FACULTY BEST PRACTICES
The Faculty of the School of Music are committed to providing a quality education for our graduate and undergraduate students. As part of that commitment, the faculty acknowledge particular practices as outlined in the University Faculty Code of Conduct (Paragraphs from Sections Part IIA and Part IID appended).
UCLA FACULTY CODE OF CONDUCT*
* These excerpts are taken from the Faculty Code of Conduct (Academic Personnel Policy 015), effective July 24, 2003.
The entire Faculty Code of Conduct, as well as any updates, can be found in the Academic Personnel Manual of the University of California. Part IIA of the Faculty Code of Conduct outlines faculty obligations to students.
The Faculty Code of Conduct contains a description of professional responsibilities, ethical principles, and types of unacceptable behavior. In summary, faculty are entitled to the rights of free inquiry; to present controversial material relevant to a course of instruction; to freedom of expression; to participate in University governance; and to peer review in matters of promotion, tenure, and discipline. The section on responsibilities includes ethical principles regarding students, scholarship, the institution, and colleagues. These responsibilities are integral to all faculty positions at the University; persons who fail to meet them may face serious disciplinary sanctions.
Part I – Professional Rights of Faculty
In support of the University’s central functions as an institution of higher learning, a major responsibility of the administration is to protect and encourage the faculty in its teaching, learning, research, and public service.
Conditions hospitable to these pursuits include:
1) free inquiry, and exchange of ideas;
2) the right to present controversial material relevant to a course of instruction;
3) enjoyment of constitutionally protected freedom of expression;
4) participation in the governance of the University, as provided in the Bylaws and Standing Orders of the Regents and the regulations of the University;
5) the right to be judged by one’s colleagues, in accordance with fair procedures and due process, in matters of promotion, tenure, and discipline, solely on the basis of the faculty members’ professional qualifications and professional conduct.
Part II – Professional Responsibilities, Ethical Principles, and Unacceptable Faculty Conduct
A. Teaching and Students
As teachers, professors encourage the free pursuit of learning in their students. Professors demonstrate respect for students as individuals and adhere to their proper roles of intellectual guides and counselors. Professors make every reasonable effort to foster honest academic conduct and to ensure that their evaluations of students reflect each student’s true merit. They respect the confidential nature of the relationship between professor and student. They avoid any exploitation, harassment, or discriminatory treatment of students. They acknowledge significant academic or scholarly assistance from them. They protect their academic freedom.
The integrity of the faculty-student relationship is the foundation of the University’s educational mission. This relationship vests considerable trust in the faculty member, who, in turn, bears authority and accountability as a mentor, educator, and evaluator. The unequal institutional power inherent in this relationship heightens the vulnerability of the student and the potential for coercion. The pedagogical relationship between faculty member and student must be protected from the influences of activities that can interfere with learning consistent with the goals and ideals of the University. Whenever a faculty member is responsible for academic supervision of a student, a personal relationship between them of a romantic or sexual nature, even if consensual, is inappropriate. Any such relationship jeopardizes the integrity of the educational process.
In this section, the term student refers to all individuals under the academic supervision of faculty.
Types of unacceptable conduct:
1) Failure to meet the responsibilities of instruction, including:
- arbitrary denial of access to instruction;
- the significant intrusion of material unrelated to the course;
- significant failure to adhere, without a legitimate reason, to the rules of the faculty in the conduct of courses, to meet class, to keep office hours, or to hold examinations as scheduled;
- evaluation of student work by criteria not directly reflective of course performance;
- undue and unexcused delay in evaluating student work.
2) Discrimination, including harassment, against a student on political grounds, or for reasons of race, religion, sex, sexual orientation, ethnic origin, national origin, ancestry, marital status, medical condition, status as a covered veteran, or, within the limits imposed by law or University regulations, because of age or citizenship or for other arbitrary or personal reason.
3) Violation of the University policy applying to nondiscrimination against students on the basis of disability.
4) Use of the position of powers of a faculty member to coerce the judgment or conscience of a student or to cause harm to a student for arbitrary or personal reasons.
5) Participating in or deliberately abetting disruption, interference, or intimidation in the classroom.
6) Entering into a romantic or sexual relationship with any student for whom a faculty member has, or should reasonably expect to have in the future, academic responsibility (instructional, evaluative, or supervisory).
Professors, guided by a deep conviction of the worth and dignity of the advancement of knowledge, recognize the special responsibilities placed upon them. Their primary responsibility to their subject is to seek and to state the truth as they see it. To this end, professors devote their energies to developing and improving their scholarly competence. They accept the obligation to exercise critical self-discipline and judgment in using, extending, and transmitting knowledge. They practice intellectual honesty. Although professors may follow subsidiary interests, these interests must never seriously hamper or compromise their freedom of inquiry.
As members of an academic institution, professors seek above all to be effective teachers and scholars. Although professors observe the stated regulations of the institution, provided the regulations do not contravene academic freedom, they maintain their right to criticize and seek revision. Professors give due regard to their paramount responsibilities within their institution in determining the amount and character of work done outside it. When considering the interruption or termination of their service, professors recognize the effect of their decision upon the program of the institution and give due notice of their intentions.
As colleagues, professors have obligations that derive from common membership in the community scholars. Professors do not discriminate against or harass colleagues. They respect and defend the free inquiry of associates. In the exchange of criticism and ideas professors show due respect for the opinions of others. Professors acknowledge academic debt and strive to be objective in their professional judgment of colleagues. Professors accept their share of faculty responsibilities for the governance of their institution.
Faculty members have the rights and obligations of other citizens. Professors measure the urgency of these obligations in the light of their responsibilities to their subject, to their students, to their profession, and to their institution. When they speak or act as private persons they avoid creating the impression of speaking or acting for their college or university. As citizens engaged in a profession that depends upon freedom for its health and integrity, professors have a particular obligation to promote conditions of free inquiry and to further public understanding of academic freedom.
Part III – Enforcement and Sanctions
The Academic Senate recommends that each Division, in cooperation with the campus administration, develop and periodically re-examine procedures dealing with the investigation of allegations of faculty misconduct and the conduct of disciplinary proceedings.
In the development of disciplinary procedures, each Division must adhere to the following principles:
1) No disciplinary sanction for professional misconduct shall be imposed by the administration except in accordance with specified campus procedures adopted after appropriate consultation with agencies of the Academic Senate, as prescribed in the introduction to this part of the Code.
2) No disciplinary sanction shall be imposed until after the faculty member has had an opportunity for a hearing before the Divisional Committee on Privilege and Tenure, subsequent to a filing of a charge by the appropriate administrative officer.
3) No disciplinary action may commence if more than three years have passed between the time when the Chancellor knew or should have known about the alleged violation of the Faculty Code of Conduct and the delivery of the notice of proposed disciplinary action.
4) The Chancellor may not initiate a notice of proposed disciplinary action unless there has been a finding of probable cause.
5) The procedures adopted shall include designation of the following disciplinary sanctions authorized in the University Policy on Faculty Conduct and the Administration of Discipline, of which this Faculty Code of Conduct is an integral part: written censure, reduction in salary, demotion, suspension, denial or curtailment of emeritus status, and dismissal from the employ of the University. More than one disciplinary sanction may be imposed for a single act of misconduct, e.g. a letter of censure and a suspension.