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Bylaws

I. INSTITUTE FOR PROFESSIONAL STUDIES IN EDUCATION (IPSE)

II. Organization and Operation

A. Preamble
Institute for Professional Studies in Education (IPSE) members are governed by six interdependent sets of regulations:

1. Federal and State laws and regulations
2. UW-System policies and rules
3. UW-L policies and rules
4. College of Liberal Studies policies and rules
5. Shared governance by-laws and policies for ranked faculty and staff
6. Institute By-laws

The Institute of Professional Studies in Education (IPSE) by-laws provides procedures for conducting Institute business. They shall not conflict with the by-laws of the College of Liberal Studies, the University of Wisconsin-La Crosse (UW-L) or the UW-System (UW-S). In the event of such a conflict, the UW-S, UW-L or the College of Liberal Studies (CLS) by-laws shall take precedence and the Institute by-laws shall be amended accordingly.

The Institute staff is committed to developing graduates who embrace global perspectives within the teaching profession, respect the dignity of all learners, and demonstrate professional competencies enabling them to be effective teachers and responsible citizens in a diverse and dynamic world. The Institute staff subscribes to the Wisconsin State Standards and National Teacher Standards. The Mission Statement for the Institute for Professional Studies in Education (IPSE) is:

Mission Statement: To build a Master teachers Community dedicated to improving the craft of teaching in order to help all students reach their highest potential.

The Institute is comprised of the Master of Education-Professional Development (ME-PD) Learning Community program and academic professional development.

B. Meeting Guidelines

Institute meetings will be run according to the Professional Learning Community commitments as described by DuFour, DuFour, Eaker, and Karhanek (2004) and Wisconsin Open Meeting Laws (http://www.doj.state.wi.us/AWP/OpenMeetings/2005-OML-GUIDE.pdf, summary at http://www.uwlax.edu/hr/recuit/Academic_Recruitment/OPENMEETING.htm). Institute staff meetings shall be called by the Institute Director, as needed to conduct Institute business. An Institute meeting may be requested if a majority of the voting membership feels a meeting is needed to address Institute business.

1. Attendance
All voting members shall attend scheduled meetings.
2. Information on Minutes
Institute meeting minutes will be recorded by Institute staff and circulated to all members before the next Institute meeting. Minutes are amended if necessary and approved by the members at the next meeting and posted electronically.

C. Definitions of Quorum and Majority

A quorum is at least 2/3 of the Institute voting membership. An electronic vote quorum is at least 2/3 of the Institute voting membership responding to the motion.

D. Definitions of Membership and Voting Procedures

1. Institute Program: The Institute is comprised of the following programs:
a. ME-PD Learning Communities—off-campus
b. Master’s Plus Program of Professional Development – off-campus
2. Institute Membership The Institute Director, Academic Staff, University Services Program Associate (USPA), and tenured and tenure-track faculty, that provide support to Institute programs are considered Institute members.
3. Voting Membership The Institute Director, Non-instructional Academic Staff (NIAS), Instructional Academic Staff (IAS), tenured faculty, tenure-track faculty, program directors, and Classified Staff with at least a .50 FTE appointment in the Institute shall have equal voting privileges in conducting Institute business.

Voting Procedures: Each eligible voting member shall have one vote on Institute business matters. All motions require a 2/3 majority vote of those present, unless otherwise specified. The Institute Director may request an electronic vote in conducting Institute business. All electronic motions and votes of the Institute shall require a 2/3 majority vote of membership. The Institute Director shall provide a deadline for electronic voting. Voting may be conducted by hand, roll call, paper ballot, or electronically. If a paper ballot is used the ballots must be signed by each Institute voting member and shall be kept in Institute files for seven years from the date of the vote. The ballot is returned to the Institute Director to be counted as valid.

III. Instructional Academic Staff (IAS) Graduate Faculty Facilitators Review and Responsibilities
Instructional Academic Staff (IAS) members are instructional staff hired to teach on a part-time or full-time contractual basis to deliver content within the Institute/program curriculum and provide service where necessary. (http://www.uwlax.edu/facultysenate/bylaws.html#XII. FACULTY ORGANIZATION AND POLICIES).

A. HiringRequests for IAS

Hiring will be presented to the College Dean. The request will indicate one of the standard titles from the lecturer or clinical professor series (http://www.uwlax.edu/facultysenate/cornmittees/ias/pages/titling.html) and will outline specific duties including teaching and any additional workload. Total workload for IAS is defined as a standard minimum teaching load plus additional workload equivalency activities. (http://www.uwlax.edu/facultysenate/41st/3-29-07/IAS%20Appendix%20B.htm).

B. Responsibilities

IAS responsibilities are predominantly related to the Institute instructional mission and may be expected to fulfill service and advising responsibilities as described in their contract.
1. Teaching:
a. Graduate Faculty Facilitator workload expectations are determined by the Director of IPSE based on program needs and consistent with the UW-La Crosse Instructional Academic Staff Workload policy (http://www.uwlax.edu/facultysenate/41st/3-29-07/IAS%20Appendix%20B.htm).
b. Graduate Faculty Facilitators co-teaching in the ME-PD Learning Community program are part-time IAS with a course load of 7.5 credits in an academic year. Graduate Faculty Facilitators teaching as single facilitators are part-time IAS with a course load of 15 credits in an academic year. Graduate course instructional assignments for the ME-PD Learning Community Associate Lecturer Graduate Faculty Facilitator go through a pool search Human Resources hiring protocol. See the IPSE Handbook.
c. A graduate faculty facilitator (as part of a facilitator team) is responsible for the instructional development, delivery and assessment of the 30-credit Master of Education-Professional Development (ME-PD) Learning Community program. Each semester (4 total) a graduate faculty facilitator will deliver the core curriculum (an average of 7.5 graduate credits) in a spiraled and integrated fashion. The core curriculum consists of the following strands: Learning in Community; Educational Research; Best Practices and Pedagogy; Curriculum Development and Assessment; Democracy, Diversity and Social Issues in Education; Technology in Education; and, Teacher Leadership. Responsibilities also include a commitment to the program’s professional development events, student advising and use of the UW-L online communication tool known as Desire 2 Learn (D2L). In addition, graduate faculty facilitators are expected to support and uphold the ME-PD Learning Community mission, vision, and values, as well as guidelines outlined in the IPSE Handbook.

2. Scholarship: There is no expectation of IAS members engaging in scholarly activities, unless the nature of their position requires it, and it is included as part of the position description. However, if an IAS member desires career progression, service requirements must be met according to career progression guidelines (http://www.uwlax.edu/FacultySenate/committees/ias/pages/CareerProgression.html).
3. Service: There is no expectation of IAS members to engage in service activities, unless the nature of their position requires it, and it is included as part of the position description. However, if an IAS member desires career progression, scholarship requirements must be met according to career progression guidelines (http://www.uwlax.edu/FacultySenate/committees/ias/pages/CareerProgression.html).

A. Annual Review In accordance with Faculty Personnel rules 3.05-3.11 and UWL 3.08, academic staff will be evaluated annually. The Individual Development Plan (IDP) form will accompany the Institute’s evaluation. IDP Form: http://www.uwlax.edu/hr/IDP/IDP/General.Info.html. IAS personnel will be expected to complete an electronic Individual Development Plan (IDP) and evaluations through Digital Measures based on their Position Description.
IAS are evaluated by the Director of IPSE. Annual IAS faculty review deadlines are determined by the University schedule. IAS must submit an electronic IDP and Digital Measures evaluations showing performance as specified by their contracts and/or career progression guidelines in conjunction with the Institute Director. Academic Staff reviews shall be conducted by the Director of IPSE in the manner outlined in the IPSE Handbook. IAS are evaluated based on their IDP and contractual expectations. The IPSE Director submits a letter reflecting recommendations and areas for improvement and decision to the IAS member and Dean of College of Liberal Studies.

B. Career Progression Policies and procedure guiding career progression for IAS are available at http://www.uwlax.edu/faculty senate/committees/ias/pages/CareerProgression.html. IAS career progression is considered by the Director of IPSE.

D. Career Progression Criteria

i. Teaching An IAS faculty member requesting career progression must: A. be an effective instructor as defined by the Faculty Senate SEI tool and faculty observations. B. develop curricular material to enhance the assigned course(s)
ii. Service An IAS member requesting career progression must provide service at the Institute, College, and/or University levels.
iii. Professional Development
Candidates for career progression would be expected to have current knowledge and skills to perform their assigned duties and improve with consistent effort.

E. Appeal Procedures Annual Review

The same procedures used for ranked faculty appeals in retention and promotion issues will be used for IAS retention and career progression decisions. (See Section V (D)(III) and Section V(E)(III))

IV. Non-Instructional Academic Staff (NIAS)

Non-instructional academic staff (NIAS) do not have teaching responsibilities. NIAS are reviewed annually by the Director of IPSE. NIAS review and retention is based on their specific job description. Review procedures include submitting an electronic IDP and evidence of performance and career goals. NIAS requesting career progression must follow procedures found in (http://www.uwlax.edu/FacultySenate/committees/ias/pages/CareerProgression.html).

V. Ranked Faculty/Staff Responsibilities

The Institute for Professional Studies in Education (IPSE) currently has no ranked faculty lines. When the Institute has ranked faculty lines the following process will be in place.

A. Ranked Faculty (Tenured and Tenure-Track faculty) Responsibilities and Expectations

Faculty responsibilities are referenced in Section IV of the Faculty Senate By-laws entitled "Responsibilities of Institutes, Institute Members, and Institute Chairpersons." A complete set of the by-laws are available on the Senate webpage under "Senate Articles and By-laws" (http://www.uwlax.edu/facultysenate).
1. Responsibilities:
All ranked faculty have work responsibilities determined in consultation with faculty by the Director of IPSE to be consistent with the UW-La Crosse Ranked Faculty Workload Policy, revised 2008 (http://www.uwlax.edu/facultysenate/). Depending on courses needed for a given semester, tenured and tenure-track faculty shall be given priority in teaching graduate course instructional assignments.
a. Teaching - All ranked faculty are expected to engage in instructional activities and advising to support student learning. For retention and promotion, ranked faculty need to demonstrate evidence of improving and developing their teaching. (See Section V for criteria; http://www.uwlax.edu/facultysenate).
b. Scholarship - All ranked faculty are expected to participate in appropriate scholarly activities. For retention and promotion, ranked faculty will need to demonstrate evidence of appropriate scholarship. (See Section V for criteria; http://www.uwlax.edu/facultysenate).
c. Service - All ranked faculty are expected to provide service to the Institute, College, University, and Profession. For retention and promotion, ranked faculty will need to demonstrate evidence of appropriate service. (See Section V for criteria; http://www.uwlax.edu/facultysenate).
2. Faculty Personnel Review:
The Institute will follow the policies regarding retention and tenure described in the Faculty Personnel Rules (UWS 3.06-3.11 and UWL 3.06-3.08; http://www.uwlax.edu/HR/F_Handbook.htm). Tenure/retention decisions will be guided by the criteria established in the Institute by-laws at the time of hire unless a candidate elects to be considered under newer guidelines. The criteria outlined in Section V in these by-laws should be applied to faculty with a contract date after April 2, 2010. The Institute will follow policies guiding part-time appointments for ranked faculty and tenure clock stoppage available on the Human Resources website. The Institute will develop an IPSE PRT Committee.

Retention (procedure, criteria, and appeal)
1) Ranked Faculty under review provide an electronic portfolio related to their teaching, scholarship, and service activities extracted from their date of hire to date of review. Hyperlinked syllabi are required and the candidate may choose to provide additional evidence. Additional materials may be required for Institute review and will be indicated in these by-laws.
2) The Institute will provide the following materials to the Dean: a. Institute letter of recommendation with vote b. Teaching assignment information (TAI) data sheet that summarizes the courses taught, workload data, grade distribution and SEls by individual course and semester (which are only available after completing a full academic year) and Institute comparison SEI datac. Merit evaluation data (if available)
3) The initial review of probationary faculty shall be conducted by the tenured faculty of the Institute of Educational Studies in the manner outlined below. a. All first-year tenure-track faculty will be formally reviewed in the spring of their first year. This is a non-contract review. An Institute letter will be filed with the Dean and HR. Formal reviews resulting in contract decisions will minimally occur for tenure-track faculty in their 2nd, 4th, and 6th years.
a. Retention Procedures
1) Probationary Faculty under review provide an electronic portfolio detailing teaching, scholarship, and service activities extracted from their date of hire to date of review as identified by University policies (See HR http://www.uwlax.edu/hr/current/docs/2008_UW-L_Handbook.pdf). Probationary faculty initial review shall be conducted by the IPSE PRT Committee. Probationary faculty members shall make an oral presentation at the meeting to support his/her record. Retention requires a 2/3 majority vote by the entire IPSE PRT Committee.
2) Annual review materials showing evidence of teaching, scholarship, and service are prepared by each probationary faculty member shall include: a. both Annual and Retention Reports with appropriately hyperlinked documents (no more than 10 links per teaching, scholarship, and service sections) b. narrative statements including short term and long term goals as described in the JPC Guidelines (May 2007, p. 6-11). c. Evidence addressing identified concerns.
3. Retention Criteria
Teaching, scholarship, and service performance must be reviewed for the retention determination. Acceptable performance levels for retention decisions include:
a. Teaching
Teaching is evaluated through peer reviews by tenured faculty, SEI scores, and documentation from the electronic portfolio. Probationary faculty is expected to maintain expertise to effectively perform their teaching assignments. Probationary faculty members are required to provide SEIs for each of their courses each semester. Basic expectations for acceptable performance include:
1) Improving semester SEI fractional medians. Faculty Senate SEI tool must be used. A probationary faculty member is encouraged to also use informal course feedback materials.
2) Listing of courses taught with syllabi (See Appendices for the syllabus outline of required contents.), capstone project supervision and participation.
3) Positive report regarding rapport and interactivity with students and peers.
4) Positive review of teaching
5) Teaching observations will be conducted by a tenured faculty member using the Observation Outline (See Observation Outline) once each fall and spring semester. Probationary faculty may choose one observer each year, on a rotational basis so as not to have the same observer each year of review. The Director of IPSE assigns the second annual observer.
6) Peer review letters or observation notes will be included in the electronic portfolio for consideration by the IPSE PRT Committee.
b. Scholarship
Scholarship is evaluated through evidence of active scholarship activity, including research in progress and research disseminated in peer reviewed outlets. Scholarship considered for retention may consist of:
1) Publications as a. peer-reviewed articles in paper or online journals b. other articles c. book chapters, and/or d. books, including theoretical, qualitative and/or quantitative research projects appropriate to the discipline
2) Peer reviewed presentations to regional, national, and/or international conferences; national and international presentations are more desirable.
3) Grants and other activities that directly support research endeavors.
c. Service
Service is evaluated through documented or explained Institute, college, and university service as well as professional service to organizations such as schools, community groups, and/or professional societies. Probationary faculty must show increasing involvement evidence in all areas of service throughout their probationary period.
d. Retention/Tenure Review Committee
The Retention/Tenure Committee will consist of all tenured members of the Institute. If the department has fewer than three tenured members, the Retention/Tenure Committee will be established by the Dean of the College in consultation with the Institute Director. The Institute will make every effort to ensure that membership of this committee remains constant through each tenure-track faculty member’s probationary period.
4. Retention Appeal—Non-Renewal of Probationary Faculty
The probationary faculty member denied renewal may appeal the decision of the DES PRT Committee according to Faculty Personnel Rules UWS 3.06-3.11 and UWL 3.06-3.08)
5. Tenure Review and Institute Criteria (procedures, criteria, and appeal)
a. Tenure Procedures
1) Tenure decisions are made by the IPSE PRT Committee, considering only activities accomplished since the time of hire at UW-L as outlined in the DES Handbook. Tenure decision requires a 2/3 majority vote by the entire IPSE PRT Committee members. 2) Probationary faculty have the right to declare the tenure meeting open (See s. 19. 85 (1) (b); http://www.uwsa.edu/gc-off/deskbook/woml.htm).
3) The tenure materials prepared for review by the IPSE PRT Committee by the probationary faculty member shall include:
a. An electric portfolio containing evidence of teaching, scholarship, and service as specified below
b. Annual Report and Retention Report with appropriately hyperlinked documents (no more than 10 links per teaching, scholarship, and service sections)
c. Narrative statements including short-term and long term goals as described in the Joint Promotion Committee Guidelines (May 2007, p. 6-11)
d. Review letters from administrators (e.g., Director of IPSE, Dean, Provost)The Institute will provide the following materials to the Dean: 1. DES PRT Committee recommendation letters with vote
2. Teaching assignment information (TAI) data sheet that summarizes the courses taught, workload data, grade distribution and SEIs by individual course and semester and Institute comparison SEI data
3. Merit evaluation data

6. Tenure Criteria Probationary faculty need to perform at acceptable levels in teaching, scholarship, and service to attain tenure. Acceptable performance levels for tenure decisions include:
a. Teaching
Teaching is evaluated through peer reviews by tenured faculty, SEI scores, and documentation from the electronic portfolio. Faculty are expected to maintain expertise to effectively perform their teaching assignments. Faculty are required to provide SEls for each of their courses each semester. Basic expectations for acceptable performance are:
1) Positive semester SEI fractional medians for the majority of semesters at UW-L for the Faculty Senate SEI tool. Probationary faculty members are encouraged to also use informal course evaluation materials.
2) Positive peer reviews and/or demonstration of correction of identified concerns &/or recommendations noted in peer review letters and previous review meetings.
3) Positive report regarding rapport and interactivity with students and peers.
b. Scholarship
Scholarship is evaluated through evidence of an active peer-reviewed dissemination record including publications, presentations, and grant writing. Scholarship considered for tenure may consist of a consistent record of:
1) peer-reviewed articles in paper or online journals, book chapters, and/or books, including theoretical, qualitative and/or quantitative research projects appropriate to the discipline
2) peer-reviewed presentations to regional, national, and/or international conferences; national and international presentations are more desirable
3) research grants and other activities that directly support research endeavors
c. Service
Service is evaluated through evidence of consistent, active participation at all levels of service, including Institute, college, and university. Professional service to organizations, such as schools, community groups, and/or professional societies is encouraged.
d. Tenure Appeal—Non-Renewal of Probationary Faculty Probationary faculty may appeal a tenure denial decision of the IPSE PRT Committee and/or parties to the hearing committee established under UWL 3.08. (Faculty Personnel Rules UWS 3.06-3.11 and UWL 3.06-3.08)
e. Post-Tenure Review
Post-Tenure Review Procedures.
1) Each tenured IPSE faculty member’s activities and performance will be reviewed once within each five-year period in accordance with the mission of the Institute, College and University. The Institute will establish a review cycle for its members and submit this to the College Dean. Each year the College Dean will send to the Institute notification of those faculty members who are subject to review. Tenured IPSE faculty members may appeal the Post-Tenure Review decision as outlined in the UW-L Faculty Personnel Guidelines 6.01 and 6.02 and may appeal Institute decisions to the CGAAF (p. 160, Faculty and Academic Staff Handbook).
7. Promotion IPSE will follow the guidelines and schedules regarding faculty promotion available at http://www.uwlax.edu/hr/promo-resources.htm.
a. Procedures

1) IPSE will only consider activities accomplished since the time of hire at UWL for promotion to Associate Professor. There should be clear evidence that the candidate's work is consistent with promotion criteria established by the University at (http://www.uwlax.edu/hr/promo-resources.htm.), and they have created an academic reputation of at least regional magnitude.
2) For promotion to Full Professor, there should be documented evidence that the candidate brings positive external recognition to the Institute as a regional/national leader in education and/or cross-disciplinary fields. The basic process used for promotion consideration can be found in the UW-L Promotion Guidelines at http://www.uwlax.edu/hr/promo-resources.htm.)
3) Faculty who are eligible for promotion must submit a completed electronic Promotion Report as created using the University system to the DES PRT Committee at least ten days prior to the promotion consideration meeting. In addition to the promotion report, candidates should include the following materials:
a. electronic Promotion Report
b. merit evaluation letters,
c. narrative statement outlining teaching, scholarship, and service,
d. letters from the IPSE PRT Committee, the IPSE Director and/or CLS Dean if applicable.
e. other promotion materials as required by the UW-L Joint Promotion Committee (JPC).

VI. Affiliate FacultyThe Institute for Professional Studies in Education will enlist interested faculty and staff from other departments, Institutes, and programs as Affiliate Faculty of IPSE. Affiliate Faculty may be engaged in a variety of IPSE activities including:
a. New program initiatives.
b. Professional development opportunities.
c. Graduate Faculty Facilitators.
d. External Readers for action research culminating projects.

VII. Student Evaluation of Instruction
a. The Institute will follow the UW-L SEI policy and procedure available on the Faculty Senate webpage (http://www.uwlax.edu/facultysenate).
b. For IAS renewal and career progression, results from the Faculty Senate approved SEI questions are required for retention and career progression in the form of:
(1) the single motivation item and
(2) the composite SEI consisting of the 5 common questions. These numbers will be reported using the Teaching Assignment Information (TAI) form. The Institute will add both the motivation item and the composite SEI fractional median for each course. In addition, the candidate's overall fractional median for the term on both the single motivational item and the composite SEI are reported. Finally, the Institute adds the Institute fractional median for both the single motivational item and the composite, the minimum and maximum composite SEI for the Institute, and the candidate’s rank in SEI scores relative to all Institute graduate faculty facilitators for that term. c. Ranked Faculty - SEI results from the Faculty Senate approved SEI questions are required for retention, tenure, and promotion in the form of:
(1) the single motivation item and
(2) the composite SEI consisting of the 5 common questions. These numbers will be reported using the Teaching Assignment Information (TAI) form. The Institute will add both the motivation item and the composite SEI fractional median for each course. In addition, the candidate's overall fractional median for the term on both the single motivational item and the composite SEI are reported. Finally, the Institute adds the Institute fractional median for both the single motivational item and the composite, the minimum and maximum composite SEI for the Institute, and the candidate’s rank in SEI scores relative to all Institute ranked faculty (tenure-track or tenured) for that term (e.g., 3 of 15).

VIII. Merit Evaluation (Annual Review)

A. Merit Evaluation Process and Criteria

The results of merit reviews for all graduate faculty facilitators (IAS) and ranked faculty, who have completed at least one academic year at UW-L, are due to the College Dean on December 15 annually. Merit reviews reflect activities during the prior academic year ending June 1. The Director of IPSE is responsible for determining merit decisions and monetary awards. The Director of IPSE uses a rubric to determine merit rankings. Graduate faculty facilitators (IAS) and ranked faculty must submit an electronic Merit Report for the designated time period for merit consideration by November 1. The Director of IPSE forwards their rankings to the Dean of Liberal Studies by December 1. The IPSE PRT Committee informs the faculty members of their individual merit decisions by February 1.

B. Merit Funds Distribution The total Institute merit pool is divided among the ranked faculty and IAS according to the following:

a. The Consumer Price Index (CPI) reported in previous April. If the amount of the merit raise is greater than the CPI, dollars are distributed across the board at the CPI level and the remainder is distributed based on meritorious level.
b. If the CPI is greater than the percentage of raise, the merit dollars are distributed equally based on the percentage of the CPI.

C. Appeal Procedures

Graduate faculty facilitators (IAS) and ranked Faculty members may appeal a merit decision to the Director of IPSE (See the IPSE Handbook).
Faculty Personnel Review The Institute will follow the policies regarding retention and tenure described in the Faculty Personnel Rules (UWS 3.06-3.11 and UWL 3.06-3.08; http://www.uwlax.edu/HR/F_Handbook.htm). Tenure/retention decisions will be guided by the criteria established in the Institute by-laws at the time of hire unless a candidate elects to be considered under newer guidelines. The criteria outlined in Section V in these by-laws should be applied to faculty with a contract date after April 2, 2010. The Institute will follow policies guiding part-time appointments for ranked faculty and tenure clock stoppage available on the Human Resources website. The Institute will develop an IPSE PRT Committee.

IX. Governance

A. Director of IPSE The Director of the Institute for Professional Studies in Education is hired with 1.0 FTE administrative responsibilities. The Institute will adhere to the selection and duties of the Director that are delineated in Human Resources.

1. Rights and Responsibilities of the Director of the Institute for Professional Studies in Education
e. Rights i. The Director of IPSE will have a University Services Program Associate (USPA). ii. The Director of IPSE represents the Institute’s voice in all matters to the administration.
b. Responsibilities
The Director of the Institute for Professional Studies in Education is responsible for all aspects of the Institute for Professional Studies in Education. The Director reports to Dean of the College of Liberal Studies. The Director oversees development and delivery of program curriculum, academic instruction, IRB process, academic assessment, and final approval of action research papers for graduate students seeking a master’s degree. The Director is responsible for direct supervision of program faculty and staff including: i.e., Assistant to the Director-Administrative Specialist, University Services Program Associate, Facilitator Development and Support Specialists (FDSS), and Graduate Faculty Facilitators (GFF); The Director participates in and oversees all program operations including: strategic planning, development of new initiatives, preparation and reporting to CLS, School of Education (SOE) and Higher Learning Commission (HLC), program budget, program marketing, staffing, and recruitment. The Director ensures that all programs within the function in accordance with policies and procedures as required by UW-L, the Office of Graduate Studies, Wisconsin Department of Public Instruction (DPI), and the Higher Learning Commission (HLC). The Director works closely with academic department heads and other administrators throughout UW-L including: the Dean of the College of Liberal Studies, the Provost, the Director of the School of Education, the Chair of the Department of Educational Studies; Vice Chancellor of the Office of Graduate Studies, and Continuing Education and Extension, in planning and assessment of IPSE programs.

B. Administrative Specialist

1. Rights and Responsibilities
a. Rights i. Will supervise student workers
b. Responsibilities
This position provides specialized assistance to the Director of the Institute for Professional Studies in Education. Responsibilities include administering and managing key areas of the Institute for Professional Studies in Education programs and contributing to the development and overall quality of the LC program through ongoing participation in committee work, strategic planning, implementation and assessment of program initiatives, marketing and public relations. This position works closely and consistently with the IPSE Director and Facilitator Development Support Specialists (FDSS) in support of graduate faculty facilitators (GFF) and students within the program. This position also participates directly in the IRB process and coordinates external review of LC graduate research papers. In addition, this position collaborates with the Department of Educational Studies (DES), Office of Graduate Studies, School of Education (SOE), Continuing Education and Extension (CEE), and other departments and programs across UW-L in support of IPSE program operations and development.

C. University Services Program Associate

1. Rights and Responsibilities
a. Rights
i. Will supervise student workers
b. ResponsibilitiesWithin the framework of University System policies and procedures and under the general supervision of the Director of the Institute for Professional Studies in Education, this position coordinates and directs all administrative support for the Institute for Professional Studies in Education. The Institute provides an off-campus weekend Masters program encompassing 16 or more sites statewide and 400-600 enrolled students each semester. Duties of the Coordinator include, but are not restricted to, sites set up, student enrollment, maintenance of multiple databases, facilitator/instructor support, administrative planning, research, financial reporting, payroll and contracts. The Coordinator also directs the work and supervises the performance of student assistants.

D. Facilitator Development and Support Specialist (FDSS)

1. Rights and Responsibilities
a. Rights
b. ResponsibilitiesThis position works with the Institute for Professional Studies in Education director to provide Instructional Academic Staff (IAS), Graduate Faculty Facilitators, Development, IAS Recruitment, Program Development, and Program Assessment. This position supports Learning Community IAS (Graduate Faculty Facilitators) in the field and serves as a direct link between the field personnel/sites and the university. This position also assists in the hiring and directs the training of IAS, Learning Community Graduate Faculty Facilitators. This position is responsible for contributing to the development and quality of the LC program through work with the Administrative Team and other members of the IPSE. This position will be responsible for the areas of Curriculum Development and Assessment, Mentoring and Supporting Facilitators, Recruiting, Hiring and Training Facilitators and Program Development, Event Planning and Program Evaluation, and Assessment. In addition to these duties, the FDSS is expected to facilitate a Learning Community (20% appointment).

E. IAS Graduate Faculty Facilitators

1. Responsibilities
A graduate faculty facilitator (as part of a facilitator team) is responsible for the instructional development, delivery and assessment of the 30-credit Master of Education-Professional Development (ME-PD) Learning Community program. Each semester (4 total) co-facilitators or single facilitators will deliver the core curriculum (an average of 7.5 graduate credits for co-facilitators and 15 credits for single facilitators) in a spiraled and integrated fashion. The core curriculum consists of the following strands: Learning in Community, Educational Research, Best Practices and Pedagogy, Curriculum Development and Assessment, Diversity and Social Issues in Education, Technology in Education and Teacher Leadership. Responsibilities also include a commitment to the program's professional development activities, committee membership, student advising and use of the UW-L online communication tool known as Desire 2 Learn (D2L). In addition, facilitators are expected to support and uphold the ME-PD Learning Community mission, vision, and values, as well as guidelines outlined in the Facilitator Handbook.

X. Standing Institute Committees

All committees shall meet during the first month of the academic year to elect officers and set regular meeting times. All committees will be run according to the Professional Learning Community commitments as described by DuFour, DuFour, Eaker, and Karhanek (2004). Each committee is made up of the IPSE Administrative Team with a .50 FTE. Individual committee membership elects a chair and recorder. A quorum is 50% of committee membership. A majority vote is required for all motion approval. Committee business will be conducted at weekly IPSE Administrative Team meetings. Standing committees include the following:
A. Admissions
B. Appeals
C. Assessment
D. Audit
E. Curriculum
F. MarketingG. Promotion, Retention and Tenure (PRT)

A. Admissions Committee

The ISPE admissions committee work deals with the admission processes of all Institute teacher education programs.
The duties of the Admissions Committee include:
a. developing, reviewing, and revising admission criteria and procedures
b. providing faculty and candidates with information regarding the criteria and process for applicant reviews.
c. reviewing application materials and making admission decisions
d. working with the Director of IPSE in providing appropriate responses to applicants who are denied admission.
e. developing and coordinating a process for making scholarship recommendations as appropriate.

B. Appeals Committee

The Committee should also include a representative from the College of Liberal Studies. Appeals handled by this committee include all final course grade, undergraduate program admission denial, and graduate program dismissal. (See IPSE Handbook).

C. Assessment Committee The Assessment Committee oversees all aspects of academic assessment for IPSE including assessment for academic advising, program curriculum assessment, and program assessment. The duties of the Assessment Committee include:

a. creating, implementing, and maintaining assessment tools for documenting advising and curriculum effectiveness for IPSE programs, the Higher Learning Commission (HLC), Academic Program Reviews (APR), Biennial Assessments, and all other internal and external assessments.
b. communicating with other School of Education academic staff to coordinate assessment efforts as required by the Department of Public Instruction (DPI).

D. Audit Committee The Audit Committee oversees regular review of IPSE policies, procedures and by-laws. The duties of the Audit Committee include:

a. creating, implementing, and maintaining a cycle for auditing Institute policies, procedures, and by-laws.
b. carrying out procedures for making necessary changes warranted by an audit.

E. Curriculum Committee The Curriculum Committee oversees the Institute curricular process. The duties of the Curriculum Committee include:

a. receiving, reviewing, and approving individual course and program overview LX forms for all Institute programs.
b. receiving and reviewing umbrella LX forms and providing content recommendations.
c. periodically reviewing existing courses and catalog language for revision or elimination.

F. Marketing Committee is comprised of the IPSE Administrative team and the Marketing Intern.

The duties of the Marketing Committee include:
a. Assist in the development of new sites for IPSE.
b. Assist in the development marketing strategies for IPSE.c. Assist in the implementation of marketing strategies for IPSE.

G. Promotion, Retention and Tenure (PRT) Committee is comprised of all IPSE tenured faculty members with more than a 50% teaching workload in the Institute. IPSE does not have any tenure-track faculty at this time. The Institute Director is not eligible to serve as PRT Chair. Duties of the PRT Committee include:

a. developing procedures consistent with those of UWS and UW-L for purposes of conducting promotion, retention and tenure reviews of tenure-track faculty and IAS.
b. providing faculty with information regarding the criteria employed in decisions relative to promotion, retention, tenure, and merit.
c. making recommendations to the Institute Director on promotion, retention, tenure, and merit.
d. developing policies consistent with those of the university for purposes of post-tenure review
e. providing a five-year post-tenure review cycle for submission to the CLS dean.
f. developing and implementing merit procedures

D. Adhoc Committees The Institute Director may create temporary committees to accomplish the work of the Institute not covered by standing committees.

E. Institute Programmatic Assessment Plan See the Assessment Committee above.

F. Additional Institute Policies Sick leave. Institute members will account for sick leave in adherence to the current UW System Guidelines (http://www.uwsa.edu/hr/benefits/leave/sick.htm. Vacation. For unclassified staff, 12-month employees garner vacation time, 9-month employees do not.

XI. Search and Screen Procedures The Institute will follow hiring procedures prescribed by the university's Office of Human Resources (HR) in conjunction with AAOD and UW System and WI state regulations.

A. Instructional Academic Staff (IAS) Pool Search
The Institute for Professional Studies in Education (IPSE) implements an approved HR hiring process outlined in the IPSE Handbook. Hiring policy and procedures are found at http://www.uwlax.edu/hr/instr.acst.POOL.search.htm. IAS Pool searches are established to develop a pool of candidates with skills needed to teach various programs and courses that might be hired on a semester basis as IAS. (See IPSE Handbook for procedures). The Director of IPSE appoints the committee.

B. Non-Instructional Academic Staff (NIAS) For NIAS positions search and screen committees are comprised of academic staff with at least .50 FTE who are affiliated with IPSE. The committee will be established by the Director of IPSE. (See IPSE Handbook for procedures.)

XII. Student Responsibilities and Rights
A. Expectations, Responsibilities, and Academic Misconduct Academic and nonacademic misconduct policy referenced: http://www.uwlax.edu/StudentLife/uws14.html; http://www.uwlax.edu/StudentLife/uws17.html. Students should follow academic regulations and student conduct described in Undergraduate and Graduate Catalogs and UWL Student Handbook. As a part of a professional program, students within the Institute should conduct themselves in a professional manner. (See the IPSE Student Handbook for expectations, responsibilities, and misconduct.)

B. Complaint, Grievance, and Appeal Procedures If a student has a complaint, grievance, or appeal, the student must go to the direct source of that complaint. If the complaint/grievance cannot be resolved, then the policies and procedures described in UWL Student Handbook and Undergraduate and Graduate Catalogs should be followed. If the complaint cannot be mutually resolved, the student and/or the faculty member may seek further resolution through university procedures. Students should refer to Policies of Student Grievance, Grade, and Anti-Hazing in UWL Student Handbook (http://www.uwlax.eclu/StudentLife/policies.htm) regarding complaint, grievance, and appeal procedures. Specific information on appeal procedures may be found in the Undergraduate and Graduate Catalogs (http://www.uvvlax.eduirecords/Catalogs.htm) and UWS/UWL grievance procedures (http://www.uwlax.edu/facultysenate/bylaws.html; http://www.uwlax.edu/HR/rules/Fac.htm; http://www.uwlax.edu/HR/rules/AcSt.htm).

E. Changes of By-laws
Institute by-laws may be amended by a ¾ vote of the Institute voting membership.