The following policy in no way abridges the right of a student under Title 14 of the Student Code to appeal unresolved disputes to the appropriate academic appeals board. This policy also appears in the Faculty Handbook, section 4.17.
It is the policy of the University of Oklahoma that all who provide instruction at the university be proficient in English language communication, so that they may adequately instruct students. OU has established procedures to ensure that instructors have this proficiency through the English Training and Certification Services program.
In addition, a student who believes that an instructor is not sufficiently proficient in English communication may file a written formal complaint with the provost. The identity of the complainant(s) will remain confidential. Anonymous complaints will not be accepted.
The provost will notify the instructor, the chair or director of the academic unit in which the instructor is employed, and the dean of the Graduate College that a complaint has been received. If, after consulting with the college and department, the provost determines that a formal inquiry is necessary, he/she shall appoint an independent evaluator to evaluate the instructor in a fair manner, with due process. The evaluator may visit the class of the instructor named in the complaint, interview the instructor, interview students, or engage in such other activities as necessary to evaluate the English communication capacity of the instructor.
The evaluator will provide the provost with a written report of his/her findings as to the English proficiency of the instructor and make recommendations of actions that should be taken. The provost will notify the complainant(s), the instructor, the chair or director of the academic unit, and the dean of the findings as to the validity of the complaint. In the event that the instructor is found not to be sufficiently proficient in English, the provost will specify actions to be taken by the instructor and/or the academic unit. Such actions may include but are not limited to: (1) reassignment of the instructor to other duties; (2) re-evaluation of the instructor for purposes of hiring, tenure, promotion, salary, or other personnel decisions; (3) appropriate remedial measures to assist the instructor in improving his/her English capacity; and (4) appropriate remedies for the affected students.