The University of Washington has established standards for conduct and expectations for appropriate behavior.

The Faculty Code sets forth expectations for behavior and methods for resolving allegations of misconduct. 

Professionalism

Professionalism is considered in performance reviews, salary adjustments and promotion to successive ranks in the department.

Expectations include the following:

  • Treats colleagues, trainees, patients, staff, and others with respect and fairness
  • Committed to honesty and transparency and encourages trust in all interactions
  • Works effectively as a team member who is accountable to others, addresses unprofessional behavior, and is considered fair
  • Understands own limitations and is willing to accept feedback and make needed corrections
  • Manages conflicts of interest and demonstrates an ethical commitment to the profession and the University
  • Sensitive and respectful of diversity including other’s culture, age, gender, and disabilities
  • Maintains patient confidentiality, timely completion of notes and evaluations, and accurate professional fee billing
  • Contributes to a culture of safety, including encouraging others to express concerns
  • Unbiased acquisition, evaluation, and reporting of scientific information and adherence to University research regulations and principles of authorship
  • Excellent citizenship that may include serving on committees, attending divisional/departmental activities/conferences or supporting the academic mission in other ways

Data stewardship

Data stewardship is your responsibility to protect data (electronic or paper) that you use or access.

Scholarly integrity

Senior faculty, principal investigators, and others in positions of responsibility for the conduct of research are expected to exercise reasonable supervision of those under their direction to ensure the integrity of the research being conducted.

Resolving complaints

The University of Washington encourages prompt resolution of complaints about the behavior of its employees. You may seek resolution assistance regarding behaviors that include, but are not restricted to:

  • Harassing, discriminatory or threatening behavior
  • Violation of University policy
  • Mistreatment of members of the public

Options for resolving complaints

  1. Local resolution
    Have a discussion with your supervisor, administrator or a Human Resources Consultant (HRC).
  2. Ombud
    The Office of the Ombud is a neutral third party, working within existing University policies to address and resolve disagreements informally.
  3. University Complaint Investigation and Resolution Office (UCIRO)
    UCIRO investigates complaints of misconduct. The investigation may be requested by anyone. UCIRO will evaluate each complaint to see if an investigation is warranted. If possible they provide a resolution within 60 days. For more information, visit the Office of Risk Management, UCIRO FAQs page

Safe Campus

Preventing violence is a shared responsibility in which everyone at the UW plays a part. The SafeCampus website provides information on counseling and safety resources, University policies, and violence reporting requirements that help us maintain a safe personal, work, and learning environment.