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This document addresses the hiring, mentoring, and evaluation procedures for core faculty members who have responsibilities in both an interdisciplinary program and an academic tenure-granting department.  Interdisciplinary Programs may be comprised of core and affiliate faculty.  Core faculty members are responsible for the day-to-day operation of the programs. Core faculty members have position responsibility statements that reflect a specific contractual level of obligation to and participation in the program.  The salaries of Core faculty are divided by percentage between an interdisciplinary program and a tenure-granting department. 

Faculty members currently employed at ISU may become core faculty and acquire co-appointments (core memberships) in an interdisciplinary program by obtaining permission from the department and the program.  Any change in faculty status, either into or out of a program, would require agreement by the faculty member, the program and the department, and would be reflected in the Position Responsibility Statement and in the budgeted salary.

A.  Job Description.  The job description must clearly describe how the faculty member’s effort is divided between the program and the department in terms of teaching, research, and service. The job description must clearly describe program and departmental responsibilities, including teaching, research, and service. 

B.  Search.  In cases when external faculty searches are conducted, both the Department Chair and the Program Director will agree on the makeup of the search committee. The department and the program will conduct campus interviews jointly.  Hiring recommendations will be solicited from members of the department and the program. The search committee will consider all these recommendations and decide on a rank ordering of candidates to communicate to the department and the program. The Program Director and the Department Chair will meet with the Dean to discuss the ranking. When substantial disagreement exists, both majority and minority viewpoints concerning hiring will be submitted to the Dean.  The initial contract will be for a period of four years (with the major review taking place during the third year).

C. Contract.  Attached to the letter of intent will be a Position Responsibility Statement written in consultation with the Department Chair and Program Director, signed by both parties, and approved by the Dean. This document will clearly describe how the faculty member’s effort will be divided between the program and the department in terms of teaching, research, and service. This document will be part of the faculty member’s permanent file. Any changes to the document must be negotiated and approved by the faculty member, the Program Director, the Department Chair, and the Dean.  Unless otherwise stated in the Position Responsibility Statement, faculty members in an interdisciplinary program should expect the position to reflect a negotiated percent of commitment to the department and to the program in the areas of teaching, research, and service during the period of their co-appointment.

D. Mentoring.  Ideally the faculty member should be supported and mentored by at least one mentor who is familiar with the operations and disciplines of both the department and the interdisciplinary program.  In appropriate circumstances more than one mentor may be appointed.  When faculty in joint positions apply for internal (and external) grants, FPDAs, and the like, their proposals will be reviewed by both departments and programs and both Directors and Chairs will sign off on proposals before they are forwarded to the appropriate review committees.

E. Replacement.  Faculty members who apply for leave must first secure the approval of the Program Director and the Department Chair. Temporary replacements must meet the approval of both the Program Director and the Department Chair.

F. Evaluation.  Untenured faculty members will be reviewed annually for salary and for progress toward promotion and tenure. Tenured faculty members will be reviewed according to standard procedures of the department and the program. In accordance with departmental and program procedures, the Chair and the Director will decide on annual salary.

For all reviews, including year three of the initial four-year contract, and the promotion and tenure review, the program and the department will jointly appoint a review committee and prepare a written review of the candidate’s performance (scholarly performance in teaching, research/creative activity, extension or professional practice, and institutional service).  The program and the department will agree to equitable representation of each unit on the review committee.  The review committee’s recommendation will be submitted to the department and to the program to be used in accordance with the established procedures of each.  The final recommendation must be signed by the Department Chair and the Program Director.

When the candidate is considered for promotion and tenure, the Department Chair will consult with the Program Director in determining the list of external reviewers.  The list must include experts in the candidate’s interdisciplinary research area.  The Department Chair and the Program Director will have access to all external letters associated with the Promotion and Tenure Review.

February 26, 2003