University of Oregon Policy Library

The University of Oregon may change its operating status during and surrounding periods of inclement weather or emergencies. When inclement weather occurs, geographic location and elevation can vary conditions significantly. The University of Oregon makes decisions based on its campus conditions, which may not be the same decision by nearby school districts, colleges or universities.

The President of the University designates the Vice-President for Finance and Administration as the administrative officer responsible for the decision about delayed opening or closure and implementation of this policy.

If a change in operating status is warranted, the Vice President for Finance & Administration has three options: a delayed opening, early closure, or a full closure.

Academic and administrative units shall abide by any decision made by central administration regarding operating status. If a unit cannot safely maintain operations, the Dean or Director can choose to open later than the campus wide opening, close earlier than the campus wide closing, or fully close instead of delayed opening or closing early. Deans and Directors are responsible for communicating their status to their own employees. This deviation from the campus wide status must be communicated to the Incident Management Team (IMT).

In the case of inclement weather, the following services and resources are considered essential:

• Campus Planning and Facilities Management
• Central Power Station
• Safety and Risk Services
• Housing and Dining Services
• Information Services
• Research (e.g. Animal care facilities)
• UO Police Department
• Incident Management Team

When it is possible to maintain safe operations, the following campus services will open and provide as many services as possible for the student population: Erb Memorial Union and Student Recreation Center.

Supervisors and faculty should be reasonably understanding and flexible regarding a student’s or staff member's individual needs during inclement weather or an emergency, especially if the student or employee has a long commute to and from campus. A student, faculty or staff member who believes that it is unsafe to travel, or who is faced with unexpected family care responsibilities (such as those created by local school closings), should use his or her judgment and remain at home if that is the most prudent action.

Upon request, the Vice President for Student Life (or their designee) can initiate a review that may result in the awarding of a posthumous degree if the deceased student is determined to be eligible for the recognition.

When a request is initiated, the Vice President for Student Life (or their designee) will work with the University Registrar (or their designee) to perform the necessary review. If the student possessed the necessary requirements, the Vice President for Student Life (or their designee) will recommend that the University President authorize the awarding of the posthumous degree.

To be considered for a posthumous degree, students must have:

• Been enrolled in a degree program at the time of death.
• Possessed a student conduct record free of expulsion, active suspension, or other pending/actualized egregious behaviors that would typically inhibit receiving a university degree.

Students will be eligible for:

• A posthumous Bachelor’s degree if they had reached Senior standing in a declared major.
• A posthumous Master’s, Doctoral, or Professional degree if they completed ¾ of the required credits for their declared program.

Exclusions and Special Situations to the Posthumous Degree Policy:

Requests for exceptions to the Posthumous Degree policy as stated will be routed to the Provost (or their designee) for review and a decision.

An exception to the Posthumous Degree policy as stated will be made by the University President based on a recommendation by the Provost (or their designee).

Honorary Alumnus Status

Deceased students who do not meet the requirements for a posthumous degree may be acknowledged with Honorary Alumnus status. This designation acknowledges a student’s connection to the university community during their time at the University of Oregon.

The designation of Honorary Alumnus status recognizing a deceased student as a valued member of the University of Oregon community will be bestowed by the Vice President of Student Life (or their designee) on behalf of the Division of Student Life.

(1) The University of Oregon has a compelling interest in prohibiting and deterring drug use by student-athletes. The University educates its student-athletes about the detrimental effects of drug use on health, safety, academic work, and careers. The University must abide by National Collegiate Athletic Association (NCAA) rules. Because student-athletes are viewed as University representatives, the University has an interest in promoting drug-free and healthful lifestyles to the community through its athletic program. The University must minimize the risk of injury caused by student-athlete drug use in intercollegiate athletics. The University must be able identify present or potential substance use and provide treatment and rehabilitation for its student-athletes. The University seeks to maintain a fair and drug-free sport, in which no student-athlete uses or feels pressured to use performance enhancing drugs or any other illegal substance.

(2) The University and its Department of Intercollegiate Athletics (Department) condemn and prohibit illegal drug and illegal alcohol use; the abuse of alcohol, drugs and other substances; and the use of performance-enhancing drugs by student-athletes.

(3) The program set forth in this policy includes random testing and testing based on reasonable suspicion, educational programs, substance abuse evaluation, treatment and disciplinary measures.

(4) Illicit Substances and Performance Enhancing Drugs are prohibited under this policy.

(a) An Illicit Substance is one that is illegal for the individual student-athlete to ingest, including but not limited to narcotic pain medications that have not been prescribed and street drugs like heroin, methamphetamines, cocaine, marijuana, T.H.C., or “ecstasy.”

(b) A Performance Enhancing Drug is one that gives a student-athlete an unfair advantage. The use of a Performance Enhancing Drug is a form of cheating. The use of such a drug also poses significant health and safety risks for the student-athlete and those in competition with the student-athlete. A current list of Performance Enhancing Drugs will be provided to each student-athlete before the start of the playing season or when the name of the student-athlete is first entered upon the team roster, whichever is later. The term "related compounds" means substances that are included in the class by their pharmacological action or chemical structure. No substance belonging to the prohibited class may be used, regardless of whether it is specifically listed.

(5) The Department has instituted a program of administrative drug testing by urinalysis or the analysis of a saliva sample for student-athletes engaged in intercollegiate athletics. The testing process may be initiated on the basis of individualized reasonable suspicion, pursuant to the random administrative testing protocols outlined in this policy, or on the basis of failing a laboratory-generated specimen-integrity test in the course of a previous test under this policy. A coach or administrator should communicate to the director of athletic medicine circumstances that give rise to an individualized reasonable suspicion. The circumstances giving rise to reasonable suspicion and the source thereof shall be recorded in writing by the director of athletic medicine who shall be the only person to authorize and initiate the drug testing process. This record shall be deemed a confidential record to the extent permitted by law and shall be kept in a secure place separate from and not a part of the student-athlete's educational or medical records.

(6) "Reasonable suspicion" shall not mean a mere "hunch" or "intuition." It shall instead be based upon a specific event or occurrence which has led to the belief that a student-athlete has used any drugs which are specified in Section A(4) and which could have or could have had an effect during a period of organized practice, conditioning, or competition or during a period of counseling for substance abuse or, in the case of steroids, during any period of pre-season conditioning or weight training.

(a) Such belief may be engendered by, among other things, direct observation by coaches, trainers, the director of athletic medicine, or other appropriate personnel of physical or mental deficiency, medically indicated symptomology of tested-for drug use, aberrant or otherwise patently suspicious conduct, or of unexplained absenteeism.

(b) Such belief may also be engendered by, among other things, information supplied by reliable third parties, including but not limited to law enforcement officials, if the information is corroborated by objective facts, including but not limited to equivocal, contradictory, or unlikely and unsubstantiated explanation by the individual about whom the report is made or information which under the circumstances is credible based on specific articulable facts. Should information be proffered by law enforcement, prosecutorial or probation department officials, the University will use and act upon such information only if it obtains a written agreement that results of a potential test will not be used to prosecute or revoke parole for the use or ingestion of the drug disclosed by the test.

(c) Such belief may also be engendered by reasonable conclusions about observed or reliably described human behavior upon which practical people ordinarily rely.

(d) Such belief may also be engendered by a previous positive test under these procedures within the preceding twelve months.

(7) Random drug testing. Each student-athlete is subject to unannounced random drug testing throughout the entire calendar year. A student-athlete will be selected for testing using a random number system. Little or no notice may be given for a forthcoming test.

B. Testing Method

(1) The standard method adopted by the Department for testing for drug use shall be through independent laboratory analysis of urine or saliva samples provided by the student-athlete. Urine specimens shall be collected in the proximity of a trained monitor of the same sex who is assigned for that purpose by the Department. Each sample will be collected as a split specimen, such that each tested student will have a sample A bottle and a sample B bottle of the specimen for testing.

(2) Results of the test shall be available only to the student-athlete, the head coach in the athlete's sport, the athletic director, the director of athletic medicine and to others who have a legitimate educational, health or medical reason. This record shall be deemed a confidential record to the extent permitted by law and shall be kept in a secure place separate from and not a part of the student-athlete's educational or medical records. Should any challenge to the test results, consequences of the test, or the test procedures be raised in relation to a particular student-athlete, other appropriate University officials may have access to the information in order to carry out their responsibilities in relation to the challenge. A record indicating that a student-athlete was tested and the basis for the decision to conduct the test shall be retained in the student-athlete’s medical file.

(3) Each student-athlete shall be provided with a copy of this policy describing the Athletic Department Substance Use and Drug Testing program before the start of the playing season or when the name of the student-athlete is first entered upon the team roster, whichever is later.

(4) The substances for which the student-athlete will be tested are any Illicit Substances or Performance Enhancing Drugs and their related compounds and derivative compounds.

(5) The student-athlete need not be given prior notice that a urine or saliva sample will be collected. A student-athlete who refuses to provide, including by failure to appear for a test, or impermissibly alters a sample during the testing process shall be deemed to be in violation of this policy and shall be subject to sanction under this policy as if the test was positive. If a legitimate medical condition prevents the production of a urine sample, a saliva sample may be taken with a urine test performed the following day.

(6) Sample B Testing

(a) Any student-athlete whose sample A results in a positive test may request testing of sample B.

(b) The student-athlete must request the sample B testing within 72 hours of being notified that sample A test was positive. The request must be submitted in writing by the student-athlete to the director of athletic medicine. If requested, the director of athletic medicine will authorize the provision of the sample B bottle to an approved laboratory for testing. The Department may initiate temporary sanctions and corrective measures while awaiting results of the sample B test.

C. Testing Protocol

The Department shall follow protocols required by the testing laboratory and the National Collegiate Athletic Association for testing student-athletes that respect the student-athlete’s reasonable expectation of privacy, minimize the chances of accidental error or cheating, and preserve the appropriate chain of custody and integrity of urine or saliva samples. A copy of the protocol shall be provided to each student-athlete along with a copy of this policy describing the Athletic Department Substance Use and Drug Testing program.

D. Safe Harbor and Self-Reporting

(1) Any student-athlete may seek evaluation or counseling by contacting a coach, athletic trainer, director of athletic medicine or psychologist for the Department. The University will share this information only with persons who have a need to know, except to the extent that further disclosure is required by law. No Department sanctions will be imposed upon a student-athlete who has sought evaluation or counseling under this section. The student-athlete will receive counseling and education about substance abuse and undergo a mandatory assessment by a clinical psychologist to discern the severity of the student-athlete’s substance use and other factors that may influence the student-athlete’s recovery as required by UO Policy 571.004.0020-55(F)(3)(a). The student-athlete may be required to attend additional sessions of counseling.

(2) A student-athlete may seek evaluation or counseling under this section one time without the student-athlete being deemed to have a positive test result if the student-athlete completes the program required by UO Policy 571.004.0020-55(F)(3)(a) or (F)(4)(a). Accordingly, if the student-athlete tests positive for an Illicit Substance or Performance Enhancing Drug after taking advantage of the remedies in this safe harbor provision, the student-athlete will start at the sanction level outlined in UO Policy 571.004.0020-55(F)(3)(a) or (F)(4)(a).

(3) This Policy may not be invoked after a student-athlete is notified of an impending drug test.

(4) A student-athlete invoking this policy may be temporarily medically ineligible during any period that he or she is deemed by the team physician unfit to continue participation safely.

(5) This policy does not prevent the NCAA from testing a student-athlete. A student-athlete remains subject to sanctions imposed by the NCAA in the event of a positive drug test.

E. Drug Education and Counseling Services

The Athletic Department shall provide a program of drug information and counseling referral for student-athletes.

F. Positive Test Results Sanctions

(1) The director of athletic medicine, the athletic director, the head coach, and other appropriate personnel shall review a positive test result and shall, bearing in mind the type of drugs identified, the recency of use, and the medical, safety and performance-enhancing effects of the use, formulate an appropriate program for the student-athlete. Such program shall include abstention from further use and periodic retesting and may include counseling, reduced playing time, and withdrawal from drills, scrimmages, or competitions. The program shall also describe potential sanctions for repeated use or abuse of substances for which tests are conducted. However, a student-athlete may be dismissed from the team and lose all athletic financial aid, beginning with the next academic term after a single positive test result.

(2) Repeated positive tests, admissions, or other information that disclose continued use of Illicit Substances or Performance Enhancing Drugs may cause a student-athlete to be dismissed from the team and lose all athletic financial aid beginning with the next academic term. A student-athlete who refuses to provide a urine or saliva sample as part of the testing process, by failing to appear for a test or otherwise, shall be deemed to have provided information that discloses use of Illicit Substances or Performance Enhancing Drugs.

(3) Illicit Substances. If the student-athlete tests positive for the use of an Illicit Substance, the sanctions will be consistent with the sanctions listed in this subsection. These sanctions define the least severe sanctions that may be taken after each positive test. Notwithstanding the sanctions outlined in this subsection, if concluded to be appropriate, a student-athlete may be dismissed from the team and lose all athletic financial aid after a single positive test.

(a) First positive test. The student-athlete will receive counseling and education about substance abuse. The student-athlete will undergo a mandatory assessment by a clinical psychologist to discern the severity of the student-athlete’s substance use and other factors that may influence the student-athlete’s recovery. If concluded to be necessary, the student-athlete may be referred for additional sessions of counseling.

(b) Second positive test for the same or a different Illicit Substance. A formal behavior modification contract will be produced by the director of athletic medicine. The athletic director shall have discretion to approve the behavior modification contract or require that terms be added. Upon approval by the athletic director, the behavior modification contract shall be reviewed and signed by the head coach and the student-athlete. A copy of the behavior modification contract will be kept on file with the director of athletic medicine. The behavior modification contract will define the behaviors expected from the student-athlete and the consequences for noncompliance.

(c) Third positive test for the same or a different Illicit Substance. The student-athlete will be immediately ineligible for competition. The student-athlete will remain ineligible until he or she has missed the equivalent of 50% of a season.

(d) Forth positive test for the same or a different Illicit Substance. The student-athlete will be dismissed from the team and lose all athletic financial aid, beginning with the next academic term, to the extent permitted under NCAA rules.

(4) Performance Enhancing Drugs. If a student-athlete tests positive for the use of a Performance Enhancing Drug, the sanctions will be consistent with the sanctions listed in this subsection. These sanctions define the least severe sanctions that may be taken after each positive test. Notwithstanding the sanctions outlined in this subsection, if concluded to be appropriate, a student-athlete may be dismissed from the team and lose all athletic financial aid after a single positive test.

(a) First positive test. A student-athlete who tests positive for the use of a Performance Enhancing Drug is ineligible to represent the University in intercollegiate competition during the time period starting with the date of the positive drug test and ending one calendar year later. In addition, the director of athletic medicine will determine a management plan for the student-athlete which will include education or counseling. A first positive test result for a Performance Enhancing Drug is also deemed to be a first positive test for an Illicit Substance.

(b) Second positive test for the same or a different Performance Enhancing Drug. A student-athlete who tests positive for the use of the same or a different Performance Enhancing Drug shall be declared permanently ineligible for intercollegiate competition. The student shall be immediately and permanently dismissed from the team and all athletic financial aid shall be terminated beginning with the next academic term, to the extent permitted under NCAA rules.

(5) Failure of a student-athlete to comply with a treatment plan, management plan or behavior modification contract mandated under this policy may result in immediate suspension from all practices, games and Department functions until the director of athletic medicine determines sustained compliance with the treatment plan, management plan or behavior modification contract. If the director of athletic medicine determines that the student-athlete is not in compliance after one competitive season for the sport, the student-athlete will be immediately dismissed from the team and all athletic financial aid shall be terminated beginning with the next academic term, to the extent permitted under NCAA rules.

(6) Selling or Providing Illegal Drugs. Any student-athlete convicted of or otherwise found responsible for selling or providing an illegal drug to another person is subject to immediate and permanent dismissal from any team on which the student-athlete participates and, to the extent permitted under NCAA rules, the termination of any athletic financial aid.

(7) A student-athlete who loses athletic financial aid under this policy may appeal that decision under the established procedures regarding non-renewal of financial aid.

G. Records Security

(1) The purpose of the administrative testing program established by this policy does not include enforcement of the criminal laws or the Student Conduct Code.

(2) The University in conducting the testing program is not acting in aid of, or as an agent for, law enforcement officials, nor are those administering the tests acting as, for, or on behalf of the Division of Student Affairs. The Student Conduct Code applies to drug or substance use by a student-athlete only under the same circumstances as other students.

(3) Test results are part of a student's educational and medical records protected from disclosure under state and federal law. However, records may be subject to disclosure pursuant to a lawfully issued subpoena or court order. In such an instance, the University will take reasonable steps to notify the record-subject in advance of compliance with any such subpoena or order. The University or the record-subject may move the court or agency to quash any portion of the subpoena which pertains to drug testing records or to withdraw or narrow any such court order.

A. Compensation Plan for Academic Staff

(1) Pursuant to state law, the principles of a compensation plan are established for the academic staff as set out below. Pay ranges shall be established for the various academic ranks with due consideration given to relative responsibilities of each rank, prevailing rates of pay in other universities, colleges, and elsewhere for similar responsibilities, availability of a competent professional staff, living costs and other pertinent information.

(2) Minimum and maximum rates and such intermediate rates considered necessary and equitable shall be established for the various academic ranks and positions, provided, however, that exceptions may be allowed as circumstances require. Normally the established minimum pay rate for a rank shall be paid upon appointment. It is permissible in the interest of the state to make an appointment above or below the minimum rate for the academic rank. Similarly, the salary of an individual may be above or below the prescribed normal maximum for the academic rank. Normally, academic staff members shall be paid at one of the rates set forth in the pay ranges, subject to availability of funds and the exception noted above.

(3) Salary increases are not automatic. Increases shall be recommended only for staff members demonstrating high standards of work performance. Increases shall normally be effective beginning with the fiscal year following completion of one year's service.

(4) Implementation and amendments to the plan shall be based on recommendation of the President after consultation with division heads.

B. Compensation Plan for Classified Staff

Compensation of classified employees including fringe benefits and other conditions and terms of employment shall be according to the rates and regulations in the state compensation plan, or by collective bargaining agreement, as appropriate.

C. Additional Pay to Full-Time Staff

The University and divisions are authorized to provide payment in addition to regular salaries when, at the request of the home institution or division or another Department institution or division, a staff member provides substantial service over and above the regular services expected.

D. Prerequisites

When employees receive perquisites, such as living quarters or meals, in addition to cash salary, proper notation thereof shall be made on the salary budget together with an explanation showing items allowed and the value thereof. Granting of perquisites to employees on a wage or salary basis requires the approval of the President or head of the division concerned at the beginning of each fiscal year.

E. Contribution to Pension Plan

The Board designates the contribution required of employees to a retirement plan to be an "employer contribution" as defined by 26 USC §414(h)(2). Employees may not receive this amount to make the contribution directly. Employees' gross salary will be reduced by the contributed amount prior to reporting for tax purposes.

F. OSSHE Tax Deferred Investment Program Participation Fee

The Chancellor, or designee, may enter into written agreements with faculty and staff employed by the State Board of Higher Education, and with one or more insurance companies and mutual funds, to provide tax deferred investment opportunities to faculty and staff as provided by ORS 243.810 – 243.830. The Chancellor, or designee, may, as a condition to entering into such agreements or continuing such agreements, require faculty and staff participants to pay annually an administrative fee for the costs of administrating the program. The administrative fee shall be based on an amount not to exceed the amount needed to administer the program.

G. Human Resources System

(1) The Vice President for Finance and Administration, or designee, shall develop, implement and maintain a human resources system for nonacademic employees to include:

(a) A job evaluation system for positions within the University;

(b) A plan for compensating employees consistent with the job evaluation system; and

(c) Policies for employees not covered by collective bargaining agreements relating to leave, lay-offs, terminations, grievances and other terms of employment.

(2) The University is responsible for evaluating jobs and allocating them according to the job evaluation system and assuring that employee compensation is in accordance with the compensation plan.

(3) The Vice President for Finance and Administration, or designee, shall engage in collective bargaining with any certified or recognized exclusive employee representative.

(4) The University shall develop, implement and maintain recruitment and selection methods designed to achieve a qualified and diverse workforce.

(5) Until the Vice President for Finance and Administration, or designee, and the University implement internal management directives or policies for job evaluation, compensation, recruitment, terms of employment and position management, the rules and procedures established by the Department of Administrative Services, under ORS Chapter 240 as they existed on the effective date of 1995 Oregon Laws, Chapter 612 (July 1, 1995), shall apply to the University.

Unclassified service includes positions that do not meet the criteria for academic faculty but which, based on professional job requirements and responsibilities:

(1) Are exempt from the provisions of the Public Employee Collective Bargaining Act (PECBA), ORS 243.650-243.782; however, not all positions in unclassified service are exempt from PECBA, or

(2) Share a community of interest with academic faculty, and

(a) Include academic research, public service, or instruction, or

(b) Exercise discretion in establishing policy, or

(c) Require education and training comparable to academic faculty, or

(d) Have administrative decision-making responsibilities beyond office clerical duties.

Examples of positions that may meet the criteria listed above include, but are not limited to:

(1) President, president's cabinet;

(2) Provost, vice provosts, associate vice provosts, and assistant vice provosts;

(3) Vice presidents and associate vice presidents;

(4) Deans and associate deans;

(5) Directors and associate directors of academic, administrative, and service units;

(6) Controllers and budget officers;

(7) Registrars and associate registrars;

(8) Legal counsel and attorneys;

(9) Athletic directors and associate athletic directors;

(10) Executive and other special assistants to each of the positions listed in numbers one through nine (above), providing that the executive or other special assistant positions otherwise meet the criteria for unclassified service (stated above);

(11) Assistant vice president, assistant deans, department heads/chairs, assistant directors, managers, and assistant registrars where positions require specialized/degree education and training;

(12) Librarians, archivists, and museum or collection curators where positions require specialized/degree education and training or where responsibilities include academic research or instruction but does not include positions having primarily clerical responsibilities;

(13) Advisors and counselors, including academic, financial aid, admissions, career, residential life, and athletic, where positions require specialized/degree education and training;

(14) Assistant athletic directors, athletic coaches, assistant athletic coaches, athletic trainers, assistant athletic trainers, and athletic eligibility and compliance officers where positions require specialized/degree education and training;

(15) Interpreters;

(16) Development and advancement officers where positions require specialized/ degree education and training;

(17) Physicians, psychologists, and clinical counselors where positions require specialized/degree education and training;

(18) General managers, directors, producers, and announcers of state radio and television service;

(19) Managers, directors and administrators of student affairs functions, where positions require specialized/degree education and training.

(1) The University shall assign each faculty member the classification, category, and rank that most closely reflect the duties described in his or her contract and job description.

(2) The following are the classifications that apply to faculty positions. A classification identifies the type of position.

a. TENURE-TRACK AND TENURED: A paid position wherein an individual is designated by the University in writing as eligible for tenure or has been granted tenure in writing by the Provost.

b. ACTING: A tenure-track paid position for individuals intended by the University to become tenure-track assistant professors but who have yet to complete the terminal degree.

c. CAREER: A non-tenure track paid position that is ongoing.

d. VISITING: A non-tenure track paid temporary appointment of limited duration (up to two years) for (1) an individual who holds a like, similar, or relevant appointment at another institution or (2) pursuant to norms of the specific discipline, an individual who has recently obtained a terminal degree and is seeking further professional experience prior to seeking a professorship.

e. PRO TEMPORE: A non-tenure track paid appointment that is intermittent or of limited duration.

f. POSTDOCTORAL SCHOLAR: A non-tenure track paid, mentored research, instructional, librarian, or combined position that is of limited duration for individuals who have earned a doctoral degree.

g. RETIRED: A non-tenure track paid appointment post-retirement. A faculty member is considered to be retired if he or she resigns or is terminated without cause from employment with the university or enters into a tenure reduction or relinquishment agreement and is:

1. Eligible for unreduced or reduced benefits under the Public Employees Retirement System (for participants in PERS) or the Oregon Public Service Retirement Program (for participants in OPSRP);
2. Eligible under Internal Revenue Service rules to withdraw funds from an account established under Optional Retirement Plan and meets the requirements for unreduced or reduced benefits under, depending on date of hire, PERS Tier 1 or 2 or the OPSRP. This classification includes post- retired or emeritus faculty.

(3) The following are the categories that apply to faculty positions. A category describes a rank or group of ranks:

a. PROFESSOR: This category can only be used in the Tenure Track or Tenured, Acting, Visiting, or Retired classifications. This category requires a paid appointment with duties in all three areas of independent research, scholarship, and/or creative inquiry; instruction; and service.

b. CLINICAL PROFESSOR: This category can only be used in the Visiting, Career, Pro Tem or Retired classifications. This category requires a non-tenure track paid appointment for individuals with primary duties in the area of clinical instruction or research.

c. PROFESSOR OF PRACTICE: This category can only be used in the Visiting, Career, Pro Tem, or Retired classifications. This category requires a non-tenure track paid appointment with primary duties in the area of research or instruction. This category is to be held by eminently qualified professionals who have had a major impact on fields and disciplines important to University of Oregon programs. A Professor of Practice will:

• have a substantial basis of experience equal to a tenured professor (normally a minimum of 12 years) and a national/international reputation for excellence reflected in a record of significant accomplishments;
• have a profile of accumulated professional accomplishments fully congruent with the rank of professor;
• have a rich and extensive background in a field and discipline relevant to the school, college, or unit of appointment at the University of Oregon; and
• serve as a liaison between the professional field and the University of Oregon.

d. INSTRUCTOR: This category can only be used in the Visiting, Career, Pro Tem or Retired classifications. This category requires a non-tenure track paid appointment with primary duties in the area of undergraduate instruction. Instructor duties may include advising and mentoring responsibilities as well as possibility of involvement in design and development of courses and the curriculum.

e. LECTURER: This category can only be used in the Visiting, Career, Pro Tem or Retired classifications. This category requires a non-tenure track paid appointment with primary duties in the area of graduate instruction and education. The duties may also include some undergraduate instruction and mentoring and advising responsibilities, as well as the possibility of involvement in design and development of courses and the curriculum. Appointments in the Lecturer category require the terminal degree (or its professional equivalent) relevant to the appointment, but holding a terminal degree does not by itself entitle a faculty member to appointment in the Lecturer category.

f. LIBRARIAN: This category can only be used in the Visiting, Career, Pro Tem, or Retired classifications. This category requires a non-tenure track paid appointment with primary duties in the university libraries. Appointments in the Librarian category require a terminal professional degree, but holding a terminal degree does not by itself entitle a faculty member to appointment in the Librarian category. The university grandparents the use of the Professor rank and category for Librarians who hold that rank as of the date of this policy.

g. RESEARCH ASSISTANT: This category can only be used in the Visiting, Career, Pro Tem or Retired classifications. This category requires a non-tenure track paid appointment for individuals who have typically earned a bachelor’s or master’s degree. Primary duties are in the area of research. Research Assistants typically work as members of a research team under the direct supervision of other faculty researchers.

h. RESEARCH ASSOCIATE: This category can only be used in the Visiting, Career, Pro Tem or Retired classifications. This category requires a non-tenure track paid appointment for individuals who have the terminal degree relevant to the appointment. Primary duties are in the area of research, which are typically undertaken as part of a research team or lab. Appointments in the Research Associate category require a terminal degree (or its professional equivalent) in a relevant field, but holding a terminal degree does not by itself entitle a bargaining unit faculty member to appointment in the Research Associate category.

i. RESEARCH PROFESSOR: This category can only be used in the Visiting, Career, Pro Tem or Retired classifications. This category requires a non-tenure track paid appointment with duties primarily in the area of independent research, scholarship and/or creative inquiry. Appointments in the Research Professor category require a terminal degree relevant to the appointment. Primary duties are independent lines of inquiry, which can be related to the work of colleagues but not dependent on it. A Research Professor will have qualifications and research expectations equal to or exceeding those for a tenure-track/tenured professor at the same rank in related fields.

j. POSTDOCTORAL SCHOLAR: This category can only be used in the Postdoctoral Scholar classification. This category requires a non-tenure track paid appointment for a temporary and defined period of formally mentored research, instruction, librarianship, or scholarly training, for the purpose of allowing the Postdoctoral Scholar to acquire the professional skills needed to pursue a career path of his or her choosing. The appointment requires a doctoral degree. At the time of appointment, hiring documentation should include an articulated program of mentoring with an identified mentor.

(4) The following are the ranks within categories that apply to faculty members. Ranks define the level of promotion within a category.

a. PROFESSOR: Ranks in this category in ascending order are assistant professor, associate professor, and professor.

b. CLINICAL PROFESSOR: Ranks in this category in ascending order are assistant clinical professor, associate clinical professor, and clinical professor.

c. PROFESSOR OF PRACTICE: The only rank in this category is professor of practice.

d. INSTRUCTOR: Ranks in this category in ascending order are instructor, senior instructor I, senior instructor II.

e. LECTURER: Ranks in this category in ascending order are lecturer, senior lecturer I, senior lecturer II.

f. LIBRARIAN: Ranks in this category in ascending order are assistant librarian, associate librarian, and senior librarian.

g. RESEARCH ASSISTANT: Ranks in this category in ascending order are research assistant, senior research assistant I, senior research assistant II.

h. RESEARCH ASSOCIATE: Ranks in this category in ascending order are research associate, senior research associate I, senior research associate II.

i. RESEARCH PROFESSOR: Ranks in this category in ascending order are assistant research professor, associate research professor, and research professor.

j. POSTDOCTORAL SCHOLAR: The only rank in this category is Postdoctoral Scholar.

(5) At the time of hire, the University shall assign each faculty member a rank within the classification and category described in the job posting. Nothing shall preclude a faculty member from being assigned and performing other duties not described in his or her specific classification, category, or rank as long as those duties are consistent with his or her job description. Academic title can be assigned to staff members in unclassified academic service, whether the type of service is teaching, research, extension, administration or other service. Deans, vice presidents, and the President may have the academic rank of professor as determined by the University’s criteria.

(6) If the University non-renews a position in the Career classification for economic or programmatic reasons, then the position cannot be refilled in the Visiting, Pro Tem or Postdoctoral Scholar classification within the subsequent two years unless approved by the Provost or his or her designee.

(7) The duration of a position in the Pro Tem classification shall be no more than three years. If the University decides to continue a position in the Pro Tem classification for longer than three years, the position must be converted to a Career position. In rare cases, a department or unit may petition the Provost to continue a position in the Pro Tem classification for longer than three years for legitimate pedagogical or legitimate programmatic reasons. Permission to continue a position in the Pro Tem classification for longer than three years must be granted by the Provost or designee in writing.

(8) The duration of a position in the Postdoctoral Scholar classification shall be no more than three years. Postdoctoral mentors, however, may petition the Provost or designee for an extension of no more than two years. Permission to continue a position in the Postdoctoral Scholar classification for longer than three years must be granted by the Provost or designee in writing.

(9) Faculty members in the Career classification shall have the right to petition the Provost or designee to have their position recategorized if they believe that their position was categorized incorrectly at the time of first hire or their position has evolved to more closely resemble a different category. If a petition for recategorization is denied, a faculty member may petition again after completion of at least one additional year of service in the position.

(10) Faculty members in the Pro Tem or Visiting or Postdoctoral Scholar classification who believe that their positions should be positions in the Career classification may petition for reclassification after the completion of two years of appointment. Because the defining characteristic of the Pro Tem and Visiting and Postdoctoral Scholar classifications is their limited duration, the decision of the Provost or designee should be guided by the current and anticipated duration of the position.

(11) When a position is reclassified from a non-tenure track classification into the Tenure Track and Tenured classification, a new national search is always required to fill the position. For other classifications, a national search is permissible, but not required when the original search was national in scope and when the incumbent has had successful reviews.

(12) A reclassification or recategorization shall take effect at the beginning of the next fiscal year, contract renewal, or academic year, or other date as approved by the Provost or designee.

(13) A change in rank within a category requires a promotion.

University mail delivery and addressing services are available only to University departments, committees, registered employee groups registered or recognized student groups and employees conducting University business. These services are not available to non-University organizations or persons, or to University organizations, employees, or students in connection with their conduct of non-University business, personal activities, or political activities.

Exceptions to this policy may be approved by the President. Exceptions will be made only if the proposed use is consistent with institutional policies and mission and the individual or organization fully reimburses the University for all appropriate costs.

Use of campus mail and/or delivery service may not violate any federal or state laws.

Information concerning these services is available from the Mail Services office.

1. STRATEGIC VISION: The University shall develop and regularly update a strategic plan that is designed to place it at a competitive level of computing support to research and instruction.
2. APPROPRIATE COMPUTING SUPPORT: The University shall maintain an appropriate computing environment to support all aspects of the University's mission and to remain competitive in research and instruction. With respect to teaching, this includes but is not limited to maintaining a suite of instructional software and hardware that will enable the effective use of technology in the classroom and as part of the broader pedagogical goals of education at the University. With respect to research, this includes but is not limited to maintaining an inventory of research computing infrastructure on campus with an eye toward identifying more efficient use of computing resources for all variety of computing needs, including but not limited to scientific computing, enterprise-level data management, and other research uses.

3. EVALUATION OF COMPUTING RESOURCES: In the development, acquisition, and customization of new and existing computing infrastructure (including but not limited to software and hardware), those managing and purchasing resources should evaluate their systems on the basis of technical performance, support needs, and other usual measures. In addition, these evaluations should also involve inquiry into, and decisions on the basis of, the social and ethical impacts of computing infrastructure, including but not limited to: privacy, security, accessibility, usability, and sustainability. This is understood to imply that efforts should be made to develop and acquire systems that are: amenable to or implementing privacy-enhancing and confidentiality-preserving technologies where personally-identifiable data of any kind is at stake, designed with embedded security features, are affirmed by relevant user populations on campus to be more rather than less usable (particularly in the case of instructional computing solutions), and that do not needlessly consume energy.
4. INSTRUCTIONAL COMPUTING PRIORITIES: Faculty making use of instructional software and hardware in their classes shall make use of existing university resources in the case that these are sufficient for their pedagogical needs. In cases where curriculum and learning needs would be enhanced in significant ways by employing third-party software or hardware, instructors shall make every reasonable effort to insure that the gains from these resources justify any associated expense, and that any such computing resources are employed consistent with university, state, and federal data policies (including but not limited to rules protecting privacy and confidentiality of personally-identifiable information). In cases of the instructional use of third-party software or hardware, instructors shall be attentive to any additional financial burdens for students required to purchase software and should make every reasonable effort to select systems that do not require students to pay for technology subscriptions, purchases, or licenses.
5. FACULTY TRAINING: The development of basic computer literacy on the part of faculty should be considered an aspect of professional competence and is considered a faculty responsibility. To assist faculty in meeting this responsibility, the University is committed to offering regular training opportunities pertaining to both research-related and teaching-related computing, and considers participation in these trainings a form of service involving a contribution to faculty development.

Use by External Parties

The University of Oregon does not lend, endorse, sponsor, or partner with external parties through the use of its name, logos, campus images or photos of buildings and grounds in a way that could imply an endorsement or sponsorship of a company, individual or other entity, its products, charitable contributions, or other business activities unless formal written approval has been granted. The University has existing relationships with charitable organizations, manages sponsorships with businesses through its Intercollegiate Athletic Department and University Advancement Office and has a formal trademark licensing program managing the use of its trademarks.

Requirements of Consent

A waiver to this prohibition may be considered if such endorsement is the subject of an agreement of substantial importance and value to the University, who retains all rights to make such decisions. The external entity proposing a waiver must submit a formal request to the Brand Management office. The decision to grant a waiver and the extent of the same shall be at the discretion of that office, taking into consideration, among other things, the University's marketing and brand management's goals:

To promote and protect the University through implementation of a management system which establishes the means for consistent, favorable, and professional use of the brand and the trademarks and to fulfill the legal obligation to protect the University's image and trademarks.

The University of Oregon prefers to negotiate waivers request with a minimum of three weeks advance notice and reserves the right to deny negotiations if the timeliness factor is not observed.

Use by Internal Parties

University of Oregon logos, symbols, and seal may be used by internal parties only for purposes which will promote the goals and purposes of the University.

The director of Marketing Communications is authorized to approve any published logo that represents the University of Oregon in whole or in part. Responsibility for ensuring that only approved logos appear in publications and in advertisements shall be with the head of the department placing the printing order. The Vice President for Communications or his/her designee is authorized to grant exceptions to this.

Use of logos or the seal shall follow guidelines established and available at http://brand.uoregon.edu.

The registrar is authorized to use the university seal on official papers such as diplomas, transcripts and other official documents of that office. The president has designated the University Secretary as the official keeper of the university seal and has delegated to the vice president for Communications or his/her designee authority to make any other determinations about use of the university seal and signature marks.

The Oregon Duck

The Oregon Duck is copyrighted and licensed to the university under a special agreement. Special care must be taken when using this mark. Use of the costume character is coordinated through the Department of Intercollegiate Athletics. Other uses of the Oregon Duck are managed through the Offices of Marketing Communications and Brand Management.

Administration

The Marketing Communications and Brand Management Offices shall be responsible for implementation and interpretation of the University of Oregon's identifying marks or images by external parties and for negotiating the required contracts. For more information, see the Trademark Licensing policy.

Marketing Communications shall be responsible for implementation and interpretation of the use of the University of Oregon's seal or logo by internal parties.