University Policy: Staff and Faculty Personnel, IMD
Policy Category: Human Resources
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Career Support

4.001 Faculty Career Support Program

  1. Each institution shall develop and maintain a faculty career support plan through appropriate institutional procedures that provide for input from appropriate faculty and institutional bodies.

  2. Institution programs shall include:

    1. Objectives;

    2. Periodic evaluation of faculty, including consideration of appropriate performance indicators;

    3. Specific delegations of responsibilities to academic administrators, peer groups, and individual faculty members;

    4. Specific steps that will be taken to provide career support for faculty members, taking into account stage in career, career development needs, identified performance strengths, and any areas identified for improvement;

    5. The manner in which faculty compensation is related to the results of the periodic evaluation and career support needs of individual faculty members.


4.002 Post-Tenure Review

(Amended Meeting #680, February 17, 1999, pp. 10-11)

Recognizing that the quality of higher education is inextricably tied to the quality of faculty, the Board reaffirms its commitment to tenure, academic freedom, and maintaining an environment that supports sustained performance in teaching, research, and service. Further, the Board recognizes the rigorous, multi-year review process to which probationary faculty submit prior to the awarding of tenure, as well as the numerous ways in which tenured faculty performance is reviewed thereafter (e.g., student ratings of instruction, peer review of scholarly work, competitive sponsored research grants, Juried exhibits and artistic performance), Nevertheless, for the purposes of more comprehensive review after tenure has been conferred and in accordance with & Oregon State Board ofHigher Education Page 15 Section 4 StaffandFaculty Personnel the purposes stated in OAR 580-021-0140, each institution shall develop posttenure review guidelines, which shall be filed with the Chancellor's Office. Institutional guidelines shall include, but not be limited to:

  1. A statement of post-tenure review objectives;

  2. A statement of criteria to be used in evaluations, the nature and kinds of data that will be accumulated, and the methods of data collection;

  3. A designation of persons making evaluations;

  4. A designation of the frequency and regularity of evaluations;

  5. A description of the institutional plan for relating post-tenure reviews to the faculty reward system, so that annual salary-adjustment decisions {i.e., increase, no increase, decrease) will reflect the results of performance evaluations;

  6. A description of appropriate formative opportunities (e.g., professional development plan, faculty career support program [IMD 4.001]); and

  7. A description of the institutional plan to deal firmly but humanely with situations in which a faculty member's competence or vitality have diminished to such an extent that formative opportunities are unable to sufficiently stimulate or assist the faculty member's return to a fully effective state. Any personnel actions for cause shall be implemented in accordance with OARs 580-021-0320 through 580-021-0470.


4.003 Career Support Program for Unclassified Employees

Each institution should develop and maintain a career support program for unclassified employees. The plan should provide for periodic evaluation including consideration of appropriate performance indicators. The plan should also include the manner in which unclassified compensation is related to the results of the periodic evaluation and career support needs of individual unclassified employees.


4.005 Board Policy on Outside Activities and Related Compensation

Repealed 10/16/98 [moved to 4.011] & Oregon State Board ofHigher Education Page 16 Section 4 StaffandFaculty Personnel



4.010 Institution Poiicy on Outside Activities and Related Compensation

Repealed 10/16/98 [moved to 4.015]


4.111 Board Policy on Outside Activities and Related Compensation

  1. Employees may engage in outside consulting or other work so long as it does not substantially interfere with institutional obligations.

  2. "Employees," as used in this policy, means an employee hired under the authority of the Board.

  3. Laboratory and other institutional facilities and resources, including support staff and stationery, shall not be used in outside work for which the employee received remuneration unless expressly authorized by the institution. Such authorization may be included in the institution policy or as part of the approval of an employee's specific request.

  4. Remuneration received in accordance with IMD 4.011 and IMD 4.015 from sources outside the University System shall be considered official salary, honorarium, or reimbursement of expenses for purposes of ORS 244.040. Receipt of such compensation does not have to be reported under IMD 4.015(4) or (5) unless the outside work creates a potential conflict of interest as defined in ORS 244.020(8).


4.015 Institution Policy on Outside Activities and Related Compensation

Each institution shall adopt policies and procedures to implement IMD 4.011 to 4.015. Such policies and procedures shall:

  1. Include appropriate measures, such as one day per week, which define faculty time available for outside activities related to the faculty member's institutional responsibilities. Outside activities unrelated to institutional responsibilities and undertaken by faculty on personal time, regardless of whether compensated, are not subject to these Board of Higher Education and institution policies. However, if the faculty member, while on personal time, engages in outside activities that create a potential conflict of interest, the faculty member must provide written disclosure thereof in accordance with (4) and (5) below.

  2. Identify the name(s) or titie(s) of institutional administrator(s) assigned responsibility for reviewing and acting on requests to engage in outside & Oregon State Board ofHigher Education Page 17 Section 4 StaffandFaculty Personnel activities related to the faculty member's institutional responsibilities as referenced in (1) above.

  3. Identify and describe types of outside faculty activity related to faculty institutional responsibilities and associated funding sources which the institution approves as a class(es) and which will not require review and prior approva), such as health care faculty clinical activities, services as an expert witness, and services other than those identified in IMD 4.010(4) and (6) below. If, however, the particular activity under the class creates a potential conflict of interest, the faculty member shail provide a written disclosure thereof to a designated supervisor in accordance with (4) and (5) herein.

  4. Require faculty to disclose to the named institutional administrator(s) in writing, and to receive prior approval on a case-by-case basis, to engage in outside activities involving any or all of the following:

    1. Acceptance of compensation, or ownership of equity in the case of a private entity.

    2. Service in a line management position or participation in day-to day operations of a private or public entity.

    3. Service in a key, continuing role in the scientific and technical activity of a private or public entity. Institutional case-by-case approval will not be required if the activity is included within the scope of an institution-defined class as established under (3) above.

  5. Require that the faculty member's written disclosure, as referenced in (4) above, fully describe the:

    1. Type of work or consulting to be provided to the named entity;

    2. Nature of the relationship (e.g., employer/employee, entity/contractor, or consultant);

    3. Anticipated time commitment;

    4. Expected benefits to the entity, faculty member, and institution;

    5. Use of institutional facilities and support personnel, if any, and method of reimbursing institution for both direct and indirect costs, if institution approves such use; and

    6. Financial arrangements pertaining to funding sources of compensation, including equity ownership and other forms of economic value provided the faculty member or any immediate member of the faculty member's family.

  6. Require the institutional admimstrator(s) to consider the following when reviewing written requests to engage in outside activities:

    1. Written disclosures identified in (5) above.

    2. Contributions of the relationship to the faculty member's primary obligation to the institution and its support of the academic integrity of the institution as well as the faculty member's interdepartmental relationships.

    3. Prospective non-financial benefits to the faculty member and institution.

    4. Average time commitment over an academic term, such commitment not to exceed the limits established by the institution unless the institutional administrator(s) determines that the activity provides extraordinary benefit to both the institution and the participant as a faculty member. In cases where the time limits are to be exceeded, the faculty member shall disclose the amount of time in excess of the limits, and the institutional administrator(s) shall document in writing the rationale for approving the request to exceed the limits.

    5. Assurances that the outside activity does not substantially interfere with the faculty member's instructional, research, and other related institutional responsibilities, including those to students. Special attention must be given to the intellectual property interests of students who may create and claim ownership to such property developed in the process of completing their academic programs.

    6. Appropriateness of the use of institutional facilities and support personnel, if approved, including written documentation that the full cost thereof will be reimbursed to the institution.

  7. Establish the type, nature, and extent of the information required to be reported under (2) through (6} above, which shall be made a part of a faculty member's confidential personnel record.

  8. Provide a process whereby a faculty member dissatisfied with a decision of an authorized administrator may appeal that administrator's decision to another institutional authority. That authority shall be vested with power to make a final determination relative to authorization to engage in the outside activity.

  9. Provide for the institutional president to report to the Chancellor's Office by August 31 of each year any change in institutional policy on outside activities and evidence of procedures followed in monitoring faculty and family acceptance of compensation and equity for outside activities of the faculty member.

  10. Specify appropriate sanctions against faculty who fail to comply with Board and institutional policies and procedures concerning outside activities and acceptance of related compensation and equity.

  11. Be submitted to the Chancellor's Office for review and approval prior to adoption.


4.021 Use of Telephones

  1. System campus and cellular telephones are intended primarily for conducting System business. Notwithstanding, employees may use System telephones for personal calls when that use will be more efficient to the overall conduct of the System's business.

  2. Employees shall reimburse the System for any direct costs incurred by the System for use of System campus and cellular telephones for personal use, consistent with (1). Any benefit the employee receives because of System rates shall be considered part of the employee's compensation.


4.022 Use of Computers

Personal use of computing facilities, Internet connections, and e-mail is acceptable as long as it does not interfere with an employee's ability to perform job duties or with the ability of other users to carry out their job duties or does not violate the other provisions of acceptable use contained in institution or Chancellor's Office policy.



4.200 Board Policy on Endowed Chairs

Institutions may accept gifts for endowed chairs consistent with the requirements of (1) - (4) of this directive. If an endowed chair is created for a Chancellor, president, or Vice Chancellor, the Board shall apply the same guidelines. If an endowed chair is created for a member of the Chancellor's staff or an institution vice president, provost, or comparable position, the Chancellor shall apply the same guidelines.

  1. The gift is consistent with the Board's policy on receipt of gifts contained in OAR 580-042-0010(1);

  2. The institution establishes the salary for the chair, selects the occupant of the chair, and makes decisions regarding the allocation of funds between salary and other types of educational, institutional, and professional support for use by the holder of the chair;

  3. Expenditures from endowed chair funds will be paid through institutional accounts, unless expressly authorized otherwise; and

  4. The Chancellor shall approve any exceptions to the above policy in writing. If the endowed chair is one authorized by the Chancellor or Board President, the Board President shall approve any exceptions.