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1984 FACULTY HANDBOOK

TABLE OF CONTENTS

1.000 PREFACE to the Fourth Edition

2.000 ORGANIZATION 2.100 Organization of the College 2.200 Academic organization

2.210 Academic Area Table of Organization 2.300 Deans Desk Assignments 2.400 Coordinators, Convenors and Chairpersons

3.000 GOVERNANCE 3.100 COG IV/Social Contract

3.300 Affirmative Action Policy 3.400 RIF Policy

4.000 FACULTY POLICIES 4.100 Categories of Faculty Membership 4.200 Faculty Recruitment and Appointment 4.300 Faculty Evaluation 4.400 Faculty/Staff Policy 4.500 Faculty Resolutions

4.501 Formation of Deans Groups 4.502 Council of Faculty Representatives 4.503 Timely Evaluation of Student's Work 4.504 Standard for Quarter Hour Credit Award 4.505 The Faculty Meeting 4.506 Evaluation of Student Work 4.507 Evaluation of Modules/Courses 4.508 Policy and Procedure on Reporting Incompletes

4.600 Terminating-Employee Checkout Procedures 4.700 Release of Personnel Information

5.000 COMPENSATION

6.000

5.100 Faculty Salary Policy Salary Scale/Sick Leave Policy 5.200 Retirement, Insurance and Benefits

PROFESSIONAL DEVELOPMENT 6.100 Professional Leave Policy 6.150 Leave of Absence Without Pay 6.200 Professional Travel 6.300 Faculty Development Activities 6.400 Seed Grants 6.500 Patents, Copyrights and Trademarks Policy 6.600 Consulting and External Work

• PREFACE

In the preface of Evergreen's first Faculty Handbook, David Barry, first Vice-

President and Provost, wrote, "This document, as a faculty handbook, reflects

the ideals of a planning year, now well tested in our first year of operation.

Its value has increased because we now speak from direct experience. We can

set down in writing not only our collective thoughts about planning, organi-

zation and governance, but our hard-earned knowledge as well. It is in this

sense that the faculty handbook is a creative document."

Our second Vice President and Provost, Edward Kormondy adds: "It is also a

dynamic document. It is dynamic because it has been modified by our experience

• and our identification of policies and procedures calling for explication and

determination; it is creative because it continually attempts to pull into new

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associations and contexts the collective experience and ideas of the faculty,

students, and staff to achieve the ultimate objectives of the College.

"If this document does not in fact change, then the message is clear: either

we have reached Utopia, or can find no consensus in non-Utopia. I believe we

are--and always will be--somewhere in between."

In preparing the revisions for this fourth edition of the Faculty Handbook it

is clear that both of my predecessors were visionary. Since the 1978 edition

there have been a surprising number of changes in the details of this book. We

have undergone the revisions stimulated by the 1978 "Study of Evergreen" by the

Council for Postsecondary Education, we have entered graduate study through the

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2.100 ORGANIZATION OF THE COLLEGE

For a college in which the curricular structure is so innovative, it is perhaps surprising to find that the organizational structure of the remainder of the college is quite conventional. There are at least two reasons for this: so that all the support structures can run smoothly while attention is focused on curricular innovation, and the need to provide a buffer from and a match-up with the vast state bureaucracy.

The special effort we have made, however, from the earliest days of the college, is to minimize the separation that usually exists between staff and faculty. We encourage staff to participate in the instructional program where possible, we have a number of staff-faculty joint appointments, and we attempt to arrange staff and faculty exchanges from time to time.

It is important that faculty become as well informed and as widely acquainted with the staff of the college as possible, and vice-versa. To this end, the Organizational Chart of the College is appended •

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2.101 HANDICAPPED ACCESS

The Office of Handicapped Access offers information and assistance to all Evergreen students who have a disability.

Generally speaking, all students require various amounts of assistance. Disabled students differ from able-bodied students only in that their specific needs are often compounded by primary needs for physical modification and change in attitude. Modifi­cations can range from finding alternative ways of presenting the course content to using different formats for examinations. Each student with a disability has a different level of function­ing--even within the same disability category. Modifications may not be necessary or, when required, may be minor. Such adjustments, however, enable the student to perform and be evalu­ated on the basis of ability rather than disability.

Guidelines on classroom adaptations and inform~tion about disabilities are available to Evergreen faculty from our office. Services available for disabled students at TESC are listed below.

Counseling Services

Handicapped Access

Key Special Services

Learning Resource Center

Library

Media Loan

Veteran's Affairs

2.101

Counseling x6200, SE 2109

Direct services: readers, typing, counseling, information, advocacy, and referral x6364, L3238

Support for disadvantaged students x6464, L3401

Tutoring, study skills assistance for students with learning disabilities x6420, L3406

Visual Tech (TV magnifier), ordering taped books x6259, L2300

Loan of tape recorders for blind learning disabled or physically handicapped students x6253, L2300

Information, support for disabled vets x6254, Ll200

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Aikin Barlow Bayard Cole (Cooley) Cushing Dimitroff Guttrran

Hunphreys Kahan Kelly Knapp E. Kutter S. Kutter

(Larrbert z} Leisenring McNei 1 Parson Paulsen

Tabbutt Youtz

Reed Pougiales

FAOJLTY AFFILIATIOOS - FINAL LISf

HUMANITIES

Alexander Beck Coontz Damey Hitchens ] ones Kawasaki Larson Leven sky McCann Marr Mart in Mllka Pail thorp Papworth Powell Rainey Salcedo Sinclair N. Taylor Thonpson

June 14, 1984

OORTHWESf NATIVE MER ICAN stuDIES

Colfax Hasen stab King Nelson Trerri:>lay Whitener

FACULTY WITH SPECIAL RE~SIBILITIES OOfSIDE THEIR AFFILIATIOOS

E. Kutter

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CENI'ER FOR CXItM.JN ITY DEVELCB£NT

FAOJLTY AFFILIATI~S- FINAL LISf

I.AtGJAGE AND OJLTURE

Hanfmm Fiksdal

VANCOOVER

Darney Harrison Bruner (Motley)

June 14, 1984

TACXM\

Mirrms Brian Hardimm (Ronzio)

FAOJLTY Willi g>ECIAL RE~SIBILITIES OOfSIDE rnEIR AFFILIATI~S

Ladd N. Allen Mllka Salcedo

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4. Jointly the four Academic Deans consult with each other and with the Provost on all pertinent issues, have responsibility for faculty appointment and retention recommendations, and for the quality of the curriculum and faculty. The total work load is divided among the four Academic Deans according to agreed-upon desk functions. A typical set of desk assignments is shown on the following pages; the actual assignments for the current year are shown at the beginnihg of the current Academic Calendar.

5. In the year before a dean's position will be opened to recruitment, the continuing deans and the Provost should assess both the range of academic expertise and the battery of administrative skills which the three continuing deans possess. The new dean should complement the experience and skills of the continuing deans. The job description should address the needs of the team, much as the addition of a faculty member to a coordinated studies team is made because of the the nature of the problems which the team must handle. In general, the four deans should continually bear in mind the need for the type of teamwork necessary among the faculty members in a coordinated studies program.

The Deans Work: -----.--1. For more effective coordination and clearer understanding, each dean's

team should draw up and publicize a covenant, along the lines of the covenants required of a program faculty, indicating individual responsibilities, shared responsibilities, methods of decision-making and consultation, and methods of resolving differences •

2. To foster continuity in principles and policies, deans should regard their several "desk assignments" as involving not only current decisions and supervision but also the maintenance of the history of that "desk" at Evergreen--how policies have developed and changed, and why-- so that a new dean can take over that desk with a minimum of wasted energy and disruption.

3. Although one dean should bear the ultimate responsibility for the development of the curriculum, each dean should bear specific responsibility for several specialty areas and make recommendations to the team as a whole and the curriculum dean in particular relating to the strength of these areas.

4. While retaining responsibility for the development and implementation of major policies, curricular decisions, faculty assignments, and faculty evaluation, the deans should delegate to specialty areas, coordinated-studies teams within those areas, and individual faculty members the carrying out of specific projects--whenever possible using groups of faculty members and students already working together, rather than proliferating new groupings and diffusing energy.

5. In the evaluations of the performance of individual deans--by themselves, their teammates, the faculty members sharing evaluations with them, and the Provost-- all concerned should pay attention to how well each dean has lived up to the team's covenant, has carried out desk assignments and maintained the continuity of work in those areas, has helped new deans to develop administrative skills, and has helped faculty members to develop as teachers as well as to improve their abilities to take administrative initiative.

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BETSY DIFFENDAL

Special Programs Adjunct Faculty Hiring

and Orientation Part Time Studies Evergreen Times Elderhostel Graduate Shortcourses External Credit Faculty Evaluations Interinstitutional

Comm on Cont. Ed. Media Svs. Liaisons SPL Lab OTCC and UW Partnerships Swnmer School

CURRICULAR AREAS

-Language & Culture Ctr. -Expressive Arts -Science & Human Values

1984-85 DEANS DESK ASSIGNMENTS

JOHN PERKINS

Galleries Budget Delta Tooter Equipment Space Faculty Evaluations Monitor Fac. Evals. Monitor Grants HEGIS Hwnan Sbj • Rev. Bd. Prof. Travel Partnership for Rural Improvement

Seed Grants Staff President Cabinet Longhouse Tacoma - Space

CURRICULAR AREAS

-.MES -MPA -Comm. Studies Ctr. -Pol. Economy

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BARBARA SMITH

Catalog Curriculum Faculty Assignments Faculty Evkluations Faculty Exchanges Japanese Exchanges Hiring Comm. College Liaison Seattle Central Prog. Indian Educ. Adv. Bd. Teachers Cert. Off Campus Joint Center Registrar Liaison Longhouse Industry Linkages Enrollment Coord.

Comnittee High School Liaison NW Area Grant Fred Meyer Co. Proj. Ldr. President Cabinet

CURRICULAR AREAS

-Teachers Cert. -Applied Social Theory -NWNAS -STH

DAVID MARR

Communications Bd. KAOS/CPJ Teacher Cert. Adv. Hiring Faculty Evaluations 1st Yr. Experience Enrollment Coordinating Comm.

Academic Standing Core Faculty

Academic Advising Student Orientation

CURRICULAR AREAS:

-Core -Humanities

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THE EVERGREEN STATE COLLEGE

~ WAC 174-107 GOVERNANCE AND DECISION MAKING AT EVERGREEN

WAC 174-107-100

WAC 174-107-110

WAC 174-107-120

WAC 174-107-130

WAC 174-107-140

WAC 174-107-150

WAC 174-107-160

WAC 174-107-170

WAC 174-107-180

WAC 174-107-190

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WAC 174-107-210

WAC 174-107-220

WAC 174-107-230

WAC 174-107-240

WAC 174-107-250

WAC 174-107-260

WAC 174-107-270

WAC 174-107-280

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Definitions

The Social Contract - General

The Social Contract - Purpose

The Social Contract - Freedom and Civility

The Social Contract - Individual and Institutional Rights

The Social Contract - Society and the College

The Social Contract - Prohibition Against Discrimination

The Social Contract - Right to Privacy

The Social Contract - Intellectual Freedom and Honesty

The Social Contract - Open Forum and Access to Information

The Social Contract - Political Activities

The Legal Nature and Status of the Evergreen State College

Standards For Decision-Making and Governance at Evergreen

Implementation of Governance Policies and Procedures: The Evergreen Council

The Evergreen Council - Membership

The Evergreen Council - The Executive Committee

The Evergreen Council - Subcommittees

The Evergreen Council - Ad Hoc Committees

The Evergreen Council - Standing Committees and Consultative Constituency Groups

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THE EVERGREEN STATE COLLEGE

~ WAC 174-107 GOVERNANCE AND DECISION MAKING AT EVERGREEN

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WAC 174-107-100 Definitions

(1) Adjudicator: Designated community member who is responsible for reviewing a variety of situations involving social, emotional and/or behavioral problems.

(2) Consultative Constituency Groups: A group usually composed of one constituency of the campus, that provides advice to an administrator on issues principally pertinent to that constituency, e.g., faculty meetings, the President's Council.

(3) DTF (Disappearing Task Force): The ad hoc committee system at Evergreen by which community involvement in decision making is sought, policy developed and faculty and administrators hired.

(4) .DTF Implementation/Review Committee of the Evergreen Council: This is a subcommittee of the Council. Its responsibility is to receive the charge and membership and final report of all DTF's; maintain file on each DTF charged including the response to the final report made by decision maker or charger of the DTF. In addition, this subcommittee may pursue any issues in the DTF report or response that it deems appropriate.

(5) Evergreen Community: Currently enrolled or on leave students and all staff and faculty in pay or on leave status.

(6) Evergreen Council: The campus advisory and deliberative body.

(7) Executive Committee of the Evergreen Council: Four members of the Council, who are selected by the Council to serve as the facilitators for campus governance.

(8) Grievable Issues: Any issues that arise as a result of a proposed or promulgated policy; or as a result of decisions made under existing campus policy to which a community member objects; or points of conflict between individuals concerning issues over which the College has final determination.

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WAC 174-107-120 The Social Contract - Purpose

(1) The Evergreen State College requires a social contract rather than a list of prohibitions and negative rules. Evergreen can thrive only if members respect the rights of others while enjoying their own rights. Students, faculty, administrators and staff members may differ widely in their specific interests, in the degree and kinds of experiences they bring to Evergreen, and in the functions which they have agreed to perform. All must share alike in prizing academic and interpersonal honesty, in responsibly obtaining and in providing full and accurate information, and in resolving their differences through due process and with a strong will to collaboration.

{2) The Evergreen community should support experimentation with new and better ways to achieve Evergreen's goals. Specifically, it must attempt to emphasize the sense of community and require members of the campus community to play multiple, reciprocal, and reinforcing roles in both the teaching/learning process and in the governance process.

WAC 174-107-130 The Social Contract - Freedom and Civility

The individual members of the Evergreen community are responsible for protecting each other and visitors on campus from physical harm, from personal threats, and from uncivil abuse. Civility is not just a word; it must be present in all our interactions. Similarly, the institution is obligated, both by principle and by the general law, to protect its property from damage and unauthorized use and its operating processes from interruption. Members of the community must exercise the right accorded them to voice their opinions with respect to basic matters of policy and other issues. The Evergreen community will support the right of its members, individually or in groups, to express ideas, judgments, and opinions in speech or writing. The members of the community, however, are obligated to make statements in their own names and not as expressions on behalf of the College. The Board of Trustees or the President speak on behalf of the College and may at times share or delegate the responsibility to others within the College. Among the basic rights of individuals are freedom of speech, freedom of peaceful assembly and association, freedom of belief, and freedom from intimidation, violence and abuse.

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WAC 174-107-170 The Social Contract - Right to Privacy

(1) All members of the College community have the right to organize their personal lives and conduct according to their own values and preferences, with an appropriate respect for the rights of others to organize their lives differently.

(2) All members of the Evergreen community are entitled to privacy in the College's offices, facilities devoted to educational programs, and housing. The same right of privacy extends to personal papers, confidential records, and personal effects, whether maintained by the individual or by the institution.

(3) Evergreen does not stand in loco parentis for its members.

WAC 174-107-180 The Social Contract - Intellectual Freedom and Honesty

(1) Evergreen's members live under a special set of rights and responsibilities, foremost among which is that of enjoying the freedom to explore ideas and to discuss their explorations in both speech and print. Both institutional and individual censorship are at variance with this basic freedom. Research or other intellectual efforts, the results of which must be kept secret or may be used only for the benefit of a special interest group, violate the principle of free inquiry.

(2) An essential condition for learning is the freedom and right on the part of an individual or group to express minority, unpopular, or controversial points of view. Only if minority and unpopular points of view are listened to, and are given opportunity for expression will Evergreen provide bona fide opportunities for significant learning.

(3) Honesty is an essential condition of learning, teaching or working. It includes the presentation of one's own work in one's own name, the necessity to claim only those honors earned, and the recognition of one's own biases and prejudices.

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WAC 174-107-210 The Legal Nature and Status of The Evergreen State College

(1) The Evergreen State College, established in Thurston County by the 1967 Washington State Legislature, operates under the provision of the Revised Code of Washington (chapter 28B.40 RCW).

(2) The Board of Trustees is responsible for the promulgation and approval of the policies and procedures that are required in the operation of the College. These policies and procedures include but are not limited to: Institutional goals and objectives, control and disbursement of funds, erection and construction of buildings and other facilities. The five members of the Board of Trustees are appointed by the Governor with the consent of the Senate for six-year overlapping terms. Evergreen's President is chosen by and is directly responsible to the Board of Trustees for executive direction and supervision of all operations of the College. The President is appointed for a six-year term, reviewable annually and renewable for one additional six-year term. The Trustees and the President in turn delegate many duties and responsibilities to others in the Evergreen community •

(3) The governance sy~tem recognizes that Evergreen is bound by at least two sets of laws and regulations. The first set includes those federal, state, and local regulations which are legal in nature and binding upon all public institutions. The second set of rules and regulations and procedures, promulgated by Evergreen for internal use, make up the system of governance designed to advance the goals and objectives of the College. The campus grievance procedure and mediation process is not intended to handle issues or conflict that are governed by legal forums, such as the Revised Code of Washington or contractual or bargaining agreements. The governance system is intended to provide an avenue of response and participation under campus promulgated rules and regulations.

WAC 174-107-220 Standards For Decision-Making and Governance at Evergreen

(1) Evergreen must have an acknowledged governance day so that administrative responsibilities of the

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(7)

(8)

(9)

newsletter in the College Relations Office and if possible through the student newspaper •

Standing committees are discouraged, but should a standing committee be deemed essential, those desiring to establish such must submit a request to the Evergreen Council through the President's Office (see Evergreen Council for procedures).

Wherever possible decision-making groups should use the consensus approach.

In cases of conflict, due process procedures set forth in the appropriate sections of the WAC/EAC must be followed.

Governance procedures must be flexible enough to change as the institution changes and must, therefore, provide for an amendment procedure and periodic evaluation.

WAC 174-107-230 Implementation of Governance Policies and Procedures:

The Evergreen Council

The Evergreen Council serves as a central forum where students, faculty, administrators and staff may meet for action, discussion and advice on issues affecting the College and its members. It shall act as advocate for the Governance and Decision-making document.

The Council will have an active function of investigating, reporting and recommending on issues brought by members of the Community. The Council also wi 11 have a "watchdog" function as the place where the College's principles are reiterated and actions are weighed for compliance with those principles.

WAC 174-107-240 The Evergreen Cquncil - Membership

(1) The Membership of the Council shall consist of regular members and alternates. The President, four exempt staff, four classified staff, four faculty, and four students shall be regular members. Two exempt staff, two classified staff, two faculty, and four students shall be the alternates.

(2) Members shall be selected randomly by the President's Office using the ipstitutional computer roster.

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WAC 174-107-240 The Evergreen Council - Membership (continued)

(3) Terms on the Evergreen Council shall be for one year, except as noted elsewhere in this document. No one but the President will be expec~ed to serve more than one term, except as noted elsewhere in this document.

(4) Only the members of the Council may vote at Council meetings or participate in consensus decisions.

(5) The President shall convene a meeting of the Council within 30 days of appointment with appropriate notice to the community.

(6) The names of the members shall be published quarterly in the student newspaper and the campus newsletter. Posters shall be printed annually with the names and telephone numbers of the members, the chairman of each subcommittee, and the names and telephone numbers of the Executive Committee. These posters shall include information about the Evergreen Council and the grievance procedures.

(7) Membership on the Council is obligatory on any member of the Evergreen Community when that person is selected for service, unless he or she is excused for good. cause. Faculty are required to allow student members a reasonable time from class sessions for their Council service without penalty. Program covenants will acknowledge the responsibility of students and faculty to serve on the Council, if selected. Appointment letters to staff and faculty contracts will acknowledge the responsibility to serve. Supervisors are required to release subordinates who are members of the Council and to allow reasonable time away from other duties for Council service, also without penalty. Membership on the Council will provide an exemption from DTF service.

WAC 174-107-250 The Evergreen Council - The Executive Committee

(1) The Executive Committee, a committee of four, one from each constituency, shall serve as the adjudication center on issues dealing with the Governance document. The committee shall decide if an issue is covered by the governance document and whether the issue shall be considered by the

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the final report made by decision-maker or charger of the DTF. In addition, this subcommittee may pursue any issues in the DTF report or response that it deems appropriate.

WAC 174-107-270 The Evergreen Council ~ Ad Hoc Committees

Ad hoc committees may be established to address specific issues or carry out particular activities of the Council. Members from the community shall be appointed by the full Council as appropriate.

WAC 174-107-280 The Evergreen Council - Standing Committees and Consultative Constituency Groups

(1) The Council has the authority and responsibility to review and act upon requests for establishment of official consultative constituency groups.

(2) The Council shall establish or act on a request to establish all standing committees. All existing or newly requested standing committees must seek annual recognition for the Council. The request must include the reason for establishment of the committee and the role of the committee as an adjunct to decision-making.

(3) Each committee shall have a life of one calendar year. The committee must be reconstituted annually and be approved by the Evergreen Council. Failure to seek reconstitution will result in the committee's loss of standing on campus.

WAC 174-107-290 The Evergreen Council - Community Access

(1) Any member of the Evergreen community wishing to bring a matter before the Council shall submit a written statement of the question, grievance, problem or proposal to the Executive Committee of the Council in care of the Office of the President which shall immediately forward all correspondence to the Executive Committee. The Executive Committee shall decide within eight days to:

(a) forward the matter to the committee-of-the-whole (i.e., the entire Council) for consideration;

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WAC 174-107-320 The Evergreen Council - Minutes of t4eetings

(1) Minutes shall be made at regular or special Council meetings; recording equipment and supplies, or staff

shall be the responsibility of the President's Office.

(2) Minutes will be distributed five days after the meeting through the usual communications' channels, including the Campus Newsletter and student media.

WAC 174-107-330 The Evergreen Council - Actions of Council

The Council has the authority to call witnesses, review any document except those subject to personnel regulations, security generated, or registration records of students, and to hold open hearings and forums. At the conclusion of its deliberation, the Council may:

(1) rule in favor of either side or neither;

(2) set up a DTF to investigate an issue or formulate a policy;

(3) issue a public comment or judgment;

(4) censure either side or both;

(5) forward an issue to the Board of Trustees, through the President's office;

(6) any combination of all of the above.

WAC 174-107-340 The Evergreen Council - Relationship with Administrators

Notice of action will be given to the appropriate Administrator for implementation as necessary. The Administrator will give the Council a summary of his/her implementation or refusal thereof within 30 calendar days of receipt of the notice.

WAC 174-107-350 The Evergreen Council - Appeals From and Notification of Decisions or Findings

( 1) Decisions of the Evergreen Council may be appealed to the Trustees within 30 calendar days. No appeal shall be heard from an appellant who has failed to

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WAC 174-107-370 Mediation/Mediator

(1) Mediator: Designated intervener in potential conflicts between two members or groups of the community. Individuals in the community should contact the Mediator before ~equesting access to the grievance procedure.

(2) When unable to work out their difference one-to-one, the aggrieved parties shall contact the campus Mediator for assistance. The Mediator may appoint a third party mediator (m) if the parties fail to agree upon one, or the Mediator may serve as the mediator him/herself. The Mediator may, if appropriate, refer the party or parties to the Adjudicator. Mediation implies deliberation that attempts to result in a solution that will be accepted by the contending parties.

(3) If one party refuses to participate in third party mediation, the campus Mediator may refer the issue to the Hearing Board through the Executive Committee.

(4) The third party mediation process is deliberately left unstructured; this is done to give the third party mediator the widest possible latitude; the mediator may, at his or her option, adopt any rules or procedures deemed necessary for the orderly resolution of the dispute.

(5) Within five work days of conclusion of mediation, the mediator shall send a summary statement of the nature of the conflict to the Executive Committee, through the President's Office with a copy to the disputants. Mediation should be concluded within 10 class days of the request for mediation.

WAC 174-107-380 Mediator of Legal Issues

(1) In the event of action by authorized administrators which result in an action against a student that involves social, mental/medical incapacity, trespass orders issued on behavioral problems on campus, a student wishing to appeal these actions must request a hearing with the Mediator within 10 days.

(2) The Mediator shall, upon receipt of the letter requesting a hearing, notify the administrator and shall hold a hearing on the issue.

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(b) The petitioner shall deliver a copy of the petition to the other party or agent in the dispute at the time it is submitted to the President's Office. The respondent shall be entitled to file a response to the petition, but the time lines will continue to be met while (b) is being accomplished.

(2) Within five class days of receiving a petition for a hearing, the Hearing Board will convene to review the petition and the mediator's statement, and respond in writing to the disputants accepting or rejecting the case, or clearly stating the conditions which must be met before the request can be accepted. The Hearing Board may question the Executive Committee whether the issue is/is not grievable through COG. The Executive Committee may seek assistance from the Attorney General. A decision not to hear a case may be appealed to the Board of Trustees if the appellant has participated in mediation, and if the appellant has followed the requirements of the Hearing Board.

WAC 174-107-420 Hearing Board Chairperson

(1) The Hearing Board Chairperson will inform the disputants of the date, time, place of the hearing and procedures to be followed. The hearing shall commence within 10 class days of acceptance by the Hearing Board.

(2) The Chairperson of the Hearing Board shall notify disputants in advance of the hearing of time limits for presentation of the issue. Each side may allocate this time as it sees fit. Time for cross-examination will not count against either side, but may be limited. Time required of resource persons requested by the Hearing Board will likewise not count against either side, but may be limited. The Board may modify the time limit if it feels the need.

WAC 174-107-430 Requirements of Disputants

( 1 ) The Hearing Board may wish to have both parties submit a short and plainly written statement or the matters of positions asserted before the hearing convenes. If so, the Chairperson shall request such from each party at the time of notification of the hearing, All documents will be shared with all principals in the dispute.

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EAC 174-107-46001

(1) Members of the Hearing Board shall not discuss the details and evidence of the case outside of the hearing, and shall base their decisions upon the record made before them by the disputants.

(2) Abstracts of all previous decisions will be made available in the President's office for use by Hearing Boards, disputants and potential disputants. Hearing Boards, although not strictly bound by precedent, will consider abstracts when rendering a decision. Potential disputants should review these abstracts in order to expedite settlements. It is hoped that the Evergreen community will learn from Hearing Board decisions and institute them as part of general policy for the college.

(3) A verbatum record shall be kept of all matters presented to the Hearing Board. If an electronic record is kept, Media Services shall assist the Chairperson to assure a quality tape.

WAC 174-107-470 Challenges to Board Members

(1) As soon as the Hearing Board convenes, any of the Hearing Board members is subject to challenge by each side represented in a dispute. Each side may preemptorily request the removal of one member of the Board.

(2) Disputants must show cause for additional challenges, which are unlimited, if good cause is shown. The Hearing Board chair shall judge whether good cause is shown. Challenged members are to be replaced by alternate members, previously selected from the constituency groups.

WAC 174-107-500 Presentation of Evidence

(1) Petitioner may first present a brief opening statement. Respondent may follow with a brief opening statement.

(2) Petitioner may present witnesses along with pertinent, supportive evidence. Subsequent to each witness' testimony, respondent may cross-examine; redirect is allowed and recross-examination, if necessary •

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(3) Respondent may present witnesses along with pertinent, supportive evidence. Subsequent to each witness' testimony, respondent may cross-examine; redirect is allowed and recross-examination, if necessary.

{4) Petitioner shall present his/her closing arguments, then the respondent shall present his/her closing arguments.

(5) The Chairperson of the Hearing Board is responsible for the smooth functioning of the hearing and providing for a fair hearing for both sides. For example, the Chairperson may interrupt to keep the hearing pertinent to the issues and keep hearsay evidence off the records. The chairperson shall rule on procedural objections from the disputants. During the proceedings Hearing Board members, upon recognition from the Chair, may ask questions which they feel are important to their understanding of the issues or facts.

WAC 174-107-510 Timelines for Hearing

(1) The Board may grant delays in the hearing proceedings for valid reasons. For example, the Board may wish to allow temporary adjournment to permit a party to respond to new and unexpected material coming to light during the hearing.

{2) The Hearing Board shall reach a decision within 30 days of receipt of petition for hearing.

WAC 174-107-520 Hearing Board Deliberations and Decisions

(1) The Hearing Board, in deliberating, will consider only the merits of the case and not the consequences of its decision. Finding of fact shall be based exclusively on the evidence and on matters officially noticed.

(2) The Hearing Board will provide to both parties written notice of its decision within 10 days of the close of the hearings, or within 30 class days of filing of original petition, whichever is greater.

{3) The community members shall have access to a transcript or record of the hearings and findings of the Hearing Board.

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(2) The appeal may include only information entered into the hearing record. No new material may be offered during the appeal hearing,

(3) If neither party appeals within 10 days of issuance, the decision shall be made final and published within the appropriate news sources.

WAC 174-107-540 Amending Procedure For Governance Document

(1) Amending of this document rna~ be initiated by filing a notice of change with the Evergreen Council. The notice shall contain a narrative of the reason for the change desired, the section to be amended or emended/presented in Code Reviser's Language.

(2) The Executive Committee shall call a meeting of the Council to consider the change.

(3) The Council may hold hearings, poll the campus and/or review past practices. It is the responsibility of the Council to notify the petitioner of what procedure will be followed in the review of the section of this document that is in question. The Council must provide the petitioner with any/all documents used in the review. The petitioner may, if he/she desires, serve as an ex officio member of the Council during the deliberations.

(4) Within 30 days the Council shall forward a statement of its position to the President's Office for consideration by the Board of Trustees along with the original petition for change.

(5) The Trustees shall notify the campus as per the usual public notice requirements before any action is taken on a proposed change,

WAC 174-107-550 Evaluation Of Governance

( 1 )

(2)

The President will, on April 30th of every fourth year, ask the Evergreen Council to convene a DTF on governance which will include faculty, staff, students and a member of the Board of Trustees to evaluate the Evergreen governance system,

It will be the responsiblity of the DTF to affirm the effectiveness of the system or to propose changes. When the DTF has completed its deliberations, it will schedule a series of open meetings, inviting all members of the community to discuss further revision before forwarding the final

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WAC 174-109-010

WAC 174-109-020

WAC 174-109-030

I-lAC 174-109-040

vlAC 174-109-050

i~AC 174-109-060

WAC 174-109-070

wAC 174-109-080

wAC 174-109-090

WAC 174-109-100

WAC 174-109-200

WAC 174-109-300

WAC 174-109-400

WAC 174-109-500

A F F I R M A T I V E A C T I 0 N P 0 L I C Y

CONTENTS

Preamble

Legal Basis of Affirmative Action Program

Definitions

Purpose

Responsibility for Implementation

Policy Dissemination

diring Procedures

Goals and Timetables

Corrective Emplo~nent

Other Policies

Education and Training of Campus Community

Academic Program and Activities Policies

Monitoring, Evaluation, and Improvement

Grievance Procedures

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(6) State of Washington, Chapter 120, Minority and Women Business Enterprises .

(7) Federal Civil Rights Act of 1964, including the implementing regulations of the Equal Employment Opportunity Commission, and the Office of Civil Rights, prohibiting discrimination in employment because of race, color, religion, sex, or national ortgin.

(8) Federal Rehabilitation Act of 1973, ~ection 504, which prohibits discrimination on the basis of handicap in programs receiving federal assistance.

(9) Federal Education A:nendments of 1972, Title IX, prohibiting discrimination on the basis of sex in education.

(10) Federal Vietnam Era Veterans Readjustment Action of 1974 which prohibits discrimination because of Vietnam Era or disabled veteran status.

WAC 174-109-0JO DEFINITIONS

(1) Handicapped persons (federal definition) means any person who (a) has a physical or mental impairment which substantially limits one or more major life activities, (b) has a record of such an impairment, or (c) is regarded as having such an impairment.

(2) Disabled Veteran means a person entitled to disability compensation under laws administered by the Veterans' Administration for a disability rated at thirty per centum or more, or a person whose discharge or release from active duty was for a disability incurred or aggravated in the line of duty.

The Higher Education Personnel Board Rule WAC 251-18-130 allows veterans to receive bonus points on civil service examinations during the eight years following the date of release from active service.

(3) Veteran of the Vietnam Era means a person who (a) served on active duty for a period of more than one hundred eighty days, and part of ~1icn occurred between August 5, 1964 and May 7, 1975, and was discharged or released therefrom with other than a dishonorable discharge, or (o) was discharged or released from active duty for a service connected disability if any part of such active duty was performed during the Vietnam Era.

The Vietnam Era Veterans Readjustment Action of 1974 protects nondisabled Vietnam Era veterans for forty-eight months after discharge or release from active duty.

(4) Racial/ethnic groups (federal definitions):

(a) American Indian or Alaska Native includes all persons having origins in any of the original peoples of North America, and who maintain cultural identification through tribal affiliation or community recognition .

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Coordinator of Career Planning Director of Employee Relations

and .Placement Director of Facilities & Services

Coordinator of Media Services Director of Financial Aid

Dean of Student & Enrollment Executive Assistant to the Vice

Services President for Business

Dean of Library Services Registrar

Director of Admissions Security Chief

(11) Presidents council. The following list constitutes the members of the "President's Council":

President Academic Deans Academic Vice President & Provost Vice President for Business Dean of Library Services

Director of Computer Services Director of Employee Relations

Director of College Relations Dean of Student & Enrollment

. and Developnent Services

Director of Facilities Assistant to the President

Director of Educational Support Controller

Programs Director of Auxiliary Services

Executive Assistant to the Vice Director of Kecreation & Athletics

President for Business Faculty Representatives

S & A Representative

WAC 174-109-040 PURPOSE

To implement this policy, The Evergreen State College has adopted an affirmative ction program as described in these sections.

WAC 174-109-050 RESPONSIBILITY FOR IMPLEMENTATION

(1) The President of The Evergreen State College is responsible to the Board of Trustees and to the Evergreen community for implementation of the affirmative action policy, and for recommending the resources necessary to make the policy productive and effective.

(2a) The Affirmative Action Officer will report directly to the President. The Affirmative Action Officer is responsible to the President, and will be responsible for and assure compliance with this policy, and federal and state laws prohibiting discrimination and promoting equal

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iii. plan and sponsor an affirmative action education program as described in the Education and Training of the Campus Community section of this policy.

(4) The Director of Employee Relations in cooperation with the Affirmative Action Officer is responsible for informing the appropriate Appointing Authority and the Chairperson of each employee selection committee about the relevant Affirmative Action policy and reporting procedures in matters of employee selection. The Appointing Authority and the Selection Committee Chairperson are responsible for initiating this exchange of information. The Director of Employee Relations is also responsible for consultation, counseling and identifying training programs for the upward mobility of classified and exempt staff including Third World people and women.

5) The Provost shall ensure that annual progress is made towards Affinaative Action goals in the area of faculty hiring, and that curriculum planning, teaching assignment, resource allocation, faculty evaluation, library development, and the evaluation process reflect Affirmative Action principles.

(6) The Vice-President for Business and his/her designees shall ensure that the College complies with the requirements of Chapter 120, Laws of 19$3, concerning the participation of minority and women's business enterprises in the purchase orders of the College, public works contracts, and the selection of architectural and engineering services .

(7) The Purchasing Agent shall comply with all prov1s1ons of the Minority and Womens' Business Act, and shall make this information available to all persons who make purchases for the College.

(8) The Dean of Student and Enrollment Services shall ensure that admission, registration, financial aid, counseling, health services, academic advising, career planning, student activities and day care services support the admission, retention and graduation of students in accordance with the College's Affirmative Action Policy.

(9) The Director of Admissions is responsible for coordinating student recruiting efforts to attract student applicants from protected groups so that the student population of Evergreen shall parallel the population of Washington State.

(10) All Appointing Authorities (see definitions) shall be responsible for implementation of this policy in their units, and shall provide an annual Affirmative Action report as specified in the Monitoring, Evaluation and Improvement section of this policy.

WAC 174-109-060 POLICY DISSEMINATION

The Affirmative Action Officer will disseminate a summary of the Affirmative Action Policy as follows:

(1) All College offices will have copies of this policy and the summary statement available to disseminate to the following:

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Affirmative Action procedures developed for that purpose, available at the Affirmative Action Office. The appointing authority, and selection committee chair, in consultation with the Affirmative Action Officer, shall develop: Recruiting and advertising methods that generate candidates from protected groups; job descriptions; and a time frame for the search. The selection committee will be representative of the college community, including members from protected groups. At this point the Affirmative Action Officer will certify in writing that the search will proceed, or in consultation with the Appointing Authority, request corrective employment procedures. Failure to comply with these requirements will necessitate reopening the search. The Affirmative Action Officer will provide forms for use in tracking each applicant and will compile and maintain a file of these forms as they are completed for each applicant.

(3) Faculty Employees. Faculty hiring at The Evergreen State College is the responsibility of the Provost, and whomever may be delegated to participate in that process. At the beginning of each selection process, those delegated shall meet with the Affirmative Action Officer to acquire information on Affirmative Action procedures, using the checklist of Affirmative Action procedures developed for that purpose, available in the Affirmative Action Office. Those delegated, in consultation with the Affirmative Action Officer, shall develop: Recruiting and advertising methods that generate candidates from protected groups; job description; and a time frame for the search. At this point, the Affirmative Action.Officer shall certify in writing that the search will proceed, or ask for corrective employment measures, as appropriate. The Affirmative Action Officer will supply forms to the appointing authority for use in tracking each applicant, and will compile and maintain a file of these forms as they are completed for each applicant. If necessary to achieve Affirmative Action goals in the area of faculty hires, those delegated and the Affirmative Action Officer will request the use of corrective employment procedures. Failure to comply with these requirements will necessitate reopening the search.

{4) Student Employees. The Affirmative Action Office supplies a form to all employers of students on campus which allows applicants to volunteer Affirmative Action data. This information will be included in the Appointing Authority's annual report. Each student position must be posted in the Office of Student Financial Aid. Each paid student internship must be on file in the Office of Cooperative Education. Tnese positions must be posted for at least one week or until a minimum of three students are interviewed for the positions.

(5) Temporary Employees, Adjunct Faculty, Dean and Staff Rotation Appointments. While individuals in these categories are appointed for limited periods of time and for particular tasks, any appointments made in this manner must be in accordance with the tenets of the Affirmative Action Policy. The Affirmative Action Officer will review announcements, schedules, committee memberships, rating criteria, and applicant pools for Affirmative Action adequacy.

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4 year Long tenn

Ca~'?!l..l Availability2 Current Goals Historical Goals ----Women students 50% 51% Each appointing 50%

Third World 7% 12% Authority shall 15%

administrators be required to Women administrators 33% 41% set his/her own 45%

Third World faculty 9% 14% 4 year goal. 25% Women faculty 26% 32% Progress towards SO%

Third World 7% 12% this goal shall 15% professionals be reported

Women professionals 45% 56% annually to 45%

Third World clerical 5% 10% the Affirmative 15% workers Action

Third World students 10% 10% c.:xmnittee. 25%

Women clerical workers 78% 87% 45%

Third World technical 8% 13% 15% workers

Women technical workers 48% 33% 45%

Third World craft 5% 5% 15% workers

Women craft workers 5% 0% 25:4

Third World service 71. 36% 15% workers

Women service workers 40% 16% 45%

l. composition of these categories by position 1s available from the Affirmative Action Office.

2. based on 1983 availability statistics described below.

In addition to staffing pattern goals by job category as established 1n this section, the College recognizes as a long term historical goal the achievement of staffing patterns which provide at least 15% Third World people and 45% women in each unit under the direction of its Appointing Authority. Progress towards this goal will be evaluated on an annual basis. Further, the policy recognizes that the College has established one category to measure goals for all Third World people and that Third World women are counted as women and as Third World. \~here one or more protected groups (see definition) is under-utilized, it is the responsibility of the Appointing Authority to take steps necessary to correct such disparity.

Affirmative Action will be exercised by the Appointing Authority in order to make progress toward our long range goals. Corrective Employment procedures will be authorized by the Affirmative Action Officer in all cases where there 1s an under-utilization according to availability statistics within an organizational unit or job classification .

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When this data shows that an under-utilization exists (according to federal definition) in the classified staff area, the Affirmative Action Officer and the Appointing Authority will recommend that the Director of Employee Relations utilize corrective employment procedures.

To determine whether to fill a faculty or exempt position by means of corrective employment, the appropriate Dean or Appointing Authority, in consultation with the Affirmative Action Officer, will compare the national availability statistics with the College's Affirmative Action goals.

(4) Responsibility. The Evergreen Affirmative Action Policy, Chapter 174-109 WAC assigns overall responsibility of the implementation to the President. It is the responsibility of the Affirmative Action Officer to analyze, evaluate and monitor the institution's success or lack or success in achieving its goals and timetables, and to determine the need for Corrective Employment efforts. Deans, Appointing Authorities, and Vice presidents have the responsibility for meeting the College's Affirmative Action goals and commitments in their assigned area. The Director of Employee Relations is authorized to use corrective employment in those Equal Employment Opportunity categories and groups in which an under-utilization of protected group members has been determined.

(5) Components of the Program. Provisions included ~n this Corrective Employu1ent Program include authorization for:

(a) Ascertaining the race, sex and handicap status of applicants.

(b) Use of knowledge of the candidate's race, sex, and handicap in the referral or selection process.

(c) Maintaining all applications submitted by members of protected groups to insure contact with such members when employment opportunities become available.

(d) Use of specially qualified persons or organizations to reach persons of protected groups.

(e) Use of in-training appointments to employ persons w~o possess potential for successful performance in specific positions.

(f) Use of other procedures such as selective certification or selective recruitment that are appropriate to correct the particular conditions at which the program is directed.

WAC 174-109-100 OTHER POLICIES

(1) Racial and Sexual Harassment prohibited: The College prohibits racial and sexual harassment on College property. While it is the responsibility of supervisors to intervene in circumstances of racial or sexual harassment, it is also the responsibility of each and every member of the college co~nunity to intervene and/or report to the

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WAC 174-109-300 ACADEMIC PROGRAM AND ACTIVITIES POLICIES

(1)

(2)

(3a)

Equal opportunity. No classes, courses of study or other educational programs and activities offered by the College will be closed to anyone because of race, color, national origin, st•x, maritlll. At:JtuH •

sexual preference, religion, age, handicap, Vietnam Era or dtsabled veteran status.

Cultural bias. The College seeks to eliminate cultural bias and stereotyping in testing, counseling, advising, academic instruction and evaluation procedures.

Handicap Accessibility. The College is committed to providing accessible education, maintaining an accessible campus, and providing auxiliary aids through the Office of Handicapped Access and Services.

Concerns about handicapped access will be addressed to the Planning Office.

(3b) If the handicapped person is a student, the right to an accessible education will be balanced, in situations involving mental/emotional handicaps, with the rights of other students to participate in an orderly educational process.

(4) It is the responsibility of the Provost, Academic Deans and members of the faculty to develop and implement a culturally, racially, ethnically diverse curriculum .

WAC 174-109-400 MONITORING, EVALUATION, AND IMPROVEMENT

(1) This section has two purposes: (a) to provide for data collection and reporting, and (b) to establish procedures for evaluating institutional progress and individual performance of all faculty and staff as it relates to the Affirmative Action Policy.

(2) The Affirmative Action Officer will receive reports from the persons enumerated below and such other Collegepfficials as he/she may request to provide information, prepare digests, summaries and/or interpretations in sufficient detail to fulfill the information requirements of the President, Board of Trustees, or other authorities named in this program; and prepare College reports to external bodies such as the Higher Education Personnel Board, Governor's Committee or Affirmative Action, etc.

(3) The following persons will provide information to the Affirmative Action Office as indicated:

(a) The Director of Employee Relations will report annually on upward mobility within the College workforce, and will provide quarterly reports concerning applications received, number of persons hired, number of persons receiving training, nwnber of persons promoted, number of persons transferred, number of persons terminated, starting salary of new employees and employee turnover rates, all by race and sex, veteran and handicapped status. 3.300 -15-

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WAC 174-109-500 GRIEVANCE PROCEDURES

A person who believes s/he has received prejudicial discriminatory treat.nent within the ~vergreen Community because of race, color, national origin, sex, 1oarital status, sexual preference,·religion, handicap, Vietnam era or disabled veteran status is urged to utilize the grievance procedures provided by the College through the Affirmative Action Office. This policy also seeks to protect complaining parties from any retaliation which tnight result from the resolution of complaints. (Although the procedure for taking action when probable cause exists varies depending on a person's membership in the Campus Community, the procedures leading to that action are the same.) This policy, however, cannot substitute for personal integrity and professional ethics in the Evergreen Community. Members of the Evergreen Co~nunity who come into conflict on issues of discrimination and retaliation must first make a determined effort to resolve problems between thetnselves in a constructive and mutually agreeable manner. If the situation remains unresolved, a complainant (the person making the complaint) or a respondent (the person complained about) may contact the Affirmative Action Office for the purposes of policy clarification, informal discussion, advice and assistance. These contacts will be kept confidential.

(1) Informal resolution. The complainant should contact the Affirmative Action Officer to discuss the complaint. The Affirmative Action Officer may appoint a third-party mediator if the parties fail to agree upon one, or the Affirmative Action Officer may s~rve as mediator if agreeable to both parties. Third-party mediation is deliberately left unstructured; this allows the mediator the widest possible latitute. The mediator may, at his/her option, adopt rules or procedures necessary to insure compliance with due process and to obtain orderly resolution of conflict. Within five working days of the conclusion of mediation, the mediator shall send a summary statement of the nature of the conflict to the Affirmative Action Committee through the President's Office. Copies will be sent to the disputants and the responden.t' s supervisor. Mediation shall be concluded within ten working days of the initial request for mediation. When a Formal Complaint is held following conclusion of informal resolution, the hearing shall be conduct-ed without any reference to the informal resolution report.

(2) Formal Complaint:

(a) Filing a Complaint. Any person may begin formal grievance procedures concerning discrimination or retaliation by any person or unit of the College, by filing a written description of the alleged violation of this policy with the Affirmative Action Office. The Affirmative Action Officer will provide forms for this purpose. Statements should be detailed, accurate and truthful, and must include a suggested resolution.

(b) Notification of principals. Receipt of the complaint will be acknowledged in writing by the Affirmative Action Officer. The respondent will be informed within three working days by the Affirmative Action Officer of the nature and substance of the complaint. Following a face-to-face discussion with the respondent, the Affirmative Action Officer shall send a copy of the written complaint to the respondent within three working days

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(f)

These findings will be forwarded to the principals, the President, the Affirmative Action Co~nittee and the appointing authorities of the principals, or the Campus Adjudicator if students are involved.

Action. If probable cause has taken place, action will be taken as follows:

1) Student as Respondent: The Campus Adjudicator will take action in accordance with the Social Contract and established guidelines.

2) Classified Staff as Respondent: The Appointing Authority will take action based on HEPB rules.

3) Faculty as Respondent: The Academic Dean and Provost will take action in accordance with Faculty Handbook guidelines.

4) Exempt Staff as Respondent: The Appointing Authority takes action.

(g) Appeals. Within thirty calendar days of rece1v1ng the findings, either the complainant or the respondent may petition a hearing before the Board of Trustees by submitting a written request. Such an appeal may only be accepted if the appellant participated in mediation and in the hearing. The appeal may include only information entered into the hearing record. No new material may be offered during the appeal hearing. The decision may be challenged if it:

1) Is clearly erroneous 1n view of the entire record as submitted;

2) Is arbitrary or capricious;

3) Is beyond jurisdiction of Evergreen (i.e., is covered by federal, state, local statutes);

4) Is contrary to usual practice at Evergreen

Should the Trustees not agree to a hearing, the decision is final on campus, and shall be implemented within ten working days. A person who believes s/he has been the subject of discrimination may choose to consult an attorney regarding civil redress, or may choose to file a discrimination grievance with the following agencies:

Washington State Human Rights Commission 402 Evergreen Plaza Building 7th and South Capitol Way Olympia, WA 98504

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3.400 RIF POLICY

EAC 174-112 PERSONNEL RULES

Reduction in Force Guidelines and Procedures

EAC 174-112-850 Objectives

Survival of The Evergreen State College's ability to pursue its goals as a learning community is the primary objective. In carrying out this ob­jective, all steps must be taken to deal in a humane way with all individ­uals involved in a reduction-in-force process. These guidelines and pro­cedures are designed to permit a reduction-in-force (RIF) within the college, should that action become necessary, without undermining its academic goals and ideals, as set forth in the College Bulletin, the Faculty Handbook, and Evergreen's governance documents.

EAC 174-112-855 Guidelines

(1) During a reduction-in-force, every effort will be made to provide the maximum notice to those persons affected either through term­ination or through shifting of responsibilities in the event of reorganization. Requirements for notice are applicable by law or by college policy: Civil Service employees have a minimum of three days in which to choose any available options in lieu of layoff, and a subsequent minimum of fifteen days before termin­ation (cf. WAC 251-10-010 through 050), and a well-defined layoff procedure (Exhibit I); members of the faculty have notice policies as provided in the Faculty Handbook; administrative exempt em­ployees, while having no fixed period of notice, should be given the maximum feasible notice.

(2) During the reduction process, the actions considered and taken will occur in an atmosphere of open, clear communication.

(3) Any reduction-in-force should be undertaken with the clear goal in mind of maintaining as a minimum the legislatively-approved student/faculty ratio. Protection of this ratio is vital to the academic mission of the college.

(4) During a reduction-in-force, the college will make every effort to maintain its affirmative action goals pertaining to its non­white and female faculty and staff. Affirmative action must be implemented at all times, in all actions, including the formation of the advisory group defined below .

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to be eliminated. Appointing authorities will submit their plans to their respective vice presidents for review. The vice presidents will submit the plans, as revised and approved, to the advisory group for final consideration prior to its making specific recommendations to the President.

The President, in consultation with the advisory group, will develop the final plan for the Board of Trustees' consider­ation.

The advisory group, during the entire process delineated here, will be charged with the responsibility for main­taining liaison with the rest of the college community.

(2) Relative to reduction in faculty force, every attempt should be made during the remaining growth period of the college to provide a number of alternatives or buffers against the future necessity for terminating regular faculty appoint­ments on short notice. The Evergreen State College is in a somewhat unique position among its sister institutions in still being able to look forward to a period of growth; we must therefore not miss the opportunity to build into its growth pattern a thoughtful plan for possible future reduction in the size of its faculty, should this become necessary •

Evergreen is in a unique position in another respect, also, in that it does not have a traditional faculty tenure system. The original planning faculty decided in 1970 to eschew the tenure system because experience at other institutions had shown that it was difficult to maintain a primary commitment to the continuous improvement of teaching skills under such a system. Our faculty serve, therefore, under a system of continuous evaluation, including an annual review of teaching effectiveness and growth in the teaching arts as a condition for renewal-of-appointment every three years. In order to maintain the esprit of the faculty required for this system's effectiveness, it is incumbent upon the college to maintain a variety of options for reducing faculty force, should such reductions become necessary.

Furthermore, the uniqueness of the college's position is underscored by the fact that its academic programs are not rigidly set in the traditional departmental structure, but are subject to annual formation and revision by the faculty, and to annual review by the academic deans. Thus, the maintenance of a faculty characterized by high quality, diversity and creativity is both primary and prerequisite to the vigor and excellence of the academic programs .

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Therefore: upon declaration of a state of "financial exigency" by the Board of Trustees, the following proposed actions should be implemented, in order to alleviate the faculty portion of the fiscal crisis without the actual termination of faculty contracts:

{a) Allowing normal attrition and non-replacement to provide as much relief as possible {an estimated 2 to 5 percent reduction annually).

{b)

{c)

{d)

Continuing the twelve-month operation of the academic programs, but allowing faculty members to teach a maximum of three out of every four quarters {yielding an estimated 10 percent reduction-equivalent). •

Providing an automatic reduction-in-force through the elimination of the "visiting faculty" category {as provided for in the Faculty Handbook) at the end of-any academic year {estimated 8 to 10 percent reduction-equivalent). Faculty on one-year nonrenewable appointments shall have lower priority than faculty on renewable one-year contracts in the event of a reduction in force. Faculty on part-time adjunct faculty appointments shall have lowest priority in the event of a reduction in force.

Requesting a voluntary list of faculty members willing to accept six months' notice for a year's leave of absence without pay, in order to provide a temporary reduction-in-force while efforts are being made to correct the under-enrollment problem {yielding an estimated 10 to 15 percent reduction equivalent).

{e) Asking the faculty to consider various job-sharing options, at least on a volunteer basis {two-quarter appointments, etc.). {This step would yield an estimated 5 to 10 percent reduction-equivalent.)

{3) In the extemely unlikely event that the above corrective measures prove inadequate to resolve a faculty-related reduction-in-force crisis, a state of "extreme financial exigency" will be declared by the Board of Trustees upon the advice of the President, and the following procedures shall be invoked:

{a) A Faculty Review Panel shall be elected by the faculty to serve in an advisory capacity to the academic deans and Provost.

{b) The Panel shall have a size equivalent to 6 percent of the total faculty, and shall have a composition which properly reflects the then-existing proportions of women and minority persons.

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(c) The academic deans and Provost, in consultation with the Panel, will then review the qualifications of each member of the faculty, regardless of his or her remaining terms of appointment, with respect to the performance criteria articulated in the Faculty Hand­book, and decide who among the faculty are the most able to contribute to the academic mission of the college.

(d) On this basis, recommendations will be made to the President in order to accomplish the necessary reduc­tion in the size of the faculty.

The timing of these actions shall provide the maximum possible notice to affected individuals.

Nothing in the foregoing shall be construed as abridging the rights of individual members of the faculty to the grievance procedures normally available in cases of non­reappointment.

(4) Relative to reduction in classified and administrative exempt staff, a variety of alternatives should be considered to minimize unnecessary termination as follows:

(a) Identifying those positions which might successfully function on an academic year, rather than a calendar year, basis.

(b) Considering the redistribution of duties among posi­tions, making maximum use of normal attrition.

(c) Some employees might wish to consider going to half­time, with their supervisors' approval, should that option fit into the reorganizational plan. (Classified employees cannot, by law, take a cut in salary as long as their duties and hours remain the same.)

Administrative exempt personnel accept appointment knowing their essentiality depends upon the necessity of the function and the ability of the person to fulfill that function. They operate in a spirit of mutual trust and expectation of good will/good performance. This spirit must be carefully guarded through the procedures outlined in EAC 174-112-860 during any reduction-in-force •

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shall send a written notice of reduction in force to each perma­nent status employee to be laid off at least fifteen days in advance of the effective date.

Copies of the layoff notice shall have the following distribu­tion:

Original - to the employee 1 copy - to the budgetary unit 1 copy - to the Director of Personnel

2. Order of layoff and options in lieu of layoff:

a. Layoff of permanent employees will be made in an inverse order of period of service with the college. Seniority shall be measured in the following order:

b.

c.

d.

(1) Length of unbroken service as a classified employee within the institution.

(2) Qualified veterans shall be awarded such additional layoff seniority as is provided for in current statutes and governing HEPB rules.

Service shall not be considered broken during military or approved leaves of absence. If two or more employees in the same class have equal seniority as defined above, layoff will be determined by lot.

A permanent status employee in a higher class shall be offered voluntary demotion to the next lower class in which he has held permanent status or a lower classification in the same class series for which he is qualified, provided that he has greater seniority than the occupant of the position in the lower class. If a position cannot be offered at this level, the procedure shall be repeated in the next lower classification.

Permanent status employees shall be offered positions in the same or other classifications in which they previously held a permanent or probationary appointment or for which they meet the minimum requirements and pass the qualifying examination which are being held by non-permanent status employees within the institution.

Emergency, temporary or part-time employees shall be laid off before probationary and provisional status employees in the same classification. The order of layoff of probationary or provi­sional employees shall be in the inverse order of seniority as defined in 2-a. above •

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4.000 FACULTY POLICIES

WAC 174-128 FACULTY MEMBERSHIP, APPOINTMENT AND EVALUATION

4.100 Categories of Faculty Membership

WAC 174-128-010

Everyone who is directly responsible for generating credit at Evergreen will be a member of the faculty. The College seeks to avoid the distinctions in rank characterizing traditional institutions. Therefore, all faculty will be appointed to the rank of "Member of the Faculty" without any hierarchical distinction in titles. In those cases where indication of a professional specialty is relevant, designation of the particular discipline(s) from which the faculty member comes can be made in parentheses, e.g. "Member of the Faculty (Biology)."

WAC 174-128-020 Categories of Faculty Membership

Since different members of the faculty may, however, have differing kinds of responsibilities, the College has established categories of faculty membership which recognize the necessary differences in selection, evaluation, and reappointment procedures. These categories are:

A. Regular Faculty B. Associate/Adjunct Faculty C. Resource Faculty D. Staff Faculty

The distinguishing characteristics of each of these categories are summarized below.

(1) Regular Faculty

Regular faculty members are primarily hired to teach, except that the President, Provost, Academic Deans, and Dean of the Library are also regular faculty members.

Regular Faculty (except for the administrators denoted above) are expected to teach in the three major modes of instruction as their primary responsibility, but are also expected to participate in curricular planning, serve on DTFs, advise students, engage in faculty development, and carry out the faculty duties discussed in the section on faculty evaluation and reappointment (WAC 174-128-080). The administrators identified above will carry out the duties defined in their job descriptions while serving in an administrative capacity •

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Regular faculty other than the President, Provost, Academic De~n~ and the Dean of the Library are selected through the regular faculty h1r1ng procedure defined in WAC 174-128-030. They are appointed for a three-year contract initially with three-year renewals dependent on . . satisfactory evaluations through regular faculty procedures descr1bed 1n WAC 174-128-050 through 070. They may be full or part-time.

Regular faculty are compensated on the normal faculty salary scale. The administrative officers named above shall be compensated according to appropriate salary scales from sources other than the instructional budget.

(2} Associate Faculty (also called "Visiting" or "Adjunct" Faculty}

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Associate faculty are those individuals working in a teaching capacity who have not been designated either regular faculty or staff faculty. Associate faculty may or may not be expected to participate in DTF's, curricular planning, advising students, etc. depending on the terms of their contract. They are selected in accordance with procedures specified in WAC 174-128-042 by the Deans according to their qualifications and ability to teach in order to meet particular curricular needs defined by the curricular development process. If a staff member's associate faculty membership will require teaching during that staff member's regular work hours, permission must be obtained from the appropriate staff budget unit head. Associate faculty may be full or part-time.

Associate faculty shall be appointed in one of the following categories: l. as one year, for a nonrenewable faculty position, or 2. as one year, renewable, for a continuing faculty position with

renewal contingent upon favorable review and recommendations of the Academic Deans and the Faculty Hiring DTF, or

3. as part-time, adjunct faculty on renewable contracts.

Associate faculty are appointed for a contract period not to exceed one year. Reapplication for the same status (associate faculty} is possible. Associates may apply for regular faculty positions or staff-faculty membership through the normal regular faculty and staff-faculty hiring procedures. Full-time associates will be evaluated in the same manner as regular faculty. Associates are also evaluated on any other duties which may have been specified as part of their contract. In the event that a staff person is denied or loses associate faculty status, that action will not affect his/her continuation in regular staff duties and position.

Associate faculty are compensated from the instructional budget commensurate with their duties, except that associate faculty who are also staff will not be compensated additionally for teaching two or fewer individual contracts.

(3} Resource Faculty

Resource faculty are selected by the Provost with appropriate

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advice from the TESC community to meet particular institutional needs. They may be full or part-time. Normally, they will not be directly responsible for the generation of credit. Resource faculty appointments would fall into three categories as follows:

(a) Appointments under grant auspices in which the indi­vidual's remuneration is not part of the College's faculty entitlement.

(b) Appointments in which another institution bears the cost of the individual's being at Evergreen-- e.g., faculty from other colleges and universities on paid sabbatical from their home institution who require institutional affiliation as a condition of their sabbatical.

(c) A limited number of persons serving in short-term (i.e., less than a full quarter) capacities as visit-' ing artist, scholar, or lecturer. Less than one FTE of faculty entitlement is to be used by the College in this fashion in any given year. Compensation in such appointments is set by the Provost corresponding to the individual's contractual obligations.

Resource faculty have contract periods of no more than one academic year and renewal options as appropriate to their situations. They are compensated appropriately at the discre­tion of the Provost but according to existing salary policie~ .

(4) Staff Faculty

The current definition given in WAC 174-129-010 to 030 applies to this category.

4 .20.0 Faculty Recruitment and Appointment

WAC 174-128-030 Philosophy

The Evergreen curricular program demands motivation and a range of compe­tencies not always required of faculty in colleges and universities whose offerings are organized around departments. Some of the characteristics which we seek in prospective faculty members are:

(1) previous experience or clearly expressed desire to participate in collaborative interdisciplinary teaching;

(2) willingness to work as a member of a coordinated studies team; (3) demonstrated expertise in one or more fields of study and a

willingness to participate with students in learning new fields (a Ph.D. is not in itself a requirement for hiring or retention);

(4) willingness to teach and learn through the exploratory, cooper-ative seminar mode (see WAC 174-128-062);

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(5) willingness to work with students in tutorials and individual contracts;

(6) willingness to act as an academic advisor; (7) willingness to participate in TESC governance activities, task

forces, etc.

The goal of the recruitment and appointment procedure for regular faculty is to develop a large pool of applicants which implements our affirmative action policy and reflects the characteristics above, to involve the Evergreen community as much as is possible in the planning for and selection of candidates, and to keep applicants, the Affirmative Action Officer and the campus community aware of the stages within the hiring procedure.

In order to meet institutional affirmative action goals, the Corrective Employment Policy should be utilized, including the use of selective recruitment or selective certification when appropriate.

All candidates for Regular Faculty appointments shall go through the procedure detailed below and diagrammed in Appendix I.

WAC 174-128-040 Recruitment of Regular Faculty

(1) Stage I. Identification of Recruiting Areas.

At least 18 months before the beginning of new faculty members' contracts in the fall, the Academic Deans, in consultation with the faculty, students, and appropriate staff will identify tentative priority needs (academic areas) in faculty recruitment. These needs will be discussed with the Council of Convenors in conjunction with the specialty areas and be made available for comment from faculty, students and staff through regular channels after which final priorities will be determined. The medium for faculty discussion of these priorities and decisions will be the Faculty Meeting. The Deans will then consult with the faculty associated with that academic area and the Affirmative Action Office to draw up a list of recruitment sources appropriate to each area and to the affirmative action policies of the institution. These sources will be selected to reach deeply into the pool of Third World and women candidates and must be considerably broader than conventional professional journals. The advertising will include specific remarks describing the general philosophy of education at Evergreen and the areas to which an applicant needs to speak.

All three-year positions and one-year renewable appointments shall be open for a period of at least sixty days, and advertised in the Chronicle of Higher Education and appropriate disciplinary journals, as well as other recruiting sources to reach deeply into the pool of prospective Third World and women candidates. One year, nonrenewable faculty positions must be advertised for at least thirty days. In both cases the advertisement must clearly describe the minimal qualifications for the positions.

{2) Stage II. Application and Completion of File.

The initial process is designed to develop complete applicant files and to help prospective candidates understand us and our hiring needs and respond appropriately. It is not the purpose to eliminate candidates at this stage.

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• Each application, be it a response to our advertising, self-initiated, or initiated by personal request of a current Evergreen person, will be assigned a file. The Dean whose desk responsibility is faculty recruitment will review all files for completeness. A complete file will include: l) vitae, 2) two or more letters from colleagues, 3) two or more letters from students (if applicable), 4) a written essay addressing the applicant's philosophy of education and the seven characteristics above. During the initial process, applicant files will be sorted into three categories to aid applicants in completing their files and Evergreen in assessing the status of those files:

(a) Category I. This category contains those applicants whose competencies or academic philosophies do not appear to match our hiring needs. The Dean sends the applicant a letter describing Evergreen's educational philosophy, areas of hiring interest, projected hiring dates, and stating that the applicant's competencies or educational philosophy do not appear to fit these needs.

(b) Category 2. The applicant is a possible candidate but the file is incomplete. The Dean sends the applicant a letter stating this, the specific information needed to complete the file, and the dates in the hiring process.

(c) Category 3. The applicant is a possible candidate and the file is complete. The Dean sends a letter stating that we have the complete file and indicating the dates in the hiring process.

To keep track of the applicant's status, the files will be kept at a single location separated by category.

The front jacket of each file will be marked to indicate the standard letter(s) sent. Copies of any nonstandard letters will be included in the file. As applications are received, the file will be reviewed, categorized, and tagged appropriately.

Applicants remaining in Category l at the end of Stage II will be sent letters of rejection by the Dean. Files in Category 1 will be held until the end of the academic year and then destroyed. Files still in Category 2 may be reviewed by the Faculty Screening Committee (to be described later) and those individuals may be contacted in order to get completion if it seems appropriate. Any applicants that present anomalies in classification go the the Faculty Screening Committee for review.

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files for completeness. A complete file will include: 1) vitae, 2) two or more letters from colleagues, 3) two or more letters from students (if applicable), 4) a written essay addressing the applicant's philosophy of education and the seven characteristics above. During the initial processs, applicant files will be sorted into three catgories to aid applicants in completing their files and Evergreen in assessing the status of those files:

(a) Category l· This category contains those applicants whose competencies or academic philosophies do not appear to match our hiring needs. The Dean sends the applicant a letter describing Evergreen's educational philosophy, areas of hiring interest, projected hiring dates, and stating that the applicant's competencies or educational philosophy do not appear to fit these needs.

(b) Category 2. The applicant is a possible candidate but the file is incomplete. The Dean sends the applicant a letter stating this, the specific information needed to complete the file, and the dates in the hiring process.

(c) Category l· The applicant is a possible candidate and the file is complete. The Dean sends a letter stating that we have the complete file and indicating the dates in the hiring process •

To keep track of the applicant's status, the files will be kept at a single location separated by category.

The front jacket of each file will be marked to indicate the standard letter(s) sent. Copies of any nonstandard letters will be included in the file. As applications are received, the file will be reviewed, categorized, and tagged appropriately.

Applicants rema1n1ng in Category 1 at the end of Stage II will be sent letters of rejection by the Dean. Files in Category 1 will be held until the end of the academic year and then destroyed. Files still in Category 2 may be reviewed by the Faculty Screening Committee (to be described later) and those individuals may be contacted in order to get completion if it seems appropriate. Any applicants that present anomalies in classification go to the Faculty Screening Committee for review •

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The cost of the candidates' visits, including transportation and accomodations, shall be paid by the college to the extent permitted by statute, current travel policy, and availability of funds.

Acceptance of the invitation and/or the provision of accessary information requested by the Faculty Screening Committee by the candidates shall mark their entry into stage four of the hiring process.

(4) Stage IV. Interviewing and Recommendation for Hiring.

The Dean's secretary or student staff, under the supervision of the Dean, shall be responsible for organizing and publicizing the campus visits of active candidates. These visits shall be publicized with the Information Center, campus media, and the Happenings at least one week prior to the visit so that all Evergreen community members who desire to meet the candidates may do so. There will be a standard time and place set aside insofar as it is possible (e.g., noon on Wednesdays) for the Evergreen community to meet the candidate. During the campus visit the Dean whose desk responsibility is recruiting will attempt to make arrangements for the candidate to meet: (1) the Faculty Screening Committee; (2) additional faculty, staff, and students interested in meeting the candidate; (3); staff representatives from Student Services, Cooperative Education, the Registrar's Office, and any other area relevant to this person's specialty; (4) the Academic Deans and the Dean of the Library; (5) the Provost; (6) the Affirmative Action officer. The Dean's secretary or student staff shall arrange for additional introductions and interviews in accordance with the needs and expressed desires of the candidates, Deans, Faculty Screening Committee, and other Evergreen community members.

Following the candidate's visit to campus, members of the Evergreen community who met with the candidate will be expected to contribute written statements of their observations and opinions to the candidate's file. Sufficient time shall be provided after the campus visits during which written statements may be added to the candidate's file. Following this period, the Faculty Screening Committee will review the active candidates' files and provide a list of candidates who would be the most beneficial additions ot the faculty. Normally this will be accomplished by the end of February.

The Deans will then review the active candidates' files, consider the advice of the Faculty Screening Committee and others,

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The cost of the candidates' visits, including transportation and accomodations, shall be paid by the College to the extent permitted by statute, current travel policy, and availability of funds.

Acceptance of the invitation and/or the provision of accessary information requested by the Faculty Screening Committee by the candidates shall mark their entry into stage four of the hiring process.

(4) Stage IV. Interviewing and Recommendation for Hiring.

The Dean's secretary or student staff, under the supervision of the Dean, shall be responsible for organizing and publicizing the campus visits of active candidates. These visits shall be publicized with the Information Center, campus media, and the Happenings at least one week prior to the visit so that all Evergreen community members who desire to meet the candidates may do so. There will be a standard time and place set aside insofar as it is possible (e.g., noon on Wednesdays) for the Evergreen community to meet the candidate. During the campus visit the Dean whose desk responsibility is recruiting will attempt to make arrangements for the candidate to meet: (1) the Faculty Screening Committee; (2) additional faculty, staff, and students interested in meeting the candidate; (3) staff representatives from Student Services, Cooperative Education, the Registrar's Office, and any other area relevant to this person's specialty; (4) the Academic Deans and the Dean of the Library; (5) the Provost; {6) the affirmative Action Officer. The dean's secretary or student staff shall arrange for addi­tional introductions and interviews in accordance with the needs and expressed desires of the candidates, Deans, Faculty Screening Committee, and other Evergreen community members.

Following the candidate's visit to campus, members of the Evergreen community who met with the candidate will be expected to contribute written statements of their observations and opinions to the candidate's file. A period of at least two weeks shall be provided after the campus visits during which written statements may be added to the candidate's file. Following this period, the Faculty Screening Committee will review the active candidates' files and provide a list of candidates who would be the most beneficial additions to the faculty. Normally this will be accomplished by the end of February.

The Deans will then review the active candidates' files, con­sider the advice of the Faculty Screening Committee and others,

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• DIAGRAM OF FACULTY RECRUITMENT AND HIRING PROCEDURE

STAGE I Identification of Recruiting Areas

a. Ident1fy areas w1th Evergreen Community b. Advertise areas

STAGE II Application and Completion of File

Faculty applications received-----------by Dean who categorizes ~

APPENDIX I

Category 2 Category 3

Information obtained Information obtained

Incomplete file, does not appeor to matr hiring need>

Possible candidate Possible candidate Incomplete file Complete file

~st by categor~ Affirmative Action Officer

List to Affirmative Action Office files held to end of academic year

STAGE II I

l Proceed to Stage III

Screening of Files and Identification of Candidates

Dean convenes Faculty Screening Committee with publicity that screening has begun (files open for Evergreen community review and comment from this point forward).

Screening Committee reviews and classifies applicants in Category 3 (and possibly 2)-------------

lnal·tiv . ~ Active Nanws and- ·c-r-Ttt•rin used in classification l'rocel'd-.. t()--Stage IV

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o to Affirmative Action Office

pplicants retaining in Category 2 Applicants in Category 3 are .In' sent letter of rejection sent letter indicating status as

potential fjture candidates Files retained, updated and reviewed for two years

STAGE IV Interviewing and Recommendation for Hiring

Dean's secretary and/or student staff organizes and publicizes campus visit

Candidates visit and meet: a. Faculty c. Staff and/or Support Services b. Students d. Academic Administration

Active candidate~ files open for comment by Evergreen community

not recomme ed

Faculty Screening classifies active

I ist tn Affitmative Action Office 11ith ,·riteria for reclassification

Committee reviews and candidates -------------

List with

--------~ecommended J,.

to Affirmative Action Office criteria for continuation

--------.,.Deans review and make s e 1 ec t ion ~------------

"' -----------------------------------Provost Dean"'

R d "· . E eport ec1s1ons to vergreen community I. i st to Affirmative Action Office

tract offer

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exceptions, American colleges have no real apprentice system for develop­ing the teacherrs craft. The assistant professor is not associated with the full professor in the enterprise of teaching. Junior professors are simply paid less and have less power in their departments. In the mean­time they are busy publishing, or worrying about not publishing. Their seniors do not help them learn to teach. There is no reason why this should continue. Evergree_n will provide members of its faculty with opportunities to !'"earn to teach·, to "experiment, fo acquire intellectual "breadth and depth, and-to get acquaintea ·with ·studEmts fre·e from the ~usual constrafn'ts' of specialized discipline and department.

Because of the unique structure of the College,' the faculty member will have the opportunity to learn to do things he or she would never feel free to try in a discipline-bound department. Moreover, she or he will have the experienced staff to lean on for advice and assistance. They will provide a reservoir of experience in small-group teaching.

~~~1-des~gi\ed progra1ll~ will come to nothing unless we_can help each other ~~s~over a~~ perfect the ___ art of teachin~-·- EV:~~y dean and_ ~xperience4 memoei ·of the faculty will be charged with the responsibility of helping "other members of the faculty ir1 this very ~difficult but exciting enter:..> prise. · .. · ··· · · ·

WAC 174-128-060 The Appointment and Evaluation Cycles

Faculty evaluation is to be viewed as an ongoing process occurring in regular cycles. Each year a regular faculty member is to have an evalu­ation session with his or her dean, at which time portfolios are to be exchanged and their contents discussed. In the first and last years of !": ~egu~a!-: _facu.lty. con_t_ract. t}1_e. evalu<:J:t.i_on -·s~ssf!ins are primarily directe~ toward aiding continued growth, the identification and discussion of ~~~~~s' of s_i:;rengfh ar1cf. 'weakness, . ~~(fway; ~-f. impro~ing upon t-hese strength~ and/or eliminating wea~nesses. If in these Growth Evaluations the dean ~~s: -~e~i.c:iendes wh,:icl1, if not cor<e_ci:eg_,_ln~ght se_rve a's grounds for • non-rea~pointment, those deficiencies must be clearly discussed, both -d·•···· ~'-·'"'··-«•'"' ... 'f""'" -···~ -· .... ~,._.______ . . ...... - . -. ·- _,. ~

in the dean s oral and written evaluation of the faculty member.

(1) The Initial Appointment for Regular Faculty will be for three years, and the first-year teaching assignment will be to a Coordinated Studies Program. The first evaluation procedure will be conducted by the Deans in the latter half of Spring Quarter of year one, and will be directed explicitly toward faculty development questions. If there is evidence of diffi­culty in adjusting to Evergreen teaching styles and demands,· The Deans, in consultation with ·the faculty member,· will -arrange for specific 'assistance, either through the fac{Jlty Team·or Ene second year's teaching assignmen-t, or by a sma-ll, mufual'fy'-·agreed"tipon "consultant. team of experienced and ·­s\iccessfur facuTi:y, ·or b.oth. in. addition, ·s-tudents provide

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their own seminar, and in which they discuss materials and ideas whicl1 either will be explored later in student seminars (as in a coordinated studies program) or which in some other manner will be brought to the teaching of participating faculty. In faculty seminars, the faculty draw upon their respective areas of expertise to share viewpoints and to offer criticism of the su~ect at hand. They are not discussions of teaching but represent an important scholarly activity and in part replace the "publish or perish" syndrome prevalent at other institutions.-

In recognition of the central curricular role of collaborative, inter­disciplinary study and the significance of faculty seminars for growth and development, faculty are expected to be regularly and consistently, if not continuously, involved in faculty seminars of the kind character­ized above. ·Therefore, following the assignment of faculty to programs, individual or group contracts, or other duties, faculty who are not in programs and thereby already in teams, are expected ~ither to align themselves with existing teams or to form their own teams among them­selves for the purpose of faculty seminars. In either event, the members of the seminar are to negotiate the particular details of their colla­borative work, including a list of the materials to be discussed, place them in a covenant, notify their deans of the arrangement and include a copy of the covenant in their portfolio, along with evaluative state­ments by the seminar members of one another's performance in faculty seminar. However, it is not the intention of these expectations to inhibit individual scholarship. Therefore, an exception to the above arrangement will be possible upon submitting an alternative plan to the deans, together with appropriate evaluative procedures, and upon receiv­ing written acknowledgement from a dean. The overriding concern will be that in the long run one's scholarly activities be consonant with Evergreen's commitment to collaborative, interdisciplinary study.

WAC 174-128-065 The Faculty Portfolio

As one of the conditions for reappointment, each faculty member must maintain a portfolio representing work done at and for the college during the contract period. This document should be thought of as a cumulative intellectual and professional history, carefully organized for readability, and ,S!,~~~cally rev,igw_ed and conunented upon a!lnually. !>_y __ _one,();_the ac_a~tem~.c~<:ans_ with the intent of encouraging growth an~ development in the arts of learning and teaching in the Evergreen environ­ment'.-- fi1 the year .. prior to the end of a contract .period,. this cumulative portfolio will become. the principal documentary evidence for a thorough evaluation by the Deans and the principal source for determining satis­factory performance in the criteria for reappointment or non-reappointment. After the Reappointment Evaluation, the faculty member selects materials to be retained in the portfolio and begins to build a fully documented, inclusive portfolio to cover the next-·three..:year evaluation .cycle. Th.e process begins anew 13,t th.e concl~sion of each evaluation--cycle; .

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(1)

(2)

(3)

A conference will be scheduled between a faculty member and one of the academic deans who has worked most closely with that faculty member during the current academic year. (Among other working relationships possible, the dean should have visited the faculty member IS academiC program· On more "than One OCCaSiOn during the" current academic year.) . -~ .~ ' ....... '... "-"···--··

Before scheduling the conference, the dean and the faculty member will exchange portfolios. Both the dean and the faculty member will prepare written responses for inclusion in the portfolio of the following year.

For the reappointment cases, shortly after the conference sessions are ended, the deans will meet and jointly prepare a recommendation in writing on each faculty member to be submitted to the Provost, with a copy to the faculty member involved.

~ Faculty whose appointments include unusual duties will have the specific criteria of their evaluations written into their contract letters. In cases of leave or other interruption in the evaluation cycle, advance written prov1s1on for evaluation must be agreed upon by the faculty member and the dean.

WAC 174-128-070 The Dean's Role in the Evaluation Process

(1) If the evaluation process at Evergreen is to work well and promote the goal of faculty development, the deans must have sufficient time and commitment to make it a major aspect of their decanal responsibilities. Further, in order to fully utilize the Handbook's mechanisms for faculty growth and development, dean-faculty evaluations must be entered into in an open and frank spirit.

(2)

(3) 1

In order to provide sufficient time for thorough evaluation and counseling to those faculty for whom deficiencies are noted and to those in their reappointment evaluation, the deans will not evaluate faculty in their third year of contract except for unusual cases when the evaluation in the second year identified problems or when significant problems arise during the third year. Nevertheless, all faculty will prepare a self-evaluation and full portfolio for each year of the contract, even for those years in which the full evaluation does not take place.

For faculty teams whose programs are running smoothly, the dean may choose to hold a group evaluation session. These group sessions would provide an excellent opportunity to discuss important long-term issues in a collegial atmosphere •

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Specifically, reappointment decisions will focus on the development and creative use of teaching skills stressed by Evergreen's curricular modes as evidenced by:

(1) program design and leadership; (2) seminar leadership; (3) individual contract design and leadership; (4) lecturing; (5) laboratory, studio or workshop leadership; (6) timely evaluation writing of students and colleagues; (7) student counseling and academic advising; (8) writing and adhering to a faculty covenant; (9) participating in faculty seminars (see section of Faculty

Seminars WAC 174-128-062); (10) keeping a faculty portfolio and participating in the annual

faculty-dean evaluations (see section on Faculty Evaluations WAC 174-128-064 and 066);

(11) demonstrating mastery of one's fields of specialization, willingness and ability to encounter other disciplines, and acceptance of the collaborative assumptions of the coordi­nated studies mode;

(12) devoting at least one-third of a three-year contract to the development of interdisciplinary competence through teaching in the coordinated studies mode;

(13) participating in Evergreen activities, in addition to teaching, such as DTFs, curriculum development and evaluation, and the Evergreen Council.

More experienced Evergreen faculty members, in addition to excellence in their own teaching, will be expected to contribute to the growth of their colleague's skills. Therefore, after the initial contract period, the following additional criteria will apply to reappointment decisions:

(14) advising and working with faculty members in the acquisition and improving of Evergreen teaching skills;

(15) willingness to teach with new faculty in coordinated studies programs;

(16) serving, when requested, on consultative teams as specified in WAC 174-128-060 (1).

WAC 174-128-090 Academic Freedom and Tenure

We subscribe to the AAUP's 1940 Statement of Principles on Academic Freedom and Tenure as modified by the following provisions d~signed to tailor this statement to our specific educational objectives:

(1) It is the policy of The Evergreen State College that no faculty member will be separated from the college because of written or spoken views, according to the guarantees of the First Amendment to the Constitution of the United States .

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fifth person from inside or outside the College to act as judge. After consultation, investigation and hearings, the decision of the judge will be binding on both sides. The hearing must begin as soon as possible after the faculty member formally requests it, and in no case more than two weeks thereafter. In cases of failure to agree on a judge, he or she will be chosen at random, by the Chairperson of the Board of Trustees in a public meeting, from a list of three persons agreed upon in advance between a faculty task force and the trustees. The potential hearing officers will serve staggered terms of no longer tnan three years •

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(7) Faculty program planners should be encouraged to invite teaching participation from the total faculty membership. Teaching members of the faculty should be encouraged to take advantage of oppor­tunities to switch positions with non-teaching members of the faculty (librarians, counselors, architects, etc.). Rotation will be accomplished through the initiative of members of the faculty in teaching, counseling, the library, etc.

(8) Visitors working at Evergreen on grants and contracts are not eligible for staff faculty membership while so employed.

(9) Anyone who is to teach in a program, or a group contract, whether part-time or full-time, whether for one quarter or for life, should be a "member of the faculty." Such a person would have applied through the normal hiring channels, and would have been examined in due course and appointed by the regular hiring committees and academic officers of this college.

EAC 174-129-030 Contracts, Salaries, and Evaluations for Staff with Faculty Membership

(1) Staff with faculty membership--henceforth "staff faculty"--must participate full-time in Coordinated Studies at least one quarter out of every three years. The specific quarters of full-time par­ticipation should result from informal, mutual agreement among the staff faculty members, his or her immediate supervisor, and the appropriate academic dean.

(2) Staff appointment to faculty membership shall be for a three-year period, subject to renewal at the end of each three year period. However, full-time teaching assignments normally will be for one quarter at a time but not to exceed three successive quarters.

(3) Except when teaching staff faculty members shall be evaluated and paid in accordance with their staff appointment. When teaching staff faculty shall be given a leave of absence from their reg­ular staff position to be employed in accordance with the current faculty salary policy. Longevity in one's classified position does not acrue while teaching full-time.

(4) Prior to the fall following the last year of each staff faculty's three-year appointment to faculty membership, she or he shall be evaluated by the appropriate academic dean according to the same criteria as other faculty as defined in under sections 4.400 and 4.500 of the Faculty Handbook. At this time, the dean shall con­sider all the person's teaching, including the individual con­tracts sponsored during the three year period, and subject to consultation with the other deans and review by the Provost, de­termine retention of faculty membership •

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community. In addition, library faculty members will have the oppor­tunity to participate formally in Coordinated Studies and Contracted Studies.

If the library is to be an integral part of the academic activities at Evergreen, the library faculty members must be able to work with each other and other faculty members in developing and perfecting their teaching skills. The library dean will be charged with the responsi­bility of helping each library faculty member in this very difficult but exciting enterprise.

EAC 174-129-050 The Three-Year Evaluation Cycle

Faculty evaluation is an ongoing process occurring in three-year cycles. Each year each library faculty member is to have an evaluation session with the library dean at which time portfolios are to be exchanged and their contents discussed. When the library faculty member has been teaching full-time in Coordinated Studies or Contracted Studies, he or she will also have an evaluation session with the appropriate academic dean.

In the first and third year of a regular library faculty three-year contract, the evaluation sessions are primarily directed toward aiding continued growth, the identification and discussion of areas of strength and weakness, and ways of improving upon these strengths and/or elim­inating weaknesses (see example below). If in these Growth Evaluations the deans see deficiencies which, if not corrected, might serve as grounds for non-reappointment, those deficiencies must be clearly dis-. cussed, both in the deans' oral and written evaluations of the library faculty member.

In the second year of a regular library faculty three-year contract a Reappointment Evaluation will take place (see example below.) This evaluation session will consist of a close scrutiny of the library faculty member's portfolio with special attention paid to previous Growth Evaluations. Together, the library dean, the academic dean or deans with whom the library faculty member worked while teaching full­time in Coordinated or Contracted Studies and the library faculty mem­ber will assess the library faculty member's growth and development over the contract period. For library faculty members in their initial contract period there will be only one Growth Evaluation before the Reappointment Evaluation. Thereafter, there will be two Growth Eval­uations before each Reappointment Evaluation (see example below). At the end of the second year of a three-year contract, after each library faculty member has completed his or her Reappointment Eval­uation session, the Provost will inform that person that he or she either has been granted another three-year contract or will be term­inated at the end of the current three-year contract .

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1. 2.

3.

4. 5.

6. 7.

A copy of your job description. Copies of position papers, written statements, or substantial memos on selection and management of library resources. Both the self-evaluation and the dean or deans' evaluation(s) from the previous year. All evaluations of your work by your faculty colleagues. All evaluations you have written about the work of your faculty colleagues. All evaluations of you by staff members. All evaluations you have written abou~ the work of staff members.

8. All evaluations of your work by your students. 9. All evaluations you have written of your students' work, both

transcripts and unofficial in-house evaluations. 10. Copies of your coordinated studies program covenants or group

contract agreements between you and your students. 11. Copies of individual contracts you have drawn with students. 12. A thoughtful and critical self-evaluation of the past year's

work, based largely on the documentation available in the portfolio. This essay should assess your successes, your failures, and the areas in which you hope to make improvements during the coming year on your performance within the library, within the faculty, within the larger Evergreen community, with the non-Evergreen world, within your established fields of expertise, and in exploring new academic territories •

Each year the library dean and/or the appropriate academic dean will review this portfolio and self-evaluation while in return having her or his own portfolio reviewed by the library faculty member. Each party will write a critical evaluative response for inclusion in the other's portfolio, addressing the question of continued improvement in performance, areas of strength and weakness, progress made since the previous eval­uation, continued intellectual development in one's established fields, and in exploring new academic frontiers.

EAC 174-129-070 Library Faculty Evaluation Schedule

Each year, during the first half of winter quarter, evaluation confer­ences will be scheduled with the library dean for those library faculty members who are in the second year of their three-year contracts and who are therefore approaching reappointment decisions. During the remaining portion of winter quarter and on into spring quarter as necessary, con­ferences will be scheduled with the remainder of the library faculty.

For the first category of library faculty, reappointment decisions will be completed prior to the end of winter quarter, and notification given to each person. The evaluation process will proceed as follows:

1. A conference will be scheduled between the library faculty member and the library dean. When library faculty members

4.400 -6-

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(3) All reappointments shall result from a joint recommendation by the library dean and the academic dean or deans with whom the library faculty worked while teaching full-time in Coordinated or Contracted Studies.

(4) Library faculty members must participate full-time in Coordinated Studies at least one quarter out of every three years. The specific quarters of full-time participation should result from informal mutual agreement among the library faculty, the library dean, and the appropriate academic dean. However, teaching assignments normally will be for one quarter at a time but not to exceed three successive quarters.

(5) Professional librarians appointed to faculty membership shall be paid according to the regular faculty salary schedule.

(6) Reappointment decisions will be guided by each of the following:

(a) Demonstration of ability to teach library skills within the library and willingness and ability to teach in both Coordin­ated Studies and Contracted Studies as the skills of a lib­rarian are required for these modes of study.

(b) Demonstration of ability to select and manage library re­sources effectively and efficiently.

(c) Adherence to a faculty team agreement or covenant, where applicable.

(d) The keeping of a faculty portfolio and participating in annual faculty evaluation. Where librarians teach full-time in Coordinated Studies or Contracted Studies, they shall also be evaluated by the appropriate academic dean.

(e) Participation in Coordinated Studies faculty seminar, where applicable.

(f) Demonstration of skills in interdisciplinary teaching within the library and willingness and ability to serve in Coordinated Studies or Contracted Studies for one specific discipline other than library science.

(g) Participation in TESC activities, in addition to teaching, such as disappearing task forces (DTFs), community days, sounding board.

(h) The completion of student credit reports and student eval­uations in a timely fashion in accordance with current academic policies.

(7) All other rights and responsibilities not covered in this section or the section on "Library Faculty Evaluation" shall be the same for library faculty as for other regular full-time faculty .

4.400 -8-

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4.502 COUNCIL OF FACULTY REPRESENTATIVES

The Council of Faculty Representatives is an interinstitutional faculty group

established during the 1970-71 academic year for the purpose of coordinating

and formulating recommendations relative to matters affecting higher education

in the state colleges and universities of Washington. It seeks to establish

a means for providing direct communication with the Council for Postsecondary

Education, the Joint Committee on Higher Education, the Governor's Office, and

the State Legislature; and for the exchange of information concerning matters

of mutual interest. Each of the six Washington state colleges and universities

is represented on the Council by a delegation of three regular members and

three alternate members. Initially the term of membership will be: one member

for one year, one for two years and one for three years. Subsequent terms

shall be for three-year durations. The faculty of The Evergreen State College

has approved participation in the Council and elects its representatives at

the October Meeting of the Faculty each year. The delegation is responsible

for keeping the faculty informed about the activities of the Council and to

provide two-way communication between the faculty and the Council.

Adopted by vote of the Faculty, 9/79

4.502 -1-

• 5. The faculty member shall be responsibie for follow-up and completion of those evaluations dependent upon a third party. Where the third-party evaluation is impossible to get by the end of the "Incomplete Period", the faculty member may make the final decision on credit and evaluation for the work on which the evaluation is missing.

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6. The Program Secretaries will prepare, deliver and sign over to the Registrar's Office the completed and signed evaluations at the earliest possible time, but not later than six weeks from the end of evaluation week, taking care of the priority cases first (e.g. evaluations needed for early transcript requests). They will indicate on their own file copies the date on which the evaluation is delivered to the Registrar's Office. In order to speed the secretarial pro­cess, extra help will be provided by the Academic Deans, if desired.

7. The Registrar's Office will record and mail the student's copy of the evalua­tion to the student within three weeks of receipt from the Program Secretary. Priority mailing will be given to incomplete notices.

Sanctions

If a faculty member fails to comply with the schedule of timeliness, the Provost will give written notice and will place the faculty member's paycheck on auto­matic hold at the end of each of the succeeding three quarters (summer not inclu­ded). Checks will be released for each of those three quarters upon presenta­tion to the Provost of the copy of the Action Needed form verifying submission of the required evaluations, NCRs and incomplete reports .

Timeliness in evaluation of students' work is a factor in faculty evaluation, as specified in the Faculty Handbook. A faculty member whose paycheck is to be withheld shall receive a written notice from the Provost which shall be included in that person's portfolio.

Identical provisions shall apply to all staff members whenever they assume teaching duties, and shall be enforced by the President, the Provost or the Vice President for Business, whichever has final responsibility over the staff member. Compliance mechanisms and sanctions are already in place for other staff members involved in the evaluation process.

Approved by vote of the Faculty at its Regular Meeting of 3/10/82.

4.504 STANDARD FOR QUARTER HOUR CREDIT AWARD

In curriculum planning and the setting of class schedules, each quarter hour of credit should require at least three hours per week of time, averaged over a ten-week quarter, for the typical Evergreen student. This shall pertain to all modes of study (individual contracts, research projects, fieldwork, laboratory, studio and classroom) and includes both direct instruction and homework study time.

Approved by vote of the Faculty, May 1983

4.504 -1-

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4.505 THE FACULTY MEETING

Believing that the faculty of The Evergreen State College has both the right and the responsibility to be involved in establishing academic pol~cy and in decision-making which affects instruction, the faculty as a whole 1s hereby organized as a consultative body. This is in keeping with the spirit of the Social Contract and the College Governance Document. When meeting at its regularly scheduled times and places, the faculty as a whole, or those membe~s attending official meetings, may consider any issues deemed to affect academ1c policy and instruction. When appropriate, the faculty members attending such meetings may elect to communicate advice and counsel to the college community as a whole or to specific persons or groups within that community on issues affecting academic policy and instruction at the college.

(1) There shall be a regularly established faculty consultative body to be known hereafter as The Faculty Meeting.

(2) The Provost and the Evergreen Council shall refer all major decisions involving curriculum and instruction to the faculty meeting for advice and counsel.

(3) An annual report on the state of educational programs at TESC shall be prepared under the direction of the faculty meeting Chairperson and submitted to the Evergreen Council Chairperson and the Provost.

(4) By-laws for the faculty meeting:

(a)

(b)

(c)

(d)

(e)

(f)

(g)

{h)

( i )

The voting membership of the faculty meeting shall be composed of all members of the faculty, including Regular, Visiting & Staff Faculty and administrators with faculty rank. It is the responsibility of the faculty and the Provost to attend all faculty meetings. The faculty meeting shall be chaired by a person elected by majority vote of the members. Nominations shall be solicited at the first meeting of each academic year and shall remain open for one week thereafter. The Chair of the faculty meeting shall be elected as the first order of business at the second meeting of the academic year. An agenda committee of no less than six members shall be elected by plurality vote of the members at the first meeting of each academic year. The chairperson of the faculty meeting shall chair the agenda committee. The faculty meeting shall be held at regular intervals during the academic year, preferably once a month, to discuss and vote on issues of interest to the faculty. Special meetings may be called by the agenda committee. The agenda committee will meet a week prior to regularly scheduled faculty meetings to itemize an agenda. The agenda committee may meet more often if necessary. Minutes of the faculty meeting will be recorded and distributed to the faculty, the Provost and the Evergreen Council by a secretary appointed by the Chairperson. Rules of order for the faculty meeting will be voted upon at the first regular meeting. All resolutions brought to a vote at a faculty meeting will contain an implementation statement.

4.505 -1-

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4.506 EVALUATION OF STUDENT WORK

Faculty evaluation of student work is to be done in narratjve format on the forms provided by the Registrar. Faculty are explicitly directed not to use letter or numerical grades in the evaluations and should, in so far as possible, refrain from using language which is the equivalent of grades. Because the evaluation is of "student achievement", faculty should not make comment about work which was not successfully completed. That should be handled by simple reduction of credit or, if necessary, by filing a special "No Credit" Form.

4.507 EVALUATION OF MODULES/COURSES

(1) Evaluations for students taking modules should be completed and delivered to the Program,Secretary or the Module Secretary (for Adjunct Faculty).

For students taking only modules, these evaluations will be due at the end of evaluation week and will be sent to the Registrar's Office by the Program Secretary according to the usual procedures.

For students taking modules along with other work, these evaluations will be due at the end of the second day of evaluation week and will be sent to the sponsoring faculty with all possible speed so that they can be included in the final evaluation of those students •

(2) Credit awards for participation in a module by a student from a program or contract must be made by the module faculty and honored by the full-time sponsor. The evaluatioon written by the module faculty must be quoted verbatim in the overall evaluation; except that, if grades appear or the evaluation is too long, the full-time sponsor may edit by deletion but not in a way which changes the meaning.

(3) An Incomplete for unfinished student work in a module can only be awarded by the module faculty and must be honored by the full-time sponsor. A letter from the module faculty to the full-time faculty sponsor states the terms and conditions of the incomplete. The full­time sponsor fills out the Incomplete Form and files it with the Program Secretary who treats it in the usual way except that an extra copy is made and returned to the module faculty.

n.b. Adjunct faculty~ not permitted to award incompletes, since they would .!!£!. normally be in residence to evaluate the final work.

Adopted by the Faculty 4/80 and 6/80

4.506 & 4.507 -1-

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4.600 TERMINATING EMPLOYEE CHECKOUT PROCEDURES

EAC 174-112 PERSONNEL RULES

Terminating Employee Checkout Procedures

EAC 174-112-870 Guidelines

Upon termination, a classified, exempt, or faculty employee shall

return all keys, parking decal(s) (if a refund for the unused portion

is desired), and library materials and equipments, and clear any

accounts payable due the college. To insure taking care of these

matters prior to the employee's final day, the appropriate unit shall

complete a personnel action form as prescribed in EAC 174-112-540, and

have the terminating employee carry an Employee Checkout Form (Exhibit

1, available at the payroll or personnel office) for appropriate sig­

natures. The employee must submit the completed form to the payroll

office before that office will release the employee's final paycheck .

4.600 -1-

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4.700 RELEASE OF PERSONNEL INFORMATION

WAC 174-112 PERSONNEL RULES

Release of Personnel Information

WAC 174-112-070 General Policy

Evergreen's policy regarding release of personnel information recog­nizes the professional responsibility that must characterize inter­actions with faculty, staff, students, professional organizations, other institutions of higher education, and public organizations and agencies. This responsibility dictates that when a person becomes a faculty or staff member of the college and submits required personnel data attendant therewith, there is an implicit and justifiable as­sumption of trust placed in The Evergreen State College as custodian of these data. A similar relationship should be maintained relative to subsequent data generated during the employment of the faculty or staff member.

WAC 174-112-080 Practices and Procedures

(1) The personnel records of faculty and staff members shall be maintained in the appropriate offices as follows:

(a) Faculty members - Office of the Academic Deans . (b) Vice Presidents - Office of the President (c) Administrative exempt personnel - Office of the appropriate

Vice President (d) Classified employees - Personnel Office

Personnel information shall be released, as provided in WAC 174-112-080 (2), only by, or at the direction of, the appropriate office.

(2) The following types of information regarding faculty and staff may be released:

(a) Information of a "public" or "directory" nature, that is, information which appears or has appeared in publications available to the general public.

(b) Responses to inquiries originating from prospective employers; if the request is made by telephone, the information may be released only after the authenticity of the request and its originator are verified.

(c) News releases regarding appointment or employment, promotion, professional accomplishments or special recognition of the faculty or staff member .

4.700 -1-

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5.000 COMPENSATION

5.100 FACULTY SALARY POLICY

EAC 174-112 PERSONNEL RULES

Salary Guidelines for Members of the Faculty and for Certain Counselors and Librarians

EAC 174-112-550 Introduction

(1) Purpose. The purpose of this plan is to provide a set of guidelines for determining salaries of members of the faculty, and of professional counselors and professional librarians who have been accepted as members of the faculty (for convenience, references hereafter shall be made only to "members of the faculty" which term includes for the purposes of these guidelines all three categories). These guidelines intend to provide the procedures and rationale for periodic changes in salaries which recognize the training and experience of the individual faculty members, interinstitutional comparisons, and increases or decreases in the cost of living.

(2) Objectives. The objectives of these guidelines include the following:

(a) To maintain a rational salary scale based upon the educational background and relevant experience of each faculty member.

(b) To maintain, to the degree feasible, equity between compensation at Evergreen and at other institutions with which Evergreen compares itself.

(c) To recognize changes in the buying power of the salary dollar.

(d) To attain internal equity to the greatest degree possible.

(e) To maintain a competitive position in order to rebain and attract competent personnel.

EAC 174-112-560 Establishment of the Grid

(1) Criteria

(a) The scale shall be based upon the number of years of experience relevant to the teaching or other duties for which a person is employed. The dollar value of the scale shall be maintained to make Evergreen salaries as competitive as possible to those institutions with which the college compares itself.

(b) In certain exceptional cases, and only after careful scrutiny and evaluation, the position of an individual on the scale may be modified in recognition of a "market place value" for certain fields. Before making such an exception, the appropriate vice-president shall seek the advice of the hiring or evaluation task force. Following such an exception, the individual will remain at the starting "experience year" until the actual experience years catch up with that starting position.

5.100 -1-

.J • • • .i t:_ ~·-

'- .-.,.J

"··\~:.

THE EVERGREEN STATE COLLEGE 1984-85 PROPOSED FACULTY SALARY SCALE

~ ~-:.:~. . ~:

* - ..

--------------------------------------------------------------------------CURRENT : EQUAL- I WITH COST- I WITH COST- I ·' !EXPERIENCE YEAR SALARY SCALE I IZATION I OF-LIVING I OF-LIVING I 1983-a.. I SCALE I AND MERIT !WITHOUT MERIT! 1--------------- --------------l--------1---------1--------1 - ·.'.-~~\··:.:

'<,;.·,

I I I I I . :·· .. ·~ ....

.1 0 16065 I 17734 I - 17~09 I ..~ t '

16900 t ' 1 16265 I 17111 I 179:55 I 17727 2 16465 I . 17321 I 18176 I 17945 :s . 1667~ I 17:542 I 18408 t 18174 I . ·• ·! 4 I 16885 I 17763 I 18639 I 18402

__ , ...

- I ~ I 1794~ I . 18878 1 19809 I 19558 6 ~ 19005 I 19993 I 20980 I 20713 I ' ·~··

7 : 2~5 I 21098 I 22139 I 21857 I ' ('· ~··-~

8 I 2110:5 I 22202 I 23298 I 23002 :!T .... ,

9 : 221~ I ·23286 I 2443~ I 24124 10 1 2314~ I 24349 I 2~550 I 2~22~ 111 2399:5 I 25243 -I 26488 I 26151 I

(, .... :; ....... ~ 1 12 I 24810 I 26100 .. 27388 I 27040 I 13 : 25580 I 26910 f 28238 I I 27879 (.11

.... I 14 : 26300 I 27668 I 29033 I 28664 I -'-1

...... I 15 I 26960 I 28362 1 29761 I 29383 '1',

0 0 I 16 I 27560 I 28993 1 30423 I 30037

.... I 1 17 1 28120 l 29582 I 31042 I 30647 w I 18 1 28645 I 30135 I 31621 I 31219 I :1 19 1 29160 I .'3.0676 I .32190 I 31781 . . . ... ·~-..... . 20 I 29660 I 31202 I 32742 I 32326 I ' .

' 21 l 30125 j 31.092 f 33255 I 32832 J 22 1 3057'.5 l . 32165 J 33752 : 33323 23 l 31005 I '32.617 f :54226 ~ 33791 I 24 I 31435 ~ .33070 J 34701 I 34260 I 25 : 31860 I 33517 I 35170 I 34723 I

. 26 I 32280 I 33959 I 35634 I 35181 I 27 .I 32700 J 34400 I 36097 I 35639 1 .... 28 I 33110 I 34832 I 36:5':50 I 36086 ~ . ·~.

~ i 29 l 33515 J 35258 J + 30997 I 36527 J I :SO I 3391:5 .1 35679 J 37439 I 36963 I ' I . :a 1 34315 I 36099 • 37880 I 37399 I

.., I ·' 32 I 34700 J _36504 A :SS~ I 37819 : 1 ... 33 ·~ :55070 I 3689-1 f 38714 I :58222 J . . I 34 I 35440 I 37283 ~ 39122 J 38625 I .., I 3!5 J 35810 ~ 37672 J 39S3l I 39028 I -----

... .. ASSUMING FULL F~NDlNG (3.6% AND 3.1%) GOSr .OF U\llNG AbiD I'ERIT -

....

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(5) When available funds are allocated separately for merit increases and cost of living adjustments:

(a) If the funds for merit increases are insufficient to move all qualified persons to their next steps, cost of living funds will be used, insofar as possible, to achieve those merit increases.

(b) If, however, the funds for merit increases are greater than necessary to move all qualified persons to their next steps, merit money allo­

cated by the legislature will be distributed in its entirety to all faculty who, as the result of a formal evaluation, have qualified for upward movement on the salary grid. The distribution will preserve the percentage intervals of the current faculty scale .

EAC 174-112-590 Policy and Salary Review

(1) Policy Review. Annually, prior to March 1 (or at other times as required by funding availablility), these guidelines shall be reviewed by a task force appointed by the President and modifications to reflect changed circumstances shall be presented by that task force to the President within 30 days.

(2) Salary Review. Annually, prior to April 15 (or more fequently as required), the salaries of members of the faculty shall be reviewed by the appropriate vice president and recommendations for

5.100 -5-

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EAC l74-ll2-480

Sick Leave: Exempt and Faculty Employees

EAC 174-112-481 PURPOSE: It, is the purpose of this policy to provid<' financial support to employees who are in pay status in the form of sick leave from their Clssigned responsibilit,ies. It is intended that the benefit will cover shor·t-tnrm i I 1 n<~ss and wi 11 act as a supplement to long-term benefits for extendPd iII m~ss or· disabi 1 i1,y.

EAC 174-112-482 POLICY:

(1) ExP~pt and Faculty employees shall be credited with 210 calendar days of sick leave per contract year or for the calendar year for 12-month employees. Sick leave shall be limited to 210 calendar days for any one illness.

( 2) Usage of paid sick 1 eave shall not ext~cnd beyond the work day in which the employee would ordinarily be on leave of absence without pay because of a contract of less than 12 months.

( 3) Coverage under this plan shall be continued should the same illness bridge two contract years. It shall be interrupted at the end of one contract year and shall recommence with the beginning of the new contract year. The balance carried from one contract year to the nex1; shall be deducted from the 210 calendar days of that next contract year. It is the intention of the plan that the 210 calendar-day maxinaun be observed both for each instance of illness and for each contract year.

(4) Maternity leaves shall include a maximum usage of paid sick leave of six weeks. The usage shall commence with the birth of the child or earlier should the physician require such. The six weeks may be extended with the stipulation under Procedure (2) below. (See Maternity Leaves EAC 174-112-220(3).)

EAC 174-112-484 PROCEDURES

(1) Employees are to report instances of sick leave to their supervisors.

(2) Should an instance occur that would require absence from assigned duties for more than five work days, a letter may be required from a physician verifying the absence requirement.

(3) Absences of a month or more shall require a written request to be on paid sick leave. Such a request shall have an accompanying le"L"Ler from the attending physician.

(4) At H,s own cost the college may require a second opinion as to the prognosis for recovery.

(5) Prior to the first day an employee reports back to work, a letter of release from the attending physician is required for all absences of a month or more.

5.100-7-

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EXPERIENCE YEAR

0 1 2 3 4 5 6 7 8 9

10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

E.D. 6/27/84

1984 FACULTY SALARY SCALE

REGULAR FACULTY SALARY SCALE

16,065 16,265 16,465 16,675 16,885 17,945 19,005 20,055 21,105 22,135 23,145 23,995 24,810 25,580 26,300 26,960 27,560 28,120 28,645 29,160 29,660 30,125 30' 575 31,005 31,435 31,860 32,280 32,700 33,110 33,515 33,915 34,315 34,700 35,070 35,440 35,810

5,100 -9-

ADJUNCT FACULTY SALARY SCALE

1,050 1,063 1,076 1,090 1,103 1,173 1,242 1,310 1,379 1,446 1, 512 1,568 1,621 1,671 1,718 1,762 1,801 1,837 1,872 1,905 1,938 1,968 1,998 2,026 2,054 2,082 2,109 2,137 2,163 2,190 2,216 2,242 2,267 2,291 2,316 2,340

~ THE EVERGREEN STATE COLLEGE

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EAC 174-147 RETIREMENT AND INSURANCE

Insurance Policies: Institutional

EAC 174-147-310 Policies

The following policy toward the insuring of risk and hazard has been established by the Board of Trustees:

(1) Real and Personal Property. The College will assume all risk of loss to physical property except:

(a) When forced to insure, such as by terms of a bond indenture or by the purchase of property under a real or conditional sales contract.

(b) Where the property owned was purchased with funds, the source of which is other than appropriated funds, and it is not the practice of the legislature to fund replacement of the facility.

(c) When personal property either on or off campus is subject to extra hazardous risks and where the replacement of the property would seriously affect the budget of the particular operating unit.

(d) The President's residence, including College-owned furnishings therein.

(2) Liability. All officers, employees, students, and agents of the College are covered by the Tort Claims Act providing they are acting in good faith and within the scope of their official duties.

(3) Unemployment Compensation. When required by applicable federal or state.law, employees subject to the requirement of the law will be covered by Unemployment Compensation.

(4) Medical Aid, Life, Accidental Death & Disemberment, Long Term Disability, and Health Insurance. The College will contribute to all of these plans in varying amounts except to student medical expense and student life insurance.

(5) Automobile, Homeowners, Fire and Other Insurances available through mass merchandising programs. The College may make such plans available through payroll deductions whenever they meet the requirements established by the Office of Financial Management and the State Employees Insurance Board.

(6) Performance Bonds. The College shall provide faithful performance bonds in accordance with State Law and regulations established by the Department of General Administration .

5.200 -2- 01-15-81

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(5) Exhibits and Displays. Insurance is provided for art exhibits and displays that are either owned or on loan providing the exhibit is itemized as to object (description or title), the value is stated on the listing, the dates of coverage specified and the listing is filed with the Business Manager prior to the start of the exhibit. In the case of exhibits on loan, a release must be obtained from the owner for filing with the listing.

(6) Aviation Accidental Death and Dismemberment Insurance. The State Department of General Administration has contracted for Non-scheduled Aviation and Accidental Death and Dismemberment Insurance. The coverage is extended to all state employees under a group plan providing employees are on state business. This coverage does not extend to regularly scheduled airplane flights.

The College has subscribed to coverage under this plan and annually makes a deposit for anticipated travel during the next year. The actual premium is subsequently determined based upon actual flight hours traveled by employees. Any deficiency in the premium is charged to the College and any excess is refunded.

All non-scheduled flight time must be reported to the Business Manager. The report should be in memorandum form and include date of travel, nature of trip, and flight hours traveled.

(7) Public Employee Honesty Blanket Bond Coverage. The Department of General Administration purchases a blanket bond that covers all employees of the College. This bond protects the College against any losses sustained through fraudulent or dishonest acts by any employee of the College.

The cost of the bond is pro-rated to all State Agencies based on the number of employees in each agency. At Evergreen, the premium is charged to the insurance budget.

All suspected losses due to theft, embezzlement, or other dishonest acts should be reported immediately to Security. Security will promptly prepare a report and advise the Business Manager who in turn will give proper notification to the State Auditor, Attorney General and State Risk Manager.

5.200 -4- 01-15-81

• ·-....-·· THE EVERGREEN STATE COLLEGE

EAC 174-147 RETIREMENT AND INSURANCE

Retirement Policies -- Faculty and Certain Administrative Exempt Employees

EAC 174-147-400 Introduction

(1) Authority for retirement system: The Evergreen State College Retirement system has been established by the Board of Trustees under authority provided by RCW 288.10.400 et seq. for the purpose of pro­viding retirement incomes and related benefits to faculty and certain administrative exempt staff members.

(2) Retirement system goal: The Board of Trustees has adopted the goal for the Retirement System to provide for participants, upon retirement, at age 65 and after 25 years of service, a minimum retirement income based upon 50 percent of the average salary of the highest two consecutive years of service, exclusive of Federal Social Security benefits, all subject to the provisions of EAC 174-147-440.

(3) Maximum retirement income exclusive of supplemental retirement income payment: No part of this policy shall be construed to limit the maximum retirement income which participants may receive based on the amount of employee contributions, matching contributions by The Evergreen State College, and dividends, exclusive of any supplemental retirement income payment.

(4) Definitions:

(a) Annuity: Retirement income purchased from the Teachers' Insurance and Annuities Association and its companion organization the College Retirement and Equities Fund (TIAA/CREF) and washington Teachers' Retirement System, by joint contributions. The amount to be treated as annuity from the latter shall include only that portion earned while a member of a Washington State higher education institution.

(b) Annuity retirement option: Lifetime income after retirement, selected from several choices to provide maximum income for the retiree only or reduced income during retirement that includes continuation of a portion of the income to a beneficiary.

(c) Full-time service: Employment as a member of the college faculty or administrative exempt staff in a position normally requiring employment of more than 70 hours per month in at least five months of each year. Full-time service does not include employment incidental to obtaining an education.

Full-time service for both groups shall not include leaves of absence without pay or employment in non-Washington state institu­tions of higher education, but shall include leaves of absence

5.200 -6- 08/02/79

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(3) Exempt Staff Eligibility: Participation in TIAA/CREF is optional for Administrative Exempt Staff who, immediately prior to the date of hiring as exempt employees, have for at least two consecutive years held membership in TIAA/CREF.

(4) Participation required: As a condition of employment, an eligible member of the faculty or exempt staff shall begin contributory participation in the retirement system immediately upon employment if he or she already owns a TIAA/CREF contract, or at the beginning of the third year of full-time service if he or she does not own a TIAA/CREF contract upon employment; provided, however, that:

(a) Any member of the faculty or exempt staff may, at his or her option, begin contributory participation prior to the beginning of the third year of full-time service.

(b) Any member of the faculty or exempt staff who, at the time of employment, is a member of the Washington State Teachers' Retire­ment System, may, at his or her option, elect to retain his or her membership in that system, either temporarily or permanently, and shall not, while a member of that system, be required to begin contributory participation in TIAA/CREF.

(c) Any member of the faculty or exempt staff who, at the time of employment, is a member of the Public Employees' Retirement Sys­tem, may, at his or her option, elect to retain his or her membership in that system, either temporarily or permanently, and shall not, while a member of that system, be required to begin contributory participation in TIAA/CREF.

(5) Reclassification of classified staff to faculty: Upon reclassification by the administration of any college employee from a classified staff category to a faculty category, the faculty member shall thereupon be eligible for participation in the retirement system provided such faculty meet all other eligibility criteria for participation and provided that application for participation is made within two years of the date of reclassification. The faculty member will continue participation in the Public Employees' Retirement System if he or she does not opt for transfer to TIAA/CREF.

(6) Transfer from faculty appointment to classified or exempt staff position: Upon transfer from faculty status to a classified or exempt staff position, an employee may continue participation in the college retirement system or begin participation in the Public Employees' Retirement system as a new employee.

EAC 174-147-420 Source of Retirement Income Benefit

(1) The retirement income benefit shall consist of:

(a) TIAA/CREF annuities: The income derived from annuities purchased from TIAA and/or CREF •

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(6) Income tax deferment: As authorized by the Internal Revenue Code an employee may enter into an agreement with the college to reduce the employee's monthly basic salary by the amount of the retirement system contribution and by a supplemental amount as prescribed in the Internal Revenue Code and the college shall transmit that amount to purchase retirement annuities in the name of the employee and thereby defer the income tax on the amount until received as benefits. Any agreement regarding this section shall be legally binding and irrevocable for both parties while employment continues; provided, however, that after one year from the effective date of the agreement, either party may terminate the agreement; and provided, further, tnat no more than one agreement for such salary reduction may be made within any taxable year of the employee except to the extent otherwise permitted by the regulations under section 403(b) of the Internal Revenue Code.

(7) Old Age Survivor Insurance (OASI -- Social Security) contributions: Contributions, as prescribed, shall be in addition to retirement system contributions.

EAC 174-147-440 Retirement Income Benefit

(1) Eligibility: Participants in the retirement system shall, after 10 or more years of full-time service, be eligible for a retirement income benefit as prescribed in the following sections.

(2) Retirement income benefit: The retirement income benefit shall be computed at retirement, after 10 or more years of full-time service and be based on a rate of 2 percent of the average of the highest two consecutive years annual salary for each year of full-time service to a maximum of 50 percent. Beginning July 1, 1974, if a participant does not elect to contribute ten percent of salary for the purchase of retirement annuities, during periods of service at age 50 or later, the retirement income benefit for those periods, as included in the calculations of the retirement income benefit, shall be based on a rate of 1.5 percent of the average of the highest two consecutive years annual salary, e.g., if the participant works for twenty years prior to age 50 and contributes only 7.5 percent thereafter, the retirement income benefit will be based upon twenty years at 2 percent and five years at 1.5 percent~ Failure to contribute at the ten percent rate prior to July 1, 1974, shall not affect the retirement income benefit.

(3) Annuity retirement option:

(a) TIAA/CREF: The TIAA/CREF joint and 2/3 annuity to survivor with a 10 year guarantee, including possible retirement dividends, shall be the basis for calculating the annuity retirement option assuming each retiree has a spouse the same age as the retiree.

(i) The participant's election of an annuity option, other than the joint and 2/3 annuity to survivor with a 10 year

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(ii) summer contributions: Retirement annuities developed from employees and college contributions from summer salary, shall be included in the calculation of the retirement income benefit. Summer salary shall be included in the average of the highest two consecutive years salary.

(iii) Only annuity accumulations resulting from employee and employer contributions while employed at public higher education institutions within the State of Washington shall be included in the annuity retirement option.

(iv) Any portion of a participant's TIAA and/or CREF annuity accumulation which is awarded by a court to the participant's spouse upon divorce or dissolution of marriage shall be included in any subsequent calculation of supplemental payments as if that amount had remained in the participant's TIAA and/or CREF accumulation until the date of retirement.

(v) The value of the annuity retirement option for TIAA/CREF shall be calculated as if, after July 1, 1974, 50 percent of the participant's contributions were made to TIAA and 50 percent to CREF during each year of participation until retirement. Benefit calculations related to contributions made prior to July 1, 1974, shall be computed on the basis of the actual allocations between TIAA and CREF.

(c) Supplemental retirement income payment for a surviving spouse: Prior to retirement, a person or his assignee may elect a supplemental retirement income payment option to provide for the continuation of that supplement to the surviving spouse; provided, that if such option is elected the supplemental retire­ment income payments shall be in the same proportion as the elected survivor annuity option, and provided further, that this section shall not apply to persons retired prior to July 1, 1974.

(d) Early retirement provisions for supplemental retirement income payment: At the time of retirement of a participant who has elected to retire earlier than his or her 65th birthday, the supplemental retirement income payment shall be calculated in accordance with the provisions of this section; provided, that the amounts so calculated shall be reduced by 0.5 percent for each month by which the retirement age is less than 65.

(e) Minimum supplemental retirement income payment: The supplemental retirement income payment shall be made in equal monthly installments. If, however, such monthly installments should be less than ten dollars the supplemental retirement income payment may be made at the choice of the President or his designee at longer intervals.

(5) Spouse signature: The spouse's signature shall be required by the college indicating acknowledgment of the annuity retirement option and the supplemental retirement income payment option.

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contributions shall be matched by the college. Such annuity benefits shall not be included in the calculation of retirement income payments.

EAC 174-147-460 Retirement for Disability

(1) Disability provision: Any eligible employee under age 65 who is totally and permanently disabled may be retired for condition of health, either at his or her own request or by request of the President.

(a) All employees who belong to The Evergreen State College retirement system shall be designated as eligible employees.

(b) Employees over age 65 who are disabled will be eligible under the regular retirement for age provisions of the retirement system.

(2) Request for disability retirement: Any request for retirement on account of disability must be reviewed by a committee consisting of three physicians, one to be chosen by each of: the President, the respective vice president, and the individual involved or that individual's representative. After review, this committee will make recommendations to the President. After retirement for disability, the case may be reviewed by such a committee semi-annually upon request of the President or the individual who is retired •

(3) Payment of supplement4l retirement income payments: Subject to statutory limitation and the general provision of its retirement regulations, The Evergreen State College will make, to a person re­tired for disability, monthly supplemental retirement income payments which, when added to the annuity received by the individual, will equal the amount to which the person would have been entitled, based upon his or her number of years of service and on his or her actual average of the highest two consecutive years annual salary.

EAC 174-147-470 Withdrawal from the Retirement System

(1) Ownership of annuity contracts: Each TIAA Retirement Annuity Contract and CREF Certificate issued in accordance with the provisions of the retirement system is for the purpose of providing a retirement and/or a death benefit and is the property of the individual participant.

(2) Repurchase of TIAA/CREF annuities: Under certain conditions TIAA may repurchase the retirement annuity of a participant who leaves the employ of the college for reasons other than retirement or disability. A retirement annuity will be repurchased before payments to the annuitant have begun if the annuity has been in force for five years, if the repurchase value is $2,000 or less, provided that all of the following conditions are met:

(a) The annuitant requests repurchase •

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RESOLUTION NO. 79-5

THE EVERGREEN STATE COLLEGE RETIREMENT RESOLUTION

EXHIBIT I

A retirement plan is hereby established for The Evergreen State College with Teachers Insurance and Annuity Association - College Retirement Equities Fund hereinafter referred to as TIAA-CREF.

I. Participation in the Plan.

A. Participation is restricted to and is mandatory for regular members of the instructional staff, EXCEPT THAT:

B.

1. Members of the State Teachers Retirement System may elect at the time of their appointment to retain their membership in that system either permanently or temporarily1

2. Members of the washington Public Employees Retirement System may elect at the time of their appointment to retain their membership in that system, either permanently or temporarily.

3. Exempt staff may participate in TIAA-CREF providing they hold TIAA-CREF contracts for two consecutive years immediately prior to employment •

Eligible faculty are required to participate in the TIAA-CREF program upon completion of two years service but they may participate immediately upon appointment. Immediate participation is required for those who already own TIAA annuity contracts.

c. Membership in OASI shall begin immediately upon appointment.

II. Contributions. Contributions to this retirement plan shall be made in accordance with the following schedule:

Contributions as Percent of Salarl By the By the

Partici12ant Institution Tot a

Employees less than age 35 5% 5% 10%

Employees 35 and older 7-1/2% 7-1/2% 15%

Employees age 50 and older (optional) 10% 10% 20%

The Evergreen State College shall forward the combined sum to Teachers Insurance and Annuity Association for the purchase of retirement benefits for the participant. Premiums may be allocated, at the election of the participant, between TIAA and CREF in any whole percentage, including payment of the full premium to either company •

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THE EVERGREEN STATE COLLEGE

EAC 174-147 RETIREMENT AND INSURANCE

Workmen's Compensation

EAC 174-147-500 General

Workmen's Compensation, an insurance program that pays medical and disability benefits for work related injuries and illness, covers all persons employed by the college. The program is administered by the Department of Labor and Industries.

Both employees and employers bare the cost of and receive protection from Workmen's Compensation. Each covered employee has a right to benefits if injured on the job; in return the employee forfeits the right to sue the employer for job-injury benefits.

EAC 174-147-510 Coverage

(1) Workmen's Compensation covers all Evergreen employees, including faculty, exempt, classified (supervisory and non-supervisory), student employees, temporary hourly and volunteer employees, except that volunteers are included as employees for purposes relating to medical aid benefits only. Medical Aid benefits include proper and necessary medical and surgical services during the period of disability. RCW 51.12.035 defines a volunteer as "a person who performs any assigned or authorized duties for the State by his own free choice and is registered by the State agency. Such a person may be granted maintenance and reimbursement for actual expenses incurred in performing his assigned duties."

(2) Evergreen reports and pays premiums for Workmen's Compensation coverage for all employees. Premiums f6r faculty, exempt, classified, students and temporary hourly employees are accounted for and paid through the payroll system. Premiums for volunteer employees are accounted for outside the payroll system and paid through the vendor payments process.

Each budgetary unit head who employs volunteer employees must report monthly, by memorandum, the names, hours worked by date employed and budgetary unit to be charged to the Personnel Office. The Personnel Office will calculate the premium and prepare a voucher (Al9-l) to remit the premium to the Department of Labor and Industries.

(3) Washington law exempts the following categories of employees from mandatory Workmen's Compensation coverage: Those whose industrial insurance premiums are provided by federal appropriation, law en­forcement officers and fire fighters who are covered under the Washington Law Enforcement and Fire Fighters Retirement System (LEFF Act) or the Volunteer Fireman's Pension and Relief Act .

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EAC 174-147-520 Eligibility and Benefits (Continued)

(F) Rehabilitation. The Department of Labor and Industries operates multi-service Rehabilitation Center in Seattle to help seriously injured employees regain physical abilities and job confidence.

EAC 174-147-530 Premiums

The college, for each employee, and the employee, each pay approximately $1.75 to the Medical Aid Fund each Month. The college, but not the employee, also pays approximately $1.82 per employee per month into the industrial insurance fund.

EAC 174-147-540 Claims Procedure

To apply for Workmen's Compensation benefits, an employee who suffers an occupational accident or illness must:

(1) Make sure any occupational injury is reported to the College Security Office immediately. The form for reporting an accident or injury in included as Exhibit II in this section.

(2) Tell the attending physician the injury or illness is work­related and ask the doctor to file an accident report form with the Department of Labor and Industries. The form includes a section to be completed by the employee. Be sure to list the names and wages of spouse and children on the accident report form. This information is important for computing benefits .

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'!ba...fiergreen State College

EAC 174-147-540 ACCIDENT -INJURY REPORT

SECURITY OFFICE

EXHIBIT I I

· INJURED PERSON Amwrs<, lloccoi 1

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AME (lost, forst, M.l I

Swenson Garth 0. 4904 West View Drive ~.AI Security No.

000-00-000 AGE SEX i CLASSIFICATIONS

32 Male ·X Female ' Student Employee X Vis•tor

SCHOOL OR DEPARTMtNT

Olympia, Washington TITLE OR STATUS

Warehouse Worker D'l TF OF OCCURRENCF

98405 Length of Employment

2yrs 1 mo. TIME OF DA)

AM

Campus Warehouse ACCibENT --- -----·-

Stockroom March 12, 1976 2:05 PM X ExAcT LOCATION OF ACCIDENT NAME OF SUPERVISOR

The Evergreen State College - Warehouse H. A. Keaton

AltiA OF OCCURRENCE

•

Aud1torium

B.-Jihroorn, showet

Cof~t~?"ria, kitchen

C!as~room, studyroom

Corr•dor, hallway

Dre·,.,ing or locker room

Grounds

Gymna~ium

Home economi~s

Lal:.oratory

· )(Shop

Stairs, romps

Swimming pool

Other

~ESSES· (Nome, Address)

C. L. Smith 31815 85th N.W.

DETAILS OF ACCIDENT IDescrdoe fully events. otlions. ancJ cond.t·ons; •ncluding envoronmental, emot1onal anci phys•cal fuc.tors which ccn!rd1uft::'J tu the •rtiury. u~c revt~rs~ side or add1ftonol sheets if needed.)

Swenson had stacked numerous cartons of warehouse stock earlier in the day

with a fork-lift. As he walked past the stacked materials, he saw that the cartons were leaning. He attempted to straighten the cartons by shifting them and in the process, two 50lb. cartons began to fall. He reached for one catching it while the other carton continued to fall knocking him to the floor

ACTION TO PREVENT SIMILAR ACCIDENTS llndicate if taken or recommended)

Swenson should have inspected the stack of cartons immediately after the job was completed. At that time, the cartons should have been re-stacked using the fork-lift.

(Campus Location: Campus Warehouse Stockroom)

Olympia, Washington SClfOOt INSURANCE YES 0 NO 0 n/a

! INIURY

NATURE OF lNJUitY

Amputntion

X Bru1se, contusion

Burn, scold

· '~oncu!as.ion

Cuts, open wounds

Derrr.atitis, infection

Dislocation

liiATMENT

ESfiMATE OF SEVERITY

Minor

X serious

Critical

Fatal

Exposure, fro,tbite

frqf.fure

Foreign body

H"at exhaustion, Su11"roke

Inhalation-dust, fumes, gasses

X Internal injury

Other, specify

EMERGENCY CARE

XFirst aid Aid 9 Private physician

Poisoning, internal

Shock, electrical

Shock, fainting

Sprains, strains

Suflocotion, cJrown ing, strangulatron

Rupture, hernia

Hectlth Center

X Haspitnl, Specify

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PART OF BODY INJURED (Indicate right or leftl

Generalized

X Skull or scalp Neck Shoulder Hip

Eye Spine Upper arm Thigh

No.n X Chest !I bow KnN•

Mouth X Abdomen Forearm Lower leg

Jaw Back Wrist Ankle

Other head Pelvis Hand Foot

Other, specify Other trunk Finger Toe

GIVEN BY, Norne and Address

Dr. John Q. Surgery, St. Peter's Hospital Olympia, Washington

Will INJURY CAUSE ABSENCE FROM WORK OR CLASSES? YeS Estimate 7 - 10 working days.

IF so. How LONG? Report to follow from supervisor -

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TIENT STATUS

Non Patient

Out Patient

X Hospitalized

THIS REPORT PREPARED BY

TITLE OR STATUS

The Evergreen State College SECURITY OFFICE

Olympia, Washington 98505

H. A. Keaton

Warehouse Supervisor

March 13, 1976 DATE

DEPARTMENT/DIVISION Office of Facilities

INSTRUCTIONS: Prermc th•s report for any •n1ury wh•ch rnay requ"e firs• o'd or ,..,ed•cal treatment. Forwmd the Orogonal Copy to the Securoty Office with1n 24 hours. Fcrword the Second and Tlwd cop•~s to the Controllers Of!'oce. The Fourth Copy is to be retained lor your files.

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6.000 PROFESSIONAL DEVELOPMENT

6.100 PROFESSIONAL LEAVE POLICY

EAC 174-112 PERSONNEL RULES

Professional Leaves Policy for Faculty

EAC 174-112-780 Introduction

The Evergreen State College has a strong commitment to the teaching of undergraduate students. This commitment includes the exploration of new and innovative ways to make this teaching more effective and meaningful. Such a goal makes heavy demands on the faculty and staff of the institution. The Faculty Handbook lists the considerations involved in determining the suitablility of faculty for continued service. These include ability to teach through seminar leadership, ability to direct contracted studies and field programs, continued scholarly development, and administrative service to the institution. As a matter of college policy, faculty members normally devote at least one-third of their time to areas beyond their specialty. The creation of new academic programs and teaching teams each year makes further demands on both faculty and administrators •

It is obvious that meeting or attempting to meet these expectations in the normal day-to-day pressure of work at the college is difficult. The Professional Leaves Policy allows faculty to take time off from their normal duties to pursue development and improvement in the many ways expected of them, and thus has obvious benefit to both the institution and the individual as well as continued improvement in the educational services offered to the students. Specific objectives include:

(1) Allowing faculty to update their knowledge in their professional fields and to advance their knowledge through research and study.

(2) Allowing faculty to develop skills and knowledge in areas other than their "own" professional area.

(3) Allowing faculty to increase competence in administrative, research, teaching, and creative skills.

(4) Allowing faculty to acquire background, information and materials for new teaching programs.

EAC 174-112-790 Eligibility

(1) All personnel designated Regular Members of the Faculty or Library Faculty will be eligible for paid professional leave provided an applicatiJion is presented that meets all other requirements regarding leave qualifications •

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(3)

to the Academic Vice President. Evaluation will be based on criteria specified in EAC 172-112~810. Announcement of Professional Leave Awards will be made by December 15 each year.

Applications should be submitted in the form of a letter that includes at least the following information:

(a) Statement of the proposed activity.

(b) Purpose and scope of the activity.

{c) Benefits expected from the activity in the light of the faculty member's strengths and weaknesses.

(d) Detailed plans for carrying out the activity.

(e) Evidence of access to resources necessary to support the proposed activity including letters of acceptance from other institutions (if carried out at another institution).

(f) Dates and length of leave requested.

(g) Time, if any, to be devoted to another activity or project.

(h) A statement of how the proposed absence might affect the academic program and what is being planned to cover the individual's absence •

(i) Remuneration, if any, from another source.

(6) President, Vice President and Deans

(a) The President, Vice President and Deans shall make application and be considered for leave through the same process as members of the Regular Faculty. Application requirements, time of submission, and the criteria used for evaluating applications for professional leave shall be on the same basis as for Regular Faculty.

(b) Quarters of leave granted to the above shall be taken from the Exempt Administrator Professional Leave allocation and shall not decrease the number of quarters of leave available to the Regular Faculty.

EAC 174-112-810 Bases of Selection

(1) General considerations. It is expected that there will normally be more faculty wanting leaves than can be granted. The purpose of paid leave is to improve the faculty member's abilities as a teacher and scholar and to enhance the college's teaching resources and

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(d) Extent to which the proposed activities are critical to the specific time period proposed due to such things as one-time outside funding, preparation for an up-coming Evergreen pro­gram, coincidence with an opportunity to collaborate with another person, etc.

(e) Extent of the affect of the faculty member's absence on curricular offerings and staffing levels.

(f) Nature and extent of the faculty member's past service to The Evergreen State College as evidenced by the applicant's portfolio.

EAC 174-112-820 Compensation and Status

(1) The remuneration from state general funds and general local funds for any such leave granted for any academic year shall not exceed the average of the highest quartile of the rank order of salaries of all full time teaching faculty holding academic year contracts or appointments at the institution. Compensation will include college contributions to medical insurance and retirement programs.

(2) In the case of an individual receiving additional compensation for any part of the leave period (foundation or fellowship grants, salary, etc.) the college compensation will normally be reduced so that the total compensation for the leave period will not exceed the individual's current salary. Funds received specifically for travel, equipment, secretarial services, or supplies will not be included in the category of "extra compensation."

(3) Individuals on professional leave shall be entitled to the same benefits as other personnel in the same category. This applies to salary raises, insurance coverage, liability coverage, medical benefits and retirement.

(4) For purposes of advancement, the period of leave shall be counted as part of the three-year contract for faculty.

EAC 174-112-830 Portfolio While On Leave

All personnel on paid professional leave will be expected to document their activities by maintaining their portfolios in the same manner as while on regular employment with the college.

EAC 174-112-840 Faculty Professional Leaves Committee

(1) The Professional Leaves Committee will be a standing committee with rotating membership composed of nine members: five faculty, two staff and two students. Each member will serve two years. Each

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6.200 PROFESSIONAL TRAVEL

There is a Professional Travel Budget. A Committee, appointed by the budget dean, makes all decisions about allocations from this budget. However, during the summer the budget dean will act as chairperson of the Committee and, if necessary, will appoint at least two members of the summer faculty to represent the Committee. Decisions of this interim Committee are effective through the third week of fall quarter. The Professional Travel budget is used to enhance the individual faculty member's professional development. Faculty travel whose primary purpose is promotion of the College is funded through a separate budget. Here are guidelines the Committee will use:

1. The Committee may fund all or part of transportation and conference/meeting/workshop fees. The Committee will also pay per diem at the currently approved rate, if requested, for faculty travel which has as its primary rationale the faculty member's presentation of his or her work at the conference/meeting/workshop. (By "work," we mean anything previously prepared; i.e., we mean to disallow the simple participation in meetings as a respondant, or improvising panelist. We mean for the per diem award to be an award for work done and then formally presented to external audiences.)

2. Preference will be given to:

a. Regular faculty under three-year contracts, including administrators holding faculty rank.

b. Requests for travel further than 300 miles of Olympia.

c. Faculty who are participating in, rather than just attending, a conference/meeting/workshop.

d. Faculty who have used travel funds less recently.

3. All requests for money from the Professional Travel budget should be sent to the Committee. Requests must include:

a. Name.

b. Name of conference/meeting/workshop (if any).

c. Place and dates of travel.

d. Participation in meeting/conference/workshop to Evergreen.

e. Relation of meeting/conference/workshop to Evergreen.

f. Cost of transporation and other expenses that may be covered (lowest special rate plane fare).

4. The Committee will meet whenever necessary to consider requests for money from the Professional Travel budget.

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6.200 PROFESSIONAL TRAVEL

There is a Professional Travel Budget. A DTF, appointed by the budget dean, will make all decisions about allocations from this budget. Here are guidelines that the DTF will use:

1. The DTF may fund all or part of transportation and conference/meeting/ workshop fees. The DTF will also pay per diem at the currently approved rate, if requested, for faculty travel which has as its primary rationale the faculty member's presentation of his or her work at the conference/meeting/workshop. (By "work" we mean anything previously prepared; i.e., we mean to disallow the simple participation in meetings as a respondant, discussant, or improvising panelist. We mean for the per diem award to be an award for work done and then formally presented to external audiences.)

2. Preference will be given to:

a. Regular faculty under three year contracts, including administrators holding faculty rank.

b. Requests for travel further than 300 miles of Olympia •

c. Faculty who are participating in, rather than just attending, a conference/meeting/workshop.

d. Faculty who have used travel funds less recently.

3. All requests for money from the Professional Travel budget should be sent to the DTF. Requests must include:

4.

a. Name.

b. Name of conference/meeting/workshop (if any).

c. Place and dates of travel.

d. Participation in meeting/conference/workshop.

e. Relation of meeting/conference/workshop to Evergreen.

f. Cost of transportation and other expenses that may be covered. (Lowest special rate plane fare).

g. Date of last use of travel funds.

The DTF will meet whenever necessary to consider requests for money from the Professional Travel budget •

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Professional Publication. Limited funds are available to cover manuscript

preparation for professional publication. Contact: Office of Vice Presi­

dent and Provost.

Faculty Exchange. Lee Anderson spent a one-for-one exchange at San Diego

State University in Winter and Spring quarters of 1978. Institutionally,

agreements exist with U.C. Santa Cruz, U. Wisconsin at Green Bay, Ramapo

State College (New Jersey, about 15 miles from NYC) and Hampshire College

(Amherst, Mass.). Several other possibilities have been uncovered by in­

dividual faculty. Information is now available from Will Humphreys on

these institutions.

Lilly Grants. The "each one teach one" summer program will continue next

summer (1979) under auspices of the Lilly Grant. (The last program under

the NSF RULE grant was held in summer 1977.) Leo Daugherty is handling

the Lilly grant arrangements. Serious discussion ensues about continuing

this program on our own .

Short Courses. The NSF Chautauqua-type short course program continues.

The list of offerings on the west coast for this year will be posted in the

Deans area. Applications are due 2-4 weeks before the course. Betty Kutter

has taught these courses on the central U.S. circuit and some of you may

want to consider doing something like this in the future. If so, contact

Ed Kormondy .(our man in D.C.) or Linda Kahan.

Administrative Internships. The American Council on Education offers several

different programs for faculty interested in exploring College administration.

Information available from Office of Vice President and Provost.

Study/Research/Teaching Opportunities Abroad. Information is available on

such opportunities in the Office of Vice President and Provost •

6.300 -2-

~ Conditions of PRELIM AWARDS.

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1.) Recipients must submit at least one appropriate formal proposal to a funding agency within one year; failure to complete this requirement be considered at any future submission of a Seed Grant proposal,

2.) A report of accomplishments must be submitted to the Academic Dean for Budget at the completion of the PRELIM portion of the project,

3.) All grant and contract applications must be submitted through the procedures administered by the Development Office,

4.) Recipients are accountable to the Provost for the activities and expenditures incurred under a grant.

Guidelines for Proposals. All Proposals for PRELIM's should include:

a.) description and purpose of activities, b.) the grant's benefit to Evergreen,

will

c.) prospective funding sources and any preliminary responses from them, d.) background of author(s) that demonstrates their appropriateness for

the project, e.) the proposed level of student participation in the PRELIM and the

final proposal, f.) budget with justification and explanation, g.) the PRELIM's period of activity, target date for submitting proposal, h.) dates and results of any previous Seed Grants to any of the project

directors.

Eligibility. All Evergreen Regular Faculty, Staff Faculty, Library Faculty, Resource Faculty, and Staff are eligible for Seed Grants.

Proposal Procedure. Requests for INCENTIVE AWARDS can be made by letter to the Academic Dean for Budget at the time a proposal is submitted. Submit PRELIM proposals to the Academic Dean for Budget. All requests and proposals will be considered by the Seed Grants Review Board. This body, appointed by the President, is composed of the Academic Dean for Budget (ex officio), four additional Members of the Faculty representing the major academic areas (arts, humanities, natural science, social science), and one member of the Staff from the Development Office. Members shall hold two-year, overlapping terms. The Board will recommend funding decisions to the Vice President & Provost. The proposal, with the Review Board's recommendation, will be forwarded to the Vice President and Provost for final approval and issuance of an award letter.

Revised version adopted by the Faculty 2/82

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who 11 invents or discovers a new or useful process, machine, manufacture, or

composition-of-matter, or any new or useful improvement thereof, may obtain a patent therefore, subject to the conditions and requirements of the law. 11

In the United States, a patent may be obtained if a patent is filed within one year after the invention is disclosed through publication or commercial use.

EAC 174-168-040 Definition of Copyrightable & Patent Material

1.) Materials subject to Copyright: a. Books, journal articles, texts, glossaries, bibliographies, study

guides, laboratory manuals, syllabi, tests, and proposals. b. Lectures, musical or dramatic compositions, and .unpublished scripts. c. Films, film strips, charts, transparencies, and other visual aids.

d. Video and audio tapes and cassettes. e. Live video or audio broadcasts. f. Programmed instruction materials g. Computer programs. h. Other copyrightable materials.

• 2.) Materials subject to Patent may include any invention, discovery, dissertation,

•

or research results.

EAC 174-168-050 Colleqe Policy

1.) It is the purpose of this policy to clarify the respective rights of any faculty, staff member, or student and the college by defining the types

. . of materials which should be designated as 11 C01le9e-sponsored 11

, establishing procedures for administering policy concerning these materials, and suggesting college-wide policy governing their ownership and use and the rights to income produced.

2.) It should be emphasized that this policy does not affect the personal ownership rights of faculty, staff, or students to materials not specifically sponsored by the college (see Section 174-168-060) or the preparation of which were not assisted in any significant way by a third party sponsor

or a college budget established to furnish such assistance. Where college sponsorship has not occurred, the author/producer is free to contract with publishers for publication, copyright or patent, and receive royalties

resulting from sales .

EAC 174~168-060 Definition of College-Sponsored Material

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EAC 174-168-100 Procedures of the Copyright & Patent Distribution Board

1.) Any faculty, staff member, or student who has a question as to whether a particular project s/he is preparing, or is planning to prepare will be considered college-sponsored should initiate an inquiry to the Copyright and Patent Distribution Board prior to any work commencing. Thereafter, the Copyright and Patent Distribution Board shall advise the author/ producer as soon as possible as to whether the material should be regarded as having significant college-sponsorship within the meaning of this policy. The Copyright and Patent Distribution Board's recommendation in such cases will be considered as an advisory opinion to the Vice President for Business, who will render a decision before significant resources of the college are involved. The author/producer must concur with this decision in writing prior to the beginning of the project.

2.) When a project which has received college-sponsorship is completed, the author/producer will contact the Vice President for Business before applying for a copyright or patent. To the extent that the written authorization is not approved by the Vice President for Business, the author/producer shall have no claim to any rights whatsoever in the material produced.

EAC 174-168-110 Ownership of Rights

1.) Ownership of rights in college-sponsored materials shall be vested in the college, subject to the conditions set forth in the statement of policy. The college may copyright or patent such materials when it appears that will be in the best interests of the college and the author/producer.

2.) The college has no claim to projects which have not received college­sponsorship.

3.) Nothing in this policy compels the college to accept ownership of a copyright or patent if the college chooses not to do so.

EAC 174-168-120 Use of College Facilities to Produce Salable Materials

1.) It is not the intention of the college to compete with private enterprise.

Use of college facilities to produce salable materials should have a clearly discernible educational purpose or benefit related to the college's announced programs. Use of college facilities could make the user's material college-sponsored. (See Facilities Useage Policy 174-136) Members of the college community who intend to produce material for commercial

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4.) The Copyright and Patent Distribution Board shall make recommendations to the Vice President for Business for determining the method of additional

recovery of production costs.

EAC 174-168-140 Protection & Liability

Upon request from the Vice President for Business, the Copyright and Patent Distribution Board shall investigate allegations of unauthorized use or in­fringement of materials with significant college-sponsorship and shall recommend appropriate action. If such action is initiated by the college, all costs of such action shall be borne by the college. All proceeds in excess of such costs and extra direct costs shall be shared equally by the college and the author/producer (subject to sponsoring agency limitations if a grant or contract is involved.)

The normal process to determining liability will be followed in accordance with RCW 28B.10.660 .

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7.100 CURRICULUM AND STRUCTURE

Evergreen's curriculum planning arrangements are an attempt to combine

predictability with flexibility, and to generate a sound, coherent curriculum

with a minimum of formality. The college's offerings are divided into several

areas--Core Programs; seven Interdisciplinary Specialty Areas (as of September

1984); a Demonstration Project; two Academic Centers; two Off-campus Programs;

and two Graduate Programs. The offerings in each area are part of a long-range

curriculum plan, reaching two or more years ahead, and conforming to a general

statement of goals. Regular faculty have the obligation to affiliate

themselves with two of these areas, one on a long term and one on a short term

basis, according to their abilities, backgrounds and preferences, and to work

actively to develop strong curriculum in at least one of them. Each area thus

has a pool of faculty committed to 1) providing instruction in the area; and 2)

conducting an annual review of the area's long-range plan to modify it if

necessary and to extend it another year into the future. Periodically, each

existing curricular area will be evaluated thoroughly to see whether

modifications, or in extreme cases cancellation, are necessary. From time to

time, new Interdisciplinary Specialties may be proposed and adopted after study

to see that they have the necessary long-term faculty support and promise of

good educational results.

The basic curricular structure was set forth in the report of the 1976 Long­

Range Curriculum Planning DTF. Substantial re-creation occurred as a result of

the Second Long Range Curriculum DTF study of 1981-1983, at which time the

current curriculum was adopted to begin in 1984-5 •

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VI.

Off-Campus Programs:

There are two off-campus sites, Vancouver and Tacoma, at which we offer upper-division work only. These programs are designed primarily for students beyond the traditional college age, most of whom have had some prior work experience beyond school. The full range of teaching modes is available, taught primarily by regular faculty who are encouraged to consider teaching in one of these off­campus programs on a regular or an occasional basis.

Graduate Programs:

In 1984-5 there will be two graduate programs: the Masters in Public Administration which opened in 1980 and the Masters in Environmental Studies which opened in 1984. Additional graduate work is in the planning stages.

7.120 Teaching Modes

Evergreen makes use of several important and distinct modes or formats of

instruction:

Coordinated Studies: A team of faculty (usually 3 to 5) and a group of

students (usually 20 to 23 per faculty member) studying a common theme or

problem together, drawing on ideas and materials from several disciplines.

Many or most of its students will be enrolled for full-time work, so the

Coordinated Study should provide sufficient range and intensity of

activities to justify the award of full-time credit. Each faculty team is

substantially free to determine its material, design its activities, make

up its schedule and conduct experiments in curriculum design and teaching,

provided that: a) the team holds a regular faculty seminar and exchanges

evaluations as described in Section 4.300 of this Handbook; b) the

teaching remains within the general description approved by the

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perhaps even doing identical, formally agreed activities •

The written learning contract serves to specify the terms of the agreement

reached between student and faculty member as to extent and nature of activities,

tangible products (such as papers) and the basis for evaluation. Once signed,

it becomes a commitment by both persons to do or provide what it specifies.

It must, therefore, be carefully written and not lightly agreed to. It becomes

part of the student's permanent record; a copy goes in the faculty member's

portfolio. Thus it should also be in good typographical order.

A contract must be written, signed by student and sponsor and given to the

sponsor's program secretary before the student can register for the quarter.

The contract then goes to the sponsor's Dean of Group for a review which has

two functions: 1) critical editing and advice about the contract's form and

educational content, where the dean's comments are advisory, possibly to the

point of formal additions to the faculty member's portfolio, but not binding;

and 2) checking that the contract is consistent with college policies, where the

dean may veto a contract which violates college policy if consultation with the

sponsor and any other appropriate people does not produce an acceptable modifi­

cation.

There will be no • '"contracts after the fact." All contracts will be aimed at

the earning of credit for activities to be performed, not for activities which

have already taken place. Prior unaccredited experience can be recognized only

through the passing of standardized tests or demonstrations of competence, which

include the ability to conceptualize the principles and values related to that

experience, or through the Office of External Credit.

Courses: The foregoing modes--coordinated study, group cont~acts, individual

contracts--comprise the principal academic "home" of students enrolled in them.

Credit and evaluations are filed through the student's principal faculty member

(in coordinated studies) or sponsor (in group or individual contracts). As a

complement to these modes of study, Evergreen's curriculum also includes a

number of courses, which can carry between 1 and 4 quarter hours of credit. At

present, the typical course carries 4 quarter hours. Most are offered after

5:30 p.m. The college has two goals in offering these courses: 1) service to

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no extra compensation is provided. Also, the college regularly appoints part­

time Associate Faculty (also called Adjunct Faculty) on a quarter by quarter

basis to meet specific needs. Qualified Evergreen staff are sometimes hired as

Adjuncts when their regular jobs do not include specific teaching assignments.

Because the College's commitment to Adjunct Faculty for the part-time and

evening program is a short-term one, it has been our practice to minimize the

formalities of hiring for this purpose, while maintaining assurance of adequate

quality of teaching. The Academic Deans collect resumes (and specific course

proposals, if any), whether solicited or unsolicited, and review these for

suitability at the time each quarter's slate of part-time offerings is being

asse~bled. If a person who has not previously taught at Evergreen receives

serious consideration to teach a course, the deans ask two regular faculty to

review the resume and course proposal for general appropriateness of

qualifications and content. When an Adjunct Faculty member has taught here

previously, there is no review by regular faculty unless substantial lapse of

time or change of circumstance seem to warrant a re-examination.

Adjunct Faculty members who teach the part-time and evening courses are paid on

a scale proportional to the regular faculty scale, adjusted to account for the

reduced duties required of the Adjuncts, in particular, the absence of

committee and other work on general college policies and administration.

The college reserves the right to cancel courses in any quarter if their final

enrollment is lees than ten students •

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Faculty have the following responsibilities, among others, in curriculum

planning:

1) To formulate a sound general principle of organization for each proposed

offering or set of offerings, to help determine which activities, subject

matters, etc. are really central to the proposal and which are peripheral.

The theme or problem around which most Coordinated Studies are organized

will serve this organizing function, but other principles of organization

are certainly possible. Of course, the principle need not originate with

faculty, but they have the responsibility for seeing that one appears.

2) To ascertain as fully and as positively as possible the nature of the

students who would enroll for the offering--academic background, expressed

desires for particular personal or study area learning, and other

motivations. This is essential if our programs are to speak effectively to

our students.

3) To accommodate as fully as possible the final program arrangments to the

prospective students, within the constraints of educational good sense,

time, money, and human frailty. Faculty should pay special attention to

the benefits of active student participation in planning as a help in

discharging this responsibility. They should seek out, consult with and

plan program offerings together with interested students.

4) To make final decisions about program arrangements (books, activities,

requirements, publicity, expenditures) and to build support for their

decisions among prospective students •

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7.200 COOPERATIVE EDUCATION

The Cooperative Education Program provides students with the opportunity to hold academically related internships and gain work experience as a part of their college educational programs. These internships are provided either as part of faculty-designed Coordinated Studies Programs and Group Contracts, or they can be sponsored through the Individual Contract mode. Special forms for each of these cases can be obtained through the Cooperative Education Office.

The Co-op (a)

(b)

(c)

Ed Office exists to help make it possible for: students to arrange and to complete successfully the internships they are interested in doing and qualified to do, within the framework of pertinent institutional policies and applicable local, state and federal laws;

faculty to plan, arrange for and implement internship components of Coordinated Studies Programs·and Group Contracts;

the community to gain access to and make appropriate use of college resources through participation in the internship program.

The internship program is a highly visible component of Evergreen's academic offerings. As such, a system of internal checks and balances is needed to make optimal use of the internship program as a learning resource while, at the same time, meeting our obligatons under the law and maintaining the program's integrity, both on-campus and off-campus. To accomplish this, a set of institutional policies and procedures have been instituted and are carried forward by the Co-op Ed Office in order to:

(1) Asssure that a student is "ready" for an internship and for the particular internship of interest;

(2) Avoid duplication or potential duplication of credit;

(3) Try to ensure that a student won't receive credit for types of learning ordinarily not credited by Evergreen (e.g. routine clerical work).

(4) Ensure that a student doesn't exceed the ordinary institutional limit of 48 quarter hours for internship-related credit toward an Evergreen degree. (Opportunity to petition under extraordinary circumstances for up to 64 hours does exist.)

(5) Avoid the possibility of awarding credit for "doing one's ordinary job", i.e. for performing the ongoing position for which one had the qualifications at the time of hiring.

(6) Support efforts of mature, employed students to arrange with their employers for learning opportunities which can result in new learning comparable to that for which credit is normally awarded at Evergreen.

(7) Assure individual internship and total program compliance with applicable local, state and federal laws and regulations •

Because of the above-mentioned factors, it is essential that all internship arrangements be done with the full knowledge and cooperation of the Co-op Ed Office.

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7.400 OVERSEAS PROGRAMS AND FIELD STUDIES

Students and faculty at Evergreen are encouraged to plan programs that extend

the campus world-wide. Both domestic and foreign field studies can be con­

ducted in the context of Coordinated Studies and of group and individual con­

tracted studies. Evergreen recognizes the inherent value of well-organized

and properly conducted field study. The application of classroom knowledge

to the world beyond the campus, the exposure to a wider range of values and

experiences, and the occasions for individual problem-solving are learning

activities of benefit to all in the Evergreen community. As valuable and

legitimate components of the total academic program of Evergreen, field studies

will be supported by program budgets as far as possible.

Throughout the country public support of overseas programs has dwindled rap­

idly in recent years, and in most cases students now bear the full expense

for their participation in such activities. "Campus abroad" centers estab­

lished during the period of extended public support are gradually fading from

the scene, and only the largest and best organized remain in business. De­

clining support of more traditional overseas centers, however, does not alter

the need for an Evergreen commitment to well-thought-out, valid field study

programs in cultures other than our own.

Participation in foreign field studies can be carried out in the context of

any of Evergreen's various modes of instruction. Foreign travel, study and

living may be an integral part of a Coordinated Studies program, or students

may join a faculty member in a contract for work in a foreign country. An

individual can also negotiate an individual contract which will include work

in another country under the supervision of a faculty member remaining on

the campus. Organization and arrangement may vary widely.

Suggested Guidelines for Overseas Programs

1. The prospective faculty sponsor should either have visited the for­

eign country recently or should be sent in advance of the beginning

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has advantages over urban areas. Generally, one avoids tourists

(or being identified as a tourist) in rural regions and finds

people of the locality relatively receptive and friendly. More­

over, a small community is less complex in organization and is

therefore amenable to a holistic approach to study. Students

using the native language (few of the local population can or

wish to converse in English) can grasp within the limited allo­

cated time most of the details of life surrounding them. Finally,

considering finances, the cost of living in a village is probably

less than half that of staying in a city.

8. Time should be clearly allotted in the program calendar for a

modicum of touring to other regions; otherwise the justifiable

desire of the students to do some travelling may weaken the pro­

gram.

9. Formal communications about academic and financial arrangements

from foreign resource-persons essential to the program should be

written in their native language; signatures should be notarized.

(If Evergreen does not have the competence to deal with communica­

tions in this language, then it should not be supporting the pro­

gram.)

10. All academic and financial arrangements for the program should

be articulated in exact detail--for the benefit of the students

and the administrators committing the college to the program-­

well in advance of the scheduled departure of the students and

faculty from Evergreen.

11. Sponsors should brief the Director of Financial Aid and Placement

at least six weeks prior to departure for abroad, so that aid

recipients in the program can be assured of timely and adequate

disbursement of funds. Sponsors and students should make firm

arrangements with the Registrar so that registration materials

for subsequent quarters can be sent to students participating in

the overseas program .

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7.600 CREDIT, EVALUATIONS AND ACADEMIC STANDING

7.610 Credit and the Evergreen Portfolio

Academic Credit:

Evergreen students will accumulate academic credit for work well done and levels of performance reached and surpassed. Only if students fulfill their academic obligations will full credit be entered on their permanent academic records. Oterwise there will be either no entry or the recording of fewer units of credit represent what they have actually accomplished.

Academic credit will be measured in in standard Quarter Hours. All academic programs are to be designed as 8 QH (half-time), 12 QH (three-quarters-time), or 16 QH (full-time) offerings, except for Modular Courses which can be designed as anything from 4 QH down to 1 QH (dependent upon contact time and the nature of the work). Sixteen quarter-hours is the maximum credit a student can receive per quarter, except when students are enrolled half-time in the Teacher Certification Program for whom 18 QH is the maximum.---Faculty approval 4/79 & 5/79 •

Award of the Baccalaureate Degree

The minimum requirement for awarding either the Bachelor of Arts (B.A.) or the Bachelor of Science (B.S.) Degree is 180 Quarter Hours of credit. Continuation beyond 200 Quarter Hours without graduating requires approval of an educational plan by the academic dean. A transfer student from another college must earn at least 45 of the last 90 quarter hours of credit as an enrolled student at Evergreen to be eligible for an Evergreen Degree. It is possible to earn a second Evergreen Baccalaureate Degree by completing at least an additional 45 Quarter Hours of credit as an enrolled Evergreen student.

The B.S. Degree requirment also includes 72 quarter hours of credit in mathematics and natural science, of which 48 quarter hours of credit must be in upper division work.

Award of the Masters Degree

Two Graduate Degrees are currently available: the Master of Public Administration requiring a minimum of 60 Quarter Hours and the Master of Environmental Studies requiring a minimum of 72 Quarter Hours. Each program requires completion of a Core Program, a set of Electives, and a Thesis or Application Project.

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will go along with tL<: student from sponsor to sponsor, from program to

program, always growing in size and in specific detail. It will give the

student and prospective sponsors and seminar leaders an ever clearer com­

prehension of where the student has been, where he/she is, and the dir­

ection in which he/she should be moving. Thus, in lieu of departmental

majors or required tracks, it will make possible a continuity of planning

for the student and his/her advisors. Whenever a student wishes to ne­

gotiate a contract with a new sponsor or to join a program, the faculty

member should examine the student's portfolio as a counseling instrument.

And the student's previous sponsor or seminar leader should, in turn, make

sure that any student moving on will have a full and up-to-date portfolio

to take along.

The Permanent Academic Record contains:

(1) The official description of the program or contract, if credit

is awarded.

(2) Description and evaluation of work done, if credit is awarded .

(3) Credit report.

(4) Student self-evaluations.

All of this is mailed when the student requests a transcript.

The Portfolio contains:

(1) The official description of the program or contract for all work

attempted.

(2) Descriptions and evaluations of all work attempted. Personal

evaluations are not intended for the permanent record.

(3) Credit reports.

(4) Student self-evaluations, including those not for the permanent

record.

(5) Polished and edited work judged worthy of inclusion. This does

not mean ALL work.

(6) Program change check sheets, records of interview, petitions

for leave, and anything else that will help create an academic

biography of the student .

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7.620 Evaluation Writing •

Evaluation of Student Work:

Evaluation of student work is one of the most important responsibilities of

faculty at Evergreen. Each quarter--or at the end of a program, if it is of

more than one quarter's duration--evaluations must be written of each student

with whom the faculty member has worked.

Evaluation week can be a hectic and trying time for many faculty members. The

workload is likely to be heavy and careful organization is necessary in order

to meet with all students and get evaluations of their work prepared for the

Program Secretary to type. Some faculty prefer to schedule evaluation

conferences one after another at the beginning of the week (asking each student

to bring in his or her self-evaluation and final papers), and then write all

evaluations in a crash effort in the latter part of the week. Others have

found it more efficient to write up evaluations of students before holding

conferences. This allows discussion at the conference to focus on what has

been written in advance. Still others have used a pattern of alternating

conferences with writing periods thoughout the evaluation week.

Timely submission of the evaluation to your Program Secretary is a must.

Evaluations which are late getting to the secretary can cause delays in meeting

student requests for transcripts, awarding of financial aid for the following

quarter, or reporting to the Veteran's Administration and scholarship granting

agencies. (See Faculty Resolutions, Section 4.503 of this Handbook, on "Timely

Evaluation of Student's Work".)

Each evaluation should include not only text, but also a list of "Suggested

Course Equivalencies"--setting out the equivalent work in quarter credits as it

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evaluation that is too equivocal can give the impression that a poor

performance is being "covered up". In general, honest and direct writing works

best.

Student Self-Evaluations:

Students are expected to write a self-evaluation of the work they have done for

inclusion in the official transcript of record. This is beneficial to the

student from several angles. Perhaps the most important aspect is the

introspection which the process itself encourages for the student. Many

faculty make a practice of requiring that students submit a self-evaluation as

one component for gaining credit in the program. This is a reasonable and

proper requirement but it should be made clear to the student early in the

quarter. Students new to Evergreen should receive some help and instruction in

writing a good first self-evaluation •

Student Evaluation of Faculty:

Students are expected to submit a written evaluation of their primary faculty

members at the end of a program. Some faculty require a student evaluation of

them as one of the terms for the award of credit. Such a requirement should be

made clear to the student at the outset of the program of study. Because

Evergreen wishes to encourage mutual and thoughful evaluations, the student's

evaluation of the faculty will normally be given to the faculty member. This

evaluation will then be discussed during the final evaluation conference, after

the faculty evaluation of the student and the student's self-evaluation have

been discussed and agreed upon.

If the student prefers, s/he may turn in the evaluation of the faculty to the

program secretary before the evaluation conference. The secretary will so

inform the faculty, but will not give the evaluation to the faculty until the

final evaluations of the student are turned in to the Registrar. (Following

the conference, the student may add to the evaluation already on file.)

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(2) Maximum time for completion of ~ Incomplete is ~ quarter. The need for evaluation of the Incomplete will appear on the Action Needed Report at the end of the next quarter. If the Incomplete has not been removed by this time, the faculty member will award either partial credit or no credit as best suits the situation. In extrordinary circumstances only, an extension of the Incomplete can be granted by the faculty member but such action is not encouraged.

Faculty/Staff Role in Completion of Student's Work

The Faculty has established a uniform policy for evaluations o.f student work in a timely fashion. details of the policy and sanctions which apply •

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the completion of See Section 4.503 for

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External Credit Program

Adult students entering or returning to college after some years of work or

community experience may be able to earn academic credit through Evergreen's

External Credit Program. Up to one full year of academic credit is possible by

writing a treatise which documents the college-level learning the student has

acquired through life experience. This learning must have occurred in non­

academic settings and before the student's first enrollment at Evergreen.

Any student with possibile eligibility for this program should be placed in

contact with the Office of Academic Advising during the first quarter of that

student's enrollment at Evergreen •

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External Credit Program

Adult students entering or returning to college after some years of work or

community experience may be able to earn academic credit through Evergreen's

External Credit Program. Up to one full year of academic credit is possible by

writing a treatise which documents the college-level learning the student has

acquired through life experience. This learning must have occurred in non­

academic settings and before the student's first enrollment at Evergreen.

Any student with possibile eligibility for this program should be placed in

contact with the Office of Academic Advising during the first quarter of that

student's enrollment at Evergreen •

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normally enroll in half-time Programs or in Modular Courses. If

faculty time is available, some part-time students may be able to

engage in Individual Contracted Studies.

Students wishing to enroll at Evergreen for full-time status can be

enrolled in only ~ credit-generating program of study at ~ time.

Leaves of Absence

Students who have been accepted for full-time study are eligible to

apply for a leave of absence. They may apply for leave in any

quarter whether or not they are enrolled at a full-time rate in that

quarter. A normal leave of absence lasts for one quarter, but may be

longer under extenuating circumstances. Application for a leave of

absence is initiated in the Office of the Registrar.

Deceleration

A full-time student may officially reduce a credit load below full­

time for one quarter with the approval of the Registrar. Such

reduction can have implications for financial aid and Veteran's

benefits so must be done with due caution and advice. In the

succeeding quarter, the student must seek approval of the Registrar

to resume a full load of academic work. Any changes in the numbers

of credits for which a student is registered must be submitted to the

Registrar no later than the sixth class day of any quarter.

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7.650 ACADEMIC STANDING POLICY

Evergreen believes that there is an important link between a student•s overall academic development and academic standing. The College•s narrative evaluation system reflects this principle. Faculty evaluation of stuaent achievement accordingly serves two interrelated ends: (1) to monitor each student•s academic development, and (2) to ensure that any student not making satisfactory academic progress is informed of his or her standing in the College and is advised accordingly.

Evaluation formally occurs at the conclusion of a student•s registration in all programs, contracts and internships. In addition, any student in danger of not receiving full credit is so notified in writing at mid-quarter by his or her sponsor.

A student making unsatisfactory academic progress, as defined below, will receive an Academic Warning and may be required to take of Leave of Absence.

2.

Academic Warning. A student who earns fewer than three-fourths the number of cred1ts for which he or she is registered in two successive quarters will receive an Academic Warning. A student registered for six (6) quarter credit hours or more who receives no credit at all in any quarter will receive an Academic Warning. Such warning will urge the student to seek academic advice or personal counseling from a member of the faculty or through appropriate offices in Student Services and/or Enrollment Services, Educational Support Programs, etc. A student will be removed from Academic Warning status upon receiving at least three-fourths of the credit for which he or she was registered in two successive quarters.

Required Leave of Absence. A student who has received an Academic Warning and who, at the next evaluation period, receives either an Incomplete or fewer than three-fourths of the credit for which he or she was registered will be required to take a leave of absence, normally for one full year. A waiver of Required Leave can be granted only by the Academic Dean responsible for academic standing upon the student•s presenting evidence of extenuating circumstances. Tore­enter the College at the end of a Required Leave of Absence, a student must supply the Academic Dean evidence of readiness to assume academic responsibilities. A student returning from Required Leave will re­enter on Academic Warning and will be expected to make satisfactory progress toward a bachelor•s degree. Failure to earn at least three­fourths credit at the next evaluation period will result in dismissal from the College.

The Registrar periodically reviews all credit awards to ensure that the Academic Standing policy is being implemented for all students •

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(2) Required Leave of Absence: A student on academic warning who

receives either an Incomplete or fewer than two-thirds of the

possible registered credits is required to take a leave of

absence, normally for one full academic year. A waiver of the

action can be granted only by the academic deans upon

presentation of extenuating circumstances by the student. To

re-enter at the end of such leave, the student must supply to

the Deans evidence of readiness to assume responsibilities. A

student returning from a required leave of absence will re-enter

on academic warning and will be expected to make normal progress

toward a degree without incurring further required leave.

Failure to earn more than two-thirds credit at the next

evaluation period will result in academic dismissal from the

college •

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(4) The sponsor of outside speakers, performers, other events and

non-credit generating instructional programs shall be re­

sponsible to obtain written clearances if any recording of

the presentation takes place. This shall include but not be

limited to audio recording, video recording, photographic re­

cording. The Office of Recreation and Campus Activities will

provide necessary forms and serve as a depository for clearance

forms associated with this program.

(5) The Office of Recreation and Campus Activities will receive

requests.for establishment of non-credit generating instructional

programs from any and all interested parties. That office will

receive applications and recommendations for or otherwise

identify instructors to perform the required service. The

Office of Recreation and Campus Activities has the responsibility

to assure that proper procedures have been followed in relation

to the selection of instructors for non-credit generating work­

shops •

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(c) Records on a student which are created or maintained by a physician, psychiatrist or other officially recognized professional or para-professional acting in his or her professional or para-professional capacity, and which are created, maintained or used only in connection with the provision of treatment to the student, and are not avail­able to anyone other than persons providing such treatment; provided, however, that such records can be personally reviewed by a physician or other appropriate professional of the student's choice;

(d) A parent confidential financial statement unless the student's parent or guardian has granted permission for access in writing either on the statement or in a separ­ate authorizing letter;

(e) Records or/and documents of the Security Office which are kept apart from educational records and which are main­tained solely for law enforcement purposes and which are not made available to persons other than law enforcement officials of the same jurisdiction, if Security Office personnel do .not have access to educational records under WAC 174-162-020(1).

(2) Recommendations, evaluations or comments concerning a student, whether or not provided in confidence, either expressed or implied, as between the author and the recipient, shall none­theless be made available to the student, except that:

(a) The student may specifically release his right to review where the information consists only of confidential recommendations respecting admission to any educational institution, or an application for employment, or receipt of an honor or honorary recognition, by submitting the release in writing to the Evergreen individual(s) or office(s) having custody of the particular record;

(b) A student's waiver of his or her right of access to confi­dential statements shall apply only if the student is, upon request, notified of the names of all persons making confidential statements concerning him or her, the dates of such confidential statements where provided, and such confidential statements are used solely for the purpose for which they were originally intended, and such waivers are not required as a condition for admission to, receipt of financial aid from, or receipt of any other services or benefits from Evergreen;

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(2) The individual(s) or office(s) must respond to a request for educational records within a reasonable period of time, but in no case more than 45 days after the request has been made. Those specific cases identified in WAC 174-162-020(1) are exempted from coverage under this section.

(3) After reviewing his or her records, a student may challenge the content of the records if the student believes them to be inaccu­rate, misleading or otherwise in violation of the privacy or other rights of the student. In such cases the student should contact the appropriate dean or director responsible for custody of the record. If a student has been unable to negotiate correc­tion of or deletion of inaccurate, misleading or otherwise inappropriate data, he or she may pursue the grievance pro­cedures in WAC 174-108 and may place a written statement of rebuttal in his or her official records.

(4) Request for public records must be submitted in accordance with procedures outlined in WAC 174-108.

WAC 174-162-030 Release of Personally-Identifiable Records

(1) The College shall not permit access to or the release of education records or personally-identifiable information contained therein, other than "directory information", without the written consent of the student, to any party other than the following:

(a) Evergreen staff, faculty, and student employees when the information is specifically required for a legitimate educational interest within the performance of their assigned responsibilities to the college, with the under­standing that its use will be strictly limited to the performance of those assigned responsibilities;

(b) Federal and state officials requiring access to educa­tional records in connection with the audit and evaluation of a federally-or state-supported education program or in connection with the enforcement of the federal or state legal requirements which relate to such programs. In such cases the information required shall be protected by the federal or state official in a manner which will not permit the personal identification of students to other than those officials, and such personally-identifiable data shall be destroyed when no longer needed for such audit, evaluation or enforcement of legal requirements;

(c) Agencies or organizations requesting information speci­fically required as a part of a student's application for,or receipt of, financial aid, with the understanding that its use will be strictly limited to that purpose .

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(4) Personally-identifiable education records released to third parties, with or without student consent, shall be accompanied by a written statement indicating that the information cannot be subsequently released in a personally-identifiable form to any other parties without obtaining consent of the student.

(5) Students may request that the college not release directory information by written notice to the Registrar.

(6) Information from education records may be released to appro­priate persons in connection with an emergency if the knowledge of such information is clearly necessary to protect the health or safety of a student or other person(s).

(7) Student information in computer files may be released only by the Evergreen individual or office which maintains the respec­tive files.

WAC 174-162-035 College Records

(1) All Evergreen individual(s) or office(s) which have custody of education records will develop implementation procedures in accordance with WAC 174-162-010 through 045.

(2) Disciplinary records shall be kept separate and apart from academic records, and transcripts of a student's academic record shall contain no notation of any disciplinary action . Special precautions shall be exercised to insure that infor­mation from disciplinary or counseling files is not revealed to unauthorized persons. Provisions shall be made for periodic review and routine destruction of inactive disciplinary records by offices maintaining such records.

WAC 162-040 Release of Publicity Information

The College Relations Office of the College may refer to "Directory Information" concerning the availability of information which may be released generally concerning enrolled students. Students may request that the College not release publicity information by written notice to the College Relations Office.

WAC 174-162-045 Notice of Rights

In accordance with the requirements of the federal statute, the college through the office of the Dean of Enrollment Services will annually notify all enrolled students of their rights under WAC 174-162-010 through 045 to include:

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8.000 BUDGET, TRAVEL, AND SECURITY

8.100 BUDGET POLICY AND PROCESS

The Evergreen State College, like all state colleges, operates under a state

directed formula funding system. Large parts of the budget are dictated by

these formulae. This is true of most parts of the facilities, library, in­

structional and student services' budgets. In most cases the crucial factor

"driving" the formula is student enrollment. This determines how many fac­

ulty the College is eligible to hire, the number of staff the institution

should have, and the amount of operational support dollars. The formulae

normally indicate a maximum level of support, but they do not necessarily

provide a minimum. During certain years the Legislature has funded below

formula levels and the level or percentage to which the formula has been

funded has varied.

Washington has a rather unique penalty system which is also based upon stu­

dent enrollment. Each biennium the various colleges in Washington State pro­

ject their enrollment for the coming biennium. Experts in demography at the

Office of Financial Management make recommendations about projected enrollment

which are usually followed. If a college does not enroll as many students

as projected, the college is required to pay back a certain amount of the

State monies it has received. If they exceed their enrollment, there is no

additional money available. The need for paybacks has led many colleges to

set aside what is called the "contract enrollment reserve" which is paid

back to the State if enrollment projections are not met.

Although generalizations are risky, some further comments on the process,

particularly the timing of events, might be helpful. The budget as approved

by the State Legislature is a biennial affair and thus involves a two-year

sequence. All internal budget materials and requests must be gathered early

in the autumn of the budget preparation year. These are compiled into a

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EVALUATION OF PROGRAM NEEDS FOR: Salaries and wages, contract and personal services, program support, travel supplies, materials, eq.uipment purchases and/or rentals, etc •.•

President's get Hearings Institutional Review:

priorities, needs, etc •••

FACULTY DEANS

PROVOST

Preparation of Instructional BUDGET REQUESTS

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Institutional Review and Total Biennial Budget

::dC'l ID 0 < < r'-ID ID 11 .: ::s {II 0

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8.200 TRAVEL POLICIES

The College recognizes that travel for both faculty and students is a valid

and important part of the process of learning and development. The cost of

such travel is also a legitimate educational expense. However, constraints

put on the College budget by the current economic situation within the state

severely restrict the funds available for travel. Site visits to monitor

internships are paid out of a Cooperative Education budget. With the ex­

ception of travel paid through the professional development budget all other

travel is paid for through program operating funds. Everyone

use the academic vans and carpool as described under Academic Field Trips;

exceptions must be approved ·by the Budget Dean.

Travel Procedure

A travel authority will be submitted whether or not there is any cost to the

College for any travel construed as College business and/or on "college

time." This includes students. If a group is going on a College-connected

trip, all may be listed on a single Travel Authority. The faculty, or pro­

gram secretaries at faculty request, will reserve campus cars at the Motor

Pool for faculty and make out the proper forms. Faculty must make airline

and motel reservations. The Business Office will be notified through the

Travel Authority of dates of travel and methods of transportation. Faculty

must sign the Travel Authority prior to departure. Travel expenses worksheet

should be submitted as soon after the trip as possible, or no later than the

lOth day of the following month. If long distance telephone calls are made

away from the office, they may be claimed on the travel expense worksheet

or preferably should be charged to the office number.

Unscheduled Air Flights

A monthly report must be submitted by the Travel Desk to the Business Office

on any unscheduled flights made by the faculty. The following information

is required on each flight: date, name of person traveling and accompanying

passengers, nature of the flight, name of the charter company and the Trans­

portation Request number •

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Academic Field Trips (10/83)

We are moving to a new system for financing field trips. It should prove both easier, cheaper, and safer for your students and you. Here are the directions:

1. If your program budget is paying for the field trip, there is no change. Have your Program Secretary fill out the Travel Authority (TA) and Motor Pool Trip Ticket (TT). You sign theTA and TT, take the TT to Jodi Woodall, and get your vehicle.

2. If your students and you are paying· for the trip, follow these instructions:

a. Have your Program Secretary fill out a TA, TT and Field Trip Authorization Form. The Form will have a place to list destination, miles to be traveled, and number of students and faculty going. Each student and faculty will pay $0.02 per mile, no matter how many students are going. You will sign theTA, TT, and Form. The budget number for theTA and TT is 1704. (Note: NoTA or TT will be accepted unless the budget number 1704 or your program budget is listed, i.e. official field trips must use College vehicles. NoTA or TT will be authorized for private vehicles without the Budget Dean's signature.)

b. Once you have collected the cash from the students and faculty, take the Form and the cash to the Cashier (Hours: to 3:30 PM, including the lunch hour). The Cashier will check to make sure the amount of travel costs entered on the Form agrees with the cash sub­mitted. If they agree, she will stamp the Form and issue you a receipt.

c. Take the stamped Form, theTA, and the TT to Jodi. She will check to make sure the mileage and costs indicated on the three are identical. If they are, she will issue a vehicle. Her hours are 8:00 AM to 2:30 PM, excluding lunch. (Note: If your travel is outside Washington, Oregon, Idaho, or British Columbia, bring the stamped Form, TA, and TT directly to the Budget Dean. That person will sign, then you go to Jodi.)

The $0.02 per student and faculty per mile is not enough to cover all costs of College vehicles. The extra costs will be paid by a central budget, just like your telephones are. Your program budget will endure no costs unless you have that budget pay the entire cost of the trip.

I strongly urge you to support the use of College vehicles for yourself and all students while on academic travel. The College vehicles are safer than many student vehicles, and this new arrangement should be comparable in costs to students who split the gas costs in a private car .

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(4) Contractor and construction employees who work on campus projects shall be granted parking privileges without charge, for specific campus locations; these employees shall request appropriate per­mits through the project foremen who may secure them from the security office.

(5) Visitor permits will be issued without charge for specific periods when requested at least twenty-four hours in advance by the appro­priate college official. Irregular visitors shall be issued daily permits without charge at the discretion of the individual staffing the parking booth.

(6) Vendors conducting official business with the College may secure parking permits through the purchasing office at no cost.

(7) Federal, state, county, city and school district and other govern­mental personnel on official business in vehicles with tax exempt licenses may park without permits.

(8) Staff members and students who participate in car pools may pur­chase a single transferable permit, subject to the following instructions: each vehicle owner within the pool shall complete a "parking permit application" and submit it to the cashier, but only one vehicle displaying the car pool decal may park on campus on a given day unless a daily permit is purchased •

WAC 174-116-125 Valid Parking Permits

Quarter periods are defined as fall, winter, spring and summer. Annual permits are valid for one calendar year, quarterly permits are valid until the beginning of the next quarter as listed on the academic schedule, monthly permits are valid for one calendar month, daily permits are valid for date stamped only.

WAC 174-116-135 Display of Parking Permits

(1) Annual, quarterly and monthly permits shall be permanently affixed in accordance with instructions.

(2) Special temporary permits and daily permits shall be placed on the dashboard of the vehicle so as to be visable and readable from outside the vehicle.

(3) Motorcycle permits must be placed so as to be visable and readable from the front of the vehicle.

(4) A vehicle permit that cannot be read from the outside of the vehicle shall not be considered valid •

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(3) Employee dependents may not accompany employees in State or

College cars even though the trip may be on official business.

(4) The charges on either a Campus car are $.75 per hour from

8:00 a.m. to 5:00p.m. Monday through Friday; weekend charge

is $6.00 plus .10 per mile.

TRAVEL EXPENSE VOUCHER. Must be filled out completely and accurately or

it will be returned to you and your reimbursement will be delayed.

(1) Keep a travel diary and collect receipts for expenditures as you

go, this will simplify filling out the Travel Expense Voucher.

(2) Per diem is paid at the rate of $1.04 per hour, In-State, and

$1.43 per hour, Out-of-State, when the traveler stays in a com­

mercial facility. When the traveler does not stay in a commercial

facility, per diem is limited to $10.40 per day. (In-State in­

cludes Washington, Oregon and British Columbia.) Departure time

and return time is important and should be marked down. Per

diem is computed on a daily basis, using 12:00 midnight as the

beginning and end of each day •

(3) Please keep and turn in any receipts you can for expenditures.

Most expenditures over $5.00 cannot be reimbursed without a

receipt; exceptions are day parking fees; transit, ferry, taxi

and limousine fares; tools; and coin box telephone calls where

the telephone calls cannot be charged to the employee's office

telephone extension.

(4) It will take about 10-15 days for your reimbursement check to

get to you once the Travel Expense Voucher is signed by the

Budget Unit Head.

TRAVEL ARRANGEMENTS.

(1) Are to be made by the traveler.

(2) A transportation request (yellow sheet and white sheet in a set)

is to be signed by the traveler prior to the travel. This is

given to the Travel Service in exchange for the tickets. It is

made up by the Business Office from the Travel Authority .

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(e) If the vehicle is sold, and for any reason a replacement permit is requested, the old permit must be removed and presented to the Security and Parking Office to be eligible for a replacement or a refund. (6) Faculty, staff and students may be issued a duplicate car permit for another vehicle either per­sonally owned, family owned, or owned by their employer. Proof of ownership or authorization from the owner for all additional vehicles must be presented. However, two vehicles bearing the same numbered permit may not be parked on campus at the same time unless one also displays a valid daily permit. (7) Any permit holder may obtain a temporary permit at the Security and Parking Office without charge for another vehicle when the vehicle for which a permit was purchased is unavailable due to repair or for another valid reason.

WAC 174-116-044 Parking Permlts­YalldHy Periods (1) Annual parking permits shall be valid from the date of issue until the first day of the following fall quarter. (2) Quarterly parking permits shall be valid from the date issued each academic quarter until the first day of the following academic quarter. (3) Daily permits shall be valid from the time pur­chased untill:OO p.m. on the date of purchase.

WAC 174-116-045 Parking Permits­Housing Residents. Un~er the ~llowing conditions, College Housing residents Will, upon request, receive a parking permit at no charge. (1) Permits must be renewed quarterly. (2! Housing residents must show proof of owner­sh1p before permit will be issued. (3) Free parking will be discontinued when residents terminate their contract with Housing. (4) Housing will verify residency status to the Security and Parking Office. (5) Only one permit per resident will be issued free. Additional permits may be purchased through regular procedures. (6) ~~ent parking permits will only be valid for parking 1n the modular parking areas or in "F" lot. A regularly purchased permit is required for use In all other parking areas.

WAC 174-116-046 Permits­Revocations. Permits are licenses and the property of the col­lege, and may be recalled for any of the following reasons: (1) When the purpose for which the permit was Issued changes or no longer exists. (2) When a permit is used by an unauthorized individual. (3) Falsification on a second car parking permit application. (4) Counterfeiting or altering of permits. (5) Appeals of permit revocations must be made In accordance with the Institutional Hearing pro­cedures outlined in Infraction Review Commitlee's gowming document.

WAC 174-116-050 Responsibility and Presumption in Reference to Illegal Parking. The registered owner or permit holder shall be responsible for all parking violations involving the vehicle on which the permit is displayed. In any hearing allleging the violation of any park­ing regulation, proof that the particular vehicle described was stopping, standing or parked in violation of any such regulation together with proof that the person named in the complaint or infraction at the time of such violation was the registered owner or permit holder of such vehicle shall constitute in evidence a prima facie presumption that the owner was the person who parked or placed such vehicle in the location the violation occurred.

WAC 174-116-060 Designated and Assigned Parking Areas. The motor vehicle laws of the State of Washington and any rules stated herein shall be applicable at all times in areas covered under the scope of this policy. The college assumes no liability for vehicles operated or parked on college properties. No bail­ment, but only a license, is created by the pur­chase and/or issuance of any permit. (1) No vehicle shall be parked on the campus ex­cept in those areas set aside and designated as parking areas. (2) No vehicle shall be parked in any parking area without a permit for that area. (3) Vehicles may only park within marked spaces provided i.n each parking lot.

WAC 174-116-070 Speed. Unless otherwise posted, the maximum speed limit in areas covered under the scope of this policy shall be 25 miles per hour for all motor vehicles and bicycles.

WAC 174-116-071 Parking-Prohibited Places (1) No person shall stop, stand or park any vehi­cle so as to obstruct traffic along or upon any street or sidewalk. (2) No vehicle shall park or stand except momen­tarily to pick up or discharge passengers: (a) at any place where official signs prohibit parking; (b) within 15 feet of a fire hydrant or in fire lanes: (c) on any lawn or grass areas- except as required for maintenance or construction authorized by the Director of Facilities: (d) in excess of posted time limits; (e) within an intersection: (f) so as to block a curb cut or driveway; (g) adjacent to a painted curb; {h) within 30 feet of an intersection (i) in a handicapped zone OJ in a bus zone. (3) No vehicle shall be parked so as to occupy any portion of more than one parking space or stall as designated within the parking area. The fact that other vehicles may have been so parked as to require the violator to occupy a portion of more than one space or stall shall not constitute an excuse for a violation of this sectiOn.

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WAC 174-116-072 Impounding of Vehicles. (1) No disabled or inoperative vehicle shall be parked on the campus for a period in excess of ninety-six hours. Vehicles which have been parked for periods in excess of ninety-six hours ~nd which appear to be disabled or inoperative may be impounded and stored at the expense of the registered owner. Neither the college nor its employees shall be liable for loss or damage of any kind resulting from impounding and/or, storage services provided by a private vendor. Notice of intent to impound will be posted on the vehicle twenty-four hours prior to impound.. In any case, the owner or operator of a disabled vehicle should notify the Security and Parking Office of the vehicle's location and estimated time of removal or repair. • (2) Any vehicle parked upon property of The Evergreen State College in violation of these regulations, including the motor vehicle and other traffic laws of the State of Washington, may be impounded or immobilized and taken to such place for storage as the Chief of Security selects. The expense of such impounding and storage shall be charged to the owner or operator of the vehicle and paid by him/her prior to its release. The college and its employees shall not be liable for loss or damage of any kind resulting from such impounding and/or storage services provided by a private vendor.

WAC 174-116-080 Access. Privately owned motor vehicles shall be driven on­ly on those roadways designed and built for their use. Marked ''service" drives shall be used only by college employees conducting official business, emergency vehicles, and authorized delivery vehicles. Any and all other vehicles are prohibited from traveling or parking in these areas. Brick-paved and other designated areas are for pedestrian and bicycle traffic only, except as needed for emergency vehicle or for maintenance of buildings or grounds.

WAC 174-116-091 Special Parking' and lhlffic Regulations and Restrictions Authorized. (1) During special conditions causing additional heavy traffic and during emergencies, the Security Chief is authorized to impose additional traffic and parking regulations and restrictions for the c

achievement of the specified objectives of tllese regulations and provide appropriate notice thereof whenever possible. (2) The Director of Facilities is authorized to, erect signs, barricades and other structures and to paint marks and other direction aids upon the streets and roadways for the regulation of traffic and parking upon state lands devoted mainly to the educational, recreational, or parking activities of The Evergreen State College. (3) No person without authorization from the Director of Facilities shall move, deface, or ill any way change a sign, barricade, structure, marking or direction so placed, or previously placed, for the purpose of regulating traffic or parking.

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8.300 NEW EMPLOYEE MOVING EXPENSE

EAC 174-146-200 NEW EMPLOYEE MOVING EXPENSE

(1) Statement of Policy. In accordance with RCW 43.03.110, The Evergreen State College authorizes payment of up to $100.00 to move the household goods of a newly hired full-time faculty member, exempt administrator, or classified employee upon his/ her receipt of written approval prior to employment from the appropriate budgetary unit head and the College Purchasing Agent, except that in the case of a classified employee, a moving expense payment may be made only upon receipt of prior approval from OPP & FM and notification is made to the Higher Education Personnel Board.

The $100.00 allowance is provided to enable new employees the benefit from military tariffs used by the State Division of Purchasing and to a limited extent, defray the cost of the move.

(2) Definitions:

(a) Household Goods - Household goods include all household goods, personal effects and property used in a dwelling, and normal equipment and supplies used to maintain the dwelling •

(b) Excluded Items - The following items are excluded from allowable moving costs:

(i) Movement of animals and articles of sentimental or high intrinsic value. The employee will personally arrange for and pay the costs of transportation of items such as jewelry, negotiables and collector items.

(ii) Excessive hobby material and equipment, automobiles, boats, airplanes, camping vehicles and mobile homes which are not the primary residence of the employee, explosives and other dangerous goods, perishable food­stuffs subject to spoilage, building materials, fuel or other similar non-household articles.

(iii) Penalties imposed by a carrier, rental agency or mover as a result of negligence by the employee.

(iv) Maid service or other third party convenience or services of a similar nature •

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The premium for the state household goods blanket insurance policy is billed monthly by the State Department of General Administration to agencies for employee moves covered by the policy during the month. The employee will be billed by the College Purchasing Office when this bill arrives.

Damage Claim Procedure. The employee should understand that any claim for the loss or damage must be negotiated directly between the employee and the mover and/or insurance carrier. The College Purchasing Office will provide claim forms to the employee for goods moved by common carrier, and will assist the employee and the carrier in resolving any dispute .

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WAC 174-116-070 Speed

Unless otherwise posted, the maximum speed limit in areas covered under the scope of this policy shall be 25 miles per hour for all motor vehicles and bicycles.

WAC 174-116-080 Access

Privately owned motor vehicles shall be driven only on those roadways designed and built for their use.

Marked "service" drives shall be used only by college employees conducting official business, emergency vehicles, and authorized delivery vehicles. Any and all other vehicles are prohibited from traveling or parking in these areas for any reason.

Brick-paved and other designated areas are for pedestrian and bicycle traffic only, except as needed for emergency vehicle or for maintenance of buildings or grounds.

WAC 174-116-090 Motor Vehicle Registration

In accordance with state laws, all motor vehicles must be currently licensed and display appropriate plates.

WAC 174-116-105 Valid Parking Permits Required

All privately owned motor vehicles parked or left standing unattended anywhere in areas covered under the scope of this policy are required to display a currently valid Evergreen parking permit during the hours of 8:00a.m. to 4:00p.m., Monday through Friday, and at such other times as the college may designate.

WAC 174-116-115 Parking Permits

(1) Annual, quarterly and monthly permits shall be in the form of decals permanently affixed to vehicles for which they were issued, which decals may be purchased from the College cashier at the rate of twenty-five dollars a year, ten dollars a quarter, or five dollars a month.

(2) Daily permits shall be in the form of date-stamped tickets available at the staffed booth on the parkway at the rate of twenty-five cents each.

(3) Students who reside in college-owned housing shall be issued permits entitling them to park in parking lot F at no cost; residence hall residents may secure permits from the housing office •

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9.000 FACILITY USAGE

9.100 RISK AND HAZARD RESOLUTION

WHEREAS, the Board of Trustees is legally responsible for the operation of The Evergreen State College, which responsibility includes protection of the College, its employees and property against risk and hazard:

NOW, THEREFORE, BE IT RESOLVED, that the following policy toward the insuring of risk and hazard be, and thereby is, established:

1. Real and Personal Property The College will assume all risk of loss to physical property except: (a) When forced to insure, such as by terms of a bond indenture or

by the purchase of property under a real or conditional sales contract.

(b) Where the property owned was purchased with funds, the source of which is other than State funds.

(c) When personal property either on or off campus is subject to extrahazardous risks where the replacement of the property would affect the budget of the particular operating unit.

(d) The President's residence, including College-owned furnishings therein.

2. Liability The College will insure its liability risks and include coverage for its Trustees, employees and students, all while acting at the direction of or on behalf of the College.

3. Workmen's Compensation All employees of the College will be covered by the Washington Industrial Insurance Act.

4. Unemployment Compensation When required by applicable federal or state law, employees subject to requirements of the law will be covered by Unemployment Compensation.

5. Medical Aid, Life, Accidental Death & Dismemberment, Salary Protection and Pension and Health Insurance. The College will contribute to all of these plans in varying amounts, except to Student Medical Expense and Student Life Insurance.

Adopted by the Board of Trustees, December 12, 1970.

/s/ Halvor M. Halvorson (Chairman)

Is/ Janet P. Tourtellotte (Secretary)

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9.300 SAFETY AND ENVIRONMENTAL HEALTH

EAC 174-138 SAFETY AND ENVIRONMENTAL HEALTH

Policy and Procedures for Safety and Environmental Health

EAC 174-138-010 Statement of Policy

(1) The Evergreen State College is obligated to provide a safe and healthy environment for its students, faculty, staff, and visitors. To accomplish this end, faculty and staff are responsible for in­corporating high safety standards into both their academic and management practices. Evergreen subscribes to recognized standards for safety, health, and fire protection such as those published by the National Safety Council, the National Fire Protection Assoc­iation, the Uniform Building Code, the Uniform Fire Code, the National Plumbing Code, the American Standards Association, the State of Wash­ington Board of Health, Department of Labor and Industries, and other recognized standard making bodies, and recognizes and accepts guide­lines promulgated in compliance with the Washington Industrial Safety and Health Act (WISHA).

(2) To assist in its provision of a safe and healthy working environ­ment, Evergreen accepts responsibility for the establishment and maintenance of an acceptable accident prevention program (see EAC 174-138-040 and 050), training programs to improve the skill and competency of all faculty and staff in the area of occupational health and safety (see EAC 174-138-060), and an acceptable system for reporting and recording accidents (see EAC 174-138-070).

(3) The responsibility for implementing and conducting health and safety programs in areas relating to sanitation, radiology, and industrial safety rests with the College's Safety Officer. Evergreen's Secur­ity Chief is responsible for matters relating to vehicular and pedestrian traffic, general security, and welfare of users of campus grounds and buildings. The Director of Facilities shall aid in the maintaining of health and safety programs by providing necessary supportive services.

(4) A Safety Committee, consisting of one or more representatives from the Facilities Office and such other persons as may be named from time to time by the Safety Officer, shall advise and assist the Safety Officer in matters of environmental health and safety. The Safety Committee shall also promote interest in, communicate about, and promote improved knowledge of environmental health and safety; the Safety Committee shall recommend to the Safety Officer action necessary to correct unsafe and unhealthy conditions and practices .

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(2)

(3)

Officer and/or the Safety Committee, with the intent to find, and thereafter to take steps to remove, correct, or at least minimize, dangerous environmental conditions.

Inspections for environmental hazards shall be thorough and comprehensive, with resulting specific comments, criticisms and suggestions.

Typical items appropriate for accident prevention inspections include the following; individual operating unit heads shall tailor the list to fit the facilities and activities of their units:

(a) Supervisor responsibilities:

(b)

(c)

... Are instructions given to employees? ••• Are standards enforced? •.. Is personal protective equipment provided? ... Are safe equipment, tools and space provided?

Personal characteristics of employees

... Are employees working in a safe manner?

.•. Is safety equipment being used?

..• Do employees appear to be experienced and attentive? •.• Do employees dress properly for the job? .•. Do employees appear to be physically and mentally capable

to undertake their jobs?

Unsafe equipment or materials

•.. Is material safely stored? ... Are extension cords U.L. tested, compatible with the equip­

ment they power, in good repair, visible for their entire length (not under carpet, doorways or partitions), not tied in knots, wrapped around metal fixtures, or draped over pipes?

•.• Are heavy appliances connected directly to permanent outlets? ••. Is equipment defective? ••. Are tools U.L. approved and in a safe operating order?

(d) Unsafe conditions

.•• Is lighting, ventilation, and housekeeping adequate?

.•. Are exits or emergency escapes adequate?

..• Are floors or stairs slippery? ••• Is there an accumulation of rubbish? ... Are flammables stored safely? ••• Are First Aid units in proper order? ... Is there proper fire protection?

(4) Inspection teams should use the following accident prevention inspection report form:

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EAC 174-138-050 Personal Protective Equipment

(1) The following listing of appropriate personal protective equipment serves generally by way of illustration; individual operating unit heads shall develop, for approval by the Safety Officer, a specific listing of required protective equipment which fits that unit's facilities and activities.

(2) Required protective equipment includes the following:

(a) Eye protection:

•.. Heavy impact eye protection: cup type goggles .•. Light impact eye protection: side shield safety glasses .•. Lighter and non-impact eye protection: face shield, plastic

goggles •.• Chemical eye protection: chemical goggles and face shields

as required •.. Spot welding protection: opaque side shield safety glasses

with lens shades 1 to 3 as required ... Oxygen-acetylene brazing eye protection: cup type goggles

with lenses shades 4 to 8 as required .•. Oxygen-acetylene cutting eye protection: burning hood with

lenses shades 4 or 6 as required ... Electric welding eye protection: welding hood with lenses

shades 10 to 12 as required .

(b) Head Protection: Employees working in locations where the hazard of flying or falling objects or substance is inherent in the work or the environment shall be safeguarded by means of approved "hard hats."

(c) Hearing Protection: Ear plugs shall be used where environmental noise levels are relatively high and where a 20 to 30 decible reduction would materially lessen the possibility of damage to the ear; full coverage "ear muffs" shall be used when the noise level regularly exceeds 100 decibels.

(d) Respiratory Protection:

•.• A full face respirator shall be used in areas requ1r1ng protection against divided toxic and/or radioactive particles

... A full face filter respirator shall be used in areas requir­ing protection against dusts, mists, vapors, and gases, or combination thereof

••. A dust mask shall be used in areas where non-toxic dust accumulates in the air as a result of dry grinding and buffing .

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out the accident's causes and to develop solutions to pre­vent their recurrence.

(b) The investigator should not try to fix the blame since fault­finding will result in both employees' and supervisor's re­luctance to provide necessary information.

(c) Normally, signed statements should be used only when they will help prevent false testimony. However, in some cases (par­ticularly where court action is involved) a signed statement may be necessary.

(d) The investigator should remain objective when interviewing witnesses to the accident and obtaining signed statements from those persons having knowledge of the accident.

(e) Learning what, why, when, how, where, and to whom accidents are happening means being better able to prevent accidents in the future.

(f) Where possible, the investigator should be free of any oper­ational control of the supervisor(s) concerned with the accident, in order that the investigator may both be and appear objective.

(g) The investigation shall record all significant information on WISHA's form 101 or equivalent .

(h) The investigator shall, at the conclusion of the investigation, make a definite recommendation for correction action •

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9.500 FIRE AND SECURITY

EAC 174-136 FACILITIES USAGE

Fire and Security

EAC 174-136-500 Fire Protection and Ambulance Service

The primary duties of The Evergreen State College Safety and Security Section involves fire fighting and safety inspection of buildings and grounds. This section may be called on to assist with other emergencies which includes am­bulance service to Saint Peter's Hospital. Ambulance service will be avail­able for students, their wives and children, faculty and staff personnel and any other individual WHILE ON CAMPUS ONLY.

For these emergencies--FIRE, AMBULANCE, or FIRST AID: TELEPHONE 866-3333

EAC 174-136-510 Personal Property

The college will not assume responsibility for personal property stored or used in college facilities. Damage to personal property resulting from water, fire, weather elements or other abuse, whether or not the fault is that of the college, must be assumed by the owner. Losses of personal property due to vandalism or theft, whether or not stored in assigned and secured places, is solely the responsibility of the owner .

Personal property in college facilities that consume utilities, i.e., fans, window air conditioners, space heaters, coffee pots, cooking equipment and refrigerators may be used if it can be shown that the equipment will not inter­fere with the best interest of the college. Personal property that requires maintenance services such as rugs, drapes, decorations, furniture, etc., must be removed if such items impede effective maintenance standards or cause un­sanitary conditions.

EAC 174-136-520 Watchman Service

Plant Operations provides security service for all physical plant facilities including buildings, grounds, walks, parking lots, parkway and service roads. Building security systems will be activated and all exterior doors checked and locked. Building interior areas will be checked as required. Parking lots will be checked for compliance with parking regulations.

EAC 174-136-530 After-Hours Building Usage

Appropriate identification will be required of students using facilities and rooms during hours when buildings are scheduled as closed .

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(8) No person not a member of the Evergreen student body, faculty or staff has a right to demand that he/she be allowed to par­ticipate in an event or listen to or watch a speaker, lecturer, or performer on the Evergreen campus. In exceptional cases, the President may at his discretion limit participants or aud­ience to members of the group who issued the invitation.

WAC 174-136-012 Sponsoring and Broad Policy

(1) Any Evergreen student, faculty, or staff member, or formal or informal organization thereof, is eligible to sponsor an event or the appearance of a speaker, lecturer, performer or other individual or group from outside the college, subject to WAC 174-136-010 through 022 and the Faculty Handbook, and sub­ject to compliance with local, state and federal laws. (See the Faculty Handbook for guidelines on non-credit generating educational activities.)

(2) The use of college premises and facilities by an individual or groups for purposes other than in connection with Evergreen's regular educational, research, public service or support pro­grams will be permitted, subject to the requirements of WAC 174-136-010 through 022, if:

(a) the individual or group requesting the space is eligible to use it, and

(b) the space is available and has been reserved for the event or appearance.

WAC 174-136-013 Scheduling and Reservation Priorities

No college facilities may be employed for an event or appearance of a speaker, lecturer, performer, or other individual or group from outside the college unless and until facilities required have been reserved. Reservation for the use of college facilities, including buildings, equipment, and land, will be assigned according to the following priorities:

(1) Academic buildings and the College Recreation Center:

(a) The college's regular instructional, research, public service and support programs.

(b) Major college events.

(c) Student, faculty, and staff related events.

(d) Alumni related events.

(e) Non-college (outside individual or organization) related events .

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(2) Permission to schedule an event or appearance other than as delineated immediately above must be secured from the Director of Recreation and Campus Activities (if not a commercial activity as defined in WAC 174-136-020 and if not a conference or con­vention) or from the Director of Auxiliary Services (if a com­mercial activity or a conference or convention). See Exhibit I for format of "Request for Use of College Facilities."

WAC 174-136-016 Charges for Facilities and Services

Charges for facilities and required services may be made by the college to the sponsor of any event or appearance other than one required for the reg­ular instructional, research, public service or support programs of the college, per the schedule of charges established and published by the Business Manager. Special services (e.g., chair set-up) and equipment use charges may be charged in addition to the facilities use fees.

WAC 174-136-017 Other Requirements

(1) When deemed advisable by the Director of Recreation and Campus Activities, or the Director of Auxiliary Services, as the case may be, the sponsor or conductor of an event or appearance may be required to make an advance deposit, post a bond, and/or obtain insurance to protect the college against damage costs or other liability .

(2) Permission to an individual or organization for use of college facilities, when granted, carries the express understanding and condition that the individual or organization assumes full re­sponsibility for any loss or damage resulting from the use of college facilities and that he, she, or it agrees to hold harm­less and indemnify the college against any loss or damage or claims arising out of such use.

WAC 174-136-018 Audio and Visual Recording

The sponsor of any event or appearance shall be responsible to obtain written clearances from the speaker or performer if any audio or visual recording of the presentation is to take place; such clearance shall be deposited with and maintained by the Director of Recreation and Campus Activities. See Exhibit II for suggested format.

WAC 174-136-019 Activities for Commercial Purposes

(1) The term "commercial purposes" means the exchange, sale, or pur­chase of goods, productions, or property of any kind or personal services or entertainment, and/or solicitation, advertising, or other promotion of such exchange, sale, or purchase, when as a result of such activities, profit accrues to one or more indi­viduals or companies, whether or not such individuals or companies

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WAC 174-136-021 Conferences and Conventions

The college shall offer facilities and services for conferences and conven­tions when the campus atmosphere is particularly appropriate or when demands for facilities and services exceed the demands of local private enterprise. but shall never place itself in a position of direct competition with Olympia­Lacey-Tumwater businessmen.

WAC 174-136-022 Penalties for Violations of Commercial Activities Regulations

Persons other than Evergreen students, faculty and staff who violate WAC 174-136-011(3) may be referred to civil authorities for appropriate prosecu­tions, including violations of the law of criminal trespass .

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after consultation with Facilities and the Academic Space Desk;

that is, arts occurring and/or exhibited in private, assigned

spaces.

(3) In order not to abridge the rightful academic freedom of the

faculty, and in order to insure an atmosphere in which creative

activity can flourish, the VEG hereby delegates to the members

of the faculty full responsibility for those classroom arts

(including works in various degrees of completion, works by

individuals or groups under the sponsorship of a faculty per­

son, and arts exhibited for the benefit of an academic group such

as a program or group contract) which are to be exhibited in

public, neutral spaces of the college. That is, the VEG dele­

gates irrevocably to the responsible faculty member the authority

for previewing, review, selection and censorship. The VEG will

have no authority to preview or censor in any fashion such works

before or during their exhibition .

(Note: Though it delegates to faculty members the initiative for exhibit­

ing artworks generated by academic programs in public or neutral spaces,

the VEG retains the responsibility for mediating with faculty members any

grievances brought on grounds of taste and suitability for exhibit by any

other parties. The VEG pledges itself to act as mediator. It cannot al­

ways accept the responsibility to defend the aesthetic quality of such

works, although it may frequently choose to do so. The VEG in these cases

will not pass judgment one way or another but will function as an inter­

mediary whose aim will be to bridge and narrow the differences. The VEG

recognizes that it has no punitive power, nor any right to detract from the

respect due to a faculty member, student or staff as an equal partner in

the Evergreen Community.)

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(2)

designated for such displays by those responsible for a given area.

Responsibility for designating surfaces for such displays and for maintenance of materials belongs to the following units:

Type of Space

General college information bulletin boards and other posting surfaces designated by the Director of Facilities

Academic program and seminar spaces

Office spaces

Budgetary unit office areas

Other spaces

Responsible Unit

Information Office

Program Coordinator

Occupant

Budgetary Unit Head

Plant Operations

EAC 174-136-610 Visual Environment Group

The Visual Environment Group, constituted of representatives of students, faculty, and administration, will facilitate the use of approved spaces so as to enhance the visual environment of the college. The group, with rotat­ing membership, will be locatable and accountable at regularly announced meetings. The functions of the Visual Environment Group include:

(1) Overseeing the mounting of exhibitions in those all-college spaces designated for artistic displays but otherwise not as­signed to specific budgetary unit or academic program;

(2) Overseeing use of other spaces for displays lasting over three days;

(3) Passing on any proposal by which a previously unassigned space would henceforth be permanently designated as an all-college exhibition space or occupied by works of art;

(4) Encouraging programs and activity groups to display exhibitions, soliciting requests for displays, and initiating plans for displays;

(5) Developing the necessary funding to support exhibitions; and

(6) Accepting the responsibility for dealing with whatever negative public criticism may be directed at exhibitions which it has approved .

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(5) "Ordinance 3641" means Thurston County Ordinance Number 3641, relating to impounding of dogs, adopted August 7, 1967, or any amended or successor version thereof. A copy of Ordinance 3641 is included with this policy as Exhibit II.

EAC 174-136-660 Enforcement

Any pet or other animal in a college building, or on the campus not under the physical control of its owner or keeper, is subject to impounding by the Security Chief or his designee. Any pet or other animal so impounded will be detained at the Security Office kennels until the end of that working day, and if not claimed will then be transported to the Humane Society. Although principal responsibility and obligation to initiate impounding procedures rests with the Security Chief, all members of the Evergreen Community share the responsibility for enforcing this policy for the general good of The Evergreen State College.

EAC 174-136-670 Special Exceptions

Exceptions to these rules will be permitted under the following conditions only:

(1) For "seeing eye" dogs.

(2) For shows or other similar special approved events .

(3) For research or other study or animals sponsored as a part of the instructional program .

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SECTION IV.

Running at Large on Public Property. It shall be unlawful for the owner or person having control of any dog to suffer or permit under any circumstances the same, whether licensed or not, to run at large in any park, or to entet any public beach, pond, fountain or stream therein, or upon any public play­ground or school ground or in any public building. Any dog so straying, enter­ing or trespassing upon such property may be immediately seized and impounded; provided that this section shall not prohibit a person from walking or exer­cising a dog in a public park or on a public beach when such dog is on leash or under control by a competent person, and proper safeguards are taken to pro­tect the public and property from injury or damage from said dog.

SECTION V.

Injury to Property. It shall be unlawful for any owner to suffer or per­mit any dog to trespass on private or public property so as to damage or de­stroy any property or thing of value, and any such dog may be seized and im­pounded.

SECTION VI.

Chasing Vehicles. It shall be unlawful for any owner keeping or harbor­ing any dog to suffer or permit such dog to chase, run after or jump at vehicles lawfully using the public streets, avenues, alleys and ways, and any such dog may be seized and impounded .

SECTION VII.

Jumping and Barking at Pedestrians. It shall be unlawful for any owner to keep or harbor any dog that frequently or habitually snaps or jumps upon or threatens persons lawfully upon the public sidewalks, streets, alleys or public sidewalks, streets, alleys or public places, and any such dog may be seized and impounded.

SECTION VIII.

Stray Dog. Any stray dog running at large in the unincorporated area of Thurston County may be seized and impounded. For the purpose of this section, "stray dog" shall mean any dog loitering in a neighborhood or public place without an apparent owner or home.

The Thurston County Sheriff or his authorized agent, before picking up any dog under this section may require the complainant requesting such 1m­poinding first to apprehend and secure such dog. The complainant shall sign a release at the time such animal is picked up.

SECTION IX.

Injured or Diseased Dogs. Any dog suffering from serious injury or disease may be humanely destroyed by the impounding authority; provided, that the impounding authority shall immediately notify the owner, if the owner is known, and if the owner be unknown, make all reasonable efforts to locate and notify the owner prior to destroying said animal.

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EXHIBIT II

ORDINANCE NO. 3641

AN ORDINANCE providing for the impounding of dogs, disposition of dogs, setting the fee for redemption of such dogs and appointing the Thurston County Humane Society Official Poundmaster and providing penalties.

BE IT ORDAINED:

SECTION I.

Thurston County Humane Society - Appointed Poundmaster. Thurston County Humane Society, a corporation existing under Section 16.52.020, Revised Code of Washington, be and is hereby appointed as and declared to be the official poundmaster of Thurston County commencing January 1, 1968.

SECTION II.

Poundmaster - Duties. The Poundmaster or his authorized employees shall impound all dogs subject to impounding as prescribed by County Ordinance, and such dogs shall be provided with proper care, feed and water while so confined.

Upon any dog being impounded, the impounding authority shall as soon as feasible, notify the owner, if the owner is known, of the impounding of such dog, and the terms upon which said dog can be redeemed. If the owner of said dog so impounded is unknown, then said impounding authority should make all reasonable efforts to locate and notify the owner of the impounding of said dog. The Poundmaster shall collect and dispose of all dead dogs found in the unincorporated areas of the County, and if the owner is known a fee pursuant to posted schedule shall be collected therefrom for such services.

All sick or injured dogs shall be impounded when not in the owner's possession and may be humanely destroyed at the discretion of the Poundmaster, provided, that the Poundmaster shall immediately notify the owner, if the owner is known, and if the owner be unknown, make all reasonable efforts to locate and notify the owner.

SECTION III.

Poundmaster Employees - To be Special Deputies. Each employee of such Poundmaster over the age of 21 years, except clerks and stenographers, shall be a special deputy sheriff and charged with the duty of enforcing all ordin­ances of Thurston County relating to the control, care, treatment and im­pounding of animals, but without pay from the County treasurer; provided that said employees are first sworn in and provided with a suitable badge of authority furnished by the County government, which may be withdrawn from said officer at any time by the Sheriff of Thurston County .

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SECTION X.

This Ordinance shall take effect January 1, 1968.

SECTION XI.

Any person violating any of the provisions of this Ordinance shall upon conviction be fined not more than $100.00 or imprisonment in the County Jail of a period not to exceed ninety (90) days or both such fine and imprison­ment. For the violation of any of the provisions of this Ordinance, each day shall be considered the separate offense.

SECTION XII.

Severability. Should any part of this Ordinance be adjudged invalid for any reason, such adjudication shall not affect the validity of this Ordinance as a whole or any part thereof.

SECTION XII I.

This Ordinance shall take effect January 1, 1968.

BOARD OF COUNTY COMMISSIONERS OF THURSTON COUNTY:

( S E A 1 )

ATTEST:

Ruth Phillips, Deputy County Auditor & Ex-Officio Clerk of the Board of County Commissioners

PREPARED AND PRESENTED BY:

Harold R. Koch PROSECUTING ATTORNEY in and for Thurston County, Washington

INTRODUCED: _J u.....:n.;;..:;e;__:;;.S ___ , 196 7

PASSED: ---'-A..;;;u..._gu"'"s~t=--'7'----' 196 7

PUBLISHED: _.;:..:Ac:::uJOZ.gu:=;s=-t=---=1::...:7 __ , 19 6 7

(Chairman

George P. Yantis, Jr.

Wesley N. Estes

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9.900 ACCESS AND KEY POLICY

EAC 174-136 FACILITIES USAGE

Access and Key Policy

EAC 174-136-680 Purpose

The purpose of this policy is to provide guidelines and establish respons­ibilities for the control of keys to all College facilities.

EAC 174-136-690 Policy

(1) All grand master keys to the buildings are i~s~e~ by.the Director of Facilities. The Director of Fac1l1t1es 1s the locatable and accountable person regarding grand master keys. Periodically, the Director will review the needs and respons­ibilities of employees who have been issued grand master keys and when in the Director's estimation a grand master keyholder has abused the privilege, the Director shall recall the.key. While the responsibility for issuing grand master keys 1s clearly that of the Director of Facilities, it is recommended that grand master keys be issued only when absolutely necessary.

(2) All master and submaster keys to the buildings are issued by the Director of Facilities but they must be initially authorized in writing by the person charged with responsibility for a building or an area (Exhibit I). Periodically, and at least annually, the person charged with a building or an area re­sponsibility, and/or the Director of Facilities will review the needs and responsibilities of those issued master and sub­masters. When in their estimation the person no longer needs access to the building or if the holder has abused the privilege of using the key, it shall be recalled by the Director of Facilities.

(3) Faculty, staff and student employees will be issued individual keys to offices and assigned laboratories as needed upon authorization of the person charged with building or area responsibility (Exhibit I). Periodically the person charged with building or area responsibility will review the needs, of employees issued individual keys. When in their estimation the keyholder no longer needs access to the office or laboratory or if the holder has abused the privilege of using the key, it shall be recalled by the Director of Facilities.

(4) Keys will not be issued to students unless they are employees. Exceptions to this policy may be made by persons charged with

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