Faculty Affairs
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- Academic Year
- Academic Freedom
- Academic Integrity
- Academic Regulations
- Adoption and Sale of Textbooks
- Americans with
Disabilities Act - Appointments to Faculty Positions
- Awards and Honors
- Civility in the
Classroom - Commencement
- Communicable and Transmittable
Diseases - Conflict of Interest
and Ethics Code - Consulting or Outside
Employment - Correspondence Requiring
Official Action - Day(s) of No Classes
- Emeritus
Appointments
- Endowed Chairs and Designated Professorships
- Faculty Enrollment in Courses
- Faculty Responsibility
- Faculty–Student
Conflict of Interest - Faculty Workload
- Final Examinations
- Grade Records
- Holding Public Office
- Leaves of Absence
- Misconduct in
Research - Nepotism
- Off-Campus Student
Trips and Activities - Office Hours
- Operating Policies
and Procedures - Political Activity
- Post-Tenure Review
- Posting of Student
Grades
- Private Use of
University Property - Promotion and Salary
Increases - Religious Holy Days
- Salary Payment
- Security Control of Keys
- Small Classes
- Smoke-Free and Tobacco-Free Environment
- Student Disability Services
- Student Health Services
- Student Organization
Advisors - Summer
Appointments - Tenure Policy and Standards
- Travel
Reimbursement - Use of University
Buildings and Grounds - Visiting Speakers
Emeritus Appointments
The Board of Regents has established the following policy with respect to emeritus
appointments. The title "Emeritus" may be conferred as recognition for long and faithful
service, or for very distinguished service to the institution. Members of the faculty
with rank of professor or associate professor at retirement may be given emeritus
appointments provided they have completed at least 10 years of service at Texas Tech
University or have been recommended on the basis of "very distinguished service."
Administrative officers in major positions at the time of retirement from administrative
duties may be considered for emeritus appointments. Emeritus appointments are strictly
honorary and without stipend. Each such appointment shall be subject to approval by
the Board of Regents upon recommendation by the President with concurrence by the
Chancellor (OP 10.07; Section 04.01.2, Regents' Rules).
Endowed Chairs and Designated Professorships
Designated academic positions are one means the university uses to honor certain faculty assignments. Designated positions affirm the importance of an area of scholarship and inquiry. They give the university the ability to attract and retain scholars of extraordinary talent. Policies and procedures related to establishing endowed chairs and professorships are in OP 02.08 and OP 32.22.
Horn Distinguished Professorships. Horn Distinguished Professorships—the highest honor the university may bestow on members of its faculty—are granted to professors of international or national distinction for outstanding teaching, research, or other creative achievement. The number awarded is not limited, nor is any attempt made to maintain any fixed ratio between colleges or departments. The first four appointments were made in 1967 and were named in honor of Texas Tech's first president, Paul Whitfield Horn. Currently, the base salary of an appointee is increased by not less than $8,000, with a discretionary account provided in the amount of $20,000 per year.
Faculty Enrollment in Courses
Full-time members of the faculty and staff of Texas Tech may enroll for courses by
permission of their department chairperson concerned. In registering for graduate
work, they become subject to the usual regulations of the Graduate School. However,
members of the faculty who hold rank higher than instructor at Texas Tech are not
normally eligible to pursue a graduate degree program at this institution; exceptions
require prior approval of the faculty member's college dean.
Faculty members enrolling for course work are exempt from payment of nonresident tuition.
Families of faculty members who work half-time or more pay resident tuition.
Faculty Responsibility
Conduct of University Members. Colleges and universities that are tax-supported must function in accordance with
the public trust, and the actions by faculty, staff, and students within them must
be consistent with the execution of that trust.
Texas Tech University is a publicly supported institution that is obligated to provide
instruction in higher education; to advance knowledge through scholarship and research;
and to provide related services to the community, the state, and the nation. As a
center of learning, the university has the obligation to maintain conditions that
are conducive to freedom of inquiry and expression in the maximum degree compatible
with the orderly conduct of its functions. The responsibilities of the university
dictate, to a major extent, the responsibilities of the individual faculty member.
The faculty member is properly concerned with the whole process of education and is
aware of the responsibilities of the university in a free society. Responsibility
is assumed for performing several essential functions: teaching, research, university
service, professional service, and community service.
Teaching. As a teacher, the faculty member has responsibilities to students, to a discipline,
to a profession, and to the university. These responsibilities entail facilitating
the intellectual and emotional growth of students, encouraging free inquiry in the
classroom, and striving to create and maintain a climate of mutual respect that will
enhance the free interplay of ideas. A faculty member has a responsibility to recognize
the varying needs and capabilities of students and to make every effort to assure
that evaluations of students' work reflect the students' level of achievement. The
faculty member as a teacher also has the responsibility to uphold the highest scholarly
standards and encourage respect for such standards in the classroom; to engage in
a continual and critical study of the subject matter of one's discipline; to ensure
that class presentations contain the most current and useful knowledge and that the
course being taught is consistent with the course of study outlined by a department
or college; and to recognize the responsibilities of a teacher as a counselor and
devote a reasonable portion of time aiding, guiding, and counseling students outside
the classroom. Finally, the faculty member has a responsibility to strive to maintain
those skills and values that ensure the continuation of free and open inquiry.
Research, Creative, and Scholarly Activity. Through research and scholarly activity, a faculty member grows intellectually, stimulates
students' learning, and adds to the accumulated knowledge of a discipline. A faculty
member should strive constantly to contribute to the growth and understanding of knowledge
in one's particular field through creative research and scholarship. The faculty member
has an additional responsibility to share the results of research by disseminating
them to students, colleagues, and professionals in one's discipline and to the public.
University Service. A faculty member has a responsibility to participate in the various activities, programs,
and functions related to the enhancement of the university, such as participating
in the formulation of academic policies, service on university committees, and accepting
other assignments.
Professional Service. Within one's field of competence and as time and resources permit, the faculty member
has a responsibility to respond to requests for advice and aid and to participate
in the activities of one's profession. The faculty member should exercise care to
avoid infringement upon obligations and responsibilities to the university.
Community Service. As a member of a community, the faculty member has the same obligations and responsibilities
as those incumbent upon other members of the community to contribute to the effective
functioning of the community. Such services should be consistent with regulations
of the university and the state.
In the case of both professional and community service, the faculty member should
exercise discretion in distinguishing between acts carried out or statements made
as an individual or a professional and those carried out or made as a representative
of the university (OP 32.06).
Drug-Free Workplace. It has long been the policy of the university to maintain a drug-free workplace as exemplified by Section 03.02.1i Regents' Rules, approved May 11, 2001. Furthermore, the Drug-Free Schools and Communities Act Amendments of 1989—changed to the Clery Act—require that the university review each year the laws pertaining to the Student Right to Know-Clery Act and determine the information required for compliance (OP 76.02). The Risk Intervention & Safety Education website will include a statement of TTU's policies regarding a drug-free workplace.
Employee Assistance Program. The university offers counseling through the Employee Assistance Program (EAP) to assist employees and their family members with personal problems such as substance abuse, emotional stress, trauma, divorce, parenting problems, and financial problems. The EAP provides counseling and assessments by licensed professional counselors. Texas Tech employees are entitled to eight (8) free counseling sessions (individual, couple, or family) per academic year. Daytime and evening appointments are available. When necessary, the employee or family is referred to the most appropriate service available at the least cost. The EAP is located at the Texas Tech University Health Sciences Center. To use the EAP, call 806.743.1327. Additional information is available on the EAP website.
Sexual Harassment. A basic objective of the university is to provide an environment in which faculty,
staff, and students may pursue their careers and studies with a maximum of productivity
and enjoyment. Behavior or conduct that interferes with this goal is not to be condoned
or tolerated.
It is the policy of the university to maintain a work place and a learning environment
free of sexual harassment and intimidation. Harassment of students on the basis of
sex is a violation of Section 106.31 of Title IX of the Education Amendments of 1972.
Harassment of Texas Tech University employees on the basis of sex is a violation of
Section 703 of Title VII of the Civil Rights Act of 1964 and the Texas Commission
on Human Rights Act. Sexual advances, requests for sexual favors, and other verbal
or physical conduct of a sexual nature constitute sexual harassment when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, participation in a university-sponsored educational program or activity, or in return for a grade or other consideration;
- Submission to or rejection of such conduct by an individual is used as the basis for an academic or employment decision affecting such individual; or
- Such conduct has the purpose or effect of unreasonably interfering with an individual's academic or work performance or of creating an intimidating, hostile, or offensive working or educational environment.
Texas law requires that all employees, including faculty, who in the course and scope
of employment witness or receive information regarding an occurrence of sexual harassment,
sexual assault, dating violence, or stalking by or against a student or employee of
the university at the time of the occurrence must report all such information to the
university Title IX coordinator, Title IX deputy coordinators, or Office of EO (see
OP 40.03 and TTU System Regulation 07.06 for contact information).
Any faculty member, staff member, or student may pursue a grievance within the procedures
outlined in OP 40.03 and TTU System Regulation 07.06 without fear of reprisal, stigma, or threats if a complaint is filed in good faith.
In conducting an investigation, the right to confidentiality, both of the complainant
and of the respondent, will be respected to the extent allowed by law.
Pursuant to Article IX, Section 123.5 of the General Appropriations Act, Texas Tech
is implementing EEO-Sexual Harassment training for each new benefits-eligible employee
whose first day of work was after December 31, 1997. This is required training. Supplemental
training for all employees (faculty and noninstructional staff) will be required biennially.
Faculty–Student Conflict of Interest
The university is responsible for ensuring the integrity of the roles of faculty and students during the period of graduate or undergraduate enrollment and protecting them from conflict of interest. Faculty must avoid academic supervisory, teaching, or evaluative relationships with students that pose significant conflicts of interest from the standpoint of personal or professional connections. Such connections might include spousal or other affectional liaisons, supervisor-employee relationships, or parent-child relationships. The appearance of a conflict of interest is to be avoided. OP 32.33 sets forth details of procedures that are to be followed in this regard.
Faculty Workload
The faculty workload policy adopted by the Board of Regents conforms to the regulations
of the Texas Higher Education Coordinating Board and the legislature. The current
policy is set forth in OP 32.18. In summary, the policy indicates that faculty members in their normal academic assignments
are expected to carry out a number of essential functions, including the teaching
of organized classes; academic advising and counseling; supervising practica, internships,
and clinical teaching; directing individual study, theses, and dissertations; developing
curricula; conducting research, scholarly, and creative activity; and serving related
institutional and public entities. Teaching load is but one element of faculty workload.
Responsibilities for assigning appropriate workloads shall rest with the department
chairpersons and deans. Assignments are reviewed at the Provost level, monitored for
compliance and equity, and reported to the President and Board of Regents (OP 32.18).
Final Examinations
The official university policy on final examinations is as follows (OP 34.10):
- Five days are to be scheduled for final examinations at the end of each long semester. Summer term final examinations are scheduled for two days.
- A 2.5-hour period of time is to be available for administering individual final examinations. Within the time period, instructors may limit the time of a given exam by prior announcement.
- Individual faculty members determine whether a final examination or some other summary submittal or performance is appropriate for the course being taught, unless there is a departmental exam for the course. Departmental objectives, student welfare, and faculty responsibilities should be considered in reaching this decision.
- Individual faculty members decide whether student exemptions from a final examination are appropriate.
- All faculty members giving final examinations adhere to the printed scheduled time unless granted permission to deviate from the official time by the departmental chairperson and the dean. Any such deviation should be made well enough in advance for planning by students to avoid schedule conflicts with other exams or class meetings. Final examination schedules are available at https://www.depts.ttu.edu/officialpublications/class_schedule/final_exams.php.
- Examinations other than bona fide make-up examinations are not to be given during the last week of classes or during the day(s) of no classes. Courses wherein lab examinations and design studio reviews are normally scheduled the week prior to finals are excluded from this policy. Day(s) of no classes are study days, and no class review sessions or similar classes may be scheduled then or during final exams except with permission of the Office of the Provost.
Official Publications
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Address
Texas Tech Downtown Center Room 218 -
Email
officialpublications@ttu.edu