Committed to the highest standards of moral and ethical behavior, employees are expected to report known or suspected fraudulent or dishonest conduct. Employees reporting known or suspected fraudulent or dishonest conduct in good faith must feel safe and protected from retaliation. Employees found to have been making frivolous claims under this policy will be subject to disciplinary action. The purpose of this policy statement is to provide a formal protocol for communication among relevant parties.

Pacific University will investigate any possible fraudulent or dishonest conduct, including misuse of University resources or property by faculty, staff or students. Anyone found to have engaged in fraudulent or dishonest conduct is subject to disciplinary action by the University up to and including dismissal or expulsion, and civil or criminal prosecution when warranted.

All members of the University community are encouraged to report possible fraudulent or dishonest conduct. An employee should report his or her concerns to their manager. Managers are required to report suspected fraudulent or dishonest conduct to the Vice President of Finance and Administration. If for any reason an employee finds it difficult to report his or her concern to a manager, the employee can report it directly to the Vice President of Finance and Administration (VPFA), the Director of Human Resources, or the University Controller/Assistant VPFA.

Fraudulent or dishonest conduct may include criminal acts, subject to prosecution under the law. The university must safeguard its assets and reputation and protect its funds from theft and misappropriation. This policy provides information on the proper procedures that should be followed to report known or suspected fraudulent or dishonest conduct. These procedures have been developed to achieve confidentiality and consistency. In addition, this policy establishes a central collection point for reporting all known or suspected fraudulent or dishonest conduct so that financial and system controls can be thoroughly and consistently reviewed, evaluated and modified in order to prevent similar irregularities in the future.

See policy for more information. 

Contact Information

Office of the President, 503-352-2123, president@pacificu.edu

Finance and Administration, 503-352-2258

Human Resources, hraccount@pacificu.edu

Grounded in the core theme of educating for student success, Individual Development Plans intend to guide graduate and postdoctoral students in their professional development and career planning.

Graduate students and post-doctoral researchers supported by funding from the National Institutes of Health (NIH) are required to develop Individual Development Plans (IDP). Required progress reports submitted to the NIH must include a copy of the University’s IDP policy, a description of whether the university uses IDPs, and how IDPs are used to assist in the career development of graduate students and postdoctoral researchers supported by NIH.  

Pacific University encourages graduate students and postdoctoral researchers to create and use IDPs to formulate academic and career goals and facilitate conversations with faculty advisors and mentors. All graduate students and postdoctoral researchers supported by NIH funding are required to have an IDP. The Office of Scholarship and Sponsored Projects offers graduate students, postdoctoral researchers, faculty advisors and mentors information on IDP resources, including templates and online resources.

PUNet ID required to review policy.

The policies and procedures of the Pacific University Institutional Review Board (IRB) describe the day-to-day operations of the IRB, as required by the Code of Federal Regulations (CFR), Title 45 Part 46 (45 CFR 46), Title 21 Part 56 (21 CFR 56), and Title 21 Part 50 (21 CFR 50). The IRB is constituted for the purpose of ensuring the ethical conduct of research regarding human subjects (or any data or biological materials derived from human subjects) and protecting the rights of such research subjects.