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Faculty Friendly Policies

Several University policies provide special help to faculty members in dealing with issues that may impede their performance. These policies include:


Modified Duties* – Faculty members with significant caregiving responsibilities may alter their duties for a semester away from inflexible responsibilities (e.g., teaching) toward more flexible ones (e.g., scholarship) without any loss of salary. Decisions about modified duties are made in consultation with the chair, dean, and provost.


Partner Accommodation – Pending the availability of funds, the Provost’s Office will provide funds to create half of a position for two years or one third of a position for three years for the domestic partner or spouse of a University employee. A department or college must provide money to complete the funding for the position.


Phased Retirement – Faculty members who are 55 years old or older and who have served the University for at least 10 years can reduce their work time, and therefore their salaries, from 100% to 50% over a period of up to seven years. The details of a phased retirement agreement are negotiated on an individual basis by the faculty member with his or her department chair, dean and provost.


Professional Leave (Sabbatical) – After five years of active service (6 years for pre-tenure faculty), faculty members and administrative professionals are eligible for a one-semester sabbatical at full pay or a two-semester sabbatical at three-quarter pay. Sabbaticals are assigned through a competitive application process. Anyone granted a sabbatical must provide a report upon his or her return to the University.


Reasonable Accommodation – Anyone with a disability may apply for a modification or adjustment of a job, work environment, policy, practice, or procedure that will enable that individual to enjoy equal employment opportunity with others.  Reasonable accommodations are negotiated on an individual basis through the Human Resources Services Office and cannot impose an undue hardship on the employer. Extending the tenure clock – The tenure clock may be extended for as many as two years for becoming a parent.  The clock can also be extended for catastrophic illness, family emergencies, and for leave without pay. Extensions in the tenure clock must be requested from the provost, through the department chair and dean before September 1 of the year of tenure consideration. For more information, see Faculty Manual, III, D.3 f.


Part-Time Tenure-Track – Tenure-track appointments for not less than three- fourths time (75 percent) may be offered for all ranks. Under exceptional circumstances, an appointment may be offered for at least halftime, but less than three-fourths time. A person employed at the rank of Assistant Professor, or the equivalent rank, who is on a three-fourths time or greater, but less than full-time permanent appointment, is to be considered for tenure no later than the seventh year of service at Washington State University, with tenure to be effective at the beginning of the eighth year. For persons appointed under exceptional circumstances to at least a half-time, but less than a three-fourths time tenure-track position, the time for tenure consideration may be extended. For more information see pp. 62- 63 of the Faculty Manual.


Current revisions in the Faulty Senate modify part-time tenure track to be offered for halftime appointments. It also makes it possible for faculty members to move from a full-time position to a part-time position on a temporary or permanent basis to cope with family problems.



Each assistant professor at WSU should have a mentor or mentors.  Mentoring is also advised for all associate professors.  The number and duties of mentors differ across departments. If you are not being mentored and wish to have a mentor or mentors, please discuss this with your department chair or school director.

Diversifying the Faculty at Washington State University: Accountability and Inclusive Search Procedures

The Provost holds Deans accountable for demonstrable efforts at diversifying their faculties. Deans likewise hold their chairs accountable. Annual reviews include evaluation of these efforts. The Provost’s office has supported the development of data collection systems to more accurately measure and track faculty recruitment, retention and race, ethnicity and gender. Department chairs will appoint diversity liaisons to search committees. Diversity liaisons are tenured faculty who ensure that searches are fairly conducted and inclusive search procedures are followed. (In the spring semester 2011, the Faculty Diversity Fellow has been the diversity liaison between search committees, the dean’s office and the Provost. He ensures that search committees develop search plans that include substantial outreach aimed at traditional candidates as well as those from other groups that are not well represented at the institution. He offers assistance from his office in identifying applicant pools from under-represented groups.) Diversity liaisons will be appointed in Fall 2011.

Note: Policy development and recommendations supported by ADVANCE at WSU efforts.

ADVANCE at WSU Lighty Building, Room 190F  P.O. Box 644820 Pullman, WA 99164  509-335-9739 Contact Us

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