DOCUMENT RESUME

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T:TLE Collective Bargaining Contract by and between RhodeIsland School of Design and Rhode Island School ofDesign Faculty Association (NEARI/NEA), July 1,1984-June 30, 1987.

INSTITUTION National Education Association, Washington, D.C.;Rhode Island School of Design, Providence.

PUB DATE 1 Jul 84NOTE 76p.PUB TYPE Legal/Legislative/Regulatory Materials (090)

Tests/Evaluation Instruments (160)

EDRS PRICE MF01/PC04 Plus Postage.DESCRIPTORS *Collective Bargaining; *College Faculty; *Contracts;

*Employment Practices; Evaluation Criteria; FacultyEvaluation; Faculty Promotion; Faculty Workload;Fringe Benefits; Governance; Grievance Procedures;Higher Education; Leaves of Absence; Librarians;Personnel Policy; *Private Colleges; Records (Forms);Retrenchment; Teacher Salaries; Tenure; Unions

IDENTIFIERS Agency Fees; Faculty Reappointment; NationalEducation Association; *NEA Contracts; PersonnelFiles; *Rhode Island School of Design; Union Dues;Union Rights

ABSTRACTThe collective bargaining agreement between the Rhode

Island School of Design and the Rhode Island School of Design FacultyAssociation of the National Education Association covering the periodJuly 1, 1984-June 30, 1987 is presented. The unit consists of 90full-time faculty, including librarians and department heads. Itemscovered in the agreement include: unit recognition, managementrights, dues deduction and agency fee, association rights, individualrights, personnel files, faculty appointments and reappointments,faculty termination for just cause, librarian review procedure,promotion, outside professional activities, faculty workload andresponsibilites, librarian salaries, leave and vacation/holidays forlibrarians, faculty salaries, fringe benefits, sabbatical leaves,leaves of absence, retrenchment, faculty organization and meetings,instruction and curriculum committees, grievance procedure, and nostrike/lockout clauses. Criteria for faculty performance evaluationare identified. Forms for documenting the activities and performanceof faculty and department/division heads/deans are appended, alongwith a form to allow faculty to evaluate administrators. (SW)

************************************************************************ Reproductions supplied by EDRS are the best that can be made ** from the original document. *

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COLLECTIVE BARGAINING CONTRACT

By and'Between

RHODE ISLAND SCHOOL OF DESIGN

and

RHODE ISLAND SCHOOL OF DESIGN

FACULTY ASSOCIATION (NEARI/NEA)

"PERMISSIONTO REPRODUCE THISMATERIAL HAS BEEN GRANTED BY

TO THE EDUCATIONALRESOURCESINFORMATION

CENTER (ERIC)."

U.S. DEPARTMENT OF EDUCATIONOffice of Educational Research and Improvement

EDUCATIONAL RESOURCES INFORMATIONCENTER (ERIC)

document has been reproduced asreceived I rom the person or organizationoriginating it.

0 Minor changes have been made to improvereproduction quality.

Points of view or opinions stated in this docu-ment do not necessarily represent officialOERI position or policy.

BEST COPY AVAILABLE

INDEX

ARTICLE PAGE NO.

PREAMBLE

ARTTCLE I - RECOGNITION 2

ARTICLE II - MANAGEMENT RIGHTS 2

ARTICLE III - DUES DEDUCTION AND AGENCY FEE 2

ARTICLE IV - RIGHTS OF THE ASSOCIATION 3

ARTICLE V - RIGHTS OF INDIVIDUALS 4

ARTICLE VI - PERSONNEL FILES 5

ARTICLE VII - FACULTY APPOINTMENTS ANDREAPPOINTMENTS 7

ARTICLE VIII - PROMOTIONS 15

ARTICLE IX - OUTSIDE PROFESSIONAL ACTIVITIES 19

ARTICLE X - WORKLOAD 21

ARTICLE XI - LIBRARIANS 23

ARTICLE XII - SALARIES 24

ARTICLE XIII - METHOD OF PAYMENT 25

ARTICLE XIV - FRINGE BENEFITS 26

ARTICLE XV - SABBATICAL LEAVE 29

ARTICLE XVI - LEAVES OF ABSENCE 32

ARTICLE XVII - ILLNESS 34

ARTICLE XVIII - RETRENCHMENT 34

ARTICLE XIX - ACADEMIC ORGANIZATION 36

ARTICLE XX - GRIEVANCE PROCEDURE 40

ARTICLE PAGE NO.

ARTICLE XXI - NO STRIKE - NO LOCKOUT 43

ARTICLE XXII - ALTERATION OF AGREEMENT 43

ARTICLE XXIII - DURATION 43

APPENDIX A - CRITERIA FOR FACULTY PERFORMANCE

APPENDIX B - FACULTY ANNUAL REPORT

APPENDIX C - DEPARTMENT HEAD'S/DIVISIONCHAIR'S/DEANS ANNUAL REPORT

APPENDIX D - EVALUATION OF ADMINISTRATORS

APPENDIX E - SABBATICAL LEAVE APPLICATION FORM

APPENDIX F - STUDENT EVALUATION INSTRUMENT

PREAMBLE

The Board of Trustees, hereafter called the Board, andthe Rhode Island School of Design Faculty Association (NEARI/NEA), hereinafter called the Association, enter into thisagreement with the hope that its implementation will preservethe ability of the College to serve itth constituents.

It is recognized that the faculty has a responsibilityin such fundamental areas as curriculum, subject matter andmethods of instruction, research, faculty status, and thoseaspects of student life which relate directly to the educa-tional process. However, the final decision in these areasrests with the Board of Trustees.

ARTICLE I

RECOGNITION

The Board recognizes the Association as the collectivebargaining representative of all full-time faculty, profes-sional librarians and department heads employed by the Board atits Providence, Rhode Island location in accordance with thecertification of representative issued in National Labor Rela-tions Board Case No. 1-RC-15, 611 on May 4, 1978.

ARTICLE II

MANAGEMENT RIGHTS

All management functions and responsibilities whetheror not exercised by the Board prior to the execution of thisAgreement are resel.ved exclusively to the Board, except to theextent that the same are expressly restrict-ed by a specificprovision.of this Agreement. It is agreed that the Board re-tains the right to establish and enforce reasonable rules andpersonnel regulations relating to the duties and responsibili-ties of faculty and their working conditions which are notcontrary to this Agreement.

ARTICLE III

DUES DEDUCTION AND AGENCY FEE

A. It is recognized that the negotiation and adminis-tration of this Agreement entails expenses which should beappropriately shared by all faculty members and librarians whoare beneficiaries of said Agreement. To this end, if a facultymember.or librarian does not join the Association in accordancewith its constitution and Bylaws, and/or execute an authoriza-tion for dues deduction, such unit member will, as a conditionof employment by the Board, execute authorization for the de-duction of a sum as certified by the Executive Secretary of theNational Education Association/RI to the President of RhodeIsland School of Design on or before August 15 of each schoolyear, which sum will be forwarded to the Association. Such sumwill not exceed the annual membership fee of the RISD/NEARI/NEAand shall be deducted in the same manner as for a regular mem-ber.

B. The Board shall annually in September provide theAssociation with a list of all full-time faculty members andshall promptly notify the Association of the name of any addi-tional full-time faculty member employed during the academicyear.

C. The Board shall make deductions monthly forRISDFA/NEARI/NEA dues from the wages of those who authorizethis procedure, and forward same monthly to the treasurer ofNEARI.

D. The Board shall inform all new full-time facultymembers and librarians at the time of the commencement of theiremployment of the requirements of Paragraph A above and requireeach new full-time faculty member to sign the agency fee ordues deduction form as part of the personnel sign-in procedure.

ARTICLE IV.

RIJHTS OF THE ASSOCIbTION

A. A Member of the bargairv.,r, -lt shall not engagein activities which will interfere with the proper performanceof his/her duties, the duties of any member of the bargainingunit, or any other employee of the College. Designated repre-sentatives of the Association from the Executive Committee, theGrievance Representatives, ani the State Association Represent-ative shall have the right to conduct official bargaining unitbusiness on tha Rhode Island School of Design campus. Associa-tion activities shall not interrupt normal college operations.

B. The Association at the request of its President.shall be permitted to use college facilities such as type-writers, duplicating machines, xerox machines and meetingsrooms, if available, provided, however, that any cost of usingthese facilities will be borne by the Association. The Asso-ciation shall be permitted to use faculty mailboxes.

C. Reasonable requests for factual data directlyrelevant to wages, hours and conditions of employment necessaryto the Association in the administration of this agreement willbe honored. Requests for such data shall be made in writing bythe President of the Association to the Vice President forAcademic Affairs.

D. The Board shall provide a 4' x 8' cork-surfaced

bulletin board for the use of the Association, this board to beinstalled in the Faculty Lounge.

E. The library representative, as a member of theExecutive Committee, will be given release time to attend Asso-ciation meetings if such meetings occur during his/her normalworking hours.

F. The Board will furnish an office for the joint useof the RISD Faculty Association and the RISD Part-Time FacultyAssociation. The selection of an appropriate office space andlocation shall he at the discretion of the Board and shall besubject to change depending upon current college space require-ments. Use of the office shall be subject to all College poli-cies, rules and regulations pertaining to faculty and adminis-trative offices. The Board's obligation to furnish an officeshall be coextensive with and limited to the duration of theFaculty Association's obligations under Article XXI.

ARTICLE V

RIGHTS OF INDIVIDUALS

A. Academic Rights. The parties to this Agreementendorse the following statement concerning academic freedom:

1. Each faculty member and librarian is entitledto full freedom in research and creative work and in the pub-lication and exhibition of the results.

2. Each faculty member is entitled to freedom inthe classroom, library, and studio in discussion of his/hersubject, but he/she should be careful not to introduce intohis/her teaching controversial matter which has no relation tothe subject. The intent of the preceding sentence is not todiscourage what is "controversial." Controversy is at theheart of the free academic inquiry which this statement isdesigned to foster. The passage serves to underscore the needfor the teacher to avoid persistently introducing materialwhich has no relation to his/her subject. At Rhode IslandSchool of Design there are no limitations of academic freedombecause of religious or other aims of the institution.

3. When a faculty member or librarian speaks orwrites as an individual he or she is free from institutionalcensorship or discipline. His/her position as a member of aninstitution of higher learning imposes the obligation to make

clear that he or she is not an institutional spokesperson.Hence he/she should at all time be accurate, should exerciseappropriate restraint and should show respect for the opinionof others.

B. Personal Rights. The parties to this Agreementendorse the following statement regarding personal rights:

1. All unit members shall be free to become ornot to become members of the Association. No unit member maybe discriminated against by the Association or the Board be-cause of his/her choice to become or not to become a member ofthe Association.

2. No faculty member or librarian shall be dis-ciplined without just cause.

ARTI2LE VI

PERSONNEL FILES

A. Personnel Office Files. The personnel officeshall maintain one file for each member of the collective bar-gaining unit. This file shall contain information relating tosalaries, fringe benefits, health records, and copies of ap-pointment letters.

B. Divisional Office File. The division chairperson,or dean where appropriate, shall maintain one file for eachfull-time faculty member assigned to a particular division.The head of the library shall maintain a file for unit memberswho work in the library. This file shall be organized inyearly folders and contains evaluations reports, copies ofletters of appointments, correspondence, letters of referenceand other documents pertinent to the performance of the bar-gaining unit member.

C. Academic Affairs Office File.

1. The office of the Vice President for AcademicAffairs shall maintain a file for each member of the collectivebargaining unit. This file shall be organized in yearlyfolders and contains:

a. evaluation reports;

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b. materials in connection with any appointment,reappointment, promotion, sabbatical leave, or leaveof absence and other documciAs pel:tinent to the per-formance of the bargaining unit member;

c. correspondence and letters of reference;

d. reappointment file.

2. Reappointment file. Whenever a faculty member iseligible for reappointment, sabbatical leave, or promotion, afile (i.e. the dossier referred to in Article VII B.2.) will becreated. When this process is complete, the entire file isreturned to the Academic Affairs office files. This file shallconsist of all material directly relating to the reappointment,promotion or sabbatical leave of a faculty member. The con-tents of the reappointment file include:

able;

a. material submitted by the unit member;

b. department reports on faculty, where applic-

c. division chairperson's reports on faculty;

d. recommendations by the Vice President forAcademic Affairs to the President concerning the unitmember.

D. General Provisions.

1. A bargaining unit member may examine any one ofhis/her files during normal office hours and make notes of thecontents of his/her file.

2. Bargaining unit members after reviewing theirfiles may, if they wish, respond to the contents therein.

3. Anonymous material may not be included in any file.

4. Copies of the files' contents will be provided atcost to a bargaining unit member upon request.

5. Supporting illustrative material submitted by theunit member in connection with any appointment, reappointment,promotion, sabbatical leave, or leave of absence shall be madeavailable to be picked up by the unit member following noticeof official action in his/her case. In the event of an adverse

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decision on reappointment or promotion the said illustrativematerial shall be retained in the file unless the faculty mem-ber agrees in writing, when the material is withdrawn, to makethe illustrative material available at any future appeal hear-ing involving the adverse decision.

6. Information may be subtracted from a file bymutual agreement of the unit member and the Vice Presie71nt forAcademic Affairs.

ARTICLE VII

FACULTY APPOINTMENTS AND REAPPOINTMENTS

A. General

1. Initial full-time appointments to the faculty arenormally made for one year. Notice of reappointment for thefollowing year, again a one-year appointment, or notificationthat no new appointment will be offered, will be made by March15 during the first year of service. During the second year ofservice, notice of reappointment for a first three-year ap-pointment, or notification that no new appointment will beoffered, will be made by December 15. During the second yearof the first three-year appointment, notice of reappointment toa second three-year appointment, or notification that no newappointment will be offered, will be made by March 15. Duringthe second year of the second three-year appointment, notice ofreappointment to a five-year contract, or notification that nonew appointment will be offered, will be made by March 15.There are no limits to the number of five-year appointmentsthat a faculty member may receive, provided, however, mandatoryretirement is required at the end of the academic year in whichthe instructor reaches the age of seventy. Consequently, thefinal appointment shall be for a period ending with the aca-demic year in which the instructor reaches seventy. During thefourth year of a five-year appointment, notice of reappointmentto another five-year contract, or notification that no newappointment will be offered, will be made by March 15. Theawarding of an appointment of any length in no way impliesautomatic subsequent appointments.

2. It is expressly understood that in order to beentitled to a renewal of a contract, the faculty member mustdemonstrate a high degree of excellence against the Criteriafor Faculty Performance. Competency alone is not sufficientfor renewal of a contract.

3. There shall be a probationary period of seven (7)years during which the faculty member shall not have any rightof appeal or arbitration of a decision not to renew his or hercontract. For faculty members whose appointment and teachingbegan in or prior to the 1983-84 academic year, the applicableprobationary period shall be five (5) years and the sequence ofcontracts shall be governed by Article VII, A.1. of the 1982-84Collective Bargaining Agreement. After the probationaryperiod, the Board shall have the burden of proving cause, asapplied to the Criteria for Faculty Performance as'conditionedby paragraph A.2. above, for the nonrenewal of a contract.

4. Initial appointments of faculty members with ex-perience may be made at any level of the contract sequenceoutlined in paragraph A.1. above provided, however, thr., Boardshall make no appointment which results in a probationaryperiod of less than four (4) years.

B. Process

1. Annual Review, Faculty members are to be evalu-ated annually by department heads and division chairpersons.These evaluations are to include individual conferences betweenthe faculty member and his/her immediate superior(s) whosewritten critique(s) will conform to the evaluation forms andprocedures contained in Appendices B and C. These conferencesand the completion of the written record of the materialcovered will be scheduled in accordance with established reviewchronology.

2. Reappointment Review. Reappointment review is amore formal process. Faculty are appointed for one, three orfive year periods in accordance with an established sequence oftwo one-year, two three-year and unlimited five-year appoint-ments. Each appointment requires timely review in accordancewith a determined schedule so that notice of action is receivedwell in advance of the effective date. Each review requiresevaluation by the appropLlate department head, division chair-person, the Committee on Faculty Appointment, the Vice Presi-dent for Academic Affairs and finally the recommendation of thePresident to the Board.

The review process is initiated by the Vice Presidentfor Academic Affairs by the publishing and distribution of alist of reappointment candidates for consideration during theacademic year. A faculty member affected will then prepare adossier of materials in support of his/her reappointment.After individual conferences between the affected faculty mem-

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ber and his/her department head and the division chairperson,they will prepare written evaluations which will conform to theevaluation forms and procedures contained in Appendices B and C.

3. Waivers. A faculty member who has successfullycompleted the probationary period will, at the time of succeed-ing reappointment reviews, be granted a waiver from the re-quirement of preparing a dossier and will automatically bereappointed unless, during the annual reviews (conducted pur-suant to paragraph B.1. above) since the faculty member's lastreappointment, more than one (1) annual evaluation by the divi-sion chairperson contains a finding in the same area that thefaculty member failed to perform at a high degree of excellenceagainst the Criteria for Faculty Performance (Appendix A), inwhich case the normal procedures for reappointment review(paragraph B.2.) shall apply. The failure to be granted awaiver shall not be construed as an automatic recommendationfor non-renewal.

4. Committee on Faculty Appointments Review. Follow-ing receipt of all pertinent materials the Committee on FacultyAppointments reviews the case in accordance with Sections C-3through C-7. The Administration then makes its decision.

5. Critical Probationary Review. While it is recog-nized that all reappointment reviews are important, it isunderstood that the reappointment review which normally occursin the second year of a faculty member's second three-yearappointment is particularly critical inasmuch as that re-appointment would signify the completion of the probationaryperiod. In all such critical probationary reviews, the Com-mittee on Faculty Appointments and the Administration must takeparticular care to ensure the continued high caliber of thefaculty and, therefore, the Vice President for Academic Affairsand/or The CFA may make additional timely requests for data andinformation, including letters of recommendations by faculty orprofessionals from outside the RISD community.

C. Committee on Faculty Appointments (CFA).

1. The Committee on Faculty Appointments. Facultymembers are subject to annual and reappointment review proce-dure at appropriate departmental, divisional and administrativelevels. An integral part of faculty reappointment is peerreview by the Committee on Faculty Appointments (CFA).

The CFA shall review all reappointments, promotion,and sabbatical leave requests. The CFA reviews materials pre-

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sented to it and listens to presentations of each case made bythe appropriate Division Chairperson.

2. Committee Membership and Procedures. The Com-mittee on Faculty Appointments is composed of seven (7) full-time members of the faculty, all having a minimum of six (6)years of service at Rhode Island School of Design and being ofthe rank of assistant professor or higher, five of whom areelected by the faculty at large to serve three-year staggeredterms with not more than one from each division (if at any timethere are less than five divisions, then at least one from eachdivision) and two, exclusive of department heads or divisionchairpersons, appointed by the Vice President for AcademicAffairs for one-year terms. The faculty shall also elect atlarge one alternate from each of the divisions from which aregular CFA member has been elected, to serve when the regularmember from that division:

a. is being considered, in the CFA hearings, forreappointment, promotion, sabbatical leave;

b. is a department head and a member of his/herdepartment is being considered in the CFA hearings;

c. is concerned about a possible conflict of interestand wishes to withdraw from a particular pending case;

d. is on a sabbatical leave or leave of absence.

The need for the attendance of an alternate must bedetermined by the CFA in ample time, in every instance, for thealternate to be notified and to make arrangements to attend thedesignated meetings.

The Vice President for Academic Affairs is the non-voting chairman for the CFA.

3. A recording secretary, competent in shorthand,shall be engaged to prepare comprehensive minutes of each CFAsession. These confidential minutes, as written or as amended,are approved by vote of the CFA. All CFA deliberations must beheld in strictest confidence and shall not, with the exceptionof the secret ballot vote tally, be subject to disclosure dur-ing the arbitration process (although nothing herein shall beconstrued as to prevent a member of the CFA from testifying onmatters other than deliberations of the CFA).

Copies of the minutes concerning each individual can-didate for reappointment, promotion, or sabbatical leave willaccompany the Vice President for Academic Affairs' recommenda-tion to the President. In cases of an arbitration hearing, acopy of the appropriate minutes will be provided to the facultymember concerned. All minutes will be filed as part of thepermanent record of the CFA.

In cases where a non-probationary faculty member didnot receive a reappointment review waiver, that faculty membermay arrange for a stenographic record of the testimony andother evidence presented to the CFA (but not of the CFA deli-berations, which are strictly confidential).

4. The Vice President for Academic Affairs shallprovide the CFA at its first September meeting each year, withup-to-date statistics on all members of the full-time facultywith respect to years in service at Rhode Island School ofDesign in total, current rank and appointment status, time incurrent rank, and most recent sabbatical leave and leave ofabsence taken. A copy shall be forwarded to the President ofthe Association.

5. In all cases involving reappointment, promotion,sabbatical leave of members of the faculty, the CFA reviews thematerial presented to it, listens to the presentation of eachcase by the appropriate division chairperson and can seek addi-tional input by requesting others to meet with the committee.A faculty member who wishes to make a presentation in his/herbehalf may do so. Faculty who have been recommended for non-reappointment by their department head and/or division chair-person will be required to appear before the CFA. The CFA thendiscusses each case on its merits.

6. Following the completion of the CFA hearing on anindividual case the CFA votes by way of secret paper ballot toendorse or reject the recommendation of the division chair-person. The Vice President for Academic Affairs writes arecommendation to the President which is discussed with the CFAbefore transmission to the President.

7. No anonymous material may be used in the review.This does not preclude the use of mutually agreeable studentevaluation instruments.

8. _LEE2A1

a. A faculty member in the probationary period shallhave no right of appeal of a decision not to renew his orher contract.

b. After the probationary period, in the event of anadverse decision on the renewal of a contract, the facultymember shall have a right of de novo review by an arbitra-tion panel and he/she will be provided with the minutes ofthe CFA which are applicable to the appellant. The facultymember appeuling the decision not to renew his/her contractmust notify the President in writing that he/she is appeal-ing the decision not to renew within twenty (20) calendardays of receipt of notice of nonrenewal. The arbitrationpanel shall be composed of one member appointed by theAssociation and one member appointed by the President withthe appointed members selecting an additional member of thearbitration panel. If the two are unable to agree on theselection of a third member, he/she will be selected inaccordance with the Voluntary Rules of the American'Arbi-tration Association. The Arbitration Panel shall reviewthe entire record of the renewal proceedings and make itsdecision based upon the record and evidence given at thehearing. The faculty member may be assisted by NEARI coun-sel at any hearing before the Arbitration Panel. The Boardshall have the burden *of proving cause as applied to theCriteria for Faculty Performance as conditioned by Para-graph A.2. above for the nonrenewal of a contract.

D. A faculty member may be terminated during the termof his or her appointment for just cause. A faculty member whohas been terminated for just cause may appeal the terminationby notifying the President of Rhode Island School of Design inwriting within twenty (20) calendar days of his or her termina-tion that he/she appeals the termination. The appeal shall beheard and determined by an appellate board which shall be com-posed of one member appointed by the faculty member and onemember appointed by the President with the appointed membersselecting a third member of the Appellate Board. If the twomembers are unable to mutually agree upon tne selection of thethird member, the third member shall be selected in accordancewith the procedures of the American Arbitration Association.The Board shall have the burden of proving just cause. Thedecision of the Appellate Board shall be final and biriing.

E. Librarian Review Procedures

1. Librarians will follow the current process ofannual review. Each librarian will hold an individual confer-ence on the anniversary of their initial appointment, with theDirector of the Library who then prepares a written evaluationof the librarian. This evaluation is given to the librarianbefore transmission to the Vice President for AcademicAffairs. The librarian affected may append a rebuttal to thisevaluation, with the evaluation and appended material (if any)placed in the librarian's file.

2. A librarian who has served a probationary periodof five (5) years may be terminated for just cause. Alibrarian who has been terminated for just cause may appeal thetermination by notifying the President of Rhode Island Schoolof Design in writing within ten (10) calendar days of his orher termination that he/she appeals the termination. The ap-peal shall be heard and determined by an arbitration panelwhich shall be composed of one member appointed by the associa-tion and one member appointed by the President with the ap-pointed members selecting a third member of the ArbitrationPanel. If the two members are unable to mutually agree uponthe selection of the third member, the third member shall beselected in accordance with the procedures of the AmericanArbitration Association. The Board shall have the burden ofproving just cause. The decision of the Panel shall be finaland binding. The librarians currently employed will be pro-tected by the above just cause provision.

F. Chronology

1. ARRointment Chronology. A timetable for annualreviews, reappointment reviews and for submission and action onpromotions, sabbatical leaves and leaves of absence will bestipulated and printed in September of each year in accordancewith established procedures. This shall be the responsibilityof the Vice President for Academic Affairs in consultation withthe CFA.

2. Annual Reviews. These reviews will be completedduring the month of April each year.

3. Sabbatical Leaves and Leaves of Absence. Applica-tion for leaves are to be submitte to t e CFA and the VicePresident for Academic Affairs as follows:

Sabbatical Leave. A reasonable time in advance,usually 18 months frraTiince of the effective date of the sab-batical leave.

Leaves of Absense. By March 15 of the year precedingthe intended leave, exceptions will be made allowing leave onshorter notice if the following conditions apply:

a. opportunity for leave arises without suffi-cient time to meet deadlines; and

b. arrangements can be made for covering coursesduring time of leave.

4. Promotions. Application3 or recommenuations forpromotions are to be submitted to the CFA and the Vice Presi-dent for Academic Affairs by November 14 for consideration thatacademic year. The CPA's lists of faculty eligible and non-eligible for promotion are to be formulated after November 15but by January 1 of the academic year. Notice of action willbe given at least thirty (30) days before commencement.

G. Term Appointments.

When appointments are made to fill temporary absencesof far,ulty members who are on sabbatical leave, leaves ofabsence, sick leave, parental leave, or have been assignedoff-campus duties or during the time that a search to fill theposition is being conducted, the appointment shall be for nolonger than one academic year and shall specify the time periodand the faculty member replaced. These appointments shall beat the rank of instructor, assistant professor, associate pro-fessor, or professor. Term appointees have all the duties andobligations of full-time faculty members, and receive the samefringe benefits as full-time faculty members on one-yearappointments. When a term appointee is offered a regular ap-pointment following the required search, his/her time spent asa term appointee shall be counted towards entitlement to promo-tion and sabbatical leave. Should a term appointee be con-sidered for a second or any subsequent term appointment, thenhis/her consideration for this second or any subsequent termappointment is to be reviewed by the CFA.

H. Orientation.

The Administration shall conduct an annual orientationprogram for the CFA, department heads, division chairpersons,and Director of the Library concerning the policies and proce-

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dures contained in this Article, the Criteria for Faculty Per-formance, and the evaluations instruments appended to the con-tract. The Faculty Association shall be permitted to partici-pate in and make a presentation during this program.

I. Faculty/%dministrators.

A faculty member who leaves the batgaining unit toserve in the administration or newly appointed administratorswith faculty rank who have not completed their probationaryperiod shall have their time remaining on probation frozenuntil they return to or enter the bargaining unit. Faculty whohave completed their probationary iod and who leave thebargaining unit to serve in the administration shall, at thetime they leave the administration, have all rights of a bar-gaining unit member under this contract.

J. European Honors Program.

A faculty member, who leaves the bargaining unit toserve in the College's European Honors Program shall have theright to return to the bargaining unit at the same level in theappointment sequences that he/she left. Upon the faculty mem-ber's return to the bargaining unit, his or her service withthe European Honors Program shall be considered as continuousservice to the College for purposes of promotions, sabbaticalleave, and retrenchment. Upon return, base salary and benefitsshall be determined as if the faculty member had never left thebargaining unit.

ARTICLE VIII

PROMOTIONS

The Rhode Island School of Design recognizes the nor-mal academic ranks for members of the Full-Time Faculty:Instructor, Assistant Professor, Associate Professor, and Pro-fessor.

Consideration for Promotion will be based on:

Formal request for promotion by the faculty member orrecommendation of his/her Division Chairman or by the VicePresident for Academic Affairs.

A. A Faculty member at the rank of Instructor mayrequest promotion to Assistant Professor at any time.

B. An Assistant Professor may request promotion toAssociate Professor any time after five years at the rank ofAssistant Professor.

C. An Associate Professor may request promotion toProfessor any time after five years at the rank of AssociateProfessor.

D. Applicants not placed on the Committee on FacultyAppointments promotion list shall wait at least two yearsbefore reapplying.

E. For incoming faculty, the administration maycredit time in rank at another institution to establish theirpromotion chronology at Rhode Island School of Design.

F. When considering promotion, the Department Head,Division Chairperson, Committee on Faculty Appointments andVice President for Academic Affairs must consider the distribu-tion of ranks within the Department or Program, Division andthe Full-Time Faculty as a whole.

G. The Committee on Faculty Appointments will indi-cate those people who should be promoted and those who shouldnct be promoted. The Committee on Faculty Appointments willindicate in order of priority, for each academic rank withineach division, the faculty who should be promoted. Such rank-ings will be forwarded to the Vice President for AcademicAffairs who will then use them in considering his/her recom-mendation to the President.

H. Each member of the Committee on Faculty Appoint-ments will receive a copy of these lists. The Vice Presidentfor Academic Affairs, in notifying promotion applicants of hisor her recommendation, will indicate whether the Committee onFaculty Appointments had put that individual faculty member onthe lists of approved promotion or the list of non-approved.Faculty who wish to know where they stand on these lists ofpositive recommendations from the Committee on Faculty Appoint-ments may ask either the Vice President for Academic Affairs orany member of the Committee on Faculty Appointments.

I. Notification. Announcement of promotion by thePresident will be sent in writing to the faculty member af-fected at least thirty (30) days before commencement. Asimultaneously issued public notice will list the number ofpromotions to each rank by division followed by the names ofthose promoted.

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J. Faculty members whose appointment and teachingbegin after July 1, 1984 must be promoted to Associate Pro-fessor, if they have not already been promoted, simultaneouslywith the awarding of their first non-probationary five-yearcontract.

R. No faculty member shall have the right to appealunless he or she, at the time of the announcement of promo-tions, is the highest remaining applicant in each rank on theCommittee on Faculty Appointments list of approved promotionsfor his or her respective division and is skipped over, andeither someone below him or her on that division's list ispromoted or someone in the division who was not recommended forpromotion by the Committee on Faculty Appointments is pro-moted. In this event, the person skipped over may appeal to anArbitration Panel within thirty (30) days of the President'sannouncement. The Arbitration Panel shall be composed of threemembers appointed in the same manner as the Arbitration Panelprovided for in Article VII C 8.b. The Panel shall determinewhether the appellant should have been promotld instead of thepromoted faculty member who was below the appellant on thedivision's list or someone not recommended for promotion by theCommittee on Faculty Appointments. If the Panel decides infavor of the appellant, then in that event, the appellant re-ceives promotion. The decision of the Arbitration Panel shallbe final and binding.

L. Restriction: No promotions in faculty rank willbe made at Rhode Island School of Design which have not comebefore the Committee on Faculty Appoifitments in accordance withthe procedures outlined in this section. Administrators whohold faculty rank must apply or be recommended for promotion inaccordance with the schedule and procedures outlined in thisArticle. They shall be evaluated annually by the Vice Presi-dent for ACademic Affairs in accordance with Appendix A, theCriteria for Faculty Performance, and the forms and procedurescontained in Appendices B and C. The specific weight assignedto the areas and sub-areas of Appendix A, in terms of permis-sible ranges, shall be determined by the Vice President forAcademic Affairs in consultation with the Administrator andshall proportionately reflect the ratio of the administrator'sassigned teaching/administrative responsibilities. While it isrecognized that the quantity of teaching and professional workby administrators may be less than regular full-time faculty,administrators must demonstrate the same high degree of excel-lence in those areas as regular faculty.

M. Promotion of Librarians: The Rhode Island Schoolof Design recognizes status for librarians in the form of thefollowing ranks: Librarian I, Librarian II, Librarian III, andLibrarian IV.

1. Librarians may request or be considered for apromotion as follows:

a. Librarian I may request or be considered fora promotion to Librarian II after two years in rank.

b. Librarian II may request or be considered fora promotion to Librarian III after five years in rank.

c. Librarian III may request or be consideredfor a promotion to Librarian IV after five years inrank.

2. Promotions shall be determined by a committeeconsisting of the Director of the Library and all departmentheads within the library exclusive of the librarian requestingpromotion. The Director of the Library shall forward allrecommendations and documentation to the Vice President forAcademic Affairs who in turn shall forward the material re-ceived plus his/her recommendation to the President. ThePresident shall make the final decision.

3. Consideration for promotion will depend upon:

a. Formal request for promotion by the librarianto the Director of the Library.

b. Confirmation by the Director of the Librarythat the librarian is eligible.

4. The factor weighed most heavily will be perfor-mance as based on the annual review. Other considerationstaken into lesser account for promotion will be relevant RhodeIsland School of Design service outside the library and profes-sional activities. For consideration of promotion to the rankof Librarian IV, the emphasis will shift accordingly withheavier weight placed on professional involvement outside thelibrary through committee work in professional organizations,special awards, and publications.

5. Procedure.

a. Upon confirmation of eligibility, the Direc-tor of the Library will arrange to meet with depart-ment heads within the library at a mutually agreeabletime. The librarian being considered for promotionmay give the Director of the Library any letters ordocumentation which he/she deems relevant. No anony-mous material may be accepted. Once the Director ofthe Library and department heads have reached deci-sions by secret ballot, the Director of the Librarywill forward the request for promotion along with his/her recommendation, the majority vote of the depart-ment heads, and any accompanying documentation to theVice President for Academic Affairs.

b. The Vice President for Academic Affairs shallforward all material received along with his recom-mendation to the President.

c. The President shall make the final decisionand notify the librarian in writing no later than theend of the academic year in which the request forpromotion was made as to whether or not the promotionis granted.

d. Appeal. If a librarian has been denied apromotion preceded by a favorable recommendation bythe Director of the Library, he/she may file anappeal. Such an appeal must be filed within thirtydays of official notification from the President. Theappeal shall be heard and determined by an appellateboard which shall be composed of one member appointedby the librarian and one member appointed by thePresident, with the appointed selecting a third memberof the appellate board. If the two members are unableto mutually agree upon the selection of the thirdmember, the third member shall be selected in accord-ance with the procedures of the American ArbitrationAssociation.

ARTICLE IX

OUTSIDE PROFESSIONAL ACTIVITIES

It is assumed that members of the faculty of the RhodeIsland School of Design are contributing members of a larger

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professional community. Faculty members are expected to parti-cipate in undertakings which will advance their art, design orother professional activity. The following considerations,however, apply to a full-time faculty member's engagement inoutside professional activities.

A. A faculty member on a full-time appointment has aprimary obligation to the College. As such, each faculty mem-ber has the responsibility to devote his/her primary effort toteaching, advising students, committee assignments and otherduties related to his/her department, program, division, andthe College. Outside professional activities, whether gainfulor not, are not to interfere with these responsibilities.

B. A full-time faculty member is expected to partici-pate in outside professional activities provided that suchactivities:

1. contribute to that faculty member's betterunderstanding of his/her field(s) and therefore furthers his orher effectiveness as a teacher and contributes to his/hergrowth as an artist, designer or scholar; and

2. do not infringe upon or interfere with thefaculty member's primary responsibility to the Rhode IslandSchool of Design. The purpose of these provisions is to avoidthe likelihood that other teaching or outside professionalactivities will detract from the faculty member's commitment tothe Rhode Island School of Design.

C. Each full-time faculty member shall keep his/herrespective Division Chairperson informed of his/her outsideprofessional activities. Questions arising out of specialcircumstances or considerations should be taken to the VicePresident for Academic Affairs for resolution.

Faculty on full-time appointment shall not teach aregularly scheduled course at another institution of highereducation during the regular academic year without prior ap-proval of the Board.

Faculty on full-time appointment shall not initiateor significantly increase outside professional activity withoutprior notification to the appropriate Division Chairperson. Ifthe division chairperson believes that the extent of this out-side professional activity may violate the provisions of para-graph B above, the chairperson may direct, in writing, that thefaculty member take necessary steps to make sure that his/her

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outside professional activity does not violate paragrap:1 B,above.

D. In outside enterprises, whether compensated ornot, faculty members should not:

1. violate Rhode Island School of Design patentpolicy; or

2. permit an outside agent to have preferredposition with respect to information emanating from RhodeIsland School of Design activities.

E. In outside professional activities, a facultymember should not commit corporation materials, facilities,students, or personnel for the gain or benefit of an outsideenterprise. Upon approval of the Vice President for AcademicAffairs and the President however, limited use may be made ofmaterials, facilities, and secretarial assistance for serviceto professional societies in one's discipline and in connectionwith professional assistance to government and other types ofpublic service.

F. In outside professional activities, a facultymember should take care not to affect adversely either thefaculty member's own independence or the integrity of the RhodeIsland School of Design. Under no circumstances shall he/sheaccept any outside position that would tend to create conflictsof interest with his or her position with Rhode Island Schoolof Design.

ARTICLE X

WORKLOAD

Throughout the term of this contract, during the aca-demic year, full-time faculty shall perform duties that includethe following:

A. Instruction in regularly scheduled classes of thestandard RISD contact workload. This standard contact workloadshall consist of nine (9) contact hours per week for lecture orseminar classes, or fifteen (15) contact hours per week forstudio classes. The teaching of more than nine (9) contacthours per week for lecture or seminar classes or fifteen (15)contact hours per week for studio classes shall be voluntary.In the event that a faculty member voluntarily teaches more

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than the nine (9) contact hours per week for lecture or seminarclasses or fifteen (15) contact hours per week for studioclasses, the teaching load for that faculty member shall bereduced at some time during the academic year by a number ofcontact hours equal to the number of contact hours in excess ofthe standard contact hours for which the faculty member volun-teered. If it is not feasible to adjust for the overload dur-ing the current academic year then, in that event, the adjust-ment will be made in the succeeding academic year. Facultymembers may not be required to teach classes over more thanfour (4) days per week. This instruction requirement is inaddition to all related class preparation, evaluation of stu-dents, supervision of class field trips, and other class re-lated activities.

1. Up to three (3) independent study courses persemester and winter session as student demand and the qualityof student proposals require, at the discretion of the facultymember.

2. Service as advisor to senior thesis projectsand second year graduate thesis projects as required.

3. Supervision of graduate assistants as re-quired.

4. Service as critics of student work whennecessary for student development.

5. Out-of-class student counseling consisting ofthree (3) posted hours per week. Division chairman will makeevery effort to identify space for counseling. .Regular advis-ing of students on academic matters as required.

6. Counseling other professors' students andparticipation in other professors courses as necessary forstudent development and by mutual agreement between professorsinvolved.

7. Work with student groups as student demandand the quality and relevance of the proposed activity require.

8. Service on two (2) Rhode Island School ofDesign committees, if called upon, and related administrativeduties. Service on more than two (2) Rhode Island School ofDesign committees is on a voluntary basis.

9. Participation in new course and curriculumreview and development, and assistance at registration as re-quested by his/her Division Chairperson.

10. Outside community and professional activityas stipulated in the provision on outside professional activity.

11. The academic year shall begin on FacultyConvocation and continue, excluding vacation periods and holi-days designated in the school calendar, through the second dayafter Commencement. There shall be a break of four (4) calen-dar days between the end of winter session and the beginning ofsecond semester. Commencing in the 1983-84 academic year thereshall be a oreak of seven (7) calendar days between the end ofwinter session and the beginning of the second semester.

12. Full-time faculty shall attend Faculty Con-.vocation, Commencement, faculty meetings, division and depart-ment meetings and other college related meetings as may becalled by the President or Vice President for Academic Affairsfrom time to time.

13. Teaching schedules shall be assigned on afair and equitable basis.

ARTICLE XI

LIBRARIANS

A. Librarians shall have a 35-hour work week exceptfor a 32 1/2 hour work week during June, July, and August. Thework week for full-time librarians shall be Monday throughFriday and shall not commence before 8:30 a.m. or extend beyond5:30 p.m.; provided, however, that full-time librarians may oerequired to work any hours and any days including weekend daysif they are hired with that understanding.

B. Holidays,. Librarians are entitled to the follow-ing holidays: Labor Day, Thanksgiving Day and the followingday (if the library is closed on said day), Memorial Day,Independence Day, Victory Day, Christmas Day and the day fol-lowing (if the library is closed on said dayt, New Year's Dayand the day following (if the library is on said day),Columbus Day and Veterans' Day. Should the be open onColumbus Day or Veterans' Day, the librarian wr.-riting on thisholiday will be entitled to replace it with a compensatoryvacation day.

C. Vacation. Following one complete fiscal year ofservice, full-time librarians are entitled to twenty vacatiuudays exclusive of holidays listed above. At least ten of thesedays must be taken during June, July, or August. For each yearof service beyond the fifth, one additional vacation day shallaccrue through the tenth year. Vacation time may accrue fromone year to the next but not in excess of twenty-five days.

D. Sick Leave. Librarians shall be entitled to tendays of sick leave per year. Unused sick leave will accumu-late, but not to exceed sixty days.

E. Personal Leave. Librarians shall be entitled totwo personal days per year.

ARTICLE XII

SALARIES

A. Librarians

1. Effective July 1, 1986, librarians covered by thisAgreement with at least three (3) years prior experience and aMLS degree shall be paid a salary no less than the minimum basesalary for Assistant Professors.

2. Effective July 1, 1986, librarians covered by thisAgreement with more than seven (7) years continuous service atRISD shall be paid a salary no less than the minimum basesalary for Associate Professors.

3. During the three (3) years of this Agreement,salaries for presently employed librarians shall be in accord-ance with Schedule A to this Agreement.

B. Full-Time Faculty Members

1. During the three (3) years of this Agreement, thefollowing minimum base salaries are established:

Assistant Professor:Associate Professor:Professor:

$20,000.00 per year$26,000.00 per year$32,000.00 per year

2. Base salaries for presently employed full-timefaculty for the 1984-85 academic year, effective July 1, 1984,shall be in accordance with Schedule B to this Agreement.

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3. Base salaries for the 1985-86 academic year,effective July 1, 1985, shall be increased by 6.75 percent o'erthe 1985-86 base salaries.

4. Base salaries for the 1986-87 academic year,effective July 1, 1986, shall be increased by 6.75 percent overthe 1985-86 base salaries.

C. Department Heads

1984-851985-861986-87

$1,500 stipend per semester*$1,750 stipend per semester*$1,750 stipend per semester*

*Or be released from one course per semester, exclud-ing Winter Session; as determined by the Vice President forAcademic Affairs in consultation with the department head.

D. Supervision of Graduate Assistants

$500 per year.

E. Salary Review Procedure

Aft individual bargaining unit member may request areview of his or her salary should unusual circumstances arisethat may warrant such a review. The faculty member's/librarian's request for a review must first receive the en-dorsement of his/her Division Chairperson and then the endorse-ment of the Executive Committee of the Faculty Association.Following the above endorsements, the Vice President for Aca-demic Affairs may or may not recommend an adjusted salary tothe President. The President may or may not approve of theVice President's recommendation. In the event that the Presi-dent approves an adjusted salary, such adjustment shall be putinto effect upon the final approval of the Executive Committeeof the Faculty Association.

ARTICLE XIII

METHOD OF PAYMENT

It is agreed that faculty will be compensated intwelve (12) monthly payments. If negotiations for a collectivebargaining agreement for the period commencing July 1, 1987,are being conducted during the months of July and August of1987, salary and fringe benefit payments for July and Augustwill be continued during this period. Newly appointed faculty

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members during their first academic year will be compensated inten (10) monthly payments commencing in September. TIAA re-tirement and long term disability benefits which normally beginafter one year of service will begin on July 1 following thefirst year of teaching for those faculty whose initial appoint-ment and teaching begins in September.

ARTICLE XIV

FRINGE BENEFITS

A. Health Insurance - Blue Cross/Blue Shield/MajorMedical 100.

Blue Cross/Blue Shield/Major Medical Plan 100 indi-vidual or family plan (365 hospital day maximum, $1 millionMajor Medical) will be paid by the College. Faculty andlibrarians may choose to join the Rhode Island Group HealthAssociation in place of the Blue Cross/Blue Shield insurancecoverage at a charge of the difference between the fee for theapplicable Blue Cross/Blue Shield/Major Medical plan 100 andthe applicable Rhode Island Group Health Association fee.Faculty members who retire before age 65 can elect to continuein the College's Blue Cross/Blue Shield group programs at theirown expense.

B. Group Disability Insurance program

1. If a full-time faculty member Or librarian becomesdisabled for more than one (1) week, Rhode Island School ofDesign will continue payment of his current base salary on thefollowing basis:

Within one year from dateemployment

After one year from dateof employment but lessthan two years

After two years from dateof employment but lessthan three years

After three years from dateof employment but lessthan four years

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One month pay lessTDI/Workers Compensationbenefits

6 months pay at 75% lessTDI/Workers Compensationbenefits

6 months pay at 80% lessTDI/Workers Compensationbenefits

6 months pay at 85% lessTDI/Workers Compensationbenefits

30

After four years from dateof employment but lessthan five years

After five years from dateof employment but lessthan six years

After six years from dateemployment

6 months pay at 90% lessTDI/Workers Compensationbenefits

6 months pay at 95% lessTDI/Workers Compensationbenefits

6 months pay at 100% lessTDI/Workers Compensationbenefits

Application of benefits under this program may not exceed atotal of six months in the event of a recurrence of the same orrelated illness or disability. The College pays the full costof this program.

2. When a full-time faculty member or librarian hasbeen totally disabled because of sickness or bodily injury forsix consecutive months, he or she will be covered by the TIAAGroup Total Disability Insurance Program subject to the termsand conditions of the TIAA Group Total Disability InsurancePolicy then in effect. This disability coverage is optionaland the College pays 50% of the premium of this program and 50%is paid by the full-time faculty member or librarian. Thisdisability coverage is also contingent upon the participationof the necessary percentage of eligible employees at RhodeIsland School of Design.

3. When a full-time faculty member or librarian goeson total disability, the College will continue to pay BlueCross/Blue Shield premiums.

4. Effective with the execution of this Agreement,the benefits under the TIAA Group Total Disability InsurancePolicy will be increased to sixty percent (60%) of the first$3,500 of monthly salary.

C. The Scholarship Aid Program

1. Sons and daughters of full-time faculty mem-bers and librarians employed continuously by the Rhode IslandSchool of Design for at least seven years exclusive of approvedleave are eligible for:

a. Attendance at the junior or evening schoolprograms with tuition remission, in accordance withSchedule C to this Agreement;

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b. Up to five (5) years remitted tuition in theundergraduate program at Rhode Island School of Designprovided that:

(1) the student follows a prescribed pro-gram for a degree;

(2) if the prescribed program is for lessthan five years, then the scholarship is limited tosuch lesser period;

(3) documentary evidence of performance isannually submitted to the Treasurer prior to August 1;and

(4) satisfactory performance is maintained.

c. For up to four (4) years, one-third (1/3)of the annual undergraduate tuition charge of the Rhode IslandSchool of Design will be remitted to an accredited institutionin which a faculty member or librarian's son or daughter isenrolled in an undergraduate program, subject to the conditionsenumerated in 1.b.(1), 1.b.(2), 1.b.(3) and 1.b.(4) above.

d. In the event of death of the faculty memberor librarian the above benefits will apply to the sonsand daughters of the deceased who are at the time ofthe parents death, enrolled in an undergraduate pro-gram.

2. Sons and daughters of full-time faculty mem-bers and librarians with three years but less than seven yearsof continuous service exclusive of approved leaves in thiscapacity with the Rhode Island School of Design are eligiblefor.

a. Same as 1.a. and 1.b. above.

b. Same as 1.c. above except that the annualgrant shall be one-sixth of the tuition of the RhodeIsland School of Design.

3. Spouses of the full-time faculty members andlibrarians with three years service in this capacity with theRhode Island School of Design are eligible for the benefitsdescribed in 1.a., 1.b. above.

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4. Full-time faculty members and librarians mayaudit courses in the undergraduate program at Rhode IslandSchool of Design at no cost.

5. Full-time faculty members and librarians aremembers of the Museum of Art, Rhode Island School of Design.Membership fee is waived.

6. Faculty on approved leaves of absence remaineligible for the foregoing tuition benefits.

D. Life Insurance Program

The Board will pay the full costs of TIAA Group LifeInsurance for full-time faculty and librarians in the amount of:

$25,000 (non-descreasing)

E. Retirement Program

The College will pay the full costs of the TIAACollege Retirement Equities Fund Retirement Plan in accordancewith current policy and procedure.

ARTICLE XV

SABBATICAL LEAVE

A. Sabbatical Leave - Faculty

1. The purpose of Sabbatical Leave is to make itpossible for a full-time member of the Rhode Island School ofDesign Faculty to be released from regular academic responsi-bilities in order to devote time to creative work, research, orwriting which will improve his/her professional status as wellas his/her contributions to the Rhode Island School of Designas an artist, designer, scholar and teacher.

2. Sabbatical Leave complying with the standardcontained in paragraph 1, above, will normally be granted underthe following terms and conditions:

a. Sabbatical Leave will normally be grantedfollowing each six years of continuous, full-timeemployment at the Rhode Island School of Design, ex-clusive of approved leaves of absence. The equivalent

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of a full-time teaching load multiplied by six yearsis required in order to be eligible for a sabbaticalleave. Approved leaves of absence are measured inteaching units (one teaching unit equals a threecredit course) and are subtracted from the total.Parental leaves and release time from teaching counttoward eligibility for sabbatical leave.

b. A Sabbatical Leave may be for either 1/2 year.(one semester plus Wintersession) at full salary andfringe benefits; or a full year at 1/2 salary and fullfringe benefits.

c. If a faculty member applies for but is notgranted a Sabbatical Leave for his/her seventh yearfor reasons other than the merits of his/her proposal,he/she shall be given priority over another facultymember in the following year in instances where dis-cretion is being exercised in granting a SabbaticalLeave between faculty members who both have meritori-ous Sabbatical Leave proposals. The seventh year willstart the accrual of time toward the next SabbaticalLeave.

d. Faculty members will apply to their Divi-sional Chairperson a reasonable time in advance -usually eighteen (18) months in advance of the effec-tive date of the Sabbatical Leave requested and de-scribe their proposal for the use of the Sabbatical.The Division Chairperson shall submit his/her recom-mendation along with the faculty member's proposal tothe Committee on Faculty Appointment within fifteen(15) calendar days of receiving the proposal. TheCommittee on Faculty Appointments shall review theproposal and shall endorse or reject the DivisionChairperson's recommendation. These recommendationsshall be forwarded to the Vice President for AcademicAffairs; the Vice President for Academic Affairs willmake a recommendation to the President for a deci-sion. Notification of this decision will be given thefaculty member in writing no later than twelve (12)months in advance of the effective date of the pro-posed Sabbatical Leave.

e. All proposals for Sabbatical Leave must meetthe standards set forth in paragraph 1 above. Ap-proval may be affected by the number of applicantswithin the program, department, division, or the

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feasibility of covering the classes of the applicant,financial considerations or other reason. The finaldecision concerning the granting or denial of Sabba-tical Leave shall be made by the President and shallnot be arbitrary or capricious.

f. Faculty members shall not accept teachingappointments ct any other institution or otherwise beemployed for remuneration, other than outside profes-sional employment to no greater extent than the fac-ulty member had engaged while teaching full-time,during the term of a Sabbatical Leave without writtenpermission from the President; however, it is under-stood that in unusual circumstances, faculty membersmay include teaching at another institution or otheremployment for remuneration in excess of any outsideprofessional employment in which the faculty memberhad been engaged while teaching full-time as a part oftheir Sabbatical proposal.

g. Faculty members should conform during Sabba-tical Leave with the proposals fol the use of theSabbatical as approved by President. Failure tocomply with the terms of the grant of the SabbaticalLeave may result in forfeiture of all compensationduring the period of the Sabbatical. Sabbatical pro-posals may be amended at any time during the Sabba-tical Leave by mutual agreement between faculty memberand the President.

h. Upon completion of a SabbaiAcal Lealie afaculty member shall report on his/her activities tohis/her divisional chairperson and share his/herfindings or work through lectures or exhibitions withthe larger comilunity of the Rhode Island School ofDesign.

B. Libralan Leaves

The purpose of Librarian Leaves is to make it possiblefor professioncll librarians at the Rhode Island School ofDesign to he released from their regular responsibilities inorder to devote time to further educational activities whichwill improw., their professional status and benefit the College.

Librarian Leaves complying with the above standardwill normally be granted for a period of up to one semesterunder the same terms and conditions applicable to faculty sab-

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batical leaves under Section A of this Article. Applicationswill be forwarded to the Director of the Library.

C. Professional Leave/Librarian

A librarian may be granted up to seven (7) days percalendar year with pay for attendance at overnight conferences,seminars, workshops, or other professional meetings which willimprove his/her position as a librarian at the Rhode IslandSchool of Design. Such leave must be approved by the Direct-orof the Library and shall not be unreasonably denied. Thelibrarian considering such leave shall inform the Director ofthe Library at least four weeks in advance of the conference,workshop, seminar, or other professional meeting which thelibrarian wishes to attend. All necessary expenses will bepaid by the Board. Attendance at one-day conferences or work-shops will not be charged against this leave.

D. Administrative leave granted to non-bargainingunit members shall not affect the number of sabbatical orlibrarian leaves granted.

ARTICLE XVI

LEAVES OF ABSENCE

A. Academic Leave/Faculty

Academic leave of absence without pay may be grantedto faculty members for a period up to one year. Applicationsshall be based on one or more of the following:.

1. faculty member's individual research;

2. course of studies to be pursued;

3. a grant or fellowship.

The faculty member shall submit his/her application toth appropriate Division Chairperson on or before March 1 of theacademic year prior to the academic year in which the leave isto commence. The division chairperson shall submit his/herrecommendation along with the appropriate faculty member pro-posal to the Vice President for Academic Affairs within fifteen(15) calendar days of receiving the proposal. The Vice Presi-dent of Academic Affairs will make a recommendation to thePresident for a decision. Notification of this decision will

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be given to the faculty member in writing no later tan May 1 ofthe year in which the application was made. The final decisionconcerning the grant or denial of academic leave shall not bearbitrary or capricious.

B. Parental Leave

Parental leave will be granted, upon request, for aperiod of not more than two semesters plus Wintersession at thetime of the birth of a child. Parental leave shall be withoutpay but the faculty member or librarian will be afforded theopportunity to continue the group health insurance plan athis/her own expense. All parental leaves shall provide for thereturn.of a faculty member at the beginning of a semester.

C. Jury Duty

A faculty member or librarian who is summoned for juryservice shall be paid the difference between his/her regularsalary and the salary received by him/her for such service. Afaculty member shall not be entitled to such payment unless thefaculty member has made a timely request to the appropriateauthority for a postponement of such jury service to a timethat the faculty member' will not be engaged in teachingduties. In lieu of receiving such payment the faculty memberor librarian may elect to turn over to the Rhode Island Schoolof Design all compensation received for such jury service inwhich case the faculty member or librarian shall be paidhis/her regular salary for such period of absence. The facultymember or librarian shall present a copy of the jury summons tothe Rhode Island School of Design and the faculty member shallalso submit evidence of the making of a tiaiely request forpostponement and denial of such request in order to be entitledto such payment. Any faculty member or librarian shall reportto work on any day that he or she is excused from jury duty forone day or more.

D. Bereavement

A faculty member or librarian who is absent because ofthe death of a husband or wife, father or mother, grandmotheror grandfather, brother, sister, son or daughter, father-in-lawor mother-in-law, son-in-law or daughter-in-law shall receivefull pay for the period immediately following the death notexceeding give (5) calendar days. The Vice President for Aca-demic Affairs may grant up to an additional three (3) dayswhere necessary for return travel from a funeral a great dis-tance from the College.

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ARTICLE XVII

ILLNESS

The present practice will continue with respect toabsence of a faculty member due to illness. The faculty memberwill discuss arrangements for handling of the class with theDivision Chairperson and this may include arrangements forcovering the class.

ARTICLE XVIII

RETRENCHMENT

A. Retrenchment. The College has the right to lay-off bargaining unit members for reason of financial exigency ordiscontinuance or curtailment of academic program or decreasingenrollment.

B. In the event of retrenchment for reason of finan-cial exigency or decreasing enrollment, a committee composed ofthree (3) faculty selected by the President of the Associationand three (3) administrators appointed by the President shallbe given an opportunity to study the financial exigency and/ordecreasing enrollment and make a report to the Board ofTrustees with respect to the retrenchment. Upon request ofthis committee made with the filing of the report to the Board,the Board will invite this committee to a meeting to discussits report with the Executive Committee or a subcommitteethereof. The decision of the Board of Trustees shall be finaland binding with respect to retrenchment for reason of finan-cial exigency and/or decreasing enrollment.

C. In the event of retrenchment for reason of discon-tinuance or curtailment of academic program, the InstructionCommittee shall be given an opportunity to study the discon-tinuance or curtailment of academic program and make a reportto the Board of Trustees with respect to the discontinuance orcurtailment of academic program. Upon request of the Instruc-tion Committee made with the filing of the report to the Board,the Board will invite the Instruction Committee to a meeting todiscuss its report with the Executive Committee or a subcom-mittee thereof. The decision of the Board of Trustees shall befinal and binding with respect to the retrenchment for reasonof discontinuance or curtailment of academic program.

38- 34 -

D. Notice to a faculty member that he/she will beretrenched and the reason therefor will be given two (2) semes-ters before retrenchment takes effect. Upon application madewithin thirty (30) days of receipt of notice of retrenchment, aretrenched faculty member may bump any faculty member who isjunior in seniority to him holding any position for which theretrenched faculty member, in the judgment of the Vice Presi-dent for Academic Affairs, is of at least equal qualifica-tions. The Vice President's decision is subject to the griev-ance procedure. The faculty member who is bumped shall beretrenched effective at the time that the faculty member who isbumping would have been retrenched, i.e., two semesters fromthe time of notice of retrenchment to the faculty member who isbumping. The bumped faculty member may bump another facultymember in accordance with the provisions of this paragraph.The second bumped faculty member shall also be retrenched ef-fective two (2) semesters from the time of the notice of re-trenchment to the first faculty member retrenched. The secondfachulty member who is bumped shall have no right to bump anyother faculty member.

E. Within the division or department or program with-in which retrenchment is taking place, non-bargaining unitfaculty will be retrenched prior to bargaining unit facultymembers unless, in the judgment of the Vice President for Aca-demie Affairs, irreparable effect would result to in academicprogram. The Vice President's decision is subject to thegrievance procedure. Retrenchment among full-time facultyshall proceed according to seniority. Length of full-timeservice from date of original appointment will determineseniority. Part-time seniority will be counted if seniorityamong full-time faculty in the affected division, department,or program is the same.

F. Retrenched faculty members shall be placed on apreferred hiring list within their area of expertise for three(3) years succeeding the date retrenchment became effective.In the affected division, department, or program, no outsidefaculty will be hired until all retrenched faculty on the pre-ferred hiring list for the said affected division, department,or program have been offered recall rights. When an offer ofre-employment is made, the retrenched faculty must accept orreject such offer within thirty (30) days after it is made. Ifan offer of re-employment is rejected by the faculty member orthere is no response to the notification, his/her name shall beremoved from the preferred hiring list. Retrenched facultyshall be responsible for notifyingothe College of their currentmailing address.

3Ng

G. No retrenchment will take place prior toSeptember 1984. Notices may be given two semesters prior toSeptember 1984 to take effect in September 1984.

H. In creating the committee provided for in 8 aboveand in aharging the Instruction Committee in C above, thePresident will provide the respective committee with relevantdata related to retrenchment. All reasonable requests by thecommittees for additional data and information relevant toretrenchment will be honored.

I. If retrenchment for program curtailment or discon-tinuance results in retrenchment of full-time faculty, otherprograms or departments may seek to demonstrate to the Presi-dent that full-time faculty need to be hired to com,ensate forany shift in enrollhient. The President's decision to hire ornot to hire full-time faculty in a program or department exper-iencing shifting enrollment is not subject to the grievanceprocedure. However, the President shall not hire part-timefaculty in the program or department experiencing the enroll-ment shift equal to or in excess of one full-time equivalentfaculty member to avoid hiring a full-time faculty member

J. Only the procedural provisions of this Articlewill be subject to the grievance procedure other than whereotherwise specifically provided in paragraphs D and E above.

ARTICLE XIX

ACADEMIC ORGANIZATION

A. Faculty Organization. The faculty of Rhode IslandPOPO. pf PigmTen Mall hold periodic faculty meetings to dis-cuss and advise on academic and related college activities.This faculty organization and its standing committees, althoughadvisory to the administration, are fully recognized by theBoard. The Board will publish the current charge and composi-tion for each standing committee and shall not amend the saidcharge or composition during the term of this agreement. Eachcommittee will follow a definite schedule to insure effectivetransmittal of its findings. The current standing committeesinclude:

1. Steering Committee

2. Committee on Faculty Appointments

40- 36 -

3. Instruction Committee

4. Nominating Committee

5. Graduate Studies Committee

Other Institutional committees on which faculty serve include:

*1. Academic Standing Committee

2. Disciplinary Committee

3. European Honors Program Committee

4. Library Committee

5. Financial Aid Committee

6. Admissions Committee

Each committee, standing or specially constituted,will report any major policy adopted or changed to the facultymeeting. Any recommendations adopted by the Faculty Organiza-tion will be forwarded to the administration. The administra-tion will respond at a subsequent faculty meeting, to recom-mendations received. The authority and responsibilities of theSteering Committee and the Instruction Committee are containedelsewhere in this article and the authority and responsibili-ties of the Committee on Faculty Appointments are contained inArticle VII above. /t is understood that standing committeeshave an advisory role in developing and conducting the academicprogram and in maintaining the standards and conditions thatpertain directly to instruction and research.

B. Faculty The Faculty Meetings arechaired by the Vice Presioent for Academic Affairs under theauthority of the President as provided in the bylaws of theBoard. Meetings will normally be scheduled on the secondWednesday of each month during the academic year from Octoberto May and at other times as necessary. Special meetings forspecific agenda items will be scheduled on petition of ten (10)or more full-time faculty members, and notification of a spe-

This committee subject to compositional change to includefaculty to be mutually agreed upon.

cial meeting and the agenda therefor shall be distributed ten(10) days in advance of that meeting.

Voting at Faculty Meetings will be by full-timefaculty members only unless this body after proper considera-tion votes to extend this privilege to other faculty categoriesin specific instances.

C. Steering Committee. The Steering Committee con-sists of three (3) members of the faculty elected annually atthe time of faculty elections. The agenda for each FacultyMeeting shall be prepared by the Steering Committee in consul-tation with the Vice President for Academic Affairs. The ob-jective will be to insure that matters brought before theFaculty Meeting are well formulated and competently presented.If appropriate, the Steering Committee will also prepare theyearly meeting schedule, indicating those meetings earmarkedfor standing committee reports, nominations and elections. Itwill also receive petitions for special meetings and will thenschedule them.

D. Instruction Committee.

1. Meetings. The Instruction Committee ischaired ex-offitio by the Vice PResident for Academic Affairsor his designee and is divided into two subcommittees - theAcademic Policies Committee and the Curriculum Committee. Eachof these committees consists of at least five (5) full-timefaculty members of the faculty in any rank, at least.one (1)from each division but no more than one (1) if the divisionsnumber five (5) or more, elected by the faculty at large forstaggered three-year terms, and two (2) full-time students,other than freshmen, appointed or elected under the regulationsof the student board. The Vice President for Academic Affairswill appoint the chairperson of the subcommittees from thefaculty members thereof.

2. Duties.

a. The Instruction Committee will meet as awhole promptly after the first regular faculty meetingin the fall term and as necessary or desirable there-after.

b. Academic Policies Committee.

(1) Annual review of all degree require-

4 2- 38 -

ments, including any proposed change in degree-granting requirements or programs;

(2) Preparing, reviewing, and authorizingsuitable measures to maintain proper academic stan-dards and reasonable uniformity of academic procedureswithin the College;

(3) Acting as the "Wintersession Committee"in concert with the Curriculum Committee to overseethe arrangement of the course programs offered;

(4) Annual submission of the completededucation program to the faculty for review and recom-mendation to the Vice President for Academic Affairsand submission of a semi-annual report of committeeactions, but coordinated with the reports of the Cur-riculum Committee.

c. Curriculum Committee

(1) Annual review of all programs whichcontribute to the earning of degrees;

(2) Annual consultation with DivisionChairpersons (not to exclude department/program headsor other faculty concerned) who shall be present forthe discussion of proposed new courses or programs.The role of the Curriculum Committee is review andrecommendation with respect to proposals presented toit, not the initiation of proposals.

(3) Acting as the "Wintersession Committee"in concert with the Academic Policies Committee tooversee the arrangement of the course programsoffered.

(4) Annual submission to the faculty of thecompleted educational program for review and recom-mendation to the Vice President for Academic Affairs,and submission of a semiannual report of committeeactions, both coordinated with the reports of theAcademic Policies Committee.

E. Changes in Academic Organization or Program.Proposed major changes in academic organization or programwhich are proposed by the administration and have not beensubmitted through normaD Instruction Committee procedures must

be presented through the following Instruction Committee proce-dure. The administration will submit its proposal to the In-struction Committee with copy simultaneously presented to theFaculty Organization. The Instruction Committee, as a whole orthrough its two subcommittees, will consult with the facultyand students of the affected division or divisions for reviewand discussion of the proposed changes. The Instruction Com-mittee shall have forty-five (45) calendar days to study theproposal and present recommendations to the Faculty Meeting.The Faculty Organization shall have forty-five (45) calendardays from the Faculty Meeting at which it receives the Instruc-tion Committee's recommendations, (or from the expiration ofthe forty-five (45) day period for study by the InstructionCommittee in the event that the Instruction Committee does notmake a report within said period) to study the proposal andmake recommendations to the College Council of the Board. Ifthe Instruction Committee determines that a change being ini-tiated by the administration without complying with this ar-ticle is a major change the Instruction Committee may initiatea grievance. The Instruction Committee as a whole may, if theFaculty Organization deems appropriate, meet with the CollegeCouncil of the Board for the purpose of presenting and discuss-ing its recommendations. After due consideration of theserecommendations, or after the expiration of the time for sub-mission of such report and recommendations, the Board may takefinal action on the proposed changes and will formally reportany changes decided upon to the Faculty Organization beforeimplementation.

1. A proposal for a change in Academic Organiza-tion must be presented to the Faculty Organization during theregular academic year and the time limitations referred toabove apply to normal academic session and do not include vaca-tions or the summer recess.

2. If the proposed change in Academic Organiza-tion or program involves elimination or replacement of bargain-ing unit faculty then the change shall be considered a curtail-ment of academic program and Article XVIII Retrenchment shallapply.

ARTICLE XX

GRIEVANCE PROCEDURE

A. A grievance is any complaint by an individualfaculty member or librarian and/or the Association that there

- 40 -

4 4

has been a violation, misinterpretation, or misapplication ofthis Agreement.

B. The following procedure shall apply for the pre-sentation and disposition of all grievances.

Step 1. A faculty member or librarian shallfirst discuss any alleged grievance informally withhis/her division chairperson or Director of theLibrary. The division chairperson or Director of theLibrary will attempt to resolve the grievance at thislevel.

Step 2. If the issue is not resolved duringinformal discussion with the Division Chairperson orDirector of'the Library it may be presented to theVice President for Academic Affairs as a formal griev-ance in writing within the time prescribed by SectionD hereof. The Vice President for Academic Affairs .

shall meet with the grievant within ten (10) calendardays and render a written decision within ten (10)calendar days of the meeting.

Step 3. If the aggrieved person is not satisfiedwith the disposition of the grievance at Step 2, or ifno decision is rendered within ten (10) calendar daysfrom the meeting with the Vice President for AcademicAffairs, he or she may appeal the decision of the VicePresident for Academic Affairs or his/her lack ofaction directly to arbitration.

Notice of intention to request submission to arbitra-tion must be in writing and sent by certified mail, returnreceipt requested to the Vice President for Academic Affairs,not later than either fifteen (15) calendar days following thedecision of the Vice President for Academic Affairs or fifteen(15) calendar days following the expiration of ten (10) calen-dar days from the meeting with the Vice President for AcademicAffairs, whichever shall first occur. The arbitration boardwill consist of three (3) members, one (1) member chosen by theAssociation, one (1) member chosen by the Rhode Island Schoolof Design, and the third member chosen by these two members.The parties must name their respective arbitrators within seven(7) calendar days of notice of intent to submit to arbitra-tion. If the parties are unable to agree upon a third arbitra-tor within ten (10) calendar days, a request for a list ofarbitrators may be made to the American Arbitration Association.

C. If a grievance affects a group or class of facultymembers or librarians, the Association may submit such griev-ance in writing to the Vice President for Academic Affairswithin the time prescribed by Section D. hereof.

D. A grievance must be presented to the Vice Presi-dent for Academic Affairs as a formal grievance in writingwithin twenty-one (21) calendar daya of the occurrence of thecause for complaint or if neither the aggrieved faculty membernor librarian nor the Association had knowledge of said occur-rence at the time of its happening, then within twenty-one (21)calendar days of the first such knowledge by either the ag-grieved faculty member or librarian or the Association. Anygrievance not filed or appealed to a higher level within thetime limits provided for in this Agreement shall be conclu-sively waived by reason of failure to process within the timelimits provided. If a grievance decision is not received with-in the prescribed time limits, it may then be appealed to thenext level.

E. Time limits in this Article may be extended bymutual agreement in writing.

P. Reasonable requests for factual data relevant tothe grievance will be honored.

G. The decision of the Arbitration Board shall befinal and binding. However, the Arbitration Board shall haveno power to add to, subtract from, or modify in any way any ofthe terms of this Agreement.

H. The Association may assist a faculty member at anylevel of the grievance procedure.

I. A faculty member who intends to initiate a formalindividual grievance in writing with the Vice President forAcademic Affairs must notify the Association of his/her intentand inform the Association as to the disposition of a griev-ance. The Association shall have the right to be present andto be heard at the meeting with the Vice President for AcademicAffairs and arbitration hearing subsequent to the filing of aformal individual grievance in writing.

ARTICLE XXI

NO STRIKE - NO LOCKOUT

The Association will not call, cause or sanction, norwill the members of the bargaining unit engage in any strike,sympathy strike, Picketing or work stoppage, nor will thecollege lockout its employees, during the term of this Agree-ment.

ARTICLE XXII

ALTERATION OF AGREEMENT

The terms and conditions of this Agreement shall notbe modified, amended, or altered in any way unless modified,amended, or altered in writing and signed by both parties.

ARTICLE XXIII

DURATION

This Agreement and each of its provisions, except asotherwise specifically provided, shall be binding and effectiveas of , and shall continue in full force andeffect until the 30th day of June 1987, except that salaryprovisions are retroactive to July 1, 1984.

IN W;MESS the p rties hereunto set theirSIffhands this day of , A.D., 1984.

RHODE ISLAND SCHOOL OF DESIGN

RHODE ISLAND SCHOOL OF DESIGNFACULTY ASSOCIATION NEARI/NEA)

By /C$2

APPENDIX A

CRITERIA FOR FACULTY PERFORMANCE

Basic to the consideration of any faculty contractrenewal or promotion is the continuing value and usefulness ofa faculty member to the advancement of the educational goalsof, and to the general quality of, the Rhode Island School ofDesign. During the annual review process, these criteria andevaluations are intended to assist faculty in improving theireffectiveness as artist-teachers, while at the same timeproviding a mechanism for the accumulation of supportivematerial for the purpose of the reappointment and promotionprocedures.

The general criteria for renewal and promotion fallwithin four categories:

(1) ability and effectiveness as a teacher(2) professional status(3) college service(4) community service

In the reappointment and promotion procedure, afaculty member must demonstrate through the accumulated annualreviews and the reappointment and promotion review, that he/shehas maintained a high degree of excellence in (1) ability andeffectiveness as a teacher; (2) professional status; (3) col-lege service, and/or; (4) community service.

While a faculty member must exhibit an overall highdegree of excellence in at least three of the four generalareas, he/she need not necessarily show excellence in each ofthe subareas delineated below. The specific weight assigned tothe areas and subareas, in terms of devotion of time andeffort, may vary within the permissible ranges outlined in theFaculty Annual Report (Appendix B) and will be determined bythe division chairperson in consultation with the faculty mem-ber.

I. Ability and Effectiveness as a Teacher

a. Ability to impart to the students the prin-ciples that are basic to the subject and to inspire and stimu-lett a creative engagement at these principles.

(1) review of syllabus for each course where asyllabus is appropriate.

48

(2) class visitations at times arranged at leastone week in advance;

(3) review of student work;

(4) student evaluations of teaching as may be begained through an evaluation instrument acceptable toboth the College and the Association (Appendix F).

b. Concern with the development of the studentand availability for advisement and consultation outside ofassigned studio and classroom hours.

(1) posting and availability for advising hours;

(2) review of advising activity through facultyrecord of such activity and through student evalua-tions of faculty advising;

(3) referrals to and conferences with Dean ofgtudents Office.

c. Teaching Responsibilities.

(1) meeting classes on time and as scheduled;

(2) attending to material needs of the courses(ordering of equipment, arrangements for trips, etc.);

(3) demonstrated concern for equipment main-tenance and safety for students working in shop areas;

(4) timely preparation of accurate coursedescription (where appropriate);

(5) timely preparation of detailed coursesyllabus and distribution of same to students, whenappropriate (not daily lesson plans);

(6) timely and thorough grading and evaluationof students.

d. Relationship to the educational goalsand general needs of the College.

(1) overall health/effectiveness of the programand division;

(2) overall assessment of faculty member ashe/she relates to the future usefulness within theCollege;

(3) contribution to program development (whereappropriate);

(4) planned curriculum changes in program anddi_sion (where appropriate);

(5) relationship of course goals to programs anddivision goals.

II. Professional Status

a. Professional activity and accomplishment(Full bibliographic citation required, as appropriate).

(1) original work, or where not possible slidesand photographs or work,

(2) manuscripts;

(3) shows;

(4) publications;

(5) invitations, consulting, etc.;

(6) juror, visiting critic;

(7) professional memberships and offices held;

(8) honors, awards, reviews;

(9) work in progress;

(10) lectures and/or other presentations;

(11) research; and

(12) general reputation in field (established bysome agreed-upon criteria)

b. Educational advancement

(1) seminars;

(2) courses;

(3) certificates;

(4) degrees; and

(5) attendance at conferences.

III. College Service

a. Academic responsibilities beyond teachingassignments and required attendance at faculty meetings, con-vocations and graduation, unless excused.

(1) committee work; and

(2) administrative work.

IV. Community Service

a. Public service activities.

APPENDIX B

FACULTY ANNUAL REPORT

19 - 19

dOTE: BEFCE COMPLETING FORM, REVIEW APPENDIX A

NAME: RANK:

DIVISION: DEPT./PGM.:

GENERAL CRITERIA

1. Ability and effective-

Permissible Range Agreed Upon %age

ness as a teacher 50 - 75%

2. Professional status 20 - 40%

3. College services 0 - 30%*

4. Community service 0 - 30%*

ABILITY AND EFFECTIVENESS AS A TEACHER

1. Courses taught since last report. (Attach syllabusfor each course listed.)

Requiied/

Yr. & Term Title Enrollment Elective

Independent Study Total

*It is understood that pursuant to Article X (Workload), cer-tain college service is required.

2. Optional. Attach a narrative evaluating the strengthsand weaknesses in the courses you have taught, in-cluding your thoughts on how they might be improved.

3. Indicate your posted office hours, summarize youradvising activities, and review any contacts you havehad with Student Affairs concerning advising. Attachany pertinent correspondence.

PROFESSIONAL STATUS

A. Professional Activities and Accomplishments

1. Cite, in detail, work produced, shown or publishedsince the last annual report. Attach copies of re-views, if any.

5-3

2. Summarize work in progress.

3. List consulting, juror, visiting critic, etc., activi-. ties since last annual report.

4. Indicate professional memberships and offices held aswell as any honors or awards received since lastannual report.

B. Educational Advancement

5. List seminars or courses taken and certificates anddegrees received since last annual report.

COLLEGE SERVICE

1. Indicate committee and administrative assignmentssince last annual report.

2. Review college service activities undertaken sincelast annual report (where appropriate).

3. Indicate attendance at committee meetings, facultymeetings, convocation and graduation.

COMMUNITY SERVICE

1. Review community service activities undertaken sincelast annual report (where appropriate).

COMMENTS

Indicate here or on a separate sheet of paper addi-tional material, thoughts, and observation not in-cluded above.

DATE COMPLETED:

...:ULTY MEMBER'S SIGNATURE:

APPENDIX C

DEPARTMENT HEAD'S/DIVISION CHAIR'S/DEAN'S ANNUAL REPORT

19 19

FACULTY MEMBER:

DEPARTMENT/PROGRAM:

DEPARTMENT HEAD/DIVISION CHAIR/DEAN:

The objectives of the Department Head's/Division Chairman's/Dean's Annual Report are:

a) to assist the faculty member in theself-evaluation of his/her performance as a mem-ber of the teaching staff at RISD; and

b) to assist supervisors in decision-making pro-cesses in regard to reappointment, promotion.

Note: This form is to be completed by May 1 after theDepartment Head/Division Chair/Dean reviews thefaculty member's Annual Report including any attach-ments to it. After the form is completed, it shouldbe read by the faculty member and discussed with himor her. Both parties should then sign the form andforward it to the appropriate Division Chair-person/Vice President for Academic Affairs.

GENERAL CRITERIA (Check the appropriate boxes)

The percentage indicated on the Annual Report accur-ately reflects my understanding with the facultymember for the period covered.

The percentage indicated on the Annual Report does notaccurately reflect my understanding with the facultymember. /t should be:

The percentage should be adjusted for the next AnnualReport period as follows:

/f any item is inapplicable or there is not sufficient infor-mation to make a judgment, simply indicate this under commentsand do not circle a number.

57

ABILITY AND EFFECTIVENESS AS A TEACHER

1(a). Course syllabi, where appropriateComments:

1(b). Rate course syllabi by circling one number:

1 2 3 4 5

(inadequate) (outstanding)

2(a). Based on class visitations, indicate faculty member'sclassroom performance by comments and circling onenumber:

1 2 3 4 5

(inadequate) (outstanding)

2(b). Indicate dates and courses visited:

3(a). Based on reviews of student work, indicate facultymember's teaching performance by comments and bycircling one number:

1 2 3 4 5

(inadequate) (outstanding)

3(b). Indicate courses in which student works were reviewed;give dates of reviews:

4(a). Review of student evaluations. For each courseevaluated, indicate the following:

1) Name of course2) Number of students enrolled in course3) Semester offered4) Required or Elective5) Graduate or undergraduate6) List number of evaluations consulted

Comments:

4(b). Based on all the student evaluations available, ratethe faculty member's teaching performance by circlingone number:

1 2 3 4 5

(inadequate) (outstanding)

5(a). Rate the faculty member's performance in each of thefollowing by circling one number for each:

I. Meeting classes on time and as scheduled:

1 2 3 4 5

(inadequate) (outstandl

II. Initiate requegts for the material neet4 9f thecourses:

1 2 3 4 5

(inadequate) (outstanding)

59

III. Demonstrated concern for equipment maintenanceand safety for students working in shop areas:

1 2 3

(inadequate)4 5

(outstanding)

IV. Timely preparation of accurate course descrip-tions, where appropriate:

1 2 3

(inadequate)4 5

(outstanding)

V. Timely preparation of detailed course syllabus(where appropriate, not a daily lesson plan) anddistribution of same to students:

1 2 3

(inadequate)

VI. Timely and thoroughstudents:

1 2 3

(inadequate)

VII. Availability for

1 2 3

(inadequate)

4

grading

4

student

5(outstanding)

and evaluations of

5

(outstanding)

counseling:

4 5

(outstanding)

5(b). Indicate nature and extent of the evidence going intothe foregoing seven ratings. Include copies of anyrelevant letters, memoranda, etc.

6. Contribution to the Department.

a) Describe the facultyfollowing categorier

1. Overall healt:ment/division

2. Contribution toment

member's contribution in the(where appropriate):

JWctiveness of the de,gwdi,

curriculum/program develop-

3. Relationship of the course objectives todepartmental/divisional objectives

b) Based on your observations above, evaluate thefaculty member's contribution to the depart.lentby circling one number:

, 1 2 3 4 5

(inadequate)

PROFESSIONAL STATUS

1. The professional status part of the faculty memtlf'sAnnual Report appears to be accurate/inaccurate.

2. Indicate and attach copies of additional informationconcerning the faculty member's professional status:

3. Continuing involvement with his/her work:

4. Comments:

5. Rate the faculty member's professional status bycircling one number:

1 2 3 4 5(inadequate) (outstanding)

COLLEGE SERVICE (if appropriate - see Appendix A)

1. The committee work is/is not complete on the AnnualReport submitted by the faculty member.

Explain:

2. Rate the faculty member's attendance at meetings,convocation, and graduation by circling one number:

1 2 3 4 5

(inadequate) (outstanding)

COMMUNITY SERVICE (if appropriate - see Appendix A)

1. Community Service part of the faculty member's AnnualReport is/is not accurate.

Explain:

2. Rate the faculty member's community service:

1 2 3 4 5

(inadequate) (outstanding)

If a faculty member has not demonstrated a high degree ofexcellence in any appropriate category, state the basis foryour reservations in detail, and indicate what actions thefaculty member might take to improve his/her performance tomeet the required standards.

DEPARTMENT HEAD'S/DIVISION CHAIR'SDEAN'S SIGNATURE: DATE COMPLETED:

I have read this report and discussed it with the supervisor,I shall/shall not submit a written response to it within fivedays.

FACULTY MEMBER'S SIGNATURE: DATE:

APPENDIX D

EVALUATION OF ADMINISTRATORS BY MEMBERS OF THE FACULTY

19 - 19

Name of Administrator:

Department/Division:

Administrative Position:

The objectives of the administrator's evaluation by faculty are:

a) to assist the individual in the self-evaluation ofhis/her performance as an administrator. (Please notethat their performance as a member of the teachingstaff at RISD will be evaluated separately.)

b) to assist the President and the Vice President forAcademic Affairs in their evaluation of theadministrator.

Note: It is required that this form be completed each yearby the faculty members and librarians for theevaluation of Department Heads, Division Chairs/Deans,and Director of the Library. The form must beforwarded by May 1 directly to the Vice President forAcademic Affairs. The Vice President for AcademicAffairs will share the report with the President.Each faculty member/librarian must sign the form. Thesignature portion of the form will be removed by theVice President for Academic Affairs before he sharesthe report with the administrator beariqaluated.

GENERAL CRITERIA

All questions relate to the current jOb description forDepartment Heads, Division Chairs/Deans and/or Director ofthe Library. They relate to the administrative portion oftheir duties at RISD.

Note: If any item below is inapplicable or there is notsufficient information to make a judgment, indicatethis under comments and do not circle a number.

1. Department Heads/Divison Chairs/Deans and Director of theLibrary are responsible for effective and efficientadministration of their respective academic unit. Pleaseevaluate his/her performance in this area:

Based on the above evaluation, rate the administra-tor's performance by circling one number:

1 2 3 4 5

(inadequate) (outstanding)

2. Department Heads/Divison Chairs/Deans and Director of theLibrary are expected to facilitate the physical andmaterial needs within the academic unit. Please evaluatehis/her performance in this area:

Based on the above evaluation, rate the administra-tor's performance by circling one number:

1 2 3 4 5

(inadequate) (outstanding)

3. Department Heads/Divison Chairs/Deans are expected to takeinitiative in curriculum and/or program development andplanning. Please evaluate his/her performance in this area:

Based on the above evalution, rate the administrator'sperformance by circling one number:

1 2 3 4 5

(inadequate) (outstanding)

4. Department Heads/Division Chairs/Deans and Director of theLibrary are responsible for the performance evaluation ofall faculty/librarians in their respective unit. Pleaseevaluate his/her performance in this area:

Based on the above evaluation, rate the administra-tor's performance by circling one number:

1 2 3 4 5

(inadequate) (outstanding)

6 6

5. Department Heads/Divison Chairs/Deans/Director of theLibrary are important channels of communication between thefaculty and the Vice President for Academic Affairs and thePresident. In order to maintain the flow of information,Department Heads/Division Chairs/Deans/ Director of theLibrary are expected to call periodical meetings withintheir academic unit. Please evaluate his/her performancein this area:

Based on the above evaluation, rate the administra-tor's performance by circling one number:

1 2 3 4 5(inadequate) (outstanding)

6(a). Department Heads/Division Chairs/Deans are expected toprovide guidance to faculty with respect to theirteaching performance as well as their development asartists, designers, scholars. Please evaluate his/herperformance in this area:

67

6(b). The Director of the Library is expected to provideguidance to librarians with respect to theirprofessional performance. Please evaluate his/herperformance in this area:

Based on the above evaluation, rate the administra-tor's performance by circling one number:

1 2 3 4 5(inadequate) (outstanding)

7. Department Heads/Division Chairs/Dean/Director of theLibrary are expected to provide intellectual leadershipwithin their respective academic unit. Please evaluatehis/her performance in this area:

Based on the above evaluation, rate the administra-tor's performance by circling one number:

1 2 3 4 5(inadequate) (outstanding)

9. When evaluating Division Chairs/Deans Director of theLibrary, please comment on the following areas if appro-priate. Do you consider the following areas supportive ofyour teaching efforts at Rhode Island School of Design?(If you evaluate Department Heads and DivisionChairs/Deans, please complete this section only once.)

Museum

Library

Registrar

Business Office

Security

Purchasing

Bookstore

Physical Plant

Career Services

Work Study

Metcalf Supply

Other

Comaents:

Yes No Not Applicable

471.M.

FACULTY MEMBER'S NAME DATE COMPLETED

APPENDIX E

RHODE ISLAND SCHOOL OF DESIGN

APPLICATION FOR FACULTY SABBATICAL LEAVE

The purpose of Sabbatical Leave is to make it possible

for a full-time member of the Rhode Island School of Design

Faculty to be released from regular academic responsibilities

in order to devote time to creative work, research, or writing

which will improve his/her professional status as well as

his/her contributions to the Rhode Island School of Design as

an artist, designer, scholar and/or teacher.

NAME OF APPLICANT:

DEPARTMENT/PROGRAM:

ACADEMIC RANK POSITION:

PERIOD DURING WHICHSABBATICAL REQUESTED:

CHECK ONE:1/2 year sabbatical (one semester pluswintersession) at full salary and fullfringe benefits

one year sabbatical at 1/2 salary andfull fringe benefits

LENGTH OF CONTINUOUS FULL-TIMEEMPLOYMENT AT RISD EXCLUSIVE OFAPPROVED LEAVES OF ABSENCE:

DATES OF LAST RISD SABBATICALLEAVE, IF APPLICABLE:

70

ANODE ISLAND SCHOOL OF DESIGN

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CATEGORY:Creative Work

Research

Writing

DESCRIBE IN DETAIL TH2 ACTIVITIES WHICH YOU PROPOSE TO UNDER-TAKE DURING YOUR SABBATICAL LEAVE RELATING YOUR INTENTIONS TOCREATIVE WORK, RESEARCH OR WRITING.

73

MEMORANDUM OF AGREEMENT A

Between the Board of Trustees and the RISD FacultyAssociation:

A subcommittee of The Instruction Committee will be

formed which will study the current RISD workload and credit

structure. This subcommittee will make proposals to improve

the quality of instruction at RISD.

IN WHEREOF, the parties hereunto set their

hands thief day of 1984

RHODE ISLAND SCHOOL OF DESIGNFACUL Y ASSOCIATI N ( ARI/N A)

BY

74

MEMORANDUM OF AGREEMENT B

Between The Board of Trustees and The RISD FacultyAssociation:

Until July 1, 1985, a faculty member who believes that

damaging or derogatory material dated or produced prior to

July 1, 1979 is contained in any file outlined in Article VI of

the Contract may request the Vice President for Academic

Affairs to remove such material. Any and all such requests

which are unreasonably denied by the Vice President may be

subject to a single grievance filed by The Faculty Association

by August 1, 1985 pursuant to Article XX notwithstanding the

time limits contained in Article XX, D.

IN WITNESS WHEREOF the parties hereto set their hands

thiswcamP day ofda , 1984.

RHO ISLAND SCHOO OF D N

RHODE IS AND SCHOOL OF ESIGNFACUL Y ASSOCIATION (N ARI/NEA

BY

75

SCHEDULE C

The following courses are eligible for full remittedtuition exclusive of lab fees, on a space available basis:

Evening courses: Extension SchoolJunior SchoolLisle House coursesPilntbox programShort-term workshops on campusSpecial EventsSummer Evening ProgramYoung Artists Program

The following courses are eligible for partially remittedtuition exclusive of lab fees, on a space available basis:

Dinner-for-two (food and wine costs are not covered)Pre college program (1/2 tuition is remitted)Six-week workshops (1/2 tuition is remitted)Travel Study programs (tuition is covered exclusive oftransportation, room and board charge, and incidentalexpenses. For specific charges, contact ContinuingEducation, 331-3511, ext. 281).