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Structure

The Faculty Ombuds position at ºÚÁÏÕýÄÜÁ¿ should consist of one, independently contracted individual. This individual will fulfill the duties listed below and follow the Code of Ethics and Standards of Practice for an Ombudsperson by the .

Eligibility

The individual must demonstrate knowledge of higher education practices and experience in resolving disputes. Experience in shared governance and/or handling of complaints and the procedures related to those complaints is strongly encouraged.

Term

The Ombuds position is eligible for a renewable, three-year contract with a one-year probationary period at the end of which, the Ombuds will be subject to review and renewal by a vote of the Faculty Senate. The position is part-time, on an hourly as-needed basis, funded from the budget of the Vice President for Academic Affairs (VPAA)/Provost. Contract length can be negotiated with candidates, though the one-year probationary period is non-negotiable. At the end of the contract, the VPAA/Provost will consult with the Senate to determine whether a search committee is needed or if the ombudsperson should be retained.

Appointment

The Faculty Senate will make candidate recommendations to the VPAA, based on persons identified by an ad hoc search committee convened when necessary. If the recommendation meets the approval of the VPAA, an appointment letter specifying the terms of the agreement will be issued.

Restrictions

The Faculty Ombudsperson may not serve on any ºÚÁÏÕýÄÜÁ¿ elected or standing committee that requires any senate action. Ordinarily, the Ombudsperson will not hold a concurrent position at ºÚÁÏÕýÄÜÁ¿.

Reporting

The Faculty Ombudsperson shall report to the VPAA, using only de-identified data and never disclosing confidential information directly or indirectly.

Updating

Periodically, the Ombudsperson may be asked to provide updates to Faculty Senate and/or Employee Engagement. To that end, the Ombudsperson should be prepared to report general trends, provide feedback, and advocate for structural changes as appropriate without disclosing confidential information directly or indirectly.

Duties / Position Description

The Faculty Ombudsperson is a neutral person with whom faculty members can voice concerns, evaluate situations, organize thoughts, and identify options. Since the Ombudsperson keeps no records identifying faculty members, the Ombudsperson can offer a good first step for faculty who do not know where else to turn or how to proceed. The Faculty Ombudsperson shall have no policy role or decision making responsibility, other than to acquire a thorough understanding of college policies that pertain to faculty rights and responsibilities and other aspects of the position. The Faculty Ombudsperson shall have no adjudicatory or appellate function. The Ombudsperson will be required to adhere to the principles outlined in the Code of Ethics and Standards of Practice for an Ombudsperson by the described as follows:

1. Independence: The Ombudsperson is independent in structure, function, and appearance to the highest degree possible. The Ombudsperson is independent of the College's formal administrative structure and strives to consider all sides of an issue in an impartial and objective manner. The Ombudsperson cannot impose solutions, but may identify options and strategies for resolution of disputes.
2. Neutrality and Impartiality: The Ombudsperson, as a designated neutral, remains unaligned and impartial. The ombudsperson strives to promote procedural fairness in the content and administration of ºÚÁÏÕýÄÜÁ¿ College’s practices, processes, and policies. The Ombudsperson does not engage in any situation that could create a conflict of interest.
3. Confidentiality: The Ombudsperson holds all communications with those seeking assistance in strict confidence, and does not directly or indirectly disclose confidential communications unless given permission to do so, except as required by law, or where, in the judgment of the Ombudsperson, there appears to be imminent risk of serious harm. In this instance, the Ombudsperson should reach out to the Office of Employee Engagement.
4. Informality: The Ombudsperson, as an informal resource, does not participate in any formal adjudicative or administrative procedure related to concerns brought to his/her attention. The Ombudsperson provides information relating to college policies and procedures, but does not replace or supersede other college grievances, complaint, or appeal procedures.

Procedure

Faculty members are encouraged to make a bona fide effort to resolve an issue collegially by discussing their concerns with their director/chair and dean. If this does not prove satisfactory, faculty members may consult with the Faculty Ombudsperson via a mutually agreed upon private channel of communication. The Faculty Ombudsperson serves as a confidential, neutral, informal, and independent resource for faculty concerns and conflicts at ºÚÁÏÕýÄÜÁ¿ College. As an independent resource for problem resolution, the Ombudsperson works to ensure that all members of the faculty are treated equitably and fairly. The Faculty Ombudsperson can provide confidential and informal assistance to help resolve issues related to both the workplace and academic environments. If informal resolution is neither possible nor satisfactory in the judgment of the concerned faculty member, the faculty member may follow the applicable procedure as described in .