Resolution on Principles for Year-Round, Off-Campus, and Weekend Operations (YOWO)-superseded by REVISED YOWO Resolution

Resolution Number: RS00-169
January, 2000

REVISED Resolution on Principles for Year-Round, Off-Campus, and Weekend Operations (YOWO)


At its meeting of August 18, 2000, the Summer Academic Senate unanimously approved the following revised resolution on principles for year-round, off-campus, and weekend operations (YOWO). This supersedes the resolution passed by the Academic Senate on May 9, 2000:

The San Francisco State University Academic Senate adopts the following principles for year-round, off-campus, and weekend operations (YOWO) and invites the President to join in endorsing them.


Alternative times and places for curriculum delivery are necessary, inevitable, and often positive. However, it is vital that the faculty and administration agree to certain principles before embarking on new ways of operating.



The mission of San Francisco State University is to create and maintain an environment for learning that promotes respect for and appreciation of scholarship, freedom, human diversity, and the cultural mosaic of the City of San Francisco and the Bay Area; to promote excellence in instruction and intellectual accomplishment; and to provide broadly accessible higher education for residents of the region and state, as well as the nation and world.

As San Francisco State University attempts to reach an increasing number of students in a variety of new ways, the Academic Senate reaffirms its commitment to fulfilling the campus mission.

The SFSU Academic Senate recognizes the need to move forward and be flexible. We have developed these principles to ensure that our history of quality education, shared governance, and faculty autonomy is preserved. The Senate recognizes that as the campus learns more about what does and does not work, some of these principles will become obsolete and/or specific policy will need to be developed.

A. General Principles


Change is inevitable and often positive; thus, YOWO should be attempted

and evaluated as necessary and appropriate.


Regardless of the time and place of curriculum delivery, the integrity

of the curriculum shall be maintained.

B. Curricular and Campus Issues


Faculty and administration should work together to determine which programs

and courses best adapt to YOWO, but should recognize that YOWO is not

appropriate for all courses or programs and that no program should be

penalized for not participating.


All services that are normally available to faculty, students, and staff

shall be provided as appropriate. YOWO is not free of cost and will require

additional staff and resources. Sufficient funding shall be provided to

support any and all additional costs entailed in YOWO.


Appropriate academic environment and standards shall be maintained for



YOWO shall not hinder campus community service and other outreach programs

that use campus facilities (e.g. summer bridge programs).

C. Student Issues


The curriculum shall be structured in accord with campus policy, and

students shall receive adequate notification when YOWO is required.


Every effort shall be made to ensure that commensurate funding shall

be provided to cover any additional financial aid necessary for students

to participate in YOWO.

D. Personnel Issues


Faculty shall not be required to teach in the summer or year-round. Whether

or not faculty choose to teach year-round, they shall not be adversely

affected in the RTP process.


The university shall make every effort to ensure that faculty, department

chairs, program directors, staff, and other employees, who as a result

of YOWO agree to work beyond their normal workload, shall receive proportionate

compensation, including all benefits.


YOWO shall not adversely affect normal operating procedures (e.g., HRTP,

program review). Governance structures (e.g., senate) and personnel and

academic processes (e.g., HRTP, service on committees) must be adjusted

in order to facilitate YOWO and to accommodate persons who are involved

in YOWO.


The university shall make every effort to ensure that lecturers' eligibility

for benefits is not adversely affected, whether or not lecturers are involved

in YOWO.


Faculty and staff working conditions and benefits shall be governed by

their respective Collective Bargaining Agreements.