claimed on

the employee's most recent federal tax return due to divorce or

legal separation agreements are considered eligible

dependents.

2) The employee may take a maximum of 6 semester hours of

undergraduate and graduate courses per session at $5.00 per

semester hour. Courses may be taken during one's scheduled work

period with supervisor's approval.

3) The spouse of an employee may take graduate courses at $5.00

per semester hour if classroom space is available.

4) The employee's dependents and spouse are eligible for tuition

remission for undergraduate courses based on the following number

of years of full-time service:

During 1st year: 0%

During 2nd year: 25%

During 3rd year: 50%

During 4th year: 75%

After 4th year: 100%

5) A full-time employee's dependents are eligible for graduate course

tuition remission of 50% if classroom space is available.

6) Tuition remission for all personnel shall be on the same basis during

the summer and interim sessions as for the regular school year.

Tuition remission participants may not be counted as part of the

required number of students to begin a class.

7) A deceased employee's dependents will be eligible for

undergraduate and graduate course tuition remission based upon

the number of years of full time service as defined in subpart

II.B.3.d.1)k)4).

8) A full-time employee's dependents at the time of retirement or

University-initiated release from the University (except for cause)

will be eligible for undergraduate and graduate course tuition

remission if the employee served the University full-time for 10

years or more.

9) Full-time employees who are exempt from the Fair Labor Standards

Act and their spouses and dependents shall pay 2/3 of the fee for

Applied Music.

10) Part-time faculty members, their spouses and dependents may

receive remission of tuition on the basis of one hour of

undergraduate credit for each semester hour taught, and one hour

Page 56

Revision 2.5 – August 30, 2024

of graduate credit for each two semester hours taught. The

privilege of accumulating tuition remission credit will commence

after a part-time faculty member has taught nine semester hours.

Tuition remission records for part-time faculty are maintained in the

Office of the Provost and Vice President for Academic Affairs.

11) No application fees shall be required for those who are eligible for

tuition remission.

12) Any and all exceptions to these regulations must have the approval

of the President. In order that registration may be processed

promptly, any request for exception should be made in ample time

for consideration to be given before the applicant appears for

registration.

13) A Tuition Remission Application form must be completed at the

Financial Assistance Office by each participant in tuition remission

so that the appropriate credit is posted to the student's registration

form. The Tuition Remission Application will be available during the

registration period. The Financial Assistance Office may request

the participant to present the employee's I.D. card in order to verify

eligibility.

14) The above procedure is applicable each session of school and

applies only to courses offered on-campus.

15) The Division of Continuing Education and Professional

Development may permit Bradley employees, spouses and

dependents to attend noncredit community service courses,

institutes, seminars or extension courses at reduced rates.

16) Applicants will be asked to certify compliance with the above

eligibility requirements.

17) Tuition remission for graduate courses may be a taxable benefit. For

more information on taxability of such benefits, reference 26 U.S.

Code § 127 - Educational Assistance Programs.

l) Tuition Exchange Program

(Revised on April 15, 1999 and on May 6, 2009)

Bradley University participates in the Tuition Exchange,

https://www.bradley.edu/offices/student/sfs/financial-assistance/tuition-

benefits a reciprocal scholarship program that finances college tuition for

dependents of employees at more than one hundred participating

institutions. The Program is for dependents [defined in II.B.3.d.1)k)1)] of

full-time Bradley employees and is administered by the Office of Financial

Assistance. A finite number of new scholarships (typically two to four) is

available in a given year. As a result, there is no guarantee that all

employees will have the opportunity to participate. Eligibility for

participation is determined by years of full-time service.

Page 57

Revision 2.5 – August 30, 2024

m) Faculty Procurement Guide for Expenses (Candidate for Bradley

positions)

The cost of round trip transportation to Bradley University will be paid.

Cost of airplane accommodations are limited to coach fare. Automobile

travel is determined at the current rate per mile, not to exceed the round

trip air coach fare (current rate is available from the Controller's Office).

Usually the candidate should have to be reimbursed for only one night's

lodging. The University does not pay for viewing of in-room movies.

It is expected that moderation will be exercised in the expenses incurred

for meals and entertainment during the interview process and that the

fewest feasible number of persons be involved.

Meals of the candidate, not covered above, are also paid by the

University.

Support for off-campus interviews must be approved in advance by the

Dean of the College and the Provost and Vice President for Academic

Affairs.

Deans must also approve all invitations extended to candidates for on-

campus interviews, and requests for reimbursement.

Receipts for air tickets, ground transportation, parking, meals, and motel

expenses must be submitted with a requisition form through the Dean,

then to the Provost and Vice President for Academic Affairs.

2) University Travel

The University provides financial assistance to faculty and administrative staff

for attendance at academic meetings and other professional activities. The

funds available have been allotted to the various colleges. In making the

allotment, consideration is given to the number of faculty members in the

college, the number of departments or divisions, and the number and

importance of meetings which the faculty and administrative staff might find

worthwhile or even necessary to attend. The allotment of each college is

administered by the Dean.

A two-step procedure is followed by the faculty member desiring this

assistance:

a) Initial approval should be obtained by filling out the Request for Approval

Form (obtained from the Dean of the College) in triplicate, which will then

be processed through the chairperson. Requests for approval should be

submitted at least 30 days in advance of the travel. Faculty members will

receive a copy of the approval request from the Dean.

In considering requests for academic travel, the following categories of

expenses may be considered for approval:

Transportation

Registration

Page 58

Revision 2.5 – August 30, 2024

Hotel

Reasonable meal expenses

Miscellaneous

b) Upon return to campus a request for reimbursement must be made by

using the Reimbursement Form (obtained from the Dean of the College)

and it must comply with the Bradley University Travel Expense

Reimbursement Policy and Procedures which is located on the

Controller's web page. To facilitate reimbursement these policies and

procedures (e.g., requirements for receipts, non-reimbursable travel

expenses) should be reviewed prior to travel.

The basic rationale underlying all university travel regulations is that we

should incur the lowest practical and reasonable expense while

completing the travel in an efficient and timely manner. Persons traveling

on University business have the duty to exercise care to avoid

impropriety, or even the appearance of impropriety, in any travel expense.

Bradley University's policies for travel reimbursements are subject to the

accountable plan rules set forth by the Internal Revenue Service. The

requirements for an accountable plan are:

1) Expenses must be expenses that are incurred by the employee in

connection with the performance of service for the employer;

2) Expenses must be substantiated to the employer within a

reasonable time period. The elements to be substantiated are

amount, time, place, and purpose;

3) Employees must return to the payer within a reasonable period of

time any amount paid under the arrangement in excess of the

substantiated expenses.

If a plan fails to meet the requirements of an accountable plan, the

amounts paid under the plan are treated as if paid under a non-

accountable plan and are treated as wages subject to employment taxes

and income taxes.

3) Retirement Policy

In accordance with the 1987 Amendments to the Age Discrimination in

Employment Act (ADEA) and in accordance with the University Senate action

of March 1988, Bradley University employees will not be required to retire at

any age. Bradley University retirement practices for full-time faculty,

administrative and professional staff employees are:

a) The University will assure training of at least one person in the Human

Resources Office who can provide assistance to potential retirees

throughout the year as they might seek to explore retirement facts. Thus,

the University will provide financial facts, lists of benefits available, and

specialized assistance with forms and documents. This office will assist,

Page 59

Revision 2.5 – August 30, 2024

where possible, with identification of external agencies or individuals one

might consult for further information beyond the scope of the University;

b) Retirement may be taken at age 62 or beyond;

1) Normal retirement may be taken at age 65 or older at the

individual's option, with the full-service benefits of Federal Social

Security, TIAA-CREF and other benefits established by the

University.

2) The University's group health and life insurance coverage is

available to retirees at age 62 or beyond with ten years of Bradley

service. Retiree contributions for coverage will continue in

accordance with the University practice.

3) The University may from time to time initiate special retirement

programs to encourage additional retirements at ages 55 and

beyond. Incentives offered for these programs may include

economic and non-economic retirement options available only for a

specific time period. These programs shall be made known to all

eligible employees through written communication.

c) Retirement exploration at any age will proceed through the usual and

customary supervisory channels with full exchange of information at all

points; [See: 4) Phased Retirement Policy]

d) The University will budget its commitments to retirees as a routine item

within the annual budget of the University;

e) In the event of the retiree's death, the University will allow for the

continuation of group health benefits to a surviving spouse and

dependents as follows:

1) Survivors eligible for Medicare may continue up to one (1) year

under Bradley's group health insurance plan. The survivor is

responsible for 100% of the monthly premium.

2) Survivors not eligible for Medicare may be eligible to continue under

Bradley's group health insurance as mandated by the Consolidated

Omnibus Budget Reconciliation Act (COBRA). Survivors are

responsible for the premiums as stated by the law. Please contact

the Human Resources Office for further information.

f) The University will provide mechanisms for the continuation of tuition

remission programs as noted in Tuition Provisions for Faculty and Staff of

the Faculty Handbook to a surviving spouse and dependents in the event

of the death of the retiree;

g) At least once a year the University will hold informational meetings for

those interested in retirement. The University will provide information

through its officers, personnel or outside consultants regarding relevant

issues such as projected retirement plans and benefits to include Federal

Social Security, TIAA-CREF, SRA's and other University communication

about aspects of retirement;

Page 60

Revision 2.5 – August 30, 2024

h) Other benefits available to retirees:

1) Sports events discount tickets as for regular employees;

2) Bookstore discount as for regular employees;

3) Other event discounts as for regular employees;

4) Use of Markin Center as for regular employees;

5) Parking sticker for on-campus parking;

6) Use of Audio Visual copying services as for regular employees;

7) Library privileges as for regular employees.

4) Phased Retirement Policy

This policy is established for the mutual benefit of Bradley University and of

individual faculty members, and is intended to support the University’s

excellence. The Phased Retirement Policy enables participating faculty to

remain in their profession while phasing into retirement, and provides an

opportunity for individual career flexibility. Furthermore, the Phased

Retirement Policy permits departmental units and the University to phase in

replacements of full-time faculty in a manner which benefits the University’s

future academic efforts, forming an important part of the long-range

personnel resource management of the University.

All information presented in this plan must remain aligned to legislation, laws,

rules and regulations from federal, state, local and institutional governance.

This Plan is subject to change in order to maintain compliance with Internal

Revenue Service, Social Security Administration, and ERISA rules and

regulations.

a) Eligibility Criteria for Application to Participate

Participation in phased retirement at Bradley University is voluntary and

mutually agreeable to both the University and to faculty whose positions

are reasonably able to be handled on a less than full-time basis without

materially altering the expectations and responsibilities inherent in the

position or title, and without adversely affecting the faculty’s academic

unit, the student learning experience, or the costs relating thereto.

Criteria for participation in the plan, including the above, are as follows:

Status:

Full-time, tenured faculty

Service:

At least 62 years of age with at least 10 years

of cumulative service to Bradley University

b) Phased Retirement Agreement

A written agreement setting forth mutually agreeable terms and conditions

of an individual’s phased retirement arrangement will be signed by the

participant and the participant’s department chairperson, Dean, and the

Page 61

Revision 2.5 – August 30, 2024

Provost and the Vice President for Academic Affairs. It will contain the

following elements:

1) Length of Contract

Phased retirement contracts are expected to apply during a two year

period. The participant in phased retirement must enter into

retirement at the end of the duration of the agreement, although the

participant may continue to provide limited services according to the

prevailing University procedures for retirees, except as explicitly

provided for by agreement.

2) Reduction in Time-Base

The written agreement will indicate the effective date of entry into the

program. It will specify the percentage of time associated with the

appointment for each year of the duration of phased retirement. The

percent of effort may not be increased except in unusual

circumstances and only with the written support and approval by the

participant’s chairperson, Dean, and the Provost and Vice President

for Academic Affairs.

3) Salary

The salary during phased retirement is calculated at the appropriate

percentage of the full-time base salary of the employee’s position held

just prior to entering phased retirement. The participant may receive a

salary increase in the second year provided this increase follows

current Bradley University policy.

c) Employee Benefits

1) TIAA-CREF Matching Contribution

Participants in phased retirement must work an annual minimum of

1000 hours in order to be eligible for the University’s matching

percentage contribution to TIAA-CREF. Eligible participants will

receive a matching contribution from the University to the retirement

benefits program at the same percentage as outlined in the Faculty

Handbook.

2) Health and Life Insurance

Participants will continue to receive the University’s regular

contributions toward health insurance premiums as per all full-time

employees. Employee contributions toward long term disability and

life insurance plans may continue, but benefits will be based upon the

participant’s reduced salary and age, as outlined in the Faculty

Handbook.

3) Social Security

In determining eligibility for benefits, the participant should consult a

Social Security office.

Page 62

Revision 2.5 – August 30, 2024

4) Tuition Remission Benefits

The participant continues to enjoy tuition remission benefits in

accordance with current Bradley University policy for full-time

employees.

5) Sabbatical Leaves of Absence

Participants are not eligible for sabbatical leave.

d) University Status of Participant

1) A tenured faculty member who participates in phased retirement will

continue to be deemed a tenured member of the faculty for the

specific length of time indicated in the Phased Retirement Agreement.

2) Promotion

The participant is not eligible for consideration for promotion.

3) Voting Privileges

Voting privileges are subject to the rules and regulations contained in

the Faculty Handbook.

4) Non-Teaching Assignments

For the purpose of a faculty phased retirement contract, the

department chair and Dean will consider non-teaching duties as well

as courses taught in defining a full-time faculty load and percentages

thereof. In developing the provisions of the contract, the academic

participant and the Dean may negotiate the type and amount of non-

teaching assignment expected of the participant, consistent with the

reduced assignment.

5) Space and Support Requirements

Required office space, laboratory space, secretarial service, computer

use, and other support services will be made available to participants

as considered necessary and as mutually agreed upon.

6) Faculty Handbook

The participant continues to operate under the stipulations of the

Faculty Handbook, except as otherwise provided in this policy.

e) Procedure

1) Application Process

The faculty member wishing to participate in phased retirement will

submit a request, in writing, to the department chairperson not later

than the start of the academic year immediately prior to beginning

phased retirement. The written request should include the desired

Page 63

Revision 2.5 – August 30, 2024

percent of effort, the specific nature of the effort including any non-

teaching aspects, and the desired effective date.

2) Approval Process

a) The department chairperson will consult with the applicant and

other appropriate members of the department to evaluate

requests in terms of planning, personnel needs, phased

retirement plan costs, space and support requirements for the

applicant and potential replacement(s), and other pertinent

factors.

b) The chairperson will submit a report of the department’s

recommendation and a preliminary listing of the proposed

contract terms to the Dean. This report will be accompanied by

the faculty member’s original written request.

c) The Dean will review the original written request, the proposed

contract terms, and the departmental recommendation and will

forward it, together with a recommendation, to the Provost and

Vice President for Academic Affairs.

d) The Provost and Vice President for Academic Affairs will make a

determination based on the facts and merits of the

recommendations. The decision of the Provost and Vice

President for Academic Affairs is final. Only the Provost and

Vice President for Academic Affairs may authorize exception to

the provisions of the Phased Retirement Policy. Any exception

to the policy must be in writing and signed by the Provost and

Vice President for Academic Affairs and the faculty member

requesting phased retirement.

e) In the consideration for approval, should the decision be made

not to forward or approve the applicant’s request, such decision

will be communicated as promptly as feasible for the benefit of

planning by the applicant.

Page 64

Revision 2.5 – August 30, 2024

BRADLEY UNIVERSITY

Phased Retirement Agreement

_____________________________________________________ (hereinafter referred to as

the participant) and Bradley University hereby enter into an agreement under which the

participant will enter phased retirement under the University’s Phased Retirement Policy. The

participant and the University hereby agree that:

1) This agreement: (a) establishes the terms of the subsequent employment relationship

between the participant and the University as of the date of the agreement until termination of

employment; (b) terminates any previous agreement, contract or understanding concerning this

employment relationship; and (c) will remain in effect even if the University subsequently

establishes different policies or enters into agreements containing different terms and conditions

of employment of any participant.

2) Participation of the participant is subject to all terms and conditions specified in the

University’s Phased Retirement Policy, all of which are hereby incorporated by reference as part

of this agreement.

3) The participant will enter the phased retirement period beginning on __________________.

4) The phased retirement period is defined as _________ years beginning on the date

specified above.

5) The participant will reduce to _________% time for Year 1; _________% time for Year 2;

This reduction will be achieved by the participant according to the following schedule:

____________________________________________________________________________

Page 65

Revision 2.5 – August 30, 2024

However, the exact schedule by which this reduction is achieved may be adjusted annually by

mutual agreement between the participant and the department chairperson and Dean, with

approval of the Provost and Vice President for Academic Affairs. The specific teaching

responsibilities to be performed will be assigned by the department chairperson in accordance

with the Faculty Handbook. A detailed description of non-teaching expectations or duties must

be appended.

6) This agreement is terminated upon the participant’s full-time retirement, resignation, change

to full-time disability status, or termination of employment.

7) The participant’s salary and University contributions to insurance and retirement programs

during the phasing period will be determined in accordance with the terms of the Phased

Retirement Policy.

8) If the participant is employed by the University during a Summer Session, the participant’s

responsibilities, salary and fringe benefit contributions for such Session will be determined in

accord with established University policy determining Summer Session appointments rather

than by the terms of this agreement.

9) By entering into this phased retirement agreement, the participant relinquishes any right to

return to full-time employment with the University.

The undersigned hereby enter into this agreement with a full understanding and acceptance of

the terms and conditions herein specified.

____________________________________________________________________________

(Participant) (Date)

____________________________________________________________________________

(Department Chairperson) (Date)

____________________________________________________________________________

(Dean) (Date)

____________________________________________________________________________

(Provost and Vice President for Academic Affairs) (Date)

Page 66

Revision 2.5 – August 30, 2024

5) Emeriti Benefits

Recognition of new Emeriti appointments will be a part of the Founder's Day

ceremony together with the other achievement awards. Announcements are

to be made in University publications and news releases. A listing of all living

Emeriti will be included in the University catalog.

Emeriti shall be accorded the same access to campus activities and services

enjoyed by the full-time faculty and professional employees of the University.

The following may be provided when needed and available upon approval of

the appropriate dean or administrative officer: Use of facilities such as the

computer center, laboratories, recreational areas, library, mail box, office

space and/or a reading room, departmental secretarial service for scholarly

work and audio-visual services.

An annual event of Emeriti and spouses will be arranged by the President's

Office to honor the new Emeriti, to serve as a reunion and to keep them

abreast of University activities.

Perquisites will include parking permits, bookstore discounts, tuition discount

rates, tickets to University produced music and theater performances, and

discounted athletic tickets subject to University policy. Emeriti shall be

designated by the rank held at retirement.

6) Funding for an office for faculty development and student engagement

The University will provide a budget for an office for faculty development and

student engagement to support internal grants for instructional innovation,

faculty development in teaching, faculty scholarship, both research and

creative production, service learning, professional activities, and student

engagement projects as professionals during the academic year and

summer.

e. Policy Statement on Television Instruction

An important goal of the University is to facilitate the development of outstanding

instructional materials to support the educational objectives of the various

curricula. The use of instructional technology to enhance the learning process is

one to which the University subscribes and urges the faculty to seek greater

understanding of the available opportunities.

A primary objective of Division of Information Technology is to provide support to

the faculty to assist in the production of instructional materials. An incidental

benefit may be the use of developed materials for additional constituencies

beyond the confines of the institution. In such cases, the University would like to

share any net financial gain with those faculty whose scholarly contribution

makes possible the availability of such educational material.

The University shall reserve all rights, including copyright, to produced work

subject to the restriction related to the use of such work as per agreement with

the instructor and as sanctioned by the appropriate College.

Page 67

Revision 2.5 – August 30, 2024

Guidelines for such matters as released time, instructor autonomy, revisions,

compensation and off-campus use are as follows:

1) Released Time

a) The direct videotaping of classroom instruction usually requires minimal

additional commitment. Where preparation and presentation are nominal,

released time will normally not be justified.

b) It usually requires much time and effort to prepare instruction specifically

for televised presentation in a production/studio environment. Released

time, when authorized for preparation and/or presentation of such

televised instruction, may be made available in lieu of direct

compensation. The responsibility of the College, subject to review by the

Provost and Vice President for Academic Affairs.

2) Instructional Autonomy

a) Colleges, departments, and faculty members have the same degree of

autonomy and responsibility with respect to televised instruction, including

recordings, as they have concerning any other mode of instruction.

Generally, the produced work of one faculty member will not be used by

another except by prior agreement.

b) A faculty member's instructional material may be made available for

general use in the Library, such as student review of recorded lessons, on

the same basis as other library materials.

3) Revision of Recorded Materials

Recorded instruction should be revised periodically in order to be kept

current, and to improve the effectiveness of the presentation. The extent,

nature, and frequency of revision are matters for academic unit determination

in which the professional judgment of the instructors directly involved should

be given due consideration. Proposals to revise should be submitted to

Division of Information Technology for budgetary consideration if major

expense is anticipated for such a revision.

4) Compensation

a) When classroom videotaped instruction prepared by a faculty member is

used by the University for tuition paid instruction at times other than the

regular class schedule or is not part of a usual faculty load assignment,

residual compensation for the faculty member may apply. Such

compensation will generally be ten percent of the actual fee or tuition

income derived (prorated if contact time is less than a full course).

b) Instructional material produced at Division of Information Technology

requiring a comprehensive professional staff and production environment

is to be treated as contracted production except for pilot programs.

Compensation for production of such educational materials may include

released time or reduction of load, grants, commissions, or combination

thereof.

Page 68

Revision 2.5 – August 30, 2024

c) Special compensation may apply to non-traditional use of Bradley

University produced material subject to certain stipulations. Exclusive of

residual compensation due production for use of instructional material,

compensation may be authorized for tutorial or instructional services.

1) The general guidelines for compensation are:

a) Up to 7% of academic salary for an equivalent of 3 semester hour

course having 10 or more students enrolled;

b) For fewer than 10 students, compensation will be based on 40% of

tuition income for tutor or instructor;

c) Residual compensation to the originator for use of produced work

will be 10% of tuition income;

2) Stipulations

a) Use of TV-based instruction shall not erode enrollments of regularly

scheduled courses;

b) The offering of TV-based instruction, except for occasional

application to serve needs of individual students, requires

concurrence by the Dean of the College and the Executive Director

of Continuing Education and Professional Development.

Additionally, Information Resources and Technology shall be

consulted concerning logistics prior to scheduling such instruction;

c) Instructor compensation whether traditional, non-traditional or

combinations thereof shall be consistent with contractual policies

pertinent to faculty compensation prevailing at the University.

d) The University will not enter into external agreements on the use of a

faculty member's work unless sanctioned by prior agreement. It is to be

expected that royalties or residual compensation will, in general, not

accrue until full production cost and/or salary equivalent for released time

incurred in the preparation of televised instruction is recovered. This

expectation will not apply to nominal classroom videotaping where

compensation criteria outlined in the Policy Statement on Television

Instruction will be the operative guideline.

e) Division of Information Technology shall provide appropriate

administrative officers with necessary data concerning cost of production

when TV instructional material generates income.

f) If an instructor's association with a course for which he or she has

developed televised materials is terminated by change of assignment,

resignation, leave, death or any other reason - the recorded material may

continue to be used as per prior agreement with the instructor and as

sanctioned by the College. The instructor, or the estate, will be eligible

for compensation under the preceding conditions and procedures.

Page 69

Revision 2.5 – August 30, 2024

g) For circumstances not covered in the section on compensation,

agreements may be individually negotiated subject to approval of the

Provost and Vice President for Academic Affairs.

5) Use of University Produced Video Instruction by Separate Agencies or

Individuals

Recorded instructional materials will not be released for use by individuals or

institutions external to the University without prior consent of the College, the

instructor concerned, and the Associate Provost for Information Resources

and Technology.

6) Retention of Educational Materials

a) Videotapes will normally be retained beyond one year if the instructor

requests their retention for an anticipated future use or if their present use

justified continued retention.

b) The instructor will be contacted prior to erasure of instructional material,

concerning disposition.

c) The University reserves the right to discontinue external or internal use of

any videotaped material. In such instances, should a faculty member

wish to acquire possession of the produced work, the University will

extend the opportunity to the faculty member to purchase the material at

a cost that will allow full recovery of the University's incurred expense.

7) Grants and Contracts for the Development of Instructional Recordings

By agreement with the departments, divisions and faculty members

concerned, the University may accept grants or contracts for developing

programs or courses for regional or national distribution. These programs

might include recordings to be broadcast to the general public or those for

use in formal instruction. The regular administrative procedures of the

University concerning grants and contracts would prevail in such cases, and

specific agreements would be negotiated with the sponsoring organizations

concerning budgets, ownership rights in the recorded materials, or royalty

arrangements. Faculty members engaged in such projects would be granted

released time appropriate to the portions of their salaries paid from the

project budgets. When circumstances warrant, special royalty agreements

would be negotiated with individual faculty members.

f. Policy on On-line Education

This policy governs faculty rights and responsibilities for on-line courses offered

for credit through Bradley University by any Bradley University faculty member.

Instructional methods incorporate varying degrees of on-line technology, but for

the purposes of this policy, on-line education is defined as asynchronous course

offerings that involve primarily on-line interactions rather than face-to-face

meetings.

As the development, implementation, and utilization of on-line education may

impact other faculty activities within and outside of Bradley University, potential

Page 70

Revision 2.5 – August 30, 2024

conflict of interest concerns may arise; therefore, the Bradley University Policy on

Conflict of Interest should be consulted.

1) Instructional Practices

a) Quality on-line course offerings must meet the standards for academic

rigor, must be delivered via sound instructional methods, and incorporate

reasonable and fair assessment practices. As such, on-line courses must

meet the criteria for appropriate instructional and assessment practices

as described for all courses in the Faculty Handbook Section IV.

b) On-line course offerings may present unique issues regarding

confidentiality of written communications, completed course assignments,

and student assessment. All appropriate measures to assure

confidentiality must be taken.

c) All new courses developed for on-line delivery must be approved using

the same procedures currently in effect for any new course to be offered

by the University. A previously approved course taught in the traditional

classroom setting, but subsequently offered on-line, is not considered to

be a new course.

d) Faculty who develop an on-line course shall retain all intellectual property

rights to the materials developed by that individual to deliver the course.

Exceptions to this are as described in the Policy on Intellectual Property

and Technology in the Faculty Handbook and include course materials

which are:

Institutional works;

Specific works for hire; or

Subject to contractual obligations, such as sponsored research agreements.

The course as described in the Catalog remains the property of the

University. This does not preclude the faculty member from teaching a

similar course upon termination of employment at Bradley University.

2) Faculty Qualifications

Faculty must satisfy the qualifications for appointment described in the

Faculty Handbook Section II D 3- Criteria for Academic Appointment and

Promotion for Tenure-Track Positions and Chapter IIB 1c – Special

Appointments. All faculty members who utilize on-line teaching technologies

are responsible for assuring they have sufficient technical skills and/or access

to appropriate resources to present their subject matter and related material

effectively, and when necessary should have access to and consult with

technical support personnel.

3) Faculty Responsibility

a) Prior to the development of any on-line course the faculty member should

first meet with, and secure the approval of, the department chair as well

as discuss course logistics, including impact on faculty workload, possible

Page 71

Revision 2.5 – August 30, 2024

release time, faculty availability to students, course enrollment,

mechanism for student and course assessment, and other specifics

related to the course.

b) Faculty must be aware that adequate preparation for on-line course

instruction requires considerable time and effort for the creation or

adaptation of materials for the new media, and for planning of

assignments, evaluations, and other course materials and their

distribution.

c) Faculty must clearly communicate the requisite technological needs of the

course to the student. Faculty should be prepared individually or have

the resources available to assist students in using on-line education

technologies employed in their courses.

d) As on-line course instruction does not allow for the same degree of

interaction between student and faculty that is possible in a traditional

classroom setting, provision should be made for the student to confer

individually with the faculty member at designated times.

e) The on-line course instruction is responsible for identifying any material

included in their work that is owned by third parties. Copying, distributing,

modifying, or displaying e-mail, web, or any IT-based creation for which

the faculty member is not the original copyright owner is acceptable if any

of the following criteria are met:

a. The copyright owner has granted written permission.

b. The item is in “the pubic domain.”

c. Utilization of the material is considered “fair use.”

f) Faculty members are responsible for updating, editing, and revising

electronically developed course materials that become out of date. When

subsequent offerings of the course are made, special attention should be

given to issues of copyright permissions granted earlier.

g) Faculty may dispose of students’ course materials in whatever manner

they choose at the end of each semester and in accordance with the

policy for records retention in the Faculty Handbook IV.A.8.

4) University Responsibility

a) University support in the area of on-line education includes but is not

limited to the following:

1) The Office of the Registrar shall assist in the delivery of on-line

course offerings by recording enrollment for the course, providing a

list of approved on-line course offerings, scheduling course

offerings, publishing course offerings, collecting and issuing student

grade reports, addressing special logistical concerns relative to on-

line courses, and other duties related to the Office.

Page 72

Revision 2.5 – August 30, 2024

2) The Office of the Provost shall assist in the delivery of on-line

course offerings by working with the course instructor in the area of

adequate technology and technological support, along with other

duties related to the Office.

3) The Office of Instructional Technology shall assist in the delivery of

on-line course offerings by providing hardware and software support

for the faculty and students, assist in faculty development, course

quality assurance, and other duties related to the Office.

4) The Center for Teaching Excellence and Learning shall assist

faculty with issues of course design and instructional methods that

are pedagogically appropriate for the course to be delivered on-line.

5) The Division of Continuing Education shall assist in the delivery of

on-line courses offered to an external audience, provide Division

services and insure that university policies for continuing education

programs are met.

4. Graduate Faculty Membership

a. Only members of the Graduate Faculty shall be authorized to teach graduate-

level courses. The Graduate Faculty, the deliberative and policy-making body of

Graduate Education, consists of regular members (voting) and affiliate members

(non-voting).

b. Regular membership in the Graduate Faculty shall be granted by the Director of

Graduate Education to a faculty member upon both:

1) Recommendation by that faculty member's department chair or program

director and dean, and

2) Approval of this recommendation by the Executive Committee of the

Graduate Faculty.

To be eligible for regular membership, a faculty member ordinarily should meet

the following criteria:

1) Full-time member of the faculty;

2) Earned terminal degree or demonstrated competence;

3) Minimum rank of assistant professor;

4) Regular assignment to teach graduate students or involvement in

graduate-level policy-making bodies within the college of which they are

members;

5) Evidence of continuing research or creativity in the discipline;

6) New Bradley Faculty who have completed the terminal degree

appropriate to their discipline within three years of their request for regular

graduate faculty status may be approved provisionally based on Criteria

1) through 4) for three years as regular members of the graduate faculty.

Page 73

Revision 2.5 – August 30, 2024

c. Affiliate membership in the Graduate Faculty shall be granted on a three-year

basis by the Director of Graduate Education to those faculty who are

recommended by their department chair or program director, dean, and who

meet the following criteria:

1) Part-time or full-time faculty member;

2) Professional degree or master's degree or its equivalent, and additional

evidence of continuing research or creativity in the discipline.

Page 74

Revision 2.5 – August 30, 2024

C. Evaluations

1. Activity Report

Once a year all full-time faculty members will receive a Faculty Activity Report form

which they should complete and return by the date stipulated on the form. The

Faculty Activity Report provides administrators with information regarding the faculty

member's activities, achievements, summer duties, counseling, community projects,

campus and committee involvement, public addresses, and so on, during the

preceding academic year. Faculty members are urged to provide all the information

requested in that such information is helpful in evaluating faculty members for

purposes of salary increments, tenure, and promotion.

Faculty members are also urged to submit to the Director of Public Information

throughout the year any activities in which they have been involved, including any

special recognitions they have received. Efforts will be made to publicize this

information since it is of interest to the campus community, and helps convey to

alumni and the public at large the spectrum of activities and accomplishments of the

faculty.

For a list of the criteria used to evaluate faculty, see Faculty Evaluations.

2. General Procedures for Faculty Recommendations

a. Recommendations for full-time appointment, reappointment, tenure and

promotion shall originate with the department faculty, in accordance with

procedures developed by the faculty of each College.

b. The chairperson will initiate the recommendation process at the appropriate time.

c. Prior to initiation of the recommendation procedures, any full-time faculty

member may nominate for appointment, reappointment, or promotion.

d. The recommendation of the faculty shall include the results of a poll of the group

indicating the numbers supporting, opposing, and abstaining. It also may

include, if the faculty wishes, a written statement approved by the appropriate

faculty.

e. The faculty recommendation will be conveyed to the chairperson who will add a

recommendation to that of the faculty. At this stage of the process, the faculty

member being considered may append written comments and documents to the

recommendation.

f. The chairperson will forward the recommendation to the Dean of the College,

who will add a recommendation to the recommendatory package, and forward

the whole to the Provost and Vice President for Academic Affairs.

g. Once initiated, the promotion process may be terminated only by the faculty

member's written request.

h. Faculty members dissatisfied with their recommendations should consult this

Faculty Handbook, Due Process, for the appropriate appeals procedures.

Page 75

Revision 2.5 – August 30, 2024

3. Faculty Evaluations

Criteria for evaluating faculty performance derive from the missions and goals of the

University, the colleges, the departments, and the library.

a. For the Instructor and Professorial Ranks:

At Bradley, the three areas of professorial faculty performance are teaching

effectiveness, research and/or creative production, and professional service.

(Here and elsewhere in the Handbook, for library faculty, “effective librarianship”

is the replacement for “teaching effectiveness.”)

Among the three areas, the highest priority is excellent teaching. Toward this

end, faculty shall engage in the study and preparation necessary to demonstrate

successful teaching. Teaching is complemented and enhanced by research

and/or creative production. Accordingly, faculty shall engage in an active

professional program that leads to publication and/or creative production.

Finally, as members of the university community, faculty engage in service to the

profession.

While each faculty member should seek to excel in the above three areas, all

faculty must demonstrate at least satisfactory performance in these areas of

responsibility. On a year-to-year basis, a faculty member's commitment to each

of the above areas may vary considerably, depending on the individual's own

interests and the University's needs.

The criteria to evaluate professorial faculty are the following:

1a) (For teaching faculty) Teaching effectiveness:

a) Successful teaching performance in the classroom, lab, studio, or other

instructional sites;

b) Regular and substantial investment of time in study to enhance one's

knowledge of the field(s) taught;

c) Conscientious preparation for instruction;

d) Currency and innovation in pedagogy, course development, and course

revision;

e) Helpfulness and accessibility to students, both in and outside the

classroom, such as in reviewing, counseling, or advising;

f) Adequacy of instructional materials and their use;

g) Critical self-evaluation;

1b) (For library faculty) Effective librarianship:

a) Librarianship consists of one or more of the following areas: reference

and research assistance to the University faculty and students; collection

development; bibliographic organization and control of the collections;

instruction in the use of the library and its resources; liaison with

Page 76

Revision 2.5 – August 30, 2024

academic departments; leadership and management in planning and

implementing library services, operations and budgets and outreach.

b) Regular and substantial investment of time in study to keep abreast of a

constantly changing field of knowledge and resources.

c) Conscientious preparation for instruction and all other library activities.

d) Currency in technology and librarianship.

e) Helpfulness and accessibility to students, faculty, staff and other library

clients.

f) Critical self-evaluation.

2) Research and/or Creative Production:

a) Active engagement in professional development activities. These

activities represent study or practice that facilitates intellectual and

professional growth, and teaching excellence;

b) Research and/or creative production that contributes to one's profession.

Outside professional peer review of these productions is essential.

However, the specific form of peer review depends upon the standards of

the discipline involved;

c) Consulting, performing, or other professional activities that advance

knowledge and/or entail creative work for a faculty member;

d) Recognition in field of endeavor from colleagues at Bradley and from

peers outside the University;

3) Professional Service:

a) Participation in the committee structure and governing process of the

University;

b) Participation in community, regional, and national activities;

c) Service to one's profession.

b. For the Rank of Lecturer:

The primary responsibility of lecturers is to teach 12 semester hours of

introductory undergraduate courses. Lecturers are not expected to have an

appropriate terminal degree and are not, therefore, required to engage in

research and creative production activities expected of the instructor and

professorial ranks. Lecturers are, however, expected to participate in the

following: conference and workshops, service to one's professional discipline,

study and practices that result in pedagogical improvement, and other activities

that facilitate intellectual and professional growth.

The criteria to evaluate lecturers are the following:

Page 77

Revision 2.5 – August 30, 2024

1a) (For teaching faculty) Teaching Effectiveness:

a) Successful teaching performance in the classroom, lab, studio, or other

instructional sites;

b) Commitment to maintaining currency in his/her discipline as it relates to

teaching;

c) Conscientious preparation for instruction;

d) Involvement in professional and educational activities as they relate to

pedagogical skill;

e) Helpfulness and accessibility to students, both in and outside the

classroom, such as in reviewing, counseling or advising;

f) Adequacy of instructional materials and their use;

g) Critical self-evaluation;

1b) (For library faculty) Effective librarianship:

a) Librarianship consists of one or more of the following areas: reference

and research assistance to the University faculty and students; collection

development; bibliographic organization and control of the collections;

instruction in the use of the library and its resources; liaison with

academic departments; leadership and management in planning and

implementing library services, operations and budgets and outreach.

b) Regular and substantial investment of time in study to keep abreast of a

constantly changing field of knowledge and resources.

c) Conscientious preparation for instruction and all other library activities.

d) Currency in technology and librarianship.

e) Helpfulness and accessibility to students, faculty, staff and other library

clients.

f) Critical self-evaluation.

2) Professional Service:

a) Service to one's profession.

c. For all Ranks:

The faculty of each college, department, and the library, shall develop a

document stating guidelines for applying the University criteria in accordance

with the highest standards appropriate to each discipline and the special

circumstances of the college and department. Guidelines developed by the

colleges and departments must be approved by the Dean and Provost.

Guidelines developed by the library must be approved by the Executive Director

of the Library and the Provost.

Page 78

Revision 2.5 – August 30, 2024

Specific procedures exist for evaluating how well faculty members fulfill these

criteria. Each year department chairpersons and deans shall provide written

evaluations of each faculty member under their jurisdiction, and provide a copy of

each evaluation to the faculty member (see ). Department chairs and deans

shall avail themselves of all means at their disposal--which may include the

annual faculty activity report, faculty consultation, student evaluation, and other

formal student input in making such evaluations.

Each faculty member shall receive a formal statement from the chairperson on

the adequacy of performance in meeting the evaluation criteria of the

department, college and the university. Provided annually, this formal statement

assesses the effectiveness of the faculty member's teaching and professional

service, and of research and/or creative production for Instructors and

Professorial faculty members. These evaluations shall be promptly discussed

with each faculty member being evaluated. In this manner, each faculty member

shall be informed on a yearly basis whether she or he is making satisfactory

progress toward tenure and promotion. Before the evaluation is placed in the

faculty member's permanent file or forwarded to higher levels, the faculty

member shall be given ample opportunity to append comments or rebuttal to the

evaluation report. The department chairperson shall then discuss each

evaluation in detail with the dean. In the event a substantive change is made in

an evaluation at any point subsequent to the department level, the faculty

member shall be provided a copy of the revised evaluation and will be given an

opportunity to respond in writing.

The results of these conferences, together with other information, form the basis

for recommendations for individual salary increments, annual contract renewal,

tenure, and promotion. The faculty member dissatisfied with his or her annual

evaluation should consult the Senate Constitution.

Page 79

Revision 2.5 – August 30, 2024

D. Tenure

1. Academic Freedom

Bradley University subscribes to the 1940 Statement of Principles on Academic

Freedom and Tenure as adopted by the American Association of University

Professors and the Association of American Colleges.

Bradley University policy pertaining to appointments, promotion (Criteria for

Academic Appointment and Promotion for Tenure-track Positions), tenure, and

dismissal (Termination of Employment), which is stated elsewhere in this Faculty

Handbook, is in conformity with the 1940 statement of the American Association of

University Professors and the Association of American Colleges, and the procedures

governing such policies are in accordance with the 1968 statement of the American

Association of University Professors regarding Institutional Regulations on Academic

Freedom and Tenure.

The portion of the 1940 statement pertaining to academic freedom, which Bradley

University supports in its entirety, is as follows:

Teachers 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 an understanding with the

authorities of the institution. Teachers are entitled to freedom in the classroom

discussing their subject, but they should be careful not to introduce into their

teaching controversial matter which has no relation to their subject. Limitations

of academic freedom because of religious or other aims of the institution should

be clearly stated in writing at the time of the appointment.

College or university teachers 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

educational officers, they should remember that the public may judge their

profession and their institution by their utterances. Hence they should at all times

be accurate, should exercise appropriate restraint, should show respect for the

opinions of others, and should make every effort to indicate that they are not

speaking for their institutions.

2. Criteria for Tenure

Rules and procedures on probationary periods and annual contract renewal are set

out above (see Appointments). Annual faculty evaluations provide an important

basis for the decision on tenure. Procedures and criteria for faculty evaluations have

been described above (see Faculty Evaluations), and the procedures for faculty

recommendations are found in the section General Procedures for Faculty

Recommendations.

a. The criteria used to evaluate Instructors and Professorial faculty members

for tenure are:

1) A record of successful teaching in the fields for which he or she was

appointed;

Page 80

Revision 2.5 – August 30, 2024

2) A record of achievement in research and/or creative production with the

promise of comparable academic performance and professional growth in the

future;

3) A record of satisfactory participation in professional service.

Each faculty member shall attain at least satisfactory performance in teaching

effectiveness, research and/or creative production, and professional service, and

contribute in a meaningful way to the University, the College, the department or the

library in which she or he is a member. For library faculty, effective librarianship is

the replacement for teaching effectiveness.

b. The criteria used to evaluate lecturers for tenure are:

1) A record of successful teaching;

2) Continued involvement in professional and educational activities as they

relate to pedagogical skill;

3) A documentable commitment to maintaining currency in his/her discipline as

it relates to teaching;

4) A record of satisfactory participation in professional service.

3. Criteria for Academic Appointment and Promotion for Tenure-Track Positions

While the tenure decision involves a long-term commitment to a faculty member,

rank delineates benchmarks on a career path.

a. Lecturer

A person appointed to the rank of Lecturer shall be judged to possess the

capacity:

1) To become a successful teacher;

2) To become involved in professional and educational activities as they relate

to pedagogical skill;

3) To maintain currency in her/his discipline as it relates to teaching;

4) To participate in appropriate professional service;

5) To demonstrate commitment to ongoing development in the above four

areas.

A Lecturer shall have educational credentials and teaching experience

appropriate to the discipline, but is not expected to possess an earned doctorate

or appropriate terminal degree. Lecturers cannot be promoted. (See

Conceptualization Statement Regarding the Lecturer)

b. Instructor

A person appointed to the rank of Instructor shall be judged to possess the

capacity:

Page 81

Revision 2.5 – August 30, 2024

1) To become a successful teacher;

2) To develop and exhibit potential to conduct publishable research and/or

outside professionally peer reviewed creative production;

3) To show willingness to participate in service;

4) To demonstrate commitment to professional development in the above three

areas.

An Instructor shall have an appropriate terminal degree or evidence of progress

toward a terminal degree. The decision regarding whether an initial appointment

is to be at the level of Instructor or Assistant Professor is based on a variety of

factors and is best determined by the department and the dean with the

concurrence of the Provost and Vice President for Academic Affairs.

c. Assistant Professor

A person appointed or promoted to the rank of Assistant Professor shall be

judged to possess the capacity:

1) To become a successful teacher;

2) To develop and exhibit potential to conduct publishable research and/or

outside professionally peer reviewed creative production;

3) To show willingness to participate in service;

4) To demonstrate commitment to professional development in the above three

areas.

If an initial appointment at Bradley University was at the rank of Instructor, the

faculty member must complete a minimum of three full years as Instructor before

being eligible for consideration for Assistant Professor. An earlier consideration

date may be approved in cases where the rank of Instructor was granted based

on the lack of a terminal degree and the appropriate degree has since been

conferred. An Assistant Professor shall have an earned doctorate or other

appropriate terminal degree or evidence of progress toward a terminal degree.

d. Associate Professor

To be appointed or promoted to the rank of Associate Professor a faculty

member shall have demonstrated substantial professional achievement by

establishing:

1) A record of successful teaching;

2) A record of published research and/or outside professionally peer reviewed

creative production;

3) A record of active participation in professional service;

4) A record of sustained commitment to professional development in the above

three areas.

Page 82

Revision 2.5 – August 30, 2024

A faculty member must complete a minimum of five full years as Assistant

Professor before being eligible for consideration for Associate Professor, except

for rare and extraordinary circumstances. In the fall of the sixth year, the faculty

member can be nominated for Associate Professor under the recommendation

procedures specified in General Procedure for Faculty Recommendations. An

Associate Professor shall have an earned doctorate or other terminal degree

appropriate to the faculty member's teaching field.

e. Professor

To be appointed or promoted to the rank of Professor a faculty member shall

have manifested a deep-seated and on-going commitment to a discipline, to

teaching, to research and/or creative production, and to professional service.

Specifically, this faculty member shall have:

1) Reached a highly successful level of teaching performance;

2) Progressed with published research and/or outside professionally peer

reviewed creative production to the point of recognized accomplishments in

one's field. In addition, a faculty member shall have developed a well-

formulated, self-sustaining program of research and/or creative production

with both immediate and long-term objectives;

3) Accepted responsibility as a member of the academic community by

contributing talents, leadership, and expertise to the needs of department,

college, University, community, and profession;

4) Earned recognition from colleagues at Bradley, and from peers outside the

University;

5) Attained a level of distinction that compares favorably with professors in

similar institutions;

6) Sustained and extended a commitment to professional development in the

areas of teaching effectiveness, research and/or creative production, and

professional service.

The fulfillment of the above standards qualifies one for promotion to Professor,

not merely the completion of a minimum period. However, a faculty member

must complete a minimum of five full years as Associate Professor before being

eligible for consideration for Professor, except for rare and extraordinary

circumstances. In the fall of the subsequent year, the faculty member can be

nominated for Professor under the recommendation procedures specified in

General Procedure for Faculty Recommendations above. A Professor shall have

an earned doctorate or other terminal degree appropriate to the faculty member's

teaching field.

f. Distinguished Professor

To be promoted to the rank of Distinguished Professor, a faculty member shall

have all the requirements for the rank of Professor and outstanding qualifications.

The faculty member must be tenured and have full-time teaching or research

Page 83

Revision 2.5 – August 30, 2024

responsibilities. Promotion to the rank of distinguished professor is a permanent

appointment.

Leaves of absences may count toward length of service toward promotion if agreed

to in advance by the faculty member, chairperson, Dean and the Provost and Vice

President for Academic Affairs.

4. Policy for Extending the Probationary Period

Faculty members shall be automatically granted, upon request, a one-year extension

of the probationary period (not to be confused with a leave of absence) in the event

that they become a parent or legal guardian during the probationary period or in the

two years prior to appointment. Faculty members may request a one-year extension

of the probationary period under the following circumstances:

a. Need to devote substantial time to the care of a person;

b. Any qualifying exigency arising out of the fact that the faculty member, or their

spouse/partner, child, or parent is a covered military member on “covered active

duty;”

c. A life event that substantially impedes the faculty member’s ability to complete

the scholarship (research or creative production) required for tenure and

promotion.

In the case of multiple events, the faculty member can request a second one-year

extension. Additional extensions may be requested under extraordinary

circumstances.

In each of the circumstances listed above it is expected that the faculty member is

employed full-time and will continue to perform their teaching and service duties as

specified in the Faculty Workload Statement. The addition of time shall not lead to

increased expectations for overall scholarship (research or creative production).

A request to extend the probationary period should be made to the Provost in writing

no later than April 1st prior to the final year of the probationary period. Requests may

be made for events that occurred earlier during the probationary period. Requests

must be supported by documentation submitted directly to and maintained

confidentially by the Human Resources Department. Upon confirmation by HR that

the documentation is consistent with the request, the Provost will evaluate the

request and render a final decision. This decision must by communicated in writing to

the faculty member, department chair, department tenure and promotion committee,

and dean no later than 30 days from the date the Provost received the request. All

appeals of the decision of the Provost and Vice President for Academic Affairs will be

made through the established grievance procedures.

5. Tenure and Promotion Conceptualization Statement

This statement provides a framework and elaboration for the criteria for tenure and

promotion primarily as they relate to faculty in the professorial ranks. Lecturers are

not eligible for promotion and have separate and distinct criteria for annual

evaluation and tenure. See also Appointments and Tenure.

Page 84

Revision 2.5 – August 30, 2024

Criteria for evaluating faculty performance derive from the missions and goals of the

University, the colleges, and the departments. At Bradley, the three areas of faculty

performance are teaching effectiveness, research and/or creative production, and

professional service. Among the three areas, the highest priority is excellent

teaching. Toward this end, faculty shall engage in the study and preparation

necessary to demonstrate successful teaching. Teaching is complemented and

enhanced by research and/or creative production. Accordingly, faculty shall engage

in an active professional program that leads to publication and/or creative production.

Finally, as members of the university community, faculty shall engage in service to

the profession.

a. Teaching Effectiveness or Effective Librarianship

All faculty shall demonstrate successful teaching performance. To that end, the

classroom, lab, studio, library, or other instructional site is the primary focus of

their efforts. Because the body of knowledge in each discipline steadily expands,

a faculty member maintains teaching competence by regularly and substantially

investing time in study, scholarship, practice, and application. The form that this

professional development takes will vary. It may entail self-study to broaden or

deepen one's knowledge of the field; it may involve the reading of current

literature to remain up to date in research; it may encompass attending courses

or workshops; or it may stem from extended study facilitated by sabbatical leave.

Furthermore, successful teaching also encompasses activities such as advising,

counseling, course development, and course revision.

Although the faculty widely affirm the importance of teaching effectiveness,

evaluation remains complex. Departments and/or colleges should select the

type(s) of evidence for appraising and documenting teaching effectiveness.

Examples include questionnaires distributed to students, graduating majors, and

alumni, peer review, professional plans, and examination of syllabi and tests.

b. Research and/or Creative Production

Research and/or creative production fulfill a vital role both in enhancing the

teacher's classroom performance and in expanding the accumulated knowledge

of the field. All faculty members shall engage in scholarly and/or creative

pursuits as an intrinsic activity of the profession they have chosen and for which

they have been prepared by education and training. Faculty members shall also

interact with the community of scholars and artists outside of Bradley University

as part of their professional work.

The forms that research and/or creative production take vary with area of

specialization. In many areas, outside professionally peer-reviewed works will be

the form to demonstrate research and/or creative production, while in others

competence will be displayed through performance or other creative output.

Guidelines for research and/or creative production should be made known to

individual faculty members at the time they are hired. Their progress in meeting

these standards should be reviewed annually and discussed with the faculty

member. Moreover, all faculty on a tenure track should show evidence of outside

review of their work, which may take the form of peer review, juried review,

editorial review, etc. The specific form of this review depends upon the

conventions of the discipline involved.

Page 85

Revision 2.5 – August 30, 2024

c. Professional Service

Bradley University operates on the principle of shared governance. As such,

faculty members shall participate in the committee structure and governing

process of the department, college, and University.

In addition, Bradley is an independent urban university with an outreach into the

community. An integral part of this outreach is the participation of faculty

members in community, regional, and national activities. Their expertise is a

valuable resource to community organizations. Each college must determine for

itself the importance of community participation in the evaluation process.

While all faculty shall perform some form of service, this criterion is less

important than teaching and/or research and creative production. Furthermore,

the extent of service participation will vary among faculty members, particularly

with regard to the stage of their academic career. Service demands at the

college and university level, for example, are normally light to moderate in the

early years of a faculty member's career. Service may take a variety of forms

such as departmental duties, college or University committees, the University

Senate, college councils, the board of directors of a community organization or a

board of a professional organization. It may also take the form of addresses to

local groups or professional organizations.

d. Professional Development

Study or practice to facilitate intellectual and professional growth comprises

professional development, a goal all Bradley faculty shall pursue. Over the long

term of a career, teaching effectiveness, the quality of a faculty member's

interaction with students and colleagues, research and/or creative production,

and service all depend on a commitment to and a capacity for professional

growth.

e. Procedures of Faculty Evaluation

The annual activity report completed by Bradley faculty members serves as the

instrument by which they inform the department the college, and the University of

their teaching, research and/or creative production, and service activities. It is

the function of the chairperson to formally inform faculty members on the

adequacy of their performance in meeting the evaluation criteria. Provided

annually, this information shall include written comments on faculty members'

professional performance. In this manner, a faculty member shall know on a

yearly basis whether she or he is making satisfactory progress toward tenure and

promotion.

Colleges may choose to use annual professional plans (on goal setting and

review) or other such instruments to supplement the annual faculty activity report.

The faculty of each College, department, and the library shall develop a

document stating guidelines for applying the University criteria in accordance

with the highest standards appropriate to each discipline and the special

circumstances of the college and department. These shall be subject to approval

by the Dean and the Provost, who review all tenure and promotion

recommendations. Equally important, the tenure and promotion criteria

Page 86

Revision 2.5 – August 30, 2024

statements of colleges and departments shall be consistent with both the intent

and the application of University criteria.

f. Tenure and Promotion Decisions at Bradley

1) Tenure

The probationary period provides a period during which a department reviews

the performance of a faculty member in terms of its established criteria.

When a faculty member is appointed to a tenure-track position, the

department judges this individual to possess the potential to attain tenure and

promotion. Each year through the annual review process, the department

assesses the faulty member's progress toward achieving this goal. The

annual review provides a formal statement regarding the faculty member's

professional performance. Accordingly, these evaluations shall be discussed

in a timely manner with each faculty member. Therefore, all faculty know on

a yearly basis whether they are making progress toward tenure. Each

positive annual review strengthens the presumption that this faculty member

will be granted tenure.

The probationary period is six years. During a faculty member's sixth year,

the Department makes a decision on tenure.

The criteria used to evaluate the faculty member are:

a) A record of successful teaching in the fields for which he or she was

appointed;

b) A record of achievement in research and/or creative production with the

promise of comparable academic performance and professional growth in

the future;

c) A record of satisfactory participation in professional service.

Each faculty member shall attain at least satisfactory performance in teaching

effectiveness, research and/or creative production, and professional service,

and contribute in a meaningful way to the University, the College, and the

Department of which she or he is a member.

2) Rank and Promotion

Rank serves a different function than tenure. Tenure is a decision involving a

long-term commitment to a faculty member. Rank, on the other hand,

delineates benchmarks on a career path. All faculty should continue to grow,

progress, and develop along a professional path. When certain critical

stages are reached, rank is conferred.

a) Assistant Professor

A person appointed or promoted to the rank of Assistant Professor shall

be judged to possess the capacity to become a successful teacher, to

develop and exhibit the potential to conduct publishable research and/or

outside professionally peer reviewed creative production, to show

willingness to participate in service, and to develop and display a

Page 87

Revision 2.5 – August 30, 2024

commitment to professional development in the above three areas. An

Assistant Professor shall have an earned doctorate or other appropriate

terminal degree or evidence of progress toward a terminal degree.

An Assistant Professor shall successfully progress in developing courses

and pedagogy, as well as in undertaking a program of research and /or

creative production. Assistant Professors shall also contribute to

professional service. However, service expectations are of a lower

relative priority, especially during the early years of a career.

b) Associate Professor

To be appointed or promoted to the rank of Associate Professor, a faculty

member shall have demonstrated a record of professional achievement.

This record should include successful teaching performance, published

research and/or outside professionally peer reviewed creative production.

This faculty member shall also participate actively in professional service.

The minimum time of completion in the rank of Assistant Professor is five

years, except for rare and extraordinary cases. An Associate Professor

shall have an earned doctorate or other terminal degree appropriate to

the faculty member's teaching field.

c) Professor

To be appointed or promoted to the rank of Professor, a faculty member

shall have achieved an academic career earning recognition from

colleagues at Bradley, as well as from peers outside the University. To

quality for Professor, the faculty member shall manifest a deep-seated

and on-going commitment to a discipline, to teaching, to research and/or

creative production, professional service, and to professional

development.

Finally, the faculty member shall have served a minimum of five years in

the previous rank before qualifying for promotion to Professor. However,

it is the fulfillment of the above standards that qualifies one for promotion,

not merely the completion of this minimum period. A Professor shall have

an earned doctorate or other terminal degree appropriate to the faculty

member's teaching field.

6. Conceptualization Statement Regarding the Lecturer

a. Purpose

The purpose of the rank of Lecturer at Bradley University is to:

1) Provide full-time faculty on a continuing basis to teach introductory

undergraduate courses too numerous to staff with professorial tenure-

track faculty. The purpose is to augment, not substitute for, required

Professorial, tenure-track positions.

2) Ensure that these courses are well-taught by:

a) Developing a group of faculty who make and receive a long-term

commitment to teaching at Bradley;

Page 88

Revision 2.5 – August 30, 2024

b) Providing them with opportunities for professional development

pedagogical improvement;

c) Evaluating them annually on teaching effectiveness, service, and

appropriate professional development related to pedagogical

improvement;

d) Providing incentives for commitment by involving them as

appropriate in the affairs of their department, college, and university.

The Lecturer position is not to be used to fill curricular needs that are

appropriately met by professorial tenure-track positions. To provide for

enrollment fluctuations, part-time and full-time in-residence faculty

appointments will augment professorial tenure-track appointments. The

Lecturer position is intended to be a continuing appointment. Therefore,

positions are designated as Lecturer; based only on a demonstrated

sustainable curricular need.

b. Authorization

Requests for Lecturer positions must originate within the department and be

recommended by a majority vote of all full-time faculty of the department with

at least one year of service and who are tenured or are in tenure track

positions. Upon the approval of the Dean, the request will be forwarded to

the Provost and Vice President for Academic Affairs for authorization. The

Provost will make the decision to authorize the position. The number of

Lecturer positions in any department must not exceed twenty percent of the

number of full-time tenure track positions within that department.

Additionally, since the Lecturer is to be used only for special cases, the

number of Lecturer positions University-wide must not exceed five percent of

the full-time tenure track teaching positions.

c. Rights and Obligations

Lecturers are eligible for tenure, with all the rights and obligations described

in the Faculty Handbook, after the probationary period, except for the

following limitations:

1) Lecturers do not participate in decisions involving tenure and promotion of

faculty in the professorial ranks;

2) Lecturers are not eligible for promotion to Instructor, Assistant Professor,

or any other position or rank. A Lecturer may apply for a professorial

position if she/he has achieved the appropriate qualifications (e.g. the

terminal degree) specific to the vacancy. However, the Lecturer will be

treated as any other applicant from the pool. Should a Lecturer receive

an appointment to a professorial position, this shall be considered a new

appointment and the individuals new tenure probationary period shall

commence with this Professorial appointment;

3) If retrenchment in a department becomes necessary, Lecturers in their

probationary period shall not be retained at the expense of those in

Professorial rank positions.

Page 89

Revision 2.5 – August 30, 2024

d. Standards and Criteria

Because the purpose of the Lecturer rank is specifically to provide teaching

for introductory courses, the appointment, annual evaluation, and tenure

requirements are specific to this rank. Faculty members at the rank of

Lecturer will be evaluated on teaching effectiveness and professional service

only, with particular emphasis on teaching. Lecturers are engaged for the

exceptional contributions they can make to the classroom and/or laboratory in

their courses and are not, therefore, expected to engage in the research and

creative production activities of the type appropriate and necessary for the

professorial ranks.

See Appointments, Evaluations, and Tenure for specific criteria relating to the

appointment, annual evaluation, and tenure criteria for Lecturers.

Page 90

Revision 2.5 – August 30, 2024

E. Due Process

Foreword:

These regulations are designed to enable Bradley University to protect academic

freedom and tenure and the requirements of due process. The principles implicit in

these regulations are for the benefit of all who are involved with or are affected by the

policies and programs of the institution. A college or university is a marketplace of

ideas; extending knowledge is impossible if it requires conformity with any orthodoxy of

content and method. In the words of the United States Supreme Court, "Teachers and

students must always remain free to inquire to study and to evaluate, to gain new

maturity and understanding; otherwise our civilization will stagnate and die."

While a faculty member can file a formal petition with the grievance committee without

pursuing the other means available to resolve a grievance, many grievances have been

resolved by using the following channels: (1) discuss with the Faculty Ombuds the

available informal and formal means to resolve the grievance, and (2) pursue non-

Grievance Committee options for resolving the grievance. Non-Grievance Committee

options include (1) discussing the grievance with the department chairperson, dean,

and/or Provost, and (2) having the Faculty Ombuds mediate the grievance. Whatever

remediation route the faculty member selects, the preparation of a concise, written

statement describing the grievance and the remedy sought is beneficial.

The faculty member may choose one other faculty member as a non-participating

observer at any and all meetings dealing with the grievance. The accompanying faculty

member cannot also be representing the faculty member as attorney/counsel on this

matter. The Ombuds, if enlisted as mediator, takes the place of this observer.

1. Faculty Grievance Committee Operating Procedures

a. Committee Role and Jurisdiction

1) The role of the Committee is to function as a neutral party seeking an

objective resolution of grievances brought before it.

2) The Committee hears grievances, charges of injury or wrong for which

redress is sought, from full-time and part-time faculty, the petitioner(s).

3) The Committee considers all matters stemming from an individual's faculty

position other than those dealing with tenure, promotion, and dismissal, which

are considered by the Tenure, Promotion, and Dismissal Committee. On

occasion, faculty members also occupy non-faculty positions (e.g., Associate

Dean, Coach). A grievance stemming from the faculty member's non-faculty

position is subject to the University's general grievance procedures for

administrators and professional staff.

b. General Procedures

1) A petitioner seeking consideration by this Committee shall normally submit a

formal petition to the Committee within one year of the event, or last in a

series of events, upon which the grievance is based.

The dated and signed formal petition submitted by the petitioner shall include a

detailed statement of the grievance, which shall state:

Page 91

Revision 2.5 – August 30, 2024

a) The basis of the grievance.

b) The factual allegations supporting the grievance.

c) The remedy sought.

2) A log of activities and committee sessions, briefly stating date and nature of

the meetings, witnesses interviewed, oral or written requests for witnesses to

appear, etc., shall be kept.

3) The petitioner(s) will be consulted on the composition of the Committee. If a

conflict of interests exists, or if a member of the Committee is unable to

serve, the alternate will serve.

4) In the event that a grievance procedure is not completed prior to the close of

an academic year, the members of the Committee hearing the original

grievance whose terms have expired shall continue to serve with the

Committee, provided they remain full-time faculty members, until the entire

grievance process has been completed. These continuing members may not

participate in the resolution of new grievances after their terms have expired.

c. Conciliation Procedures

1) Because the interests of everyone concerned may be best served if the

grievance is resolved through informal methods, the Committee, the

petitioner, and the respondent in the case should take all responsible steps to

achieve its resolution without a formal hearing.

2) During this stage of appeal the Committee has several options available in

seeking to resolve the grievance. These options are:

a) Informal meetings of the Grievance Committee Chairperson or a

delegated Committee member with the petitioner and with the

respondent;

b) Recommendation by the Committee of another faculty person to

participate in informal meetings between the petitioner and respondent;

c) An informal meeting of the Grievance Committee with the petitioner and

respondent;

d) Any method deemed likely to resolve the grievance without the need to

conduct further hearings.

d. Informal Hearing

If efforts to reach a settlement of the grievance fail, the Committee shall conduct

an informal hearing to decide whether a formal hearing should be conducted.

The process for determining this need shall be:

1) Review of Grievance

a) As an impartial hearing body, the Grievance Committee shall review the

case and the efforts made to reach settlement;

Page 92

Revision 2.5 – August 30, 2024

b) The Committee shall receive any amended formal petition from the

petitioner;

c) The Committee shall receive any statements which the respondent and

appropriate administrators wish to submit;

d) The Committee may request written or oral statements from persons

concerned with the grievance;

e) The Committee may schedule interviews with persons concerned with the

grievance;

f) The Committee may meet with the petitioner and the respondent;

g) The Committee may make other informal efforts to resolve the grievance.

2) Decision Regarding Necessity of Formal Hearing

After it has reviewed the grievance, the Committee shall decide either of the

following:

a) That there should be a formal hearing;

b) That there is an insufficient basis to hold a formal hearing.

The Committee's decision to hold or not hold a formal hearing should be

based on determining whether there should be a sufficient basis for a

Committee recommendation to the President for relief of the petitioner's

grievance assuming the petitioner's factual allegations were correct. The

Committee's decision at this stage shall not be based on a finding of the truth

or falsity of the petitioner's factual allegations.

3) Report of Decision

The Committee decision on whether there should be a formal hearing shall

be reported to the petitioner(s), the respondent(s), and the appropriate

administrators.

e. Procedures for Formal Hearing

If the Committee decides a formal hearing is necessary, the procedures outlined

below shall apply:

1) During the proceedings the petitioner will be permitted to have an advisor

and/or counsel at petitioner's expense. This advisor and/or counsel shall be

advisory only and shall not be permitted to speak on the petitioner's behalf.

The Committee shall have access to the University attorney on procedural

matters;

2) A verbatim record of the hearing or hearings will be taken and a copy will be

made available to the petitioner without cost at the petitioner's request. The

Committee will decide choice of recording method;

3) The Faculty Grievance Committee will grant adjournments to enable either

party to investigate evidence as to which a valid claim of surprise is made;

Page 93

Revision 2.5 – August 30, 2024

4) All parties to the grievance will be afforded an opportunity to obtain necessary

witnesses and documentary or other evidence. The Administration and other

parties to the grievance will cooperate with the Committee in securing

witnesses and making available documentary and other evidence;

5) All parties to the grievance will be afforded access to the documentary or

other evidence conveyed to the Committee;

6) All parties to the grievance will have the right to confront and cross-examine

all witnesses. Where the witnesses cannot appear, but the Committee

determines that the interests of justice require admission of their statements,

the Committee will identify the witnesses, disclose their statements, and if

possible, provide for interrogatories;

7) The Committee will not be bound by strict rules of legal evidence, and may

admit any evidence which is of probative value in determining the issues

involved;

8) The findings of fact and the decision will be based solely on the hearing

record;

9) Except for such simple announcements as may be required, covering the

time of the hearing and similar matters, public statements and publicity about

the case either by the petitioner or by the administrative officers will be

avoided so far as possible. The President, the appropriate Vice President,

the petitioner, the petitioner's dean or supervisor, and the respondent will be

notified of the Committee's decision in writing, and a copy of the record of the

hearing will go to the appropriate Vice President;

10) The Committee shall report its recommendation on the grievance to the

President of the University. If the President rejects the Committee's

recommendation, the reasons for doing so should be reported in writing to the

Committee and the petitioner. The President should also be willing to meet

with the Committee to explain the reasons for overriding the recommendation

of the Committee;

11) When discrimination on grounds of age, color, creed, disability, ethnicity,

gender, gender identity and expression, marital status, national origin, race,

religion, sex, sexual orientation, gender identity and expression or veteran

status is alleged, the petitioner may consult with the Equal Employment

Opportunity/Affirmative Action Office;

12) Every reasonable effort will be made to conclude the Committee's

proceedings and to make a recommendation to the President within 45 days

after the matter has been formally submitted to the Committee. This time

period shall not include University holidays and times when the faculty are not

under contract, such as during the summer.

f. Appeal to the Board of Trustees

If the petitioner deems it necessary, the grievance may be further appealed to

the Board of Trustees.

Page 94

Revision 2.5 – August 30, 2024

2. Faculty Ombuds

a. Responsibilities and Procedures

The Faculty Ombuds shall mediate in any faculty grievances if requested to do

so by the petitioner(s). In cases of non-reappointment of probationary faculty

members and in disputes regarding tenure, promotion, and dismissal the request

for mediation must be received in writing within 30 days of notification of an

adverse decision and prior to petitioning the Tenure Promotion and Dismissal

Committee. Requests to the Ombuds to mediate in other grievances should be

made prior to petitioning the Faculty Grievance Committee. The Ombuds may

request a written statement from the parties to the grievance, administrators,

chairpersons, and faculty committees. The statements should express the

reasons for the grievance and the decisions reached. Such requests from the

Ombuds must be honored. Once the Ombuds has been enlisted as mediator,

the Ombuds shall be present at all meetings between parties to the grievance. If

the Ombuds is unsuccessful in achieving a satisfactory agreement between the

parties, or if the faculty member(s) chooses to terminate the mediation of the

Ombuds, the faculty member(s) may petition the Tenure, Promotion and

Dismissal Committee or the Faculty Grievance Committee. In either situation the

Ombuds shall prepare a report for the appropriate committee indicating that

attempts at mediation have failed and stating the issue(s) between the parties.

All parties to the grievance will receive a copy of the report and will acknowledge

receipt of the copy to the Ombuds.

b. Qualifications and Selection

1) The Faculty Ombuds must be a full-time faculty member holding tenure with

at least ten years experience at Bradley. The Ombuds shall be granted a

three-hour teaching load reduction in each semester of the regular academic

year and compensation for duties during the summer. Necessary budgetary

expenses shall be arranged through the Office of the Provost and Vice

President for Academic Affairs.

2) Candidates shall be nominated by the President of the University and the

Executive Committee of the University Senate. The Executive Committee

shall solicit, for its consideration, names of potential nominees from the

faculty. The Faculty Ombuds shall be elected by the tenured faculty. The

choice, "None of the above" shall be included on the ballot. The election

shall be conducted by the Committee on Elections. To be elected, the

candidate shall receive a majority of the votes cast. The Faculty Ombuds

shall have a two-year term. The Faculty Ombuds may not serve on the

Faculty Grievance Committee, Tenure, Promotion and Dismissal Committee,

or Student Grievance Committee. This prohibition of joint service extends

one year after the term as Faculty Ombuds expires.

3) When the Ombuds has a conflict of interest regarding a particular case, the

Ombuds shall ask the Executive Committee of the University Senate to

appoint a faculty member to act as the Ombuds’s representative for that

case. The representative must be a full-time faculty member holding tenure

with at least ten years experience at Bradley. The person chosen must be

acceptable to the faculty member(s) whose case is under consideration and

to the Provost and Vice President for Academic Affairs.

Page 95

Revision 2.5 – August 30, 2024

3. Tenure, Promotion, and Dismissal Committee Operating Procedures

a. The primary purpose of the Committee shall be to determine whether proper

procedures were followed in cases involving non-renewal (See Termination of

Employment), tenure, promotion, or dismissal. The Committee may consider

whether "adequate consideration" was given by the decision-making bodies, if

the contrary charge is made by the faculty member. (For interpretation of

"adequate consideration" see AAUP Policy Documents and Reports, "Complaints

of inadequate consideration are likely to relate to matters of Professional

judgment, where the department or departmental agency should have primary

authority. For this reason, the basic functions of the review committee should be

to determine whether the appropriate faculty body gave adequate consideration

to the faculty member's candidacy in reaching its decision and, if the review

committee determines otherwise, to request reconsideration by that body.")

b. A faculty member seeking review of his or her case by the Committee shall file

for review within 15 days of receipt of the Faculty Ombuds's report. Request for

a hearing by the Committee shall be made in writing only after consultation with

the Faculty Ombuds.

To appeal an adverse decision, the faculty member should take the following steps:

1) Request a written statement of the reasons for non-renewal of contract,

dismissal, or denial of promotion from the Provost and Vice President for

Academic Affairs;

2) Receive that written statement from the Provost and Vice President for

Academic Affairs;

3) Respond in writing to the written statement, including stated reasons for

disagreement, to the Provost and Vice President for Academic Affairs;

4) Discuss that decision in succession, as required, with the faculty member's

chairperson, dean and the Provost and Vice President for Academic Affairs.

c. The report of the Faculty Ombuds shall be requested by the Committee as soon

as the request for a hearing has been received.

d. The faculty member will be consulted on the composition of the Committee. If a

conflict of interests exists, or if a member of the Committee is unable to serve,

the alternate will serve.

e. A log of committee sessions, briefly stating date and nature of the meetings,

witnesses interviewed, oral or written requests for witnesses to appear, etc., shall

be kept.

f. Confidentiality concerning a case shall be strictly maintained.

g. The Committee shall request a written statement of the reasons for non-renewal

of contract, dismissal, or denial of promotion from the Provost and Vice President

for Academic Affairs. The faculty member shall be requested to respond in

writing to the Committee concerning this statement.

h. The Committee may seek additional documents pertaining to the case.

Page 96

Revision 2.5 – August 30, 2024

i. The Committee will usually begin its formal review by meeting with the Provost

and Vice President for Academic Affairs and the faculty member. Other

witnesses shall be requested to appear before the Committee. Reasonable

notice to present evidence shall be given to all parties. They shall be advised in

advance of points the Committee wishes to discuss with them. The faculty

member and each witness shall give evidence separately and in private before

the Committee, except as provided for in dismissal cases. (See Dismissal

Procedures)

j. Audio recordings will be made of Committee sessions in which evidence is

provided to the Committee. It shall initially be explained to the witness that such

audio recordings will be made, and that they will be held in strict confidence, and

that they will be destroyed after the Committee has made its recommendation to

the President. A typewritten copy of the audio recorded hearings will be made

available to the faculty member only at the faculty member's request in cases of

dismissal, as required in Dismissal Procedures.

k. Sessions in which the Committee reviews evidence and makes its decisions will

not be taped, unless the Committee decides otherwise. Neither audio recordings

nor transcripts of such sessions, if made, will be available to any party and will be

erased and/or destroyed by the Committee after making its recommendation to

the President.

l. The faculty member may choose to have an advisor and/or counsel at the faculty

member's expense. This advisor and/or counsel shall be advisory only and shall

not be permitted to speak on behalf of the faculty member. The Committee shall

have access to the University attorney on procedural matters.

m. The Committee shall submit in writing its recommendations concerning the case

to the President and to the faculty member. The Committee shall request a

written statement from the President regarding a rejection of its

recommendations.

n. When discrimination on grounds of age, color, creed, disability, ethnicity, gender,

gender identity and expression, marital status, national origin, race, religion, sex,

sexual orientation, gender identity and expression or veteran status is formally

alleged, the faculty member may consult with the Equal Employment

Opportunity/Affirmative Action Office.

o. Every reasonable effort will be made to conclude the Committee's proceedings

and to make a recommendation to the President within 45 days after the matter

has been formally submitted to the committee. This time period shall not include

University holidays and times when the faculty are not under contract, such as

during the summer.

4. Sanctions Other than Dismissal

In cases of serious misconduct by a faculty member, not sufficiently grave to warrant

dismissal, the administration may impose a severe sanction, such as suspension

from service for a stated period, or a minor sanction, such as a reprimand. In each

such case, the administration shall notify the faculty member of the basis of the

proposed sanction and provide the faculty member with an opportunity to persuade

the administration that the proposed sanction should not be imposed. A faculty

member who believes that a sanction has been incorrectly or unjustly imposed may

Page 97

Revision 2.5 – August 30, 2024

petition the Faculty Grievance Committee for redress, as outlined in Faculty

Grievance Committee Operating Procedures.

5. Academic Ombuds

The Academic Ombuds's function shall be to act solely as an intermediary between a

student and a faculty member. After discussing an academic grievance with the

student, the Ombuds shall, upon request by the student, communicate the nature of

the grievance to the instructor involved. The Ombuds shall attempt to mediate and

affect an acceptable resolution of the problem. If a resolution is not satisfactory and

the student believes the response of the faculty member is not adequate, the student

may request that the Ombuds forward the grievance to the instructor's department

chairperson.

The Ombuds shall regard as absolutely confidential all information brought to that

office, except as provided above. The Ombuds shall be available to students at

established hours. The Ombuds's function, name, office location, and office hours

shall be publicized among the students.

The Ombuds shall be granted a three-hour teaching load reduction in each semester

of the regular academic year and compensation for duties during the summer.

Necessary budgetary expenses shall be arranged through the Office of the Provost

and Vice President for Academic Affairs.

The Academic Ombuds shall be selected according to the following procedures:

a. The Executive Committee of the University Senate shall, after inviting

nominations from the faculty, administration, and students, submit to the

University Senate a nomination for approval. The nominee must be a full-time

faculty member who has taught at the University a minimum of three years;

b. The name of the nominee, following approval by the University Senate, shall be

forwarded to the Student Senate by the President of the University Senate. The

Student Senate shall then confirm or reject the nomination. If the nomination is

rejected, the Executive Committee of the University Senate shall begin the

nomination procedure anew;

c. The election shall be held in April of each odd-numbered year, and the Ombuds

shall begin the two-year term of office in September.

Students may bypass the Ombuds if they wish and utilize the grievance procedures

available to them through administrative appeal. In this case, the student would

begin by attempting to resolve a grievance with the instructor. If not satisfactorily

resolved, the grievance then would be carried to the instructor's chairperson,

academic dean, and Provost and Vice President for Academic Affairs. Grievances

should be resolved at the lowest possible administrative level.

Students may also bypass the Ombuds by following the procedures outlined by the

Academic Grievance Committee.

6. Student Grievance Committee Operating Procedures

(Revised on May 4, 2005)

Page 98

Revision 2.5 – August 30, 2024

A student grievance is either academic or non-academic in nature. A student

academic grievance refers to a case in which the student claims unfair, prejudicial, or

capricious evaluation or treatment of an academic nature by a University faculty

member; an academic grievance shall not be filed against actions which would

impair the exercise by a University faculty member of his/her academic freedom. A

student non-academic grievance refers to a case when a student claims practices

which deny or restrict his/her access to or participation in course offerings; sexual

harassment and/or any violation of the University Non-Discrimination Policy or any

other act by a University faculty member violates the University Non-Discrimination

Policy.

A student grievance begins with informal procedures and may continue with

subsequent formal procedures. A student may not pursue the formal procedures of

a grievance before first exhausting all informal procedures.

The right of a University faculty member to appeal to the Faculty Grievance

Committee is not limited by participation in a student grievance nor shall it be

prejudiced by any actions or decisions of the Student Grievance Committee.

The grievance procedure is intended to deal with matters as expeditiously as

possible. Although the times listed below are recommended guidelines for handling

the steps of the procedure, it is expected that they will not be exceeded except under

compelling circumstances.

In an academic grievance, if the University faculty member is no longer employed by Bradley

University, the student shall meet with the chair of the former faculty member’s department and

the word “chair” shall take the place of the words “University faculty member” in what follows.

In a non-academic grievance, if the University faculty member is no longer employed by Bradley

University or ceases employment before the case is resolved, the Vice President for Student

Affairs shall offer the former faculty member the right to participate in the informal and formal

grievance procedures. If the former faculty member agrees in writing to do so, the process shall

move forward as it would for any other faculty member. If the former faculty member declines to

do so, or removes himself or herself in writing at any point, the Vice President for Student Affairs

shall prepare a written summary of events up to the time the former faculty member removes

himself or herself and give copies to the student and the former faculty member. At that point,

the internal University procedures shall come to a halt without having been resolved.

A student who claims academic grievance may consult with the Academic Ombuds.

The grievance process is as follows:

a. Informal Procedures

Academic Grievance

1) In an academic grievance the student shall meet with the University

faculty member in an attempt to resolve the issue within fifteen days of

the beginning of the next semester. (The student may consult with the

Academic Ombuds).

If the student is a graduate student, the student shall consult his or her

Graduate Program Coordinator/Director to seek a course of action to

Page 99

Revision 2.5 – August 30, 2024

resolve the issue. The Graduate Program Coordinator/Director shall

advise the student on the procedures to be followed. If a conflict of

interest exists between the student and the Graduate Program

Coordinator/Director, the student may seek the advice of the Department

Chairperson of the department offering the program in which he/she is

enrolled.

2) Should the issue not be resolved to the student's and the University

faculty member's mutual satisfaction, the student may, within five working

days of the decision of the University faculty member, appeal to the

chairperson/director of the University faculty member's

department/division. The chairperson/director shall provide the student

and faculty member with a written decision upholding or rejecting the

appeal within five working days of the appeal. If the chairperson/director

upholds the appeal and finds any unfair or unjustifiable injury or

disadvantage to have occurred, his/her decision shall specify remedies to

rectify the situation.

If a conflict of interest exists with the chairperson/director, the student

may appeal directly to the Dean of the University faculty member's

college as discussed in 3) below.

3) Should the issue still not be resolved to the student's and the University

faculty member's mutual satisfaction, the student or University faculty

member may, within ten working days, appeal the decision of the

chairperson/director to the Dean(s) of the College(s) in which the given

academic concern resides. This appeal shall specify in writing the

alleged grievance. The Dean(s) or Dean(s)' designee(s) shall meet with

the relevant parties within five working days of the appeal. The Dean

shall deliver a written decision within five working days after the

conclusion of this meeting upholding or rejecting the appeal. If the Dean

upholds the appeal and finds any unfair or unjustifiable injury or

disadvantage to have occurred, his/her decision shall specify remedies to

rectify the situation. In cases involving a conflict of interest with the Dean,

the student shall initiate the formal procedures specified below.

4) If the student is enrolled in a graduate program, and the issue still is not

resolved to the student's and the University faculty member's mutual

satisfaction, the student or University faculty member may, within ten

working days, appeal to the Director of Graduate Education. This appeal

shall specify in writing the alleged grievance. The Director or Director's

designee(s) shall meet with the relevant parties within five working days

of the appeal. The Director shall deliver within five working days after the

conclusion of this meeting a written decision upholding or rejecting the

appeal. If the Director upholds the appeal and finds any unfair or

unjustifiable injury or disadvantage to have occurred, his/her decision

shall specify remedies to rectify the situation. In cases involving a conflict

of interest with the Director, the student shall initiate the formal

procedures specified below.

Page 100

Revision 2.5 – August 30, 2024

Non-Academic Grievance.

1) In a non-academic grievance the student shall meet with the Vice

President for Student Affairs in an attempt to resolve the issue within

fifteen days.

2) The Vice President for Student Affairs will attempt to resolve the matter

within ten working days. Should the issue not be resolved, the Vice

President for Student Affairs shall prepare a written summary of the

events and discussions among the student, University faculty member,

and any other individuals, and give a copy of the written summary to the

student and University faculty member involved. In cases involving a

conflict of interest with the Vice President for Student Affairs, the student

shall meet with the Provost and Vice President for Academic Affairs. In

cases involving a conflict of interest with the Provost, the student shall

initiate the formal procedures specified below.

b. Formal Procedures

Should the issue not be resolved to the student's and the University faculty

member's mutual satisfaction using the informal procedures, the student or

University faculty member may, within five working days of the final written

decision or summary described above, initiate the formal phase of the grievance

procedure by appealing in writing to the Chairperson of the University Student

Grievance Committee. This written appeal shall specify the alleged grievance

and the result(s) of the appeals during the informal phase of the grievance

procedure.

Legal counsel may be used by the parties, at the parties' cost, as part of the

formal procedure. Legal counsel for either party shall act in an advisory capacity

only and shall not be permitted to speak on behalf of any party. The Student

Grievance Committee shall have access to the University attorney on procedural

matters.

1) The Student Grievance Committee shall meet at the call of the

Chairperson upon receipt of a written grievance.

a) The Chairperson shall:

1) Obtain written statements from all parties involved in the appeal.

2) Call for a meeting of the Committee to be held within ten working

days of submission of the appeal to review the statements from

the parties involved, unless extraordinary circumstances require

a delay.

3) The Committee shall decide whether a grievance is in order. If

the Committee finds a grievance is not in order, the complaint is

dismissed and no further action will be taken by the Committee.

If the grievance alleges discrimination, a copy of the minutes of

the meeting shall be sent to the Affirmative Action Officer.

b) If the Committee finds a grievance is in order, the Committee shall

Page 101

Revision 2.5 – August 30, 2024

1) Determine a date, time and place for a formal hearing.

Determine the procedures for conducting the formal hearing. All

parties concerned will be given at least five working days notice

of the time, date and place of the hearing, and of the

procedures.

2) Call on other faculty, staff and students if it would serve the

purposes of due process.

3) Retain records of all written matters dealing with each case.

3) The Committee shall submit its written findings and decisions for

review within forty-five working days after the matter has been

formally submitted to the Committee. This time period shall not

include either University holidays or times when the faculty are not

under contract, such as during the summer. If the Committee finds

that unfair or unjustifiable injury or disadvantage has occurred, its

decision shall specify remedies to rectify the situation.

The Committee shall submit its findings and decision to the Provost or other

appropriate academic officer. Within thirty days of the receipt of the findings and

recommendations of the Committee, the Provost or other appropriate University

officer shall notify all concerned parties of his/her agreement or disagreement

with the Committee's decision, stating the reasons in writing.

Upon agreement of the parties, the grievance procedure can be concluded at any

time before notification by the appropriate academic officer.

7. Termination of Employment

a. Termination of Appointment by the Faculty Member

A faculty member may terminate his or her appointment effective at the end of an

academic year, provided that notice is given in writing at the earliest opportunity,

but not later than April 1st. Failure to respond by April 1st shall be interpreted as

an indication by the faculty member that the faculty member intends to terminate

relationship with Bradley University upon completion of the current contractual

agreement, and action may be initiated immediately thereafter to secure a

replacement. The faculty member, with the approval of the department

chairperson, Dean, and the Provost and Vice President for Academic Affairs,

may properly request a waiver of this requirement of notice in case of hardship,

unusual circumstances, or in a situation where the faculty member would

otherwise be denied substantial professional advancement or other opportunity.

b. Termination of Appointment by the University

Termination of an appointment with continuous tenure, or of a probationary or

special appointment before the end of the specified term, may be effected by the

University under the following conditions:

  Page 102 
    Revision 2.5 – August 30, 2024 
1)  Termination for Cause 
The principal reasons for termination of an appointment with continuous 
tenure, or of a probationary or special appointment before the end of the 
specified term are: 
a)  Dismissal for gross violation of the Code of Ethics as adopted by the 
University Senate;  (See Statement on Faculty Ethics)  
b)  Willful neglect of duty, failure to fulfill contractual obligations, or 
incompetence; 
c)  Medical disability.  (See Termination for Medical Reasons or Termination 
of Appointment by the University) 
If termination takes the form of a dismissal (under Sub-Sections a) and b) 
above), it will be pursuant to the procedures specified in Dismissal 
Procedures.  
2)  Termination for Financial Exigency  
a)  Termination of an appointment with continuous tenure, or of a 
probationary or special appointment before the end of the specified term, 
may occur under extraordinary circumstances because of a demonstrably 
bona fide financial exigency, i.e., an imminent financial crisis which 
threatens the survival of the University as a whole and which cannot be 
alleviated by less drastic means.  
b)  If the administration issues notice to a particular faculty member of an 
intention to terminate because of a financial exigency, the faculty member 
may consult the faculty Ombuds.  If a satisfactory settlement is not 
reached, the faculty member may request that the case be heard by the 
Committee on Tenure, Promotion, and Dismissal, with all the rights 
attendant to a dismissal procedure as specified in Dismissal Procedures 
below.  The issues in that hearing will include: 
1)  The existence and extent of the condition of financial exigency.  
(See Procedures for Dealing with Financial Exigency)  The burden 
will rest on the administration to prove the existence and extent of 
the condition; 
2)  The validity of the educational judgments and the criteria for 
identification for termination; but the recommendations of a faculty 
body on these matters will be considered presumptively valid; 
3)  Whether the criteria are being properly applied in the individual 
case. 
c)  If the University, because of financial exigency, terminates appointments, 
it will not at the same time make new appointments except in 
extraordinary circumstances where a serious distortion in the academic 
program would otherwise result.  The appointment of a faculty member 
with continuous tenure will not be terminated in favor of retaining a faculty 
member without tenure, except in extraordinary circumstances where a 

Page 103

Revision 2.5 – August 30, 2024

serious distortion of academic program would otherwise result. Lecturers

who are in their probationary period shall not be retained at the expense

of those in Professorial rank positions.

d) Before terminating an appointment because of financial exigency, the

University, with faculty participation, will make every effort to place the

faculty member concerned in another suitable position within the

University.

e) In all cases of termination of appointment because of financial exigency,

the faculty member concerned will be given notice as prescribed in

Probationary Appointment or severance salary (as prescribed in Terminal

Notice or Salary).

f) In all cases of termination of appointment because of financial exigency,

the place of the faculty member concerned will not be filled by a

replacement within a period of three years, unless the released faculty

member has been offered reinstatement and a reasonable time in which

to accept or decline it.

3) Discontinuation of a Program or Department Not Mandated by Financial

Exigency

Termination of an appointment with continuous tenure, or of a probationary or

special appointment before the end of the specified term, may occur as a

result of a bona fide formal discontinuation of a program, department, or

division of instruction. The following standards and procedures will apply:

a) The decision to discontinue a program, department, or division of

instruction will be based solely on educational considerations, as

determined primarily by the faculty as a whole or an appropriate

committee thereof that has been elected by the faculty members of the

University Senate. The faculty representatives involved in making

decisions on discontinuations must hold themselves accountable to the

faculty with no confidentiality requirements. Educational considerations

shall not include cyclical or temporary variations in enrollment, but shall

reflect long-range judgments that the educational mission of the

University will be enhanced by the discontinuation;

b) Faculty members serving in a program, department, or division of

instruction under consideration for discontinuation will be informed of this

activity in writing and provided at least thirty days in which to respond to it

in writing;

c) Before the Administration issues notice to a faculty member of its

intention to terminate an appointment because of formal discontinuation

of a program, department, or division of instruction,

i) the decision to discontinue the program, department, or division of

instruction will be proposed in a motion to the faculty members of the

University Senate for deliberation and a vote so that the Faculty

position on the proposal can be recorded;

Page 104

Revision 2.5 – August 30, 2024

ii) the University will make every effort to place the faculty member

concerned in another suitable position. If placement in another position

would be facilitated by a reasonable period of training, financial and

other support for such training will be provided. If no position is

available within the University, with or without retraining, the faculty

member's appointment may be terminated, with at least one year of

notice or at least one year of severance salary and benefits.

Severance salary must be equitably adjusted to the faculty member's

length of past and potential service;

d) A faculty member may appeal a proposed relocation or termination

resulting from a discontinuation and has a right to a full hearing before the

Committee on Tenure, Promotion, and Dismissal, with all the rights

attendant upon a dismissal procedure as specified in Dismissal

Procedures. The issues in such hearings may include the University's

failure to satisfy any of the conditions specified in this Section. In such

hearings a faculty determination that a program, department or division is

to be discontinued will be considered presumptively valid, but the burden

of proof on other issues will rest with the Administration.

4) Termination for Medical Reasons

Termination of an appointment with tenure, or of a probationary or special

appointment before the end of the period of appointment, for medical

reasons, will be based upon clear and convincing evidence that the faculty

member cannot continue to fulfill the terms and conditions of the

appointment. The decision to terminate will be reached only after there has

been appropriate consultation and after the faculty member concerned, or

someone representing the faculty member, has been informed of the bases

of the proposed action and has been afforded an opportunity to present the

faculty member's position and to respond to the evidence. If the faculty

member so requests, the evidence will be reviewed by the Committee on

Tenure, Promotion and Dismissal before a final decision is made by the

Board of Trustees on the recommendation of the Administration. The faculty

member will be given severance salary as prescribed in Terminal Notice or

Salary.

c. Non-Reappointment of Non-Tenured Faculty

If a faculty member on probationary or other non-tenured appointment alleges

that a decision not to reappoint was based significantly on considerations in

violation of (1) academic freedom or (2) governing policies on making

appointments without prejudice with respect to age, color, creed, disability,

ethnicity, gender, gender identity and expression, marital status, national origin,

race, religion, sex, sexual orientation, gender identity and expression or veteran

status, the allegation will be given consideration. The matter will be heard in the

manner set forth in Dismissal Procedures except that the faculty member making

the complaint is responsible for stating the grounds for the allegation, and the

burden of proof shall rest upon the faculty member. If the faculty member

succeeds in establishing a prima facie case, it is incumbent upon those who

made the decision not to reappoint the faculty member to come forward with

evidence in support of their decision.

Page 105

Revision 2.5 – August 30, 2024

d. Administrative Personnel

The foregoing regulations apply to administrative personnel who hold academic

rank, but only in their capacity as faculty members. Where an administrator

alleges that a consideration in violation of academic freedom significantly

contributed to a decision to terminate an appointment to an administrative post,

or not to reappoint, the administrator is entitled to the procedures set forth in

Non-Reappointment of Non-Tenured Faculty.

e. Other Academic Staff

1) In no case will a faculty member with a special appointment who is not

otherwise protected by the preceding regulations which relate to dismissal

proceedings be dismissed without having been provided with a statement of

reasons and an opportunity to be heard before the Faculty Grievance

Committee.

2) With respect to the non-reappointment of a member of such academic staff

who establishes a prima facie case to the satisfaction of the Faculty

Grievance Committee that a consideration in violation of academic freedom

significantly contributed to the non-reappointment, the staff member will be

given a statement of reasons by those responsible for the non-reappointment

and an opportunity to be heard before the Faculty Grievance Committee.

f. Grievance Procedure

If any faculty member feels that he or she has cause for grievance in any matter

not covered by the procedures described in the foregoing sections, the faculty

member may petition the Faculty Grievance Committee for redress. The petition

shall set forth in detail the nature of the grievance and shall state against whom

the grievance is directed. It shall contain any factual or other data which the

petitioner deems pertinent to the case. The Committee will have the right to

decide whether or not the facts merit a detailed investigation. Submission of a

petition will not automatically entail investigation or detailed consideration

thereof. The Committee may seek to bring about a settlement of the issue

satisfactory to the parties. If in the opinion of the Committee such a settlement is

not possible or is not appropriate, the Committee will report its findings and

recommendations to the petitioner and to the appropriate administrative officer

and faculty body, and the petitioner will, upon request, be provided an

opportunity to present the case to them.

g. Dismissal Procedures

1) A dismissal is a termination before the end of the period of appointment.

Adequate cause for a dismissal will be related, directly and substantially, to

the fitness of the faculty member's professional capacity as a teacher or

researcher, according to the standards specified on Criteria for Academic

Appointment and Promotion for Tenure Track Positions Dismissal will not be

used to restrain faculty members in their exercise of academic freedom or

other rights of American citizens. (See Academic Freedom)

2) Dismissal of a faculty member with continuous tenure, or with a special or

probationary appointment before the end of the specified term, will be

preceded by:

  Page 106 
    Revision 2.5 – August 30, 2024 
a)  Discussions between the faculty member and appropriate administrative 
officers looking toward a mutual settlement.  
b)  Informal inquiry by the Faculty Ombuds which may, failing to effect an 
adjustment, determine whether in its opinion the matter should be 
referred to the Committee on Tenure, Promotion and Dismissal.  The 
latter may determine whether in its opinion dismissal proceedings should 
be undertaken, without its opinion being binding upon the President of the 
University.  
c)  A statement of charges stated with reasonable particularity by the 
President or the President's delegate. 
3)  A dismissal, as defined in Sub-Section 1) above, will be preceded by a 
statement of reasons, and the individual concerned will have the right to be 
heard by the Committee on Tenure, Promotion and Dismissal.  Members 
deeming themselves disqualified for bias or interest shall remove themselves 
from the case, either at the request of a party or on their own initiative.  Either 
party will have a maximum of one challenge without stated cause.  
4)  Pending a final decision by the Committee on Tenure, Promotion and 
Dismissal, the faculty member will be suspended, or assigned to other duties 
in lieu of suspension, only if immediate harm to self or others is threatened by 
continuation or if the faculty member has lost the capacity to perform his/her 
duties adequately (See Termination of Appointment by the University).  
Before suspending a faculty member, the administration will consult with the 
Executive Committee of the University Senate (except for the Provost and 
Vice President for Academic Affairs) concerning the propriety, the length, and 
the other conditions of the suspension.  A suspension which is intended to 
culminate in a dismissal will be treated as a dismissal with appeal through the 
Committee on Tenure, Promotion and Dismissal, rather than through the 
Faculty Grievance Committee. Salary will continue during the suspension.  
5)  The Committee on Tenure, Promotion and Dismissal may, with the consent of 
the parties concerned, hold joint pre-hearing meetings with the parties in 
order to: 
a)  Simplify the issues; 
b)  Effect stipulations of facts; 
c)  Provide for the exchange of documentary or other information; 
d)  Achieve such other appropriate pre-hearing objectives as will make the 
hearing fair, effective, and expeditious.  
6)  Service of notice or hearing with specific charges in writing will be made at 
least twenty days prior to the hearing.  The faculty member may waive a 
hearing or may respond to the charges in writing at any time before the 
hearing.  If the faculty member waives a hearing but denies the charges or 
asserts that the charges do not support a finding of adequate cause, the 
Committee on Tenure, Promotion and Dismissal will evaluate all available 
evidence and rest its recommendation upon the evidence in the record.  

Page 107

Revision 2.5 – August 30, 2024

7) During the proceedings the faculty member will be permitted to have an

advisor and/or counsel of choice at the faculty member's expense. During

the formal hearing(s), the advisor and/or counsel shall be advisory only and

shall not be permitted to speak on the faculty member's behalf.

8) At the request of either party or the Committee on Tenure, Promotion and

Dismissal, a representative of a responsible educational association shall be

permitted to attend the proceedings as an observer.

9) A verbatim record of the hearing or hearings will be taken and at the faculty

member's request a typewritten copy will be made available to the faculty

member without cost.

10) The burden of proof that adequate cause exists rests with the University and

shall be satisfied only by clear and convincing evidence considered as a

whole.

11) The Committee on Tenure, Promotion and Dismissal will grant adjournments

to enable either party to investigate evidence as to which a valid claim of

surprise is made.

12) The faculty member will be afforded an opportunity to obtain necessary

witnesses and documentary or other evidence. The Administration will

cooperate with the Committee on Tenure, Promotion and Dismissal in

securing witnesses and making available documentary and other evidence.

13) The faculty member and the Administration will have the right to confront and

cross-examine all witnesses. Where the witnesses cannot or will not appear,

but the Committee on Tenure, Promotion and Dismissal determines that the

interests of justice require admission of their statements, the Committee will

identify the witnesses, disclose their statements, and if possible provide for

interrogatories.

14) In the hearing of charges of incompetence, the testimony shall include that of

qualified faculty members from this or other institutions of higher learning.

15) The Committee on Tenure, Promotion and Dismissal will not be bound by

strict rules of legal evidence, and may admit any evidence which is of

probative value in determining the issues involved. Every possible effort will

be made to obtain the most reliable evidence available.

16) The findings of fact and the decision will be based solely on the hearing

record.

17) Except for such simple announcements as may be required, covering the

time of the hearing and similar matters, public statements and publicity about

the case either by the faculty member or by administrative officers will be

avoided so far as possible until the proceedings have been completed,

including consideration by the Board of Trustees. The President and the

faculty member will be notified of the decision in writing and will be given a

copy of the record of the hearing.

18) If the Committee on Tenure, Promotion and Dismissal concludes that

adequate cause for dismissal has not been established by the evidence in the

Page 108

Revision 2.5 – August 30, 2024

record, it will so report to the President. If the President rejects the report, he

will state his reasons for doing so, in writing, to the Committee and to the

faculty member, and provide an opportunity for response before transmitting

the case to the Board of Trustees. If the Committee concludes that adequate

cause for dismissal has been established, but that an academic penalty less

than dismissal would be more appropriate, it will so recommend, with

supporting reasons.

h. Procedures for Dealing With Financial Exigency

The elements of a plan to deal with financial exigency are:

1) Determination of Impending or Actual State of Financial Exigency

A state of financial exigency exists when funds required for continued

operation of the University without impairment of its academic standing are

unavailable, or are foreseen to be unavailable, and the insufficiency of funds

is of a serious and persistent nature.

If the Committee on University Resources, either upon the recommendation

of the University administration through the Provost and Vice President for

Academic Affairs, or on its own initiative believes a state of financial exigency

to exist or is impending, it shall so notify the University Senate at the next

regular meeting of the Senate or within two weeks of its finding, whichever is

sooner.

The University Senate, if it accepts the report, shall by formal resolution notify

the President and the Provost and Vice President for Academic Affairs of this

finding and request the implementation of a plan and procedure for dealing

with a state of financial exigency.

2) Guidelines for Identifying Appropriate Adjustments and Retirements

The following guidelines shall be applied in preparing and implementing a

plan for responding to a state of financial exigency. These guidelines,

prepared by the Committee on Tenure, Promotion and Dismissal and

approved by the University Senate, shall be reviewed periodically by this

Committee with recommendations to the Senate for change as deemed

advisable.

a) The overriding consideration in preparing and recommending a plan for

responding to a state of financial exigency shall be the preservation of

Bradley University as a viable institution of higher learning without

impairment of the academic standing of the University.

b) Proposed retrenchments related to financial exigency shall not be

undertaken until a revenue expansion plan has been adopted and a

timetable established for its implementation.

c) The plan for adjustment and/or retrenchment may include the following

(which list is not limiting and does not imply any order of priority):

1) Reduction in supplies budget;

Page 109

Revision 2.5 – August 30, 2024

2) Postponement of capital budgets;

3) Reduction in scope of academic or non-academic programs;

4) Elimination of academic or non-academic programs;

5) Termination of employment of administrative staff, faculty, or

support staff;

6) Expansion of programs or introduction of new program with the

appropriate funding;

7) Reorganization of academic and non-academic units and

procedures to improve efficiency of operation.

d) The application of these or other measures need not be and probably

should not be uniform. In each and every case, however, the measure

should be justified as necessary for and contributing to the preservation of

Bradley University as noted in a) above.

e) If the plan recommends termination of personnel, the procedures as

described in Termination of Employment shall be binding.

3) Process of Formulation and Implementation of Plan for Adjustments

and Retirements

(Revised on November 15, 2018)

The preparation of the plan shall be the responsibility of the Provost and Vice

President for Academic Affairs, but shall be formulated in consultation with

the Chief Financial Officer, the Vice President for Advancement, the Deans of

the Colleges, the Director of Graduate Education, and such other

administrative officers deemed appropriate; the Provost and Vice President

for Academic Affairs shall also consult with the Committee on University

Resources.

The Committee on University Resources shall review the plan upon its

completion and shall report its findings and recommendations for acceptance

or rejection to the University Senate at a special meeting or at the next

regular meeting of the Senate, but no later than two weeks after receiving the

report from the Provost and Vice President for Academic Affairs. The

Committee on University Resources report and recommendations shall be

based on whether, in its judgment, the plan conforms to the guidelines stated

in 2) above.

The University Senate shall act on the Committee's report and

recommendations within one month of the time at which they are delivered

and forward its recommendations to the President and to the Provost and

Vice President for Academic Affairs. If the Senate fails to make a formal

recommendation to the President and the Provost and Vice President for

Academic Affairs on any part of the plan within the month, the decision

whether to proceed with those parts shall be made by the President.

Page 110

Revision 2.5 – August 30, 2024

4) Appeals by Affected Academic or Administrative Units

(Revised on November 15, 2018)

Units affected by the plan may request reconsideration by an Appeals

Committee comprised of the President, who shall serve as Chairperson, the

Provost and Vice President for Academic Affairs, the Chief Financial Officer,

the Vice President for Advancement, and two persons selected by the

Executive Committee of the Senate and approved by the Senate. The

following procedures shall apply:

a) Appeals must be presented to the President in writing;

b) Appeals must be based on the appropriateness of the application of the

guidelines;

c) The internal procedures for hearings shall be determined by the Appeals

Committee itself;

d) The decision of the Committee shall be provided in writing.

5) Appeals Process or Affected Individuals

Individuals who believe their contractual rights have been violated by the plan

may appeal through the appropriate committees on faculty affairs Faculty

Ombuds.

i. Terminal Notice or Salary

If an appointment is terminated, the faculty member will receive salary or notice

in accordance with the schedule of notice to which the faculty member is entitled

in Probationary Appointments or if the faculty member has tenure, for at least

one year. This provision for terminal notice or salary need not apply in the event

that there has been a finding that the conduct which justified dismissal falls under

the provisions of Termination of Appointment by the University. On the

recommendation of the Committee on Tenure, Promotion and Dismissal or the

President, the Board of Trustees, in determining what, if any, payment will be

made beyond the effective date of dismissal, may take into account the length

and quality of the faculty member's service to the University.

j. Action of the Board of Trustees

If dismissal or other severe sanction is recommended, the President will, on

request of the faculty member, transmit to the Board of Trustees the record of the

case. The Board's review will be based on the record of the Committee hearing,

and it will provide opportunity for argument, oral or written or both, by the

principals at the hearing or by their representatives. The decision of the

Committee on Tenure, Promotion, and Dismissal will either be sustained, or the

proceeding returned to the Committee with specific objections. The Committee

will then reconsider, taking into account the stated objections and receive new

evidence if necessary. The Board of Trustees will make a final decision only

after study of the Committee's reconsideration.

Page 111

Revision 2.5 – August 30, 2024

8. Policy on Research Misconduct

a. Introduction

This policy defines research misconduct and describes the procedures for

handling allegations of research misconduct at Bradley University. This policy

applies to academic employees involved in funded or unfunded research

activities associated with the University.

Research misconduct in academe is an intolerable threat to the most

fundamental purpose of a university: the search for truth and knowledge.

Dishonesty among academic researchers is uncommon relative to the large

amount of scholarship in which colleges and universities engage, but violations of

professional standards can occur in this as in other types of human pursuit. While

research at Bradley University has traditionally and routinely been performed at a

high level of quality and academic integrity, the potential consequences of

misconduct are so serious that the University must provide policies and

procedures to review, investigate, and report allegations of misconduct, even if

cases will arise only rarely.

Bradley University expects research engaged in by members of the University

community to conform to highest ethical standards. Anyone with concerns about

impropriety in a research project should communicate those concerns through

appropriate channels. If they cannot be communicated directly to the researchers

involved, or if such action has an unsatisfactory result, then the concerns should

be brought to the Associate Provost of Academic Affairs. In many cases,

however, a person may not be able to determine whether the problem he or she

perceives with a research project constitutes misconduct. The people listed in

this document to whom formal allegations should be brought can provide

guidance in ambiguous situations.

In the event of a case of alleged misconduct, all persons involved in the

proceedings are expected to cooperate fully and to conduct themselves in an

ethical manner. They have an obligation to strive for impartiality and objectivity,

with ample respect for the care needed in reviewing allegations of misconduct

and the personal and professional harm that can result from unfounded

accusations. Confidentiality in the proceedings is to be preserved to the greatest

extent compatible with effective and efficient response. All parties are to be

treated justly and fairly and with due respect to their reputations and future

professional opportunities. The proceedings should be conducted as

expeditiously as possible, in order to arrive at the resolution of charges in a

timely fashion.

b. Definitions

1) Research Misconduct

Research Misconduct is behavior that fails to respect the intellectual

contributions or property of others, that intentionally impedes the progress of

research, that risks corrupting the scientific record, or that compromises the

integrity of scientific practices. Research misconduct does not include

unintentional error or honest differences in interpretation or judgments of

Page 112

Revision 2.5 – August 30, 2024

data. Examples of research misconduct include, but are not limited to the

following:

a) Falsification of data

Fabrication of data, deceptive reporting of data, and/or purposeful

omission of conflicting data.

b) Misrepresentation

Reckless disregard for the truth by stating or presenting a material or

significant falsehood; or omitting a fact so that what is stated or presented

as a whole states or presents a material or significant falsehood.

c) Plagiarism

Representing another's work as one's own.

d) Misappropriating others’ ideas

The unauthorized use of privileged information (such as violation of

confidentiality in peer review), however obtained.

e) Interference

Intentionally and without authorization taking or sequestering or materially

damaging any research-related property of another used or produced in

the conduct of research.

f) Material failing to comply with established requirements that relate to the

conduct of research

E.g., for the protection of researchers, human subjects, animal subjects,

or the public.

g) Misappropriating research funds

Including, but not limited to, the diversion of external funds to purposes

not appropriately related to the funded research project.

2) Academic Employee

Academic Employee means a University employee who ultimately reports to

the Provost and Vice President for Academic Affairs.

3) Complainant

Complainant means a person who makes an allegation of research

misconduct.

4) Respondent

Respondent means the person against whom an allegation of research

misconduct is directed or the person whose actions are the subject of the

Page 113

Revision 2.5 – August 30, 2024

inquiry or investigation. There can be more than one respondent in an inquiry

or investigation.

5) Allegation

Allegation means any written or oral statement or other indication of possible

research misconduct made to an institutional official.

6) Good Faith Allegation

Good faith allegation means an allegation made with the honest belief that

research misconduct may have occurred. An allegation is not in good faith if

it is made with reckless disregard for or willful ignorance of facts that would

disprove the allegation.

7) Inquiry

Inquiry is the initial fact-finding to determine whether an allegation or

apparent instance of research misconduct warrants an investigation.

8) Investigation

Investigation means the formal examination and evaluation of all relevant

facts to determine if misconduct has occurred, and, if so, to determine the

responsible person and the seriousness of the misconduct.

9) Research Record

Research record means any data, document, computer file, computer

diskette, or any other written or non-written account or object that reasonably

may be expected to provide evidence or information regarding the proposed,

conducted, or reported research that constitutes the subject of an allegation

of research misconduct. A research record includes, but is not limited to,

grant or contract application, whether funded or unfunded; grant or contract

progress and other reports; laboratory notebooks; notes; correspondence;

videos, photographs; X-ray film; slides; biological materials; computer files

and printouts; manuscripts and publications; equipment use logs, laboratory

procurement records; animal facility records; human and animal subject

protocols; consent forms; medical charts; and patient research files.

10) Retaliation

Retaliation means any action that adversely affects the employment or other

institutional status of an individual that is taken by an institution or an

employee because the individual has made a good faith allegation of

research misconduct or of inadequate institutional response thereto or has

cooperated in good faith with an investigation of such allegation.

c. Procedures for Handling Allegations of Research Misconduct

1) The Filing of a Complaint and the Initiation of an Inquiry

If any administrative officer referred to herein has a conflict of interest in a

case, or is the complainant, then the next higher administrative officer will

appoint some other person to assume the responsibility.

Page 114

Revision 2.5 – August 30, 2024

Allegations of research misconduct shall be reported to the Associate Provost

of Academic Affairs. He or she may counsel confidentially any individual who

comes forward with an allegation of misconduct.

If consistent with law, regulations of the granting agency, and provisions of

contracts, the University may seek informal resolution of the issue. Informal

resolution could include direct discussion between the complainant and

respondent or facilitated discussion including the Associate Provost of

Academic Affairs, Department Chairs, Deans, or others.

If the Associate Provost of Academic Affairs determines that the concern

does fall under the jurisdiction of this policy, he or she will discuss the inquiry

and investigation procedures with the individual who has questions about the

integrity of a research project (the complainant). If the complainant chooses

to make a formal allegation, a written complaint must be submitted to the

Associate Provost of Academic Affairs specifying both the alleged misconduct

and the evidence that supports the allegation.

Formal allegations may not be made anonymously, for this precludes the

acquisition of further pertinent information from the complainant.

a) Initial Response to Possible Research Misconduct

If a formal complaint is filed, the Associate Provost of Academic Affairs

must, within seven days, determine (a) if the alleged misconduct falls

under the jurisdiction of the policy on research misconduct, and (b) if

there is sufficient cause to warrant an inquiry. If the answers to both

questions are yes, an inquiry must begin as soon as possible. If the

answer to either question is no, then the Associate Provost of Academic

Affairs will notify the complainant of the negative decision. When the

Associate Provost of Academic Affairs determines an inquiry is not

merited, the complainant may refile the complaint with the Associate

Provost of Academic Affairs, who must initiate an inquiry.

If a formal complaint is not filed, the Associate Provost of Academic

Affairs may still initiate an inquiry. Once aware of potential research

misconduct, by whatever means, the Associate Provost of Academic

Affairs is obligated to determine whether the evidence appears strong

enough to merit conducting an inquiry. If the evidence is strong enough

to merit an inquiry, the Associate Provost of Academic Affairs will become

the complainant filing a formal complaint with the Provost and Vice

President for Academic Affairs. In such cases see above, c. 1)

Paragraph 1.

The Associate Provost of Academic Affairs, or the Provost and Vice

President for Academic Affairs if the Associate Provost of Academic

Affairs file the complaint, initiate an inquiry by notifying in writing both the

complainant and respondent that a request has been made to the

Executive Committee of the University Senate to create a Research

Standards Committee (See 3) b) below for details). It is the Research

Standards Committee which conducts the inquiry and any subsequent

investigation.

Page 115

Revision 2.5 – August 30, 2024

b) The Research Standards Committee

1) Purpose

A Research Standards Committee shall be created to conduct the

inquiry, and if merited the investigation of the alleged research

misconduct.

2) Committee Membership

The Research Standards Committee shall consist of five full-time

faculty members, appointed by the Executive Committee of the

University Senate. The Associate Provost of Academic Affairs shall

participate as an ex-officio and non-voting member and serve as a

resource person to the Executive Committee. Committee members

should not have a close professional or personal affiliation with the

complainant or the respondent in a given case. Committee members

should be unbiased, have appropriate academic or other backgrounds

for judging the issues being raised, and have no real or apparent

conflicts of interest with the case being investigated.

Immediately upon creation of the Research Standards Committee, the

Associate Provost of Academic Affairs will notify the respondent of the

Committee's membership. The composition of the Committee may be

challenged for cause by the respondent. Any respondent challenges

to the Committee's composition must be submitted in writing to the

Associate Provost of Academic Affairs within five days of the

respondent being notified of the Committee's membership. The

University Senate Executive Committee will decide the validity of a

challenge for cause and appoint any needed replacements.

3) Structure and Resources

The Committee will elect a chairperson and secretary, who will

maintain Committee records. All records will be securely stored at the

Office of the Associate Provost of Academic Affairs. The Committee

may call upon the Office of the Associate Provost of Academic Affairs

for support beyond maintaining records (e.g., any financial resources

required for the Committee to call upon on- or off campus consultants

necessary to assist in reviewing a case). When necessary in either

inquiry or investigation, the Committee may call upon experts.

2) Inquiry

a) Purpose

In the inquiry, factual information is gathered and expeditiously reviewed

to determine if an investigation of the charge is warranted. An inquiry is

not a formal hearing, nor is it to conclude that misconduct has occurred; it

is intended to separate allegations deserving of further and more detailed

examination from frivolous, unjustified, or clearly mistaken allegations.

An inquiry is undertaken to determine whether an investigation is to be

conducted.

Page 116

Revision 2.5 – August 30, 2024

b) Process

To initiate an inquiry, the Associate Provost of Academic Affairs shall (1)

inform the Executive Committee of the University Senate of the need for

an inquiry, and (2) notify the respondent of the charges and the process

that will follow. Notification will be made in writing and copies will be

securely maintained and held confidential in the office of the Associate

Provost of Academic Affairs. The only role of the Executive Committee of

the University Senate is to promptly form the Research Standards

Committee. The Associate Provost of Academic Affairs should provide

the Executive Committee with the information necessary for the

appointment of Research Standards Committee that is neutral and

possesses the needed expertise for the case.

All meetings of the Committee will be closed and kept confidential.

The respondent is obligated to cooperate in providing the material

necessary to conduct the inquiry and will be so informed by the

Committee when the inquiry is initiated. Uncooperative behavior may

result in immediate implementation of a formal investigation and

appropriate institutional sanctions. The respondent will be given an

opportunity to comment on the allegations during the inquiry and to

respond to a draft copy of the inquiry findings. If he or she comments on

that report, the comments may be made part of the final inquiry record.

The respondent may address the Committee, if he or she desires. When

appearing before the Committee the respondent may be accompanied by

an advisor and/or counsel of choice at the respondent's expense;

however, the advisor and/or counsel is advisory only and will not be

permitted to speak on the respondent's behalf.

Inquiries should be resolved expeditiously. The inquiry phase should be

completed and the final report of the findings submitted to the Provost

and Vice President for Academic Affairs within 60 days of the initiation of

the inquiry or within a shorter time period if so specified by a funding

agency. If the Committee anticipates that the established deadline

cannot be met, it should submit to the Provost a report citing the reasons

for the delay and describing progress to date; it should also inform the

respondent and other involved individuals. If the inquiry takes longer than

60 days to complete, the final report will include documentation of the

reasons for exceeding 60 days.

The University will, to the greatest extent possible, protect the

complainant against retaliation. Individuals engaging in acts of retaliation

will be subject to grievance proceedings and/or disciplinary action.

c) Findings

After receiving the written report of the inquiry, the Provost and Vice

President for Academic Affairs shall render a decision on whether or not

the allegations merit an investigation. The report is to state what

evidence was reviewed, summarize relevant interviews, describe the

process and conclusion of the inquiry, and include a recommendation on

whether an investigation is merited. It is to be sufficiently detailed to

permit a later assessment of the reasons supporting the inquiry findings.

Page 117

Revision 2.5 – August 30, 2024

The report and all other inquiry records will be retained in a confidential

and secure file in the Office of the Associate Provost of Academic Affairs

for at least three years after the completion of the inquiry. This file will not

become a part of the respondent's employment or student record at the

University unless a subsequent investigation results in a final

determination of research misconduct.

In the case of allegations found to warrant an investigation, the existing

Research Standards Committee will promptly initiate such an

investigation.

If an allegation is found to be unsupported, but has been submitted in

good faith, no further formal action, other than informing all parties

involved in the inquiry, will be taken. The record and findings of the

inquiry, including the identity of the respondent, will be held confidential to

the greatest extent possible to protect the parties involved.

d) Reporting to the Funding Agency

If the alleged research misconduct involves an externally funded project,

the Associate Provost of Academic Affairs will convey to the funding

agency the information required by the regulations of the funding agency.

3) Investigation

a) Purpose

The Research Standards Committee will initiate an investigation only after

the Provost and Vice President for Academic Affairs decides that an

investigation is warranted. The investigation broadens the scope of the

inquiry and is the formal examination and evaluation of all pertinent facts

to determine whether misconduct has occurred. The investigation should

look carefully at the substance of the charges and examine all relevant

evidence. The investigation findings and recommendations are advisory.

They will be submitted to, and reviewed by, the Provost and Vice

President for Academic Affairs who will make the determination.

b) Process

Upon completion of an inquiry and the determination by Provost and Vice

President for Academic Affairs' that an investigation is warranted, the

Research Standards Committee will initiate the investigation within 30

days.

The Committee's investigation may consist of a combination of activities

including, but not limited to:

1) Review of data, proposals, correspondence, and other pertinent

documents at the University, at the granting agency, or elsewhere;

2) Review of published materials and of manuscripts submitted or in

preparation;

3) Inspection of laboratory or other facilities and/or materials;

Page 118

Revision 2.5 – August 30, 2024

4) Interviewing of parties with an involvement in, or knowledge about

the case, including both the complainant and the respondent.

Complete summaries of these interviews should be prepared,

provided to the interviewed party for comment or revision, and

included as part of the documentary record of the investigation.

All involved University parties are obligated to cooperate with the

proceedings in providing information relating to the case. All relevant

documentary information must be provided to the respondent in a

timely manner to facilitate the preparation of a response. The

respondent will be provided the opportunity during the investigation to

address the charges and evidence in detail and may address the

Committee in person if he or she desires. The complainant will have

the opportunity to review the evidence to ensure completeness.

All meetings of the Committee will be closed and considered

confidential. When appearing before the Committee the respondent

may be accompanied by an advisor and/or counsel of choice at the

respondent's expense; however, the advisor and/or counsel is

advisory only and will not be permitted to speak on the respondent's

behalf.

In the course of an investigation, additional information may emerge

that justifies broadening the scope of the investigation beyond the

initial allegations. The respondent will be informed when significant

new directions of investigations are undertaken.

After conducting the investigation, the Committee will prepare a draft

report of findings, provide a copy to the respondent for comment, and

then incorporate the respondent's comments (if any) in the final

report. This final report must:

a) Describe the alleged research misconduct;

b) Include the actual text or an accurate summary of the views of

the respondent;

c) Describe how and from whom information was obtained;

d) Detail the Research Standards Committee's findings and the

basis for those findings;

e) Include the respondent's comments on the draft report of

findings;

f) Include one of the following summary findings:

1) No research misconduct was committed;

2) No research misconduct was committed, but serious scientific

or other research errors were committed;

3) Research misconduct was committed.

Page 119

Revision 2.5 – August 30, 2024

g) Detail the Research Standards Committee's recommendations

for the resolution of the case, including correction of the research

record if there is a finding of research misconduct or research error;

h) Recommend sanctions if there is a finding of misconduct (See 5)

c) below).

4) Submission of Findings

The Research Standards Committee then will submit the final report to the

Provost and Vice President for Academic Affairs.

Investigations should be conducted as expeditiously as possible. An

investigation ordinarily should be completed within 120 days of its initiation

(including submission of the final report). However, the nature of some cases

may render the deadline difficult to meet. If the Committee determines that

the full process cannot be completed in 120 days, then an interim report is to

be submitted to the Provost and Vice President for Academic Affairs prior to

the end of 120 days with a request for an extension.

5) Determination of the Provost and Vice President for Academic Affairs

The Provost and Vice President for Academic Affairs will review the final

Committee report and, within 30 days, make a determination on the case. If

the Provost and Vice President for Academic Affairs rejects the Committee's

findings and recommendations, the reasons for doing so will be reported in

writing to the Committee. The Provost and Vice President for Academic

Affairs will meet with the Committee to explain the reasons for overriding the

summary finding and recommendations of the Committee.

After making the determination, and resolving any disagreement with the

Committee, the Provost and Vice President for Academic Affairs will

confidentially submit the (1) determination, (2) Committee's final report, and

(3) description of any sanctions to be imposed by the University to the

respondent(s), each respondent's department chair and college dean, the

Associate Provost of Academic Affairs, and the funding agency, if any. If

there is more than one respondent then each will receive all those parts of

the full report that are pertinent to his or her role in the case. A copy of this

full report and all documentation relevant to substantiating the investigation's

findings will be kept in a secure and confidential file in the Office of the

Associate Provost of Academic Affairs. If there is a final determination of

misconduct, then the full report will become part of the respondent's

employment or student file at the University. The Provost and Vice President

for Academic Affairs will also inform the complainant of the decision on

whether or not research misconduct occurred.

Additional follow-up action that must be taken after the determination is

made:

a) No Finding of Research Misconduct

All persons and agencies/organizations informed of the investigation must

be notified promptly of the finding of no misconduct.

Page 120

Revision 2.5 – August 30, 2024

If the unsubstantiated allegations of misconduct are found to have been

maliciously motivated, appropriate grievance procedures or disciplinary

action may be initiated against the complainant. If the allegations,

however incorrect, are found to have been made in good faith, no

disciplinary measures will be taken and efforts will be made to prevent

retaliatory action against the complainant.

b) No Finding of Research Misconduct, but Finding of Serious Carelessness

or Serious Scientific or Other Research Error

All persons and agencies/organizations informed of the investigation must

be notified promptly of the finding of no misconduct. In the event that the

Committee discovers serious research errors, it will include in its final

report specific recommendations for action to correct the errors. The

Provost and Vice President for Academic Affairs will follow up on these

recommendations or refer them to another appropriate administrative

official (department chair, dean, or other) or University Senate committee

for action.

c) Finding of Research Misconduct

The Provost and Vice President for Academic Affairs will be responsible

for disposition of the matter through the University's regular personnel

procedures, and in conformity with the Faculty Handbook. Sanctions can

range from removal from the research project, to reprimand, to financial

restitution, to termination of employment. Other Research Standards

Committee recommendations may include notifying editors of journals in

which the respondent's research was published or to which manuscripts

were sent, other institutions with which the respondent has been affiliated,

collaborators, professional societies, and, if applicable, state professional

licensing boards or criminal authorities. The Provost and Vice President

for Academic Affairs will follow up on these recommendations or refer

them to another appropriate administrative official (department chair,

dean, or other) or University Senate committee for action.

6) Appeal

No University sanctions will be imposed before an appeal has run its course;

nor will findings be considered final until the appeal process is complete.

If the respondent does not concur with the Provost and Vice President for

Academic Affairs' determination, the respondent may, within 30 days of the

distribution of that determination, file a written appeal with the President of

the University Senate for submission to the appropriate University Senate

committee. Either the findings, or the sanctions, or both, may be appealed.

An appeal must be restricted to the body of evidence already presented, and

the grounds for appeal must be limited to failure to follow appropriate

procedures in the investigation, or arbitrary and capricious decision-making,

or sanctions not in keeping with the findings. The decision of the President of

the University is the final University determination.

9. Conflict of Commitment and Conflict of Interest Policies

Archive version of Conflict of Interest Policy, changed 02-19-04

Page 121

Revision 2.5 – August 30, 2024

a. Conflict of Commitment Policy

1) Definition and Disclosure Requirements

Bradley University encourages faculty to pursue excellence in teaching,

scholarship, and service. The University recognizes that activities outside of

the University, including community and government service in the public

interest, consulting, and outside employment, may enrich classroom

performance and enhance research and/or creative production. These

activities should be carefully managed to ensure that they do not adversely

interfere with the faculty member’s primary professional commitment to the

education, research and creative production, and service programs of the

University. This policy addresses conflicts of commitment resulting when

outside-compensated activities take precedence over a faculty member’s

primary professional obligation to Bradley University.

It is important to recognize, however, that the obligations of Bradley

University faculty members move beyond the letter of these policies to their

spirit. The University requires that its faculty members meet their classes; but

it also expects that they will be available to students outside of the classroom,

will carry their share of committee responsibilities, and will remain

productively involved in their research and scholarly pursuits. External

activities that compromise or diminish a faculty member’s capacity to meet

these obligations may represent a conflict of commitment. Conflicts of

commitment usually involve issues of time allocation. Whenever an

individual’s outside compensated professional activities exceed the limits

permitted in this policy a conflict of commitment exists. Accordingly,

compensated professional/commercial activities, including outside consulting

and creative endeavors, should not exceed forty days during the academic

year as stipulated in individual annual employment contracts. (See section

II.B.2.f on professional consulting.) The faculty member may exclude from

this timeframe the days between Fall Commencement and the start of the

Spring Semester. Teaching an overload during a regular semester at Bradley

University does not constitute a violation of this policy and shall not be

included in the calculation of outside professional activity time.

Bradley University faculty members holding full-time appointments may not

hold compensated, professional appointments of any type during the

academic year in any other organization where they do not have significant

ownership interests without written approval from the Provost. Approval is

also required for teaching appointments or other professional activities that

might compete with University offerings.

Each faculty member must complete annually the Certification of Compliance

with Bradley University Conflict of Commitment and Conflict of Interest

Policies and ad hoc disclosures as required in Section H of this policy.

Throughout the year, additional disclosure is necessary only when a

substantial change in compensated activities may create a conflict of

commitment. The faculty member is required to respond fully and in a timely

manner to inquiries that may occur as a result of the administrative review

process described in Section H.

Page 122

Revision 2.5 – August 30, 2024

2) Compensated Professional/Commercial Activities

Bradley University encourages faculty members to facilitate the transfer of

knowledge gained through academic research to applications that can benefit

the general population. Moreover, experience gained by faculty members in

the course of compensated professional/commercial activities can enhance

their teaching and scholarship within the University. However, compensated

professional/commercial activities, including outside consulting and creative

efforts, can create the potential for Conflicts of Commitment.

Compensated professional/commercial activity, including outside consulting

and creative endeavors, refers to paid service as a technical or professional

advisor or practitioner. Activities for which the faculty member receives extra

compensation from the University are considered professional/commercial

activities except as specifically allowed in Section A. A conflict exists when

involvement in compensated activities adversely affects the faculty member’s

ability to fully meet University responsibilities. The policy on Intellectual

Property and Technology Transfer should also be consulted when entering

into agreements for compensated activities.

3) Exempted Professional Activities

The exempted professional activities are certain outside activities that extend

and enhance a faculty member’s normal institutional responsibilities of

teaching, research and/or creative production, and service to public

institutions, educational organizations, and professional societies. Faculty

members are encouraged to engage in exempted professional activities as

long as such activities do not interfere with the faculty member’s

responsibilities to the University. The following are typical examples of

exempted professional activities and serve as a guide for identifying this form

of professional activity. Faculty members who are uncertain if an activity is

the type that is exempted should seek advice from their department

chairperson. Exempted activities should be reported as a part of a faculty

member’s annual report, but need no prior approval unless the activity

represents a potential conflict of commitment.

Occasional lectures, colloquia, and seminars on a nonrecurring basis.

Preparation of monographs, chapters, and editorial services for educational

or professional organizations.

Preparation of art or other creative works.

Public service.

Peer review of articles and grant proposals.

Membership on editorial boards.

Service on advisory committees or evaluation panels for government fund

agencies, and similar nonprofit foundations, and educational organizations

with per diem travel costs and an honorarium often provided.

Leadership positions in professional societies.

Page 123

Revision 2.5 – August 30, 2024

Preparation of textbooks and other pedagogical materials.

Exempted activities are not considered outside consulting and are not

considered a part of the forty-day limitation described in Section A.

b. Conflict of Interest Policy

1) Definition of Conflict of Interest and Disclosure Requirements

Bradley University and its employees are committed to conducting all external

and internal professional relationships in a manner that meets the highest

standards of integrity and ethics. The University strongly encourages and

participates in interaction with both the public and private sectors as an

important component of its scholarship, education, and public service

activities. The University also recognizes the potential for conflicts of interest

due to the nature and scope of the activities engaged in by the University and

its academic employees.

A conflict of interest arises when any faculty member, i.e. full-time, part-time,

instructor, administrator holding faculty rank, etc., is in a position to influence

either directly or indirectly University business, research, or other decisions in

ways that could lead to gain or benefit for the faculty member, the faculty

member’s family (spouse, domestic partner, children and siblings.), or others

to the detriment of the University's integrity and its mission. A conflict of

interest also exists if faculty members with administrative assignments take

actions in that role that adversely affect the professional interests of another

faculty member for the advancement of their own professional interests.

The mere existence of a conflict of interest, real or potential, will not

necessarily exclude a particular activity because conflicts can span a wide

spectrum, from those that are minor and inconsequential to those that have

serious consequences and cannot be permitted. The University and its

faculty members have ethical and legal obligations to conduct themselves

and their University activities in accordance with the highest standards of

integrity.

Each faculty member must complete annually the Certification of Compliance

with Bradley University Conflict of Commitment and Conflict of Interest

Policies and ad hoc disclosures as required in Section H of this policy.

Throughout the year, additional disclosure is necessary whenever a

substantial change in external activities, affiliations or interests occurs or

when required by granting agencies. The faculty member is required to

respond fully and in a timely manner to inquiries that may occur as a result of

the administrative review process described in Section H.

The faculty member must report those activities, organizational affiliations, or

business interests that are professional in nature and might reasonably be

considered to constitute actual or potential conflicts of interest. These

include:

1. consulting or other financial relationships with a sponsor of one’s

research;

Page 124

Revision 2.5 – August 30, 2024

2. a managerial role or significant financial interest with a company in one’s

field of research or a company that does business with the University;

3. external activities or business that involves University students or

employees;

4. relationships, commitments, or activities on the part of the faculty member

or his/her family that might present or reasonably appear to present a

conflict of interest with regard to one’s University appointment. These

relationships may be of a financial, fiduciary, or uncompensated nature.

State and federal agencies have legitimate concerns that any research they

sponsor is free of bias due to financial interests of the investigator and

institution, and that funds provided be expended as intended. Most

governmental agencies have required institutions to assume the responsibility

for ensuring that these concerns are addressed. Failure to comply may

jeopardize existing or future funding. Accordingly, faculty members must

cooperate fully with the University to ensure that the institution can resolve

and/or manage potential and actual conflicts of commitment and interest in

conformity with regulations of governmental granting agencies.

Individuals monitoring University agreements regulating conflicts have an

absolute duty to disclose in writing any actual, apparent, or potential conflict

that they have in the matter and may not participate further in the process

unless approved in writing by the University.

2) Allowable Income-Generating Activities

The following are examples of external income-generating activities that in

general would not be considered conflicts of interest. However, these

activities should be reported if they are so excessive in terms of time and

effort that they may constitute a potential conflict of commitment or interest.

This list is not inclusive and is intended to provide guidance.

1. Receiving honoraria, stipends, and/or royalties for published scholarly

works and other writing, creative works, lectures, and/or presentations.

2. Participating at professional conferences for the purpose of making

scholarly presentations, conducting seminars or workshops.

3. Receiving honoraria for serving as a special reviewer or on a review

panel for academic, governmental, or not-for-profit organizations.

4. Receiving royalties under the University’s or another academic

institution’s royalty distribution policies.

5. Preparing books, articles, software and creative works relevant to

University duties.

6. Earnings from passive investments such as interest or dividends or

mutual funds.

Page 125

Revision 2.5 – August 30, 2024

3) Requiring Prior Approval and Potential Management

The following activities represent examples of potential or actual conflicts of

interest. This list is not inclusive and is intended to provide guidance. Final

determination of activities will be the responsibility of the Provost. It is

recognized that circumstances may require exceptions. Exceptions shall only

occur when they are made because they protect the best interests of the

University. Exceptions will be reported to the Senate Executive Committee.

1. Using University resources to conduct research that is sponsored by an

entity in which the faculty member or his/her family member holds a

significant financial interest.

2. Serving in an executive or managerial capacity or holding significant

financial interests in for-profit or not-for-profit entities doing business with

the University.

3. Serving on the board of directors or a major advisory committee of an

external entity which sponsors the faculty member’s research or provides

gift funds for the use of the faculty member or his/her department.

4. Utilizing University students or staff in consulting activities, activities

supported by gift funds, and/or research sponsored by an entity in which

the faculty member has financial interests.

5. Diverting research opportunities from the University to another academic

institution, federal laboratory, business, or consulting entity.

6. Directing purchasing opportunities to a family-owned company or an

associated entity.

7. While acting in the context of his/her University duties, making

professional referrals to a business in which a faculty member or a

member of his/her family has a significant financial interest.

8. Conducting business activities involving compensation to students or staff

who reports to the faculty member.

4) Confidentiality Requirements

All parties to the evaluation, management, and approval of conflicts are to

make diligent efforts to keep disclosures, remedies, and actions taken for

violation of this policy confidential to the extent allowed by law. When

required by a granting agency, the Provost will report a conflict to that

agency. Failure to satisfactorily resolve or manage a conflict may require that

it be divulged. The granting agency will have access to relevant documents

as part of an investigation or audit. The granting agency may also stipulate

that significant conflicts of interests must be disclosed at each public

presentation of research results.

5) Policy Administration

The Provost is the University officer responsible for interpreting and

overseeing implementation of and compliance with this Policy. The Provost is

Page 126

Revision 2.5 – August 30, 2024

expected to ensure that this policy is implemented with reasonable

consistency across the University.

In a specific conflict situation, it may be appropriate for the Provost to inquire

into a number of factors, including the extent of the time commitment, the

extent of financial or other interests in external entities over which the faculty

member or his/her family have sufficient influence to be able to affect its

general policy or specific decision, or the type and extent of use of University

resources. It is incumbent upon the faculty member and the Provost to

manage or resolve real or apparent conflicts. Any recommended actions for

violations of this policy shall be carefully examined with due regard for the

academic freedom and rights of the faculty member and the interests of the

University.

The following process shall guide implementation of the policy.

1. Certification of Compliance

All faculty members must certify to their department chairs on an annual

basis their compliance with Bradley University’s Conflict of Commitment

and Conflict of Interest policies. The mechanism for certifying compliance

will be to complete the Certification of Compliance with Bradley University

Conflict of Commitment and Conflict of Interest Policies included herein

and made a part hereof and to attach it to the Faculty Activity Report.

The Department Chair will forward Certifications of Compliance for all

faculty members to the Provost, excepting those from faculty members

who are required to complete the Ad Hoc Disclosures. Certifications of

Compliance that require Ad Hoc Disclosures must undergo further

Administrative Review. The faculty member is required to respond fully

and in a timely manner to inquiries that may occur as a result of the

administrative review process.

2. Ad Hoc Disclosures

"Ad hoc" disclosures are called for whenever a current or prospective

relationship creates the reasonable potential for conflicts of interest or

commitment. Bradley University faculty members in such relationships

are required to complete in a timely manner the Ad Hoc Conflict of

Commitment/Conflict of Interest Disclosure Form included herein and

made a part hereof. The Ad Hoc Conflict of Commitment/Conflict of

Interest Disclosure Form is hereinafter referred to as the “Ad Hoc

Disclosure Form” or the “Form.”

3. Administrative Review Process

If the chair does not believe that a conflict exists, the chair will fill out and

sign the Ad Hoc Disclosure Form. The faculty member will then see the

completed Form, fill out his or her portion, and sign it. The chair will then

forward it to the dean.

If the chair believes a conflict does exist, the chair will meet with the

faculty member to discuss the alleged conflict and its potential resolution.

The chair’s record of these discussions, with or without agreement being

reached as to the existence of the conflict and/or the remedy, will be

Page 127

Revision 2.5 – August 30, 2024

recorded on the Ad Hoc Disclosure Form. The faculty member will then

see the completed Form and have ten (10) working days to fill out his or

her portion, and sign it. The chair will then forward the Form to the dean.

If the dean agrees with the chair’s finding that a conflict does not exist or

if the dean believes the chair and the faculty member have resolved the

conflict satisfactorily, the dean will fill out and sign the Ad Hoc Disclosure

Form. The faculty member will then see the completed Form, fill out his

or her portion, and sign it. The dean will then forward it to the Provost

If (1) the dean disagrees with the chair’s finding, (2) the chair and the

faculty member failed to reach agreement, or (3) the dean questions the

agreement reached, then the dean must provide opportunity for

consultation with the faculty member and with the chair. At meetings with

the dean dealing with an alleged conflict and its possible resolution, the

faculty member may, at his or own discretion, be accompanied by one

other faculty member or by the Ombuds. The accompanying faculty

member is a non-participating observer and cannot also be representing

the faculty member as attorney/counsel in this matter. The Ombuds may

serve as the observer or, with the consent of all present, may participate.

If the faculty member chooses to have an observer or the Ombuds at a

meeting, the faculty member must inform the dean of same at least 24

hours before the scheduled meeting time.

The dean’s record of these discussions, with or without agreement being

reached as to the existence of the conflict and/or the remedy, will be

recorded on the Ad Hoc Disclosure Form. The faculty member will then

see the completed Form and have ten (10) working days to fill out his or

her portion, and sign it. The dean then forwards the Form to either the

Conflicts Committee or the Provost, as outlined below.

Within that ten (10) day period, the faculty member may appeal the

dean’s decision to the Conflicts Committee. If an appeal is made to the

Conflicts Committee, the completed Ad Hoc Disclosure Form is sent

directly to the Conflicts Committee, instead of to the Provost.

If an appeal is not made, the completed Ad Hoc Disclosure Form is

forwarded to the Provost.

Upon receipt of the Ad Hoc Disclosure Form, the Provost will make a

determination if a conflict exists. If the Provost agrees with the chair’s and

dean’s finding that a conflict does not exist, or if the Provost believes the

issue has been satisfactorily resolved, the Provost will sign the Form and

forward copies to faculty member, the dean, and the chair.

If the Provost tentatively determines from the written record alone that a

potential conflict exists or the proposed remedy is not satisfactory, the

Provost will refer the matter directly to the Conflicts Committee.

Page 128

Revision 2.5 – August 30, 2024

4. The Conflicts Committee

Membership

The Conflicts Committee is an Ad-Hoc Committee created to conduct

an inquiry into a particular case of alleged conflict of interest or

commitment. The Committee consists of one tenured faculty member

from each of the five colleges appointed by the Senate Executive

Committee and approved by the Senate. Committee members should

be unbiased, have appropriate academic or other backgrounds for

judging the issues being raised, and have no real or apparent conflicts

of interest with the case being investigated. Committee members

should not have a close professional or personal affiliation with the

faculty member in the given case.

Charge

The charge of the committee is to (1) make a finding of fact regarding

the existence of a conflict, (2) recommend a remedy in the case

where a conflict exists, and (3) forward its finding of fact and

recommended remedy to the Provost, who has ultimate responsibility

for deciding the matter. The committee will make every effort to reach

an agreement with the faculty member regarding the facts and the

remedy, if any. The Committee may request additional, relevant

information from the faculty member, the chair, the dean, and others

(e.g., Bradley faculty, staff, or students). Those called upon to provide

additional information must respond fully and in a timely manner to

Committee’s requests. The Committee must provide opportunity for

the faculty member, department chair, and dean (or their designees)

to meet with the committee. When appearing before the Committee,

the faculty member may be accompanied by an advisor and/or

counsel at the faculty member’s expense; however, the advisor and/or

counsel is advisory only and will not be permitted to speak on the

faculty member’s behalf.

The Conflicts Committee will report its finding of fact, recommendation, and

rationale for same to the Provost and to the faculty member.

After receiving the report of the Conflicts Committee, the Provost may provide

opportunity for consultation with the faculty member. Within ten (10) working

days of receipt of the Committee report, the Provost will deliver his or her final

determination in writing to the faculty member, the Conflicts Committee, the

dean, and the chair. If the Provost’s decision is contrary to the

recommendations of the Conflicts Committee, the Provost will provide the

Committee with a written rationale for his or her decision.

6) Remedies When Conflicts Exist

Remedies may include, modifying the activity plan, appointing an oversight

panel or person to monitor activities, appointing an impartial person to

monitor the use of students, disclosing significant conflicts at presentation of

results, abstaining from promotional decisions for staff, removing purchasing

decision authority, divesting financial interests, and severing relationships

that constitute actual or potential conflicts. The faculty member may apply for

Page 129

Revision 2.5 – August 30, 2024

a leave of absence with or without pay as a remedy or may negotiate with the

Provost a reduction in commitment to the University. When University

resources are involved, appropriate compensation for the University will be

determined.

7) Final Appeal

If the faculty member does not concur with the Provost's determination, the

faculty member may, within 30 days of the distribution of that determination,

file a written appeal with the President of the University Senate for

submission to the appropriate University Senate committee (typically, the

Grievance Committee). Either the findings, or remedy, or sanctions, or any

combination thereof, may be appealed. An appeal must be restricted to the

body of evidence already presented, and the grounds for appeal must be

limited to failure to follow appropriate procedures in the review process, or

arbitrary and capricious decision-making, or remedies or sanctions not in

keeping with the findings. The decision of the President of the University is

the final University determination.

No University remedy or sanctions will be imposed before an appeal has run

its course; nor will findings be considered final until the appeal process is

complete.

Page 130

Revision 2.5 – August 30, 2024

Certification of Compliance with Bradley University

Conflict of Commitment and Conflict of Interest Policies

Name________________________________ Title/Rank____________________

College______ Department/Unit_______________ Academic Year________

Exempted from this policy are honoraria, stipends, and/or royalties for: published or presented

scholarly works and other writing, creative works, lectures, and/or presentations; serving as a

reviewer or on a review panel for academic, governmental, or not-for-profit organizations;

preparing books, articles, software and creative works relevant to University duties; or

earnings/income from investments in which ownership is managed by a third party such as a

mutual fund.

1. Yes___ No___ Have you engaged, or are you likely to engage, in any

income producing activities beyond the 40-day limit as

specified in the Bradley University Conflict of

Commitment and Conflict of Interest Policies?

2a. Yes___ No___ Do you have any relationships, commitments, or

activities (compensated or not) that present or

reasonably appear to present a conflict of interest or

commitment with your employment at Bradley

University as specified in the Bradley University

Conflict of Commitment and Conflict of Interest

Policies?

2b. Yes___ No___ Are you aware of your spouse, domestic partner,

children or siblings having any relationships,

commitments, or activities (compensated or not) that present or

reasonably appear to present a conflict of interest or commitment

with your employment at Bradley University as specified in the

Bradley University Conflict of Commitment and Conflict of

Interest Policies?

If you answered no all of these questions, please sign and date below. If you answered yes to

any of the questions above, please continue.

3.a Yes___ No___ Do you have more than 5% or $50,000 financial interests,

excluding mutual funds, in a company or organization that presents or reasonably appears to

present a conflict of interest with your employment at Bradley University?

3b. Yes___ No___ Are you aware of your spouse, domestic partner, children or

siblings having more than 5% or $50,000 financial interests, excluding mutual funds, in a

company or organization that presents or reasonably appears to present a conflict of interest

with your employment at Bradley University?

4. Yes___ No___ Do you have Non-University income producing activities related to

your position as an employee at Bradley University that involve

University resources, students, staff, or other faculty?

Page 131

Revision 2.5 – August 30, 2024

If you answered yes to any of the questions above (1-4), complete the back of this form and the

Ad Hoc Conflict of Commitment/Conflict of Interest Disclosure form.

In submitting this certification, I affirm that I have read the University’s Policy on Conflict of

Commitment and Interest and to the best of my knowledge all information on this form is

complete and true. If changes occur in activities during the academic year, I will update this

certification.

Faculty Member’s signature ________________________ Date______________________

I have received this certification. The Dean's and the Provost's signatures are required only in

Certifications that require Administrative Review.

Department Chair’s signature ________________________ Date______________________

Dean’s signature ________________________ Date______________________

Provost’s signature ________________________ Date______________________

*a copy with Department Chair's signature to be returned to the faculty member*

Bradley University

External Activity Report

Name of Organization

or Business

Your Role

in the

Organization

or Business

Your Financial

Interests or

Ownership

in the

Organization or

Business

Approximate

Amount of Time

You Spent in this

Role the Past

Academic Year

Approximate

Amount of Time

You Estimate

You Will Spend

in this Role for

the Next

Academic Year

Page 132

Revision 2.5 – August 30, 2024

Page 133

Revision 2.5 – August 30, 2024

Ad Hoc Conflict of Commitment/Conflict of Interest Disclosure

FACULTY MEMBER’S REPORT

Description of potential Conflict of Commitment or Conflict of Interest

(attach additional materials if necessary, reference those materials in this space):

Submitted to Department chair by ______________________________, Date: ________

DEPARTMENT CHAIR’S REPORT

Date received by Department Chair ______________

Upon review of the materials provided and referenced above:

Does a significant Conflict of Interest exists that would require a change in the faculty member’s

plans or behavior? ___ No ___ Yes

Does a significant Conflict of Commitment exists that would require a change in the faculty

member’s plans or behavior? ___ No ___ Yes

If the answer to both questions above is “no”, the faculty member may proceed with the activity.

If either question was answered “yes,” please explain (attach additional materials if necessary,

reference those materials in this space):

Was a satisfactory agreement for resolving the conflict(s) reached by you and the faculty

member?

___ Yes ___ No If yes, describe the resolution. If no, explain. Attach additional materials if

necessary; reference those materials in this space. If “yes”, the faculty member may proceed

with the activity.

Signature of Department Chair________________________________, Date: _________

**************************************************************************************

RESPONSE BY FACULTY MEMBER

Date Department Chair’s Report was received by faculty member __________________

I concur with the Department Chair’s analysis and/or proposed resolution. ___ Yes ___ No

If no, explain (attach additional materials if necessary, reference those materials in this space):

Signature of Faculty Member________________________________, Date: _________

Page 134

Revision 2.5 – August 30, 2024

DEAN’S REPORT

Date received by Dean ______________

Upon review of the materials provided and referenced above:

Does a significant Conflict of Interest exists that would require a change in the faculty member’s

plans or behavior? ___ No ___ Yes

Does a significant Conflict of Commitment exists that would require a change in the faculty

member’s plans or behavior? ___ No ___ Yes

If either question was answered “yes,” please explain (attach additional materials if necessary,

reference those materials in this space):

Was a satisfactory resolution reached by either the Department Chair and the faculty member or

by you and the faculty member? ___ Yes ___ No

If yes, describe the resolution. If no, explain. Attach additional materials if necessary, reference

those materials in this space:

Signature of Dean________________________________, Date: _________

**************************************************************************************

RESPONSE BY FACULTY MEMBER

Date Dean’s Report was received by faculty member __________________

I concur with the Dean’s analysis and/or proposed resolution. ___ Yes ___ No

If no, explain (attach additional materials if necessary, reference those materials in this space):

If no, do you wish to appeal the Dean’s decision to the Conflicts Committee? ___Yes ___No

(checking no has the effect of letting the Dean’s findings stand without challenge).

If yes is checked, route to Conflicts Committee

If no is checked, route to Provost

Signature of Faculty Member________________________________, Date: _________

REPORT OF CONFLICTS COMMITTEE

Date received by Conflicts Committee Chair (or representative) ______________

Page 135

Revision 2.5 – August 30, 2024

Upon review of the materials provided and referenced above, attach a summary and set of

recommendations for the Provost.

Date forwarded to the Provost with recommendations ______________

Signature of Committee Representative________________________________

PROVOST’S REVIEW

I concur with the report of the

Department Chair ___Yes ___No

Dean ___Yes ___No

Conflicts Committee (if included) ___Yes ___No

Is any further action necessary? ___No ___Yes

If yes, explain:

Signature of Provost ________________________________, Date: _________

Page 136

Revision 2.5 – August 30, 2024

10. Policy on Faculty Sexual Harassment

It is the policy of Bradley University to provide a workplace for every employee and a

campus for all students which are free from sexual harassment. Sexual harassment

in the work environment and sexual harassment in higher education are civil rights

violations under Illinois law.

a. Definitions

The Illinois Human Rights Act contains definitions of sexual harassment.

Different definitions are provided for the work environment and the educational

environment.

In the work environment, "sexual harassment" means any unwelcome sexual

advances or requests for sexual favors or any conduct of a sexual nature when

(1) submissions to such conduct is either explicitly or implicitly a term or condition

of an individual's employment, (2) submission to or rejection of such conduct by

an individual is used as the basis for employment decisions affecting such

individual, or (3) such conduct has the purpose or effect of substantially

interfering with an individual's work performance or creating an intimidating,

hostile or offensive working environment.

In the educational environment, the Human Rights Act defines "sexual

harassment in higher education" as any unwelcome sexual advances or requests

for sexual favors made by a higher education representative to a student, or any

conduct of a sexual nature exhibited by a higher education representative toward

a student when such conduct, advances, or requests have the purpose of

substantially interfering with the student's educational performance or creating an

intimidating, hostile or offensive educational environment; or when the higher

education representative either explicitly or implicitly makes the student's

submissions to such conduct a term or condition of, or uses the student's

submission to or rejection of such conduct as a basis for determining:

1) Whether the student will be admitted to an institution of higher education;

2) The educational performance required or expected of the student;

3) The attendance or assignment requirements applicable to the student;

4) To what courses, fields of study or programs, including honors and graduate

programs, the student will be admitted;

5) What placement or course proficiency requirements are applicable to the

student;

6) The quality of instruction the student will receive;

7) What tuition or fee requirements are applicable to the student;

8) What scholarship opportunities are available to the student;

9) What extracurricular teams the student will be a member of or in what

extracurricular competitions the student will participate;

Page 137

Revision 2.5 – August 30, 2024

10) Any grade the student will receive in any examination or in any course or

program of instruction in which the student is enrolled;

11) The progress of the student toward successful completion of or graduation

from any course or program of instruction in which the student is enrolled; or

12) What degree, if any, the student will receive.

As used in the definition of sexual harassment in higher education, "higher

education representative" means and includes the president, chancellor or other

holder of any executive office on the administrative staff of an institution of higher

education, and any member of the faculty of an institution of higher education,

including but not limited to a dean or associate or assistant dean, a professor or

associate or assistant professor, and a full or part time instructor or visiting

professor, including a graduate assistant or other student who is employed on a

temporary basis of less than full time as a teacher or instructor of any course or

program of academic, business or vocational instruction offered by or through an

institution of higher education.

b. Description of Sexual Harassment

Sexual harassment prohibited by this policy includes verbal, non-verbal, or

physical conduct. The terms "intimidating," "hostile," or "offensive" as used

include conduct which has the effect of humiliation, embarrassment or

discomfort. Examples of verbal conduct which may have such an effect include:

explicit sexual propositions, sexual innuendo, suggestive comments, foul or

obscene language, insults of a sexual nature, and humor or jokes about sex or

gender-specific traits. Examples of non-verbal conduct which may have such an

effect include: suggestive or insulting sounds, obscene gestures, display of foul

or obscene printed or visual material. Examples of physical conduct which may

have such an effect include: sexual touching, patting or pinching of a sexual

nature, intentional brushing of the body, coerced sexual intercourse, and sexual

assault.

Sexual harassment may involve the behavior of a person of either sex against a

person of the opposite or same sex, when that behavior falls within the above

definitions. In listing these examples we do not intend to infringe on academic

freedom nor discourage discussion of controversial issues. We endorse the

AAUP's 1940 statement and 1970 interpretative comments on academic freedom

(AAUP Policy Documents and Reports, 1990): "Teachers 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 (p. 3) . . . The intent of this statement (i.e., the one just quoted) is not to

discourage what is 'controversial.' Controversy is at the heart of the academic

inquiry. . . . " "The passage serves to underscore the need for teachers to avoid

persistently intruding material which has no relation to their subject (p. 6)."

c. Retaliation Protection

It is also a civil rights violation under Illinois law for a person, or two or more

persons, to conspire, to retaliate against a person because he or she has

opposed conduct which he or she reasonably and in good faith believes to be

unlawful sexual harassment in employment or sexual harassment in higher

education, or because he or she has made a charge, filed a complaint, testified,

Page 138

Revision 2.5 – August 30, 2024

assisted or participated in an investigation, proceeding or hearing under the

Illinois Human Rights Act.

d. Bradley's Internal Procedures for Sexual Harassment Complaints

Prevention of harassment must begin at an early stage in the occurrences. It

should begin with the affected employee or student indicating clearly that the

conduct is unwelcome and request it cease.

Failing in the first step, the next step is for the employee or student to make a

complaint to the offending person's supervisor or Bradley's EEO/AA officer. The

supervisor or EEO/AA officer shall act promptly to investigate and take

appropriate action to prevent further occurrences and advise the complainant of

the appropriate mechanism for complaint resolution.

Sexual harassment complaints may be informally resolved. If the informal

process is unsuccessful, formal resolution is achieved by means of one of the

following: (1) the student non-academic grievance policy, (2) the faculty

grievance policy, or (3) the established mechanism for handling a complaint of

discriminatory action through the EEO/AA officer.

Penalties for substantiated sexual harassment of any kind include the full range

of discipline available under Bradley's policies from a reprimand to immediate

discharge. The penalty in a given case will depend on all relevant facts and

circumstances.

e. Procedures Available Through the Illinois Department of Human Rights and

the Illinois Human Rights Commission

In addition to Bradley's internal procedures set forth above, the Illinois Human

Rights Act provides formal procedures for the filing, investigation, and

adjudication of sexual harassment complaints. In the event Bradley's internal

procedures prove unsatisfactory, any employee or student with a complaint of

sexual harassment may initiate charges under the Illinois Human Rights Act by

contacting the Illinois Department of Human Rights or the Illinois Rights

Commission at the offices of such agencies, located in Chicago and Springfield.

The Springfield addresses are:

Illinois Department of Human Rights

222 S. College, Room 101A

Springfield, IL 62704

Telephone: (217) 785-5100

Illinois Human Rights Commission

Room 404A, Stratton Building

Springfield, Illinois 62706

Telephone: (217) 785-4350

Under the Act, a charge must be filed with the Department within 180 days of the

alleged unlawful conduct, which, after Department investigation, may result in

adjudication before the Commission. Further details on this process may be

obtained from the Department or Commission.

Page 139

Revision 2.5 – August 30, 2024

III. PROCEDURES

Process 1) is used to make changes in all sections of Chapter III.

A. Procedures Governing the Selection and Recall of Department

Chairpersons

1. General Guidelines

a. The election of Department chairpersons is the responsibility of the faculty of the

Department.

b. The role of the Dean in the process is that of facilitator. In most cases, the voice

of the faculty shall be heard before that of the Dean. However, the appointment

of the person selected by the Department's faculty members requires the

approval of the Dean. (See Section 7 below).

c. The privacy of all electors shall be respected at all times.

2. Term of Office

The term of office of a Department chairperson is three years. A new term of office

begins with the fall semester following the election. Exceptions are discussed in

Sections 10 through 13.

3. Electors and Extending the Franchise

All full-time tenured and tenure track faculty members of the Department except full-

time administrators are electors. Faculty members on sabbatical or on leave and

faculty members with at most half-time reassignments for administrative duties are

electors. Prior to the nomination process, if at least two-thirds of the original electors

so vote, then other full-time faculty members of the Department become electors,

except full-time administrators with confirmatory or veto power in the election

process.

4. Overview of the Nomination and Election Process

All full-time tenured or tenure track faculty members of the Department, including

those under contract to join the Department the following year, may be nominated. If

there are no nominees, or if no candidate receives a majority of the votes cast

(Section 6f), or if the person elected by the faculty is not ratified by the Dean (See

Section 7 below), then one of the following procedures will occur:

a. Contingent on approval by the Dean and Provost, and if the Department by

majority vote concurs, the Department will search for a chair among individuals

outside Bradley. (See Section 14).

b. If an external search is not an option at this point, then a special election shall be

held. (See Section 8). The special election in this case may include nominations

of Bradley tenured or tenure-track faculty members outside the Department.

c. If the special election also fails to produce a chair, then the options described in

Alternate Process (See Section 9 below, Intervention by the Provost) will occur.

Page 140

Revision 2.5 – August 30, 2024

In this case the electors, or the committee formed under the alternative process,

may consider for chair Bradley faculty members outside the Department; or the

committee may recommend initiating a search for a chair outside the University.

d. Should the special election procedures described in Sections 4a-c fail to produce

a Chair, the Provost and Vice President for Academic Affairs shall appoint a

selection committee composed of from one to three members of the Department

involved and two other full-time teaching faculty. This committee shall select an

acting Chair, whose length of service shall not exceed one academic year.

5. The Nomination Process

a. Prior to the initiation of the nominating process, the Dean shall appoint a

Recording Secretary who shall be approved by a simple majority vote of the

Department's electors.

b. No sooner than October 15th, nor later than the first day of the spring semester,

the Recording Secretary shall distribute nomination forms to all electors.

Nomination forms shall be sent in advance by mail to electors on sabbatical or

leave, in order to be received by the first class day of the spring semester.

c. Eligible voters shall be given two weeks to return their completed nomination

forms to the Recording Secretary. The due date shall appear conspicuously on

the nomination forms.

d. Should the Recording Secretary be nominated for Department chairperson and

consent to run, a new Recording Secretary shall be appointed by the Dean and

approved by a simple majority vote of the Department's electors.

e. In the week following the due date, and after checking with the nominees, the

Recording Secretary shall provide the Dean with a complete list of all consenting

nominees.

6. The Election Process

a. The Recording Secretary shall distribute ballots to all electors. No marks

identifying the electors may be present on the ballots or on any vehicle

containing the ballots. Ballots shall be sent by mail to electors on sabbatical or

leave.

b. Electors shall be given two weeks to return their ballots. The due date shall

appear conspicuously on the ballot.

c. Electors should deliver their ballots to the Recording Secretary by the due date.

d. No late ballots shall be accepted or counted under any circumstances.

e. The Recording Secretary, in the presence of the Dean, shall open and count the

ballots the day after the due date. In the event that ballots from all electors are

received prior to the due date, they may be counted prior to the due date. The

Dean will announce the winner of the election to the faculty members

immediately after the ballots are counted. The numerical vote will not be

disclosed unless a majority of the electors of the department request it from the

Dean.

Page 141

Revision 2.5 – August 30, 2024

f. To be elected, a candidate must receive a majority of the votes cast. If, after the

first ballot, no candidate receives a majority of the votes cast, a run-off shall be

held between the two nominees who received the most votes. If neither

candidate receives a majority of the votes cast in the run-off, the Alternate

Process (See Section 9) shall be followed.

7. Ratification by the Dean

The winner of the election is subject to ratification by the Dean of the College. If the

Dean of the College does not ratify the winner, for reasons pertaining to the winner's

inability to competently perform the roles of the chairperson, the Dean must inform

the Department of that decision and explain the rationale for that decision in a

meeting of the Department's faculty members. The Dean must then call for a special

election, to be held as soon as possible.

8. Special Elections

a. Special elections for Department chairpersons are of five types:

1) Those held because the Dean chooses not to ratify the nominee who

receives the majority of the votes cast by the Department's eligible voters;

2) Those held because of a vacancy occurring prior to the completion of a term,

due to a resignation;

3) Those held because of a sabbatical or a temporary leave longer than one

semester;

4) Those held because a chairperson is recalled;

5) Those held because of an emergency that is anticipated to prevent the

chairperson from serving for longer than one semester.

b. Procedures which are to be followed in each of these five situations are

outlined below.

1) No Ratification

All those eligible to vote in the first election remain eligible to vote in the

special election, which shall be held as described in Section 5 and Section 6

above, except that it shall be held immediately. If the special election fails to

produce a winner who is ratified by the Dean, the Provost and Vice President

for Academic Affairs shall intervene. The intervention may take the form of:

discussion, the alternate process, or a special election.

2) Vacancy Due to a Resignation

A special election shall be held as described in Section 4, Section 5, and

Section 6 above, except that it shall be held immediately. However, if an

election cannot be completed prior to spring commencement, then the Dean,

in consultation with the faculty members of the Department, may appoint an

acting chairperson to serve until a new chairperson can be duly elected. The

acting chairperson should be a full-time tenured or tenure track faculty

member in the Department. Additional information pertaining to this situation

is provided in Section 10 below.

Page 142

Revision 2.5 – August 30, 2024

3) Sabbatical or Temporary Leave (longer than 1 semester)

A special election shall be held as described in Section 4, Section 5, and

Section 6 above, except that it shall be conducted in the semester before the

chairperson's sabbatical or leave begins. Additional information pertaining to

this situation is provided in Section 11 below.

4) Recall Vote

All those eligible to participate in the recall vote are eligible to participate in

the special election, which shall be held as described in Section 4, Section 5,

and Section 6 above, except that it shall be held immediately. Additional

information pertaining to this situation is provided in Section 12 below.

5) Emergency (longer than 1 semester)

A special election shall be held as described in Section 4, Section 5, and

Section 6 above, except that it shall be held immediately. Additional

information pertaining to this situation is provided in Section 13 below.

9. Alternate Process

a. The Provost and Vice President for Academic Affairs shall appoint a selection

committee, composed of from one to three members of the Department involved

and other full-time teaching faculty who, in the judgment of the Provost and Vice

President for Academic Affairs, are best qualified to evaluate candidates. The

total membership of the committee shall not exceed five.

b. The selection committee shall consider as possible candidates all full-time

tenured and tenure track faculty members of the Department, including those

under contract to join the Department the following year. The committee shall

select a candidate and shall recommend its choice to the Dean of the College.

c. The candidate chosen by the committee is subject to ratification by the Dean of

the College, as described in Section 7 above.

10. Resignation

The Department chairperson may resign at any time without prejudice. Upon

receiving official notification of the intended resignation, the Dean must call for a

special election, as described in Section 8b.2) above. When a chairperson resigns

during the academic year, the new chairperson's term of office is the remainder of

that academic year, plus two full academic years.

11. Sabbatical, Temporary Leave, and Acting Chairperson

a. If the elected chairperson takes a sabbatical or a temporary leave of more than

one semester, and intends to return during the term of office, the eligible voters in

the Department shall choose an acting chairperson by special election, as

specified in Section 8b.3) above. The acting chairperson shall serve for no more

than one year.

b. The acting chairperson shall have all of the prerogatives and responsibilities of

the office.

Page 143

Revision 2.5 – August 30, 2024

c. For absences of one semester or less, the regular chairperson may, in

consultation with the faculty of the Department and the Dean, appoint a

Department faculty member to serve as acting chairperson. The acting

chairperson should be a full-time tenured or tenure track faculty member in the

Department.

d. For absences of more than one semester but not more than one calendar year, a

special election will be held, but the chairperson need not resign.

e. For absences of more than one year, the chairperson must resign the office and

a special election must be held. (See Section 8b.2) above).

12. Recall

a. Recall Evaluation

The position of Department chairperson may be reviewed annually with a view to

recall, on initiation by the Dean, or by the votes of at least one-third of the eligible

full-time faculty of the Department who cast votes. However, in Departments

with four or fewer members, the votes of two electors are required to initiate a

recall evaluation. Eligibility for this vote shall be determined in accordance with

Section 3.

b. Recall Vote

If a request for a recall is made, the incumbent Department chairperson shall be

removed, provided that: (1) at least two-thirds of those voting, vote in favor of

recall, and (2) the Dean concurs. If there is disagreement between the Dean and

the vote of the Department, the matter shall be referred to the Provost and Vice

President for Academic Affairs for arbitration. Eligibility for this vote shall be

determined in accordance with Section 3 above.

c. Special Election

If the chairperson is removed from office as a result of the recall process, the

Dean immediately shall call for a special election as described in Section 8b.4)

above. The new chairperson's term of office is the remainder of that academic

year, plus two full academic years.

13. Emergency Procedures

A Department chairperson may be elected to complete an unfinished term of office or

to fill an interrupted term, in the event that an emergency prevents completion of the

term, and it is anticipated that the chairperson will be unable to serve for a period

longer than one semester. The new chairperson's term of office is the remainder of

the academic year in which the emergency occurred, plus two full academic years.

Selection shall be by special election as described in Section 8b.5) above. In an

emergency where it is anticipated that the chairperson will be unable to serve for a

period shorter than one semester, a temporary chairperson may be named by the

Dean to serve until the elected chairperson is able to resume the duties of the office.

Page 144

Revision 2.5 – August 30, 2024

14. External Search Procedures

a. An external search shall be conducted with the understanding that the person

hired will assume the position of Department chairperson.

b. The search shall follow the University's external search procedures and not the

election procedures described in this document.

c. The committee for the external search shall be comprised of all eligible voters in

the Department's faculty. Eligible voters shall be defined in accordance with

Section 3 above of this document. Up to two committee members from outside

the Department may be appointed by the Provost.

d. Once the person hired assumes the position of Department chairperson, the

procedures outlined in this document apply to his/her term as Department

chairperson.

Page 145

Revision 2.5 – August 30, 2024

B. Policy and Procedures for the Selection of Academic

Administrative Officers

The academic administrative officers referred to in this policy are the President of the

University, the Provost, and Vice President for Academic Affairs, the Deans of Colleges,

the Director of the Library, and an Associate Provost.

The faculty role in the selection of academic administrative officers shall consist in

search and recommendations; the administrative role shall consist in appointment from

those applicants so recommended.

In this policy statement, "faculty" shall refer to all tenured or probationary full-time faculty

whose primary function is teaching, including chairpersons of departments, and

librarians with faculty rank, but excluding Associate Provosts, Associate Deans and

Assistant Deans.

1. General Principles

a. The appointment of an academic administrative officer shall be made from those

persons recommended by the search committee. Should the President or

Provost and Vice President for Academic Affairs choose to appoint none of those

recommended by the search committee, the President or Provost and Vice

President for Academic Affairs may appoint a temporary or acting officer to fill a

vacancy, and shall order another search by the same or a newly constituted

search committee. No permanent appointment shall be made which did not

originate from a recommendation by a duly constituted search committee.

b. No member of the committee may be an officer to whom the committee will

recommend.

c. The President or Provost and Vice President for Academic Affairs may appoint

voting members to a search committee from among full-time employees of the

University, within the limits stated elsewhere in this policy statement.

d. Consulting members without vote may be invited to participate by mutual

agreement of the President or Provost and Vice President for Academic Affairs

and the search committee.

e. The voting members of a search committee shall elect the chairperson from the

voting membership of the committee.

2. Specific Policies

a. Selection of the President of the University

The search shall be initiated by the Chairman of the Board of Trustees of the

University. Faculty shall constitute no less than one-fourth of the voting

membership of the search committee. Faculty members of the search committee

shall be nominated by the Executive Committee of the University Senate and

elected by the elected members of the University Senate. The remainder of the

search committee will be selected by the Executive Committee of the Board of

Trustees.

Page 146

Revision 2.5 – August 30, 2024

b. Selection of the Provost and Vice President for Academic Affairs

The search shall be initiated by the President of the University. The faculty

component of the search committee shall number at least one more than half the

voting membership of the search committee, and shall be selected according to a

procedure devised by the Executive Committee of the University Senate and

approved by the University Senate. In addition to faculty members of the search

committee, two Deans of Colleges, chosen by the Deans of Colleges, shall be

voting members. The President of the University Student Senate shall be a

voting member.

c. Selection of a Dean of a College

The search for a Dean of a College shall be initiated by the Provost and Vice

President for Academic Affairs. The faculty component of the search committee

shall number at least two-thirds of the voting membership of the search

committee, and shall be selected according to a procedure approved by the

faculty of the College concerned and the Provost and Vice President for

Academic Affairs. A member of the University Student Senate majoring in the

college concerned shall be appointed by the University Student Senate as voting

member.

d. Selection of the Executive Director of the Library

The search for an Executive Director of the Library shall be initiated by the

Provost and Vice President for Academic Affairs. The Library faculty component

of the search committee shall be constituted according to a procedure approved

by the faculty of the library and the Provost and Vice President for Academic

Affairs. In addition to the Library faculty committee members, each College shall

appoint a voting faculty member to the committee. A member of the University

Student Senate shall be appointed by the University Student Senate as a voting

member. Appointed members other than those mentioned herein shall total less

than the Library faculty voting members.

e. Selection of the Associate Provost

The search for an Associate Provost shall be initiated by the Provost and Vice

President for Academic Affairs. The faculty component of the search committee

shall number at least two-thirds of the voting membership of the search

committee. Each academic College and the Library shall elect a faculty

representative to the search committee by and from its full-time faculty. A

member of the University Student Senate shall be appointed by the University

Student Senate as a voting member. The Chair of the search committee shall be

elected by the committee from among its membership.

Page 147

Revision 2.5 – August 30, 2024

C. Strategic Planning Committee Operating Procedures

The operating procedures for The Strategic Planning Committee shall include:

1. Reviewing and evaluating each unit of the University periodically; specific units may

be reviewed more frequently at the request of the President of the University;

2. Establishing written standards and criteria for review and evaluation, and

communicating that information to the University Senate prior to implementation;

3. Receiving from all units, when requested by the Committee, reports which shall serve

as a basis for the cyclic evaluations;

4. Presenting reports at University Senate meetings periodically, but not less than once

each semester, regarding its deliberations, excluding information of highly sensitive

nature;

5. Providing annual written reports to the University Senate of its findings and

recommendation;

6. Inviting the chief administrative official(s) (e.g., dean and directors or chairpersons) or

their designee(s) to be present and to act as resource persons during evidentiary

deliberations regarding that unit;

7. Inviting other personnel to serve as resources at the direction of the Committee; and

8. Providing timely written notice and discourse before any recommendation (e.g.,

citation, discontinuance, commendation, merger, potential new program development)

is forwarded to the University Senate about a unit; that recommendation shall be

accompanied by written reactions from the unit being evaluated.

Page 148

Revision 2.5 – August 30, 2024

D. Procedures for Evaluation of the President and Provost

Regarding the performance of Bradley University’s President and Provost

Feedback shall be solicited every three years.

Initiation of feedback for the University President

a. The Senate President shall contact the Chair of the Board of Trustees, or his/her

designee, in January of the University President’s third year, and every

subsequent third year, to initiate the feedback process.

b. The Board shall construct appropriate feedback survey questions and return

them to the Senate President no later than March 1.

c. The Senate President, in conjunction with the Chair of the Board of Trustees,

shall determine an appropriate time period for responses.

d. The Senate President shall distribute the survey to all full-time employees of the

university.

e. Individual responses shall be returned directly to the Chair of the Board of

Trustees.

f. These responses should be considered in the evaluation of the University

President.

Initiation of the feedback for the Provost and Vice-president for Academic Affairs

of the university

a. The Senate President shall contact the University President in January of the

Provost’s third year, and every subsequent third year, to initiate the feedback

process.

b. The University President shall construct appropriate feedback survey questions

and return them to the Senate President no later than March 1.

c. The Senate President, in conjunction with the President of the university, shall

determine an appropriate time period for responses.

d. The Senate President shall distribute the survey to all full-time employees under

the areas of the Provost’s responsibilities.

e. Individual responses shall be returned directly to the University President.

f. These responses should be considered in the evaluation of the Provost.

Suggested survey questions to elicit feedback:

a. What if the President (Provost) doing that the President (Provost) should keep

doing?

b. What is the President (Provost) doing that the President (Provost) should stop

doing?

Page 149

Revision 2.5 – August 30, 2024

c. What is the President (Provost) not doing that the President (Provost) should be

doing?

d. Additional comments

e. The President or Provost shall be invited to propose additional question(s).

Page 150

Revision 2.5 – August 30, 2024

E. Procedures for Evaluation of Deans

1. Description and Objectives

a. The word "Dean" as used in this document means Dean of an Undergraduate

College. Procedures described here do not apply to the President, Provost, the

Director of Graduate Education, or other administrators.

b. The evaluation of a Dean provides the Dean with information that the Dean can

use to become a better Dean. The evaluation keeps the channels of

communication open between the Dean, the Provost, and the faculty of the

College.

c. The ultimate responsibility for evaluation of Deans rests with the Provost and the

President. Such evaluation is continuous and ongoing.

d. Two types of evaluations of Deans are conducted, one every year by the Provost

and the other every third year by a faculty committee. The evaluation by the

faculty committee is designed to provide additional information to the Provost and

the Dean.

2. The Survey Questionnaire

a. The evaluation process includes a questionnaire submitted to all full-time faculty

of the College with one year of service or more and a rank of instructor or higher.

The questionnaire is designed to collect information about how the Dean is

perceived by the faculty of the College.

b. There is room on the questionnaire for written comments.

c. The respondents' anonymity is protected at all times.

d. The questionnaire is distributed the first week in October and is due back by the

middle of October.

e. The same questionnaire is used in the annual evaluations and in the third year

evaluation.

f. The questionnaire and revisions to it must be approved by the University Senate.

3. Procedures for the Annual Evaluation Conducted by the Provost

a. The cover letter that accompanies the questionnaire shall state that the

completed questionnaires are to be submitted directly to the Provost, who will

read them, tabulate them, and then forward them and the tabulations to the

Dean.

b. The Provost may invite the faculty of the College to submit comments on the

Dean in the form of signed letters or signed memos. This invitation may

accompany the survey questionnaire but it should state clearly that the signed

comments are to be submitted under separate cover.

Page 151

Revision 2.5 – August 30, 2024

c. Each signed submission to the Provost is strictly confidential. The Provost may

call the people who made signed submissions to discuss their comments or ask

permission to share their comments with the Dean.

d. In evaluating the Dean, the Provost may use information from additional sources

such as other Deans, outside advisory groups, and student groups.

4. Procedures for the Third Year Evaluation Conducted by the Faculty Committee

a. The Dean shall be evaluated by a faculty committee in the Dean's third year in

office, and again in each subsequent third anniversary year.

b. All deliberations of the faculty committee are confidential. The charge of the

committee is to collect and analyze information about how the Dean is perceived

by the faculty of the College and to convey this information to the Provost and

ultimately to the Dean.

c. The Faculty committee has five members. Four are elected at large by the full-

time faculty of the College with one year of service or more and a rank of

instructor or higher. The Provost appoints the fifth member of the committee.

The appointed member must be a full-time faculty member but need not be from

the College. Formation of the faculty committee should be completed by the end

of September. The faculty committee elects its chairperson from among its

members.

d. The cover letter that accompanies the questionnaire shall state that the

completed questionnaires are to be submitted directly to the committee and that

the committee will read the responses, tabulate them, and forward them and the

tabulations to the Provost as part of its final report. The cover letter shall also

state that the Provost will forward the report, including the completed

questionnaires and the tabulations, to the Dean.

e. A notice announcing the existence of the committee, its purpose, and its

membership shall be posted in a conspicuous place in the College. The notice

shall invite faculty members to submit signed comments to the committee or to

meet with the committee.

f. Each signed submission to the committee is strictly confidential. The chair of the

committee may call the people who made signed submissions to discuss their

comments or ask permission to share their comments with the Provost. If such

permission is granted, the Provost may call at a later date to discuss their

comments or ask permission to share their comments with the Dean.

g. The chairperson of the faculty committee shall present to the Provost a written

confidential report summarizing the committee's findings. The report shall

substantiate its conclusions in a way that is consistent with Part f above.

h. The Provost may request more detailed substantiation of specific conclusions.

The committee shall comply to the extent consistent with Part f above.

i. After reviewing the committee report and discussing it with the committee, the

Provost shall forward the report, including the completed questionnaires and the

tabulations, to the Dean.

Page 152

Revision 2.5 – August 30, 2024

j. The Provost shall discuss the committee's report with the Dean.

k. In evaluating the Dean, the Provost shall use the committee's report and may use

information from additional sources such as other Deans, outside advisory

groups, and student groups.

5. Correspondence and Forms for Evaluation of Deans

Sample correspondence, Dean Evaluation Form for Faculty, and Dean Evaluation

Form for Executive Committee Members are found in the appendix.

Page 153

Revision 2.5 – August 30, 2024

F. Procedures for the Evaluation of Chairpersons

Introductory Remarks

The purpose of the evaluation process and the questionnaire is to initiate the regular

view of the chair's performance by a department's faculty. A constructive evaluation of

the department chair allows the faculty members to comment on the governance of the

department and it also documents the achievements and progress of the chair, or lack of

thereof. The performance of each department chair shall be evaluated by the dean of

the appropriate college. The intervals between the evaluations shall be at the dean's

discretion, but these evaluations shall be scheduled at least every two years. In making

the evaluation, the dean shall solicit information, via the approved questionnaire, from all

full-time faculty members in the respective department. If the members of a department

are dissatisfied with the operations of the department, they may initiate an interim

evaluation of the department chair provided at least one-half of the faculty sign the

request. The dean shall hold a conference with the department chair during which the

results of the evaluation and how the results will be used shall be discussed. The dean

shall forward the completed questionnaires to the chair.

For an example of the Faculty Evaluation of Department Charipersons form, see the

appendix.

Page 154

Revision 2.5 – August 30, 2024

G. Procedures for Responding to Emergency Events

(Revised on November 15, 2018)

When an event occurs that threatens the safety of the University community or its

normal operations, the following guidelines shall be followed:

1. The President of the University shall have primary responsibility for responding to the

emergency. Should the President be unable to act, responsibility shall devolve in the

following order: Provost and Vice President for Academic Affairs, Vice President for

Legal Affairs and General Counsel, Vice President for Student affairs;

2. Insofar as possible and without impeding expeditious response, the President shall,

as he or she deems it useful and appropriate, consult with the Provost and Vice

President for Academic Affairs, the other Vice Presidents, the Chairpersons of the

Board of Trustees and the University Senate, and others whose counsel would be

helpful in responding to the emergency;

3. Insofar as possible, the course of action determined by the President shall be made

known to all affected with all possible haste. All available media shall be utilized as

needed, including: public broadcasting; Bradley University broadcasting; residence

hall and other campus building announcements and postings; telephone chain calling;

and the central switchboard. Notification should be given as to the source(s) of

official information;

4. Because particularly in emergency situations rumors and misinformation can be

harmful, special care shall be exercised in identifying information from the President

as being official. Special care should be taken to provide needed and useful

information in a form that is complete, simple, and unambiguous;

5. Every possible action shall be taken to protect the physical well-being of the

University community and to minimize the disruption of the educational process. The

administration and faculty shall take into account the disruptive consequences on

student studying, examinations, and students' ability to fulfill their academic

requirements. Every reasonable effort should be made to facilitate make-up work and

examinations, to be fair without sacrificing academic integrity. Similarly, insofar as it

is possible and reasonable, the administration shall not penalize faculty, staff, and

other employees financially for work time lost beyond their control;

6. As soon as practicable, the President shall report to the Chairpersons of the Board of

Trustees and the University Senate and their respective bodies on the actions taken,

the consequences and all relevant aspects of the events. If deemed appropriate by

the President, a similar report shall be made to the Student Senate.

Page 155

Revision 2.5 – August 30, 2024

H. Procedure for Nominations for Honorary Degrees

1. Bradley University shall confer honorary degrees in recognition of outstanding

achievement in the various fields of human endeavor and in celebration of personal

excellence. Such degrees may be awarded posthumously.

2. Honorary degrees may be conferred at the winter and spring commencements and

upon other appropriate occasions.

3. The honorary degree awarded to any individual shall be based on criteria generally

recognized in higher education and appropriate for the achievement and excellence

being honored.

4. In general, no more than three honorary degrees shall be conferred at any one

occasion.

5. Any member of the student body, faculty, administration, alumni and the Board of

Trustees of the University is eligible to submit to the Sub-Committee on Regulations

and Degree Requirements the names of one or more candidates for an honorary

degree. Persons submitting nominations should provide written evidence in support

of the nominee. Forms for this purpose are available from the Office of the Provost.

6. The Sub-Committee on Regulations and Degree Requirements shall review the

qualifications of all nominees and shall submit its recommendations to the President

of the University and to the Board of Trustees for approval.

7. The names of nominees for honorary degrees to be awarded at commencement or

other regularly scheduled convocations shall be submitted to the Sub-Committee on

Regulations and Degree Requirements no later than two months prior to the

convocation at which it is proposed the degree shall be awarded.

8. At the beginning of each regular semester, the Sub-Committee on Regulations and

Degree Requirements shall invite nominations from members of the University.

9. Nominations for honorary degrees to be awarded at special convocations may be

made at any time.

Page 156

Revision 2.5 – August 30, 2024

IV. GUIDELINES FOR FACULTY ACTIVITIES

Process 1) is used to make changes in Chapter IV.

A. Guidelines for Instructional Practice

1. Introduction

Regulations pertaining to academic matters for undergraduate students are

published annually in the Schedule of Classes, a copy of which is furnished to each

student and faculty member before the start of the Fall semester, and in the

Undergraduate Catalog. In addition, the Schedule of Classes contains the annual

calendar and the class schedule. Regulations concerning graduate students are

published in the Graduate Catalog and the Undergraduate Catalog. Faculty

members are urged to familiarize themselves with all academic rules and

regulations.

The several regulations which are cited in this section are in addition to, or are

expansions of, regulations found in the publications noted above.

2. Class Rosters

The initial class rosters will be sent in the form of computer printouts which will be

delivered as quickly as possible after registration. The roll of each class should be

checked carefully. Any student who attempts to attend a class without either being

listed on the Class Roster or presenting an Official Addition to Class Card should be

prohibited from attending until that student can present an addition card to the faculty

member.

Official rosters will be issued at the end of the 3rd and 10th weeks, and a grade

report roster will be issued during the week prior to final examinations. Each official

roster should be checked against the class roll. If a student's name is on a class

roster and that student has not attended class by the end of the third week, the

student's name should be reported to the Registrar's Office. Students whose names

appear on the grade roster are the only ones for whom grades will be accepted, and

a grade must be reported for each student whose name is on the final grade roster.

3. Selection of Textbooks

All members of the teaching faculty have the sole right of textbook selection for the

courses they alone teach. Text selection for multiple section courses is a matter for

determination by the faculty members responsible for teaching such courses.

Textbooks may be changed at any time, so long as proper notification is given to the

Bookstore Manager so that returns can be made to publishers within the allotted time

specified by them.

a. Textbook Orders

All orders for textbooks and instructions to discontinue textbooks must be placed

through the department chairperson.

Page 157

Revision 2.5 – August 30, 2024

b. Desk Copies

Requests for complimentary copies should be sent directly to the publisher.

Request forms are available through most department secretaries and at the

Bookstore.

4. Guidelines for Instructional Practices

a. At the beginning of each course provide students with a written statement

containing course objectives, a topical outline or brief description of the course

content, and reasonable notice of major assignments, examinations and papers.

If revisions in the written statement occur during the semester, students will be so

advised. Check the Academic Calendar before assigning due dates.

b. Assist students in every reasonable manner to have access to all assigned

materials in the course.

c. Note significant conflict of views by scholars about course content.

d. Make timely evaluations of the performances of students and apprise students of

their level of attainment.

e. Be fair and impartial in evaluation of all student performance.

f. Allow students to review their own papers and examinations after they have been

evaluated.

g. Be available for student conferences during announced, regular office hours.

h. Treat students with courtesy and respect at all times.

i. Refrain from requiring that your personal views be endorsed by students.

j. In the event of a student grievance, the instructor should attempt to resolve the

issue with the student, and should inform the student about the Academic

Ombuds and of the Student Grievance Committee Operating Procedures.

5. Grading Standards and Practices

Grades in individual courses, as defined in the Undergraduate Catalog, should reflect

achievement in the subject matter in accordance with the standards of the course.

Instructors shall inform students of standards for the course, the basis for judgment

in grading, and the weight of each criterion in the assessment of the final grade. The

standards of grading shall remain constant throughout the semester. Each student

has the right to know where he or she stands in each course at periodic intervals

throughout the semester. Any work submitted for evaluation should be assessed

and returned promptly.

6. Mid-Term Grades

(Revised on November 19, 1998 and on September 20, 2001)

Mid-term grades for all undergraduate students are reported to the Registrar shortly

after the midpoint of the fall and spring semesters. The Registrar shall establish the

Page 158

Revision 2.5 – August 30, 2024

exact date mid-term grades are due and provide grade rosters to faculty members

about one week prior to this date. Teaching schedules should be planned so that

reports of these grades can be made. These grades are supplied to the student, the

student's academic advisor, and the Dean of the College in which the student is

registered.

7. Final Examinations

The dates for final examinations are listed in the Schedule of Classes. Regular

examination periods are two hours in length. A schedule of exact times for

examinations is published in the Schedule of Classes. Examinations are held in

classrooms in which the classes regularly meet at the time indicated unless other

arrangements are made through the Registrar’s Office. Final examinations for

individual members of a class are not permitted before the scheduled class

examination.

Final examinations shall be given according to the schedule arranged. All final

examinations will be given in accordance with the schedule. If in any class a final

examination is not given, the class shall meet for regular class work at the

examination time.

A call will be issued through the office of deans for requests from the faculty

members to hold combined final examinations. Special periods are set aside during

the regular examination period for combined examinations.

More than two final examinations in any one day of the final examination period shall

entitle the student to petition the Dean to have the final examinations in excess of

two in one day shifted to some other day of the final examination period which is

mutually convenient for both the student and the faculty member involved.

8. Final Grades

Final grades for all students are due in the Registrar's Office at 10:00 a.m. the

Saturday following the last examination scheduled for first and second semesters.

Due to the pressure of processing grades at the end of the semester, no exceptions

can be made to this deadline time. Final grade rosters will be delivered to the faculty

during the week previous to examinations. Deadlines for interim and summer

session grades will be communicated separately to the faculty. At the end of each

semester or session, a grade must be filed with the Registrar's Office for each

student who is officially registered for the class at the time (whether or not the

student has been in regular attendance).

A report of final grades will be issued to the student by the Registrar’s Office within a

very short time following the end of examinations. The issuing of grades to students

by instructors by means of posting, postcards, etc., is at the discretion of individual

instructors, provided extreme care is exercised to insure accuracy and confidentiality.

This practice is seldom necessary, however, because of the speed with which the

official grades are mailed to the students from the Registrar's Office. Grades may

not be posted by name or student I.D. number without the prior written consent of the

students.

All examinations, term papers, themes, etc., which are not returned to the student by

the instructor must be kept for a least two semesters from the close of the semester

or session in which the work was done.

Page 159

Revision 2.5 – August 30, 2024

If an error is made in submitting a final grade to the Registrar which the faculty

member wishes to rectify later, a request for such correction must be approved by

the department chairperson, the Dean of the College, and the Provost and Vice

President for Academic Affairs. Requests for grade changes must be processed on

the appropriate form which is available in the Office of the Dean.

9. Confidential Student Data

All members of the faculty, administration, and staff must respect the confidentiality

of information about students and their families. Disclosure of such information

should be limited to legitimate purposes and, in particular, should conform to the

guidelines and procedures published annually in the fall issue of the Schedule of

Classes.

10. Cheating

A ZERO or "F" shall be given to any student cheating on an examination or other

piece of work. An "F" on the examination and in the course shall be given to any

student cheating on a final examination. Note that plagiarism is treated as cheating.

According to Senate rules, all occasions of cheating must be reported to the

Executive Director of Housing, Residential Life, and Student Judicial System,

together with a statement of the penalty imposed by the faculty member. If in the

opinion of the Executive Director of Housing, Residential Life, and Student Judicial

System other problems of a personal or an emotional nature are present, a referral to

the Center for Wellness and Counseling will be made.

The appropriate judicial body may take additional action, including dismissal from the

University, for repeated or aggravated offenses. For additional information, refer to

the Undergraduate Catalogue.

11. Faculty Absences

If it is necessary for a faculty member to be absent from class for reasons other than

emergencies, prior approval must be secured from the department chairperson and

the Dean of the College; and satisfactory arrangements must be made for the

performance of the regular duties of the faculty member during the absence.

If the absence is extended and is due to illness, salary will continue in accordance

with current University policy governing disability leaves of absence. The

University's sick leave policy does not apply to the interim or summer contractual

obligation. Absences due to illness, injury, or personal reasons will be processed as

deductions from summer and interim compensation.

12. Student Absences

Absence from classes frequently signals that a student is developing academic or

personal problems. If the faculty member becomes aware of unusual absence of

any student, the faculty member should notify that student's academic advisor; or for

students living on-campus, the Director of Residential Life; or for students living off-

campus, the Director of Co-curricular Development. The Director of the Center for

Wellness and Counseling will contact the student, indicate the concern of the faculty

member, and inquire if assistance is needed.

Page 160

Revision 2.5 – August 30, 2024

A consistent and accurate report is important for other reasons; e.g., any

overpayment to a veteran who is enrolled but not attending classes must be repaid to

the Veteran's Administration by Bradley University.

Page 161

Revision 2.5 – August 30, 2024

B. Statement on Academic Advising

Academic advising is the responsibility of the faculty.

Academic advising is central to the Bradley experience. The promise of meaningful

interaction between a faculty advisor and a student is one of the reasons a student

chooses to attend Bradley University. This positive relationship strengthens recruitment,

retention, student satisfaction, and placement.

Academic advising goes well beyond assisting with class schedules. The role of the

academic advisor includes, but is not limited to:

1. Helping the student define career goals;

2. Referring the student to personal counseling when appropriate;

3. Encouraging awareness of cultural and social opportunities on campus.

Page 162

Revision 2.5 – August 30, 2024

C. Convocations

Faculty members are expected to attend the commencement convocations plus other

occasional convocations that might be held throughout the year. The academic

procession and academic dress are required on these occasions.

Faculty members who are committed to attending a convocation and are unable to do so

must inform their department chairperson before the convocation.

Page 163

Revision 2.5 – August 30, 2024

D. Reaffirmation of the Rights of Invited Speakers on the Campus

of Bradley University

The following statement is adapted from a declaration entitled "On Issues of Academic

Freedom in Interference with Invited Speakers" issued by AAUP's Committee A on

Academic Freedom and Tenure in the Spring of 1983. The committee's statement has

been endorsed by the American Council on Education, the National Coalition of

Independent College and University Students, the National Organization of Black

University and College Students, and the United States Student Association.

Bradley University believes that the freedom to hear invited speakers on its campus is

an essential condition for a free university and an inseparable part of academic freedom.

Bradley University deplores interferences with the right of the members of its academic

community to hear on campus those whom they have invited to speak. The right to

access to speakers on campus does not in its exercise imply either advance agreement

or disagreement with what may be said, or approval or disapproval of the speaker as an

individual. There can be no more appropriate forum for the discussion of controversial

ideas and issues than the college and university campus.

Bradley University reaffirms its expectation that all members of the academic community

will respect the right of others to listen to those who have been invited to speak on

campus and will indicate disagreement not by disruptive action designed to silence the

speaker but by reasoned debate and discussion as befits academic freedom in a

community of higher learning.

Page 164

Revision 2.5 – August 30, 2024

E. Faculty Statement on Campus Dissent

The following statement, endorsed by the University Senate, reflects the philosophical

stance regarding protest and grievance:

The common and primary commitment of the faculty of Bradley University is the

respect for the following rights:

The right of all to search for truth and knowledge without obstruction or restraint.

The right of all to attempt to persuade by reasonable discourse or peaceful

processes.

The right of all to form conclusions based on full and free exploration, exposition,

and discussion.

Therefore, be it resolved:

Deliberately violent, obstructive, or disruptive actions of groups or individuals

which are prejudicial to these rights and destructive to the pursuit of learning to

which the faculty is dedicated are unacceptable forms of behavior and stand

condemned. This position in no way limits the right of peaceful dissent or legal

protest.

At the same time, the faculty dedicates itself anew to the establishment and

maintenance of an atmosphere conducive to the search for truth, justice, and

dignity for all on the Bradley University campus, in the community, and in the

nation.

Page 165

Revision 2.5 – August 30, 2024

F. Committee on the Use of Human Subjects in Research

Archive version of Human Subjects in Research, changed 05-05-04

Archive version of Human Subjects in Research, 05-05-04 through 12-08-06

Policies and Procedures

1. Institutional Authority [Process 1 for Change]

Bradley University’s Institutional Review Board (IRB), the Committee on the Use of

Human Subjects in Research (CUHSR), is an official committee of the

University. The committee chair is appointed by the Provost and the Provost is

responsible for assigning an individual with signatory authority. CUHSR was

designed to meet all appropriate laws and regulations of the federal government for

research using human subjects. Members and investigators are expected to be

familiar with said regulations. Federal regulations are generally considered minimal

standards; institutions and their IRBs typically have additional rules, regulations, and

policies that may be more restrictive, require higher levels of ethical conduct or risk

regulations or are deemed necessary for the effective accomplishment of their

mission.

2. Definition and Purpose [Process 1 for Change]

The purpose of the CUHSR is to minimize the risk and ensure the informed consent

procedures to human subjects participating in research conducted by the Bradley

University faculty, staff, students, and other allied healthcare professionals according

to the Code of Federal Regulations for Protection of Human Subjects. The federal

standards will be strictly followed for research protocols that are funded and/or in any

way supported by any federal agency. Otherwise, the federal standards and the

Belmont report will be used as a guide to review and approve protocols by the

committee. The Committee structure will be based on the IRB standards in the

federal code and guided by the Office of Human Protection in Research (OHRP)

which is a division of the Department of Health and Human Services. CUSHR may

be used to approve projects that fall outside of the strict federal definitions but still

need human protection oversight.

3. Committee Process and Responsibilities [Process 1 for Change]

The Committee chair in consolation with the academic Deans will secure members

and conduct meetings in accordance with the federal regulations. The Committee

Chair will be ultimately responsible for the review and approval of protocols and will

maintain a website by which to communicate with the Bradley community and by

which to disseminate policies and procedures for the review process to occur in an

expeditious manner.

Page 166

Revision 2.5 – August 30, 2024

G. Policy on Ethical Use of Information Technology Resources

1. Introduction

The purpose of this policy is to provide guidelines for the ethical, legal, and efficient

use of information technology resources at Bradley University. This policy supports

the mission of the University and applies to all authorized users of any Bradley

University information technology resource.

The principles specified here are consistent with respect for personal privacy,

academic freedom, data integrity, and information technology resource availability.

This policy is in addition to other University policies, state and federal laws and

assumes that authorized users will apply common sense and exercise common

courtesy.

2. Authorized Users

Individuals who are members of the Bradley University community are considered

authorized users covered by this policy. In addition, all non-University individuals

having access to University resources as part of external, collaborative agreements

are, for the purposes of this document, considered authorized users and must also

abide by this policy.

All other individuals are considered to be unauthorized users and may be subject to

legal action and/or sanctions by the University.

3. Resources covered by this policy include, but are not limited to:

a. All computer hardware, software, network and associated services (email, ftp,

bulletin boards, web access, etc.)

b. All production and recording related technologies

c. All print (books, newspaper, and journals) and non-print (audio and video tape,

film, DVD, audio CD, electronic resources, special collections, microform,

curriculum kits, etc.) resources

d. Telecommunications services (voice mail, audix, audio/video conferencing, radio

messaging, etc.)

e. Intellectual property in any format

4. Authorized Use

Authorized use is predicated on access by an authorized user. Authorized use is

that which is consistent with the academic, research and service goals of this

institution and falls within the guidelines of this policy. Use of all resources must

comply with federal, state, and local statutes. In addition, use of some resources, for

example software and hardware, may also be limited by contractual agreement

between the University and the supplier.

Page 167

Revision 2.5 – August 30, 2024

5. Individual Rights

a. Privacy

Bradley University recognizes the desire for privacy of each authorized user.

However, it is impossible to guarantee such privacy. For example, electronic

mail messages are not secure because of the technology used and users should

not assume that they are private.

In the normal performance of their job functions some University technical

support personnel may need to view an authorized user’s files, confidential

information or activities. These employees are bound by professional ethics to

respect individual privacy and not to disclose any information.

All other viewing or monitoring of an authorized user's files, confidential

information or activities requires the establishment of probable cause and

approval by the Provost.

b. Freedom of Expression

Subject to exiting laws and university policies, freedom of expression is a right

afforded to all authorized users. Authorized users should be aware that

exercising this right may occasionally produce material others consider offensive.

All users should realize that the potential of accessing resources offensive to

themselves and to others does exist (e.g., the content of web pages); therefore,

users take responsibility for their own use of resources.

c. Harassment Policy

Bradley University reaffirms the principle that its authorized users have the right

to be free from any action that constitutes harassment in any form. Individuals

who believe they have been harassed should follow University procedures and

contact the Ombuds or other appropriate official.

6. Individual Responsibilities

Authorized users are expected to understand this policy and abide by it. This policy

is widely distributed and easily accessible. Lack of knowledge of this policy is not an

excuse for failure to observe it. Questions regarding this policy can be directed to the

Office of the Associate Provost for Information Resources Technology (IRT).

Disregard for this policy can result in disciplinary action.

a. Morals and Ethics

Authorized users are expected to respect the right to privacy of other individuals.

It is expected that explicit permission from the owner of any non-public resource

be obtained before it is used. Authorized users are expected to respect the

freedom of expression of other individuals.

b. Expected Behaviors

This section details some guidelines relating to specific expected behaviors

described below.

Page 168

Revision 2.5 – August 30, 2024

1. User Authentication and Password

Authorized users are not permitted to use any user identification that is not

assigned to them to access any resource. Authorized users may not share

any user password or authentication with other individuals. A user identifier

is granted to an individual and that individual is responsible for any use of that

identifier. If information needs to be shared with others, this should be done

without the sharing of an identifier or a password.

2. Providing Services

Authorized users are not permitted to use University resources to provide

services to others without prior written permission from the department or

division responsible for providing the service. This applies especially to all

computerized services such as WEB, FTP, etc. as well as to all other

services.

3. Unauthorized Use

Authorized users are only entitled to use those resources, such as

computers, networks, and other information resources, which they have been

granted permission to use. No user is allowed to attempt to guess or use

another individual's password or other private identification to access any

information technology resources. If an account has been compromised, it

should be reported to the appropriate administrative unit.

4. Unauthorized Monitoring

Authorized users are not permitted, except as noted in section V (A), to use

University resources to attempt to monitor or intercept electronic

transmissions. Use of all resources must comply with federal, state, and local

statutes.

5. Disruption of Services

Deliberate attempts to disrupt the operation or degrade the performance of

information technology resources are prohibited. Authorized users should be

aware of potentially disruptive consequences of their actions and refrain from

them.

6. Fair Share of Resources

Authorized users may not engage in activities that require heavy use of

resources without obtaining appropriate permission. For example, hosting a

web site might place a heavy demand on University resources. Mass

electronic mailings such as University-wide mailings require heavy resource

usage. The IRT department can provide advice on efficient means to share

information.

7. Business Use

Authorized users are not permitted to use University resources for non-

University business purposes or non-University employment. However, open

access to library resources is permitted for all authorized users unless

Page 169

Revision 2.5 – August 30, 2024

otherwise noted. Limited use of resources for sponsored projects is permitted

with proper authorization. Note that some resources (especially some

software programs) may not be used under any conditions for any purpose

that is not directly related to credit education.

8. Use of Copyrighted or Licensed Materials

Bradley University is committed to the observance of all aspects of Federal

are responsible for adherence to Federal guidelines. If an authorized user

fails to adhere, the University will not provide any defense or indemnification

to any claim of copyright infringement resulting from willful infringement or

other unauthorized duplication. The University reserves the right to take all

reasonable steps to prevent such violations.

9. Internet Services

Authorized users must abide by the established rules of conduct, also known

as "netiquette," for the Internet services used. Internet services (such as

listservers, user groups, and chat rooms) normally include the rules of

conduct in their usage agreements. For example, many services do not

permit users to misrepresent themselves.

10. Personal Identifying Information

Authorized users may not use another person’s personal identifying

information. Exceptions may occur with that person’s documented consent.

Existing law makes it a public offense to use another person’s personal

identifying information to obtain credit, goods, or services without the

person’s consent.

11. Personal Use

Personal use of Bradley University information resources by faculty and staff

is permitted so long as it does not interfere with the regular duties of the

employee. Examples of personal use are receiving, sending, and responding

to E-mail of a private and/or personal nature and searching the web for

information not directly related to the duties of the employee. Of course,

employees are expected to restrict use of such resources within guidelines of

state and federal laws as well.

12. Harassment

Authorized users are not permitted to harass others. Examples of this

include sending or broadcasting annoying, obscene, libelous, or threatening

messages.

13. Damage of Information Technology Resources

Authorized users are not permitted to intentionally damage University

information technology resources.

7. Sanctions

Violators of this policy may be subject to sanctions imposed by the University.

Page 170

Revision 2.5 – August 30, 2024

8. Implementation

a. Scope

This document provides primary guidance concerning information technology

resources usage in all areas of the University. All other policies and procedures

concerning information technology resources may be more specific, but must be

in compliance with this document. The Provost shall review all policies enacted

by other University bodies to ensure that they are in compliance with this

document. Once any policy is approved by the Provost all subsequent changes

to that policy must be checked by the Provost and approved before they can take

effect.

b. Policy modifications

The University Senate must approve all changes to this policy. Any authorized

user may propose changes to the policy. The proposal for change must be

submitted to the University Senate President or any other member of the Senate.

9. Other University Policies Related to this Policy Statement

a. University Policies

1. Faculty Handbook

https://www.bradley.edu/academic/cio/senate/handbook/

Statement on Faculty Ethics

Student Handbook

http://www.bradley.edu/campuslife/studenthandbook/

3. Computing Services

https://www.bradley.edu/sites/it/about/policies/

Computer Misuse Policy

Microsoft Office Policy

World-Wide Web Policy

Posting Announcements

Confidentiality of Information

Security Policy

Password Selection Policy

Software/Copyright Information

Page 171

Revision 2.5 – August 30, 2024

4. Library

http://library.bradley.edu/policies/

Computer Use Policy

b. Other Policies

1. Copyright & The Internet

Public Domain Material

U.S. Copyright Office Home Page

2. General Copyright

CCC Copyright Statement

General Information About Copyright

Bradley University gratefully acknowledges Georgia State University whose 1995

computer ethics policy version 1.0 served as a template for this document.

Page 172

Revision 2.5 – August 30, 2024

H. Public Addresses by Faculty Members

The University recognizes the values of faculty addresses delivered to professional,

civic, cultural and other groups and therefore encourages faculty members to engage in

such activity provided the matter being discussed is within the realm of professional

competence of the faculty member involved.

In accordance with the principle of academic freedom, the University recognizes the right

of faculty members to speak on matters of a controversial nature, provided they exercise

care to insure that their remarks are not construed as representing the official position of

the University.

Before accepting speaking engagements which interfere with regularly assigned campus

duties, faculty members must secure approval from their department chairperson and

dean. If speaking engagements of deans interfere with their regularly assigned campus

duties, they must have prior approval of the Provost and Vice President for Academic

Affairs.

I. Guidelines for Selecting Teaching, Research, and Service Award

Recipients

1. Putnam Award for Teaching Excellence

The Putnam Award is presented to a full-time member of the Bradley faculty holding

the rank of associate professor or professor. The purpose of the award, sponsored

by the late Mr. Charles M. Putnam, Jr., and Mrs. Putnam, is to recognize excellence

in teaching at Bradley University. The recipient is presented with an appropriately

engraved certificate, a medallion, and an honorarium.

a. Guidelines for the Putnam Nomination.

Nominations for the Putnam Award may be made by any full-time student who

holds junior or senior class standing or any full-time member of the academic

staff of Bradley University.

Nominations for such an award may be made from the full-time faculty members

of Bradley University who, when nominated, meet the following requirements:

1) Hold the academic rank of Associate Professor or Professor.

2) Have a full-time faculty member of Bradley University for three years.

3) Not be a dean of a college.

The characteristics of excellence in teaching considered for the award are:

scholarship, class planning, communicative ability, variety in methods of

evaluation, and person relations with students and colleagues.

Nomination ballots, supporting forms for each of the five categories listed above,

and any other appropriate information can be obtained form the Office of the

Provost and Vice President for Academic Affairs.

Page 173

Revision 2.5 – August 30, 2024

2. Francis C. Mergen Memorial Award for Public Service

The Francis C. Mergen Memorial Award for Public Service will be presented annually

to a member of the Bradley University faculty or professional staff who distinguishes

himself or herself in the field of public service. The award is named in honor of the

late Francis C. Mergen, the respected former chairperson of the University's

Department of Industrial Engineering, who gave so much of himself in service to

others.

3. Samuel Rothberg Award for Professional Excellence

The Samuel Rothberg Award for Professional Excellence is presented annually to

honor a Bradley faculty member who has made significant contributions to his or her

field of knowledge since becoming affiliated with Bradley University. The recipient is

presented with an appropriately engraved certificate, a medallion, and an

honorarium. The selection is made by a committee of pervious Rothberg Award

recipients.

a. Guidelines for the Samuel Rothberg Award for Professional Excellence

1) The recipient has made an original contribution to his or her field.

2) The recipient's contribution has been exposed to critical appraisal by

professional peers through publication, exhibition, or personal presentations.

3) The recipient has shown evidence that his or her creative activity has been

prolonged and is ongoing. One indication of this would be a record of

publications, presentations, performances, or exhibitions spanning a period of

time including the present or recent past.

4) The recipient is currently affiliated with Bradley University and has been so

affiliated for not less than four years. Moreover, some of the recipient's work

has been done during the affiliation with Bradley.

4. New Faculty Achievement Awards

Formerly called the Burlington-Northern foundation Faculty Achievement Awards,

these awards are presented to tenure-track faculty members who have not yet

attained tenure. Two awards are given: one for teaching and one for scholarship.

Nomination forms and guidelines are available each spring form the Office of the

Provost and Vice President for Academic Affairs.

5. First-Year Faculty Award

Formerly sponsored by the Sears-Roebuck Foundation, this award is given to an

outstanding tenure-track faculty member who has completed one year at Bradley

University. Nomination forms and guidelines are available from the Teaching

Excellence Committee.

Page 174

Revision 2.5 – August 30, 2024

J. Confidential Student Data

1. Bradley University considers important a meaningful policy regarding the

information which becomes a part of a student's permanent education record, the

student's financial aid and asset information, and that of the student's spouse

(where applicable) and of the student's parents, and governance of the condition

of its disclosure. This policy reflects a reasonable balance between the

obligation of the University for the growth and welfare of the student and its

responsibilities to society.

2. Bradley University will make every endeavor to keep the student's record

confidential and out of the hands of those who would use it for other than

legitimate purposes. All faculty members, administrators, and staff must respect

the confidentiality of information about students and their families. Disclosure of

such information should be limited to legitimate purposes, and in particular, must

conform to the guidelines and procedures published in the Fall issue of the

Schedule of Classes, which procedures accord with the Family Educational

Rights and Privacy Act of 1974.

3. There may be conditions such as unmet financial obligations, violations of non-

academic regulations, etc., under which Bradley University will not release grade

reports, transcripts, certifications, diplomas or other information about a student.

Page 175

Revision 2.5 – August 30, 2024

K. Off-Campus Activities by Faculty

Political Activities of Faculty Members

Faculty members, as citizens, are free to engage in political activities. Where necessary,

leaves of absence may be given for the duration of an election campaign or a term of

office, on timely application, and for a reasonable period of time. The terms of such

leave of absence shall be set forth in writing, and the leave will not affect unfavorably the

tenure status of a faculty member, except that time spent on such leave will not count as

probationary status.

Page 176

Revision 2.5 – August 30, 2024

L. Policy on Intellectual Property and Technology Transfer

(Revised on May 4, 2005)

1. Purpose

Encouraging creative efforts is an integral part of Bradley University’s mission. The

purpose of this policy is to encourage creative efforts of the University community

and facilitate collaboration with others, while promoting the common interests of

society. This policy protects the rights of the University and the faculty in their

creative efforts by explicitly stating the responsibilities, privileges, and options held

by the University and the faculty when they have created intellectual property. In

working with external entities the University shall attempt to preserve its and its

employees ownership of the intellectual property.

2. General Guidelines

a. Policy Administration Responsibility

With the Provost’s oversight, the University's Associate Provost for Research is

charged with administering this policy. Issues not expressly addressed herein

should be referred to the Associate Provost for Research for resolution.

b. Persons Covered

This policy applies to full-time faculty, including adjunct professors, visiting

faculty, visiting scientists, post doctoral fellows, and part-time faculty teaching

more than six hours per semester during the calendar year while under contract

at Bradley.

c. Definition of Intellectual Property

Intellectual property, as used in this policy, includes inventions, discoveries,

creations, or authored works and also the physical or tangible embodiment of

same that may be protected legally, by patents or copyrights or by other means.

(Physical or tangible embodiments include but are not limited to biological

organisms, plant varieties, ornamental designs, computer software, on-line

course materials, circuit chips, and engineering prototypes and drawings.)

Invention is defined as a novel or useful idea reduced to practice and relating to a

process, a machine, an article of manufacture, a compound, the composition of

matter, or an apparatus or improvement thereof, or an ornamental design, or a

plant wholly propagated asexually by root cuttings, layering, inarching, grafting,

budding or any other method that does not use seeds, or plants produced by

genetic engineering for a specific use (utility patents protect).

Copyrightable creation is defined as original work that has been fixed in any

tangible medium of expression from which it can be perceived, reproduced or

otherwise communicated either directly or with the aid of a machine or device.

Copyrights protect expressions of ideas not the ideas themselves.

This policy will be reviewed five years after approval. [approved 5-4-2005]

Page 177

Revision 2.5 – August 30, 2024

d. Consulting and Other Agreements

To avoid conflicts with third parties, persons covered by this policy shall carefully

examine the intellectual property provisions in agreements with other entities and

shall not enter into any agreements that are inconsistent with the provisions of

this policy.

e. Tangible Research Property Protection

Intellectual creativity and invention often produces Tangible Research Property

(TRP) which is a physical embodiment of the effort. Examples include integrated

circuit chips, computer software, biological organisms, engineering prototypes,

and drawings. Control over the development, storage, distribution, use and

commercialization of TRP is the responsibility of the owner as described in this

policy. The ownership of TRP is similar to that of patents, as described in

Section iii.c.

f. Publication of Research/Creative Efforts

This policy as set forth shall in no way limit or restrict the right of faculty from

publishing or presenting in other forms the results of their research/creative

efforts. When publishing or presenting the results, the faculty shall acknowledge

sponsorship, if any. The timing of public disclosure of the University or third party

owned intellectual property however is subject to reasonable delays to protect

patent or other intellectual property rights. Delays in publication or presentation

required by the University or by third parties in sponsored agreements as a

general rule should not exceed 180 days. Beyond this date, if publishers require,

the University agrees to assign the publication copyrights to the publisher.

3. Ownership

a. Ownership of Copyrights

1) Ownership of a copyright resulting when a faculty member is a party to a

separate contract with Bradley or with Bradley and an external agency will

vest with Bradley unless specified differently in the separate contract. The

words "separate contract" are meant to refer to a contract other than the

annual faculty, sabbatical, summer, interim or other regular faculty contracts.

2) Ownership of Copyrights will vest with the faculty in all other cases.

3) Unless specified differently in a special agreement drawn up prior to the start

of the work between the faculty member and those assisting the faculty

member, the ownership of the copyrights not covered in iii.a.i. will vest with

the faculty member.

4) In keeping with academic tradition, the University has no claim to any of the

net revenue generated from faculty owned copyrightable items such as

books, textbooks, instructional materials, computer software, articles, theses,

papers, novels, poems, and musical compositions, and similar creative

works, such as a work of art. Therefore, except those covered under Section

Page 178

Revision 2.5 – August 30, 2024

iii.a.i above, such Intellectual Property is excluded from the remainder of this

policy.

b. Ownership of Computer Software

University policy on the ownership of computer software is the same as for

copyrightable works under Section 3.a. of this policy. In some instances, software

can be patentable; in those cases, University policy concerning ownership of

patents, as described in Section iii.c. is applicable.

c. Ownership of Inventions

1) Ownership of a discovery or invention conceived when a faculty member is a

party to a separate contract with Bradley or with Bradley and an external

agency will vest with Bradley unless specified differently in the separate

contract. The words "separate contract" are meant to refer to a contract other

than the annual faculty, sabbatical, summer, interim or other regular faculty

contracts.

2) Ownership of a discovery or invention will vest with the faculty in all other

cases.

3) Unless specified differently in a special agreement drawn up prior to the start

of the work between the faculty member and those assisting the faculty

member, the ownership of the invention or discovery not covered by iii.c.i. will

vest with the faculty member.

4. Protection of Patent Rights

As soon as a patentable intellectual property is conceived, the employee must file

with the Associate Provost for Research’s Office a completed copy of the Intellectual

Property Disclosure (IPD) form to disclose the invention and to establish the

ownership rights. The form must be completed before any other disclosure,

presentation, display, performance, or publication of the work.

If the inventor claims ownership on the IPD form, the Associate Provost for Research

and anyone else needing to review the intellectual property must complete a

nondisclosure agreement, prior to receiving the details of the invention. The

Associate Provost for Research shall inform the inventor in writing of the University’s

ownership interest claims within 60 days after the filing of the IPD form. If the

inventor and the Associate Provost for Research can’t reach agreement on the

ownership rights within 80 days after the initial filing of the IPD, either party may

follow the Arbitration procedure.

If the University has the ownership, before the creator of tangible research property

(TRP) gives, lends or shares this property with anyone for the purpose of research

and development both parties must complete TRP transfer/use agreement.

5. Ad-Hoc Dispute Resolution

Disagreements arising from any aspect of this policy will be referred to the Senate

Executive Committee. The Senate Executive Committee will form an ad-hoc

committee, consisting of five tenured faculty chosen based on their involvement in

scholarship or research and development and their expertise as related to the matter

Page 179

Revision 2.5 – August 30, 2024

being disputed. Each party may disqualify two members without cause and the

Executive Committee will appoint replacements. The Committee’s charge is to

facilitate resolution of disputes regarding assignment of intellectual property rights or

the administration of the Intellectual Property policy. The Committee may request

relevant information from the appropriate parties so that they may come to an

informed decision. Unless all parties agree to an extension, within 60 days of the

Executive Committee of the Senate being informed that their action is required, the

Committee will deliver its recommendation to the involved parties and the Provost.

Within 20 days of receiving Committee’s ruling, the Provost will make a ruling and

inform the parties. The faculty member can appeal the decision through the normal

grievance process. In the event that the case goes through a grievance process, the

report of the Senate ad-hoc committee will be made available to the Grievance

Committee.

6. Commercialization of University Owned IP

(Revised on November 15, 2018)

After an invention or creation is disclosed and the University ownership is

established, the Associate Provost for Research will assemble the appropriate

expertise to evaluate the commercial potential of the work disclosed.

a. Within 180 days after the filing of the IPD, the University will conclude whether

the potential commercial returns from the invention or creation are sufficient to

justify retaining the ownership and proceed with further efforts toward filing an

intellectual property protection or securing other appropriate legal protection. If

such a determination is made, an assignment agreement will then be executed

with inventor(s).

b. Patent applications must be filed in a timely manner, or the owner may lose

patent rights. Patent applications for University-owned discoveries and

inventions are coordinated through the Vice President for Legal Affairs and

General Counsel Office in conjunction with the Associate Provost for Research.

Patent-related legal expenses are the responsibility of the University.

c. Inventor/Author Assistance: In order to secure patents and/or commercialize

inventions or creative works successfully, it is often necessary that the inventor

or author work jointly and cooperatively with the University.

i. In all instances, the University will attempt to minimize the assistance

required.

ii. The creator shall provide all necessary assistance throughout the process of

technology transfer to assure maximum legal protection and effective transfer

of the intellectual property.

iii. The creator will retain all records and documents necessary to protect and

defend intellectual property that belongs to the University. This shall be done

in a safe and secure manner.

iv. The creator shall abide by all commitments made in license, sponsored

research, or other agreements and laws related to federally and privately

funded research.

Page 180

Revision 2.5 – August 30, 2024

v. The creator shall disclose all potential conflicts of interest as defined in the

University's Conflict of Interest Policy promptly and efficiently to the Provost

Office.

d. Distribution of Revenues: The net income, defined as revenues less incremental

costs, shall be distributed between the University and the creator/inventor

according to the following schedule:

Recipient Share

Creator 50%

University 50%

Creator(s) payment frequency will be the same as that of the university.

Revenue is consideration paid in cash or equity by a third party in exchange for

specific intellectual property rights.

Incremental costs are any specific, additional expenses incurred by the

University in obtaining and maintaining the intellectual property protection, and in

developing, marketing, licensing, and defending the work.

e. If, within 180 days after the filing of the IPD, the University determines that it has

no general proprietary interest in the knowledge or the further commercial

development of the invention, the University shall first give the ownership option

to the intellectual property to the inventor(s) or author(s). If the University doesn’t

respond within the 180 days, or file for patent protection within one year after the

filing of IPD, the ownership and all potential proceeds will revert to the

inventor(s).

7. Commercialization of Independently Owned Intellectual Property

a. If the University does not participate in the commercialization of the intellectual

property, then the University shall have no ownership claims to the intellectual

property and the responsibility for securing patents and commercializing the

Independently owned Intellectual property is by the inventor. In such cases the

University shall have no liability for any matter arising out of the

commercialization of the intellectual property, and those sections of the Faculty

Handbook concerning insurance and indemnification shall not apply.

b. If the University does not participate in the commercialization of the intellectual

property, the University shall still be entitled to a portion of the creator’s net

income generated by the intellectual property. The net income sharing shall be

done according to a mutually agreed to arrangement between the inventor(s) and

the University, or according to the schedule below for a period not exceeding 15

years from the initial filing of the IPD, after which time the University has no claim

to any of the income:

Recipient Share

Creator(s) 90%

University 10%

Page 181

Revision 2.5 – August 30, 2024

The University’s payment frequency is to be the same as that used by the owner for

filing tax returns.

The net income is to be determined using the creator’s federal income tax basis of

accounting. If asked by the University, the creator(s) shall provide the necessary

information for verification purposes.

c. The creator/inventor and the University may enter into an agreement whereby

the University participates in the commercialization of the intellectual property in

exchange for a mutually agreed upon fee for services or a mutually agreed upon

alternative distribution of the net income.

d. If within one year after the filing of the IPD, the inventor does not file for patent,

then the ownership of the IP and all potential proceeds will revert to the

University.

Page 182

Revision 2.5 – August 30, 2024

V. FACILITIES, SERVICES, AND

RESOURCES

Process 3) is used to make changes in Chapter V.

A. Cullom-Davis Library

The University Library provides information resources and services that the University

community requires for its academic, professional, and institutional objectives.

1. Facilities

Books, periodicals, government documents, microforms, many non-print resources,

and most library services and offices are found in the Cullom-Davis Library. Hours

are determined annually and are set to match the semester usage peaks. During the

school year the Reserve Room has additional hours on most evenings and it opens

earlier, than the main facility, on weekends.

Music scores, recordings, selected music reference materials, and music reference

service are available in the Music Resource Center located on the third floor.

Library hours are shorter during summer and interims, Thanksgiving and Christmas

vacations, and spring and fall breaks. Special hours for final examinations, holidays,

summer, and interim sessions, as well as regular hours are posted in the Library and

on the Library's web page.

2. Holdings

The collection comprises over 1,200,000 items, including bound periodicals,

government documents, microfiche, and other non-print resources. A Special

Collections Center on the third floor houses additional manuscript and archival

materials as well as rare books. Microform collections include the Educational

Resources Information Center (ERIC) documents, Library of American Civilization,

and Library of English Literature. The Library is a depository for both United States

and State of Illinois government documents, and is a member of the Illinois Library

Computer Systems Office (ILCSO), and the Alliance Library System (ALS).

3. Subject Specialist

A librarian serves each particular curricular area. Librarians provide bibliographic

support, reference service, bibliographic instruction, and collection development

assistance, and otherwise facilitate faculty and student use of library resources and

services. See the List of Liaison Librarians.

4. Orders

The Library purchases books, periodicals, and non-print materials for curricular and

research purposes at the request of the faculty. All requests should be routed

through the faculty member's departmental Library Agent, who forwards them to the

Library.

Page 183

Revision 2.5 – August 30, 2024

5. Reserves

Library material may be placed on reserve for course assignments. Requests for

reserves should be placed well in advance. Reserve items normally circulate for

periods of 2 hours, 3 days, or 7 days, depending on the instructor's preference. Both

print and non-print materials are accommodated. Questions regarding reserves

should be directed to the appropriate library liaison.

6. Direct Loans

The Bradley Quickcard serves as a borrower's card once the user is registered in the

patron database. To register, the user should go to the Circulation Desk in the

Cullom-Davis Library. This is good not only for renewable 6-month-long library loans

on campus, but also at nearly all other libraries--academic, public, and research--in

the Peoria area, as well as at many other academic libraries in Illinois. See the List

of Libraries that support Reciprocal Borrowing.

7. Interlibrary Loans

In addition to direct borrowing privileges at other ILCSO and ALS libraries, Bradley

faculty and students can obtain materials through interlibrary loan arrangements. As

a participant in ILLINET, a statewide library resource sharing network, the Library

benefits from a special delivery service provided for Illinois libraries and library

systems. Through OCLS, a computerized bibliographic system, the Library has

ready access to millions of items in some 6,000 libraries across the country and

abroad. Delivery capabilities include telefacsimile transmission. Requests for

interlibrary loans should be directed to the appropriate library liaison or the

Circulation Desk in the Cullom-Davis Library. For further information, see the Library

web page.

8. Database Services

At no charge to Bradley faculty and students, the Library can search a wide range of

computerized bibliographic databases. For further information, see the Library

Databse Searching web page. In addition, various electronic resources are available

through the Library web page and other CD-ROM indexes of periodicals,

newspapers, and Government Documents are available in-house.

9. Bibliographic Instruction.

The Library has an active program of assisting and instructing students in the use of

library resources and services. This program is tailored to individual and class

needs. Arrangements for bibliographic instruction are made through the Information

Literacy/Electronic Services Librarian. For further information, call extension 3219.

10. Document Delivery Service.

The Library provides a document delivery/retrieval service for faculty, whereby

Bradley books and journal articles can be delivered and/or picked up from faculty

offices. For further information call 309-677-3550 or use e-mail:

[email protected].

Page 184

Revision 2.5 – August 30, 2024

11. Policies, Procedures, and Guidelines for the Assignment of Study Rooms or

Carrels to Faculty

a. Facilities Available

1) Faculty Studies

9 lockable study rooms, with two faculty assigned to each room, will be

available along the north wall of the old building on the lower level of the

library. A key will be assigned to each faculty member assigned to the study.

Offices will contain desks or tables, bookcases, one Ethernet port, and file

cabinets.

2) Faculty Carrels (Room 20)

15 carrels, each approximately 3' by 4', with lockable doors or filing cabinets,

will be available in Room 20. Each faculty member will be issued a key to

Room 20, as well as keys to his or her particular carrel.

b. Policies Regarding Assignment of Studies and Carrels

1) Full-time faculty will be given priority for studies and carrels.

2) Assignment to studies or carrels will be based on need for Library resources.

3) All studies will be assigned for one year or less.

4) All study or carrel assignments will be reviewed annually, in late July or early

August.

5) Faculty members will sign an agreement to abide by Library rules and

regulations regarding facility use.

c. Procedures for Requesting and Assigning Studies and Carrels

1) Requests should be submitted to the Executive Director of the Library, and

should include an indication of the type of facility requested (study or carrel),

the need for and purpose of the facility, and the faculty member's department.

2) Requests for faculty studies and carrels should be submitted by August 1st

each year. Assignments will be made by August 15th each year.

Agreements and key forms will be available in the Library office.

d. Issues to be Considered in Assigning Studies and Carrels

1) Scholarly or creative activities planned which require the use of a study or

carrel.

2) Library services or resources needed to support such activities.

3) Role of such activities in accomplishing professional goals or objectives.

4) Other office or research space currently available.

5) Length of time for which the study or carrel will be needed.

Page 185

Revision 2.5 – August 30, 2024

6) Preference or requirement for particular type of space (study or carrel).

B. Enterprise Services

1. Mission

Bradley University's Enterprise Services department is a support organization whose

mission is to recommend, provide, and maintain quality computing systems and

services that enrich Bradley's teaching and learning environment, as well as the

administrative functions of the University. Computing Services is committed to the

effectiveness of its support services, the development of its staff, and reliability of its

systems.

2. Service Desk

The Service Desk, located in the Reserve Room of the Cullom-Davis Library,

provides faculty, staff, and students with a single point of contact for technology-

related products and services supported by Division of Information Technology. The

HelpDesk has documentation available to assist faculty, students, and staff in the

effective use of Bradley's technology resources.

3. Computer Accounts

To access e-mail and computers administered by Computing Services, the user must

have a login, also called a "username," "sign-on," or "account." The same is true of

other multi-user computers run by individual departments (e.g. Computer Science).

Prior to the beginning of each semester, faculty members need to inform the system

administrator in Computer Services (309-677-2960) if they are teaching a course that

requires a computer use. Accounts will then be established for students registered

for that course who do not already have an account.

4. Buying Computers

Campus Computer Sales (309-677-3044) orders computers for departmental and

personal use. Check the Computer Sales web page for current pricing information.

Discounts are provided when available.

5. Additional Information

Additional information about Bradley's computing policies, systems, and resources is

available on the Computing Services web site. This site contains information on

personnel, policies, committees, training opportunities, and other technology-related

topics.

C. Learning Design & Technology

Instructional Technology and Production Services provides a broad range of media

facilities, materials and production services to the University. For more detailed

information pertaining to LDT, see the LDT website.

LDT is located in Morgan Hall 3, 100, 105, 106, & 110.

Page 186

Revision 2.5 – August 30, 2024

Each location possesses specialized facilities and professional expertise that are

available to the University community. A brief summary of the comprehensive services

available follows:

1. Production of Instructional Materials

LDT is equipped to assist with desktop presentations, overhead transparencies,

slides and photographs, multimedia, graphic design, desktop publishing, audio and

video programs, rapid duplication of outlines or examinations, and specialized

combinations of these. Instructional objectives will be best met by the creation of

learning materials or facilities customized to the particular application. Professional

staff is available to aid in the design, production, implementation, and evaluation of

these materials.

2. Acquisition of Instructional Materials

LDT will assist in the location, selection, evaluation and ordering of various

educational software for use in the classroom. LDT also acquires and maintains an

extensive library of videocassettes.

3. Distribution and Utilization

LDT provides direct support to those wishing to utilize media in academic or

administration activities. Typical methods of delivery include:

a) Direct display of mediated materials in the classroom or other settings;

b) Distribution by closed circuit or cable TV broadcast;

c) Compressed video distance learning;

d) Teleconferencing;

e) Correspondence.

4. Facilities

LDT provides complete educational services. Software rental and purchase,

projection services, remote and classroom videotaping, distance learning

environments, self-paced instructional facilities, sound reinforcement, and equipment

distribution are all available as well as assistance or training in the operation of these

facilities. Faculty and staff may also check out a variety of AV hardware for

University-related activities.

5. Procedures

LDT generally requests 48 hours notice for routine services. Special requests,

including production, should be made as far in advance as possible. Written or in-

person requests are encouraged. Some services carry a charge for materials or

specialized labor.

For additional information, LDT staff may be reached at the locations and telephone

extensions listed above.

D. Use of Physical Facilities

Page 187

Revision 2.5 – August 30, 2024

1. Reservation of Classrooms, Meeting Rooms, and Auditoriums

Arrangements for use of rooms for classes during the two regular semesters of the

academic year should be made with the Registrar’s Office through the first two

weeks of classes. Arrangements for the use of rooms for classes during the summer

sessions should be made with the Registrar’s Office through the first week of

classes. (Course approval forms are sent to the Director of Interim and Summer

Sessions) Following these times, all rooms are reserved through the Director of

Conference Facilities.

Regularly scheduled meetings of academic classes may not be held in the Student

Center. In case of emergency, or for other justifiable reasons, the Director, with the

approval of the President, may make exceptions.

There are ten meeting rooms available in the Student Center, varying in seating from

12 to 65, and they may be scheduled through the appropriate office in the Student

Center. Other meeting areas available on campus are Baker Hall Auditorium which

seats 120, Neumiller Lecture Hall in Bradley Hall which seats 320, Room 159 in Olin

Hall which seats 126, and Room 181 in Olin Hall which seats 190. The auditoriums

are scheduled through the Office of the Director of Conference Facilities.

2. Policy and Procedure for Non-Curricular Use of Bradley University Physical

Facilities

One of the fundamental purposes of the total educational experience at Bradley

University is to provide the means and encouragement whereby students can

develop a code of personal values and a sense of social responsibility which will

enable a learning and living environment which promotes free inquiry and the pursuit

of truth with a framework of intellectual, moral and legal responsibility.

Programs and activities which involve University-affiliated or non-University persons

or groups are permitted and encouraged to use the University facilities provided they

contribute to the achievement of the purposes of the University, or, in its judgment, to

the substantial welfare of the total community, and are not disruptive of an

atmosphere of orderly procedure and dispassionate scholarly inquiry.

3. General Statement

Other factors which affect non-curricular use of the physical facilities are as follows:

a. The desirability of acquainting potential students and their parents with the

University and its facilities.

b. The reluctance of the University to create undue hardship for neighbors due to

parking required for large events in the Field House.

c. The desirability of protecting the rights of faculty to park in reserved spaces on

the campus.

d. The costs of making facilities available to campus and off-campus organizations.

e. The limitation of the use of University facilities for fund raising or solicitation of

funds to University-wide and University-sponsored activities. Collection of dues

Page 188

Revision 2.5 – August 30, 2024

from members of University-recognized organizations is not considered fund

raising.

f. The denial of the use of University facilities for private financial gain.

g. The special requirements which apply to the use of the Robertson Memorial Field

House, the Bradley Student Center, and Neumiller Lecture Hall (see Policies for

Specific Facilities).

h. The Registrar has the responsibility for scheduling the use of academic

classrooms and auditoriums. After the second full week of classes in a regular

semester or a comparable date in summer and interims, scheduling occurs

through the Student Center Scheduling Office.

i. The opportunity of University curricular departments or divisions, University

faculty organizations, and chartered student organizations to schedule use of

Bradley University facilities subject to limitations governing the use of the facility

in question.

4. Responsibility for Granting Use of University Facilities and for Scheduling

In order to clarify responsibility and establish authority for granting use of University

facilities for functions, the following assignments are made:

a. Student Activities

The Office of the Director of Student Activities will schedule student organization

meetings or functions. A student activity calendar will be drawn up by the Office

of the Director of Student Activities on the basis of requests for activities in

advance of June 1st each year. After this date, activities will be approved in the

order received provided they do not conflict with those already scheduled. Any

conflicting requests for dates for student activities or functions will be referred to

the Director of Student Activities who will decide which meeting will be given

preference. Student organizations will be given a list of available dates to

choose from in the case of conflicts.

b. Convocations, Lectures, Concerts, and Entertainments

All University convocations will be scheduled and arranged by the President.

Such programs are appropriate means for augmenting curriculum offerings, for

enriching the cultural background of students, and for providing contacts with

leaders outside the University. To the extent that space permits, the university-

sponsored meetings for students should be open to the public.

c. Special Lectures

Special lectures will be arranged by the appropriate faculty or student committee

and will be scheduled through the appropriate office for the facility required.

d. University Athletic Events

University athletic events will be scheduled by the Director of Athletics in

accordance with policies approved by the Faculty Committee on Intercollegiate

Athletics. All dates will be reported to the Director of Student Activities for

inclusion in the University Calendar.

Page 189

Revision 2.5 – August 30, 2024

e. Committee Meetings

Committees may request, through the Office of the Director of Student Activities

or the Director of Conference Facilities, appropriate use of rooms in the Student

Center.

f. Classrooms and Auditoriums

Scheduling of classrooms and auditoriums will be handled by the Director of

Conference Facilities after the second week of each of the two regular

semesters.

g. Conferences, Workshops, Short Courses and Similar Meetings

1) The Director of Conference Facilities is charged with the responsibility for

coordinating and scheduling non-academic activities including social events

(banquets, proms, reunions and receptions), non-academic meetings (union,

political and sports), and other non-academic activities such as cheerleading

and scouting events.

2) The Executive Director of the Division of Continuing Education and

Professional Development will approve all academic conferences, institutes,

seminars, workshops, non-credit courses, and similar educational programs

conducted on the campus.

3) The Director of Student Activities will approve activities exclusively for

students.

h. Procedures and Services

1) All conferences must have Bradley sponsorship, either that of a department

or division, college, organization or agency. The University sponsor assumes

all financial and academic responsibility for the conference.

2) All requests for the use of space, equipment, and services are to be made on

an official application form filed with the Director of Conference Facilities,

Student Center. No group may meet for a conference on the Bradley

Campus without an approved application. The Director of Conference

Facilities will approve or reject all applications.

3) The Director of Conference Facilities will make arrangements for use of all

facilities, equipment and services for all conferences; schedule the time and

dates for all conferences in the University Central Control Calendar; and work

with the conference committee, upon request, on such matters as budgeting,

programming and promotion. A schedule of fees is available from the

Director of Conference Facilities for use of Bradley facilities, equipment,

services, and convention supplies.

4) The Director of Conference Facilities has the authority and reserves the right

to refuse approval of an application for the use of Bradley facilities,

equipment or services if, in the opinion of the Director, such use is not in the

best interests of the University, or in conformity with the specific Use of

Physical Facilities policies described in this section.

Page 190

Revision 2.5 – August 30, 2024

5. Policies for Specific Facilities

Regulations applying to the use of Robertson Memorial Field House, the Bradley

Student Center, and Neumiller Lecture Hall are listed below, and are in addition to

those specified above.

a. Bradley Student Center

There are ten meeting rooms available in the Student Center, varying in seating

from 12 to 65, and they may be scheduled through the appropriate office in the

Student Center. The Director of Student Activities schedules Meeting Rooms

One through Six and Conference Rooms 202 and 203 and the Marty Theatre.

The Director of Conference Facilities schedules Conference Room One, the

Ballroom, the Alumni Dining Room, and appropriate areas in the Student Center

cafeteria with permission from the Director of Food Service. The Student Center

Ballroom has a maximum capacity of 600 for a meeting and approximately 575

for dining. The chief officer of the club or organization must submit in writing to

the appropriate director in the Student Center, prior to the event, a guarantee that

the physical facilities will be returned to the condition in which they were found.

If, however, in the opinion of the Director, security is needed for the meeting, or if

custodial services are necessary to prepare adequately for the room for another

organization, the Director shall arrange for such service and bill the charges to

the group using the room.

1) In reserving rooms, preference is given to events that have to be planned

months in advance or to planned annual events. Student Center and

physical arrangements are normally available without charge in order to

encourage use of the Student Center by the University organizations.

2) In some cases, the Student Center charges for the use of the Student Center

Rooms. For information on possible fees call the Director of Conference

Facilities in the Student Center (309-677-2227).

3) Specific procedures for reserving facilities in the Student Center are detailed

in the Student Handbook published each fall.

b. Neumiller Lecture Hall

The following policies and procedures have been established to govern the use

of Neumiller Lecture Hall.

1) Responsibility for scheduling Neumiller Lecture Hall shall be as follows:

Classes-Registrar; Conferences-Director of Conference Facilities; all other-

CLAS Dean's Office. The Registrar, the Dean of the College of Liberal Arts

and Sciences and the Director of Conference Facilities shall coordinate and

plan the use of this facility.

2) All requests for the use of the Lecture Hall shall be made no less than two

days prior to its intended use.

3) Because the facility is designated primarily for instructional purposes, first

priority shall be given to class use. Large enrollment classes shall have

highest priority, followed by smaller classes that require use of the unique

media capabilities of the Lecture Hall. Second priority shall be given to

Page 191

Revision 2.5 – August 30, 2024

administrative use and approved academic lectures (e.g. Founder's Day,

Olive B. White Lecture, summer orientation). Non-Bradley conferences shall

have next priority. Extracurricular uses, including uses by student

organizations, require the written approval of the Dean of the College of

Liberal Arts and Sciences, and such uses will require supervision of a faculty

member or administrator during the entire time the facility is being used.

4) The Executive Director for Instructional Technology and Production Services

(ITPS) will have the responsibility for coordinating requests for all uses of

audio-visual equipment needed for scheduled Lecture Hall events, provided

such requests are processed at least two days prior to the day the equipment

is required. All audio-visual equipment shall be operated by a person

designated by the Executive Director of ITPS. All non-academic or non-

administrative service shall be on a fee-recoverable basis.

5) No food or beverage will be allowed in Neumiller Lecture Hall.

6) The cost of special custodial and other services incurred in conjunction with

presentations on Saturday afternoon and Sunday shall be borne by the user.

7) The Non-Smoking regulations of the University shall be rigidly enforced at all

times.

8) The Lecture Hall will be locked when not in use. ITPS will be responsible for

unlocking and locking the Lecture Hall during normal working hours. The

Director of Conference Facilities will be responsible when conferences are

scheduled in the Lecture Hall in evenings or on weekends.

c. Hartmann Center for the Performing Arts

Respecting the wishes of the major donors, the two theatres, shops, and

reception areas of the Hartmann Center are used extensively by the

Departments within the College of Communications and Fine Arts for curricular

and co-curricular programs. Schedules are devised well ahead in order to

facilitate rehearsals and preparations necessary for public performances.

1) The following policies have been established for use of the Meyer Jacobs

Theatre, Hartmann Center, during the normal semesters:

a) First priority shall be for University Theatre performances, including usual

three-to-five week rehearsal and preparation times;

b) Second priority shall be for performances sponsored by the College of

Communications and Fine Arts, including rehearsal and preparation time;

c) Third priority shall be for University-wide events, such as Founder's Day,

Admissions programs, Activities Council Performances Series, and

Cultural Affairs programs;

d) Subject to availability of the space and personnel, Hartmann Center may

be booked by University-wide organizations only when other facilities are

not adequate for a particular performance event of University-wide

interest;

Page 192

Revision 2.5 – August 30, 2024

e) The Office of the Dean of the College of Communications and Fine Arts

administers the scheduling of Hartmann Center. Specific policies apply to

audio or video recording, photography, receptions, ticketing, programs,

ushers, technical personnel and accommodations, and other details for

events scheduled at the Center;

f) The costs of services in conjunction with presentations shall be borne by

the user;

g) All University regulations shall be strictly enforced during any use of the

facility.

2) During periods outside the normal semesters (recesses, interims, summers),

Hartmann Center may be made available to community organizations for

performances which are in keeping with the nature of the facility and which

provide students with significant cultural opportunities. The Office of the Dean of

the College of Communications and Fine Arts, administers such requests.

3) Requests which are not covered by these guidelines will be considered by the

Dean of the College of Communications and Fine Arts, and the Chairperson,

Department of Theatre Arts.

d. Dingeldine Music Center

Respecting the wishes of the major donors, the Peters Recital Hall and rehearsal

areas within the Dingeldine Music Center are used extensively by Departments

within the College of Communications and Fine Arts for curricular and co-

curricular programs. Schedules are devised well ahead of time in order to

facilitate rehearsal and preparations necessary for public performances.

1) The following policies have been established for use of the Peters Recital

Hall, Dingeldine Music Center, during normal semesters:

a) First priority shall be for Department of Music sponsored performances,

including rehearsal and preparation times. The Department sponsors

faculty concerts and student recitals as well as community and guest

performances which provide additional opportunities for the University

community to enjoy music;

b) Second priority shall be for performances sponsored by the College of

Communications and Fine Arts, including rehearsal and preparation time;

c) Third priority shall be for University-wide events, such as Founder's Day,

Admission programs, Activities Council Performance Series, and Cultural

Affairs programs;

d) Subject to availability of the space and personnel, Dingeldine Music

Center may be booked by University-wide organizations only when other

facilities are not adequate for a particular performance event of

University-wide interest;

e) The Office of the Dean of the College of Communications and Fine Arts

administers the scheduling of Dingeldine Music Center. Specific policies

apply to audio or video recording, photography, receptions, ticketing,

Page 193

Revision 2.5 – August 30, 2024

programs, ushers, technical personnel and accommodations, and other

details for events scheduled at the Center;

f) The costs of service in conjunction with presentations shall be borne by

the user;

g) All University regulations will be strictly enforced during any use of the

facility.

2) During periods outside the normal semesters (recesses, interims, and

summers), Dingeldine Music Center may be made available to community

organizations for performances which are in keeping with the nature of the

facility and which provide students with significant cultural opportunities. The

Office of the Dean of the College of Communications and Fine Arts

administers such requests.

3) Requests which are not covered by these guidelines will be considered by the

Dean of the College of Communications and Fine Arts, and the Chairperson,

Department of Music.

E. Services Available to the Faculty

1. University Bookstore

Barnes and Noble operates the Bookstore as a service to students and employees.

In addition to textbooks and classroom supplies, the Bookstore stocks snacks,

greeting cards, stationery items, Bradley clothing, and Bradley emblematics. It also

a selection of trade books, bestsellers, and sale books. Services include film

processing, check cashing up to twenty-five dollars, and special book ordering at no

additional charge (except for "rush" service).

Faculty and their dependents are entitled to a 10% discount on all merchandise

except bus tickets, postage stamps, newspapers, magazines, class rings, food items,

film, film processing and cigarettes. The 10% discount on purchases over $5.00

applies to sale items, unless marked "no further discount.” To receive a discount on

textbooks, one must present a class schedule listing the texts to the clerk at the back

desk for approval. All other discounts are handled at the cash register by presenting

your Bradley I.D. card.

For information on obtaining desk copies, you should check with the text supervisor.

Desk copies may be taken out on loan, but must be replaced with an unmarked and

salable copy by the end of the semester. Desk copies should be signed out on a

Bradley University requisition or paid for, and later refunded when the new book

comes arrives. Office supplies and/or trade books, signed for on a Bradley

University department requisition to be used for University business, will be

discounted twenty percent. Textbooks are discounted ten percent if requisitioned for

University business use.

Personal purchases may be paid for by cash, check, Visa, Mastercard, Discover, or

a Bradley Quick cash account.

Page 194

Revision 2.5 – August 30, 2024

2. University ID (Quickcard)

All University faculty should obtain a personal identification card by visiting the

Controller's Office in Swords Hall. The Quickcard serves as a personal ID card and

library card as well as having features allowing for a depository account to purchase

vending, copying, bookstore, and food services.

Faculty should report a lost or stolen ID card to the Controller's Office or by calling

677-FIND (3463). A lost, stolen, or mutilated ID card can be replaced at the

Controller's Office for a $15.00 fee.

3. Mail Service

Mail is picked up from the main Peoria Post Office at approximately 7:00 a.m. on

business days. First and second-class mail is sorted and distributed to the various

buildings after mail is received. Interdepartmental campus mail is picked up and

delivered concurrently. Outgoing mail is delivered to the Peoria Post Office at

approximately 4:00 p.m. on business days.

All outgoing mail is handled through the Mail Room in Macmillan Hall. All postage

charges incurred for department mailings are charged back to the originating

department. Special pickups for bulk mailing or special inquiries can be directed to

309-677-2915.

No mail other than official University correspondence will be stamped in the Mail

Room. If faculty members wish to insert personal mail with campus pickups it must

bear fully prepared postage.

4. Telephone Service

Bradley owns and operates its own telephone system. All equipment and wiring is

University property. Modifications to telephone wiring of equipment may be

performed only by the campus Telecommunications Office.

To call another campus extension, dial the called party's four-digit campus number.

To place a local call, dial "9" and then the seven-digit number.

Those who have questions, need information, or want to report service problems

regarding a telephone, should call Telecommunications at 309-677-3046.

Telecommunications can provide a calling card for placing business calls while

traveling. This may require the approval of an administrator.

Instructions may also be obtained from Telecommunications on how to activate

special telephone features: receive multiple simultaneous calls; redirect calls; hold,

transfer, or conference them; or send real-time or delayed voice messages to other

persons on campus.

Virtually every University employee's telephone has access to AUDIX voice mail.

AUDIX is an electronic message service that records calls when someone is busy or

away from the phone. It also allows users to address messages to one or more

other users, and schedule message delivery up to a year in advance.

All department or office administrators receive a monthly printout of all toll calls made

from their office extensions. Those who make personal long distance calls from a

Page 195

Revision 2.5 – August 30, 2024

University telephone must make arrangements to pay for those calls at the end of the

month. Those who do not receive a monthly printout should see their immediate

supervisor to make the appropriate payment arrangements.

The Bradley University Telephone Directory provides additional information which

further explains dialing procedures, special features, and other pertinent telephone

information.

For more information on systems, their features, printed documentation and training

classes, call 309-677-3046.

5. Duplicating Service

The Duplicating Center is located in Room 1 of Bradley Hall. The Center specializes

in rapid duplicating for small orders of 8 & 1/2 x 11 or 8 & 1/2 x 14 materials, and can

generally provide service within 24 to 48 hours for larger orders. The hours are 8:00

a.m. to noon and 1:00 to 5:00 p.m., service within 24 to 48 hours for larger orders.

Monday through Friday. Fax services are also available.

6. Purchase, Supply or Service Requisition

All requisitions must be signed by the department chairperson or properly designated

person, and approved by the Purchasing Department located in the Controller's

Office. Standard requisition forms are available through Office Supply (located within

Macmillan Hall).

Each numbered requisition has four colored copies: white, blue, pink, and yellow.

The first three copies are to be sent to the Purchasing Department, the yellow to be

retained by the requisitioning department or division. (The three copies sent to the

Purchasing Department should not be separated.) After action has been taken on

the requisition, the pink copy is returned to the requisitioning unit, noting the name of

the suppliers and the University purchase order number. A requisition form must

never be used as a purchase order for an off-campus purchase.

When materials requisitioned from an outside vendor are delivered by the receiving

dock at Macmillan Hall, the materials are signed for an then forwarded to the

appropriate area with the following request: "You are requested to open and examine

this shipment at your earliest convenience. If merchandise does not conform to that

ordered on your requisition number above, notify Purchasing Office within 12 hours

of receipt. If no notification of variance is received, the invoice will be processed for

payment."

When submitting requisitions, faculty members should be as specific as possible

regarding quantity, size, color, and other pertinent details in giving the Purchasing

Office information concerning the estimated cost of the material and the date on

which the material is needed.

The use of unauthorized purchasing procedures will result in personal liability of the

purchaser for the amount of the purchase.

7. Check Cashing Service

Personal checks in the maximum amount of $150 may be cashed at the Controller's

Office cashier windows upon presentation of your University Quickcard. Second

Page 196

Revision 2.5 – August 30, 2024

party checks will not be accepted. Hours of service are 9:00 a.m. through 4:00 p.m.

on Monday through Friday.

8. Notary Services

Notary service is available in the Controller's Office and Financial Assistance Offices

without charge to students and faculty.

9. Lost and Found Property

Lost or found articles in a building should be taken to the main office within the

building. Offices receiving property should notify the University Police immediately

so that the owner may be located.

Articles lost or found on the University grounds should be taken to the University

Police Department located in Campustown (309-677-2000).

10. Vehicle Registration

All faculty who wish to park vehicles on University property must register their

vehicles with the University Parking Office and purchase a parking tag/decal. If a

citation is received for a traffic violation, it should be paid or appealed promptly.

During certain events the University may deem it necessary to restrict parking for

designated campus areas. Any questions concerning parking or vehicle registration

should be directed to the Director of Parking and Conferences (309-677-2227).

11. Police/Security Department

The University maintains a University Police Department. The purpose of this

Department is to provide protection and other services required to assist the

Administration in the orderly conduct of University business. The Department is

located in Campustown (309-677-2000).

When on campus, if assistance is needed the University Police can be called directly

at 309-677-2000. Requests for such assistance will be relayed immediately to an

on-duty officer.

Bradley University (“Bradley") has adopted this [a Weapons'] Policy to regulate the

presence and use of Weapons on its properties and to comply with the Firearm

Concealed Carry Act, 430 ILCS 66/1, et seq. ("Act") and regulations adopted under

the Act ("Regulations"). Bradley is committed to providing a safe and secure

environment for the Bradley community and visitors. In support of this commitment,

Bradley restricts the possession or use of Weapons on all property owned, leased, or

controlled by Bradley ("Bradley Property"). For the full policy visit:

https://www.bradley.edu/dotAsset/8cc4806e-f50e-4b2b-b3fd-826e09ba0c9b.pdf.

12. Health Center

The Bradley Health Center operates to provide primary health care for Bradley

students and is principally funded by student fees. Routine medical services for

faculty should be obtained from personal physicians under care provided through the

individual's medical insurance plan(s).

Page 197

Revision 2.5 – August 30, 2024

Guidelines for Emergencies:

In the event of injuries or sudden illness, call 9-911 if the emergency appears

serious such as a state of unconsciousness, immobility, signs of heavy bleeding,

or other abnormal signs.

Please notify University Police (309-677-2000) if non-emergency conditions

warrant assistance in the workplace.

13. Dining Facilities

The University's dining facilities are located in the Student Center. Serving hours are:

Hot breakfast:

7:30 a.m. - 9:00 a.m.

Continental breakfast:

7:30 a.m. - 10:30 a.m.

Lunch:

11:00 a.m. - 1:30 p.m.

The Alumni Reunion Dining Room of the Student Center is available for faculty and

staff dining during the fall and spring semesters during lunch hours 11:00 a.m. - 1:30

p.m.

For special needs or banquet/dining facilities please contact the Student Center

Operations Office at 309-677-3054.

F. Faculty Teaching, Research, and Creativity

(Revised on May 3, 2000 and September 21, 2000, and on April 15, 2010)

In accordance with the Mission of Bradley University, the Administration of Bradley

University encourages excellence in teaching, in research and in creative production,

service learning, professional activities, and student engagement in projects as

professionals. These activities take various forms depending on individual disciplines.

1. The Center for Teaching Excellence and Learning [CTEL]

a. Mission: This office will encourage and support excellence in teaching, learning,

scholarship, professional activities, and service at Bradley University. Its primary

goals are:

1) To support and encourage instructional innovations and faculty scholarship

focused on enhancing teaching effectiveness and promoting faculty and

student engagement in research, creative production, professional activities

and service.

2) To enhance research, creativity, teaching effectiveness, and student

engagement in projects as professionals

3) To support the efforts of faculty to solicit extramural funding via grants and

contracts from Federal, State and International agencies and from other

sponsors in cooperation with the Office of Sponsored Programs and the

University Advancement Office.

4) To coordinate the University review and approval of proposals for funding of

internal grants with budgets held in this office.

Page 198

Revision 2.5 – August 30, 2024

5) To advance appropriate instructional technology and its use in all phases of

the educational process.

6) To undertake other programs to enhance the opportunity for faculty to attain

their goals in teaching, scholarship, and professional activities.

7) To support and encourage faculty efforts to involve students in the learning

process and in scholarship, professional activities, and service.

b. CTEL will be led by a full-time Executive Director who reports to the Provost and

Vice President for Academic Affairs.

2. The Board

An Advisory Board composed of members of Standing Committees will provide

guidance to the Director, serve as review panels for internal grant programs, and

advise the Director of Graduate Education on issues related to the University's

support for teaching, research, creative production, professional activities and

student engagement within the profession.

3. Standing Committees

a. Committee to Promote Teaching and Faculty and Student Research and

Creative Activity

1) Charge: To promote faculty excellence in teaching, research and creative activity

and to promote, stimulate and support undergraduate and graduate student

engagement at Bradley University. Student engagement is defined as the active

engagement of students as emerging professionals in their field through

research, creative production, professional activities, and service

2) Committee Membership: The committee will consist of:

a) One faculty member from each college, appointed by their Dean for three-

year terms from nominations solicited from a pool of engaged, volunteer

faculty members.

b) Director, Ex-Officio

c) Additional members as deemed necessary and appropriate by this

committee's membership and the committee chair

b. Bradley University Campus Conversations Series Committee

1) Charge: To stimulate discussions across the University on issues that can

and should affect what Bradley is in the future.

2) Committee Membership: The Committee will consist of:

a) Director, Ex-Officio

b) One faculty member from each college, appointed by their Dean from

nominations solicited from a pool of engaged volunteers.

Page 199

Revision 2.5 – August 30, 2024

c) Additional members as deemed necessary and appropriate by this

committee's membership and the committee chair

c. A University New Faculty Mentorship Committee:

1) This committee will provide advice and assistance to the Director to assist

and develop the delivery of programs that support new full-time faculty as

they become acclimated to the expectations for an academic career as a

member of the tenured faculty.

2) This committee will consist of three faculty representatives from each college.

Recommendations for new members may be provided by the committee’s

membership for consideration by each college. Faculty representatives will be

selected by the College and appointed by the Dean.

3) The majority of the membership should be faculty with less than 5 years

experience at Bradley.

4. Funding for faculty development and student engagement

a. Contingent upon available funds, this office will periodically call for proposals in

three categories of support with oversight of panels, as indicated parenthetically.

The oversight panels will be, drawn from the OTEFD Advisory Board:

1) Innovative Teaching Panel (instructional innovation and faculty development

in teaching)

2) Faculty Scholarship Panel (faculty research and creative activities)

3) Student Engagement Panel (student engagement projects)

b. The Panels’ recommendations will be forwarded to the Associate Provost for

Research for final approval.

c. Guidelines for proposal submissions will be determined by the Board as posted

at this office’s website. The Board will also determine the guidelines to be used to

review proposals and for prioritization in the case of insufficient resources to fund

all proposals.

Page 200

Revision 2.5 – August 30, 2024

APPENDIX

Official University Faculty Handbook Disclaimer

The Bradley University Faculty Handbook contains statements of policies, procedures,

and select information, some of which are interrelated. Therefore, certain sections

should not be read out of context. The on-line Faculty Handbook is the official version

and it should not be assumed that any other copies of the Faculty Handbook are current.

Page 201

Revision 2.5 – August 30, 2024

Notice: “Service”

The term "service" when used in this Faculty Handbook shall be understood to mean

service at Bradley University, unless otherwise specified in this Faculty Handbook.

Page 202

Revision 2.5 – August 30, 2024

Procedures for making changes and revisions to the Faculty

Handbook

The origin of proposals:

Proposals for changes in the Faculty Handbook may originate with any member or

unit of the University which is governed by the Handbook. Proposals shall be

submitted to the Senate President who will bring them to the attention of the Senate

Executive Committee prior to disposing of them according to one of the three

processes enumerated below with the exception of Handbook Sections I.A.1.-3.

Alternatively, proposals may be brought forth from the floor of the Senate.

The disposition of proposals:

Proposals for changes pertinent to all of Chapter V fall under process 3), changes to

Section II.B.3.d. fall under process 2), and changes in Sections I.A.1.-3. only need

the approval of the President of the University and the Board of Trustees. All other

changes fall under process 1). The three processes are:

1) Proposals which are subject to approval of the Senate, the President, and,

at the President's discretion, the Board of Trustees.

These proposals shall be forwarded by the Senate President to the appropriate

Senate standing or ad hoc committee for consideration and recommendation to

the Senate.

2) Proposals which are subject to administrative approval after consulting a

standing committee of the Senate or the Senate as a whole, but do not

generally require Senate action.

These proposals shall be forwarded by the Senate President directly to the

appropriate standing committee of the Senate when it is clear the committee's

charge includes consideration of the topic addressed by the proposal. It is

expected that the standing or ad hoc committee shall be consulted by the

administration in all phases of the development of a proposal.

3) Proposals that are informational and only subject to administrative

approval after receiving advice from the appropriate advisory committee.

Proposals of this type shall be forwarded by the President of the Senate directly

to the appropriate administrative official. The administrative official will seek the

advice of the appropriate advisory committee for their area before rendering a

decision. The decision shall then be made known to the Senate as a matter of

information. Advisory committees are committees that include faculty

representatives and are appointed by the administrator of the unit being advised

or by an academic unit. These committees serve to give advice to administrators

regarding changes in policies and procedures particular to their area. The

advisory committees shall be:

a) Library

b) Administrative Computing

c) Academic Computing

Page 203

Revision 2.5 – August 30, 2024

d) Instructional Technology and Production Services

e) Facilities, Resources and Services

f) Center for Teaching Excellence and Learning

Page 204

Revision 2.5 – August 30, 2024

Evaluation of the Dean (From III. D. 5.)

Sample cover letter for the questionnaire used in the annual evaluation

FACULTY QUESTIONNAIRE ABOUT___________________________________

DEAN OF THE COLLEGE OF________________________________________

Introductory Remarks

This survey questionnaire is being submitted to all full-time faculty of the College with one year

of service or more and a rank of instructor or higher. It is designed to collect information about

how the Dean is perceived by the faculty of the College.

Do not put your name on this questionnaire. Your anonymity as a respondent shall be protected

at all times.

Please fill it out and return it to the Provost in the enclosed envelope no later than October 15,

20___.

Your individual response, together with all of the other faculty responses, will be read and

tabulated by the Provost. The Provost will then forward the individual responses and the

tabulations to the Dean. The Provost will discuss them with the Dean and use them, along with

information from other sources, in evaluating the Dean.

The Provost invites you to submit additional, confidential, signed comments on the Dean.

Signed comments must be submitted under separate cover. The Provost will hold your

comments in strict confidence. The Provost may call you to discuss your comments or ask your

permission to share your comments with the Dean.

Page 205

Revision 2.5 – August 30, 2024

Sample cover letter for the questionnaire used in the third year evaluation

FACULTY QUESTIONNAIRE ABOUT___________________________________

DEAN OF THE COLLEGE OF__________________________________________

Introductory Remarks

This survey questionnaire is being submitted to all full-time faculty of the College with one year

of service or more and rank of instructor or higher. It is designed to collect information about

how the Dean is perceived by the faculty of the College.

Do not put your name on this questionnaire. Your anonymity as a respondent shall be protected

at all times.

Please fill it out and return it to the Provost in the enclosed envelope no later than October 15,

20___.

Your individual response, together with all of the other faculty responses, will be read and

tabulated by the Faculty Committee. The Faculty Committee will forward the individual

responses and the tabulations to the Provost as part of its final report. The Provost will discuss

the report, including the completed questionnaires and the tabulations, with the Committee.

Then the Provost will forward the report, including the completed questionnaires and the

tabulations, to the Dean. The Provost will discuss the report with the Dean and use it, along

with information from other sources, in evaluating the Dean.

The Faculty Committee invites you to submit additional, confidential, signed comments on the

Dean. Signed comments must be submitted under separate cover. Please submit your signed

comments, if any, to a member of the Faculty Committee. The names and campus addresses

of the five members of the Faculty Committee are:

Name

Campus Address

The Faculty Committee will hold your comments in strict confidence. The Chairperson of the

Faculty Committee may call you to discuss your comments or ask your permission to share your

comments with the Provost. If such permission is granted, the Provost may call at a later date

to discuss your comments or ask permission to share your comments with the Dean.

Page 206

Revision 2.5 – August 30, 2024

Annual Faculty Assessment of the Dean

College: _________ Dean: __________________________ Academic Year: ________

In the left-hand column record your degree of familiarity with the Dean’s performance in the

specified area, where 0 is No Knowledge and 5 is First-Hand Knowledge

In the right-hand columns record your assessment of the Dean's performance by checking

the appropriate box.

Knowledge

0 to 5

ASSESSMENT OF LEADERSHIP

Outstanding

Above

Expectation

Satisfactory

Below

Expectation

Unsatis

factory

1. Fosters an environment or culture that

stimulates excellence in teaching

2. Fosters an environment or culture that

stimulates scholarship

3. Fosters an environment or culture that

stimulates service

4. Communicates with faculty

5. College advocate

6. Generates external support, strengthens

ties with external constituencies and

promotes the college locally and nationally

Please comment on Leadership:

Knowledge

0 to 5

ASSESSMENT OFGOVERNANCE

Outstanding

Above

Expectation

Satisfactory

Below

Expectation

Unsatis

factory

7. Allocating resources

8. Handling personnel issues, including

tenure and promotion decisions

9. Using the committee and governance

structure of the college

10. Conducting department chair elections

11. Holding College meetings with

appropriate frequency

Page 207

Revision 2.5 – August 30, 2024

Please comment on Governance:

QUESTIONS ON THE DEAN’S PERFORMANCE

What are the Dean’s strengths?

How can the Dean’s performance be improved?

QUESTIONS ON THE STATE OF THE COLLEGE

Is the college developing in an appropriate direction and at an appropriate rate? If so,

why? If not, why not?

What are the most important challenges facing the College?

SPACE FOR OPEN-ENDED COMMENTS

Other comments you may wish to make about the Dean and the College:

Page 208

Revision 2.5 – August 30, 2024

Annual Executive Committee Assessment of the Dean

College: _________ Dean: __________________________ Academic Year: ________

In the left-hand column record your degree of familiarity with the Dean’s performance in the

specified area, where 0 is No Knowledge and 5 is First-Hand Knowledge.

Knowledge

0 to 5

In the right-hand columns record

your assessment of the Dean's

performance and/or appropriate

participation by checking the

appropriate box.

Outstanding

Above

Expectation

Satisfactory

Below

Expectation

Unsatisfactor

1. Planning and Developing

Strategy

Comment:

2. Development and Alumni

Relations

Comment:

3. Resource Management

Comment:

4. Interest in Student Affairs

Comment:

5. Curriculum Development

Page 209

Revision 2.5 – August 30, 2024

Comment:

6. Faculty Development and

Evaluation

Comment:

7. Delegation of Authority

Comment:

In the left-hand column record your degree of familiarity with the Dean’s performance in the

specified area, where 0 is No Knowledge and 5 is First-Hand Knowledge.

Knowledge

0 to 5

In the right-hand columns record

your assessment of the Dean's

performance and/or participation by

checking the appropriate box.

Outstanding

Above

Expectation

Satisfactory

Below

Expectation

Unsatisfactory

8. Hiring, Promotions, and

Dismissals

Comment:

9. Relationships with Departments

and Department Chairs

Comment:

Page 210

Revision 2.5 – August 30, 2024

10. Communication Through Chairs

to and from the Faculty

Comment:

11 Conduct and Frequency of

College Executive Committee

Meetings

Comment:

COMMENTS ON THE DEAN’S OVERALL PERFORMANCE:

COMMENTS ON THIS QUESTIONNAIRE

Page 211

Revision 2.5 – August 30, 2024

Faculty Evaluation of Department Chairpersons (From III. E.)

For each of the following items, please use the scale below to indicate how you think your

department chair rates on that item. Use "Unable to Judge" in situations where the item does

not pertain to your relationship with the chair or you have no basis for evaluation. Your

assessment will be considered by the dean in preparing the annual evaluation of your

chairperson. Your chairperson will ultimately receive this questionnaire.

Name of Chairperson_________________________Dept._______________________

Make a check mark in the space to indicate your choice

Strongly Agree

Moderately Agree

Moderately Disagree

Strongly Disagree

Unable to Judge

1. Teaching, Scholarship, and Service

A. Encourages high quality Teaching

B. Encourages professional growth/scholarly development

C. Encourages high quality research/creative production

D. Encourages service to the University

E. Encourages the solicitation of external support to enhance the

department's mission

2. Department Management

A. Demonstrates appropriate understanding of the mission, function, and

needs of the department within the context of the College and

University

B. Creates an environment that motivates the personnel to work

cooperatively toward common goals

C. Invites participation in policy development and in other departmental

affairs

D. Effectively utilizes the faculty in developing departmental plans and

priorities

E. Effectively utilizes the faculty work loads

F. Equitably assigns faculty work loads

G. Is fair in evaluating the faculty

H. Effectively manages the clerical and technical staff

I. Effectively deals with perceived weaknesses/problems within the

department

J. Handles conflict resolution in a fair and consistent manner

K Encourages the mentoring of probationary and part-time faculty

L. Is helpful to me in getting my job done

M. Promotes the hiring of high quality faculty

N. Encourages the promotion, in rank, of high quality faculty

O. Encourages the recognition of high quality faculty

P. Effective in retaining high quality faculty

Q. Effectively guides the budgeting process and the use of departmental

resources

Page 212

Revision 2.5 – August 30, 2024

R. Recognizes the need and supports the acquisition of instructional and

research equipment

S. Available for consultation with students, staff and faculty

T. Implements policies and procedures in a fair manner

U. Completes departmental business in a timely manner

V. Ensures that departmental records are appropriately maintained

3. Representation Communication

A. Administratively represents the consensus of the departmental faculty

B. Keeps faculty informed of Department, College, and University matters

C. Maintains an environment for the open exchange of ides

D. Acts as an advocate for the Department

E. Works effectively with the College and University administration

F. Works effectively with the other department chairs within the college to

achieve the department's mission

G. Promotes departmental interaction with alumni and outside

organizations

Additional Comments

A. Comment on the major strengths of the department chair.

B. Suggest strategies or actions that would enhance the chair's effectiveness.

C. Comment on matters which you consider important but which have not been addressed.

D. Overall evaluation of the department chair (please circle):

Outstanding Good Adequate Needs Improvement Unsatisfactory

Please return this questionnaire in a sealed envelope, marked "Confidential," to the Dean of

your college by October ___________, 20_____.

Page 213

Revision 2.5 – August 30, 2024

Bradley University intellectual property DISCLOSURE form

(from IV. M)

Original form should be submitted to the Vice President for Legal Affairs.

Date Filed

Title of Invention:

Ownership of Invention

Based on Bradley University’s IP policy the inventors believe that the invention is owned by:

 Bradley University  The Inventor(s)

Provide the reason

Inventors Identification:

Inventor Name

Depart-

ment/

Employer

E-mail

Address

Owner-

ship

Date

Signature

A Vice President for Legal Affairs Agreement with the Ownership claim:

Based on Bradley University’s IP policy the Vice President for Legal Affairs believes the

invention is owned by:

 Bradley University  The Inventor(s)

Page 214

Revision 2.5 – August 30, 2024

If disagreeing with the inventors, please provide the reasons

_______________________________ ____________ _______________

Vice President for Legal Affairs Date Signature

Page 215

Revision 2.5 – August 30, 2024

INDEX

AAUP 45, 95, 137, 163

academic calendar 17

academic freedom 79, 105, 163

Academic Ombuds 97, 98, 157

academic ranks 37

activity report 74, 126, 131

Americans with Disabilities Act 183

assistant professor 37, 41, 81, 82, 86, 87, 88

assistant professor in-residence 40

associate professor 37, 41, 81, 82, 87, 172

associate professor in-residence 40

Baker Hall 190

Board of Trustees 1, 2, 5, 6, 7, 8, 10, 25, 41, 93, 104, 107,

110, 145, 148, 154, 155, 206

Bradley Hall 190, 198

Center for Teaching Excellence and Learning 72, 201

Chairperson 12, 13, 15, 21, 23, 24, 25, 26, 27, 28, 29, 34,

65, 91, 99, 100, 142, 195, 196, 209, 215

cheating 159

Check Cashing Service 199

Civil Rights Act of 1964 183

Clery Act 183

Code of Ethics 102

College of Business Administration 15, 16, 18, 26, 29

College of Communications and Fine Arts 15, 16, 18, 26, 29,

194, 195, 196

College of Education and Health Sciences 16, 17, 18, 26, 29

College of Engineering and Technology 16, 17, 18, 26, 29

College of Liberal Arts and Sciences 16, 17, 18, 26, 29, 193,

194

commencement 141, 155, 162

Committee on Admissions and Retention 14, 24, 25

Committee on Affirmative Action 4, 14, 27

Committee on Continuing Education and Professional

Development 14, 26, 34

Committee on Contractual Arrangements 14, 21, 25

Committee on Curriculum and Regulations8, 14, 15, 16, 17,

20, 34

Committee on Elections 11, 12, 13, 14, 21, 29, 33

Committee on Honorary Degrees 155

Committee on Intercollegiate Athletics 192

Committee on Sabbatical Leave 14, 26, 34

Committee on Tenure, Promotion, and Dismissal 14, 102,

103, 110

Committee on University Resources 14, 24, 29, 108, 109

Common Rule on Human Subject Research 183

conflict of interest 22, 70, 94, 99, 100, 113, 123, 127, 130

Continuing Education and Professional Development 26,

27, 56, 68, 192

convocations 155, 162, 191

creative production 76, 84

Deans of the Colleges 15

Dingeldine Music Center 195, 196

dining facilities 200

distinguished professor 37, 82

distinguished professor in-residence 40

Drug-Free School and Communities Act of 1989 183

Duplicating Service 198

Education Amendments of 1972 183

evaluation of Chairpersons 153

evaluation of Deans 150

evaluation of faculty 48

evaluation of students 36

evaluation of the Provost 148

evaluation of the University President 148

Executive Committee 11, 14, 15, 16, 18, 20, 21, 22, 23, 26,

28, 29, 33, 34, 72, 94, 97, 106, 109, 114, 115, 124, 127,

145, 146, 152, 178, 206, 212, 214

Executive Director of Housing, Residential Life 159

faculty evaluations 38, 74, 75, 79

Faculty Grievance Committee 14, 21, 22, 23, 24, 90, 92, 94,

97, 98, 104, 105, 106

Faculty Ombuds 14, 21, 22, 23, 45, 90, 94, 95, 105, 110

falsification of data 111

Family Educational Rights and Privacy Act 174, 183

Field House 190, 191, 193

fringe benefits 51

full-time faculty 10, 11, 12, 13, 15, 16, 18, 22, 23, 24, 26,

27, 29, 42, 44, 50, 58, 60, 62, 66, 73, 74, 87, 88, 91, 94,

97, 114, 139, 143, 145, 150, 151, 153, 172, 176, 202,

208, 209

General Education 16, 17, 18

graduate faculty 28, 72, 73

Graduate Education 10, 12, 13, 15, 16, 20, 27, 28, 72, 73,

99, 111, 113, 114, 115, 116, 117, 119, 150, 201, 217,

218

Graduate Student Advisory Council 16

Group Life Insurance 52

Hartmann Center 194, 195

Haussler Hall 60

Page 216

Revision 2.5 – August 30, 2024

Health Center 200

Illinois Human Rights Act 136, 138, 183

Information Resources and Technology 68, 69

in-residence appointment 40

in-residence faculty 88

Instructional Technology and Production Services 188, 194,

207

instructor 37, 40, 68, 75, 80, 81, 88

instructor in-residence 40

insurance benefits 47

leaves of absence 45, 46, 159, 175

leaves without pay 46

lecturer 37, 76, 80, 87, 88

Legal Counsel 9

Library Director 16

Lost and Found 199

Lydia Moss Bradley 1, 3

Macmillan Hall 197, 199

Mail Service 197

Medical Insurance 52

misappropriating others’ ideas 111

misappropriating research funds 112

misrepresentation 111

Neumiller Lecture Hall 190, 191, 193, 194

non-tenured faculty 104

Notary Services 199

Office of Teaching Excellence and Faculty Development207

Olin Hall 190

On-line Education 69

OTEFD 201, 203

Parking Office 199

parking sticker 60

part-time faculty 56, 90, 176, 215

Past President of the University Senate 10

plagiarism 111

police 199, 200

President of the Bradley University Student Senate 2

probationary appointment 37, 42

probationary period 37, 38, 83, 85, 86, 88, 103

professional development 85

professional service 76, 77, 84

professor in-residence 40

professorial ranks 37, 75

promotion 14, 21, 22, 23, 37, 39, 62, 70, 79, 80, 83, 85, 86,

90, 94, 95, 102, 103, 104, 105, 106, 107, 108, 110

Provost and Vice President for Academic Affairs 2, 11, 15,

22, 26, 28, 29, 30, 37, 38, 41, 42, 43, 45, 46, 47, 49, 50,

56, 57, 61, 63, 65, 67, 69, 74, 81, 83, 88, 94, 95, 96, 97,

100, 101, 106, 108, 109, 112, 114, 116, 117, 118, 119,

120, 140, 141, 142, 143, 145, 146, 154, 159, 172, 173

Provost for Information Technologies and Resources 10

Publications Director 16

Purchase, Supply or Service Requisition 198

Quickcard 185, 197, 199

Registrar 10, 71, 156, 157, 158, 159, 190, 193

research 41, 76, 84, 110, 111, 113, 114, 115, 116, 117, 118,

119, 120, 165, 172, 176, 177, 178, 179, 201, 202, 203,

217, 218

sabbatical 14, 26, 34, 45, 46, 62, 142

sabbatical leave 26, 34, 46, 47, 62, 84

sexual harassment 136, 137, 138

sick leave 44, 50, 159

Social Security 51, 59, 60, 61

Strategic Planning Committee 14, 21, 28, 30, 147

student absences 159

Student Center 190, 191, 192, 193, 200

Student Grievance Committee14, 22, 27, 28, 34, 94, 97, 98,

100, 157

Student Senate 10, 12, 16, 18, 25, 28, 29, 97, 146, 154

students 1, 3, 5, 8, 10, 28, 29, 36, 43, 44, 50, 52, 55, 68, 71,

72, 75, 76, 77, 84, 85, 90, 97, 101, 121, 123, 125, 128,

130, 136, 154, 156, 157, 158, 159, 172, 174, 182, 185,

187, 190, 191, 192, 195, 196, 197, 199, 200, 201, 202,

216

Tax-Deferred Annuities 52

teaching effectiveness 75, 77, 84

Telephone Service 198

temporary leave 142

tenure 14, 21, 22, 23, 37, 39, 70, 79, 80, 83, 85, 86, 89, 90,

94, 95, 102, 103, 104, 105, 106, 107, 108, 110, 163

tenure decision 38, 39, 80

tenured faculty 22, 29, 42, 43, 60, 62, 94, 127, 178, 202

tenure-track 12, 37, 70, 80, 85, 87, 88, 139, 173

termination 39, 79, 95, 101, 102, 103, 104, 106, 108, 109,

110

the President 1, 2, 5, 6, 7, 8, 9, 10, 11, 12, 15, 22, 23, 24,

25, 28, 29, 39, 41, 45, 56, 66, 92, 93, 94, 96, 97, 105,

107, 108, 109, 110, 120, 128, 145, 146, 147, 148, 149,

150, 154, 155, 190, 191, 206

The Registrar 15, 16, 17, 157, 191, 193

Page 217

Revision 2.5 – August 30, 2024

TIAA-CREF Retirement Annuity Plan 51

travel 46, 57, 58, 122

tuition exchange program 56

tuition remission 54, 55, 56, 59, 62

University Assembly 10, 12, 13

University Bookstore 197

University ID 197

University policy on a drug-free campus 183

Vehicle Registration 199

Vice President for Academic Affairs 18, 41, 46, 61, 63, 83,

109, 117, 119, 120, 142, 145, 146, 201

Vice President for Advancement 29

Vice President for Enrollment Management 29

Vice President for Student Affairs 28, 98, 100

Weapon 200