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Download Clemson University Intellectual Property Policy Approved by Executive Leadership Team – November 21, 2016
"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.
See complete policy here: Faculty Consulting Policy
Clemson uses an electronic web-based course evaluation system. 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 the Office of Institutional Research.
Click here for a direct link to the instructor interface for the evaluations. Faculty can also access the course evaluation system in Canvas in the Resources Section.
For a quick reference guide, click here.
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.)