This appendix consists of informational material of interest to faculty. In general, material in this appendix has not been acted upon by the Faculty Senate and is not part of faculty University contracts.

A. Affirmative Action Policy

It is the policy of this University that, in education and employment opportunities, there shall be no discrimination against any individual because of race, handicap, color, creed, national origin, or sex. Also, there shall be no discrimination because of age except in compliance with age requirements of retirement plans or state and federal laws and guidelines.

Furthermore, the University shall conduct a vigorous affirmative action program in order to promote equal employment opportunities and to ensure nondiscrimination in all educational programs and activities.

It is the purpose of the Affirmative Action Plan to provide a detailed description of Ohio University's program for upholding its affirmative action policy and achieving more balanced representation of women and members of minority groups in all employment categories and areas of activities. The guidelines set forth in the Plan apply to all departments and to every person employed by the University. Affirmative action must be practiced by all individuals throughout the University. Widespread cooperation is necessary if the institution is to fulfill its equal opportunity commitments and to comply with state and federal legal requirements.

B. University Ombudsman

The Ombudsman's duties include the establishing of simple, orderly procedures for receiving requests, complaints, and grievances, both from students and from other members of the University community; working, where a pattern of grievances develops, for a change in regulations, procedures, or personnel to prevent problems; assisting individuals in accomplishing the expeditious settlement of their problems; intervening in the bureaucratic process on behalf of individuals when the process unnecessarily or unfairly impinges upon them; using his/her broad investigatory powers and direct and ready access to all University officials of instruction and administration, and reporting valid complaints directly to the President when no remedy has been found elsewhere in the University. Faculty members may take any grievance to the Ombudsman and/or to the Professional Relations Committee of the Faculty Senate.

C. Archival Policy

The archival policy of Ohio University is established in order to assist administrative officers by relieving their offices of records that do not need to be currently retained, and to provide safe custody, preservation, and reference service for all records of enduring historical or administrative value.

Faculty members whose duties place them in possession of official records, or who are in possession of material of possible historical value, may consult the University Archivist or Director of Libraries, or refer to the Policy and Procedure Manual, No. 01.050, for details.

D. Commitment to Equitable Treatment

Ohio University is committed to equitable treatment of all members of the University community. This commitment is grounded in our dedication to educational justice and the promise of each individual. Ohio University joins many of its colleague universities in affirming a policy of nondiscrimination in regard to individual sexual orientation.

As a general guideline, the University annually will award University Faculty Fellowship leaves to between 5% and 6% of the Group I faculty.

F. Recommendations Regarding Departmental Promotion and Tenure Committees at all Campuses of Ohio University

The departmental promotion and tenure guidelines and the procedure for selecting members of departmental promotion and tenure committees vary widely. As long as these procedures have been approved by the department and are consistent with university policies, this is as it should be. However, experience has indicated that some general guidelines regarding membership and procedures of departmental promotion and tenure committees might be useful. The Faculty Senate recommends the following general statements:

Departmental Promotion and Tenure Committees should not be too small. If possible, they should have at least 5 members, with a larger number preferred for larger departments. For small departments, the Promotion and Tenure Committee may be supplemented by faculty from a related discipline.

Only tenured faculty should serve on departmental promotion and tenure committees as voting members, and, in the case of promotion, only faculty with rank equal to or higher than the rank for which a candidate is being considered should vote. Faculty status is required for membership on departmental/school/division promotion and/or tenure committees (Section II.E.2).

Membership on departmental promotion and tenure committees should not change rapidly. At least half of the members should continue from one year to the next.

The departmental criteria for promotion and tenure should be reviewed by the department at least every five years. Changes in the criteria for tenure may be applied to those faculty members who are already in the tenure track only if the individual agrees in writing to be considered under the new criteria. For changes in the criteria for promotion, a grace period of at least three academic years from the start of the academic year in which the changes are implemented should be allowed. During the grace period, faculty members who are already on Group I contract in the department may opt in writing to be considered under the old or new criteria. Newly hired faculty members and those who are promoted during the grace period would immediately come under the new promotion criteria. Procedural changes in departmental tenure and promotion policy may generally be implemented without delay, if so decided by the department. Departments are encouraged to provide mentors for all probationary faculty.