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Faculty Handbook 1989

AS REVISED and EFFECTIVE JUNE 1, 2004

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INTRODUCTION

Emmanuel College is a Catholic, liberal arts, co-educational urban college. Its faculty is dedicated to the highest standards of teaching excellence, scholarly research, and institutional service. Policies that define faculty rights and responsibilities in these areas are described in the Faculty Handbook. Part I of this document concerns the Organization of the College. Part II of this document contains the approved policies of Emmanuel College concerning the employment conditions of the faculty of the College. Proposed changes in Part II may be initiated by the faculty, the administration, or the Board of Trustees. In accordance with the College’s commitment to collegiality, all proposed changes to Part II will be submitted to the Faculty Senate which may consult with faculty and administrators as it deems appropriate. The Senate may forward its recommendations regarding changes with both majority and minority views to the President and the Board of Trustees. When the Board of Trustees disagrees with a majority recommendation of the Faculty Senate, it will give its reasons to the Senate and will create an ad hoc committee of administrators and elected faculty to endeavor to develop a compromise recommendation, which will be submitted to the Board of Trustees within a period of time specified by the Board. When the Board does not concur with the compromise, the power of final decision lodged in the Board should be exercised adversely to the compromise recommendation only in exceptional circumstances. Final authority to change this Handbook rests with the Board of Trustees. Part III contains regulations by which the College operates and which the entire College community needs to understand. The Board of Trustees normally delegates the power to make such changes to this section to the appropriate faculty committees and/or the administrators.

NOTE: Part II of this Handbook was revised and approved by the Faculty Senate and the Board of Trustees of Emmanuel College to be effective as of June 1, 2004.

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Faculty Handbook 1989

As Revised and Effective June 1, 2004

Table of Contents

Part I: The Organization of the College________________________________

1.1 History and Mission, Organization and Governance 1 1.2 Corporation 4 1.3 Board of Trustees 4 1.4 Organization 4 1.4.1 The President 4 1.4.1.1 The Vice President for Academic Affairs and Academic

Dean 5 1.4.1.2 Appointment and Term of Office for Chairpersons 6 1.4.1.2.1 Duties of Chairpersons 6 1.4.1.2.2 Compensation as Chairperson and Special Load Factors 7 1.4.1.2.3 Absence of Department Chairpersons 8 1.5 The Academic Council 8 1.5.1 Structure 8 1.5.2 The Procedure 8 1.5.3 Function 8 1.6 Faculty Senate 8 1.6.1 Faculty Senate Committees 8 1.6.1.1 Academic Affairs Committee 8 1.6.1.2 Faculty Affairs Committee 9 1.6.1.3 Faculty Development Committee 9 1.7 Committee Structure of Emmanuel College 9 1.7.1 Faculty Committees 9 1.7.1.1 Faculty Evaluation Committee 9 1.7.2 All-College Committees 9 1.7.2.1 Standing Committees of Emmanuel College 10 1.7.2.1.1 Curriculum Committee 10 1.7.2.1.2 Academic Review Board 11 1.7.2.1.3 Budget Committee 11 1.7.2.1.4 Committee on Admissions and Financial Aid 12 1.7.2.1.5 Campus Life Committee 13 1.7.2.1.6 Commencement Committee 13 1.7.3 Administrative Committees 13 1.7.3.1 Administrative Review Committee 13

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Part II: Faculty Personnel Policy and Procedure _____________________

2.0 Contractual Policies and Procedures 14 2.1 Definition of the Faculty and Faculty Rank and Title Criteria

for Appointment 14 2.1.1 Evaluation and Conduct 14 2.1.2 Full-Time Ranked Faculty Member 14 2.1.2.1 Criteria for Appointment to Specific Ranked Faculty Status 14 2.1.2.1.1 Instructor 15 2.1.2.1.2 Assistant Professor 15 2.1.2.1.3 Associate Professor 15 2.1.2.1.4 Professor 16 2.1.3 Pro-Rata Ranked Faculty 16 2.1.4 Special Appointment Faculty 17 2.1.4.1 Professor Emeritus 17 2.1.4.1.1 Status and Privileges of Emeritus Faculty Members 18 2.1.4.2 Visiting Faculty 18 2.1.4.3 Affiliate Faculty 19 2.1.4.4 Artist/Writer/Scholar in Residence 19 2.1.4.5 Replacement Faculty 19 2.1.5 Per-Course Faculty Appointment and Title 19 2.1.5.1 Lecturer 20 2.1.5.2 Senior Lecturer 20 2.1.5.3 Adjunct Professor by Rank 20 2.1.6 Special Instructors 21 2.1.7 Administrative Ranked Faculty 21 2.1.8 Non-teaching Faculty 21 2.2 Types of Appointments 21 2.2.1 Non-tenure Track Appointments 21 2.2.1.1 Term Appointments 22 2.2.1.1.1 Term Appointments- One Year or Less 22 2.2.1.1.2 Multiple Year Term Appointments 22 2.2.2 Probationary Appointments/ Tenure Track 23 2.2.3 Continuous Appointment/ Tenure 23 2.2.4 Locus of Appointment 23 2.2.5 Reappointment 24 2.3 Recruitment and Appointment of Faculty 24 2.3.1 Recruitment 24 2.3.2 Authority for Appointment and Reappointment 25 2.3.3 Equal Employment Opportunity 25 2.3.4 Terms of Appointment 25 2.3.5 Appointment of Per-Course Faculty or Special Appointment

Faculty 25 2.3.6 Summer Session Faculty Appointment 26 2.4 Human Resources/Personnel Records 27 2.5 Evaluation Criteria of Faculty Performance 27

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2.5.1 Teaching and Advising 28 2.5.1.1 Teaching Effectiveness 28 2.5.2 Scholarship, Professional Achievement 30 2.5.3 Service to the College 31 2.5.4 Professional Development Plan at Emmanuel 32 2.6 Promotion and Tenure Guidelines 32 2.6.1 Objectives 33 2.6.2 Faculty Promotion and Tenure (FPTC) Membership and

Procedures 33 2.6.3 Rank and Promotion Policy 34 2.6.3.1 Requirements for Promotion 35 2.6.3.2 Standards for Promotion 36 2.7 Tenure Policy 38 2.7.1 Standards for Evaluation for Tenure 40 2.7.2 Procedure for Promotion and Tenure Applications and

Recommendations 41 2.8 Separation 43 2.8.1 Resignation 44 2.8.2 Retirement 44 2.8.3 Non-Reappointment of Non-Tenured Faculty 44 2.8.3.1 Notice of Non-Reappointment of Probationary Tenure Track

and Multiple Year Appointment Faculty 44 2.8.4 Reduction in Force 45 2.8.4.1 Changes in Curricular Requirements, Academic Programs,

or Departments in Whole or in Part 45 2.8.4.2 Enrollment Emergency 46 2.8.4.3 Financial Exigency 46 2.8.4.4 General Procedures Regarding Reduction in Force 46 2.8.4.5 Specific Procedures on Reduction in Force 46 2.8.4.5.1 Order of Reduction in Force 47 2.8.4.6 Reduction in Force 47 2.8.5 Termination for incapacity Resulting from Prolonged Mental

or Physical Illness 48 2.8.6 Dismissal for Cause 48 2.8.7 Dismissal Procedures 49 2.8.7.1 Temporary Suspension 49 2.8.8 Progressive Discipline Policy 49 2.9 Policies Regarding Faculty Obligations and Rights 50 2.9.1 Faculty’s Responsibilities 50 2.9.1.1 General Statement 50 2.9.1.2 Adherence to College Regulations 50 2.9.1.3 Principal Occupation 50 2.9.1.4 Course Offerings and Content 50 2.9.1.5 Absence and Class-Related Duties 51 2.9.1.6 Availability and Office Hours 51 2.9.1.7 Student Advising 52 2.9.1.8 Share in Governance 52

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2.9.1.9 Recruitment of Prospective Students 52 2.9.1.10 Research 52 2.9.1.11 Community Service 53 2.9.2 Code of Professional Ethics 53 2.9.3 Emmanuel Policy on Sexual Harassment 53 2.9.4 Discrimination Complaints or Harassment 53 2.9.5 Violations of Faculty Rights, Academic Freedom and

Professional Ethics 54 2.10 Academic Freedom 54 2.11 Faculty Growth and Development 54 2.11.1 College Support of Faculty Development 54 2.11.1.1 Conference Travel Funds 55 2.11.2 Reduced Teaching Load 55 2.11.3 Outside Grants 55 2.11.4 Consulting Work Outside the College 56 2.11.5 Sabbatical Leave Policy 56 2.12 Workload 57 2.12.1 Teaching Load 58 2.12.2 Presence at the College 58 2.13 Working Conditions 58 2.13.1 Classroom Use of Copyrighted Materials 58 2.13.2 Institutional Review Board 59 2.13.3 Laboratory Animal Care Committee 59 2.13.4 Emergency Closing 59 2.13.5 Other College Policies 60 2.13.6 Use of the College Name and Seal 60 2.14 Leaves 60 2.14.1 Paternity/Adoption Related Leaves 61 2.14.2 Personal Leave 61 2.14.3 Academic Leave 61 2.15 Fringe Benefits 61 2.15.1 Mandatory Benefits 61 2.15.2 Retirement Benefits 62 2.15.3 Health Insurance 62 2.15.4 Life Insurance 62 2.15.5 Long-Term Disability 62 2.15.6 Liability Insurance 62 2.15.7 Tuition Remission 62 2.15.8 Short-Term Disability 62 2.16 Compensation 63 2.16.1 Payroll Deductions 63 2.16.2 Checks 63 2.17 Faculty Grievance Procedure for Full-time Faculty 63 2.17.1 Introduction 63 2.17.2 The Grievance Procedure 64 2.17.3 General Provisions 68

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Part III: Academic Policies and Guidelines of Interest to the Faculty_______ 3.0 Academic Policies and Guidelines of Interest to the Faculty 69 3.1 Examination Policy and Academic Integrity Policy 69 3.1.1 Academic Integrity Policy 70 3.2 Grading System 73 3.3 Student Advising System 74 3.3.1 Duties of the Chairperson with Regard to Advising 75 3.3.2 Duties of the Departmental Advisor (and/or Chairperson) 75

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PART I

The Organization of the College

1.1. History and Mission, Organization and Governance.

History and Mission

Emmanuel is situated in the city of Boston at the intersection of the city’s educational, cultural, and medical centers. The college’s urban location provides special opportunities, as well as responsibilities. Through its presence, its programs, and its engagement in the analysis and solution of urban problems, Emmanuel strives to serve the community from which it receives so much enrichment.

Emmanuel College is a Catholic, liberal arts, urban college for women. Founded in 1919, by the Sisters of Notre Dame de Namur, Emmanuel is New England’s oldest Catholic college for women. Emmanuel combines the liberal arts curriculum with the religious and ethical perspectives of Catholicism to create an academic atmosphere that fosters respect for the dignity of all people, appreciation for the beauty and goodness of creation, and reflection upon contemporary issues in the light of biblical mandates. The college reflects the religious and educational mission of a Catholic Church committed to human rights, social justice, and world peace. As part of the religious identity, the college encourages faculty and students of all religious backgrounds to teach and learn in an environment where intellectual, moral, and ethical issues are engaged.

The liberal arts have always been the foundation of the education Emmanuel offers. The liberal arts cultivate the acquisition and evaluation of knowledge, and the imagination to shape new and alternative ways of perceiving , thinking, and creating. The career-oriented programs, informed by the liberal arts disciplines, enable students to prepare for professional fields while at the same time developing generic skills and knowledge. This link between the liberal arts and career-oriented programs prepares students for the life-long need to identify changing talents and to discern worthwhile work.

As a women’s college, Emmanuel supports the conviction that women of all ages have the right to pursue the full range of academic experiences and professional and personal choices. Emmanuel enables women to reflect upon their experiences as women and, using their concern for justice and human rights, to expand by building critical abilities in the context of a liberal arts education and offering the religious and ethical perspective of a Catholic education. Emmanuel is committed to the education of the whole woman. This education takes place not only in the classroom but also in formal

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interaction in individual counseling and in involvement, especially in the policy shaping bodies of the college. The Student Representative Organization is an active and vital part of campus life, enabling communication to take place not only among the students themselves but also between students and the other members of the college community.

Students participate in the decision-making process that affects their college lives and at the same time learn valuable skills that will be useful after they complete their formal education.

At the heart of the college is a dedicated faculty committed to teaching and to academic excellence in an atmosphere in which ideas are freely expressed and challenged and in which diversity is viewed as a source of creativity. Such an academic atmosphere is further informed by efforts to develop the particular characteristics of the college as its sources of distinction and by efforts to explore the relationships between knowledge and the values which give it meaning. The Sisters of Notre Dame de Namur, the congregation that founded Emmanuel, bring a religious commitment to the educational process at Emmanuel, which encourages critical analysis of the power and uses of knowledge, reflection upon spiritual and moral values and the development of talents and commitments which can be directed toward the transformation of unjust structures. With their colleagues of all backgrounds, they endeavor to create an academic atmosphere that fosters respect for the dignity of all people, an appreciation of the beauty and goodness of all creation, and reflection upon contemporary issues in the light of biblical mandates to create a just and peaceful human order. In this way, they reflect the religious and educational mission of a Catholic Church committed to human rights, social justice and world peace.

Reflecting the mission of the Sisters of Notre Dame, Emmanuel College provides an institutional context in which people are encouraged to examine the implications of knowledge and practice in a world whose destiny is increasingly shaped by educated populations. In this way, the college expresses its identity as an educational institution that builds upon religious principles. The religious orientation of the college is one which respects and places value upon each person’s particular and personal approach to religion, while at the same time, it seeks to support the development of an enlightened religious conscience engaged both in reflection and in the work of bringing about justice in the world.

The liberal arts model of education has historically been grounded in the sense of the unity of knowledge, and approached and understood through its diverse manifestations and expressions. Language, science,

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mathematics; historical, social, economic and political analysis; literature, art and music; psychology, philosophy and theology have distinct modes of inquiry and expression that provide multiple perspectives for approaching the varieties of human experience. In this resides their liberating power.

Emmanuel asserts the liberal arts model of education as the intellectual foundation of a life of humane productivity, growth and vitality, within and beyond careers. The liberal arts are valued for their unique capacity to provide the generalized modes of understanding necessary in a rapidly changing world in which many people are required to make career changes over a working lifetime. By offering a variety of career-orientated programs, informed by the liberal arts disciplines, the college enables students to prepare for professional fields, while at the same time maximizing generic skills and knowledge, which can be applied to diverse and changing circumstances. The link between academic disciplines and career-oriented programs provides a context in which professional expertise can be developed, and at the same time critically evaluated, from the premises of analytical and cultural disciplines.

The historic and continuing commitment of Emmanuel College to the foundations of a liberal arts education, while it provides selected career programs, reflects the college’s sense of responsibility to students for the lives they will create beyond the initial post-baccalaureate position. It reflects an awareness of the life-long need of persons to be able to identify changing talents and concerns; to have the analytical, communicative, and creative skills necessary for growth; to be able to discern worthwhile work; and to bring ethical standards and moral sensitivities to all endeavors.

To translate into reality such educational values as expressed in this statement requires a sense, shared by teachers and learners alike, that they are part of common enterprise, a community, to which each contributes and from which each receives. This process requires a nurturing of the notion that teaching and learning are reciprocal, and that they call for the highest level of intellectual, creative, and moral energies form those who share and shape a learning community.

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1.2 Corporation

The Corporation is composed of not less than nine nor more than thirteen Sisters of Notre Dame who as the Corporation have as major concerns the election of members to the Board of Trustees, the amendment of by-laws, and the sale of all or substantially all of the College properties.

1.3 Board of Trustees

The Board of Trustees is the legal governing body and the chartered legal entity for Emmanuel College. As such, it is the final institutional authority. It grants all degrees awarded by the institution, upon the recommendation of the faculty. Its primary responsibility is to articulate general educational policies and academic goals. In so doing, it is obligated to guide the financial resources of the college and to relate them to the likely needs of the future, and to assure that the Emmanuel College mission is carried out in the spirit of the Sisters of Notre Dame, who founded the college. While maintaining a general overview, the Board entrusts the conduct of administration to the President, who is a member of the Board ex officio, and through her, to other administrative officers of the institution; the Board entrusts to the faculty the conduct of teaching and research. When ignorance or ill-will threatens the institution or any part of it (e.g., an attack on academic freedom), the Board is available for support of the President, the faculty, or the student body, thereby defending the vested interests of society in Emmanuel College.

1.4. Organization

1.4.1. The President

Under the Charter and By-laws, the President of Emmanuel College is a Sister of Notre Dame, appointed by the Board of Trustees, which seeks the involvement of the faculty and other institutional constituencies in the selection process. As the chief executive officer of the institution, the President has the general and active management, control, and direction of the educational activities, financial operations, and other affairs of the College and all of its departments, and has the general powers and duties usually vested in the office of the president of a college. The President assures that the standards and procedures in operational use within the institution conform to the policies established by the Board of Trustees and to the standards of sound academic practice. She shares responsibility for the definition and attainment of goals and serves as the link between the Board of Trustees and the constituencies of Emmanuel College. She is responsible for the maintenance of existing institutional resources and the creation of new resources. She is the chief spokesperson and public representative of the College. In all these areas,

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the responsibilities of the President are to plan, organize, direct, and represent.

1.4.1.1. The Vice President for Academic Affairs and Academic Dean

The Vice President for Academic Affairs and Academic Dean is appointed by the President with the advice of and in consultation with the faculty. As the principal academic administrator, the Vice President for Academic Affairs and Academic Dean is responsible for the development of administration and coordination of all aspects of the academic activities of the College. The Vice President for Academic Affairs and Academic Dean exercises leadership primarily by working with the college community to further the commitment of Emmanuel College:

1. to provide an excellent liberal arts education, including professional

training, for women of all ages; 2. to develop the Catholic heritage of the college, which includes respect

for students, faculty and administrators of many faiths as well as the realization of the obligation to contribute to the immediate urban environment through the emphases of academic programs, special services and student internships;

3. to function as the academic leader of the faculty.

In particular, it is the responsibility of the Vice President for Academic Affairs and Academic Dean:

1. to select and evaluate the faculty in consultation with the appropriate

chair and the President; 2. to develop and foster courses and programs designed to prepare

women for careers and positions of leadership in the community, in consultation with department chairpersons;

3. to stimulate the academic pursuits of faculty and of students; 4. to assure implementation of the academic programs and policies of

the College; 5. to encourage ongoing evaluation of the academic life of the College

and participation in that evaluation by the academic administrators, Department chairpersons, faculty and students;

6. to develop and guide cooperative academic programs and activities with neighboring institutions, with consultation of departmental chairpersons;

7. to prepare the budget for academic areas, with consultation of departmental chairpersons;

8. to serve as liaison to the Educational Affairs Committee of the Board of Trustees;

9. to fulfill additional responsibilities as designated by the President.

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The officers who report to the Vice President for Academic Affairs and Academic Dean include:

Dean of Student Life Dean of Program Resources Director, Academic Resource Center Director, Library Registrar Department Chairpersons Program Directors

1.4.1.2. Appointment and Term of Office for Chairpersons A department chairperson, a full-time faculty member, is appointed or removed by the President upon recommendation of the Vice President for Academic Affairs and after consultation with department members. The full term is three years, renewable for two years and renewable thereafter: a) only after a lapse of three years, or b) at the discretion of the administration for exceptional reasons, which shall be stated to the members of the department.

1.4.1.2.1. Duties of Chairpersons

The duties of a Department Chairperson include the following:

1. to consult at least once a semester with the Vice President for Academic Affairs about the curriculum and quality of instruction in the department;

2. to determine, with the advice of the department members, the objectives of each course in the department;

3. to coordinate the syllabi for courses in the department; 4. to keep informed of the trends and developments in the field of

studies and, from time to time, to suggest to the Vice President for Academic Affairs changes in courses or curricula in accordance with trends and developments consistent with the objectives of the curriculum ;

5. to preside at department meetings which are to be held at least twice a semester; (Minutes of these meetings are circulated to department members and copies thereof filed in the Office of the Vice President for Academic Affairs.)

6. to take care of the official correspondence relating to the department; 7. to provide, after consultation with department members, an estimate

of budgetary needs to be submitted to the Vice President for Academic Affairs and to review regularly departmental budgets;

8. to recommend candidates to the Vice President for Academic Affairs for appointment to the department, to recommend members of the department to the Faculty Committee on Promotion and Tenure, and

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to evaluate faculty members according to faculty evaluation procedures;

9. to coordinate with the Vice President for Academic Affairs all aspects of the faculty status and welfare of the department;

10. to maintain a tracking record of each major in the department until the student’s graduation; at time of graduation to arrange for preparing appropriate recommendations to be placed in student’s file for career planning and placement; to maintain a record of the majors’ subsequent careers (by class);

11. to educate all students majoring in the department as to the requirements for honors;

12. to furnish the Vice President for Academic Affairs at the end of each academic year with a written report that contains an account of the department’s progress, especially specific recommendation for its improvement.

1.4.1.2.2. Compensation as Chairperson and Special Load Factors

1. The chairperson of a department shall receive added compensation for the role of administrative officer of the department. This compensation shall be a reduction of one or two course(s) per year from the teaching load, or it may be financial compensation in the form of an annual stipend within a range determined each year by the Board. The specific determination of course reduction or financial compensation shall be made by the Vice President for Academic Affairs and Dean after consultation with the Department Chair. This additional compensation will not be considered in the computation of the college contribution to T.I.A.A. but is subject to withholding and social security tax requirements.

2. Except by permission of the President, no department chairperson may opt to teach a third course in any semester in which full-time personnel of the same department, who are qualified to teach any of the three courses assigned to the chairperson, are not teaching three courses.

3. If a department chairperson has opted for the teaching of a third course and then with the approval of the Vice President for Academic Affairs also teaches a fourth course, additional compensation will be given for the fourth course.

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1.4.1.2.3. Absence of Department Chairpersons

When department chairpersons are to be absent for a period of one month or less, they have the authority to appoint a substitute from within the department after consultation with the Vice President for Academic Affairs. When the absence is unforeseen or will be for more than one month, the Vice President for Academic Affairs will appoint an acting chairperson after consultation with the department.

1.5. The Academic Council

1.5.1. Structure

The Academic Council includes the President as chair, the Vice President for Academic Affairs, the Vice President of Finance and Administration, and two other administrators chosen by the President, the Faculty Senate Chair, and four faculty members elected at large by the faculty.

1.5.2. The Procedure

The Council meets at least once a semester at the request of the President or on request to the President of any three members of the Council.

1.5.3. Function

The Council considers and makes recommendations to the President concerning general academic policies and regulations; the establishment, modification, or discontinuance of any academic unit within the College; and disputed interpretations of the Faculty Handbook. All recommendations require the approval of the President. Recommendations will reflect consensus where possible and in other cases, recommendations will be made by majority vote.

1.6. Faculty Senate

The official representative body of the faculty is the Faculty Senate. For the Constitution and By-Laws of the Faculty Senate see Appendix A.

1.6.1. Faculty Senate Committees

1.6.1.1. Academic Affairs Committee Charge and responsibility to be developed by the Senate.

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1.6.1.2. Faculty Affairs Committee

Charge and responsibility to be developed by the Senate.

1.6.1.3. Faculty Development Committee

Purpose: To represent the faculty in determining areas of need and interest in professional growth among the faculty. To consult with the Vice President for Academic Affairs and Dean in planning and carrying out a program to meet those needs and interests.

Responsibilities:

1. to develop faculty in-service programs and workshops 2. to recommend the annual budget for the committee 3. to make alternative evaluation forms available to the faculty.

Membership: The Faculty Development Committee is comprised of five faculty members elected by the faculty, two of whom are Faculty Senate members. The term shall be two years, taking care to stagger them so that there will be two new members each year.

1.7. Committee Structure of Emmanuel College

The voting membership of faculty committees is composed only of faculty members.

1.7.1. Faculty Committees

1. Promotion and Tenure Committee (see Sections 2.6 - 2.6.2.) 2. Faculty Evaluation Committee (see Section 1.7.1.1.)

1.7.1.1. Faculty Evaluation Committee Charge and responsibility to be developed by faculty and administration.

1.7.2. All-College Committees

All-College committees ordinarily include faculty, students, and administrators. Members of the faculty shall be elected from the faculty-at-large through the Faculty Senate Election Committee to all-College committees. Members of the student body shall be named or elected by the Student Government Association to all-College committees. All administrators on all-College committees shall be members ex-officio or named by the President.

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1.7.2.1. Standing Committees of Emmanuel College

1. Curriculum Committee 2. Academic Review Board 3. Budget 4. Admissions and Financial Aid (Enrollment Management) 5. Campus Life Committee 6. Commencement Committee 7. Academic Integrity Committee (See Section 3.1.1.) 8. Equity Board (See Section 2.17.2.)

1.7.2.1.1. Curriculum Committee

Purpose: The purpose of the Curriculum Committee will be to formulate policy on academic matters, such as honors, new degree programs, and admissions, and after constituency consultation, to make recommendations on such policy to the Vice President for Academic Affairs. The Curriculum Committee will consider revisions of the general curriculum and approve the introduction of courses and major changes in requirements for a major requested by a department. The committee will make decisions on such curricular matters subject to the approval of the Vice President for Academic Affairs.

Composition and Voting: The Curriculum Committee is composed of five faculty members, three students and two administrators. The Vice President for Academic Affairs chairs the committee. It is expected that in conducting its work the committee will consult with appropriate administrators and faculty. Faculty members will serve two years and are elected by the faculty through the Faculty Senate. There shall be an elected member of the Curriculum Committee from each of the following disciplinary areas: (1) Art and Music, (2) English, Foreign Languages, Philosophy, Theological Studies, Educational and Pastoral Ministry, (3) Biology, Chemistry, Mathematics, Nursing, Physics and Health Care Administration, (4) Economics, Education, History, Political Science, Psychology and Sociology. The fifth faculty member is at-large.

The three student members serve one-year terms. Two are elected by students through elections conducted by the Student Government Association, and one is appointed by the President. The two administrators will be the Assistant Dean for Academic Support and the Dean for Program Resources. In addition, the Vice President for Academic Affairs, who serves as Chairperson, is a non-voting member of the Committee. Voting: There will be one vote for each constituency; two votes are necessary to pass a motion.

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Meetings: Semi-monthly meetings throughout the academic year and more frequently as necessary.

1.7.2.1.2. Academic Review Board

Purpose: To strive to maintain a delicate balance between Emmanuel’s academic program and the growth of the student in question. Responsibilities: To review academic records and apply probationary status when necessary. To rule on all requests for exceptions to college academic policy. Membership: Vice President for Academic Affairs, Assistant Dean for Academic Support (for freshmen). Associate Dean for Program Resources (for adult learners), General Advisors for seniors, juniors, sophomores, one faculty member elected from the faculty-at-large through the Faculty Senate Election Committee.

1.7.2.1.3. Budget Committee

Purpose: To jointly develop the budget recommendations based upon revenue assumptions and priorities and to recommend salary, fringe benefits, and any terms of employment as delineated in Part II of the Faculty Handbook. Responsibilities:

1. to assist in the development of the budget (revenues and expenditures);

2. to provide constituency input to the budget process; 3. to study and make recommendations for increasing revenues; 4. to recommend priorities for expenditures; 5. to report the financial needs of the college to their respective

constituencies. Membership: The Committee is composed of three administrators appointed by the President, including the Vice President for Academic Affairs and Dean, the Vice President of Finance and Administration, and one other administrator. The three faculty members are elected by the faculty to a two-year term; two of these positions will terminate in September of each year. Other faculty or administrators may be invited to attend a meeting to serve as resource persons as determined by the chair. Process: The Committee will meet no more than six times during the academic year. Business will be taken up in the following order.

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Phase I - Understanding the most recent budget and reviewing the

current budget. Phase II - Reviewing the assumptions and priorities for developing the

next budget. Phase III - Developing recommendations for available funds for

increased salaries and other expenditures. Phase IV - Developing recommendations for the compensation

package for faculty.

No later than April 1, the Budget Committee shall present to the President its recommendation with respect to the compensation package for faculty for the following academic year. If the Budget Committee is unable to develop a single recommendation by April 1, it shall report to the President the several recommendations of the individuals or constituencies on the Budget Committee. The President will communicate to the Board of Trustees the Budget Committee’s recommendation or report, and will present her recommendation(s) to the Board of Trustees, which shall make the final decision.

1.7.2.1.4. Committee on Admissions and Financial Aid

Charge and responsibility to be developed by faculty and administration.

1.7.2.1.5. Campus Life Committee

The Campus Life Committee will be responsible for considering issues relating to the students’ environment, well-being and quality of life on campus, and is responsible for recommending to the Dean of Student Life those suggestions and solutions to campus issues which are in the best interest of the student body as a whole. The Campus Life Committee will meet a minimum of twice a month and will conduct open forums as needed to allow for input from the general college community. The committee will consist of five students, two faculty and three administrators/staff.

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1.7.2.1.6. Commencement Committee

Purpose: To act in an advisory capacity to the Vice President for Academic Affairs as she plans for Commencement. Responsibilities: To confirm time and place of Commencement, to review budget and allocate expenses, to recommend candidates for Commencement speaker to the President, to recommend candidates for Honorary Degrees to the President for eventual submission to the Board of Trustees, to oversee the actions of the Baccalaureate Committee. Membership: Three administrators, three faculty, three students.

1.7.3. Administrative Committees

1.7.3.1. Administrative Review Committee (see Section 2.7.2, #8)

This committee of three academic administrators, including the Vice President for Academic Affairs and Dean, reviews a positive recommendation from the Faculty Promotion and Tenure Committee prior to a decision by the President.

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PART II

Faculty Personnel Policy and Procedure

2.0. Contractual Policies and Procedures

This part contains the approved policies of Emmanuel College concerning the terms and conditions of employment of the faculty of the College. It is the part that is specifically incorporated by reference into the annual salary letter of each faculty member (Appendix B). The provisions of Part II of this Handbook are binding on the faculty member and the College for the specific period covered by the annual salary letter.

2.1. Definition of the Faculty, Faculty Rank, and Title Criteria for

Appointment

The faculty of Emmanuel College are of five categories: full-time ranked faculty, pro rata ranked faculty, special appointment faculty, per course faculty, and special instructors.

2.1.1. Evaluation and Conduct

All faculty shall receive an annual evaluation. All faculty are expected to demonstrate professional conduct.

2.1.2. Full-Time Ranked Faculty Member

a. ordinarily has full-time teaching duties and other duties (e.g., research/scholarship and service) equivalent to a full-time work load (see Section 2.12.).

b. fulfills the duties and responsibilities of a faculty member; c. meets or exceeds the criteria for academic rank as described in

2.1.2.1.

2.1.2.1. Criteria for Appointment to Specific Ranked Faculty Status

At the time of initial appointment, the Vice President for Academic Affairs, in consultation with the Department Chair, makes a recommendation to the President about rank and salary level for the initial appointment using the criteria described below. Once the President makes a decision, written notice will be provided to the department involved and the individual involved. For the purposes of these criteria, a college of “recognized standing” shall mean that the institution is accredited by one of six regional associations, e.g., New England, Middle States, etc.

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2.1.2.1.1. Instructor

Criteria for rank of Instructor shall be:

a. possession of at least a master’s degree from a graduate institution of recognized standing, or its equivalent as determined by the College (e.g., professional recognition in the creative arts, business or medical community);

b. either proven or presumptive potential to obtain an appropriately

earned doctoral degree or the appropriate terminal professional degree;

c. either proven or presumptive potential for satisfactorily fulfilling the

duties and responsibilities of a faculty member.

2.1.2.1.2. Assistant Professor Criteria for the rank of Assistant Professor shall be:

a. possession of an appropriate earned doctorate or an appropriate professional degree from a graduate institution of recognized standing (e.g. C.P.A. and master’s, M.B.A., M.F.A. or J.D.) or accomplishments that are considered equivalent by the College (e.g. recognized performance in the creative arts or in the business or medical community);

b. either proven or presumptive scholarship in his or her subject

matter, and/or field, and/or effective performance in academic instruction;

c. evidence of potential to be a contributing member of the College

community.

2.1.2.1.3. Associate Professor Criteria for the rank of Associate Professor shall be:

a. possession of an appropriate earned doctorate or an appropriate professional degree from a graduate institution of recognized standing (e.g. C.P.A. and master’s, M.B.A., M.F.A. or J.D.) or accomplishments that are considered equivalent by the College (e.g. outstanding performance in the creative arts or in the business or medical community);

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b. a minimum of six academic years of full-time ranked teaching in a

college or university of recognized standing (or its equivalent), with a minimum of four years of full-time teaching at the rank of assistant professor;

c. evidence of sustained, noteworthy teaching effectiveness;

d. evidence of noteworthy research, scholarship, creative or

professional activities;

e. evidence of potential for service to the College and the community.

2.1.2.1.4. Professor

The rank of Professor requires extraordinary teaching, scholarship, and service. Criteria for the rank of Professor shall be:

a. possession of an appropriate earned doctorate from a graduate institution of recognized standing, or an appropriate professional degree from such an institution (C.P.A. and master’s degree, M.B.A., M.F.A. or J.D.), or widely acclaimed accomplishments in the field (e.g. the creative arts, business or medical community) as determined by the College;

b. a minimum of ten academic years of full-time ranked teaching in a

regionally accredited college or university (or its equivalent), with a minimum of six years of full-time teaching at the rank of associate professor;

c. evidence of outstanding teaching effectiveness;

d. evidence of outstanding research, creative or professional

activities;

e. evidence of outstanding service to the College and the community.

2.1.3. Pro-Rata Ranked Faculty

A pro-rata ranked faculty member is one employed by Emmanuel College with rank for half time or more but less than full-time service to the College. Committee responsibilities, advising, and other contractual responsibilities will also be pro-rata as determined by the College. Full-time faculty, in consultation with the Department Chair and Dean, may request pro-rata status as their rank for a specified period of time for

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research, consulting or career purposes. Such services are subject to approval by the Vice President for Academic Affairs. Up to the equivalent of three full-time years of pro-rata service may be counted toward promotion and, by tenure track faculty, toward eligibility for tenure. A faculty member hired as a pro-rata ranked faculty member may be appointed to full-time status by the College following appropriate search procedures as outlined in the Policies and Procedures for Human Resource Management and Development, as amended from time to time. However, pro-rata status at hiring does not guarantee eventual full-time status. Qualifications for rank at hiring are the same as for full-time ranked status.

2.1.4. Special Appointment Faculty

Special appointment faculty are faculty who are not on a tenure track and do not have tenure, and who serve the College in a variety of ways. These appointments include the categories of Professor Emeritus, Visiting Faculty, Affiliate Faculty, Artist/Writer/Scholar in Residence and Replacement Faculty (to serve as a temporary replacement for a full-time faculty member who is on leave).

2.1.4.1. Professor Emeritus

This rank may be assigned to an associate professor or professor who has limited or terminated his or her responsibilities as a ranked faculty member for valid reasons (e.g., retirement, illness) after ten or more years of distinguished service to the College. A professor emeritus is so designated and appointed by the Board of Trustees upon the recommendation of the President after consultation with the Vice President for Academic Affairs and the Faculty Promotion and Tenure Committee.

A professor emeritus receives no compensation or benefits unless, after consultation between the department chair, the individual, and Vice President for Academic Affairs, he or she is offered a per-course term appointment by the President to teach or fulfill other duties. In such cases, benefits, if any, will be set forth in the appointment, and such an appointment confers only per-course faculty status.

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2.1.4.1.1. Status and Privileges of Emeritus Faculty Members

Emmanuel College is committed to maintaining close ties with its emeritus faculty members. To these ends, the following assistance and privileges are available to these faculty subject to annual review and revision by the Board of Trustees:

a. In accordance with its usual policies and procedures, the College will provide meeting facilities on an availability basis for such former faculty members who may wish to meet as a group.

b. An emeritus faculty member may take one course per semester

at Emmanuel tuition free. Further, if a spouse and/or dependent(s) is/are receiving benefits under the tuition remission policy in effect at the time a ranked faculty member fully retires and receives Emeritus status, such benefits will continue until the spouse and/or dependent(s) has/have completed his or her/their degree, to a maximum of five years.

c. Upon request, the College will endeavor to send notices of major

campus activities to the retired faculty member provided that his/her current address is on file.

d. Emeritus faculty members may attend the meetings and other

activities of their former departments with the permission of the Department chair. However, only those who have active faculty status by current appointment may vote in these meetings.

e. All emeritus faculty members may participate in the College’s

graduation and commencement exercises with appropriate academic dress if they so wish.

These privileges are subject to change from time to time as college financial or operational constraints may require.

2.1.4.2. Visiting Faculty

Upon recommendation of the Vice President for Academic Affairs and after consultation with the department chairperson, the President may appoint as visiting faculty individuals from other institutions. Such appointments are full-time term appointments limited to two consecutive academic years.

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2.1.4.3. Affiliate Faculty

Individuals who offer off-campus educational experience to students of the College on a regular part-time basis may be assigned the honorary title of Affiliate Faculty Member. Such individuals have no employment arrangements with the College although they may receive honoraria for their services. Upon recommendation of the department chair and the Vice President for Academic Affairs, the President may assign this title.

2.1.4.4. Artist/Writer/Scholar in Residence

The College may appoint distinguished artists, writers, poets, and scholars to the Special Faculty Status of Artist/Writer/Scholar in Residence on a term appointment. Such appointments by the President may be full-time or part-time as determined by the College.

2.1.4.5. Replacement Faculty

The College may appoint for a single-semester term or single-year term on a term appointment an individual to serve as a temporary replacement for a full-time faculty member who is on leave. Service under such appointment does not count toward tenure, promotion, or sabbatical leave unless such service is subsequently recognized by the College at the time of a probationary appointment.

2.1.5. Per-Course Faculty Appointment and Title

Per-Course faculty are faculty who are not on tenure track appointments and do not have tenure and are not full time. These include the titles of Lecturer, Senior Lecturer and Adjunct Professor by Rank. A per-course faculty member:

a. usually has less than a half-time teaching load; b. usually has no other faculty duties and responsibilities, except

those listed below and in Section 2.9.; c. meets or exceeds the criteria for instructor (see Section 2.1.2.1.1.); d. is selected in the manner set forth below in Section 2.3.5.; e. always receives a Term Appointment (see Section 2.2.1.1.); f. receives no fringe benefits or tuition remissions; g. is not entitled to privileges of any ranked faculty except academic

freedom (see Section 2.10.);

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h. is not entitled to tenure or leave; i. is evaluated under the criteria in Section 2.5.

In the event that a per-course faculty member should be appointed to a full-time faculty position, appropriate search procedures as outlined in the Policies and Procedures for Human Resource Management and Development, as amended from time to time, will be followed. The prior service to the college may count toward promotion, tenure, and sabbatical leave, up to an equivalent of three full-time years, as provided in the appointment to a full-time faculty position. Part-time per course faculty are expected to be available at least 1 1/2 hours per week for each course taught to advise students regarding their course work.

2.1.5.1. Lecturer

Lecturers are per course faculty without terminal degrees and are recommended by the department chair to the Vice President for Academic Affairs. Lecturers are appointed by the Vice President for Academic Affairs to teach specific courses on a term appointment basis.

2.1.5.2. Senior Lecturer Senior lecturers (per-course faculty with terminal degrees or who have given distinguished service to the College over a period of five years) are recommended by the department chair to the Vice President for Academic Affairs. Senior lecturers are appointed by the Vice President for Academic Affairs to teach specific courses on a term appointment.

2.1.5.3. Adjunct Professor by Rank

A faculty member who teaches on a per-course basis for the College who is a full-time ranked faculty member of another institution of post-secondary education, or has other special talent or expertise of a noteworthy nature, may be assigned this rank by the College. Such rank may be equal to that at the other institution. Should the other institution not use rank, the title Adjunct Instructor will be used. Such rank shall be assigned by the Vice President for Academic Affairs in consultation with the department chairperson.

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2.1.6 Special Instructors Special Instructors are faculty who are not on tenure track and do not have tenure who provide instruction in certain specialized areas. They are normally assigned a 16 credit teaching load each semester. Special Instructors must meet the College’s standards for professional conduct and teaching, but are not required to meet the scholarship/professional achievement required of other full time faculty.

2.1.7. Administrative Ranked Faculty

Faculty members who have primarily administrative duties and a limited teaching load are administrative ranked faculty. Administrative ranked faculty ordinarily should teach at least one course per semester. They work a 12-month administrative calendar and accrue vacation in the same manner as administrators (see Policies and Procedures for Human Resource Management and Development, as amended from time to time). Criteria for appointment of such faculty are normally the same as the criteria for appointment to specific rank.

2.1.8. Non-teaching Faculty

From time to time, the President may appoint certain administrators to Faculty rank under such terms as the Board of Trustees may approve.

2.2. Types of Appointments

There are three types of full-time appointments: non-tenure track term appointments, probationary tenure track appointments, and continuous tenure appointments.

2.2.1. Non-tenure Track Appointments

A non-tenure track appointment refers to a full-time appointment to a non-tenure track position wherein the faculty member is not eligible for tenure. Non-tenure track positions may be established to enhance institutional and departmental flexibility, to enrich a department or program with specialized topics, or to offer non-traditional areas of study whose future status at the College is uncertain. The specifications of a non-tenure track position will be determined by the President upon receiving the recommendation of the Vice President for Academic Affairs, after consultation with the Chairperson of the department or program. If the department so chooses, the department

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may make recommendations to the Chair. In the case of a joint appointment, the Chairs of all affected departments will be consulted. New faculty positions that are non-tenure track will be so identified in the job descriptions.

2.2.1.1. Term Appointments

Term appointments at the College are given to per-course faculty, special appointment faculty, and non-tenure track faculty and are limited to the term of the appointment. Term appointments are not tenure track and do not confer upon a faculty member any entitlement to continued employment after the term specified in the letter of appointment. Term appointments may also be issued to tenured and tenure track faculty in special circumstances, e.g. all summer session appointments, overload.

2.2.1.1.1. Term Appointments – One Year or Less

Term Appointments of one year or less are normally issued for appointments that are anticipated not to exceed one year. These appointments are not subject to requirements for notification of non-renewal as set forth in Section 2.8.3.1. of this Handbook.

2.2.1.1.2. Multiple Year Term Appointments

Multiple year appointments are designed to allow the College to make multi-year term commitments to faculty in positions that are not tenure track. Multiple year appointment faculty will receive the notification of non-renewal as outlined in Section 2.8.3.1. of this Handbook.

Multiple year appointment faculty will receive:

a. full eligibility for promotion to associate and full professor; b. explicit protection of academic freedom; c. annual written evaluation of performance; d. eligibility for funds for the same professional development

resources available to tenure track and tenured faculty; e. eligibility to participate fully in college governance.

Multiple year appointment faculty have the following responsibilities:

a. college service and participation in governance; b. advising of departmental majors; c. ongoing professional development and scholarly activities; d. providing an annual report of one’s activities.

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Multiple year appointment faculty shall be ranked faculty with annual workloads identical to those of faculty with tenure or tenure-track contracts.

Multiple year appointment faculty shall be subject to a comprehensive

evaluative review during their third year at Emmanuel and to a comprehensive review during the final year of all subsequent contracts.

Faculty appointed to multiple year appointments will initially receive a one-

year contract. If reappointed to a second or third year, such faculty will receive one-year contracts for such year(s). If reappointed after the third year, such faculty will receive a two-year contract. If reappointed after a fifth year, such faculty may receive a contract of up to five years, which may be renewed following positive evaluations.

2.2.2. Probationary Appointments/Tenure Track Individuals without tenure appointed by the College to tenure track positions of assistant professor, associate professor, or professor shall receive probationary appointments. Probationary appointments are for one academic year or less.

Probationary appointments are tenure track and enable a faculty member to apply for a position with tenure upon successful completion of the requirements listed in Section 2.7 of this Handbook. Probationary appointments are subject to non-renewal by the College with notice as provided for in Section 2.8 of this Handbook.

2.2.3. Continuous Appointment/Tenure

Ranked faculty members who have attained tenured status as provided for in Section 2.7 of this Handbook receive continuous appointment at the College. Faculty members employed under continuous appointment will receive an annual appointment renewal by the College, unless separated pursuant to the provisions of Section 2.8 of this Handbook.

2.2.4. Locus of Appointment

The locus of any appointment is the department to which the faculty member is appointed, unless otherwise provided in the letter of appointment itself. A faculty member granted tenure by the Board of Trustees prior to June 30, 1989, shall not be covered by the preceding sentence. Faculty members who were granted tenure by the Board of Trustees on or before June 30, 1989, are tenured to the College.

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2.2.5. Reappointment

a. Ranked faculty members must return and sign letters of appointment. Faculty will receive their letters of appointment by July 1 and will return their signed letters to the College on or before August 1. The President will sign the letters and return a copy to the faculty by September 1. A copy of the letter of appointment will be placed in the faculty member’s human resource/personnel file after the President signs it.

a. Reappointment of full-time tenure track or multiple-year

appointment faculty is determined by the Vice President of Academic Affairs in consultation with the department chairperson and the appropriate Dean.

2.3. Recruitment and Appointment of Faculty

2.3.1. Recruitment

Recruitment of new faculty members is done in accordance with the Equal Employment Opportunity and Affirmative Action Policies of the College. Applicants will, as provided by law, be considered without regard for their race, color, gender, sexual orientation, age, creed, religion, national original, marital status, Vietnam era veteran status, disabled veteran status, or disability. Emmanuel College commits itself to diversity and encourages its hiring supervisors to review, recruit, and consider qualified minority, female, persons with disabilities and Vietnam era veteran candidates. The College’s Affirmative Action Plan is available from the Executive Director of Human Resources, who is the Affirmative Action Officer, for use in the search process. Required search procedures for faculty are detailed in the Policies and Procedures for Human Resource Management and Development, as amended from time to time. These Policies and Procedures may be found on the First Class email system under Human Resource forms (see Section on Employment).

Emmanuel College gives preference to members of the founding religious congregation, the Sisters of Notre Dame de Namur, in appointment to some positions of responsibility in order to support the mission of the College.

Requests to the Vice President for Academic Affairs for additional faculty members, ranked or unranked, ordinarily originate in the department and are based upon consultation with the chairperson. Such requests, with supporting data, are transmitted in writing to the Vice President for Academic Affairs of the College by the department chairperson.

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2.3.2. Authority for Appointment and Reappointment

Sole authority to appoint and re-appoint faculty members is vested in the President. In accordance with established procedures, the Vice President for Academic Affairs recommends such appointments or reappointments to the President who has the final authority in all such matters.

2.3.3. Equal Employment Opportunity

It is the policy of Emmanuel College not to unlawfully discriminate against any employee or applicant for employment because of race, color, gender, sexual orientation, age, creed, religion, national original, marital status, Vietnam era veteran status, disabled veteran status, or disability. This policy includes, but is not limited to: recruitment and employment; renewal of faculty appointment; the granting of tenure; separation from the College; sabbatical leaves or other leave with or without pay; faculty development programs, grants, awards sponsored by the College; salary, benefits, and workload. Moreover, it is the policy of the College that no employee shall discriminate against another employee or student on any of these grounds.

2.3.4. Terms of Appointment

The precise terms and conditions of every appointment are provided in the letter of appointment, a copy of which will be put in the individual’s official human resource/personnel file. The ranks offered to faculty members are in accord with the requirements of that rank. (see Section 2.1.)

2.3.5. Appointment of Per-Course Faculty or Special Appointment Faculty

Such appointments are made by the President on recommendation of the Vice President for Academic Affairs after consultation with the respective department chairs. Appointments of per-course faculty and Special Appointment Faculty may be dependent on adequate enrollment in the faculty member’s course.

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2.3.6. Summer Session Faculty Appointment

Summer session faculty may be ranked or un-ranked. They are selected by the Vice President for Academic Affairs after consultation with the chairperson in accordance with the needs of the College. Summer session faculty are offered term appointments for the teaching of specific courses. Time spent teaching in summer session does not count toward tenure, promotion or sabbaticals. Summer session faculty are expected to be available for a reasonable amount of time to counsel students regarding their course work. While it is difficult to specify the appropriate amount of time a faculty member should be available because of the varying types of courses offered and the number of students enrolled, the amount of time allotted should be based on a minimum of one and one-half hours per week per fifteen students enrolled in a four-credit course.

2.4. Human Resource/Personnel Records

Massachusetts state law grants employees access to their human resource/personnel records, but that law does not apply to those who are employed (or were formerly employed) by a private college in positions that may lead to tenure, are tenured, or which involve responsibilities similar to those in tenure-track positions.

Although private colleges are not covered by the Massachusetts state law regarding access to personnel records, current and former Emmanuel College faculty shall enjoy access to their human resource/personnel record, with the following exception: documents created or acquired by the Trustees, the President, the Vice President for Academic Affairs, the Academic Deans and the members of the Faculty Promotion and Tenure Committee in conjunction with a review for promotion and tenure are confidential both by nature, and by the terms of the Faculty Handbook, and shall remain confidential. Employees may review their human resource/personnel record by submitting a written request to the Office of Human Resources. The employee will be provided the opportunity to review his/her record within five (5) business days of receipt of this request. This review will occur at the Office of Human Resources during normal business hours. Similarly, if an employee submits a written request for a copy of his/her human resource/personnel record, the copy will be made available within five (5)

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business days of the receipt of the request. Any such copies will be made by the Office of Human Resources at the faculty member’s expense. The documents that should be in each ranked faculty member’s file include:

a. letter of application (originals); b. appointment, re-appointment, promotion and tenure; c. personal data information (race, sex, date of birth, marital status,

etc.); d. hiring transaction documents (payroll notices, etc.); e. performance reviews and evaluations; f. payroll change documents (salary increases or changes, changes

in status); g. a copy of the faculty member’s appointment letter; h. faculty member’s credentials and curriculum vitae; i. information the faculty member wishes to place in this file on

professional background or accomplishments.

This file is available only to the President, the Vice President for Academic Affairs and his/her professional staff, the appropriate Dean, the individual faculty member, the Office of Human Resources and others specifically authorized by the President or the individual faculty member. Faculty files should not be removed from the Office of Human Resources unless authorized by the Executive Director of Human Resources or the Vice President for Academic Affairs. Further, the College may permit access to and copying from such files in connection with investigations, hearings, or other proceedings pending before the College, government agencies, the courts, or otherwise necessary in pursuance of legitimate college business.

A separate file for each per-course and special appointment faculty member will be maintained by the Vice President for Academic Affairs and will contain the above documents where applicable.

2.5. Evaluation Criteria of Faculty Performance

The evaluation process of Emmanuel College is a means by which members of the teaching faculty can obtain constructive and balanced information which will enable them to better fulfill their academic responsibilities and by which the College may better determine its relationship to the faculty member.

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Members of the teaching faculty are periodically evaluated concerning the performance of their faculty assignments and the progress the faculty member has made in his/her program of professional development. It is the responsibility of the faculty member to report any such activity in their annual reports. The evaluation of any faculty member shall be disclosed and fully shared with the faculty member in question. Faculty members have the right to respond to any evaluation and have the response kept in their file with the Vice President for Academic Affairs. Each year, program chairs are expected to have at least one evaluation interview with each member of their program and to visit the classrooms of each program member. In the case of a non-tenured chair, a tenured member of the faculty designated by the Vice President for Academic Affairs should make the classroom visit. The Vice President for Academic Affairs will be responsible for reviewing these evaluations and including them in the appropriate files.

2.5.1. Teaching and Advising

The paramount responsibility of each faculty member is teaching and advising students. All faculty members are expected to demonstrate excellence in teaching and advising.

2.5.1.1. Teaching Effectiveness

Emmanuel College recognizes that excellence in teaching is one of the most important attributes of a faculty member. Many characteristics contribute to teaching effectiveness and include, but are not limited to, the following evidence:

commitment to her/his students and to her/his subject;

effective contribution to students’ intellectual/creative development, e.g., syllabi, independent study, artistic performance, recent graduates’ records of study, performance of work;

activities related to the quality of teaching;

command of one’s subject;

knowledge of the relationship of one’s discipline to the liberal arts traditions;

knowledge of current developments in one’s discipline and pedagogy;

ability to relate one’s subject to other areas of knowledge;

skill in communicating with students;

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ability to plan and execute a substantive, well-organized course;

ability to stimulate and broaden student interest in the subject matter;

ability to utilize effective teaching methods and strategies;

Integrity, open-mindedness and objectivity in teaching;

receptivity to, and implementation of the result of constructive criticism, e.g., working in the context of the program.

Demonstration of teaching effectiveness should include, but is not limited to, the following evidence:

self evaluation;

evaluations by chair, and/or Vice President for Academic Affairs;

syllabi;

peer evaluations;

student evaluations;

evidence of student work, including written work and artistic performances;

further course work or other continuing education in one’s field;

participation in seminars and/or workshops on teaching skills.

Faculty members have an obligation to advise students in their classes about class work and to serve as advisors for students majoring in their area. Characteristics which contribute to excellence in advising include, but are not limited to, the following:

ability to communicate with students;

ability to help students select a course of study appropriate to their interests and abilities and to the aims of a liberal arts and professional education;

ability to assist students in academic planning (fulfilling all requirements for their degrees or certification by outside agencies).

Demonstration of effectiveness in advising should include, but is not limited to, the following evidence:

self-evaluation;

evaluations of Chair, and/or Vice President for Academic Affairs;

peer evaluations;

student evaluations;

participation in workshops or seminars designed to improve advising skills.

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2.5.2. Scholarship/Professional Achievement

Effective teaching necessitates active involvement in the intellectual and scholarly developments in a discipline. Because what is considered appropriate scholarship/professional achievement may vary from discipline to discipline, research, performance or creative work should be evaluated in terms of its quality and its significance to the particular discipline as recognized by qualified peers in the field.

Scholarly activity and professional achievement may include, but is not limited to, the following:

sustained inquiry in an area of one’s discipline;

scholarly productivity demonstrated by publications or, where appropriate, artistic works and performances;

nominations for or award of research grants and projects;

presentation of research findings at professional meetings;

willingness to share expertise with the College community.

Demonstration of excellence in scholarship/professional achievement should include, but is not limited to, the following types of evidence:

documented, self-report of activities;

evaluation or statements by professional peers;

juried publications;

citation of research in other works;

award of grants, prizes, or commendations;

demonstrated skill in methods of scholarship associated with one’s discipline.

All faculty members have an obligation to maintain a high level of professional competence and to keep current with developments in their field. Faculty members are encouraged to support and be active in appropriate professional organizations. Service activities in support of the profession include, but are not limited to:

appointment in a scholarly capacity to a state or national post;

participation in professional organizations (e.g. attendance at annual meetings);

leadership position in professional organizations;

reading papers (whether research or not) before learned societies;

service in the individual’s professional area as a consultant or resource person;

reviews of creative work.

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Documentation includes, but is not limited to, the following evidence:

self-report of activities, with appropriate documentation and, where not self-evident, of time spent;

review of testimony by professionals;

award of fellowship, grants or other recognition;

election or appointment to a scholarly or professional post.

2.5.3. Service to the College

Emmanuel College must necessarily depend upon its faculty for services rendered outside the classroom. Therefore, a faculty member may reasonably be expected to participate in the operational concerns of the institution. Such participation may include, but is not limited to, the following:

service on departmental committees, attendance at departmental meetings, and participation in the decision-making and curriculum development processes;

effective participation on College committees and in College activities;

leadership in some area of College life or governance, faculty development, or curriculum design;

service as a chair of a program or department or a committee or a director of a program;

acting as a representative of the College to the regional, national or international community;

service as advisor to a student organization;

service as a moderator of student activities;

planning and/or participating in extracurricular student activities;

planning and/or participating in curricular-related enrichment activities outside normal course offerings.

Demonstration of service activities should include, but are not limited to, the following types of evidence:

self-report of activities;

evaluation by chair and/or Vice President for Academic Affairs;

committee or committee chairperson evaluation, or assessment by the supervisor of an activity (e.g., a report from the Dean of Admissions);

report from outside sources;

self-report of activities and, where not self-evident, of time spent;

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assessment by the Vice President for Student Affairs and Dean of Students;

letters of reference from organizations, student groups, individuals.

2.5.4. Professional Development Plan at Emmanuel

An individual program of professional development is important in the overall evaluation process. In order to make a plan of program development, faculty members must know the long- and short-range curricular plans of the College. The Vice President for Academic Affairs and the appropriate Dean, in consultation with the program chairs, shall lead the College faculty in academic and curricular planning and make known to departments and individual faculty members duly established long-range and short-range educational goals. Program chairs are responsible for the development of long-range and short-term program and planning goals and the curriculum that will enable them to meet these goals. This planning will be done in cooperation with the Vice President for Academic Affairs and the appropriate Dean and other members of the faculty within the department. Each faculty member is expected to plan an individual program of professional development in collaboration with the department chair. This program should be in accord with his or her personal abilities and needs to take into account both the College’s and the department’s long-range and short-term goals. The annual review process should include discussion of this plan between chairs and faculty. Information gained in performance appraisal sessions will be recorded and presented to the Faculty Promotion and Tenure Committee as part of the documentation presented for promotion and/or tenure.

2.6. Promotion and Tenure Guidelines

Promotion by change in academic rank of a faculty member results from the recognition by the College of superior professional achievement and the expectation that this level of attainment will be sustained or exceeded in the future. The primary consideration in evaluating the record of achievement shall always be the degree to which this achievement improves the academic quality of the College.

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All requests for promotion and tenure should be presented to the Faculty Promotion and Tenure Committee (the “FPTC”). In accordance with the following guidelines, the FPTC makes recommendations to the Vice President for Academic Affairs, who, with the Administrative Review Committee, makes a recommendation to the President. Final decisions are made by the Board of Trustees upon recommendation of the President.

2.6.1. Objectives

The work of the FPTC serves to maintain a high level of instruction, faculty performance, and morale. The FPTC ensures that Emmanuel College will continue to retain and attract qualified faculty personnel.

2.6.2. Faculty Promotion and Tenure Committee (FPTC) Membership and

Procedures

1. The FPTC shall consist of seven tenured faculty members all of whom must hold the rank of full professor. Five are elected at-large from the faculty at the College and two are appointed by the President of the College.

2. The President or the Faculty Senate Chair, as applicable, will

appoint a replacement for a member of the Faculty Promotion and Tenure Committee who is on leave (sabbatical or other) or who is otherwise absent for an extended period during his/her term as a member of the Faculty Promotion and Tenure Committee.

3. The term of office will be three years. A member may serve for two consecutive terms but not for a third term until at least one year has elapsed.

4. The officers of the committee will be a chairperson, a vice-

chairperson and a secretary who will keep minutes of the proceedings. These officers will be elected for one-year terms by an absolute majority of the members of the committee.

5. A vacancy may occur through death, resignation from the committee, or by a change in a member’s professional position in the College. The President or Faculty Senate Chair, as applicable, will appoint a replacement. The replacement will complete the predecessor’s term.

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6. Meetings will be held during the academic year at the discretion of the committee chairperson and/or at the request of at least three members of the committee.

7. Five members of the committee will constitute a quorum. Five

affirmative votes of members are necessary for the recommendation of a candidate for promotion or tenure. All other business requires a majority vote of those present.

8. If the committee finds that a case involves one of its members in a

conflict of interest, the member concerned must absent himself/herself from the deliberations of the case and cannot vote on it. The committee, however, may invite the disqualified member to present information concerning the case. In the event of the disqualification of a member due to conflict of interest, the President or Faculty Senate Chair, as applicable, will make an ad hoc replacement from a list of active faculty members who have served formerly on the committee.

9. The committee chairperson, or other presiding officer, shall

ensure that no business is transacted in the name of the committee unless a quorum is present.

10. No member of the FPTC will, without the prior consent of the

committee, represent that any act or opinion of his or hers is the act or opinion of the FPTC.

11. In situations not covered by any specific provisions, normal

parliamentary procedure as contained in Robert’s Rules of Order, revised, will be followed.

12. Deliberations and proceedings of the FPTC are confidential. The

summary minutes of meetings are confidential. Letters of reference and evaluations from sources internal or external to the College are confidential in the sense that the identity of the reference or evaluation will be protected to the extent permitted by law.

2.6.3. Rank and Promotion Policy

Full-time ranked faculty appointments are made to one of the four ranks. These ranks are assigned on the basis of academic degree or the equivalent, length of academic service, and fulfillment of requirements applicable to the level of appointment. The FPTC makes recommendations for promotion to the two ranks above Assistant Professor on the basis of its review of the individual faculty member’s case. The definitions of these ranks and the additional criteria used by

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the FPTC in considering promotions to them are those in Sections 2.1.2.1.3 and 2.1.2.1.4 and the requirements listed below in Sections 2.6.3.1 and the standards for evaluation listed in Sections 2.5, 2.6.3.2 and 2.7.1.

The promotion process at Emmanuel College is intended to encourage faculty development, a vigorous intellectual climate that will benefit both students and faculty, and a perception on the part of a high-quality faculty that the College is a challenging, supportive and rewarding institution in which to develop their professional careers. All full-time faculty members

are eligible to apply for promotion. In all cases of promotion decisions, the candidate must demonstrate appropriate professional conduct.

2.6.3.1 Requirements for Promotion

A. Assistant Professor

1. Doctoral degree (earned from an institution of recognized standing) or its professional equivalent. (See 2.1.2.2.)

2. Professional conduct. (See 2.6.3.2.) 3. Evidence of potential to be a contributing member of the College

community

Promotion to the rank of Assistant Professor does not require application to the Faculty Promotion and Tenure Committee.

B. Associate Professor

1. Doctoral degree (earned from an institution of recognized standing) or its professional equivalent. (See 2.1.2.3.)

2. A minimum of six academic years full-time teaching in a college or university of recognized standing (or its equivalent), at least four of which are at the assistant professor level at Emmanuel College.

3. Quality teaching (evaluated according to 2.5.1.2. and 2.6.3.2.) 4. Scholarship/Professional achievement. (See 2.5.2., 2.5.4.and

2.6.3.2.) 5. Service to the College. (See 2.5.3., 2.5.5. and 2.6.3.2) 6. Professional conduct. (See 2.6.3.2.) 7. For promotion to associate professor, the candidate must be

evaluated as being strong in two categories and show a pattern of significant achievement in the third. The categories are quality teaching, scholarship/professional achievement and service to the College.

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C. Professor 1. Doctoral degree (earned from an institution of recognized standing) or

its professional equivalent. (See 2.1.2.4.) 2. A minimum of ten academic years of full-time ranked teaching in a

regionally accredited college or university (or its equivalent) with a minimum of six years of full-time teaching at the rank of associate professor, at least three of which are at Emmanuel College.

3. Quality Teaching (evaluated according to 2.5.1.2. and 2.6.3.2.) 4. Scholarship/Professional achievement. (See 2.5.2., 2.5.4. and

2.6.3.2.) 5. Service to the College and the community at large. (See 2.5.3., 2.5.5.

and 2.6.3.2) 6. Professional conduct. (See 2.6.3.2.) 7. External professional evaluations: All candidates for promotion to the

rank of full professor shall submit materials for evaluation by three outside evaluators. Suggestions for outside evaluators may be made by the candidate, but evaluators shall be selected by the committee at its discretion. The evaluators will be asked to comment on both the candidate’s scholarship/professional achievement and her/his capacity for scholarly growth and success in keeping current with developments in her/his field.

8. For promotion to full professor, the candidate must be evaluated as being strong in all three categories: quality teaching, scholarship/professional achievement and service to the College.

It is understood that the application submitted for full professor must include evidence of performance with distinction beyond the associate professor level.

2.6.3.2. Standards for Promotion

The requirements for promotion will be judged by the Faculty Promotion and Tenure Committee according to the following standards:

A. Teaching: Quality teaching is a critical factor in a successful

application for promotion. The committee looks for demonstration of commitment to students’ intellectual development; depth and currency of knowledge of one’s discipline; communication skills; ability to plan and execute substantive and challenging courses; integrity and open-mindedness in presentation of subject matter; and availability to advise students in their course work, major requirements, college requirements and post-college plans. Evidence to be submitted in support of teaching include: Self evaluation statement, recent annual reports, chair evaluations, course syllabi, course materials including exams, assignments, grading

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patterns, student evaluations, participation in activities related to teaching and advising, course development projects, and alumni letters.

B. Scholarship/Professional achievement: It is expected that all faculty

members at Emmanuel demonstrate active and continuing commitment to the work of their discipline: that they produce work which is read, seen, critiqued or witnessed by professional peers outside the College; that they participate in professional activities within their discipline. Such engagement is essential to the intellectual vitality of the College as it is experienced by students, colleagues and the entire community. It furthermore contributes to the perceived quality of the College in the community at large.

Evidence presented to demonstrate such professional achievements and

activity are:

1. For promotion to associate professor: applicants for promotion to associate professor are expected to demonstrate that they are actively participating in and contributing to their professional field as measured by accepted standards in the discipline. Examples of professional achievement which may supplement this requirement include: receipt of grants for research, presenting papers at professional conferences, organizing conferences, publishing book reviews, jurying exhibitions and performances, consulting, and activities which bring one’s professional expertise to serve the larger community and society.

2. For promotion to full professor: applicants for promotion to full professor are expected to demonstrate continuing and significant contribution to their professional field; outside evaluation of scholarly work is required. Evidence of such achievement consists of the same types of activities as required for promotion to associate professor, but with a special emphasis on publications or their professional equivalent beyond those materials submitted for promotion to associate professor.

C. Service to the college: Emmanuel College must necessarily depend upon its faculty for contributions to the life of the College beyond the classroom. These contributions include effective committee work, assisting in admissions efforts, curriculum development at and beyond the level of the department, participation on college panels, etc.

Evidence of service to the College can include: self-report of activities, chairperson and colleague evaluations, committee chairperson evaluations or evaluations or letters from relevant administrators, such

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as the Dean of Admissions, Vice President for Student Affairs/Dean of Students, Associate Dean of Advising, letters of reference from organizations, student groups and individuals.

D. Professional Conduct: Collegiality, as expressed by appropriate,

respectful and constructive interactions with one’s colleagues, is expected. Mindful of its responsibility to the academic profession and to the College community, the FTPC will not recommend a candidate for promotion and/or tenure when clear evidence indicates that her/his behavior would adversely affect in a significant way the functioning and morale of the profession and of the College. It is not unprofessional conduct to exercise one’s rights to academic freedom whether on campus or off campus (See statement on Academic Freedom in Section 2.10.).

2.7. Tenure Policy

The purpose of tenure at Emmanuel College is to ensure a stable, high-quality professional faculty that is dedicated to implementing and enhancing the mission of the College “to educate students in a dynamic learning environment rooted in the liberal arts and sciences and shaped by strong ethical values and a Catholic academic tradition.” Tenure is defined as the assurance of academic appointment until retirement, unless terminated for causes stated in section 2.8 of the Faculty Handbook. Tenure is intended to provide a means of ensuring full academic freedom in the teaching of a faculty member’s subject matter area within the context of the mission of the College.

Tenure is granted to scholars who have, on the basis of past performance, demonstrated high potential for continuing contributions to the goals of Emmanuel College. The granting of tenure, although based on demonstrated potential for being a mature scholar, also depends upon Emmanuel College’s needs and priorities in the faculty member’s particular field of endeavor. The Board of Trustees, upon the recommendation of the President, decides whether to grant tenure. The granting of tenure automatically confers the rank of Associate Professor.

Faculty members who were granted tenure by the Board of Trustees on or before June 30, 1989, are tenured to the College. The locus of any academic appointment made after June 30, 1989, is to the department to which the faculty member is appointed, unless otherwise provided in the letter of appointment itself.

A decision of whether to grant tenure is normally made at the end of the maximum pre-tenure decision period (considered to be a probationary period), which is defined as the equivalent of six (6) years of tenure track appointment at Emmanuel College, of which at least four (4) are at the

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rank of Assistant Professor or higher. Faculty who have had full-time teaching experience at other accredited academic institutions at the level of Assistant Professor or above may qualify for a reduced pre-tenure decision period. This reduction must be stated in writing at the time of initial appointment at Emmanuel. Normally, a maximum of two (2) years of such service may credit toward their probationary period at Emmanuel.

Under certain circumstances, a probationary period may be waived and an individual may be hired with tenure. An individual will be hired with tenure only if he or she has an especially substantial record of accomplishment.

A leave of absence of not more than one year, granted by the President for academic reasons, shall credit toward the pre-tenure probationary period provided that the leave of absence results from significant post-doctoral grants or appointments to positions in educational institutions recognized by a regional accreditation organization and/or equivalent agencies in foreign countries, or that, during the leave of absence, the faculty member has made a substantial contribution to her/his field.

The pre-tenure probationary period is suspended during an approved leave of absence for a family or medical leave or during a period in which the faculty member serves the College as a full-time administrator. The pre-tenure probationary period may also be suspended under exceptional circumstances at the request of the faculty member and with the approval of the President. Normally, the probationary period may not be suspended for an aggregate of more than two (2) years.

With the exception of the approved pre-tenure probationary suspensions as noted above, no individual hired on a tenure track contract may remain as a member of the Emmanuel College faculty for longer than the maximum pre-tenure decision period plus one year’s notice, unless granted tenure.

It is not intended that the failure in any part of the tenure procedures described in the Faculty Handbook should automatically result in the granting of tenure, thereby bypassing the important evaluation process. If there has been a failure in any part of the tenure procedures that has resulted in the individual being notified of the denial of tenure and placed on a terminal contract, the individual may request that the failure be corrected and that the tenure review process be completed. This does not, however, in any way alter the fact that the individual is on a terminal contract while the review process is being completed.

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2.7.1. Standards for Evaluation for Tenure

The same major classifications of quality teaching, scholarship/ professional achievement, service to the College and professional conduct and all specific criteria listed in the Faculty Handbook for promotion decisions also apply to tenure decisions. Promotion and tenure, however, represent significantly different commitments by Emmanuel College. For tenure the candidate must be evaluated as being strong in all three areas of quality teaching, scholarship/ professional achievement and service to the College. In all cases of tenure decisions, the candidate must demonstrate appropriate professional conduct. Evaluative criteria for tenure shall include, in addition to those listed below, the candidate’s promise for future professional development and the long range needs and priorities of the College in the faculty member’s field of endeavor. Only faculty members who have tenure track contracts are eligible to apply for tenure.

A faculty member of Emmanuel College is expected to be committed to the aims of a liberal education at the College as set forth in Section 1.1 and to academic excellence. Academic excellence includes teaching and research, both based on high standards of scholarship and on the professional activities proper to each discipline. Faculty members are expected to participate, moreover, in the activities of their departments, the college community, and the community at-large through their professional services.

The following are required for tenure:

a. Doctoral degree (earned from an institution of recognized standing) or its professional equivalent (See 2.1.2.1.2 to 2.1.2.1.4.);

b. Six academic years full-time college teaching, at least four of which are at the assistant professor level or higher at Emmanuel College. Applications must be made during the 6

th year of tenure-track

teaching; c. Quality teaching; d. Scholarship /Professional achievement; e. College service; f. Professional conduct; g. Promise of continued significant contribution in the areas of

teaching, scholarship/professional achievement and service to the College.

The College’s criteria for evaluation of faculty performance are set forth in Sections 2.5.1. - 2.5.5. and Section 2.6.3.2. of this Handbook.

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2.7.2 Procedures for Promotion and Tenure Applications and

Recommendations

All requests for promotion and tenure should be presented to the Faculty Promotion and Tenure Committee (the “FPTC”). In accordance with the following guidelines, the FPTC makes recommendations to the Vice President for Academic Affairs, who, with the Administrative Review Committee, makes a recommendation to the President. Final decisions are made by the Board of Trustees upon recommendation of the President.

The sequence for the process of Promotion and Tenure applications is as follows:

1. The candidate must submit an application by September 15 to the

FPTC that documents how s/he meets all the requirements and standards required for rank and tenure as defined by the Handbook. The Faculty Promotion and Tenure Committee should provide the Vice President for Academic Affairs a list of all applicants by October 1. Faculty members with tenure track appointments must apply for tenure during the sixth year on the tenure track. Applications for promotion to Professor may be presented during the sixth year of teaching at the associate professor level. Faculty with Multiple-Year Appointments may apply for promotion when they have met the requirements outlined in Section 2.6.

2. The candidate is responsible for providing a dossier with materials on

which the case will be based. The formal application must be made by the candidate on the form provided by the FPTC, and the candidate shall present additional supporting evidence, such as a complete curriculum vitae, course syllabi and other documentation pertinent to the evaluation of the candidate’s application. A letter from the Chair of the applicant’s department shall be sent by the Chair to the secretary of the committee. Letters of reference solicited by the candidate must be sent directly to the secretary of the committee.

3. The FPTC will meet and consider candidates’ material and written

references.

4. The candidate may provide the committee with additional relevant material at any time during the committee’s deliberation. The committee, in turn, may request that the applicant and/or members of his/her department appear before it to secure relevant information.

5. The FPTC will seek three outside evaluators for applications that

require such: for the granting of tenure, for promotion to Professor or where it feels clarification would be necessary or helpful. Suggestions

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for outside evaluators may be made by the candidate, but evaluators shall be selected by the committee at its discretion. The evaluators will be asked to comment on both the candidate’s scholarship/professional achievement and her/his capacity for scholarly growth and success in keeping current with developments in her/his field. All outside references will be held in confidence to the extent permitted by law.

6. The applicant will be informed in writing of the FPTC’s

recommendation and its reasons on or before February 10. The Vice President of Academic Affairs and the President will also be notified of the FPTC’s recommendation and its reasons at this time. The letter will summarize the deliberations of the committee.

7. The decision of the President on all matters of Promotion and Tenure

shall be final, subject to the procedures that follow.

8. In the case of a positive Faculty Promotion and Tenure Committee recommendation, three officers of the FPTC or their alternates will meet with an Administrative Review Committee consisting of two academic administrators, including the Vice President for Academic Affairs, to review the case prior to the decision of the President. The FPTC officers and the Administrative Review Committee meet twice. At the first meeting, held on or before February 15, the Faculty Promotion and Tenure Committee officers present their recommendation and review the candidate’s dossier; the Administrative Review Committee receives the dossier and may request additional documentation from the FPTC. After the Administrative Review Committee receives the dossier and any requested documented information, there is a second meeting of officers and administrators to be held on or before March 15 for a final review of the Promotion and Tenure recommendation. Immediately thereafter, the Administrative Review Committee makes a recommendation to the President of the College. If the President affirms the recommendation of the FPTC, the President sends her recommendations to the Trustees for final approval. After approval by the Trustees, positive decisions shall be communicated first to the candidate and then to the College community by posting on the Faculty, Administrators and Staff Conferences. Ordinarily, the Board of Trustees makes its decisions regarding tenure at the final Board meeting of the academic year.

9. In the case of a negative Promotion and Tenure Committee

recommendation, the applicant may appeal the recommendation. First appeals are addressed to the FPTC and must be received within 10 working days following the notification to the candidate of the decision. The FPTC will make its decision on the appeal by March 30 and will inform the candidate as well as the Vice President of Academic Affairs

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and the President of that decision in writing. The applicant may appeal a negative decision of the FPTC on the appeal to the President of the College, who convenes the Administrative Review Committee for its recommendation on the case. The Administrative Review Committee then meets with the officers of the FPTC to review the case before making a recommendation to the President.

10. When the President makes a decision that differs from the

recommendation of the Committee on Promotion and Tenure, the President will meet with the officers of the FPTC and discuss with them the reasons for the reversal of their recommendation.

The Faculty Grievance Procedure and definitions (section 2.17 of this Faculty Handbook) do not apply to the promotion and tenure process. In lieu of that grievance process, promotion and tenure appeals, other than those based on formal claims of discriminatory acts prohibited by law or College policy, will be considered according to the process outlined above.

Claims of discriminatory acts prohibited by law or College policy shall be submitted by the candidate to the Office of Human Resources within 10 working days following the notification to the candidate of the decision. The Office of Human Resources shall investigate and issue findings according to its procedures. A candidate should consult with the Office of Human Resources prior to the decision if s/he believes there has been prohibited discrimination. In order to minimize the potential impact of the alleged discriminatory act(s) on those making recommendations regarding the candidate’s promotion and/or tenure application, it is incumbent on a candidate to raise any allegation of prohibited discrimination with the Office of Human Resources as soon as a candidate believes that a discriminatory act may have occurred. During the promotion and tenure process, if a candidate brings such a claim to the attention of a member of the FPTC or an administrator, but not to the Office of Human Resources, the committee member or administrator must forward the claim of discrimination to the Office of Human Resources, which shall follow its normal investigative procedures. The Executive Director of Human Resources, or her/his representative, shall notify the President and the Vice President for Academic Affairs within five (5) working days of receiving a complaint of discrimination from any candidate for promotion or tenure The shall stay further consideration of the case until the investigation is complete.

2.8. Separation At times, Emmanuel College or individual faculty members may find it necessary to sever their relationship. To protect the interests of both

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parties, categories of separation are here defined, and the policies and procedures related to each are set forth. Types of Separation

a. resignation b. retirement c. non-reappointment d. reduction in force e. termination for incapacity resulting from prolonged mental or

physical illness f. dismissal for cause

2.8.1. Resignation

Resignation is a severance action by which a faculty member voluntarily severs relationship with the College. Because of the extreme hardship to the College community which is often caused by untimely resignations, all faculty members are expected to provide the earliest possible notice of an intent to resign. Except in unusual circumstances, resignation will be effective at the end of the academic year. Ordinarily, a faculty member gives notice to his/her chair and to the Vice President for Academic Affairs not later than April 1

2.8.2. Retirement There is no mandatory retirement age. Neither full-time nor pro-rata appointments are available after retirement.

2.8.3. Non-Reappointment of Non-Tenured Faculty

The decision not to reappoint a faculty member is not a dismissal for cause and is made at the sole discretion of the President at the conclusion of a stated appointment. The President shall act after receiving the recommendation of the Vice President for Academic Affairs, who shall have consulted with the appropriate dean and department chair.

2.8.3.1. Notice of Non-Reappointment of Probationary Tenure Track and

Multiple Year Appointment Faculty

Notice of non-reappointment will be given in writing as follows: 1. not later than March 1 of the first academic year of service, if the

appointment expires at the end of that year; or, if a one-year appointment expires during an academic year, at least three months in advance of its expiration;

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2. not later than December 15 of the second academic year of service, if the appointment expires at the end of the year; or, if the second year of service ends during an academic year, at least six months in advance of its expiration;

3. after two years of full-time ranked faculty status at the College, not later than September 1 of the academic year that the appointment expires or in the case of an appointment expiring at the end of the first semester of an academic year, no later than January 1 of the prior academic year.

When any such deadline is missed by no more than one month by mere inadvertence, the limit of the College’s responsibility is to provide an appointment for the faculty member equal to the time between the missed deadline and the date that the notice of non-reappointment is given.

2.8.4. Reduction in Force

Reduction in force is an action by which the College terminates the services of a ranked faculty member, either tenured or non-tenured, before the expiration of his or her current appointment for reasons other than the quality of his/her performance. Reasons for reduction in force are:

a. major changes in curricular requirements, academic program or department;

b. enrollment emergency; c. financial exigency.

2.8.4.1. Changes in Curricular Requirements, Academic Programs, or

Departments in Whole or in Part

Termination of a faculty member, either tenured or non-tenured, may occur as a result of major curricular changes including discontinuation of a curricular requirement, an academic program, or department, in whole or in part. (A “program” is an organized sequence of courses, such as the requirements for a major or special educational projects.) Decisions on such programmatic changes shall be made by the President upon the recommendation of the Vice President for Academic Affairs in consultation with the appropriate Dean. Faculty terminated for reasons of changes as described in Section 2.8.4.1. will receive notification in the same manner as described for Notice of Non-reappointment of Probationary Tenure Track and Multiple Year Appointment Faculty in Section 2.8.3.1.

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2.8.4.2. Enrollment Emergency

If a sudden decline in enrollment occurs, the President in consultation with the appropriate Dean and the officers of the Faculty Senate may declare a state of enrollment emergency. In such a situation the President and the Vice President for Academic Affairs in consultation with the appropriate Dean shall endeavor to develop a plan to resolve the state of emergency. Reductions in force resulting from the enrollment emergency shall be in accordance with Sections 2.8.4.4., 2.8.4.5., and 2.8.4.6.

2.8.4.3. Financial Exigency

Financial exigency is a rare and serious institutional crisis. Before any faculty member with tenure or without tenure is terminated during the term of appointment because of financial exigency, the Board of Trustees will declare that a demonstrable bona fide financial exigency exists. After a financial exigency is declared by the Board of Trustees, the President shall follow the procedures outlined below in implementing any reductions in force.

2.8.4.4. General Procedures Regarding Reductions in Force

When financial exigency, enrollment emergency, or major changes in curricular requirements, academic programs, or a department in whole or in part necessitates the termination of faculty members with tenure or without tenure during the term of appointment, a serious institutional effort will be made to assist such faculty members to find employment either at Emmanuel College or elsewhere.

If a ranked faculty member is terminated for reasons of financial exigency, enrollment emergency, or major changes in curricular requirements, or academic programs or a department in whole or in part, no replacement for his or her position will be hired within a period of two years unless the terminated faculty member has first been offered re-appointment under the terms and conditions then available and has been given at least one month after written notice of the offer of reappointment within which to accept the reappointment. It shall be the duty of a faculty member terminated as a result of a reduction in force to keep the College informed of his or her current address, and notice sent to the address by the College shall be presumed received if sent by registered mail or other carrier with return receipt requested.

2.8.4.5. Specific Procedures on Reduction in Force

The Vice President for Academic Affairs and the appropriate Dean shall make the recommendations to the President for the reduction, elimination, reorientation of program(s) or department(s). Where reductions in

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specific departments are contemplated, the Department Chair will be consulted. Termination of specific faculty shall be determined by the President upon recommendation of the Vice President for Academic Affairs. In making such recommendations, the Vice President for Academic Affairs shall safeguard the academic integrity of the College. In the case of layoffs under Sections 2.8.4.1., 2.8.4.2., 2.8.4.3., where short notices and effective action are necessary, the following procedures may be followed:

2.8.4.5.1. Order of Reduction in Force

Once the President has determined the department or academic program to be affected, the decision of particular faculty to be terminated shall be made according to the following guidelines. A. Prior to the Vice President for Academic Affairs involuntary making

selection of reduction in force, the Vice President for Academic Affairs shall explore the following options:

1. voluntary reductions of workload of faculty members with

appropriate salary adjustments; 2. retirement; 3. voluntary reassignments of personnel to other college positions

with appropriate salary adjustments.

B. In selecting faculty members for reduction in force, faculty members within the affected program(s) or department(s) shall be terminated in the following order unless program integrity would be adversely affected.

1. per-course faculty; 2. pro-rata, non-tenured faculty; 3. full-time non-tenured faculty; 4. pro-rata tenured faculty; 5. full-time tenured faculty.

Within the above ranked categories, the following order will be followed: lowest rank, lowest degree in rank, lowest seniority in rank.

2.8.4.6. Appeals of Reduction in Force

A full-time faculty member who has been notified of reduction in force and who believes that his/her selection for reduction in force was not in accordance with Section 2.8.4.5.1. may appeal within ten working days of

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the issuance of the reduction in force notice using the faculty grievance procedure to review the action for procedural defects (Section 2.17.). Notice of reduction in force will be sent by registered mail or other carrier with return receipt requested.

2.8.5. Termination for Incapacity Resulting from Prolonged Mental or

Physical Illness

Termination of a faculty member with or without tenure because the faculty member is and will be unable to perform the terms, conditions, and normal duties of his or her position due to prolonged medical or physical illness despite reasonable accommodation will be based upon substantial evidence. Where the College has a reasonable basis for it, the College may request a faculty member to undergo medical and/or mental examination by an appropriate professional selected by the College, at the College’s expense. A copy of the report on whether or not the faculty member is fit for duty will be furnished both to the faculty member and the College.

2.8.6. Dismissal for Cause

Dismissal for cause at Emmanuel College is defined as a decision to terminate for the causes specified below a tenured faculty member or to dismiss a tenure track or multiple-year appointment faculty member or other faculty member for causes specified below prior to the expiration of the appointment term. Adequate cause for dismissal at Emmanuel College shall be defined as either a violation or pattern of violations of the terms of the appointment, of the contractual portions of the Faculty Handbook, or of the individual’s other obligations to the College. Such violation(s) must be related, directly and substantially, to the fitness of the faculty member in his or her professional capacity as a teacher or researcher. Cause for dismissal may be misconduct or dereliction of duty such as, but not limited to, neglecting regular and punctual performance of work, failure to maintain the level of training, knowledge, experience and contacts necessary to keep pace with developments in the individual's field, failure to observe academic or professional ethics, violations of the legitimate rules and regulations of the College, and violations of law constituting a felony or any incident involving moral turpitude.

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2.8.7. Dismissal Procedure

Cases of proposed termination by Emmanuel under the preceding paragraph, which cannot be resolved by mutual consent between the faculty member and the administration, will be considered by a committee of three tenured faculty members. One member will be chosen by the Faculty Senate, one by the Vice President of Academic Affairs , and one by the President. Before such a hearing, the faculty member involved shall be informed by the administration in writing of the reasons for the proposed termination of appointment. The faculty member shall have the opportunity to be heard in his or her own defense and shall be permitted to choose a faculty advisor who may act as counsel. Attorneys will not be allowed to attend the hearing. A record shall be made of the hearing and a copy filed in the Office of Human Resources. The committee, after due consideration of the matter, shall make recommendations for action to the President. The President’s decision will be final.

2.8.7.1. Temporary Suspension

During the course of the dismissal procedure, the President may deem it advisable to suspend the faculty member with pay until final action is taken on the case.

2.8.8. Progressive Discipline Policy

Dismissal for cause should in normal circumstances be preceded by a written admonition by the appropriate administrative officer describing the alleged problem and warning that the faculty member’s employment is in jeopardy. The warning should also specify a period of time within which correction of the alleged problem is expected. If the problem persists or recurs, further discipline, up to and including dismissal, may be imposed. The President may impose suspension for up to a full year, the total or partial discontinuance of all salaries and benefits, the suspension of all promotion and salary increments, and the temporary suspension or withdrawal of all faculty privileges. In unusual circumstances, the President may take disciplinary action or initiate dismissal proceedings without previous citation or warning.

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2.9. Policies Regarding Faculty Obligations and Rights

2.9.1. Faculty Responsibilities

2.9.1.1. General Statement

Membership in the academic profession carries with it responsibilities for the advancement of knowledge, the intellectual growth of students, and the improvement of society. Faculty must order and evaluate their activities in terms of their commitment to these goals, as well as in terms of their own personal and professional development. Moreover, the faculty of Emmanuel College have a special obligation to understand the mission of this institution of higher learning, and to appreciate its unique characteristics and its philosophy and objectives. They should want to be associated with such an institution and should strive to improve the intellectual and practical effectiveness of the College. A faculty member shall be responsible for carrying out his/her duties satisfactorily. The faculty member should also seek to improve his/her education and teaching, seek professional achievement in his/her academic discipline, and continue to support a liberal arts education. As an educational institution, Emmanuel College does not wish to impose a rigid body of codified rules upon the members of its faculty. The College does, however, have certain legitimate expectations concerning the conduct of professional academics. The following statements outline in a general way the obligations incumbent on faculty members of Emmanuel College.

2.9.1.2. Adherence to College Regulations

It is the responsibility of faculty members to adhere to College regulations and policies.

2.9.1.3. Principal Occupation

A full-time faculty member is appointed with the expectation that he or she will be principally employed at Emmanuel College. (See Section 2.11.4.)

2.9.1.4. Course Offerings and Content

All course offerings should be in accord with the general requirements of Emmanuel College, the needs of the department majors, and the needs of students.

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Faculty members are expected to conduct their classes in accordance with the college catalog at a level appropriate to the level of the assigned course. Each instructor is responsible for planning and presenting the assigned course material; establishing course objectives and requirements and making them known to students; providing a syllabus; selecting and ordering texts and supplemental materials; preparing, administering, and grading papers and examinations; and assigning grades.

2.9.1.5. Absence and Class-Related Duties

Faculty are expected to hold the classes for the requisite period of time and to meet their classes punctually. If for a valid reason a faculty member is unable to meet this expectation, the faculty member shall make arrangements to offer alternate instruction to satisfy students’ expectations in a manner convenient to students. The method to be adopted shall be approved by the program chair. If more than one week’s classes are affected, then the Vice President for Academic Affairs or the appropriate Dean must approve the arrangements. A faculty member must conduct his or her classes in accordance with the College’s non-discrimination policy (see Section 2.3.3.). When grades or other evaluations of academic performance are required, a faculty member shall provide the College with such grades or evaluations of each student in terms of academic performance within the time specified by the Registrar. A faculty member shall return tests and required papers to students within a reasonable time with appropriate comment and/or grade (see Part III, 3.1. and 3.2. and below).

2.9.1.6. Availability and Office Hours

A full-time faculty member shall be regularly available on campus at least four (4) days a week during the academic year. A part-time faculty member shall regularly be available on campus in proportion to the percentage of time for which he or she is employed (see Section 2.1.5. for the specific advising guideline for per-course faculty). Each faculty member should establish, post, and include in all syllabi at least four office hours per week, distributed to be of maximum convenience to the students. Faculty will normally hold additional office hours during registration and examination periods. A copy of the office hours schedule is to be turned in to the chair of the program, who will forward them to the appropriate Dean.

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2.9.1.7. Student Advising

A fundamental objective of Emmanuel College is to assist students to develop their interests in order to reach their full personal and professional potential. The College emphasizes the role of its faculty in the academic advising of students. Each faculty member should consider the advising of students in academic matters a normal part of academic duties. The central element in advising is a genuine and sustained concern for students as persons and for their academic growth. It is the duty of department chairs to allocate such responsibilities, and to inform the individual faculty member of what is expected in the discharge of such responsibilities. No faculty member, administrator, or other representative of the College shall make any representations to, enter into any agreements with, or act toward any student or other person in any manner that is not in conformity with established policies, practices and procedures as expressed in the Faculty Handbook, the Student Handbook, the Policies and Procedures for Human Resource Management and Development, as amended from time to time, or other published College documents.

2.9.1.8. Share in Governance

In accordance with this Handbook, a faculty member shares responsibility for the governance of the College. Fundamentally, this governance is reflected in curriculum development and implementation, peer recruitment and review, and awarding of degrees. In addition, faculty participate in the governance of the institution through college committees, such as the Curriculum Committee, the Faculty Senate and its sub- committees, and department committees; through faculty meetings at all levels of the College and by carrying out their responsibilities as faculty members; and through service in such positions as program or department chairpersons.

2.9.1.9. Recruitment of Prospective Students

A faculty member shall cooperate with the Admissions’ staff in appropriate ways, such as inviting visiting students into the classroom or laboratory, writing letters, calling prospective students and attending admissions events.

2.9.1.10. Research

Faculty conducting or supervising research with animal or human subjects will adhere to the applicable federal and state regulations, to the relevant teachings of the Catholic Church, and College policies (see Section 2.13.3. through 6, below), and to the ethical standards established by the major professional organization in one’s discipline for such work and as

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determined by the Institutional Review Board or the Laboratory Animal Care Committee.

2.9.1.11. Community Service

The College encourages faculty members to apply their professional talents and unique capabilities in such areas of community service as consultant, resource person, lecturer, and appointed or elected board member in political, religious, educational, arts, social and charitable organizations, in a manner that supports the mission and brings positive recognition to the College.

2.9.2. Code of Professional Ethics

Although no set of rules or professional code can either guarantee or take the place of the faculty’s personal integrity, Emmanuel College believes that the “Statement on Professional Ethics” promulgated by the American Association of University Professors in April of 1966 and revised in June 1987 may serve as a reminder of the variety of obligations assumed by all members of the academic profession. Since all faculty members should strive to make these recognized standards of the profession an integral part of their professional and personal lives, the Statement is included in this Handbook in Appendix C.

2.9.3. Emmanuel Policy on Sexual Harassment

Emmanuel College is committed to a working and learning environment that is free of discriminatory intimidation. Sexual harassment will not be tolerated on campus. Therefore, Emmanuel College distributed a policy of sexual harassment to all persons employed at the College as of January 2001 and to all new employees thereafter. Employees must acknowledge reading and receipt of this policy. This policy is included in this Handbook as Appendix E and may also be found in Emmanuel College Resources under HR Forms on the College’s FirstClass email system.

2.9.4. Discrimination Complaints or Harassment

Emmanuel College is committed to a working and learning environment that is free of discriminatory intimidation. Any adverse action or personnel action or other act of discrimination based on race, color, gender, sexual orientation, age, creed, religion, national origin, marital status, Vietnam era veteran status, disabled veteran status, or disability may be the basis

for filing a complaint of discrimination. Claims of discriminatory acts prohibited by law or College policy shall be submitted to the Office of Human Resources. The Office of Human Resources shall investigate and issue findings according to its procedures.

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2.9.5. Violations of Faculty Rights, Academic Freedom and Professional

Ethics

Disputes involving a charge that a faculty member’s rights or academic freedom has been abrogated or that professional ethics have not been maintained are to be settled through the established grievance procedures (see Section 2.17.).

2.10. Academic Freedom

The College adheres to principles of academic freedom (see Appendix C).

2.11. Faculty Growth and Development

Faculty are responsible for maintaining and updating their knowledge of both the scholarship and the pedagogy of their field(s) and related areas. The faculty’s continuous growth and development help sustain their vitality, which should be apparent in the content and quality of their teaching and scholarship. Moreover, faculty who are aware of new developments in their area are better able to assist their colleagues in curriculum development and improvement. The Vice President for Academic Affairs and the appropriate Dean in consultation with the Faculty Development Committee have the principal obligation to recommend and guide faculty development plans and programs, and to support faculty development. Faculty development programs include: teaching improvement activities, research, formal or informal study, publication, consulting, travel, leaves of absence, sabbaticals, grants for faculty-student research, participation in conferences and institutes, and such other activities as may be reasonably expected to assist faculty growth and development. Faculty development programs affect reviews for tenure, promotion, and evaluations of faculty performances.

2.11.1. College Support of Faculty Development

The College may support faculty development in the following ways:

1. sabbatical leaves for study, travel, research, or writing; 2. travel allowances for conferences; 3. faculty development grants to encourage research, creative

activity; 4. personal and professional leaves of absence; 5. reduced course loads as specified in 2.11.2.; 6. faculty luncheon seminars;

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7. faculty development workshops; 8. a mentoring system for junior faculty; 9. annual evaluation of all faculty, including post-tenure review as

applicable.

2.11.1.1. Conference Travel Funds

Faculty members are encouraged to attend scholarly and professional conferences, workshops, and consultations as a means of keeping recent developments in their areas of professional work in contributing to scholarly exchanges with other scholars through such activities as presentation of papers and performing or showing of works. Emmanuel College provides some funds for travel to conferences through the department budget and through Faculty Development Grants for which the individual faculty member may apply.

Faculty members attending professional activities must adhere to the expectations regarding absence from class (see Section 2.9.1.5.).

2.11.2. Reduced Teaching Load

Emmanuel College may provide reduced loads for such activities as chairing an academic program (see Section 1.4.1.2.2.) or the Faculty Senate, research, or involvement in special projects. The level of course reduction is determined by the Vice President for Academic Affairs and the appropriate Dean in consultation with the faculty member. It is based upon benefit to the faculty member and/or the College. Junior faculty may apply for up to two course reductions during their first five years of teaching to engage in scholarly research with the approval of the Department Chair and Dean. In considering such applications, the College will recognize the primary responsibility of a department to provide students with access to courses. Junior faculty wishing to apply for course reduction should discuss their plan with the department chair at the beginning of the semester preceding the requested reduction. Application should be made to the Vice President for Academic Affairs no later than February 15 for fall reductions and October 15 for spring reductions.

2.11.3. Outside Grants

Faculty members are encouraged to seek research and study grants from agencies and foundations outside the College.

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2.11.4. Consulting Work Outside the College

Emmanuel holds to the belief that its academic mission, education programs and students are best served by faculty who are firmly dedicated to teaching excellence while at the same time actively engaged in their respective fields and deeply committed to continuous scholarly and professional growth. Mindful of this, the College encourages active participation of its faculty in research and professional development activities, including consulting, which provide opportunities for sustained professional challenge and growth, or otherwise enhance the effectiveness of a faculty member’s service to the College. Interaction outside the classroom with industry, business, government and other institutions of our society all combine to provide valuable avenues by which faculty can develop both professionally and as teachers. It is recognized that the potential magnitude of such outside professional activity for faculty is such that orderly procedures must be followed to ensure that ethical and legal conflicts of interest are avoided and that the nature and extent of such activities do not overshadow or otherwise conflict with the faculty member’s full-time responsibilities to the College. Essential to the effectiveness of such procedures are (a) complete disclosure of outside professional activities, and (b) the availability of competent advice and consultation with the appropriate Dean and the Vice President for Academic Affairs.

The policies governing faculty outside professional activities and conflict of interest are found in Appendix F.

2.11.5. Sabbatical Leave Policy

Sabbatical leaves are granted for study, research, and professional projects that will contribute to the professional development of the full-time ranked faculty members and the College. The College financially supports sabbatical leaves each year provided:

1. that they can be supported from designated sabbatical funds without additional expense to the College and

2. that they do not adversely affect the quality of the academic program.

Full-time ranked faculty members are eligible for a first sabbatical leave after completion of seven years of full-time teaching at Emmanuel College. After a sabbatical, faculty members are eligible for sabbatical leave after completion of each subsequent five years of full-time ranked service.

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A full-time ranked faculty member may apply to take a sabbatical leave for a full year at half salary or for one semester at full salary. A full-time ranked faculty member who is granted sabbatical leave must continue in full-time ranked faculty service to the College for at least one academic year immediately succeeding completion of the period of the sabbatical leave or any authorized leave periods. If such return service is not provided in whole or in part, the faculty member shall be obligated to repay all salary and College-paid fringe benefit costs paid during the sabbatical immediately upon demand by the College, unless otherwise agreed by the College. If a faculty member does not return to the College because of a decision of the College, this requirement does not apply. Application for sabbatical leave should be made to the Vice President for Academic Affairs on or before October 15 of the academic year preceding that in which the proposed leave would occur. The application form should include:

1. a statement concerning the time of the proposed sabbatical leave;

2. a statement that describes the sabbatical leave project and indicates its value to the professional development of the applicant and the college;

3. a statement proposing how courses will be covered during the leave.

The Vice President for Academic Affairs and the appropriate Dean make recommendations regarding sabbatical leaves to the President for final determination. Action on the application for sabbatical leave will be made by the beginning of the second semester of the academic year preceding that in which the proposed leave would occur.

2.12. Workload

The assignment of an individual faculty member is made annually after consultation between the faculty member and his or her chair and the Vice President for Academic Affairs. This assignment is set forth in the faculty member’s annual letter of appointment. The individual assignment is intended to reflect the individual member’s capabilities and the College’s needs. As far as possible, the individual assignment should take into account the faculty member’s particular qualifications and his or her program of professional development. Faculty are responsible for carrying out satisfactorily the duties they have undertaken by accepting their annual appointment. Workload includes teaching, scholarship/professional achievement and service to the College.

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2.12.1. Teaching Load

A full-time ranked faculty member’s teaching load is three four-credit semester long courses per semester. In the case of Special Instructors, the full-time teaching load is four four-credit semester long courses per semester. Courses with fewer than four credits (e.g. laboratory, two-credit courses) count toward the teaching load. The Vice President for Academic Affairs and the appropriate Dean will determine annually the minimum enrollment for courses to run. Full-time faculty members teaching less than a full load will be assigned alternate academic duties by the Vice President for Academic Affairs and the appropriate Dean, after consultation with the faculty member and the chairperson.

2.12.2. Presence at the College

Members of the faculty are expected to remain at the College until commencement. If extraordinary circumstances make it necessary to leave before commencement, permission should be obtained from the Vice President for Academic Affairs and Dean. Faculty members are required to attend faculty meetings, planning events and commencement exercises. Faculty members are also expected to attend other major academic events and all-College convocations. If faculty are unable to attend, they should notify the Vice President for Academic Affairs and Dean in advance.

2.13. Working Conditions

2.13.1. Classroom Use of Copyrighted Materials

All employees of the College are expected to respect the copyright associated with intellectual property which, except under specified circumstances, prohibits the duplication, public display, or performance of such property without permission of the owner of that copyright. Intellectual property includes visual images, software, and other creative expressions, whether fixed electronically or in "hard copy." The copyright law is a particularly important part of the legal framework governing an academic community.

The most important exception to the prohibition against unauthorized copying is "fair use." The meaning of "fair use" has been much litigated, most recently in connection with the production of "course packs" - anthologies of copyrighted materials specially duplicated and sold for particular courses. The courts have been clear, however, that such

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copying is not fair use, and permission must be obtained for items duplicated as part of such course packs.

Permission to copy items is relatively easy to obtain electronically for the large number of items for which the Copyright Clearance Center manages the copyrights. Usually, the publisher must receive a written request for permission to copy other items.

Members of the Emmanuel College community are expected to be mindful of the restrictions imposed on them by copyright law and comply with copyright policies and laws. (See http://www.copyright.gov for further information).

2.13.2. Institutional Review Board

This Committees functions as the institutional review board for all activities, projects, research grants, and teaching protocols that involve in any way the use of human subjects. The Committee is charged with protecting the rights and welfare of all human subjects, and to ensure that such subjects give their informed consent in any contemplated activity. Members are chosen by the Vice President for Academic Affairs and the Dean.

A report must be submitted to the President once each year.

2.13.3. Laboratory Animal Care Committee

This Committee is charged with the responsibility of reviewing and approving all projects on campus involving the use of laboratory experimental animals from the standpoint of humane care, ethical standards, animal health, occupational health, and per diem cost recovery. Its members are appointed from appropriate programs by the Vice President for Academic Affairs and the Dean. A report must be submitted to the President once each year.

2.13.4. Emergency Closing

Ordinarily the Vice President for Academic Affairs makes the decision to close the College and communicates this decision to the media and internally to the College community. In extraordinary circumstances, the President may decide to close the institution.

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If classes have been canceled for some other reason, such as a funeral or other special activity, the President decides if College employees should report to work.

2.13.5. Other College Policies

Faculty are responsible for following college policies and rules concerning safety, patent, plagiarism, human subjects and animal subjects research, hazardous waste disposal, copyright, use of alcohol, external relations, and other college policies and rules. Faculty are responsible for administering procedures pertaining to students as reflected in the College’s student handbook, catalogue, and other programmatic publications. The College’s policies for release and disclosure of information from student records (Federal Educational Rights and Privacy Act) is printed as Appendix D. Faculty are responsible for administering procedures pertaining to employees as reflected in the Policies and Procedures for Human Resource Management and Development, as amended from time to time, and other documents concerning employment and human resource policies, practices, and procedures.

2.13.6. Use of the College Name and Seal

The College’s name and seal are the exclusive property of the College and, consequently, may not be used in connection with goods or services offered by any individual or outside organization without the prior permission of the appropriate College official. Official stationery may not be used in connection with “outside activities” except with respect to those academic and scholarly activities authorized by the College. No report or statement relating to outside activities may use the name of the College or be attributed to it. The use of official College titles for personal gain or publicity is prohibited without the written approval of the Vice President for Academic Affairs. Only designated college officials are authorized to enter into contracts for the College. For specific information, contact the Vice President for Academic Affairs and the Vice President for Finance and Administration.

2.14. Leaves

The College grants leaves of absence for a number of reasons. All leave of absence policies and procedures for faculty, with the exception of the paternity/adoption, personal and academic leaves outlined below, are covered under the Policies and Procedures for Human Resource Management and Development, as amended from time to time. These Policies and Procedures may be accessed in the HR Forms under Emmanuel College Resources on the FirstClass email system. Leaves covered in these Policies and Procedures include Family and Medical

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leave covered by the Family and Medical Leave Act (FMLA), Small Necessities leave, Maternity leave (other than FMLA), Jury Duty, Military leave and Bereavement Pay.

2.14.1. Paternity/Adoption Related Leaves Paternity/adoption leaves shall be granted to a full-time ranked faculty member for one week without loss of salary. Additional time for paternity/ adoption may be taken without pay, in accordance with the provisions of the Family and Medical Leave Act policy.

2.14.2. Personal Leave

A leave of absence for personal reasons may be granted to a full-time ranked faculty member without salary for a period of up to two years by the President after consultation with the Vice President for Academic Affairs.

2.14.3. Academic Leave

A leave of absence for educational or professional reasons may be granted without salary for a period of up to two academic years by the President after consultation with the Vice President for Academic Affairs and with the department chairperson.

2.15. Fringe Benefits This manual only highlights the terms of the College's employee benefit plans. The actual terms of the various employee benefit plans are stated in and governed by the formal plan documents. A participant and/or beneficiary, including retirees, shall not have any right to benefits under the plans that in any way interfere with Emmanuel College’s right to terminate or amend any plan. Emmanuel College makes no promise to continue plan benefits in the future and benefits vest only as stated in plan documents.

2.15.1. Mandatory Benefits

Emmanuel College provides Social Security, Unemployment, and Worker’s Compensation in accordance with the applicable law. For details, please contact the Office of Human Resources.

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2.15.2. Retirement Benefits

The College participates in the retirement annuity operated by the Teachers Insurance and Annuity Association (TIAA/CREF). Both the eligible individual faculty member and the College make contributions on behalf of the individual faculty member who participates in the program. Further information may be obtained from the Office of Human Resources.

2.15.3. Health Insurance

The College offers optional health insurance programs for eligible full-time faculty members. For complete details please consult the Office of Human Resources.

2.15.4. Life Insurance

The College provides life insurance coverage for all full-time faculty. Please consult the Office of Human Resources for details.

2.15.5. Long-Term Disability

The College provides long-term disability coverage for all eligible full-time faculty. Please consult the Office of Human Resources for details.

2.15.6. Liability Insurance

For information on the policy, consult with the Vice President for Finance and Administration.

2.15.7. Tuition Remission

The College provides certain tuition remission benefits for the spouses and dependent children of full-time ranked faculty members in accordance with the College’s general tuition remission policy, which may be found in the Policies and Procedures for Human Resource Management and Development, as amended from time to time. For further information, please contact the Office of Human Resources.

2.15.8. Short-Term Disability

Upon proper notice and receipt of medical evidence satisfactory to the College that a faculty member is disabled from working due to personal illness or injury, the College provides short term disability pay for up to three months. Leave taken with short-term disability pay will normally count as leave taken under the provisions of the Family and Medical

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Leave Act policy. For further information, please contact the Office of Human Resources.

2.16. Compensation

2.16.1. Payroll Deductions

The College must withhold from each faculty member federal and state income tax and social security tax. At the beginning of employment, one must complete a W-4 certificate for the College. At any time when there is a change in the number of dependents one wishes to declare, the faculty member must notify the Office of Human Resources and complete a new certificate, thirty days in advance of the affected payroll. Fringe benefits in which the faculty member shares the cost with the College are handled on a payroll deduction basis. In addition, donations to Emmanuel College may be made by a monthly payroll deduction. Arrangements for deductions must be made at least thirty days in advance of the affected payroll.

2.16.2. Checks

The annual salary is issued in twelve monthly installments on the 12th day of each month beginning in September, except when the 12th falls on the weekend.

2.17. Faculty Grievance Procedure for Full-time Faculty

2.17.1. Introduction

a) Preamble

1) The majority of faculty concerns can be settled informally through effective communication with colleagues. Therefore, before filing a grievance, faculty must have exhausted the other avenues available to them. That is, they must first have gone through the "appropriate channels." They must have attempted to resolve the issue with the individual decision maker/actor, and then appealed the decision to the individual's superior (e.g., the program chair or dean). If these attempts fail, then the faculty member may turn to the grievance process.

2) The following grievance procedure is provided to serve as the means for the resolution of grievances experienced by the following full-time Emmanuel College employees: (a) all ranks of tenured and tenure-track faculty and (b) faculty holding multiple-year appointments. .

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b. Grievable Issues

A grievance shall be defined as a charge alleging a violation or incorrect application of a College policy, procedure, or practice that is not covered under another College grievance or appeal mechanism (e.g., promotion and tenure, sexual harassment, discrimination). Some examples of "grievable issues" include: infringement of academic freedom, salary adjustment and disputes among faculty over intellectual property.

c. Non-grievable Issues

The following issues are not grievable issues: (1) promotion and tenure; (2) non-reappointment; (3) Affirmative Action and EEO complaints; (4) sexual harassment; (5) retirement and employee benefit issues that are covered by Massachusetts and Federal laws or by the terms of the plan documents; (6) any matters falling within the jurisdiction of other College appeal procedures as defined in the Faculty Handbook; and (7) decisions resulting from other College appeals procedures.

2.17.2. The Grievance Procedure

If the informal attempts to resolve a grievance have failed, the aggrieved may choose to file a formal grievance. At this time, the grievant shall inform the Vice President of Academic Affairs that he/she is filing a formal grievance with the Executive Committee of the Faculty Senate.

a. Filing a Grievance

1) The grievant will submit a written complaint to the Executive Committee of the Faculty Senate. A grievance must be filed within one (1) month after the event or action that is being grieved. No concurrent legal action is allowed. If such action is started, the grievance process will be immediately terminated. The complaint will include the following: (a) the date that the grievant discovered the decision/action that resulted in the problem; (b) the name of the person alleged to have made the decision or action in question (the “decision maker”); (c) the nature of the grievance; and (d) evidence of any measures that have already been taken to resolve the problem.

2) The Executive Committee will inform the decision maker and the Executive Director of Human Resources of the complaint and will provide them with a copy of the grievance. The decision maker will provide a written response to the complaint to the Executive Committee of the Faculty Senate and the grievant within ten (10) working days of receiving the notice from the Faculty Senate. The Executive Committee will then decide whether or not the grievance appears to warrant further consideration. If the grievance does not warrant further consideration, the

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matter will be ended. If it does warrant further consideration, the grievance will move to the mediation step. In either case, the Executive committee of the Faculty Senate will notify the grievant and decision maker of its decision within fifteen (15) working days of receiving the response from the decision maker.

b. Mediation

1) A grievance that is considered by the Executive Committee of the Faculty Senate to warrant further consideration of the Faculty Senate will be turned over to an ad hoc Grievance Subcommittee of the Faculty Senate. The Grievance Subcommittee will be comprised of three tenured members of the Emmanuel Faculty. The Grievance Subcommittee will make an effort to mediate the dispute before it proceeds to a hearing. The Grievance Subcommittee also will be responsible for making an attempt to informally and confidentially resolve the matter. The Grievance Subcommittee will make a recommendation to achieve a voluntary resolution of the dispute, but will not be allowed to make a binding decision. The Grievance Subcommittee should, when possible, begin the mediation process within ten (10) working days of receiving their charge. It is expected that most grievances will be resolved through this informal process. Before beginning the mediation process, the Grievance Subcommittee will receive a briefing from the President of the Faculty Senate. This briefing will include dissemination of a copy of the complaint as well as the response of the decision maker. The President of the Faculty Senate will also review the grievance procedure, clarify time limits, and answer questions regarding the procedure. The President of the Faculty Senate will not be allowed to discuss specific aspects of the complaint or express personal opinions concerning its merits.

c. The Hearing

1) If a dispute cannot be resolved through mediation, a hearing may be requested by the grievant. An ad hoc Hearing Committee composed of three tenured members of the Faculty, not previously involved in the case, shall be appointed by the Executive Committee of the Faculty Senate. The grievant, the decision maker and the Vice President of Academic Affairs may veto one member of the Committee. If this veto power is exercised, another tenured Faculty member(s) will be appointed by the Executive Committee. Individuals who have had previous involvement with the grievance (e.g., at the mediation stage or through the informal resolution process followed prior to filing the grievance) will not be allowed to participate as a member of the Hearing Committee. The Hearing Committee will elect a chairperson from among its own members, who will be allowed to vote. Before beginning the hearing, the Hearing Committee will receive a briefing from the President of the Faculty Senate. This briefing will include dissemination of a copy of the complaint as well as the

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response of the decision maker. The President of the Faculty Senate will also review the grievance procedure, clarify time limits, and answer questions regarding the procedure. The President of the Faculty Senate will not be allowed to discuss specific aspects of the complaint or express personal opinions concerning its merits.

2) The hearing will be presided over by the ad hoc Hearing Committee. If possible, the hearing shall be held within thirty (30) calendar days of the day that the hearing was requested.

3) The hearing is not a legal proceeding, and formal rules of evidence do not apply. The Hearing Committee may admit and consider any evidence that it deems relevant. Human Resource information, including salary data, performance evaluations, and student evaluations, will not be available unless released by the individual faculty member.

4) Both the grievant and the decision maker may have an Emmanuel College colleague to advise in the presentation of their case, however, the colleagues may not serve as legal advocate or have direct participation during the hearing.

5) The hearing will be private. Individuals present will include the Hearing Committee, the decision maker, the grievant and their chosen colleagues and any witnesses as requested by the parties and directed by the Hearing Committee. A representative of the Administration may also be allowed to attend the hearing if the Hearing Committee determines the Administration may have information relevant to the grievance. Attorneys will not be allowed to attend the hearing.

6) Under directions from the Hearing Committee, each party shall give to the other party such advance notice of its intended witnesses, and such advance copies of or a list of its intended exhibits, as may be practicable. The goal shall be to expedite the proceedings and to minimize the element of surprise as an advantage to either party.

7) During a hearing, both parties shall have the following rights:

a. to call and examine witnesses; to introduce written evidence; b. to cross-examine any witnesses on any matter relevant to the

grievance; c. to challenge any witness; and to rebut any evidence.

The grievant and decision maker may testify and may be requested to answer questions posed. The personal appearance of each witness normally will be required to assure the opportunity for cross-examination and examination by the Hearing Committee. In extraordinary

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circumstances, the Hearing Committee may receive an individual's sworn written statement or other form of proof in lieu of a personal appearance.

8) A copy of each exhibit reviewed by the Hearing Committee shall be supplied to the other party by the offering party.

9) After all oral and written evidence and argument has been presented, the hearing shall be closed. The Hearing Committee shall conduct its deliberations privately.

d. Hearing Committee Report

Within a reasonable time after the closing of the hearing, but in no event to exceed sixty (60) calendar days, the Hearing Committee shall make written report, based on evidence presented during the hearing, with findings and recommendations.

e. Decision of the President of the College

The President of the College or her designee shall consider the report of the Hearing Committee, however the President shall make the final decision. The President's written decision shall be sent to each party and the members of the Hearing Committee and the Executive Committee of the Faculty Senate within sixty (60) calendar days of receiving the Hearing Committee's report.

f. Confidentiality and the Right to Privacy

1) The work of the Committees described above requires a high level of sensitivity to the privacy of all concerned. Thus, all members of the Grievance Subcommittee, Hearing Committee, Executive Committee of the Faculty Senate, grievant, decision maker, and College colleagues are required to maintain confidentiality with respect to all oral proceedings and written documents produced during the case.

2) After the proceedings have concluded, the Hearing Committee shall forward all records and documents produced in the case to the Executive Director of Human Resources for storage in a confidential file.

3) If during investigation of the grievance, individuals are questioned about the complaint, they shall be informed of the confidentiality of the information provided and of their obligation to maintain confidentiality about their participation in the investigation.

4) Any violations of the confidentiality obligation will be subject to appropriate disciplinary action.

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2.17.3. General Provisions

The filing or pendency of any grievance under the provisions of this section shall not prevent the College from taking the action complained of, or any other action, subject, however, to the final decision on the grievance.

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PART III

3.0. Academic Policies and Guidelines of Interest to the Faculty

3.1. Examination Policy and Academic Integrity Policy

a. Final examinations shall be held in all courses with the exception of those designated as research, seminar, internships, or studio courses. If a faculty member determines not to give an examination in a course other than these, he/she must give written notice as well as the reason for the projected omission to and receive approval from the Vice President for Academic Affairs prior to October 1 during the first semester and March 1 during the second semester.

b. No faculty member may permit a student to write an examination at

any other time or place than that specified on the examination schedule unless for good cause a student registers a petition signed by the instructor with the Vice President for Academic Affairs. Under these conditions the examination must be taken within the examination period.

c. It is the professor’s responsibility to distribute and collect the

examinations. Both professors and students will be notified by the Registrar of the time and place for all regular examinations. Changes in time and place of an examination can be made only through the Registrar’s Office because of conflicts which may arise.

d. There are no retake examinations. If a student, by reason of illness

and/or extenuating circumstances, does not take the semester examination, the qualification “INC” instead of a grade is assigned for the course. A student must petition for approval to write a deferred examination. The petition forms are obtained through the Office of the Vice President for Academic Affairs. The petition must be approved in writing by the department chairperson or the instructor, and by the Dean of Program Resources, or the Vice President for Academic Affairs, as the situation applies. The make-up examination must be written within the period set by the Registrar for such examinations. The faculty member requests appropriate location from the Registrar.

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3.1.1. Academic Integrity Policy

Rationale

Students and faculty of Emmanuel College wish to be dedicated to the development of an academic community, and therefore, each strives to accomplish her/his work with integrity and respect for one another. The following procedures are designed to facilitate and safeguard this desire.

Procedures for Implementing Academic Integrity

A. Plagiarism on Papers

I. Meaning

Essentially plagiarism is theft, the theft of the work of another person. In an academic context, it is the unattributed presentation of the work of another person under one’s own name.

Plagiarism occurs in the written work of a student when she/he uses the words of another person without change or with merely minor changes and does not acknowledge the fact. The absence of quotation marks or of an indented paragraph (to indicate quotation) suffices to establish the objective fact of plagiarism. Plagiarism can also occur in other circumstances (e.g. an art student presenting as his/her own a drawing done by another person) and can also be verified objectively.

Objective plagiarism merely establishes the fact and does not consider intention. It is the sense in which the word is used here.

II. Policy

Teachers

1. Every teacher must stress to the students in a clear, unambiguous and forceful way what constitutes plagiarism. This should be done early in the semester and before the first written assignment. It is recommended that the teacher raise the matter again during the semester in order to underline its significance.

2. Every teacher must impose the penalty for plagiarism and notify the

Vice President for Academic Affairs to that effect. Failure to report detected plagiarism is a serious violation of academic integrity.

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Students 1. By affixing her/his name to work, a student is saying that the work is

hers/his. 2. Plagiarism in the work of any student constitutes a serious violation of

academic integrity. 3. Students found to have plagiarized a paper may receive a grade of F

for the plagiarized work or a grade of F for the course. The grade is assigned by the faculty member.

4. A student may appeal to the Committee on Academic Integrity, but lack

of intention will not be recognized as legitimate grounds for appeal. 5. A repeated violation may lead to the student being asked to take a

leave of absence or to withdraw from the College.

B. Examinations

1. Faculty must explain academic integrity sanctions against cheating at the beginning of each course.

2. Each student signs a pledge of academic integrity on the cover of the

examination blue book. “I shall neither give nor receive help on this exam.” Signature Date 3. Take-home exams must be open book, restricted by due time and date,

and safeguarded by principles of academic integrity.

4. During examinations the maintenance of academic integrity requires that:

a. during a closed-book exam, notes, books, or any other aid may

not be used.

b. books, notebooks, papers, pocketbooks, book bags, and any other paraphernalia not pertinent to the exam must be left at the front of the classroom.

5. Faculty will proctor all exams.

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6. Students who cheat on exams will receive an F in the course; the instructor will award the grade. In the case of repeated violation of academic integrity, the student may be asked to take a leave of absence or may be expelled from the College.

7. A student has the right to appeal her/his case before the Committee on

Academic Integrity (see below).

C. Violations of Academic Integrity

1. Students who witness an infraction of academic integrity have the right

to report the violation to the professor with the understanding that she/he may be required to confront the accused student concerning the incident. If the professor cannot resolve the case, the professor brings the case to the Committee on Academic Integrity.

D. Committee on Academic Integrity

1. The Committee on Academic Integrity is a standing committee

consisting of 2 students, 2 faculty members, one academic administrator, and the Vice President for Academic Affairs as ex officio chair of the Committee.

2. The Committee on Academic Integrity will meet in the first month of

each term to review the guidelines regarding academic integrity and to set a date for tentative hearings at the end of the semester. The Committee will be available to meet as needed throughout the semester.

3. All alleged unresolved infractions must be reported to the Committee

within one week of the faculty member’s learning of the incident. The Committee must review cases and submit a decision within four weeks of the reported infraction, with the exception of reported infractions occurring during spring semester finals, which must be resolved within the first two weeks of the fall semester. Students may appeal decisions of the Committee on Academic Integrity to the Academic Review Board.

4. Students determined to have cheated on exams or to have plagiarized

papers may achieve an F in the course from the instructor. Infractions of academic integrity will be recorded in the student’s file in the Registrar’s Office until her/his graduation from Emmanuel College when the record will be destroyed. A student who repeats violation of academic integrity may be asked to take a leave of absence or may be expelled

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3.2. Grading System

A, A- Indicates achievement of distinction: scholarship shows initiative, independence, and originality; excellence in presentation.

B+, B, B- Indicates general achievement of a high order: knowledge is

complete and accurate, effectively and independently analyzed and/or synthesized; logical and organized presentation.

C+, C Indicates acceptable standard for graduation from

Emmanuel: grasp of the subject’s fundamental facts and principles with the ability to apply them adequately; participation in the work of the class and ability to communicate effectively.

C-, D+, D Indicates a marginally acceptable standard which is

nonetheless deserving of credit (except in the case of a major course).

F No credit: unsatisfactory work which falls below the minimal

standard* for graduation

*The quality point value for graduation is 2.0.

a. The quality of a student’s work is expressed by letters for which the following point values have been established: A=4.0, A-=3.67, B+=3.33, B=3.0, B-=2.67, C+=2.33, C=2.0, C-=1.67, D+=1.33, D=1.0, Incomplete=0, F(Failure)=0, P=Pass, W=Withdrawn, and UW=Unofficial Withdrawal.

b. A student’s quality point score or credit ratio is the ratio of the earned

quality points to the semester credit hours carried. The quality point is not affected by a P, W, or UW; a student’s academic record is adversely affected by an F and an incomplete, as the number of credit hours for the course is included in the calculation of the quality point score unless she repeats or substitutes a course with permission.

c. Grades submitted at the end of a course shall be considered final.

d. Students who are in danger of failing at mid-semester will be notified

by the instructor. Notification will also be given to the Vice President for Academic Affairs and to the Associate Dean for Program Resources.

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e. A student must attain a semester average of C (2.0) in any course counting as major work; a semester average of D (1.0) in any other course for which academic credit is received.

f. Course deficiencies caused by a failure may be made up by repeating

the course in which the deficiency has been incurred or by substituting an equivalent course with the approval of the chairperson of the department and the Vice President for Academic Affairs. The original grade achieved remains on the student’s transcript, but the grade does not count in GPA.

g. An incomplete grade shall be reported only when a portion of the

assigned work has not been completed because of an unavoidable absence of the student or other reason equally satisfactory to the instructor. Normally all incomplete work must be completed by the end of the second week of the following semester. A contractual agreement must be made before the end of the semester between the faculty, student, and appropriate dean. If this requirement is not met, the grade automatically becomes F.

h. Pass-fail option must be finalized in the Registrar’s Office on or before

October 1, or February 15, in the semester in which the course is taken. The professor is notified when the grading sheet is distributed by the Registrar.

i. Faculty members will submit grades by the deadline indicated by the

Registrar.

3.3. Student Advising System

GUIDELINES FOR ADVISORS AND ADVISEES ON ACADEMIC MATTERS The ultimate responsibility for fulfilling graduation requirements rests with the student who must review her program with her advisor before each registration period to ensure that all requirements for the degree are satisfied.

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3.3.1. Duties of the Chairperson with Regard to Advising

The duties of the chairperson with regard to advising are: 1. to receive “declaring” majors who have been referred by the academic

advisors;

2. to record the name of first-time majors from the April and November pre-registration forms;

3. to send to all majors before May 1 a list of departmental advisors, their offices, and their advising hours;

4. to ask the newly-declared students to select their advisors from the list and to notify the chairperson of the selection before May 15;

5. to assign advisors for new students, transfers, and adult learners

(advisors for adult learners must be available in the evening); 6. to notify advisors of advisees before classes begin for the semester; 7. to submit to the Vice President for Academic Affairs and the Dean of

Program Resources by September 15, the list of departmental advisors, their office hours, and their advisees (2 scheduled hrs/wk);

8. to distribute student programs, grades, probation notices, etc., to the

appropriate advisor.

3.3.2. Duties of the Departmental Advisor (and/or Chairperson)

The duties of the departmental advisor are:

1. to build advisement goals

a. on the basis of confidentiality and freedom of student decision; b. in relation to the growth of the student and the philosophy of the

College;

2. to invite new advisees for interviews by October 1

a. to begin building relationships between advisor and advisees; b. to help the student further identify her educational goals;

3. to see individually all advisees near November 1 and April 1

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a. to discuss the particular academic program; b. to assist in planning for the next semester’s pre-registration; c. to note the student’s accomplishment in College and

departmental requirements; d. to encourage the student to begin to implement short and long

range goals;

4. to sign the following form in duplicate, one for the department file and one given to the student to be presented to the department at the time of registration:

This is to certify that ______________________ has had a formal advisory session with me on (date) ___________. ___________________________________ Signature of Advisor

5. to sign registration forms on the pre-registration dates of both

semesters (as well as on the pre-registration day for incoming freshmen);

6. to make available to all advisees information about

a. graduate offerings throughout the country, fellowships, etc.; b. realistic career opportunities, relevant readings; c. other information that would be useful to a student’s

development;

7. to see advisees at other times during the semester when advisor or advisee feels it necessary;

8. to keep student’s schedules, transcripts, recommendations, etc., on

file; 9. to write recommendations when requested; 10. to be informed on College and departmental requirements, College

policy, outside higher education policies, e.g., the Buckley Amendment, and to communicate these to the advisees.

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Appendices______________________________________________________ Appendix A: Faculty Senate Constitution a-1 Article I: Scope of Powers a-1 Article II: Membership a-2 Article III: Officers a-2 Article IV: Meetings a-3 Article V: Committees a-3 Article VI: Amendments a-4 By-Laws a-4 Appendix B: Annual Salary Letter b-1

Appendix C: American Association of University Professors 1940 Statement of

Principles on Academic Freedom c-1

Appendix D: Guidelines for the Release and Disclosure of Information from Student Records d-1

Public Records d-1 Office of the Registrar d-1 Department of Athletics d-1 Student Activities d-1 Confidential Records d-1 Disclosure of Confidential Information to the Student/Right of

Inspection and Review d-2 Right to Obtain Photocopies d-2 Definition of Official Records d-3 Right to Explanation d-4 Hearing Procedure d-4

Waiver of Access d-5 Disclosure of Confidential Information to Third Parties d-5 Procedural Standards for Disclosure to Third Parties d-6

Notification of Rights d-6 Assurance of Compliance d-7