process addresses mandatory subjects of bargaining and other aspects of the terms and conditions of employment that the parties agree to bargain.
PREFACE
HISTORY
Central Washington University (CWU) faculty first created a “Faculty Code of Personnel and Policy” during the 1946-1947 academic year, which was subsequently approved by the faculty, President, and BOT. The Code approved an 11-member Faculty Council that in 1962 became the Faculty Senate (Senate). With the approval of a CBA in 2006, the BOT approved an Interim Faculty Code and charged a group with equal representation from the Senate and the administration to create a new Faculty Code reflecting the conditions of the post-Collective Bargaining Agreement (CBA) environment. What follows is the result of that collaboration.
SHARED GOVERNANCE
Constituents: President, BOT, students, faculty, staff, alumni, and community members.
Shared governance is both an iterative planning process and a collaborative culture in which relevant constituents of CWU commit themselves to being partners in aligning their priorities to accomplish the mission of CWU. Shared governance functions through an organizational structure that fosters active collaboration, transparency, accountability, understanding, acceptance of compromise, mutual respect, and trust.
For effective shared governance, we, as a university, must strive to improve our commitment, culture, collaboration, accountability, and transparency.
Commitment in shared governance consists, not only of written statements of support for shared governance, but also the creation and maintenance of mechanisms to allow for the allocation of time and resources to effectively carry out shared governance.
Our informal, collective network of attitudes, behaviors, and assumptions comprise our culture. Improvements in culture come from a commitment from university constituents to jointly consider difficult issues and to jointly develop strategic directions. Faculty should be a critical
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