School of Business

Subject: Remote Faculty Guidelines

Date: 15 August 2022

Introduction

As our university continues to evolve, we recognize the value that flexible remote work arrangements
can provide for both faculty and students. At the same time, we must uphold academic and institutional
standards of excellence. This document outlines the key expectations for faculty members approved for
remote work on a case-by-case basis. It is meant to promote transparency as well as accountability on
teaching, scholarship, service and engagement. While not an entitlement or benefit that will necessarily
continue semester after semester, remote work enables valuable talent recruitment and retention if
implemented thoughtfully. We hope this document creates a framework for faculty to understand the
responsibilities and requirements to perform effectively in a remote environment.

Teaching Expectations:

- Teach the same average courseload as on-campus faculty in their department. Courses should be a mix
of introductory and advanced.

- Hold regular virtual office hours for students using video conferencing technology. Total office hours
should be equivalent to standard on-campus requirements. Office hours cannot be asynchronous.
Remote faculty should make themselves available to meet with the students who drop in, on Zoom / MS
Teams. In order to ensure privacy, please enable the waiting room feature.

- Use online teaching platforms and tools effectively to engage students and enable active learning
during lectures/discussions. Adhere to campus policies for online instruction.

- If your class is online-synchronous, you must use live virtual meetings on Zoom / Teams at the
scheduled times. Asynchronous instruction on Canvas is not acceptable.

- Submit course syllabi on time and ensure they meet university guidelines.

- Proctor exams fairly using authorized virtual proctoring tools as needed.

- Achieve student evaluation scores comparable to departmental average.

Scholarship Expectations

- Maintain an active research agenda leading to publication and presentation of scholarship at a rate
consistent with department standards.

- Apply for internal and external research funding at rate similar to department peers.

- When presenting research, clearly reflect university affiliation.

Service Expectations
- Attend monthly video conference departmental meetings.

- Participate actively in virtual departmental committees and initiatives.

- Contribute to special projects that require on-campus presence at least twice per semester. You will be
given at least 2 weeks’ advance notice. The university will not be responsible for your expenses related
to such visits. Please use the Visitor parking locations as you arrive.

- Serve as advisor and mentor to both remote (mandatory) on-campus students (as per requirements, by
means of virtual interactions).

- Represent the university professionally when interacting with academic communities/societies.

General Expectations

- Be responsive to email, phone, and live virtual meeting requests from administration, faculty, and
students within 48 working hours. While remote faculty will have access to most of the technology tools
and technologies typically provided for on-campus faculty, the university will not be able to guarantee
these. Also, the university will not be able to pay for expenses incurred by remote faculty in these
matters (such as internet and mobile subscriptions, personal phones and laptops, for instance).

- Maintain flexible work hours to accommodate overlap with the main campus time zone.

- Submit annual self-evaluations on time reflecting on teaching, research, and service requirements.

- Remember that the remote work option is a special consideration granted on a case-by-case basis for
short terms. There is no expectation that this benefit will continue in the future. If circumstances change,
faculty members currently given the remote work option may be called back for on-campus, in-person
work.

Conclusion

This remote work document requires good faith efforts on behalf of both the faculty member and the
institution. Open communication will best enable it to suit departmental needs and individual situations.
Should the arrangements fail to meet the outlined teaching, research, and service expectations or
require too much on-campus presence, we reserve the right to require a return to fully in-person work.
Faculty with questions or concerns about these guidelines should speak to their department chair. As
institutional and technological landscapes continue advancing, we anticipate updating this document to
reflect best practices and new innovations. For now, we look forward to productive partnerships with
faculty members approved for remote work.

Dr. Babu George

Professor and Interim Deam