Graduate Faculty Status
Graduate study at UNC involves the graduate student studying under the direction of a qualified member of the graduate faculty or faculty member appointed as a Graduate Lecturer. Graduate faculty are appointed by the University President after being recommended by the academic unit, the academic dean, the Graduate Council, and the Graduate Dean. Graduate Lecturer is a status for persons with specific expertise who are allowed to teach a specific course or courses at the graduate level and/or act in other limited graduate program responsibilities.
Graduate Lecturers are appointed by the Graduate Dean after being recommended by the academic unit and academic dean. The form to use to apply for Graduate Faculty or Graduate Lecturer status can be found by clicking this link for Graduate Forms and must be completed before a graduate course is taught.
Americans with Disabilities Act (ADA)
The Disability Support Services' (DSS) partners with students, faculty and staff to create an accessible university community, where students with disabilities can fully participate in all of the educational environment's opportunities. Should any faculty -- teaching at the main campus, at any of the three centers, or through UNC Online -- have questions about the student disability accommodation and services provided by DSS, please contact DSS or refer students to DSS. DSS serves students both on campus and at a distance:
Campus Box 139
Greeley, CO 80639
Phone: 970-351-2289 (Voice, TTY)
Monday - Friday 8:00 am - 5:00 pm
The University of Northern Colorado is an Affirmative Action/Equal Opportunity employer that is committed to a culturally diverse staff, faculty and student body. The university will not engage in unlawful discrimination in employment or educational services against any person because of race, religion, gender, age, national origin, disability, veteran status, sexual orientation or political affiliation. Such affirmative action shall include, but not be limited to, the following: employment, upgrading, demotion or transfer, recruitment or recruitment advertising; layoff, retirement, or termination; rates of pay or other forms of compensation; selection for training, including apprenticeship. Furthermore, the University will post, in conspicuous places, notice setting forth the provisions of this University's Equal Opportunity Policy.
Human Resources Services is responsible for implementation of affirmative action, programs, and coordination of Title VI and VII of the Civil Rights act of 1964, Title IX of the Education Amendments of 1973, the Vietnam Era Veteran's Readjustment Act of 1974, and Section 504 of the May 9, 2006 Act of 1990. For more information about these provisions, about issues of equity or fairness, or about claims of discrimination contact the UNC AA/EEO/Title IX Officer:
Human Resource Services
University of Northern Colorado
Campus Box 54, Carter Hall 2002
Greeley, CO 80639
Also, Equal Opportunity Disclosure Section 3-6-103 in the University Regulations document can be found by clicking the link above. Complaint forms can be accessed and downloaded on Human Resources website:
FERPA (Family Educational Rights and Privacy Act)
The Family Educational Rights and Privacy Act (FERPA) (U.S. Department of Education, 20 U.S.C. § 1232g; 34 CFR Part 99) is a Federal law that protects the privacy of student education records. The law applies to all schools that receive funds under an applicable program of the U.S. Department of Education.
FERPA gives parents certain rights with respect to their children's education records. These rights transfer to the student when he or she reaches the age of 18 or attends a school beyond the high school level. Students to whom the rights have transferred are "eligible students."
Parents or eligible students have the right to inspect and review the student's education re-cords maintained by the school. Schools are not required to provide copies of records unless, for reasons such as great distance, it is impossible for parents or eligible students to review the records. Schools may charge a fee for copies.
Parents or eligible students have the right to request that a school correct records which they believe to be inaccurate or misleading. If the school decides not to amend the record, the parent or eligible student then has the right to a formal hearing. After the hearing, if the school still decides not to amend the record, the parent or eligible student has the right to place a statement with the record setting forth his or her view about the contested information.
Generally, schools must have written permission from the parent or eligible student in order to release any information from a student's education record. However, FERPA allows schools to disclose those records, without consent, to the following parties or under the following conditions (34 CFR § 99.31):
- School officials with legitimate educational interest
- Other schools to which a student is transferring
- Specified officials for audit or evaluation purposes
- Appropriate parties in connection with financial aid to a student
- Organizations conducting certain studies for or on behalf of the school
- Accrediting organizations
- To comply with a judicial order or lawfully issued subpoena
- Appropriate officials in cases of health and safety emergencies
- State and local authorities, within a juvenile justice system, pursuant to specific State law.
Schools may disclose, without consent, "directory" information such as a student's name, address, telephone number, date and place of birth, honors and awards, and dates of attendance. However, schools must tell parents and eligible students about directory information and allow parents and eligible students a reasonable amount of time to request that the school not disclose directory information about them. Schools must notify parents and eligible students annually of their rights under FERPA. The actual means of notification (special letter, inclusion in a PTA bulletin, student handbook, or newspaper article) is left to the discretion of each school.
More information is available by phone: 1-800-USA-LEARN (1-800-872-5327) (voice). Individuals who use TDD may call 1-800-437-0833. The most current in-formation on FERPA is available through the U.S. Department of Education.
Family Policy Compliance Office
U.S. Department of Education
400 Maryland Avenue, SW
Washington, D.C. 20202-8520
The list of classes you will be teaching is available online through the Ursa portal. For technical assistance, please contact the TSC at (970) 351-HELP (4357), via email, or visit the Technical Support Center in person.
Access and Accomodations
Providing access and accommodations to individuals with disabilities is a campus-wide responsibility. When faculty, student, and DSS make a collaborative decision concerning any academic accommodation, the student is more successful. Remember: each disability is different, each student with a disability is different, and each level of evaluation is different.
The purpose of the accommodations is to allow the student to demonstrate his or her knowledge of the subject matter rather than measure the disability. The purpose is not to lower program and/or class standards.
The following statement must be put in all syllabi:
"Any student requesting disability accommodation for this class must inform the instructor, giving appropriate notice. Students are encouraged to contact Disability Support Services at (970) 351-2289 to certify documentation of disability and to ensure appropriate accommodations are implemented in a timely manner."
All members of the University of Northern Colorado community are entrusted with the responsibility to uphold and promote five fundamental values: Honesty, Trust, Respect, Fairness, and Responsibility. These core elements foster an atmosphere, inside and outside of the classroom, which serves as a foundation and guides the University of Northern Colorado community’s academic, professional, and personal growth. Endorsement of these core elements by students, faculty, staff, administration, and trustees strengthens the integrity and value of our academic climate.
It is a violation of University Policy to discriminate in the provision of educational or employment opportunities, benefits, or privileges, to create discriminatory work or academic conditions, or to use discriminatory evaluative standards in employment or educational set-tings if the basis of that discriminatory treatment is, in whole or part, the person's race, religion, gender, age, national origin, disability, veteran status, sexual orientation, or political affiliation.
It is the policy of the Board of Trustees of the University to maintain the University as a place of work, study, and residence, free of sexual harassment and exploitation of its students, faculty, staff, and administrators. Sexual harassment is defined as set forth in 2-2-201(1)(B). Notwithstanding the foregoing, the definitions of discrimination and sexual harassment shall not include conduct, discourse, materials or methodologies which serve legitimate education purposes and are protected by the accepted tenets of academic freedom, the first amendment, or are otherwise constitutionally protected. Violation of this policy is absolutely prohibited on the campus or in relationship to any university programs wherever located. The University is committed to take appropriate action against those who violate the University’s policy prohibiting sexual harassment, including corrective and disciplinary action. In addition, the University will take all reasonable steps to prevent or eliminate sexual harassment by non-employees, including customers, clients, and suppliers who are likely to have contact with University students, faculty or employees.
The University prohibits sexual harassment by any faculty, student, staff, invitee, or agent of the University. The University adheres to the Equal Employment Opportunity Commission's definition of sexual harassment as modified for the University setting. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
- submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, living conditions and/or an academic evaluation;
- submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting such individual; or
- such conduct has the purpose or effect of unreasonably interfering with an individual's work or academic performance or creating an intimidating, hostile, or offensive working or educational environment.