| University Policies on Sponsored Research Use section links below for navigation |
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Section I: Introduction Section II: Basic Understandings with Regard to the Conduct of Sponsored Research Section III: Guidelines with Regard to the Consideration of Proposals For Sponsored Research Section IV: Outside Interests and Commitments That May Arise in Sponsored Research Section V: Outside Employment
Section VI: Full-time Employment
Section VII: Responding to Allegations of Scientific Misconduct Section VIII: Summer Salary from Grants |
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The New School for Social Research is deeply committed to free inquiry and expression among all members of the University community. The Policy on the Free Exchange of Ideas, adopted by the Board of Trustees on January 21, 1987, states this commitment: "A university in any meaningful sense of the term is compromised without unhindered exchange of ideas, however unpopular, and without the assurance that both the presentation and confrontation of ideas takes place freely and without coercion. In this context and because of its distinctive, educational role as a forum for public debate, the University has deep concern for preserving and securing the conditions which permit the free exchange of ideas to flourish." The free and open exchange of ideas is fundamental to the University's two principal missions: the education of its students and the conduct of research and other activities that lead to the discovery, dissemination, and application of knowledge. In both teaching and research, it is essential that faculty members be guided by the highest standards of scholarship and free inquiry. Their choices of what to teach or study, their research and publication, should not be influenced by considerations external to the curricula in which they teach, or to their scholarly and intellectual concerns. The possibility that decisions relating to research may be susceptible to external influence is of particular concern to the University. Many opportunities exist to obtain financial support for research projects from outside organizations or agencies. Organizations providing support may wish to define a scholar's research agenda or influence a scholar's conclusions in ways that conflict with the scholar's own judgment. Research that is shaped by an outside organization's wishes may corrupt the research, as well as limit or distort the opportunities available to students to acquire the skills of a researcher. In order to maintain the integrity of the research and teaching enterprise, this policy is intended to clarify the understandings and expectations of the University whenever the sponsorship of external agencies, organizations or individuals (whether or not organized for profit), is proposed for a research project to be carried out by a member of the University community. Basic Understandings with Regard to the Conduct of Sponsored Research
Guidelines with Regard to the Consideration of Proposals for Sponsored Research
Outside Interests and Commitments That May Arise in Sponsored Research
Source: Handbook for Full-time Faculty, Handbook for Part-time Faculty University Policy on Outside Employment of Full-time Faculty Members Adopted April 19, 1985 Preamble By accepting a full-time appointment in the University, a member of the faculty assumes primary responsibility for the thorough, efficient and earnest performance of the duties of his/her office. Assignments to full-time members of the faculty are made on the assumption of full-time service to the University. Full-time faculty members are expected to devote their major energies to teaching, to research or its equivalent, to student counseling and advising, to service on committees of the department, the School and the University, and, in general, to related activities at the University. This implies a limit on outside activities, especially those that involve the rendering of service for extra compensation. Outside professional interests and employment, whether gainful or not, must not interfere with the faculty member's primary commitment and obligation to the University. Teaching Service at Other Institutions As a matter of University policy, full-time members of the faculty are expected to teach only at the University during the period of their regular teaching assignments. The taking on of a regular teaching assignment in another educational institution during this period is therefore discouraged and any such assignment must be duly approved in advance by the appropriate Dean and by the Provost. Other Outside Employment and/or Professional Activities The University recognizes that a faculty member should be actively engaged in outside professional activities and that such activities are of great value to both the faculty member and the University. However, outside interests or employment, including outside consulting work, undertaken by a full-time faculty member during the period of his/her regular teaching assignment should be limited to no more than an average commitment of one day per week. In no event, however, should the faculty member accept a regular and continuing position with significant responsibilities for the management of an outside enterprise, should he/she become a regular and continuing employee of any outside organization, either part-time or full-time, or should he/she accept any outside position that may tend to create a conflict of interest with the faculty member's position at the University. In addition, such activities should be related to the faculty member's primary obligation and should reinforce his/her professional standing. A full-time faculty member is expected to keep his/her department chairperson and the Dean informed of the general nature and extent of the faculty member's outside professional activities and continuing commitments and to consult withthe chairperson and the Dean concerning any significant new outside professional activities and continuing commitments. Responsibility for Adherence to the Policy Responsibility for the propriety of arrangements in which multiple and possibly conflicting interests exist rests with the full-time faculty member. It is the responsibility of the departmental chairperson and the Deans of various divisions to protect the interest of the University in the full-time service of its full-time faculty. Implementation of the Policy This policy shall be effective immediately. This policy is meant to establish a minimal standard for the conduct of outside activities by members of the full-time faculty at each of the divisions of the University. Any Dean may implement more stringent standards in his/her division after consultation with and approval by the Provost of the University. Source: Handbook for Full-time Faculty General Advisory on Full-time Employment, Adopted May 2, 1991 This advisory concerns the University's basic standard for faculty andadministrators who have full-time positions at the University. Both faculty and administrators who are invited to join the collegial enterprise of the University on a full-time basis are expected to make a professional commitment to dedicate themselves to the pursuit of the University's mission and purposes. In the course of fulfilling their responsibilities, members of the University may perform a variety of tasks in addition to the responsibilities ordinarily required by their positions. Fundamentally, the nature of work in an educational community requires the talent and flexibility to participate in a variety of activities. The range of tasks and activities enhances the University environment and provides beneficial experiences to individual careers. Consequently, the general principle is that additional compensation will not be offered for work undertaken on behalf of the University which extends beyond the usual activities in which faculty or administrators are engaged. This general advisory describes the application of the general principle, as stated above, for faculty and for administrators as follows: Faculty The full-time faculty are compensated on the basis of an academic year — that is, from the start of the fall term to the conclusion of the spring term. Full-time faculty who are engaged in research supported by outside grants may choose to work an additional 1/9, 2/9 or 3/9's beyond the academic year schedule, as stipulated in the University's Policy on Summer Salary from Grants (March 8, 1990, attachment A). Full-time faculty who choose to teach in summer programs at the University are compensated separately for that activity as they would be for 1/9, 2/9 or 3/9's participation in research supported by outside grants. Since full-time faculty are expected to devote their full-time service to the University, a limit has been established for any outside activities in the University Policy on Outside Employment of Full-time Faculty Members (April 19, 1985). Additional teaching, beyond the normal teaching load established in the academic division for the academic year, in order to earn paid leave, is explicitly discouraged. Academic leaves are available to all faculty, so that overloads should not be necessary. (Details are given in the University Policy on Academic Leaves, July 9, 1987). Administrators Full-time administrators are expected to devote all their professional time to their full-time positions at the University. Administrative responsibilities generally require complete attention and the flexibility to undertake a variety of tasks (as described earlier in this General Advisory) in pursuit of the University's mission and purposes. Administrators work on a twelve-month schedule, not on the academic year schedule, so it is assumed that they will be at the University during most of the summer months. From time to time, administrators who have relevant academic training or experience may be invited to teach a course in one of the University's academic programs. This opportunity is one of the special privileges of working at a University. Administrators who wish to teach should do so only after consulting with their supervisors. No compensation will be offered for this opportunity. Administrators who teach must, at the same time, continue to fulfill all the responsibilities of their administrative positions. The general expectation is that full-time administrators will not engage in outside work, such as teaching at other universities or consulting for other institutions, since such activities are likely to detract from their full-time commitment to the New School. Volunteer activities in professional organizations or in organizations related to higher education in general are encouraged. If such activities impinge upon the full-time commitment to the University, the administrator should discuss them with the supervisor to decide how they can best be accommodated. (Other volunteer activities, unrelated to University work, which do not impinge upon the administrator's professional work commitment, are not the concern of this advisory.) Implementation of the General Advisory Questions about new ventures should be forwarded to the Provost. Such questions should be asked prior to agreement on any arrangements that would be an exception to this general advisory. Source: Handbook for Full-time Faculty Ownership of Equipment Purchased from Grant Funds Awarded to Faculty Members Adopted on October 12, 1989 This statement is to clarify the policy of the New School for Social Research with respect to purchases of equipment by faculty members who have received grant funds from an external agency, whether from a public agency (of the state or federal government) or from a private foundation. In any case where the University has reviewed and approved the proposal for an external grant, submitted the proposal on behalf of the grantee and administered the grant, equipment purchased from the grant funds is the property of the University. The University will also be involved in reviewing and expediting the equipment purchases through its established procedures for such purchases. All equipment purchased on grant funds should be included in the University's inventory of equipment. The faculty member shall then have the use of the equipment purchased with external grant funds during the duration of the grant. The faculty member may ordinarily continue to have use of the equipment after the completion of the grant, upon consultation with and approval of the Dean and the Provost. If the faculty member leaves the New School (and, for example, accepts an appointment at another institution), the equipment purchased while the faculty member was at the New School remains with the New School as its property, and is at its disposal. In certain cases, it may be appropriate, with the approval of the Vice President for Administration and Finance, to negotiate the transfer of equipment to the ownership of a faculty member who is leaving the University. There may be exceptions to this general policy — such as when a grant is made directly to an individual, and the University has not sponsored, reviewed or administered the grant. Such grants are typically given as fellowships or stipends to the individual. The individual then may expend these funds without University review or other involvement. The faculty member must consult with the Dean of his or her academic division when the grant is being written and approved about any exceptions to this general policy. Source: Handbook for Full-time Faculty Handbook for Part-Time Faculty Policy for Responding to Allegations of Scientific Misconduct, Adopted March 8, 1990, Revised March 4, 1998 New School University has adopted the following policies in compliance with the Code of Federal Regulations, 42 CFR Part 50, Subpart A. The University Research Committee (hereafter "Committee") shall be understood for the purposes of these policies to include the General Counsel, Assistant Provost, Chair of the University Research Committee, and duly appointed faculty members of New School University (hereafter “University”). The University Research Committee will maintain an impartial process for receipt of allegations of scientific misconduct and for initiating inquiry into each allegation. Subject to Part 50, the Committee will complete each inquiry within sixty(60) calendar days from receipt of allegation, including preparation of a written report. The Committee will maintain detailed documentation of an inquiry for at least three (3) years, which, upon request, will be provided to authorized personnel of the Department of Health and Human Services. The Committee will initiate an investigation within thirty (30) calendar days of the completion of an inquiry, if findings from that inquiry provide sufficient basis for conducting an investigation. Subject to Part 50, the Committee will complete an investigation within one hundred twenty days (120) calendar days. The Committee will select impartial experts to conduct inquiries and investigations. The Committee will take due precautions against real or apparent conflicts of interest in an inquiry or an investigation. The Committee will afford the affected individual(s) confidential treatment to the maximum extent possible, a prompt and thorough investigation, and an opportunity to comment on allegations and findings of the inquiry and/or the investigation. The Committee will notify the U.S. Public Health Service's Office of Research Integrity that an investigation will be conducted. The Committee will give notification to Office of Research Integrity within twenty-four (24) hours of obtaining a reasonable indication of possible criminal violations. The Committee will prepare and maintain the documentation to substantiate an investigation's findings for at least three (3) years after the U.S. Public Health Service acceptance of the final report. The Executive Vice President and the Controller will work with the Committee in taking appropriate interim administrative actions to protect Federal funds and to ensure that the purposes of the Federal financial assistance are being carried out. The Committee will promptly advise the Office of Research Integrity of any developments during the course of the investigation which disclose facts that may affect current or potential Department of Health and Human Services funding for the individual(s) under investigation or that the U.S. Public Health Service needs to know to ensure appropriate use of Federal funds and otherwise protect the public interest. The Committee will work with the administrative officers of the University in making efforts to restore the reputations of persons alleged to have engaged in misconduct when allegations are not confirmed. The Committee with the administrative officers of the University will protect, to the maximum extent possible, the positions and reputations of those persons who, in good faith, make allegations of scientific misconduct, and those against whom allegations are not confirmed. The administrative officers of the University, after consultation with the Committee, will impose appropriate sanctions on individuals when the allegation of misconduct has been substantiated. The Committee will notify the Office of Research Integrity of the final outcome of the investigation with a written report that thoroughly documents the investigative process and findings. The Provost will inform the University's scientific and administrative staff of the policies and procedures and the importance of compliance with those policies and procedures. Source: Handbook for Full-time Faculty Policy on Summer Salary from Grants Adopted March 8, 1990 Summer salary policy for the New School will permit 1/9, 2/9's or 3/9's as written into the grant proposal by a faculty member as is appropriate to the grant. The following conditions should also be met:
The faculty member should be able to demonstrate to the Provost that the request, whether for 1/9, 2/9's or 3/9's summer salary is appropriate to the amount of work that will be done on the grant during the summer months. In the case of 3/9's summer salary it will be important to be able to demonstrate that the work is of sufficient extent and complexity to require three complete months' work. The Provost should consult with the faculty member, the Dean and the Development Office in making this decision. The faculty member is expected to report the request for summer salary in grant proposals submitted by other institutions. Such requests must also be reviewed by the Provost to assure that they are in conformity with the University's summer salary policy. Source: Handbook for Full-time Faculty
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