Faculty Employment, Procedures & Regulations
FACULTY PROCEDURES AND REGULATIONS
1. Types of employment.
1.1. Regular.
Employment is on a nine-month or a twelve-month basis. Compensation is semi-monthly. The
first regular pay period falls on or about August 31. For nine-month appointments, the last regular
pay period falls on or about May 15. The President, Vice President for Academic Affairs, the Deans
and librarians are on twelve-month contracts. The workload for these employees is 37 1/2 hours per
week as defined by the State.
1.1.1. Faculty Workload.
Each faculty member’s workload consists of teaching or librarianship, scholarship and
service, with the ratio among the three components varying, depending upon the University’s needs.
Faculty workloads shall be consistent with the university’s mission as a teaching institution. The
ratio is normally 60% teaching or librarianship, 20% scholarship, and 20% service.
1.1.2. Faculty Teaching Load.
Teaching loads for nine-month faculty members are determined from two factors: Credit hour
production (CHP) and Contact Hours. A contact hour is defined as one hour of classroom teaching.
Teaching loads for each faculty member are determined by the College Dean.
CHP requirements for each college are set annually by the Vice President for Academic Affairs
in consultation with each college dean, and the dean of enrollment services.
Although twelve contact hours per semester is the standard teaching load, contact hour loads
may vary from nine (9) to fifteen (15) contact hours.
In order to be available to meet and advise students, the Deans shall establish office hour
policies with their faculty members.
Faculty members will not receive compensation for tutoring students in any course for which
they are empowered to grant credit or over which they have any authority.
Faculty members who must be absent from their classes or from attendance at obligatory
University functions for causes other than sickness will submit a request to be absent from campus
to the Department Chair/Dean of the Library and Instructional Services for approval.
1.2. Part-Time.
Employment is on a semester basis, and the extent of the duties and responsibilities is
limited.
1.3. Summer.
Summer appointments are not included in the regular academic year contract. Compensation for
summer school employment is established by the President in consultation with the Faculty Senate.
Appointments are made in early spring following completion of the summer school schedule. Every
effort is made to provide a summer appointment for those faculty members who wish it. However, such
appointments are not assured, nor are faculty members required to teach in the summer. Each college
establishes its policy for summer appointments.
According to the State Human Resources Regulations Manual 19-706.04.C.5b faculty may earn a
maximum of forty percent (40%) of their annualized salary during the summer.
www.state.sc.us/ohr/hrregulations/hrregulation.htm
1.4. Employment Outside of the University.
Before accepting additional employment outside the University, a Lander University faculty
member holding a full-time appointment is required to obtain written permission from the Vice
President for Academic Affairs or from the President. If such employment is to be performed during
a contract period, the faculty member must complete the Request for Permission to Accept Outside
Employment Form. The form must be approved by the Vice President for Academic Affairs. Such
approval must be renewed at the beginning of each academic year and is subject to existing State
policies.
2. Faculty Appointments.
2.1. General Conditions for Appointment.
The conditions of every appointment to the Lander faculty will be stated in a written
contract. The contract will specify the type of appointment, rank, salary, degree status (including
a statement whether or not the appointee holds the earned terminal degree in the discipline),
duties, credit towards tenure/promotion, and the earliest dates for consideration for tenure and
promotion. Three years of credit is the maximum allowed towards tenure/promotion. The contract will
be signed by the President of Lander University or the Vice President for Academic Affairs and the
faculty member, with a copy of the contract being given to the faculty member and Dean. Any
subsequent extensions or modifications of an existing contract must be made in writing.
The academic credentials required by Lander University for faculty appointments are those
published in The Principles of Accreditation, which have been established by the University’s
accrediting agency, the Southern Association of Colleges and Schools. The guidelines are as
follows:
• “Faculty teaching general education courses at the undergraduate level: doctor’s or master’s
degree in the teaching discipline or master’s degree with a concentration in the teaching
discipline (a minimum of 18 graduate semester hours in the teaching discipline).”
• “Faculty teaching baccalaureate courses: doctor’s or master’s degree with a concentration
in the teaching discipline (minimum of 18 graduate semester hours in the teaching discipline). At
least 25 percent of the discipline course hours in each undergraduate major are taught by faculty
members holding the terminal degree, usually the earned doctorate, in the discipline.”
• “Faculty teaching graduate and post-baccalaureate course work: earned doctorate/terminal
degree in the teaching discipline or a related discipline.”
2.2. How Faculty Rank is Established at the Time of Initial
Appointment.
2.2.1. Instructor.
To be appointed at the rank of Instructor, the candidate must either
a. Hold the masters degree in the discipline without prior teaching experience, or
b. Have completed all course work towards the terminal degree in the discipline without prior
teaching experience.
2.2.2. Assistant Professor.
To be appointed at the rank of Assistant Professor the candidate must either
a. Hold the earned terminal degree in the discipline with little or no teaching experience;
or
b. Hold the master’s degree in the discipline with at least one year of full-time teaching
experience at the collegiate level; or
c. Hold the master’s degree in the discipline with relevant experience.
2.2.3. Associate Professor.
To be appointed at the rank of Associate Professor the candidate must
a. Hold the earned terminal degree in the discipline with significant teaching experience; or
b. Hold at least the masters degree in the discipline with relevant experience; or
c. Have held the rank of Associate Professor at a regionally accredited university or
college.
2.2.4. Professor.
Appointment at the rank of Professor will be made by the President or the Board of Trustees
in consultation with the Chair of the Faculty Senate, the tenured faculty members from the
college/library to which the appointment is being made, and the Vice President for Academic
Affairs.
2.2.5 Library Faculty
2.2.5.1. Assistant Librarian.
To be appointed at the rank of Assistant Librarian, the candidate must hold the earned
terminal degree in the discipline with little or no experience;
2.2.5.2. Associate Librarian.
To be appointed at the rank of Associate Librarian, the candidate must
a. Hold the earned terminal degree in the discipline with significant experience; or
b. Have held the rank of Associate Librarian at a regionally accredited university or
college.
2.2.5.3. Librarian.
Appointment at the rank of Librarian will be made by the President or the Board of Trustees
in consultation with the Chair of the Faculty Senate, the tenured faculty members from the library
and the Vice President for Academic Affairs.
2.3. Non-Tenure-Track Appointments.
2.3.1. Adjunct Appointments.
The prefix “adjunct” in a title is used for faculty members whose primary employment may be
other than at Lander University. This title is conferred upon the recommendation of the Dean to the
Vice President for Academic Affairs and with the approval of the President. Adjunct appointments
are for a period of one year or less. Reappointment is at the discretion of the University and
successive reappointments do not confer tenure or other continuing employment status. Faculty
members with adjunct appointments are non-voting faculty members.
2.3.2. Part-Time Appointments.
Part-time appointments originate in the college/library and are approved according to
University policy. These appointments are made for limited service to the University and are
normally issued on a semester-by-semester basis.
Part-time faculty members must be available to assist students at times clearly specified in
their course syllabi. Part-time library faculty must be available to assist students at times
determined by the Dean in consultation with the library faculty member. Reappointment is at the
discretion of the University. Successive reappointments do not confer tenure or other continuing
employment status. Faculty members with part-time appointments are non-voting faculty members.
2.3.3. Continuing Non-Tenure-Track Appointments.
These are renewable contracts unless so described in the faculty member’s contract.
Reappointment is at the discretion of the University. Successive reappointments do not confer
tenure or other continuing employment status. The number of continuing non-tenure-track faculty in
a department should not exceed twenty percent of the full-time faculty.
The primary responsibilities of these appointees are teaching, advising, and university
service. The primary responsibilities of librarians are library duties, bibliographic/information
literacy instruction, advising, and university service. In order to be considered for promotion,
these appointees are expected to meet the professional development criteria established by the
University and their respective college and department.
These appointees are evaluated annually for reappointment under the same guidelines governing
tenure-track faculty. The criteria for reappointment may be different from tenure-track faculty;
however, criteria for promotion will be the same as for tenure-track appointments.
2.4. Tenure-Track Appointments.
Tenure-track appointments are probationary appointments for a defined period of time, which
may be renewed annually, based on performance and the needs of the University.
Recommendations for probationary appointments at the rank of Instructor, Assistant Professor,
and Associate Professor originate within a college. Recommendations for probationary appointments
at the rank of Assistant Librarian and Associate Librarian originate within the library.
Recruitment of tenure-track faculty is conducted according to procedures established by the
Office of Academic Affairs (need link).
Through the University’s faculty mentoring program, each Dean will make the criteria for
reappointment known to the new faculty member. Effective teaching or librarianship is regarded as
the primary criterion for reappointment at Lander University. Other criteria include, but are not
limited to, student advising, research, publications, committee work, participation in professional
organizations, and University and community service. Additional performance criteria, more
appropriate to a given discipline, may be generated by academic departments/library. Such criteria
must be approved by the department’s faculty and Dean prior to their implementation.
2.5. Appointments with Tenure.
An appointment with tenure means an appointment without limit of time. Upon recommendation of
the President, who will have consulted with the members of the appropriate departments and tenured
members of the appropriate college, the Board of Trustees may confer tenure upon newly appointed
senior University officials and Deans. The President will communicate his or her decision, in
writing, to the Faculty Senate. Otherwise, a faculty member must complete the process described in
Section
IV.8.
2.6. Emeritus Faculty.
Emeritus Faculty: The title “Professor Emeritus” may be conferred on any faculty member at
the time of retirement from Lander University provided the faculty member so honored will have
served Lander University for at least ten years and been nominated and approved through the
following process:
Nomination: A faculty member can be nominated for Emeritus status by his/her chair or dean.
Approval: Approval of the nomination begins with a simple majority vote of the nominee’s
department, followed by recommendation of the dean, provost, and approval by the president.
Benefits: Emeritus faculty will be granted the following benefits:
• Plaque recognizing one’s emeritus status, with the cost borne by the department
• Faculty emeritus ID card
• Continued use of lander.edu e-mail account
• Free Tuition for classes taken for credit in accordance with the following State Statute,
Section 59-111-320 of the Code of Laws of South Carolina, 1976, as amended, authorizes
state-supported-colleges, universities and technical schools to permit South Carolina residents at
least 60 years of age to attend classes on a space-available basis without payment of tuition,
provided the applicant meets admission requirements and other standards of the institution.
• The following benefits same as per active faculty:
o Access to campus events
o Access to PEES Center and pool
o Bookstore discount
o One (1) free ticket to GLPA events
o Use of the library
o Use of lab and office space if available
o Web space on the university server
o Parking sticker allowing campus parking
o Receipt of all publications sent to active faculty
o Lander University business cards, provided by the department
3. Documents used in the Evaluation of Faculty.
The following documents are used in conjunction with the evaluation of faculty members. The
originals of these files are kept in the Office of Academic Affairs. Copies are also maintained in
the Dean’s office.
• Initial Faculty Development Plan;
• Faculty Performance Report;
• The results of student evaluations (except for library faculty);
• Peer evaluations; and
• Annual Evaluation by the Dean
3.1. Initial Faculty Development Plan.
First-year, full-time faculty members will develop an Initial Faculty Development Plan (IFDP)
by January 15, to be reviewed in February at the annual evaluation by the Dean.
An outline of what should be included in this plan is provided on the IFDP form. The faculty
member will submit copies of this plan to the Dean for approval. The Initial Faculty Development
Plan will be placed in the faculty member's Evaluation File in the Dean’s Office and the Office of
Academic Affairs.
3.2. Faculty Performance Report.
By April 1 of each academic year (February 1 for first-year appointees), all faculty members
will submit a Faculty Performance Report (FPR) to their Dean. This form provides for the listing of
the current distribution of workload and professional development activities related to effective
teaching or librarianship, scholarship, academic advising, and University or community service, as
well as new or revised professional development goals. This update will be used by the Dean in the
annual evaluation between April 1 and May 15 (in February for first-year appointees) of each
academic year. Following the faculty member’s evaluation, the Dean will forward a copy of the FPR
to the Vice President for Academic Affairs for inclusion in the faculty member's Evaluation File in
the Office of Academic Affairs.
3.3. Student Evaluations.
Each course taught by a faculty member will be evaluated at least once annually. The method
and criteria for student evaluations must be approved by the college faculty and Dean.
The faculty member will not be present in the classroom during the evaluation.
A transcript of student comments and results of the evaluations used in the review will be
given to the faculty member during their annual evaluation by the Dean, but only after final grades
have been turned in to the Registrar’s Office. No original student evaluations will be returned to
the faculty member. The original evaluation forms will be retained by the Dean for one calendar
year. The Dean will forward a copy, including student comments, to the Vice President for Academic
Affairs for inclusion in the faculty member's Evaluation File. In the case of evaluation of Deans
as teachers, the Vice President for Academic Affairs will follow the same procedures as above,
except that the student evaluations will be delivered to the Office of Academic Affairs.
The faculty member may file a written statement in response to the results of the student
evaluations. The faculty member may use this forum to explain, clarify, or dispute the evaluation
results. This statement will be attached to the copy of the results retained by the Dean and the
Vice President for Academic Affairs.
3.4. Peer Evaluations.
Probationary and temporary faculty members will be evaluated by peers annually. Tenured
faculty members will be evaluated by peers every six years in a formal post-tenure review, and in
any year during which the faculty member applies for promotion. All peer evaluators must be
full-time faculty members at Lander University, should be tenured, and should be members of the
faculty member's department or college if there are insufficient department evaluators. For the
six-year post-tenure review, one peer evaluator must be from outside the faculty member's college.
All peer evaluators will be selected by the Dean in consultation with the faculty member. Peer
evaluators for Deans will be selected by the Vice President for Academic Affairs in consultation
with the Dean.
Two peer evaluators will each visit the faculty member's class at least twice and each will
write a letter of evaluation addressing effective teaching or librarianship (which includes library
duties, advising, and bibliographic/information literacy instruction), scholarship, and service to
the University, the profession, and/or the community. Copies of the peer evaluators' letters will
be sent by April 1 to the faculty member, the Dean, and the Vice President for Academic Affairs to
be placed in the Evaluation File. Peer evaluations for Deans will be sent directly to the Vice
President for Academic Affairs. In the case of first-year faculty members, the schedule may be
modified by the Dean. In years of tenure or promotion decisions, the letters will be due no later
than November 1.
3.5. Dean’s Annual Evaluation of Faculty.
The Dean will schedule an evaluation meeting with the faculty member between April 1 and May
15 (in February for first-year appointees). This evaluation must promote self-improvement and
assess and judge performance. The Dean will provide, by May 15, written copies of the completed
evaluation to the faculty member and the Vice President for Academic Affairs for inclusion in the
Evaluation File.
The faculty member may place in the Evaluation File a written statement in response to the
Dean’s annual evaluation. The faculty member may use this forum to explain, clarify, or dispute the
evaluation results. The deadline for this response is September 1. The faculty member will send the
response to the Vice President for Academic Affairs, who will place the response in the faculty
member’s evaluation file. The faculty member will also send a copy of the response to the Dean.
This annual evaluation will be taken into consideration when the Dean recommends salary
increases.
4. Files Used in Faculty Evaluations.
The following files are used in the evaluation of faculty members. The originals of these
files are kept in the Office of Academic Affairs. Copies are also maintained in the Dean’s office.
• Personnel File
• Evaluation File
• Tenure and Promotion File
• Ancillary File
4.1. Personnel File.
This file contains the original letters of recommendation, employment application,
transcripts, and contracts. The faculty member, the President, the Vice President for Academic
Affairs, the faculty member’s Dean, and the staff members within the Office of Academic Affairs
have access to this file. Faculty members may not see the original letters of recommendation if
they have waived the right to do so.
4.2. Evaluation File.
This file contains the faculty member's most recent vita, evaluations by the Dean, the
Initial Faculty Development Plan, annual Faculty Performance Reports, the results of official
student evaluations (except for library faculty), all letters of evaluation written by peer
evaluators, the faculty member's response(s) to any items in the Evaluation File, and any other
documents which the faculty member judges to be important. The faculty member, the President, the
Vice President for Academic Affairs, the faculty member's Dean, the University Tenure and Promotion
Committee (only when the faculty member is under consideration for tenure and/or promotion), and
the staff members within the Office of Academic Affairs have access to this file.
4.3. Tenure and Promotion Files.
These are temporary files, which are created by the candidate when a change in status is
being considered. When a faculty member stands for promotion and tenure simultaneously, these files
will be one and the same.
These files will be kept in the Dean’s Office until transferred to the Office of Academic
Affairs. While the files are in the Dean’s office, the candidate, the Dean, and the College Tenure
and Promotion Committee will have access to them. When the college’s review is completed, the Dean
will submit the files to the Office of Academic Affairs, but no later than December 15. Once the
files have been placed in the Office of Academic Affairs, the candidate, the President, the Vice
President for Academic Affairs, the University Tenure and Promotion Committee, the candidate's
Dean, and the Academic Affairs staff will have access to them.
The candidate may respond to any item in the file and the response will be placed in it. At
this time, the file contains only the documents outlined in the review processes for tenure and or
promotion. No materials may be removed from the Tenure and Promotion File.
4.4. Ancillary File.
This is a temporary file that may be created by the candidate, the Dean, or the Vice
President for Academic Affairs. It contains any pertinent documents not included in the Tenure and
Promotion File. It is kept with the Tenure and Promotion File and is made available, at each stage
of the process, to those persons then authorized to review the file.
Anyone sending an item to the Dean or the Vice President for Academic Affairs for inclusion
in the Ancillary File must also send a copy to the candidate. Items from persons other than the
candidate must be placed in the Ancillary File by October 1 and the contributor must be clearly
identified. An item in the Ancillary File may be removed prior to the completion of the
tenure/promotion process only by the person(s) who submitted it. The candidate may respond to any
item(s) in the Ancillary File and the response will also be placed in the file. No items may be
placed in the Ancillary File after October 15.
Items in the Ancillary File will be returned to the candidate after the review and appeals
processes have been completed, but no later than June 1.
5. Annual Evaluation Procedures and Policies for Faculty.
5.1 General Guidelines.
In order to achieve the stated purpose of Lander University and to maintain high professional
standards, all faculty members will be evaluated annually. This evaluation must promote
self-improvement and assess and judge performance. The purpose of this evaluation is to improve
faculty performance, the educational programs, and to assist the University in making reappointment
decisions.
Tenure-track and non-tenure-track faculty members who have received notice of nonrenewal will
not participate in the annual evaluation process.
When the Dean meets with a faculty member to review the annual evaluation, copies of the
evaluation documents will be given to the faculty member, which excludes student evaluations. As
required by the State’s Commission on Higher Education, only a summary of the outcomes and
transcriptions of comments from student evaluations will be given to the faculty member.
By May 15, the Dean will forward copies of all annual evaluation documents to the Vice
President for Academic Affairs for inclusion in the faculty member's Evaluation File.
The faculty member may submit a written statement in response to the annual evaluation, with
a copy being sent to the Dean and to the Vice President for Academic Affairs. The faculty member
may use this forum to explain, clarify, or dispute the evaluation results. The deadline for this
response is September 1. The response will be filed in the faculty member’s Evaluation File, which
is maintained in the Office of Academic Affairs.
Threat of nonrenewal will not be used to restrain faculty members in the exercise of academic
freedom. If the University chooses not to renew a part-time, continuing non-tenure track or
probationary tenure-track appointment, a reason does not need to be given. The only requirement for
the University is to give notice of nonrenewal on or before the dates specified herein.
5.2. Procedures for Part-Time Faculty.
Part-time faculty members will be evaluated by at least one peer in at least one class per
semester during their first four semesters of employment and at least once every third semester
thereafter. Additionally, part-time faculty members (except part-time library faculty members) will
conduct student evaluations in all classes according to the established college policy.
5.3. Procedures for Tenure-Track and Non-Tenure-Track
Faculty.
5.3.1. The Dean will activate the Department Reappointment
Committee, which consists of all full-time tenured members within the candidate’s department, with
the exception of the Dean. If the number of tenured faculty members in the candidate’s department
is fewer than three, additional tenured faculty members from within the University shall be
selected by the Dean, in consultation with the department chair and the candidate. The Dean will
call the first meeting.
5.3.2. The Department Reappointment Committee will meet and
elect a Chair from among its members, who will not be the Dean. The Dean will attend meetings and
participate in discussions, unless the discussion relates to his or her candidacy for
reappointment.
The committee will review all previous years' Faculty Performance Reports, faculty
evaluations by the Dean, peer letters, student evaluations, and Department Reappointment Committee
recommendations for the faculty member. The committee will deliberate and vote for or against the
reappointment of the faculty member. If the Committee’s recommendation is unanimous, a written
recommendation for or against reappointment (but without reasons being given), including the number
of votes for and the
number of votes against, will be forwarded by the committee chair to the Dean. If there is a
simple majority vote for or against reappointment, the written recommendation to the Dean will list
the concerns of the committee.
5.3.3. The Dean will review the pertinent documents and the
recommendation of the committee. The Dean will submit a written recommendation on reappointment to
the Vice President for Academic Affairs (VPAA).
If the Dean’s recommendation is negative no reasons will be given. If there is a simple
majority recommendation from the committee for reappointment and the Dean concurs with the
recommendation, the Dean will
• Include the concerns in the recommendation to the VPAA and
• Work with the Department Reappointment Committee to develop a plan, which should enable the
faculty member to address and resolve the concerns expressed by the committee and Dean prior to the
next annual evaluation.
5.3.4. The VPAA will then make a recommendation to the
President. In case of conflicting recommendations, the President will consult with the Department
Reappointment Committee, the Dean, and the VPAA prior to making a decision.
5.3.5. Deadlines for First-Year Probationary Tenure-Track and Non -
Tenure-Track Faculty.
5.3.5.1. Probationary and non-tenure track faculty members
who are appointed in the fall will be evaluated twice during their first year.
Between October 1 and November 1, first year appointees will meet with the Dean for an
initial evaluation to discuss the faculty member's progress and performance.
The second evaluation will be the annual Dean’s evaluation, which will take place in
February. The faculty member will be notified in writing by March 1, of the decision on
reappointment for a second year.
5.3.5.2. For first-year faculty members whose initial
appointment is in the spring semester, the decision for reappointment will be made during April.
The faculty member will be notified in writing of the decision for reappointment for a second year
by May 1.
5.3.6. Deadlines for Second- through Sixth-Year Tenure-Track
and Non- Tenure-Track Faculty.
The faculty member will be given a written notice of the decision on reappointment by May 15.
If the decision is not to reappoint, a terminal contract may be offered for the following year.
5.3.7. Deadlines for the Annual Evaluation of Tenured
Faculty.
Tenured faculty will be evaluated every year by their Dean between April 1 and May 15. A
faculty member who has officially notified the University of retirement or resignation at the end
of the academic year is exempt from participating in the evaluation process for that academic year.
5.3.8. Procedure for Faculty Members Receiving an Overall
Unsatisfactory Rating.
If a faculty member receives an overall rating of 'unsatisfactory' in the annual review, the
Dean will work with the faculty member to develop a written plan designed to restore satisfactory
performance. (The University is committed to providing appropriate assistance to faculty members
needing improvement). The faculty member's progress toward restoring satisfactory performance will
be reflected in future annual evaluations. Failure of the faculty member to make the required
progress toward satisfactory performance may result in initiating the termination process as
outlined in Section IV.11 of the Faculty Handbook.
6. Procedure for Six-Year Post-Tenure Evaluation.
Tenured faculty members will undergo a post-tenure evaluation once every six years. The
initial six-year period will begin the year the faculty member receives tenure. The sixth year
evaluation also serves as the annual evaluation for that year. A faculty member who has officially
notified the University of retirement or resignation at the end of the academic year is exempt from
participating in the evaluation process for that academic year. By September 1, the Vice
President for Academic Affairs will send written notification to the faculty member and the Dean
when a six-year evaluation is to be conducted.
By October 1, the faculty member will create a file that will be made available to the peer
evaluators, the Dean and the Vice President for Academic Affairs. The file will contain the
following items:
• A current vita that covers at least the time period under review;
• All Faculty Performance Reports submitted during the time period under review;
• The college results of all official student evaluations conducted during the time period
under review (except for library faculty);
• Course syllabi for three representative courses taught during the time period under review
(When appropriate, these should include one upper-level major course, one lower-level major course,
and one non-major service course);
• Any evaluation portfolios required by the college/department and created during the time
period under review; and
• Reports detailing work done during sabbaticals or work associated with grant projects
underway during the time period under review. (The format of these reports is left to the
discretion of the faculty member.)
Two peer evaluators will be selected from the full-time Lander University faculty by the Dean
in consultation with the faculty member. One peer should be a member of the faculty member's
discipline; the other peer must be external to the faculty member’s college. The peer evaluators'
letters will be sent to the Dean and the Vice President for Academic Affairs with a copy to the
faculty member by April 1. The Dean will complete the evaluation by April 15, and will forward all
evaluation documents to the Vice President for Academic Affairs, who will complete the evaluation
by May 15.
The Vice President will then schedule a joint interview with the faculty member and the Dean.
The Vice President will prepare a summary evaluation based on the evaluation documents and this
interview. The summary evaluation will be placed in the faculty member's Evaluation File with a
copy sent to the faculty member and the Dean. If the faculty member chooses to respond, the
response will be placed in the Evaluation File.
7. Annual Evaluation Procedures for Faculty with Administrative
Appointments.
7.1. Evaluation of the President.
The Board of Trustees evaluates the performance of the President annually based on procedures
and criteria established by the Board. The Board's evaluation may involve the services of outside
consultants if deemed advisable by the Board. The President is evaluated annually by the faculty in
accordance with procedures developed by the Faculty Senate.
7.2. Evaluation of the Vice President for Academic Affairs.
The Vice President for Academic Affairs is appointed by and responsible to the President. The
Vice President for Academic Affairs is evaluated annually by the faculty in accordance with
procedures developed by the Faculty Senate.
7.3. Evaluation of Deans.
Deans will be evaluated annually by the Vice President for Academic Affairs. Following the
evaluation interview, but by June 30, the Vice President will prepare a summary evaluation of the
Dean, both as a faculty member and an administrator. The summary evaluation will be placed in the
Dean’s Evaluation File, with copies of the summary to be given to the Dean and the President.
7.3.1. Performance as an Administrator.
Deans will be evaluated by the Vice President for Academic Affairs in their capacity as
administrators. This evaluation will address the performance of the specific duties of the Dean and
will be separate from the evaluation of the Dean as a faculty member. The Dean is evaluated
annually by the faculty of the appropriate college in accordance with procedures developed by the
Faculty Senate. The Vice President will consider the results of these evaluations in preparing his
or her evaluation.
7.3.2. Performance as a Faculty Member.
In evaluating the Dean as a faculty member, the Vice President will use the same procedures
set forth for evaluation of regular faculty, except that peer evaluators will be selected (when
appropriate) by the Vice President in consultation with the Dean.
7.4. Evaluation of Librarians.
Librarians are evaluated by the Dean of Library and Instructional Services. Although they are
evaluated as librarians, because they are also members of the faculty, they are evaluated as
faculty members proportionate to their faculty duties. The Dean of Library and Instructional
Services will be evaluated by the Vice President for Academic Affairs using the procedures for
college deans.
8. Tenure Procedures and Policies.
Tenure and promotion are sometimes considered during the same time period. In the event a
candidate seeks tenure and promotion simultaneously, the candidate's Tenure and Promotion Files
will be one and the same. The Department Tenure and Promotion Committee will be one and the same.
Non-tenure-track and part- time faculty are not eligible for tenure.
8.1. Definition of Tenure.
Academic tenure is one means by which the University seeks to ensure academic freedom and to
recognize both the contributions and the potential contributions of outstanding faculty members to
the mission of the institution. An appointment with tenure is an appointment without limit of time
that can be terminated only as provided for in the Faculty Handbook.
8.2. Credit for Prior Service.
At the time of initial appointment, credit for prior teaching experience at the collegiate
level is determined by the Vice President for Academic Affairs in consultation with the Dean, and
may be allowed up to a maximum of three years.
8.3 Eligibility.
To be eligible for consideration for tenure the faculty member must normally
- Meet the requirements for tenure upon their initial appointment; or
- Be or have been promoted by Lander University to the next higher faculty rank before standing for tenure. Under extraordinary circumstances as approved by the President, a faculty member may be eligible for tenure without standing for promotion.
Candidates will be considered for tenure beginning in September of their sixth year of
full-time college-level employment, which may include credit for prior experience given at the time
of initial appointment. Under extraordinary circumstances, the candidate may request an extension
of the probationary period, up to a maximum of two years. The request must be made sixty (60) days
prior to the date the review process is to begin. The request for an extension of the probationary
time period will be reviewed with a recommendation for or against by the Department Chair, the
Dean, and the Vice President for Academic Affairs. The President will make the final decision on
granting the request.
The Board of Trustees reserves the right to confer tenure upon newly appointed senior
University officials and Deans, as specified in the Board of Trustees Bylaws (cf. Section I: 4-6).
8.4. Criteria for Tenure.
The criteria for tenure are organized in two categories: professional development and
collegiality.
8.4.1. Professional Development.
The professional development criteria considered for the awarding of tenure are effective
teaching or librarianship (which includes library duties and bibliographic/information literacy
instruction), advising, scholarship, and service. Effective teaching is regarded as the primary but
not the sole professional development criterion for tenure at Lander University. Additional
performance criteria, more appropriate to a given discipline, may be generated by individual
colleges/departments. Such criteria and the date of their implementation must be approved by the
college/department faculty and Dean prior to their implementation.
8.4.2. Collegiality.
A positive tenure decision results in long-term commitment of the University to the faculty
member. It is important, therefore, for the faculty member to work collegially and professionally
within the department, the college, and the University to achieve common goals.
Factors other than the qualifications of the faculty member such as fluctuating enrollment,
curriculum changes, and bona fide financial exigencies may sometimes play a determining role in a
tenure decision.
8.5. Tenure Review Process.
By September 1 of each academic year, the Vice President for Academic Affairs will send a
letter to all faculty members identifying candidates to be considered for tenure during that year.
No later than September 15, the Vice President will confirm each faculty member's candidacy in
writing and outline the candidate's responsibilities with a schedule to be followed. Included in
the written confirmation will be a statement of any credit given toward tenure in the initial
appointment letter for prior teaching experience at the college level. A copy of the written
confirmation will be sent to the candidate and the Dean.
The Dean, in consultation with the candidate, will identify two peer evaluators by September
15. The peer evaluators will not be current members of the University Tenure and Promotion
Committee. Each peer evaluator will visit the candidate's class at least twice and will review the
candidate's Tenure and Promotion File before submitting letters of evaluation. Each letter shall
include a recommendation for or against awarding tenure to the candidate. The peer evaluators'
letters will be placed in the Tenure and Promotion File in the Dean’s Office no later than November
1.
Upon the Vice President's confirmation of candidacy, but no later than October 1, the faculty
member will create a Tenure File to be used in all steps of the review process.
To ensure that the steps of the process are followed throughout the review, the first page of
the Tenure File will be the Tenure Review Process Form (TRPF). It will outline the contents of the
Tenure File, which must be documented by the appropriate signature during each step of the process.
The first step will be complete when the faculty member has created a Tenure File, which must
include, in the following order,
• Tenure Review Process Form;
• Candidate's Professional Development Statement. The Professional Development Statement
should address the candidate's goals and how he or she has sought to achieve them, and include
revised long-term and short-term goals and the candidate's perception of how these goals relate to
his or her responsibilities at Lander University;
• Candidate’s Initial Faculty Development Plan;
• A copy of any college/department generated performance criteria with the dates during which
they were in force;
• The Vice President's letter of confirmation;
• The candidate's current vita;
• Faculty Performance Reports;
• Results of official student evaluations (except for library faculty);
• Peer evaluations;
• Recommendations of Department Reappointment Committees;
• Annual evaluations by the Dean for all years at Lander; and
• Course syllabi for the current semester.
Additional pertinent items may be included in an Ancillary File (described in Section 4.4),
which will accompany the Tenure File throughout this process. The faculty member is responsible for
giving the Tenure File to the Dean no later than October 1. The Dean will ensure that the Tenure
File is available in the Dean’s Office to the candidate, the Dean, the tenured members of the
college, and the peer evaluators.
The second step begins no later than November 1. The Dean will activate the Department’s
Tenure Committee, which consists of all the tenured faculty members within the candidate’s
department, except for the Dean and members of the University Tenure and Promotion Committee. If
the number of tenured faculty members in the candidate’s department is fewer than three, additional
committee members shall be selected from within the University by the Dean in consultation with the
Department Chair and the candidate. The Committee will meet and elect a chair from among its
members. The chair of the Committee will be responsible for conducting the business of the
Committee and maintaining written correspondence with the candidate and the Dean. The Department
Tenure Committee will review the candidate's Tenure File, deliberate, and vote for or against the
awarding of tenure to the candidate. The chair of the Department Tenure Committee will be
responsible for placing a written recommendation (with reasons addressing each University criterion
for tenure and, if applicable, each college criterion for tenure) including the number of votes for
and the number of votes against the awarding of tenure to the candidate, with commentary reviewed
by the committee of the whole, in the candidate's Tenure file no later than December 1. The
Committee’s chair will also be responsible for sending a copy of the recommendation to the
candidate and for signing the Tenure Review Process Form.
The third step begins after December 1. The Dean will review the candidate's Tenure File, and
then provide a written recommendation, including reasons for or against the awarding of tenure,
which will be placed in the candidate's Tenure File no later than December 15. The Dean will sign
the Tenure Review Process Form and provide a copy of his/her recommendation to the candidate. The
Dean will forward the file to the Office of Academic Affairs no later than January 5. The file will
be maintained in the Office of Academic Affairs until the review process and any appeals are
completed.
The fourth step starts upon receipt of the Tenure File in the Office of Academic Affairs. The
Vice President for Academic Affairs will notify the University Tenure and Promotion Committee, no
later than January 10 that all tenure files have been received in the office.
On January 11, the University Tenure and Promotion Committee will begin its review of all
candidates for tenure. The primary role of the University Tenure and Promotion Committee is to
evaluate the extent to which all University criteria for tenure have been met. Any questions which
the Committee has concerning policy or procedures will be directed to the Chair of the Faculty
Senate.
The Committee will deliberate and vote, with a written recommendation to the Vice President
for Academic Affairs. The recommendation will include the number of votes for and the number of
votes against the award of tenure, with commentary reviewed by the committee of the whole, to be
placed in the Tenure File no later than February 11. The chair of the Tenure and Promotion
Committee is responsible for signing the Tenure Review Process Form and sending a copy of the
Committee’s recommendation to the members of the University Tenure and Promotion Committee by
February 11.
The fifth step begins after February 11, once the University Tenure and Promotion Committee's
recommendation has been added to the Tenure and Promotion File. The Vice President for Academic
Affairs will review the Tenure File. Should the VPAA upon reviewing a candidate's Tenure file, not
concur with the recommendation of the University Tenure and Promotion Committee, he or she shall
meet with the Committee before March 11 to discuss the case.
The objective of this meeting is to ensure, to the extent possible, that agreement on the
recommendations for each candidate by the University Tenure and Promotion Committee and the VPAA
can be reached. By March 21, the VPAA will add a recommendation to the candidate’s Tenure File,
sign the Tenure Review Process Form and then forward the file to the President.
The President will review the candidate's Tenure File and then decide for or against the
award of tenure. Should the President not agree with the recommendations in the file, a meeting
will be held with the appropriate reviewers to discuss the case.
The President's decision will be provided in writing to the candidate no later than April 1.
The President's decision will become part of the candidate's Tenure File. The President will also
notify the entire faculty of those faculty members who have been awarded tenure.
8.6. Appeal Process.
A faculty member who has been notified of a decision not to grant tenure and who alleges that
University policies and procedures have not been followed may request a hearing by an Academic
Freedom, Grievance, and Due Process Committee, which shall be appointed by the Faculty Senate. The
request for a hearing must be made to the President and the Faculty Senate no later than April 15.
The Academic Freedom, Grievance, and Due Process Committee will meet, deliberate, and submit
its written recommendations to the President no later than May 15. The President will convey his or
her decision to the faculty member and the Academic Freedom, Grievance, and Due Process Committee
no later than June 1. If denied tenure, a faculty member will be given a one-year terminal
contract, unless an extension of time is granted by the President
9. Promotion Procedures and Policies.
Faculty rank is one means whereby the University seeks to acknowledge the qualifications and
achievements of individual faculty members. Faculty members may apply for promotion to a higher
rank when they become eligible or may delay application until they feel the time is more
appropriate. Individuals may apply for tenure and promotion consideration at the same time.
Promotion alone does not carry a commitment by the University to award tenure. In the event that
tenure and promotion are considered simultaneously, the Tenure and Promotion files will be one and
the same, and the College Tenure and Promotion Committees are one and the same.
9.1. Criteria for Consideration for Promotion.
9.1.1. Assistant Professor.
To be eligible for consideration for promotion to the rank of Assistant Professor a faculty
member must have
a. Six years of service to the University at the rank of instructor; or
b. Completed the terminal degree in the discipline.
9.1.2. Associate Professor or Associate Librarian.
To be eligible for consideration for promotion to the rank of Associate Professor or
Associate Librarian, a faculty member must (at the time the promotion becomes effective) meet the
minimum degree requirements as described in section 2.2.3, and have a strong record of performance
to the University over a period of at least six years, of which at least five years must be at the
rank of Assistant Professor or Assistant Librarian. Promotion to Associate Professor or Associate
Librarian presupposes the demonstration of excellence in teaching or librarianship, scholarship,
and service.
9.1.3. Professor or Librarian.
To be eligible for consideration for promotion to the rank of Professor or Librarian, a
faculty member must (at the time the promotion becomes effective) have a strong record of
performance at the rank of Associate Professor or Associate Librarian for a period of at least six
years and hold the earned terminal degree. Promotion to Professor or Librarian presupposes the
demonstration of excellence in teaching or librarianship, scholarship and service. Although these
are the same factors considered for promotion to Associate Professor or Associate Librarian, the
extent and the significance of accomplishment distinguishes the two.
Additional performance criteria, more appropriate to a given discipline, may be generated by
the college/department. Such criteria and the date of their implementation must be approved by the
college/department faculty members and the Dean prior to their implementation.
9.2. Eligibility.
Candidates will be eligible to apply for promotion on or before September 1 of any year in
which they meet the qualifications for the rank to which they wish to be promoted.
9.3. Promotion Review Process.
No later than September 1 of each academic year, candidates for promotion will identify
themselves in writing to the Vice President for Academic Affairs.
No later than September 15 the Vice President, in consultation with the candidate's Dean,
will confirm the faculty member's candidacy in writing with a copy of the confirmation sent to the
candidate, the Dean, and all current full-time faculty members.
By September 25, the Dean, in consultation with the candidate, will appoint two peer
evaluators. The peer evaluators will not be current members of the University Tenure and Promotion
Committee. The peer evaluators will each visit the candidate's class at least twice and will review
the candidate's Promotion File before submitting letters of evaluation. Each letter shall include a
recommendation for or against awarding promotion to the candidate. The peer evaluators' letters
will be placed in the Promotion File in the Dean’s Office no later than November 1.
The first step of the promotion process will begin no later than October 1. The faculty
member will prepare a Promotion File to be used in all steps of the review process. The Promotion
File will contain the following items:
• Promotion Review Process Form: The first page of the promotion file must be the Promotion
Review Process Form (PRPF). The purpose of this form is to ensure that due process has been
followed throughout the promotion review process;
• Professional Development Statement: The Professional Development Statement should address
the candidate's goals and how he or she has sought to achieve them, and include revised long-term
and short-term goals and the candidate's perception of how these goals relate to his or her
responsibilities at Lander University;
• Initial Faculty Development Plan;
• Vice President's letter of confirmation;
• Current vita;
• A copy of the college/department performance criteria with the dates during which they were
in force;
• Faculty Performance Reports for all years under review;
• Results of official student evaluations for all years under review (except for library
faculty);
• Peer evaluations;
• Annual evaluations by the Dean for the most recent six years; and
• Course syllabi for the current semester.
Additional pertinent items may be included in an Ancillary File, which will accompany the
Promotion File throughout this process.
The first step is to be completed by November 1, when the candidate for promotion has
completed the promotion file, signed the Promotion Review Process Form, and submitted the file to
the Dean.
The candidate, the Dean, the Department Chair, the peer evaluators, and the members of the
Department Promotion Committee will have access to the Promotion File while it is in the Dean’s
Office.
The Second Step begins on November 2. The Dean will activate the Department Promotion
Committee. This committee consists of all the tenured faculty members within the Department, except
for the candidate, the Dean, and members of the University Tenure and Promotion Committee. If the
number of tenured faculty members in the candidate’s department is fewer than three additional
committee members shall be selected from within the University by the Dean in consultation with the
Department Chair and the candidate. The Dean will be responsible for calling the first meeting of
the Department Promotion Committee. The Department Promotion Committee will meet and elect a chair
from among its members. The Promotion Committee will review the candidate's Promotion File,
deliberate, and vote for or against the award of promotion.
The Chair of the Promotion Committee is responsible for
• Conducting the business of the Committee and maintaining written correspondence with the
candidate and the Dean.
• Placing a written recommendation from the committee in the candidates promotion file. The
recommendation will address each University criterion for promotion and, if applicable, each
college criterion for promotion, indicating the number of votes for and the number of votes against
the award of a promotion to the candidate, with commentary reviewed by the committee of the whole
• Sending a copy of the recommendation being sent to the candidate.
• Signing the Promotion Review Process Form. The committee chair’s signature indicates that
the process has been followed. After the chair signs the PRPF, the Dean will be notified no later
than December 1 that the work of the committee has been completed.
The third step begins on December 2. The Dean will complete his/her review of the candidate's
Promotion File By December 15.
The Dean will
• Place a written recommendation (including reasons) for or against promotion in the
candidate's Promotion File;
• Send a copy of the recommendation to the candidate;
• Sign the Promotion Review Process Form; and
• Forward the Promotion File to the Office of Academic Affairs no later than January 5. The
file will remain in the Office of Academic Affairs throughout the process, including any appeals,
which may occur.
The fourth step starts upon receipt of the Promotion File in the Office of Academic Affairs.
The Vice President for Academic Affairs will notify the University Tenure and Promotion Committee
no later than January 10 that all promotion files have been received in the office.
On January 11, the University Tenure and Promotion Committee will begin its review of all
candidates for promotion. The primary role of the University Tenure and Promotion Committee is to
evaluate the extent to which all University criteria for promotion have been met. Any questions
which the Committee has concerning policy or procedures will be directed to the Chair of the
Faculty Senate. The Committee will deliberate and vote, with a written recommendation to the Vice
President for Academic Affairs. The recommendation will include the number of votes for and the
number of votes against promotion, with commentary reviewed by the committee of the whole, to be
placed in the Promotion File no later than February 11. The chair of the Committee is responsible
for signing the Tenure Review Process Form and sending a copy of its recommendation the members of
the University Tenure and Promotion Committee by February 11.
The fifth step begins after February 12, once the Tenure and Promotion Committee's
recommendation has been added to the Promotion File. The Vice President for Academic Affairs will
review the Promotion File. Should the VPAA upon reviewing a candidate's Tenure file, not concur
with the recommendation of the University Tenure and Promotion Committee, he or she shall meet with
the Committee before March 11 to discuss the case. The objective of this meeting is to ensure, to
the extent possible, that agreement on the recommendations for each candidate by the University
Tenure and Promotion Committee and the VPAA can be reached. By March 21, the VPAA will add a
recommendation to the candidate’s Tenure File, forward the File to the President, and sign the
Promotion Review Process Form.
The President will review the candidate's Promotion File and decide for or against promotion.
Should the President not agree with the recommendations in the file, the President will meet with
the appropriate reviewers to discuss the case.
The President's decision will be provided in writing to the candidate no later than April 1.
The President's decision will become part of the candidate's Personnel File. The President will
also notify the entire faculty of those faculty members who have been promoted.
If the promotion decision is negative, the faculty member should consult with the Vice
President for Academic Affairs concerning recommendations for specific measures for improvement.
The process is complete when the President informs all faculty members of those candidates
receiving promotions.
9.4. Adjustments to Salaries when Promoted.
Salary increases for promotion will be as follows: Instructor to Assistant Professor, $2,500;
Assistant Professor to Associate Professor or Assistant Librarian to Associate Librarian, $3,000;
and Associate Professor to Professor or Associate Librarian to Librarian, $4,000.
9.5. Promotion Appeal Process.
A faculty member who has not been promoted and alleges that University policies and
procedures were not followed may request a hearing by an Academic Freedom, Grievance, and Due
Process Committee. The request for a hearing must be made to the President and the Faculty Senate
no later than April 15.
An Academic Freedom, Grievance, and Due Process Committee, appointed according to Faculty
Senate guidelines, will meet, deliberate and submit its written recommendations to the President no
later than May 15. The President’s decision will be conveyed in writing to the faculty member and
the Academic Freedom, Grievance and Due Process Committee no later than June 1.
10. University Leave Policies.
Faculty members requesting leave must complete an appropriate leave form. Complete
information on all leave policies and procedures is available in the University's Office of Human
Resources. Faculty members requesting extended leave should consult with the Office of Human
Resources to determine what benefits and retirement credit may or may not accrue during the leave
period.
10.1. Sick Leave.
Sick leave for faculty members on a twelve-month appointment accrues at the rate of 1 1/4
days per month during each calendar year. Sick leave may accrue up to 180 days. The President may,
in extenuating circumstances, grant an additional five days for sick leave purposes.
Sick leave for nine-month faculty members is earned at the rate of 1 1/4 days per month
during the nine-month contract period, with a maximum 180-day accumulation. Nine-month faculty
members who teach during the summer do not earn sick leave during a summer term, nor are they
allowed to use accumulated balances for absences during a summer teaching assignment. Faculty
members may donate excess sick leave to a pool.
10.2. Annual Leave.
Faculty members with 9-month contracts do not accrue annual leave. Annual leave is accrued by
faculty members under 12-month contracts at a rate dependent on length of State service, with a
minimum of 15 days a year. And, twelve-month faculty may donate excess annual leave to a pool.
10.3. Leave Without Pay.
Written requests for leave without pay are made to the Vice President for Academic Affairs by
February 1 prior to the academic year for which the leave is being requested. Leaves without pay
may be granted at the discretion of the President. Leave without pay does not jeopardize tenure or
promotion. Such leave time will not be counted toward acquiring tenure or promotion.
10.4. Sabbatical Leave.
Sabbatical leave may be granted to faculty members subject to the following guidelines.
10.4.1. Eligibility.
Tenured faculty members with the rank of Assistant Professor or Assistant Librarian or higher
who have been employed at Lander for at least six years are eligible to apply for a sabbatical
leave. A terminal degree is not required, and the program is not intended as a means of funding
work toward academic degrees. Faculty members are eligible for a sabbatical leave every seven
years.
10.4.2 Conditions.
Sabbatical pay will be half-time for one year or full pay for one semester. Fringe benefits
will be extended through the sabbatical period. For the purposes of promotion and annual raises,
sabbatical leave will be counted as time in rank. The faculty member will teach at Lander
University for a period of at least one year after the sabbatical leave or will repay the
compensation received during the leave. The semester following the sabbatical leave period, the
faculty member will provide to the Dean and Department Chair/Dean of the Library and Instructional
Services, and the Vice President for Academic Affairs a written progress report detailing the work
completed while on sabbatical leave. Upon total completion of the sabbatical leave project, a final
written report will be submitted to the Secretary of the Faculty Senate, the Dean, and the Vice
President for Academic Affairs.
10.4.3. The Proposal.
The quality of the proposal, the likelihood of its successful completion, whether the
proposal is consistent with the individual's professional development goals and the mission of the
University, and financial feasibility will be the primary reasons for awarding sabbatical leaves.
Seniority may be a consideration when proposals of equal quality are submitted, but it should never
be the overriding criterion.
10.4.4. Proposal Submission.
Proposals are to be submitted to the appropriate supervisor.
10.4.5. Sabbatical Approval Process for Full-time
Non-Administrative Faculty.
The process involves a number of steps. The first step begins when a faculty member submits a
proposal for a sabbatical leave to the Dean in writing. The deadline for the submission is October
20.
A sabbatical proposal must:
• Describe the activity in which you intend to engage;
• Propose a calendar for the activity;
• Explain why you think you are able to engage in and to complete this activity;
• Indicate what preparations you have already made for this particular activity;
• Explain the relationship between this activity and your professional goals;
• Explain the relationship between this activity and your teaching assignments;
• Explain the relationship between this activity and Lander University’s mission;
• Indicate the benefit of your activity to the University’s future. If appropriate, relate
the activity to the University’s priorities of student success, regional impact, and technological
awareness and capabilities; and
• Include an updated curriculum vitae.
The second step begins no later than November 1. The Dean and the faculty member will
identify three faculty peer evaluators from the college to review the proposal. The reviewers'
recommendation for or against the sabbatical will be submitted to the Dean by November 15.
In the third step, the Dean will write an evaluation of the proposal and submit all documents
to the Faculty Senate Grants Committee by December 1. Senators applying for sabbaticals will not
serve on this committee.
The fourth step takes place in December when the Faculty Senate Grants Committee will meet to
evaluate proposals and to recommend the priority of funding by assigning each proposal a numerical
rank. The Committee will forward its recommendations to the Vice President for Academic Affairs by
December 15.
By January 10 the Vice President for Academic Affairs (VPAA) will complete the fifth step. In
consultation with the Dean and Department Chair/Dean of the Library and Instructional Services, the
VPAA will determine the financial feasibility of granting the sabbatical and the possibility of
recruiting an individual to replace the faculty member requesting the sabbatical.
The sixth and final step occurs no later than January 15. The VPAA will meet with the
President to determine how many of the recommended sabbaticals may be funded.
The faculty member will be informed no later than February 1 as to whether the sabbatical
proposal will be awarded.
11. Procedures for the Termination of a Faculty Member.
Termination proceedings of an appointment with continuous tenure, or of a probationary
appointment before the end of the term specified in the contract, may be initiated by the
institution only for adequate cause, defined as follows:
• Demonstrably bona fide institutional decisions (resulting from educational or financial
exigencies, and made only with faculty input) involving the discontinuance of programs, but only
after giving the faculty member twelve months' notice;
• Physical or mental inability to fulfill the terms and conditions of the appointment; and
• Cause, which shall include but not be limited to: incompetence, neglect of duty,
dishonesty, conviction of a felony, or willful and repeated violations of University rules and
regulations.
Threat of dismissal will not be used to restrain faculty members in the exercise of academic
freedom.
11.1. Notification of Intent to Dismiss.
Dismissal of tenured faculty is a matter of utmost gravity, and the decision to dismiss must
be weighed with a careful regard of the rights of all parties directly concerned. The President (or
the Vice President for Academic Affairs if the President is directly involved) will send
notification of the intent to dismiss, including reasons, to the faculty member. The Chair of the
Faculty Senate will be notified if there is an intent to dismiss. At this point the faculty member
may resign or request a hearing.
11.2. Hearing Process.
A faculty member who has been notified of the intent to dismiss may request a hearing by
notifying the President and the Chair of the Faculty Senate within thirty days of receiving
notification of intent to dismiss. After a request for a hearing has been made, the faculty member
requesting a hearing on charges that might lead to dismissal will not be suspended by the President
of the University during the proceedings unless the President determines that immediate harm to the
rights of others is threatened by the faculty member's continued exercise of academic duties. If
the faculty member is suspended, the suspension will be with pay.
Upon receiving the request for a hearing, the Chair of the Faculty Senate will follow Faculty
Senate guidelines in selecting members of an Academic Freedom, Grievance, and Due Process
Committee. The Committee will conduct the hearing within sixty days from the request for a hearing.
The Academic Freedom, Grievance, and Due Process Committee will determine the scope of the
proceedings and the range of evidence to provide fairness to all parties involved. The faculty
member and the University will each have the right to retain counsel, to present witnesses and
evidence, and to cross-examine all witnesses. The Committee will prepare a written transcript of
the hearing and will provide a copy to all parties involved.
11.3. The Decision.
Within thirty days after all parties have been heard and all relevant evidence has been
examined, the Academic Freedom, Grievance, and Due Process Committee will deliberate and make a
recommendation. The President and the faculty member will each be given copies of the written
recommendation and a summary of the relevant evidence. Within thirty days of receiving the
recommendation of the Academic Freedom, Grievance, and Due Process Committee, the President will
decide to dismiss the faculty member or to withdraw the intent to dismiss. In the event the
President's decision does not agree with the Committee's recommendation, the President will provide
reasons in writing to the Chair of the Committee and to the faculty member involved.
11.4 Appeal Process.
In the event of a decision for dismissal, a petition for review of the dismissal decision may
be made in writing to the Lander University Board of Trustees within thirty days of the decision.
Such petitions must fully state the grounds of appeal and may include a request for a hearing from
the Board. The final decision is made by the Board of Trustees and will be communicated to the
faculty member and to the University.
12. Amendment Process for Section IV.
Proposed amendments to these procedures and regulations will be processed as follows:
a. An amendment may be presented to an officer of the Faculty Senate from any source within
the University. The Faculty Senate in consultation with the VPAA will consider the proposal in the
same manner as any other proposal.
b. Proposed amendments approved by the Faculty Senate will be presented to the full faculty
for a vote.
c. Amendments to Section IV approved by a majority vote of a quorum of voting faculty will be
forwarded by the VPAA to the President.
d. If the President, in consultation with the VPAA and the University’s legal Counsel
approves the amendment, the President will forward the proposed amendment to the Board of Trustees
for its action.
