The official history of the Stevens Institute of Technology began on April 15, 1867 when Edwin Augustus Stevens bequeathed a block of land adjoining the family estate at Castle Point, Hoboken, N. J., $150,000 for the erection of a building, and $500,000 as an endowment, for an "institution of learning." He died in 1868 and his will provided that within two years after his death, his executors should erect a building so that within three years after his death, they could establish the institution he had in mind. Although not explicitly stated in his last will and testament, it was known that Stevens had planned to establish an institution that would be devoted to the advancement of the "mechanic arts." The executors decided that the new institution should be a school of technology and an act incorporating the Stevens Institute of Technology was approved by the state legislature February 15, 1870.
Shortly after Stevens death, his executors retained Mr. R. M. Upjohn, the prominent architect of Trinity Church in lower Manhattan, to draw plans for the institutions building. [It has recently been named the Edwin A. Stevens building.] During the summer of 1870, Professor Henry Morton, the Chairman of the Department of Chemistry at the University of Pennsylvania and the secretary and editor of the "Journal of the Franklin Institute," was appointed the first President of The Stevens Institute of Technology. The first class of Stevens, consisting of 21 students, entered shortly thereafter.
E. A. Stevens, the founder of the Institute, was, at his death, the surviving member of a family of prominent inventors. Col. John Stevens, his father, built a private steamboat in 1804, three years before Fultons "Clermont" was plying the commercial waters of the Hudson River. Another Stevens ship, the "Phoenix," was the first steamboat to venture onto open ocean in 1808. Around 1830,
Col. Stevens built the first locomotive and railroad track in America. Robert L. Stevens, Edwins brother, invented the elongated cannon shell, the T-rail, and, with his brother, conducted studies of armor-plated battleships around 1841, many years before the Monitor-Merrimac battle in the Civil War.
Stevens Institute of Technology has two complementary missions:
educating students who will succeed professionally because of their breadth of knowledge, technological innovativeness and integrity, and
sustaining research excellence in selected areas of engineering, science and computer science, and in the management of their creative applications for successful business practices.
A. attracting and retaining a faculty of individuals recognized as leaders in their fields and committed to the communication of their knowledge and wisdom to their students and professional colleagues;
B. enrolling a diverse student body of individuals of outstanding ability and motivation drawn from a cross-section of the entire nation;
C. establishing excellent facilities, programs, and support services that provide the necessary tools for the faculty to attain and retain leadership positions in their fields through research and professional practice;
D. providing excellent resources and systems for the personal, cultural and physical development of all Stevens' students;
E. maintaining programs that connect the educational and research activities of the Institute to technologically based industries;
F. encouraging and developing the steadily growing support and assistance of all its alumni and friends,corporations, foundations, and government so as to constantly freshen and rejuvenate Stevens' programsand facilities.
Before the end of the first decade of the 21st Century, Stevens will be recognized as one of the top five percent of the nation's technological universities. It will be seen as educating highly resourceful individuals who thrive in the competitive years to come and as attracting very talented scholars who create and discover the knowledge that drives innovation in business and industry.
Stevens Institute of Technology does not discriminate against any person because of race, creed, color, national origin, sex, age, marital status, handicap, liability for service in the armed forces, or status as a disabled Vietnam-era veteran
As provided in the February 15, 1870 Act of the New Jersey State Legislature incorporating The Stevens Institute of Technology, "the entire management of the affairs and concerns of the said corporation, and all the corporate powers shall be vested in the trustees to manage and control," and "the trustees shall have power to enact by-laws for the regulation and management of the said corporation or institution of learning, to fill up vacancies in the board, and to prescribe the number and description, the duties and powers of the officers, the manner of their appointment, and the term of their office" The Trustees shall select and appoint a President of the Institute whose duties shall include the administration of the Institute and the direction of its faculty.
To achieve the mission and key objectives of the Institute, final authority and responsibility are vested in the Corporation of Stevens Institute of Technology. Ownership of all property and equipment used for the operation of the Institute is vested in the Corporation. The Officers of the Institute, administrative and educational, as well as all members of the regular faculty, are appointed by the Trustees to execute the policies and plans approved by the Trustees, and all powers are either exercised by the Trustees or delegated to the President as Chief Executive Officer.
Regular meetings of the Board are held four times in each year: two in the period October through December during the fall semester and two in the period February through May during the spring semester. The first fall meeting is the annual meeting of the Board unless the Board Chairperson declares the second fall meeting as the annual meeting.
The Board is composed of five principal committees:
The President of Stevens Institute of Technology, as the Institute's Chief Executive Officer, is responsible to the Board of Trustees. It is the President's responsibility to provide the overall administrative and educational leadership for the Institute.
The Deans' Council is composed of the Deans of the School of Engineering, the School of Applied Sciences and Liberal Arts, and the School of Technology Management. Individually, the Dean of each School is responsible for the development and the quality of the instructional and research programs that reside in the his/her School. Collectively, the Deans' Council is responsible for all inter-School academic programs including the development of curricula and the establishment of multi-disciplinary research programs.
The Dean of the Faculty provides a focal point for overall leadership and coordination in the support and development of the academic and research efforts of the Institute. He/she is the Chief Academic Officer of the Institute. The Chairperson of the Deans' Council acts as the Dean of the Faculty. To carry out the responsibilities of the Dean of the Faculty, he/she coordinates the educational and research activities of Deans of the individual Schools.
The Dean of the Graduate School is responsible for the coordination and operation of graduate studies and research. This includes the administration of i] graduate student admissions and regulations, ii] graduate programs of study, and iii] sponsored research programs.
The Directors of the academic departments are members of the faculty and are responsible for the assignment and coordination of teaching duties and for the quality of instruction. They are responsible for the search for such additional and replacement personnel as may be required, for the assignment and coordination of research activities, for the acquisition and maintenance of equipment, for the preparation of budgets and the expenditure of appropriations within authorized budgetary limitations, and for the observance of the regulations of the Institute within their respective areas.
A Stevens Steeple of Excellence or a Research Center is an official organizational entity created by the administration for the purpose of conducting team effort and/or interdisciplinary research in specified areas.
The overall objective of the Steeple or Center is to provide a mechanism for concentration of professional and physical resources required in the carrying out of team effort and/or interdisciplinary research projects. The Steeples and Centers are expected to significantly improve the academic opportunities of an existing degree program.
At present the Davidson Laboratory is the only Research laboratory at Stevens. Its primary areas of concern are a broad spectrum of hydrodynamic research and transportation research. The laboratory is primarily engaged in applied research and has close ties with the Civil, Ocean and Environmental Engineering Department.
[Promulgated by the Administration as Policy or Procedure, except for Section 3.6.]
{For the Wesley J. Howe School of Technology Management see Appendix 3.}
The term Chief Academic Officer refers to the individual responsible for all academic [educational and research] programs. The specific title of the Chief Academic Officer may change from time to time [Dean of the Faculty and Provost have been the most common in the past]; at present the Chief Academic Officer is the Chair of the Deans' Council. The term regular faculty member refers to a full-time member of the teaching faculty with an appointment carrying the rank of Instructor, Assistant Professor, Associate Professor, or Professor; the individual must be either tenured or on tenure-track No person enrolled for a degree at Stevens may be a regular faculty member. An individual whose rank contains any of the words "Affiliate," "Adjunct," "Research," "Visiting," or any other modifier of "Instructor" or the three professorial ranks will not be considered a regular faculty member.
A faculty member, in accepting an appointment, has a principal obligation to identify his/her professional welfare with the welfare of Stevens. His/Her responsibilities include the specific items listed below. No priority of importance is implied by the ordering, and all items are not necessarily expected to the same degree from each faculty member.
3.1.1 Effective teaching and counseling.
This involves adequate and timely preparation for classes, maintenance of high professional standards of quality, participation in the Institute's course evaluation program, counseling students on curricular and professional matters, and seeking outside support for the development of educational programs.
3.1.2 Conducting basic and/or applied research or improving an art. This includes advising thesis and dissertation students, seeking financial support from outside sources, and keeping abreast of professional developments.
3.1.3 Writing and publishing professional papers, textbooks or other scholarly works.
3.1.4 Participating in outside professional activities appropriate to the above responsibilities at other academic institutions, professional societies, and/or industrial and government agencies.
3.1.5 Participating in Stevens' institutional and departmental committee work and in regular Institute official functions such as faculty meetings, convocation, and commencement.
3.1.6 Devoting at least five days per week during the academic year when regular classes are in session to discharge the above listed responsibilities. At least four days a week shall be on campus unless absence is required [as in item 3.1.4 above] in which case the individual's Department Director's approval shall be obtained. Such approval shall not be unreasonably withheld.
In addition to teaching, research and/or the development and implementation of special educational programs, the workload includes the participation in departmental or institutional committees and other professional activities as cited in Section 3.2.1. Each individual's workload shall be assigned by his/her Department Director and reviewed by the Dean of the individual's School.
The maximum teaching load averaged over the academic year shall be twelve contact hours per week. It is expected that
members of the regular faculty performing research and/or other appropriate scholarly activities would not be assigned the maximum teaching load. The maximum teaching load would be assigned only in those cases where there is no evidence of research activities such as submission of proposals, publication of research papers in refereed journals, publication of textbooks, and presentation of research papers at professional society meetings. A reduced individual teaching load for research and other scholarly activities is granted by the Department Director with the approval of the Dean of the School, such reductions to be commensurate with the individual's level of research and other scholarly activities.
Consulting with or without additional compensation is recognized as an appropriate professional activity to the extent that it enhances the professional stature and vitalizes the teaching and research capabilities of the Institute and the unit member.
Off-campus consulting shall not interfere with the unit member's primary professional responsibilities, as defined in Section 3.1.
Off-campus consulting, during the academic year when regular classes are in session, which is in excess of two [2] days per month must be approved by the Department Head and Dean of the individual's School. Such approval shall not be unreasonably withheld.
3.3.1 Government Sponsored Grants/Contracts
Since the state and federal governments have strict guidelines regarding internal consulting, a principal investigator wishing to employ a consultant from within the Stevens faculty must contact the Director of Sponsored Projects to insure that charges for internal consultants are allowable.
Consulting, whether done through the Institute or outside the Institute, may not exceed two days per month without written permission from the Dean of the appropriate school. Consulting may not exceed one day per week.
The consultant will apply to his/her Department Director for permission to consult, to indicate the time required, and to determine the potential consultant's willingness to serve at the appropriate salary.
If the Department Director approves of the consulting, he/she must submit a written justification to the Dean of the potential consultant's School about the consulting arrangement and have the Dean's approval before any work is performed. The written justification must include the number of days per month, the total number of days the consulting will take, and the reason why the consulting cannot be done on load relief [i.e., charging a percentage of the consultant's regular salary to the grant/contract]. In addition, if the proposed consulting is for more than two days per month, a statement that the consultant's obligations to the department are fully met must be included.
Compensation will be paid at a daily rate equal of 1/195 of the individual's nine-month salary.
3.3.2 Non-Government Grants/Contracts
Consulting, whether done through the Institute or outside the Institute, may not exceed two days per month, one day per week with written permission from the appropriate Dean.
The consultant will apply to his/her Department Director for permission to consult, to indicate the time required, and to determine the potential consultant's willingness to serve at the appropriate salary.
If the Department Director approves of the consulting, he/she must submit a written justification to the Dean of the potential consultant's School about the consulting arrangement and have the Dean's approval before any work is performed. The written justification must include the number of days per month, the
total number of days the consulting will take, and the reason why the consulting cannot be done on load relief [i.e., charging a percentage of the consultant's regular salary to the grant/contract]. In addition, if the proposed consulting is for more than two days per month, a statement that the consultant's obligations to the department are fully met must be included.
The daily rate charged by the consultant should be reasonable.
Institute facilities, services and support staff are provided the faculty to carry out their teaching, research and other Institute responsibilities, as described in Section 3.1.
The facilities, services and support staff may be used for other purposes, with the approval of the appropriate individual responsible for the facility, provided that the costs associated with such use shall be paid by the user.
Members of the faculty may use the gymnasium and other recreational facilities, for appropriate purposes, provided that such use does not conflict with the curricular activities of students.
Leaves of absence are provided by the Institute to maintain and advance the professional capabilities of the faculty and to improve the Institute's ability to perform its educational and research functions. Leaves may be granted for a period of up to one academic year.
A faculty member has an obligation to return to Stevens for further service following a sabbatical leave of absence unless other arrangements are mutually agreed upon.
To be eligible for a sabbatical leave, a faculty member must have served the Institute for at least six years in its professorial ranks and must not have had a sabbatical leave within six years. Compensation from the Institute while on sabbatical leave will be at full pay for a one-semester leave and at half pay for a full-year leave.
Sabbatical leaves of absence are granted at the discretion of the Institute.The standard procedure for applying for a sabbatical leave of absence follows. Eligible faculty members seeking a sabbatical leave must apply in writing to his/her Department Director by April 15th of the academic year prior to the academic year during which the Promotions and Tenure Committee deliberates proposed sabbatical leaves of absence requested to take place during the following academic year. The application shall contain a statement of how the proposed leave of absence will enhance the individual's capability to advance the Institute's educational or research objectives, together with other information in support of the application. The Department Director shall review each proposal and, if he/she approves, forward it to the Dean of the individual's School by May 15th. If the Dean approves the proposal, he/she will submit it to the Promotions and Tenure Committee by September 15th. Each applicant shall be notified by May 15 th of the Dean's decision regarding his/her application.
The Promotions and Tenure Committee shall review the proposals and rank them in order of merit. Their recommendation shall be submitted to the Chief Academic Officer by January 15th.
The Chief Academic Officer shall decide and notify each applicant by February 1st whether his/her sabbatical leave request has been approved or denied. If the Promotions and Tenure Committee approves at least two requests for sabbatical leaves of absence in any one academic year, The Chief Academic Officer shall grant a minimum of one sabbatical leave to take place during that year. The minimum one leave per year may be either a leave to one faculty member for a full year or a leave to each of two faculty members for one semester each within the same academic year.
A faculty member may waive a leave of absence after it is awarded, but he/she must apply denovo if he/she wishes to take a leave at a later date.
Upon return from a sabbatical leave, the faculty member shall submit a report on his activities to his Department Director, with a copy to the Chief Academic Officer, not later than the end of the semester following his return to the campus.
In rare occasions and under unusual circumstances, the Institute may, at its discretion, grant a leave of absence to a faculty member.
Leaves of absence without pay may be granted at the discretion of the Institute. Faculty members seeking a leave of absence without pay must apply in writing to his/her Department Director. The Department Director shall review each application and forward his/her recommendation to the Dean of his/her School. The Dean shall review each application and forward his/her recommendation to the Chief Academic Officer. Each applicant for a leave of absence without pay, provided the application for leave has been made not later than November 15th of the year prior to the proposed leave, shall be notified by February 1st by the Chief Academic Officer whether his/her request has been approved or denied3.5.3 Medical Leaves
Medical leaves of absence with full base pay shall be granted by the Institute to faculty members upon prior presentation of medical evidence sufficient to support the claim that the member is unable to perform his/her duties for medical reasons. Such leaves of absence shall not exceed four months, except that such leaves may be extended by the Institute at its discretion. An extension of a medical leave of absence may be with or without pay.
[Approved by the Faculty 5/25/93, Amended by the Faculty 3/1/95, Approved by the Board of Trustees, 4/25/95; Amended by the Faculty, 4/14/99, Amendment Approved by the Board of Trustees, 5/26/99; Amendment by the Faculty, 9/21/99, Approved by Board of Trustees, xxx] [Section number edited and Sub-section numbers added, 3/17/00 [RBCole]]
The faculty of Stevens Institute of Technology reaffirms its commitment to the highest standards of scholarship which will ensure that Stevens' unique approach to education and research advances us to the highest ranks of schools of engineering, science, and technology managementin the nation.
The faculty, in concert with Department Directors and the Deans' Council, is responsible for maintaining that vigorous intellectual environment which improves Stevens' broad undergraduate and graduate curricula and its multi-disciplinary research programs. Their shared commitment to the highest professional standards will enable Stevens to obtain its goals and objectives.
The faculty Promotions and Tenure Policy reflects the firm determination of the entire Stevens academic community to establish the standards necessary to realize the outstanding potential of Stevens to become a nationally recognized institute of higher learning.
Committee: For the purposes of this section, 3.6, Committee means the Faculty Committee on Promotions and Tenure.
Chair of the Deans Council: For the purposes of this section, 3.6, the Chair of the Deans Council has the functions of the Chief Academic Officer of the Institute.
Dean of the School: For the purposes of this section, 3.6, Dean of the School means the Chief Academic Officer of the School of Engineering, Applied Sciences and Liberal Arts, or Technology Management as applicable.
Applicability: These rules and the provisions of Section 3.6 shall apply to all faculty hired after August 1, 1993.
Candidates for promotion and tenure are evaluated according to [1] their scholarly activities, [2] their educational skills, [3] their contribution to the academic and professional community. If it is felt that a candidate's present level of worthy activity is likely to seriously diminish with time, this shall constitute an impediment to the award of tenure. There are some differences among the different disciplines with regard to how a Faculty member should be evaluated, especially with regard to research. Nevertheless, the above issues are important elements of the evaluation process.
Progress in the above issues and priorities shall be discussed by the DepartmentDirector or the Dean of the School if the School does not have Departments during the annual review with each individual and at other mutually agreed upon times. General guidelines to be considered are:
A. Scholarly Activities
A regular Faculty member is expected to be engaged in scholarly activities in a field of study whether it be in science, engineering, humanities, management, or physical education. This activity can be measured in a variety of ways depending on the particular academic discipline. These include publication, especially in refereed journals; research, especially sponsored research when appropriate; presentations at professional meetings; supervision of Ph.D. and Master's theses, where appropriate; patents; professional consulting activities; and evidence of sustained efforts to remain informed of new advances in his/her field.
B. Educational Skills
A primary function of a regular Faculty member is to educate, motivate, advise, and inspire students. This is reflected or evidenced in course design, classroom skills, student-teacher interaction, educational development and outreach activity [especially sponsored programs, where appropriate], and the constant search for new and better ways of enhancing the educational experience.
C. Academic and Professional Contributions
Regular Faculty members are expected to be actively involved in the affairs of the Institute. This involvement includes continuing participation in Department, School and Institute committees, student advising, and participation at School and general Faculty meetings. It may also include participation in professional societies and representing the Institute to outside groups, such as the National Academy of Engineering, National Academy of Sciences, or ABET accreditation boards. Consulting to government or industry may be considered depending upon its significance to the Institute.
A non-tenure appointment is for a specified term of years. A Faculty member serving in such an appointment shall not be terminated prior to the expiration date of the appointment, except in the case of financial exigency of Stevens or for cause.
The term of a non-tenure appointment shall be not more than five [5] years. The letter of appointment shall specify both starting and termination dates. Unless context indicates otherwise, "year" means academic year.
Appointments to the position of Instructor are made for a period of [1] year. Such appointments are subject to renewal on a year-
by-year basis. Promotions shall be made to the rank of Assistant Professor upon the recommendation of the Department Director and approval of the Dean of the School. If an instructor is not promoted by the end of the fourth year, the appointment is automatically terminated at the end of the fourth year.
Appointments to the rank of Assistant Professor are made for a period of not more than three [3] years. Such appointments are subject to renewal for additional terms of not more than three [3] years each. Appointments for less than three years may be made; however, the total length of service as Assistant Professor shall be no more than seven [7] years. Promotions may be made at the end of any year prior to the end of the seventh year of appointment. If an Assistant Professor is not promoted by the end of the seventh year, the appointment is automatically terminated at the end of the seventh year.
Promotion of Assistant Professors at Stevens to the rank of Associate Professor may be with or without tenure. If without tenure, such appointments are for not more than three [3] years. If promotion to Associate Professor is with tenure, the Faculty member shall have been found qualified for promotion and tenure by the Committee. Refer to 3.6.4.2.
Appointments to the rank of Associate Professor of persons not holding an academic position at Stevens at the time of appointment may be with or without tenure. If without tenure, such appointments are for a period of not more than three [3] years. If such appointments are made with tenure, the nomination and evaluation procedures of 3.6.4 apply, and the prospective Faculty member shall have been found qualified by the Committee for the award of tenure prior to the effective date of the appointment.
Appointments of Associate Professors are subject to renewal for additional terms, each term of not more than three [3] years. However the total length of service as Associate Professor shall not exceed seven [7] years unless the Faculty member has been found qualified for the award of tenure by the Committee and tenure awarded.
Promotions to the rank of Professor are with tenure. The Faculty member shall have been found qualified for promotion and tenure [if not previously tenured] by the Committee.
Appointments to the rank of Professor of persons not holding an academic position at Stevens at the time of appointment are for a period of not more than five [5] years and may be with or without tenure. If such appointments are made with tenure, except for appointment as President of Stevens Institute of Technology with Faculty rank of tenured professor, the prospective professor shall have been found qualified by the Committee for the award of tenure prior to the effective date of the appointment.
Appointments as non-tenured Professor are subject to renewal for additional terms, each term not to exceed five [5] years. However, the total length of service as Professor shall not exceed seven [7] years unless the Faculty member has been found qualified for the award of tenure by the Committee and tenure awarded.
Tenure may be awarded at the discretion of the Institute to regular Faculty members at the ranks of Associate Professor or Professor who have been recommended and found qualified for tenure by the Committee on Faculty Promotions and Tenure in accordance with the provisions of this policy.
In all cases where the appointment of a non-tenured Faculty member to Stevens is not to be renewed, the Faculty member shall be notified in writing:
[a] by February 15th of the academic year in which current appointment ends, for appointments ending August 31st.
[b] by May 15th preceding the academic year in which current appointment ends, for appointments ending January 15th.
If a Faculty member is not notified by the appropriate date specified above, the Faculty member shall automatically receive a relocation appointment for the succeeding one-half [1/2] year. This appointment could be renewed for up to one-half [1/2] year by mutual consent.
If a Faculty member has been notified that appointment will not be renewed, the Faculty member may request a relocation reappointment. Such appointment, if granted, shall not exceed one [1] year. No additional termination notification is required. Requests for relocation appointments are submitted by the individual's Department Director or the Dean of the School if the School does not have Departments to the Chair of the Deans Council.
In calculating the number of years of service of a Faculty member at Stevens for the purpose of the above promotion and tenure rules, time spent on sabbaticals and on Institute off-campus assignments is included, but leaves of absence shall not be included.
Promotions are given at the discretion of the Institute in recognition of an individual's fitness, and merit, and demonstrated commitment and contribution to the Institute's objectives. Promotion of a Faculty member to Associate Professor or Professor shall be granted only through the procedures set forth in this policy.
Tenure is granted to an individual at the discretion of the Institute, and is a term used to denote that the holder is assured, except in case of the individual's retirement, financial exigency of Stevens, or discontinuance of an academic program or department, that the individual's services shall be terminated only for cause.
The Institute recognizes its commitment to tenured Faculty, and faced with the case of terminating tenured Faculty for reasons of financial exigency or discontinuance of an academic program or department, the Institute shall make a reasonable effort to integrate Faculty affected into other pedagogical, research, or administrative activities of the Institute. Tenure shall be granted only through the procedures set forth in this policy.
The status of tenure can be achieved only by an affirmative grant of tenure from the Board of Trustees. Neither de facto tenure nor tenure by default is recognized at this Institution.
No one may hold the Faculty ranks of assistant professor, associate professor, or full professor for a combined total of more than seven [7] years without having been found qualified for tenure by the Faculty Committee on Promotions and Tenure and tenure awarded.
Findings related to the qualifications of an individual for promotion and/or tenure by the Faculty Committee on Promotions and Tenure shall be by majority vote.
[1] The Faculty Committee on Promotions and Tenure shall evaluate the qualifications of Faculty members for promotions beyond the rank of Assistant Professor and for the award of tenure.
[2] The Committee shall be convened by the Chair of the Deans Council by October 1st, at which time the Committee shall receive from the Chair of the Deans Council names of all Faculty members nominated for promotion and/or tenure. Nominations ordinarily originate with Department Directors or the Dean of the School if the School does not have Departments, and shall indicate support of the tenured members of the nominee's department. Each Department Director or Dean of the School if the School does not have Departments shall notify nominees for promotion and/or tenure by September 22.
Special meetings of the Committee may be convened by the Chair of the Deans Council on two weeks notice to consider special cases such as a new hiring.
Although nominations ordinarily originate with Department Directors or the Dean of the School if the School does not have Departments, a majority of all the eligible tenured Faculty members of the nominee's Department or School if the School does not have Departments may make such nomination. [Department refers to one of the academic departments.] For the purpose of determining a majority, the Department Director or Dean of the School if the School does not have Departments, the individual, and Faculty members with joint appointment whose primary Department is different from the individual's are not eligible to be nominators. The individual's nomination must be signed by all nominators. Faculty on sabbatical or leaves of absence are eligible to be nominators.
[3] The Committee shall seek relevant information regarding the nominee from appropriate sources, including but not limited to Department Directors, the nominators if different from the Department Director, and the Dean of the School. [Additional sources may include professional colleagues, both inside and outside of Stevens, former students, and other members of the Stevens community.] In seeking the information referred to in this paragraph, the Committee shall act as a body and shall not engage as individuals in dialogue with anyone outside the Committee. However, the Committee, as a body, may authorize a sub-committee made up of one or more of its members to gather information pertaining to promotion and/or tenure.
[4] After considering the qualifications of the nominees, the Committee shall assess each nominee quantitatively and qualitatively according to the criteria described in Section 3.6.1. All actions of the Committee shall be by majority vote [majority being defined as at least three concurring members]. Based on these assessments the Committee shall submit to the Chair of the Deans Council in writing by December 1 an alphabetical list of persons found qualified including persons found qualified in previous years [see sub-paragraph 13 below]. Specifically, the Committee shall state whether the Faculty member has been found qualified. No ranking should be stated or implied.
[5] In the case of a name submitted to the Committee but not submitted by the Committee to the Dean Chair of the Deans Council as qualified for promotion and/or tenure, the Committee shall notify in writing by December 1 the individual and the Department Director or the Dean of the School if the School does not have Departments and the Chair of the Deans Council the reasons why the individual was not found qualified. In the case of an individual whom it has found qualified, the Committee shall so notify, in writing, the individual, the Department head Director or the Dean of the School if the School does not have Departments , and the nominators, if different from the Department Director, by December 1.
[6] The Deans Councilshall determine which Faculty members, whose names appear on the "qualified" list submitted by the Committee, the Deans Council is prepared to support for promotion and/or tenure.
[7] By December 15 the Chair of the Deans Council shall provide the Chairperson of the Committee with the final list of those Faculty members whom the Deans Council will recommend to the President for promotion and/or tenure.
[8] In the case of a name submitted by the Committee to the Deans Council as qualified for promotion and/or tenure but one the the Deans Council will not recommend for award to the President, the Chair of the Deans Council shall by December 15 so notify the Committee, the individual, and the Department Director or the Dean of the School if the School does not have Departments in writing giving the reasons an individual's name has not been included on the recommended lists.
[9] In the case of a name submitted by the Committee as referred to in [3.6.4.2[8]], the Chair of the Deans Council shall, in addition to notifying the individual and the Department Director or the Dean of the School if the School does not have Departments transmit the name of each such Faculty member to the member of the Committee who has been chosen to serve on the Review Panel. [The Review Panel is defined elsewhere in this Handbook.] The Committee member on the Review Panel shall convene the Review Panel to consider the qualifications of each Faculty member whose name is submitted to it. As part of consideration of such Faculty member, the Review Panel shall confer with the Department Directors and with the Deans of all Schools to which such Faculty member belongs or only with the Dean of the School if the School does not have departments. If by a majority vote the Review Panel decides that a decision of the Deans Council not to support an award of promotion and/or tenure was inappropriate, the decision of the Review Panel shall be submitted to the President by January 22 with a detailed statement of the reasons for that decision. If there is a dissent, the reasons for such dissent shall be stated. The Review Panel shall notify each individual in writing of its decision.
[10] In the case of a name submitted by the Chair of the Deans Council or by the Review Panel to the President as recommended for promotion and/or tenure but the President has not recommended that the award be made, the President shall notify the Committee, the individual, and the individual's nominator[s] by March 15 in writing of the reasons the
individual has not been recommended to the Board of Trustees. These reasons must pertain to the needs of the Institute.
[11] After action by the Board of Trustees, the President or his/her designee shall provide the Chairperson of the Committee with a final list of approved awards and shall notify each Faculty member, in writing, of the Board's action.
[12] The names of Faculty members found by the Committee qualified for promotion and/or tenure, not recommended by the Deans Council and the Deans' Council's decision upheld by the Review Panel, shall be removed from the Committee's "qualified" list.
[13] The names of Faculty members found by the Committee and Deans Council to be qualified for promotion and/or tenure and recommended to the President, but who did not receive the award, shall remain on the Committee's "qualified" list and the Dean's "qualified" list while he/she is employed at Stevens. The office of the Chair of the Deans' Council shall cooperate in providing to the following year's Committee the names of such individuals.
[14] The Committee shall maintain its files for seven years in the hands of its current Chairperson. These files shall consist only of documents pertaining to the acts of the Committee: official letters of transmission to and from the Chair of the Deans' Council , lists of nominations and nominees previously found qualified, and official letters to individuals conveying the findings of the Committee. The Committee expressly shall not retain the individual dossiers or any personal data of nominees beyond the academic year in question nor shall it keep a record of its deliberations beyond that outlined in this paragraph.
[15] The deliberations of the Committee and the lists shall be maintained confidential, except as indicated in [13 and 14] above.
[16] Any procedural grievance may be brought to the Faculty Council within six months of the alleged infraction.
September 15: Nomination received by the Chair of the Deans Council.
September 22: Nominees to be informed of nomination by the Chair of the Deans Council and Department Directors or the Dean of the School if the School does not have Departments
October 1: Chair of the Deans Council to transmit the Deans Council's nominations to Committee.
December 1: Committee to inform parties on its findings.
December 15: Chair of the Deans Council to inform parties of the Deans Council's recommendations.
January 15: Review Panel reports to parties [if appropriate].
February 22: Notification of termination for appointments ending the following August 31. Notification for a one semester appointment.
March 15: President to inform parties of his/her recommendations.
May 15: Notification of termination for appointments ending the following January 15th.
Dismissal or suspension by the means outlined herein is an extreme measure, undertaken only for the protection of the Institute and its members.
Charges against members of the faculty which could lead to dismissal or suspension with or without pay shall be based upon the following stated criteria and processed in accordance with the procedures outlined in Appendix 3.1.
Dismissal or suspension with or without pay for a stated period shall be restricted to cases of: [a] substantial and manifest neglect of duty; or, [b] demonstrated incompetence or dishonesty in teaching or research; or, [c] personal misconduct which substantially impairs the individual's fulfillment of his/her responsibilities to Stevens.
Charges under this Section may be brought against a member of the faculty by any member of the full-time teaching faculty, or any administrative officer with faculty rank, or the President. Charges shall be in writing and shall be directed to the Chief Academic Officer for transmittal to the Professional Practices Committee, with copies to the individual charged and to the President. Hearings shall not be public, nor shall public announcements of the proceedings or their results be made, unless requested by the faculty member in question. In all cases, such proceedings shall be conducted consistent with due process and the procedures outlined in the appendix at the end of Section 3.
1. The Professional Practices Committee shall be constituted as set forth in 4.5.1.
2. Nothing in the procedures detailed below is to be interpreted as barring attempts to settle the case through informal discussions. If a settlement is reached with the mutual consent of the faculty member involved, the President, and the Professional Practices Committee, the formal proceedings shall terminate immediately.
3. Upon receipt of a charge described in Section 3.7.1 against a member of the faculty, the Professional Practices Committee shall convene within thirty working days. It shall conduct a thorough hearing on the merits of the charge. The Committee shall conduct the hearing pursuant to rules it establishes, grant adjournments, and make other rulings as required. In conducting the hearing, the Professional Practices Committee shall act as a body. The Professional Practices Committee shall send written notice of the time and place of the hearing to the faculty member involved, to the individual bringing the charge, and to the President.
4. At a hearing conducted by the Professional Practices Committee:
The faculty member against whom the charge has been brought shall have a right to testify in his/her own behalf.
He/She may be accompanied by his/her attorney and by a personal representative of his/her own choosing from within the Stevens community. The personal representative shall have the right to testify at the request of the faculty member involved. The Institute may also be represented by counsel or any other representative of its choosing.
The individual bringing the charge shall testify at the hearing if he/she asks to testify or is requested to testify by theProfessional Practices Committee. The Committee shall so request if asked by the faculty member against whom the charge has been brought, but may so request even if not asked by the faculty member involved.
The faculty member against whom the charge has been brought shall have the right to be present at the testimony of, and cross-examination of, the individual bringing the charge and any other witness.
The members of the Professional Practices Committee have the right to question any individual testifying before the Committee.
The entire proceedings before the Professional Practices Committee shall be recorded in stenographic record by a certified stenotypist. In addition, a tape recording shall be made to enable the Committee to certify the accuracy of the stenographic record.
The Committee will make findings and recommendations on whether the charges brought and the proposed sanction are justified within the terms of Section 3.7.1 .
5. After the hearing, and based only on evidence presented at the hearing, the Professional Practices Committee shall decide whether to recommend:
Sustaining the charge [or any of the charges if there are more than one]; or,
Dismissing the charge.
6.The Professional Practices Committee recommendations, with the reasons therefor, shall be transmitted to the Chief Academic Officer in writing.
7. Taking full cognizance of the recommendations of the Pro-fessional Practices Committee, the Chief Academic Officer will: Notify the individual and the President in writing that the charges are dismissed and no further action will be taken; or,
Notify the individual and the President in writing that the original charges are sustained and his/her recommendation regarding dismissal, suspension, or other sanctions. The President must then review the Chief Academic Officer's recommendation and notify the individual of his decision to accept the recommendation or to impose a different penalty.
8.The individual shall have the right to appeal the President's decision to an Appeals Board. The Appeals Board shall be constituted as follows:
The Appeals Board shall consist of five members; two Department Directors appointed by the President; two tenured faculty members appointed by the Faculty Council; and a fifth member chosen by the four from a list prepared by the Faculty Council of not fewer than three names of tenured members of the faculty. In the event that the four members are unable to agree, by majority vote, on the fifth member, the Faculty Council shall designate the fifth member from its list.
Members of the Appeals Board shall not be parties to the case heretofore. Appeals must be made to the Appeals Board within ten working days following notification by the President.
9. If in the light of the recommendations of the Professional Practices Committee, the Chief Academic Officer's recommendation, and the Appeals Board decision, the President finds that dismissal, suspension with or without pay, or any lesser sanction is warranted, he/she shall present those recommendations and decisions to the Board of Trustees. The Board of Trustees shall then determine the disposition of the case. The faculty member involved, the individual bringing the charges, the Chief Academic Officer, the Appeals Board, and the Professional Practices Committee shall all be notified in writing of the final decision of the Board of Trustees.
[Promulgated by the Administration as Policy or Procedure]
Each year eligible faculty members are evaluated for salary adjustment and reappointment where appropriate; eligible faculty members are considered for promotion and tenure. Faculty eligibility for promotion and tenure is discussed in Section 3.6. Procedures for faculty evaluation and reappointmnet are outlined below.
{For the Imperatore School of Sciences and Arts, see Appendix 1.}
Each year all continuing faculty members are evaluated for salary adjustments and reappointment [where appropriate]. Salary changes are based solely on merit, and as a consequence, the annual faculty evaluation process plays an important role in these decisions. The annual faculty evaluation criteria include all areas in which a faculty member is expected to function, with heavy emphasis on current performance and most recent achievements.
Evaluations are performed relative to planned goals and objectives. The entire process driven by the strategic and tactical plans of the Institute. They translate into specific plans for the individual schools. They, in turn, help to determine the plan for each department in each school and the department plan determines the plans for its faculty members.
Since the faculty salary adjustments and merit salary increases are effective January 15 of each year the reporting scheme is adjusted accordingly. The procedure used in carrying out the faculty evaluation follows:
Faculty Evaluation
September 1 -- The Department Director sends a memorandum to the members of his/her department who are eligible for a salary review informing them that a Faculty Activities Report is to be submitted to him/her by September 30. The Report should detail the individual's activities in the areas of teaching, research, and participation in governance for the period September 1 of the previous year through August 31 of the current year.
September 30 -- The last day for submitting a Faculty Activities Report to the appropriate Department Director.
October 1 through October 31 -- The Department Director meets with each eligible faculty member in his/her department to review and evaluate the individual's performance during the previous academic year and immediately preceding years. The Department Director's evaluation and the faculty member's rebuttal are committed to writing and attached to the Faculty Activities Report. Copies of the reports are forwarded to the appropriate Dean.
November 1 through November 15 -- The Deans meet with their Department Directors to review their evaluations of their faculty. The Deans may then add their comments to the Faculty Activities Reports.
December 1 -- The deadline by which time the Deans Council shall have met to decide the salary changes for all eligible members of the faculty.
.December 7 -- The deadline by which time the Deans shall have met with the President to review their recommendations for faculty salary adjustments.
December 10 -- The deadline by which time the Deans shall have notified their Department Directors of their decision..
December 15 -- The deadline by which time the Department Directors shall have notified their faculty of the Deans decision regarding the faculty salary adjustments.
December 20 -- The information on faculty salary adjustments is sent to the appropriate member of the Finance Office
At the end of the first year of the two-year appointment, the candidate for reappointment will submit a report to his/her Department Director. It must contain a curriculum vitae, a summary of activities at the Institute, a plan of activities for the next three years and any other information deemed pertinent for a reappointment decision. Deadline for submission is September 30.
The Department Director working in concert with the department Promotions & Tenure Committee will evaluate the portfolio of the candidate and provide a written report to the Dean of the School containing its recommendation[s] by mid-October.
The Dean of the School will communicate his/her decision to the Department Director and to the candidate by January 15. There will be no appeal process.
At the end of the first year of the current two-year appointment, the candidate for reappointment will submit a report to his/herDepartment Director. It must contain a curriculum vitae, a summary of activities at the Institute, a plan of activities for the next three years and any other information deemed pertinent for a reappointment decision. Deadline for submission is September 30.
The Department Director working in concert with the department Promotions & Tenure Committee will evaluate the portfolio of the candidate and provide a written report to the Dean of the School containing its recommendation[s] by mid-October.
The report of the candidate will be evaluated by a panel composed of two tenured faculty members in the School, but external to the department, and one tenured faculty member from each of the other two Schools. The panel will submit its report and recommendation[s] to the Dean of the School before the end of October.
The Dean of the School, in consultation with the Department Directors of the School, will communicate his/her decision to the candidate by January 15. There will be no appeal process.
At the end of the second year of the three-year contract, the candidate will submit a report to his/her Department Director. It must contain a curriculum vitae, a summary of activities at the Institute, a plan of activities for the next four years and any other information deemed pertinent for a reappointment decision. Deadline for submission is September 30.
The department director working in concert with the departmental Promotions & Tenure Committee will evaluate the portfolio of the candidate and provide a written report to the Dean of the School containing its recommendation[s] by mid-October.
The report of the candidate will be evaluated by a panel composed of two tenured faculty members in the School, but external to the department, and one tenured faculty member from each of the other two Schools. The panel will submit its report and recommendation[s] to the Dean of the School before the end of October.
The Dean of the School, in consultation with the Department Directors of the School, will communicate his/her decision to the candidate by January 15. There will be no appeal process.
[Promulgated by the Administration as Policy or Procedure]
An individual personnel file shall be maintained for each faculty member. It will originate at the time of appointment by the Board of Trustees. It shall contain all the relevant material from the time the individual was an applicant for a faculty position at Stevens.
The office of the Dean of the faculty member's School shall have custody and control of the individual's personnel file. Department personnel files shall also be maintained.
Information relating to payroll and fringe benefits shall be maintained in the Payroll and Personnel Offices.
Each faculty member has the right to know of the existence of each and every personnel file maintained on him/her by the Institute and shall be so informed by the individual's Dean upon written request.
The individual faculty member, on giving reasonable notice, shall have reasonable access to his/her own files during normal business hours under conditions which protect the integrity of the files, and shall have the right to copies of material in his/her files. At the time the file is examined, a member may be accompanied by a representative of his/her choice, subject to the approval of the Institute which shall not unreasonably withhold such approval.
On the written request of a faculty member, the Dean's Office shall make available the personnel file of the individual for examination by the individual and/or a representative designated by the faculty member and approved by the Institute. The Institute shall not unreasonably withhold approval of such a representative.
A faculty member has the right of reasonable inspection during normal business hours of information relating to payroll and fringe benefits which apply to the individual making the request.
The Institute will not divulge any professional, medical or evaluation data or information from the files relating to any identified faculty member without the express written consent of the individual. This provision shall not prohibit thepublication of statistical information or other use of data in which no individual is specifically identified.
Written recommendations and comments pertaining to a faculty member's professional performance obtained on a confidential basis from sources outside the Institute may be kept confidential.
[Promulgated by the Administration as Policy or Procedure]
The title "Professor Emeritus" is conferred on a retired faculty member whose record of accomplishment in teaching, advising, research, and service to the Institute is exemplary. The process for awarding the title "Professor Emeritus" originates with the individual's department's Promotion and Tenure Committee. Their recommendation, transmitted by the Department Director, is made to the dean of the relevant school. If the dean approves, he/she recommends the award to the Chief Academic Officer or to the President in the event there is no Chief Academic Officer. If the Chief Academic Officer approves, he/she recommends the action to the President who may then recommend to the Board of Trustees that the individual be given the title "Professor Emeritus."
1. As available in the department, a professor emeritus is entitled to office space and secretarial and/or clerical help, including the use of a departmental copier, a telephone, and a departmental fax machine, if the individual is engaged in activities directly involved in teaching, advising, conducting research [which further the achievement of Stevens' strategic goals] or participation on one or more faculty committees at Stevens.
2. If available, a professor emeritus is entitled to laboratory space if the individual is conducting research either for a sponsoring agency or in preparation of a research or educational proposal or with Stevens undergraduate and/or graduate students who are taking research for credit or working on an undergraduate thesis.
3. A professor emeritus is entitled to a computer network account and access to the Internet and the World Wide Web.
4. A professor emeritus may be expected to be invited to attend faculty meetings [without vote], department meetings, seminars, workshops, professional conferences held on campus, and guest lectures.
May be invited to attend department meetings and faculty meetings at the discretion of the Department Director and the appropriate School Dean
With the Department Directors's approval, will have access to a private or shared office
May be requested by the Department Director to provide advice and assistance to the department
At the Department Director's request, will be given an opportunity for adjunct teaching
Will have access to the Williams Library
Will have access to the campus computer network
Will be allowed to join the campus computer maintenance program
Will have access to the Charles V. Schaefer, Jr. Athletic and Recreation Center in keeping with its schedule
Will continue to be allowed to participate in the computer acquisition plan
With the Department Director's approval, will have access to department secretarial services
Will be allowed to use the department facsimile and copying machines only if approved by the Department Director
Will be allowed to conduct or participate in externally funded research and will have access to laboratory space and equipment at the discretion of the Department Director
Will have parking privileges comparable to those of regular faculty members May be requested to serve on department or Institute committees May be requested to mentor new faculty
[Approved without Section 4.5 by the Faculty at a regular meeting March 3, 1993; Committee Membership Amended March 2, 1994; Promotion and Tenure Committee Amended March 1, 1995; Review Panel Amended March 1, 1995; Undergraduate Students Affairs Committee Amended October 9, 1996]
Particular rules governing membership on each faculty committee are given below. In addition, no more than one member from any department may serve on any single faculty committee.
The Faculty Council can waive the exclusion of two members of one department serving on one committee at the request of the Committee on Committees. Any such waiver will be granted only under extraordinary circumstances. No such waiver should be granted for:
Each faculty committee will submit to the Committee on Committees an annual report and a written plan of action for the next year for distribution to the Faculty prior to the last Faculty meeting in May. Each committee will also present a verbal summary report to the Faculty no later than the last faculty meeting of the academic year. The annual report shall include the actions taken by the committee in question during the year as well as recommendations for future studies and actions. Other written or verbal reports may be submitted or presented to the Faculty as each committee sees fit. In addition, each committee chairperson or a designee will review the committee's plans for the academic year at a meeting called by the Faculty Council early in the fall semester.
This committee will monitor and report on planning and financial matters for the Faculty and play a key participatory role in planning for the Institute at large. It will represent Faculty opinion on planning and financial matters to the larger Institute community and, insofar as possible, serve as an integral part of the Institute's planning and budgetary processes. To accomplish its charge, it is imperative that this committee work closely and cooperatively with the Administration, the Board of Trustees, the Deans, Department Directors, student representatives and other Faculty and Institute committees. The Academic Planning and Resources Committee must be given the information necessary to accomplish its tasks. All items coming before the Faculty regarding academic planning endeavors should be reviewed by this committee.
This committee will review and assist in the development of strategic plans for the Institute and assess necessary financial support required for their implementation. The committee will review all major academic initiatives and existing programs from these viewpoints. Its activities will include reviews of the needs for academic and research programs, staffing requirements, and existing and required resources.
This committee will be concerned with financial items related to the responsible functioning of the academic programs at Stevens and the financial plans and assumptions related to new programs. It will include reviews of salaries and benefits, library resources, laboratory support, academic structures, and development, start up, and maintenance costs.
The committee will be empowered to form subcommittees as required to accomplish its tasks. Each subcommittee will consist of two elected members and one appointed by the Faculty Council.
Membership: The committee will consist of six tenured members of the Faculty, at least one from each school, but no more than three from any given school. Four members will be elected, and the Faculty Council will appoint the other two. Terms will be for three years and staggered.
Charge: This Committee will concern itself with all aspects of academic research, both funded and unfunded. For example, it may encourage and support faculty members wishing to undertake research that provides opportunities for professional development, as well asin areas of importance to the Institute. Research that is not currently subject to funding will not be discouraged.
Membership: The voting membership will consist of regular faculty, and the Vice President for the Graduate School andResearch. . Others may be invited by the Committee to attend without vote. Four members of the regular faculty will be chosen by the Chief Academic Officer from names proposed by the Fa
