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"Private outside employment" refers to both private consulting activities and other remunerative outside activities of faculty members. "Consulting activity" is defined as professional work performed outside University auspices that is substantively related to a faculty member's area of expertise and duties at the University. "Outside activities" refers to employment or business activities (other than personal and private financial transactions) designed to enhance the income or wealth of the faculty member but not directly related to his/her area of expertise as a faculty member. Professional employment by the University clearly presumes a commitment of time and effort considerably beyond simply fulfilling such scheduled duties as meeting classes. Excessive involvement in private, outside employment of any kind must by definition have detrimental effects upon the performance of professional duties. Such lowered performance levels, by necessity, affect decisions regarding tenure, promotion and salary.
1. Consulting activities can contribute to the professional development and stature of the faculty member, and thus may benefit the University as well as the faculty member, so long as such activities are kept within reasonable bounds. Therefore, the University encourages consulting activities, provided that they present no conflicts of interest and do not diminish the quantity and quality of professional services rendered to the University as part of the faculty member's normal duties and responsibilities. The primary safeguard is the requirement that the faculty member secure advance approval for consulting activities from the department chair, school director and dean. Department chairs, school directors and deans shall evaluate the merits of each request to consult to ensure that the activity is beneficial to the University in that no conflicts of interest exist, no conflict with University duties or responsibilities is present and the total amount of consulting by the faculty member is not excessive. Guidelines developed by the dean of each college for use in this evaluation shall be provided to the faculty after review by the Provost or designee to ensure consistency with this policy.
2. Outside activities are not viewed as beneficial to the University and are not encouraged. If engaged in, they must pose no conflict of interest or result in any lessened contribution by the faculty member to the University. The outside activities of part-time as well as full-time faculty members must not in any way impinge upon the duties and responsibilities of the faculty member to the University.
3. Use of University facilities and equipment is not permitted for outside activities in any instance, and shall only be used in the furtherance of consulting activities when: a) such facilities and equipment are not available commercially; and, b) approval in advance has been secured from the Assistant to the President.
4. Reporting requirements for any proposed consulting that is to occur during the faculty member's period of employment must have written preapproval. Faculty on nine-month appointments need not complete this form for consulting that is to occur during the period in which they are not employed by the University. Faculty are not required to secure advance approval for outside activities, but should be prepared to disclose the nature and extent of such activities to their department chair, school director and dean if a possibility of conflict tof interest or impingement upon the proper performance of duties arises.
The electronic version of Red Form is now available for use. Instructors may create and activate evaluations for use by students. Only those evaluations activated by instructors will be visible to students, so students should contact their instructors to learn when evaluation forms will be available. If you have any difficulty accessing the application, please contact ITHELP@clemson.edu or Wickes Westcott via email or phone, 864-656-0585.
See a direct link to the instructor interface for the evaluations here. Faculty can access the course evaluation system in MyCLE by clicking on the "Employees" tab. There will be a module labeled Student Assessment of Instructors.
Dual career families are common among faculty. This presents both challenges and opportunities. Universities with clearly articulated dual career hiring programs can overcome the challenges and become highly competitive for attracting talented individuals. The purpose of this document is to enhance dual career hiring success in those cases where both individuals being hired are seeking faculty positions within the University. It includes guiding principles, a plan for resource flow that can enable dual career hires and recommended procedures for the vetting of candidates. It was developed by Clemson administrators and faculty with guidance from models of dual career hiring practices at peer institutions.
Faculty = all regular and special ranks including tenured and non-tenured appointments.
Initial faculty recruit = an individual being recruited for a regular or special rank faculty position.
Dual faculty recruit = an individual who has knowledge, skills and/or abilities that can satisfy additional needs at the university, and who is a partner or spouse of an “initial faculty recruit."
Asking and receiving department = the asking department is hiring the initial faculty recruit; the receiving department is being asked to consider a dual faculty recruit. Asking and receiving units can be one and the same, or different departments in the same college or different college.
(Note: In all steps below, close coordination among deans, department chairs, HR, and the provost’s office is expected.)