Faculty Employment, Procedures & Regulations

Effective March 27, 2007
(Referenced as Section IV of the Faculty Handbook)

FACULTY PROCEDURES AND REGULATIONS

1. Types of employment.

1.1 Regular
Employment is on a nine-month or a twelve-month basis. Compensation is semi-monthly. The first regular pay period falls on or about August 31. For nine-month appointments, the last regular pay period falls on or about May 15. The President, Vice President for Academic Affairs, the Deans and librarians are on twelve-month contracts. The workload for these employees is 37 1/2 hours per week as defined by the State.

1.1.1. Faculty Workload
Each faculty member’s workload consists of teaching or librarianship, scholarship and service, with the ratio among the three components varying, depending upon the University’s needs. Faculty workloads shall be consistent with the university’s mission as a teaching institution. The ratio is normally 60% teaching or librarianship, 20% scholarship, and 20% service.

1.1.2. Faculty Teaching Load
Teaching loads for nine-month faculty members are determined from two factors: Credit hour production (CHP) and Contact Hours. A contact hour is defined as one hour of classroom teaching. Teaching loads for each faculty member are determined by the College Dean.
CHP requirements for each college are set annually by the Vice President for Academic Affairs in consultation with each college dean, and the dean of enrollment services.

Although twelve contact hours per semester is the standard teaching load, contact hour loads may vary from nine (9) to fifteen (15) contact hours.

In order to be available to meet and advise students, the Deans shall establish office hour policies with their faculty members.

Faculty members will not receive compensation for tutoring students in any course for which they are empowered to grant credit or over which they have any authority.

Faculty members who must be absent from their classes or from attendance at obligatory University functions for causes other than sickness will submit a request to be absent from campus to the Department Chair/Dean of the Library and Instructional Services for approval.

1.2. Part-Time
Employment is on a semester basis, and the extent of the duties and responsibilities is limited.

1.3. Summer
Summer appointments are not included in the regular academic year contract. Compensation for summer school employment is established by the President in consultation with the Faculty Senate. Appointments are made in early spring following completion of the summer school schedule. Every effort is made to provide a summer appointment for those faculty members who wish it. However, such appointments are not assured, nor are faculty members required to teach in the summer. Each college establishes its policy for summer appointments.

According to the State Human Resources Regulations Manual 19-706.04.C.5b faculty may earn a maximum of forty percent (40%) of their annualized salary during the summer.

www.state.sc.us/ohr/hrregulations/hrregulation.htm

1.4. Employment Outside of the University
Before accepting additional employment outside the University, a Lander University faculty member holding a full-time appointment is required to obtain written permission from the Vice President for Academic Affairs or from the President. If such employment is to be performed during a contract period, the faculty member must complete the Request for Permission to Accept Outside Employment Form. The form must be approved by the Vice President for Academic Affairs. Such approval must be renewed at the beginning of each academic year and is subject to existing State policies.

2. Faculty Appointments

2.1. General Conditions for Appointment

The conditions of every appointment to the Lander faculty will be stated in a written contract. The contract will specify the type of appointment, rank, salary, degree status (including a statement whether or not the appointee holds the earned terminal degree in the discipline), duties, credit towards tenure/promotion, and the earliest dates for consideration for tenure and promotion. Three years of credit is the maximum allowed towards tenure/promotion. The contract will be signed by the President of Lander University or the Vice President for Academic Affairs and the faculty member, with a copy of the contract being given to the faculty member and Dean. Any subsequent extensions or modifications of an existing contract must be made in writing.

The academic credentials required by Lander University for faculty appointments are those published in The Principles of Accreditation, which have been established by the University’s accrediting agency, the Southern Association of Colleges and Schools. The guidelines are as follows:

  • “Faculty teaching general education courses at the undergraduate level: doctor’s or master’s degree in the teaching discipline or master’s degree with a concentration in the teaching discipline (a minimum of 18 graduate semester hours in the teaching discipline).”
  • “Faculty teaching baccalaureate courses: doctor’s or master’s degree with a concentration in the teaching discipline (minimum of 18 graduate semester hours in the teaching discipline). At least 25 percent of the discipline course hours in each undergraduate major are taught by faculty members holding the terminal degree, usually the earned doctorate, in the discipline.”
  • “Faculty teaching graduate and post-baccalaureate course work: earned doctorate/terminal degree in the teaching discipline or a related discipline.”

2.2. How Faculty Rank is Established at the Time of Initial Appointment

2.2.1. Instructor
To be appointed at the rank of Instructor, the candidate must either
a. Hold the masters degree in the discipline without prior teaching experience, or
b. Have completed all course work towards the terminal degree in the discipline without prior teaching experience.

2.2.2. Assistant Professor
To be appointed at the rank of Assistant Professor the candidate must either

a. Hold the earned terminal degree in the discipline with little or no teaching experience; or

b. Hold the master’s degree in the discipline with at least one year of full-time teaching experience at the collegiate level; or

c. Hold the master’s degree in the discipline with relevant experience.

2.2.3. Associate Professor
To be appointed at the rank of Associate Professor the candidate must

a. Hold the earned terminal degree in the discipline with significant teaching experience; or

b. Hold at least the masters degree in the discipline with relevant experience; or

c. Have held the rank of Associate Professor at a regionally accredited university or college.

2.2.4. Professor
Appointment at the rank of Professor will be made by the President or the Board of Trustees in consultation with the Chair of the Faculty Senate, the tenured faculty members from the college/library to which the appointment is being made, and the Vice President for Academic Affairs.

2.2.5 Library Faculty

2.2.5.1. Assistant Librarian
To be appointed at the rank of Assistant Librarian, the candidate must hold the earned terminal degree in the discipline with little or no experience;

2.2.5.2. Associate Librarian
To be appointed at the rank of Associate Librarian, the candidate must
a. Hold the earned terminal degree in the discipline with significant experience; or
b. Have held the rank of Associate Librarian at a regionally accredited university or college.

2.2.5.3. Librarian
Appointment at the rank of Librarian will be made by the President or the Board of Trustees in consultation with the Chair of the Faculty Senate, the tenured faculty members from the library and the Vice President for Academic Affairs.

2.3. Non-Tenure-Track Appointments

2.3.1. Adjunct Appointments
The prefix “adjunct” in a title is used for faculty members whose primary employment may be other than at Lander University. This title is conferred upon the recommendation of the Dean to the Vice President for Academic Affairs and with the approval of the President. Adjunct appointments are for a period of one year or less. Reappointment is at the discretion of the University and successive reappointments do not confer tenure or other continuing employment status. Faculty members with adjunct appointments are non-voting faculty members.

2.3.2. Part-Time Appointments
Part-time appointments originate in the college/library and are approved according to University policy. These appointments are made for limited service to the University and are normally issued on a semester-by-semester basis.
Part-time faculty members must be available to assist students at times clearly specified in their course syllabi. Part-time library faculty must be available to assist students at times determined by the Dean in consultation with the library faculty member. Reappointment is at the discretion of the University. Successive reappointments do not confer tenure or other continuing employment status. Faculty members with part-time appointments are non-voting faculty members.

2.3.3. Continuing Non-Tenure-Track Appointments
These are renewable contracts unless so described in the faculty member’s contract. Reappointment is at the discretion of the University. Successive reappointments do not confer tenure or other continuing employment status. The number of continuing non-tenure-track faculty in a department should not exceed twenty percent of the full-time faculty.

The primary responsibilities of these appointees are teaching, advising, and university service. The primary responsibilities of librarians are library duties, bibliographic/information literacy instruction, advising, and university service. In order to be considered for promotion, these appointees are expected to meet the professional development criteria established by the University and their respective college and department.

These appointees are evaluated annually for reappointment under the same guidelines governing tenure-track faculty. The criteria for reappointment may be different from tenure-track faculty; however, criteria for promotion will be the same as for tenure-track appointments.

2.4. Tenure-Track Appointments
Tenure-track appointments are probationary appointments for a defined period of time, which may be renewed annually, based on performance and the needs of the University.

Recommendations for probationary appointments at the rank of Instructor, Assistant Professor, and Associate Professor originate within a college. Recommendations for probationary appointments at the rank of Assistant Librarian and Associate Librarian originate within the library.

Recruitment of tenure-track faculty is conducted according to procedures established by the Office of Academic Affairs.

Through the University’s faculty mentoring program, each Dean will make the criteria for reappointment known to the new faculty member. Effective teaching or librarianship is regarded as the primary criterion for reappointment at Lander University. Other criteria include, but are not limited to, student advising, research, publications, committee work, participation in professional organizations, and University and community service. Additional performance criteria, more appropriate to a given discipline, may be generated by academic departments/library. Such criteria must be approved by the department’s faculty and Dean prior to their implementation.

2.5. Appointments with Tenure
An appointment with tenure means an appointment without limit of time. Upon recommendation of the President, who will have consulted with the members of the appropriate departments and tenured members of the appropriate college, the Board of Trustees may confer tenure upon newly appointed senior University officials and Deans. The President will communicate his or her decision, in writing, to the Faculty Senate. Otherwise, a faculty member must complete the process described in Section IV.8.

2.6. Emeritus Faculty
Emeritus Faculty: The title “Professor Emeritus” may be conferred on any faculty member at the time of retirement from Lander University provided the faculty member so honored will have served Lander University for at least ten years and been nominated and approved through the following process:

Nomination: A faculty member can be nominated for Emeritus status by his/her chair or dean.
Approval: Approval of the nomination begins with a simple majority vote of the nominee’s department, followed by recommendation of the dean, provost, and approval by the president.

Benefits: Emeritus faculty will be granted the following benefits:

  • Plaque recognizing one’s emeritus status, with the cost borne by the department
  • Faculty emeritus ID card
  • Continued use of lander.edu e-mail account
  • Free Tuition for classes taken for credit in accordance with the following State Statute, Section 59-111-320 of the Code of Laws of South Carolina, 1976, as amended, authorizes state-supported-colleges, universities and technical schools to permit South Carolina residents at least 60 years of age to attend classes on a space-available basis without payment of tuition, provided the applicant meets admission requirements and other standards of the institution.
  • The following benefits same as per active faculty:
    • Access to campus events
    • Access to PEES Center and pool
    • Bookstore discount
    • One (1) free ticket to GLPA events
    • Use of the library
    • Use of lab and office space if available
    • Parking sticker allowing campus parking
    • Receipt of all publications sent to active faculty
    • Lander University business cards, provided by the department
3. Documents used in the Evaluation of Faculty

The following documents are used in conjunction with the evaluation of faculty members. The originals of these files are kept in the Office of Academic Affairs. Copies are also maintained in the Dean’s office.

  • Initial Faculty Development Plan
  • Faculty Performance Report
  • The results of student evaluations (except for library faculty)
  • Peer evaluations
  • Annual Evaluation by the Dean

3.1. Initial Faculty Development Plan
First-year, full-time faculty members will develop an Initial Faculty Development Plan (IFDP) by January 15, to be reviewed in February at the annual evaluation by the Dean.

An outline of what should be included in this plan is provided on the IFDP form. The faculty member will submit copies of this plan to the Dean for approval. The Initial Faculty Development Plan will be placed in the faculty member's Evaluation File in the Dean’s Office and the Office of Academic Affairs.

3.2. Faculty Performance Report
By April 1 of each academic year (February 1 for first-year appointees), all faculty members will submit a Faculty Performance Report (FPR) to their Dean. This form provides for the listing of the current distribution of workload and professional development activities related to effective teaching or librarianship, scholarship, academic advising, and University or community service, as well as new or revised professional development goals. This update will be used by the Dean in the annual evaluation between April 1 and May 15 (in February for first-year appointees) of each academic year. Following the faculty member’s evaluation, the Dean will forward a copy of the FPR to the Vice President for Academic Affairs for inclusion in the faculty member's Evaluation File in the Office of Academic Affairs.

3.3. Student Evaluations
Each course taught by a faculty member will be evaluated at least once annually. The method and criteria for student evaluations must be approved by the college faculty and Dean.

The faculty member will not be present in the classroom during the evaluation.
A transcript of student comments and results of the evaluations used in the review will be given to the faculty member during their annual evaluation by the Dean, but only after final grades have been turned in to the Registrar’s Office. No original student evaluations will be returned to the faculty member. The original evaluation forms will be retained by the Dean for one calendar year. The Dean will forward a copy, including student comments, to the Vice President for Academic Affairs for inclusion in the faculty member's Evaluation File. In the case of evaluation of Deans as teachers, the Vice President for Academic Affairs will follow the same procedures as above, except that the student evaluations will be delivered to the Office of Academic Affairs.

The faculty member may file a written statement in response to the results of the student evaluations. The faculty member may use this forum to explain, clarify, or dispute the evaluation results. This statement will be attached to the copy of the results retained by the Dean and the Vice President for Academic Affairs.

3.4. Peer Evaluations
Probationary and temporary faculty members will be evaluated by peers annually. Tenured faculty members will be evaluated by peers every six years in a formal post-tenure review, and in any year during which the faculty member applies for promotion. All peer evaluators must be full-time faculty members at Lander University, should be tenured, and should be members of the faculty member's department or college if there are insufficient department evaluators. For the six-year post-tenure review, one peer evaluator must be from outside the faculty member's college. All peer evaluators will be selected by the Dean in consultation with the faculty member. Peer evaluators for Deans will be selected by the Vice President for Academic Affairs in consultation with the Dean.

Two peer evaluators will each visit the faculty member's class at least twice and each will write a letter of evaluation addressing effective teaching or librarianship (which includes library duties, advising, and bibliographic/information literacy instruction), scholarship, and service to the University, the profession, and/or the community. Copies of the peer evaluators' letters will be sent by April 1 to the Dean and the Vice President for Academic Affairs to be placed in the Evaluation File. Copies of the peer evaluators' letters will also be sent to the faculty member by April 1, unless the faculty member is not reappointed. Peer evaluations for Deans will be sent directly to the Vice President for Academic Affairs. In the case of first-year faculty members, the schedule may be modified by the Dean. In years of tenure or promotion decisions, the letters will be due no later than November 1.

3.5. Dean’s Annual Evaluation of Faculty
The Dean will schedule an evaluation meeting with the faculty member between April 1 and May 15 (in February for first-year appointees). This evaluation must promote self-improvement and assess and judge performance. The Dean will provide, by May 15, (March 15 for first-year appointees) written copies of the completed evaluation to the faculty member and the Vice President for Academic Affairs for inclusion in the Evaluation File.

The faculty member may place in the Evaluation File a written statement in response to the Dean’s annual evaluation. The faculty member may use this forum to explain, clarify, or dispute the evaluation results. The deadline for this response is September 1. The faculty member will send the response to the Vice President for Academic Affairs, who will place the response in the faculty member’s evaluation file. The faculty member will also send a copy of the response to the Dean.

This annual evaluation will be taken into consideration when the Dean recommends salary increases.

4. Files Used in Faculty Evaluations
The following files are used in the evaluation of faculty members. The originals of these files are kept in the Office of Academic Affairs. Copies are also maintained in the Dean’s office.

  • Personnel File
  • Evaluation File
  • Tenure and Promotion File
  • Ancillary File
4.1. Personnel File

This file contains the original letters of recommendation, employment application, transcripts, and contracts. The faculty member, the President, the Vice President for Academic Affairs, the faculty member’s Dean, and the staff members within the Office of Academic Affairs have access to this file. Faculty members may not see the original letters of recommendation if they have waived the right to do so.

4.2. Evaluation File
This file contains the faculty member's most recent vita, evaluations by the Dean, the Initial Faculty Development Plan, annual Faculty Performance Reports, the results of official student evaluations (except for library faculty), all letters of evaluation written by peer evaluators, the faculty member's response(s) to any items in the Evaluation File, and any other documents which the faculty member judges to be important. The faculty member, the President, the Vice President for Academic Affairs, the faculty member's Dean, the University Tenure and Promotion Committee (only when the faculty member is under consideration for tenure and/or promotion), and the staff members within the Office of Academic Affairs have access to this file.

4.3. Tenure and Promotion Files
These are temporary files, which are created by the candidate when a change in status is being considered. When a faculty member stands for promotion and tenure simultaneously, these files will be one and the same.

These files will be kept in the Dean’s Office until transferred to the Office of Academic Affairs. While the files are in the Dean’s office, the candidate, the Dean, and the College Tenure and Promotion Committee will have access to them. When the college’s review is completed, the Dean will submit the files to the Office of Academic Affairs, but no later than December 15. Once the files have been placed in the Office of Academic Affairs, the candidate, the President, the Vice President for Academic Affairs, the University Tenure and Promotion Committee, the candidate's Dean, and the Academic Affairs staff will have access to them.
The candidate may respond to any item in the file and the response will be placed in it. At this time, the file contains only the documents outlined in the review processes for tenure and or promotion. No materials may be removed from the Tenure and Promotion File.

4.4. Ancillary File
This is a temporary file that may be created by the candidate, the Dean, or the Vice President for Academic Affairs. It contains any pertinent documents not included in the Tenure and Promotion File. It is kept with the Tenure and Promotion File and is made available, at each stage of the process, to those persons then authorized to review the file.

Anyone sending an item to the Dean or the Vice President for Academic Affairs for inclusion in the Ancillary File must also send a copy to the candidate. Items from persons other than the candidate must be placed in the Ancillary File by October 1 and the contributor must be clearly identified. An item in the Ancillary File may be removed prior to the completion of the tenure/promotion process only by the person(s) who submitted it. The candidate may respond to any item(s) in the Ancillary File and the response will also be placed in the file. No items may be placed in the Ancillary File after October 15.

Items in the Ancillary File will be returned to the candidate after the review and appeals processes have been completed, but no later than June 1.

5. Annual Evaluation Procedures and Policies for Faculty

5.1 General Guidelines
In order to achieve the stated purpose of Lander University and to maintain high professional standards, all faculty members will be evaluated annually. This evaluation must promote self-improvement and assess and judge performance. The purpose of this evaluation is to improve faculty performance, the educational programs, and to assist the University in making reappointment decisions. Tenure-track and non-tenure-track faculty members who have received notice of nonrenewal will not participate in the annual evaluation process.

When the Dean meets with a faculty member to review the annual evaluation, copies of the evaluation documents will be given to the faculty member, which excludes student evaluations. As required by the State’s Commission on Higher Education, only a summary of the outcomes and transcriptions of comments from student evaluations will be given to the faculty member.

By May 15, the Dean will forward copies of all annual evaluation documents to the Vice President for Academic Affairs for inclusion in the faculty member's Evaluation File.

The faculty member may submit a written statement in response to the annual evaluation, with a copy being sent to the Dean and to the Vice President for Academic Affairs. The faculty member may use this forum to explain, clarify, or dispute the evaluation results. The deadline for this response is September 1. The response will be filed in the faculty member’s Evaluation File, which is maintained in the Office of Academic Affairs.

Threat of nonrenewal will not be used to restrain faculty members in the exercise of academic freedom. If the University chooses not to renew a part-time, continuing non-tenure track or probationary tenure-track appointment, a reason does not need to be given. The only requirement for the University is to give notice of nonrenewal on or before the dates specified herein.

5.2. Procedures for Part-Time Faculty
Part-time faculty members will be evaluated by at least one peer in at least one class per semester during their first four semesters of employment and at least once every third semester thereafter. Additionally, part-time faculty members (except part-time library faculty members) will conduct student evaluations in all classes according to the established college policy.

5.3. Procedures for Tenure-Track and Non-Tenure-Track Faculty

5.3.1. The Dean will activate the Department Reappointment Committee, which consists of all full-time tenured members within the candidate’s department, with the exception of the Dean. If the number of tenured faculty members in the candidate’s department is fewer than three, additional tenured faculty members from within the University shall be selected by the Dean, in consultation with the department chair and the candidate. For second-year through sixth-year tenure-track and non-tenure-track faculty, the reappointment meeting will be called and a recommendation sent to the Dean at any point before the end of April. The Dean will call the first meeting.

5.3.2. The Department Reappointment Committee will meet and elect a Chair from among its members, who will not be the Dean. The Dean will attend meetings and participate in discussions, unless the discussion relates to his or her candidacy for reappointment.

The committee will review all previous years' Faculty Performance Reports, faculty evaluations by the Dean, peer letters, student evaluations, and Department Reappointment Committee recommendations for the faculty member. The committee will deliberate and vote for or against the reappointment of the faculty member. If the Committee’s recommendation is unanimous, a written recommendation for or against reappointment (but without reasons being given), including the number of votes for and the
number of votes against, will be forwarded by the committee chair to the Dean. If there is a simple majority vote for or against reappointment, the written recommendation to the Dean will list the concerns of the committee.

5.3.3. The Dean will review the pertinent documents and the recommendation of the committee. The Dean will submit a written recommendation on reappointment to the Vice President for Academic Affairs (VPAA).

If the Dean’s recommendation is negative no reasons will be given. If there is a simple majority recommendation from the committee for reappointment and the Dean concurs with the recommendation, the Dean will:

  • Include the concerns in the recommendation to the VPAA
  • Work with the Department Reappointment Committee to develop a plan, which should enable the faculty member to address and resolve the concerns expressed by the committee and Dean prior to the next annual evaluation.

5.3.4. The VPAA will then make a recommendation to the President. In case of conflicting recommendations, the President will consult with the Department Reappointment Committee, the Dean, and the VPAA prior to making a decision.

5.3.5. Deadlines for First-Year Probationary Tenure-Track and Non - Tenure-Track Faculty.

5.3.5.1. Probationary and non-tenure track faculty members who are appointed in the fall will be evaluated twice during their first year.

Between October 1 and November 1, first year appointees will meet with the Dean for an initial evaluation to discuss the faculty member's progress and performance.

The second evaluation will be the annual Dean’s evaluation, which will take place in February. For first-year faculty whose initial appointment is in the fall semester, the reappointment committee will meet between January 15 and February 21, with the committee recommendation sent to the Dean by February 22. The faculty member will be notified in writing by March 1, of the decision on reappointment for a second year.

5.3.5.2. For first-year faculty members whose initial appointment is in the spring semester, the decision for reappointment will be made during April. The faculty member will be notified in writing of the decision for reappointment for a second year by May 1.

5.3.6. Deadlines for Second- through Sixth-Year Tenure-Track and Non- Tenure-Track Faculty. The faculty member will be given a written notice of the decision on reappointment by May 15. If the decision is not to reappoint, a terminal contract may be offered for the following year.

5.3.7. Deadlines for the Annual Evaluation of Tenured Faculty.
Tenured faculty will be evaluated every year by their Dean between April 1 and May 15. A faculty member who has officially notified the University of retirement or resignation at the end of the academic year is exempt from participating in the evaluation process for that academic year.

5.3.8. Procedure for Faculty Members Receiving an Overall Unsatisfactory Rating. If a faculty member receives an overall rating of 'unsatisfactory' in the annual review, the Dean will work with the faculty member to develop a written plan designed to restore satisfactory performance. (The University is committed to providing appropriate assistance to faculty members needing improvement). The faculty member's progress toward restoring satisfactory performance will be reflected in future annual evaluations. Failure of the faculty member to make the required progress toward satisfactory performance may result in initiating the termination process as outlined in Section IV.11 of the Faculty Handbook.

6. Procedure for Six-Year Post-Tenure Evaluation
Tenured faculty members will undergo a post-tenure evaluation once every six years. The initial six-year period will begin the year the faculty member receives tenure. The sixth year evaluation also serves as the annual evaluation for that year. A faculty member who has officially notified the University of retirement or resignation at the end of the academic year is exempt from participating in the evaluation process for that academic year. By September 1, the Vice President for Academic Affairs will send written notification to the faculty member and the Dean when a six-year evaluation is to be conducted.

By October 1, the faculty member will create a file that will be made available to the peer evaluators, the Dean and the Vice President for Academic Affairs. The file will contain the following items:

  • A current vita that covers at least the time period under review
  • All Faculty Performance Reports submitted during the time period under review
  • The college results of all official student evaluations conducted during the time period under review (except for library faculty)
  • Course syllabi for three representative courses taught during the time period under review (When appropriate, these should include one upper-level major course, one lower-level major course, and one non-major service course)
  • Any evaluation portfolios required by the college/department and created during the time period under review
  • Reports detailing work done during sabbaticals or work associated with grant projects underway during the time period under review. (The format of these reports is left to the discretion of the faculty member.)

Two peer evaluators will be selected from the full-time Lander University faculty by the Dean in consultation with the faculty member. One peer should be a member of the faculty member's discipline; the other peer must be external to the faculty member’s college. The peer evaluators' letters will be sent to the Dean and the Vice President for Academic Affairs with a copy to the faculty member by April 1. The Dean will complete the evaluation by April 15, and will forward all evaluation documents to the Vice President for Academic Affairs, who will complete the evaluation by May 15.

The Vice President will then schedule a joint interview with the faculty member and the Dean. The Vice President will prepare a summary evaluation based on the evaluation documents and this interview. The summary evaluation will be placed in the faculty member's Evaluation File with a copy sent to the faculty member and the Dean. If the faculty member chooses to respond, the response will be placed in the Evaluation File.

7. Annual Evaluation Procedures for Faculty with Administrative Appointments

7.1. Evaluation of the President

The Board of Trustees evaluates the performance of the President annually based on procedures and criteria established by the Board. The Board's evaluation may involve the services of outside consultants if deemed advisable by the Board. The President is evaluated annually by the faculty in accordance with procedures developed by the Faculty Senate.

7.2. Evaluation of the Vice President for Academic Affairs
The Vice President for Academic Affairs is appointed by and responsible to the President. The Vice President for Academic Affairs is evaluated annually by the faculty in accordance with procedures developed by the Faculty Senate.

7.3. Evaluation of Deans
Deans will be evaluated annually by the Vice President for Academic Affairs. Following the evaluation interview, but by June 30, the Vice President will prepare a summary evaluation of the Dean, both as a faculty member and an administrator. The summary evaluation will be placed in the Dean’s Evaluation File, with copies of the summary to be given to the Dean and the President.

7.3.1. Performance as an Administrator
Deans will be evaluated by the Vice President for Academic Affairs in their capacity as administrators. This evaluation will address the performance of the specific duties of the Dean and will be separate from the evaluation of the Dean as a faculty member. The Dean is evaluated annually by the faculty of the appropriate college in accordance with procedures developed by the Faculty Senate. The Vice President will consider the results of these evaluations in preparing his or her evaluation.

7.3.2. Performance as a Faculty Member
In evaluating the Dean as a faculty member, the Vice President will use the same procedures set forth for evaluation of regular faculty, except that peer evaluators will be selected (when appropriate) by the Vice President in consultation with the Dean.

7.4. Evaluation of Librarians
Librarians are evaluated by the Dean of Library and Instructional Services. Although they are evaluated as librarians, because they are also members of the faculty, they are evaluated as faculty members proportionate to their faculty duties. The Dean of Library and Instructional Services will be evaluated by the Vice President for Academic Affairs using the procedures for college deans.

8. Tenure Procedures and Policies
Tenure and promotion are sometimes considered during the same time period. In the event a candidate seeks tenure and promotion simultaneously, the candidate's Tenure and Promotion Files will be one and the same. The Department Tenure and Promotion Committee will be one and the same. Non-tenure-track and part- time faculty are not eligible for tenure.

8.1. Definition of Tenure

Academic tenure is one means by which the University seeks to ensure academic freedom and to recognize both the contributions and the potential contributions of outstanding faculty members to the mission of the institution. An appointment with tenure is an appointment without limit of time that can be terminated only as provided for in the Faculty Handbook.

8.2. Credit for Prior Service
At the time of initial appointment, credit for prior teaching experience at the collegiate level is determined by the Vice President for Academic Affairs in consultation with the Dean, and may be allowed up to a maximum of three years.

8.3 Eligibility
To be eligible for consideration for tenure the faculty member must normally

  • Meet the requirements for tenure upon their initial appointment; or
  • Be or have been promoted by Lander University to the next higher faculty rank before standing for tenure. Under extraordinary circumstances as approved by the President, a faculty member may be eligible for tenure without standing for promotion.

Candidates will be considered for tenure beginning in September of their sixth year of full-time college-level employment, which may include credit for prior experience given at the time of initial appointment. Under extraordinary circumstances, the candidate may request an extension of the probationary period, up to a maximum of two years. The request must be made sixty (60) days prior to the date the review process is to begin. The request for an extension of the probationary time period will be reviewed with a recommendation for or against by the Department Chair, the Dean, and the Vice President for Academic Affairs. The President will make the final decision on granting the request.

The Board of Trustees reserves the right to confer tenure upon newly appointed senior University officials and Deans, as specified in the Board of Trustees Bylaws (cf. Section I: 4-6).

8.4. Criteria for Tenure
The criteria for tenure are organized in two categories: professional development and collegiality.

8.4.1. Professional Development

The professional development criteria considered for the awarding of tenure are effective teaching or librarianship (which includes library duties and bibliographic/information literacy instruction), advising, scholarship, and service. Effective teaching is regarded as the primary but not the sole professional development criterion for tenure at Lander University. Additional performance criteria, more appropriate to a given discipline, may be generated by individual colleges/departments. Such criteria and the date of their implementation must be approved by the college/department faculty and Dean prior to their implementation.

8.4.2. Collegiality
A positive tenure decision results in long-term commitment of the University to the faculty member. It is important, therefore, for the faculty member to work collegially and professionally within the department, the college, and the University to achieve common goals.

Factors other than the qualifications of the faculty member such as fluctuating enrollment, curriculum changes, and bona fide financial exigencies may sometimes play a determining role in a tenure decision.

8.5. Tenure Review Process
By September 1 of each academic year, the Vice President for Academic Affairs will send a letter to all faculty members identifying candidates to be considered for tenure during that year. No later than September 15, the Vice President will confirm each faculty member's candidacy in writing and outline the candidate's responsibilities with a schedule to be followed. Included in the written confirmation will be a statement of any credit given toward tenure in the initial appointment letter for prior teaching experience at the college level. A copy of the written confirmation will be sent to the candidate and the Dean.

The Dean, in consultation with the candidate, will identify two peer evaluators by September 15. The peer evaluators will not be current members of the University Tenure and Promotion Committee. Each peer evaluator will visit the candidate's class at least twice and will review the candidate's Tenure and Promotion File before submitting letters of evaluation. Each letter shall include a recommendation for or against awarding tenure to the candidate. The peer evaluators' letters will be placed in the Tenure and Promotion File in the Dean’s Office no later than November 1.

Upon the Vice President's confirmation of candidacy, but no later than October 1, the faculty member will create a Tenure File to be used in all steps of the review process.

To ensure that the steps of the process are followed throughout the review, the first page of the Tenure File will be the Tenure Review Process Form (TRPF). It will outline the contents of the Tenure File, which must be documented by the appropriate signature during each step of the process.

The first step will be complete when the faculty member has created a Tenure File, which must include, in the following order,

  • Tenure Review Process Form
  • Candidate's Professional Development Statement. The Professional Development Statement should address the candidate's goals and how he or she has sought to achieve them, and include revised long-term and short-term goals and the candidate's perception of how these goals relate to his or her responsibilities at Lander University
  • Candidate’s Initial Faculty Development Plan
  • A copy of any college/department generated performance criteria with the dates during which they were in force
  • The Vice President's letter of confirmation
  • The candidate's current vita
  • Faculty Performance Reports
  • Results of official student evaluations (except for library faculty)
  • Peer evaluations
  • Recommendations of Department Reappointment Committees
  • Annual evaluations by the Dean for all years at Lander; and
  • Course syllabi for the current semester.

Additional pertinent items may be included in an Ancillary File (described in Section 4.4), which will accompany the Tenure File throughout this process. The faculty member is responsible for giving the Tenure File to the Dean no later than October 1. The Dean will ensure that the Tenure File is available in the Dean’s Office to the candidate, the Dean, the tenured members of the college, and the peer evaluators.

The second step begins no later than November 1. The Dean will activate the Department’s Tenure Committee, which consists of all the tenured faculty members within the candidate’s department, except for the Dean and members of the University Tenure and Promotion Committee. If the number of tenured faculty members in the candidate’s department is fewer than three, additional committee members shall be selected from within the University by the Dean in consultation with the Department Chair and the candidate. The Committee will meet and elect a chair from among its members. The chair of the Committee will be responsible for conducting the business of the Committee and maintaining written correspondence with the candidate and the Dean. The Department Tenure Committee will review the candidate's Tenure File, deliberate, and vote for or against the awarding of tenure to the candidate. The chair of the Department Tenure Committee will be responsible for placing a written recommendation (with reasons addressing each University criterion for tenure and, if applicable, each college criterion for tenure) including the number of votes for and the number of votes against the awarding of tenure to the candidate, with commentary reviewed by the committee of the whole, in the candidate's Tenure file no later than December 1. The Committee’s chair will also be responsible for sending a copy of the recommendation to the candidate and for signing the Tenure Review Process Form.

The third step begins after December 1. The Dean will review the candidate's Tenure File, and then provide a written recommendation, including reasons for or against the awarding of tenure, which will be placed in the candidate's Tenure File no later than December 15. The Dean will sign the Tenure Review Process Form and provide a copy of his/her recommendation to the candidate. The Dean will forward the file to the Office of Academic Affairs no later than January 5. The file will be maintained in the Office of Academic Affairs until the review process and any appeals are completed.

The fourth step starts upon receipt of the Tenure File in the Office of Academic Affairs. The Vice President for Academic Affairs will notify the University Tenure and Promotion Committee, no later than January 10 that all tenure files have been received in the office.

On January 11, the University Tenure and Promotion Committee will begin its review of all candidates for tenure. The primary role of the University Tenure and Promotion Committee is to evaluate the extent to which all University criteria for tenure have been met. Any questions which the Committee has concerning policy or procedures will be directed to the Chair of the Faculty Senate.

The Committee will deliberate and vote, with a written recommendation to the Vice President for Academic Affairs. The recommendation will include the number of votes for and the number of votes against the award of tenure, with commentary reviewed by the committee of the whole, to be placed in the Tenure File no later than February 11. The chair of the Tenure and Promotion Committee is responsible for signing the Tenure Review Process Form and sending a copy of the Committee’s recommendation to the members of the University Tenure and Promotion Committee by February 11.

The fifth step begins after February 11, once the University Tenure and Promotion Committee's recommendation has been added to the Tenure and Promotion File. The Vice President for Academic Affairs will review the Tenure File. Should the VPAA upon reviewing a candidate's Tenure file, not concur with the recommendation of the University Tenure and Promotion Committee, he or she shall meet with the Committee before March 11 to discuss the case.

The objective of this meeting is to ensure, to the extent possible, that agreement on the recommendations for each candidate by the University Tenure and Promotion Committee and the VPAA can be reached. By March 21, the VPAA will add a recommendation to the candidate’s Tenure File, sign the Tenure Review Process Form and then forward the file to the President.

The President will review the candidate's Tenure File and then decide for or against the award of tenure. Should the President not agree with the recommendations in the file, a meeting will be held with the appropriate reviewers to discuss the case.

The President's decision will be provided in writing to the candidate no later than April 1. The President's decision will become part of the candidate's Tenure File. The President will also notify the entire faculty of those faculty members who have been awarded tenure.

8.6. Appeal Process
A faculty member who has been notified of a decision not to grant tenure and who alleges that University policies and procedures have not been followed may request a hearing by an Academic Freedom, Grievance, and Due Process Committee, which shall be appointed by the Faculty Senate. The request for a hearing must be made to the President and the Faculty Senate no later than April 15.

The Academic Freedom, Grievance, and Due Process Committee will meet, deliberate, and submit its written recommendations to the President no later than May 15. The President will convey his or her decision to the faculty member and the Academic Freedom, Grievance, and Due Process Committee no later than June 1. If denied tenure, a faculty member will be given a one-year terminal contract, unless an extension of time is granted by the President.

9. Promotion Procedures and Policies
Faculty rank is one means whereby the University seeks to acknowledge the qualifications and achievements of individual faculty members. Faculty members may apply for promotion to a higher rank when they become eligible or may delay application until they feel the time is more appropriate. Individuals may apply for tenure and promotion consideration at the same time. Promotion alone does not carry a commitment by the University to award tenure. In the event that tenure and promotion are considered simultaneously, the Tenure and Promotion files will be one and the same, and the College Tenure and Promotion Committees are one and the same.

9.1. Criteria for Consideration for Promotion

9.1.1. Assistant Professor
To be eligible for consideration for promotion to the rank of Assistant Professor a faculty member must have

a. Six years of service to the University at the rank of instructor; or

b. Completed the terminal degree in the discipline.

9.1.2. Associate Professor or Associate Librarian
To be eligible for consideration for promotion to the rank of Associate Professor or Associate Librarian, a faculty member must (at the time the promotion becomes effective) meet the minimum degree requirements as described in section 2.2.3, and have a strong record of performance to the University over a period of at least six years, of which at least five years must be at the rank of Assistant Professor or Assistant Librarian. Promotion to Associate Professor or Associate Librarian presupposes the demonstration of excellence in teaching or librarianship, scholarship, and service.

9.1.3. Professor or Librarian
To be eligible for consideration for promotion to the rank of Professor or Librarian, a faculty member must (at the time the promotion becomes effective) have a strong record of performance at the rank of Associate Professor or Associate Librarian for a period of at least six years and hold the earned terminal degree. Promotion to Professor or Librarian presupposes the demonstration of excellence in teaching or librarianship, scholarship and service. Although these are the same factors considered for promotion to Associate Professor or Associate Librarian, the extent and the significance of accomplishment distinguishes the two.

Additional performance criteria, more appropriate to a given discipline, may be generated by the college/department. Such criteria and the date of their implementation must be approved by the college/department faculty members and the Dean prior to their implementation.

9.2. Eligibility
Candidates will be eligible to apply for promotion on or before September 1 of any year in which they meet the qualifications for the rank to which they wish to be promoted.

9.3. Promotion Review Process
No later than September 1 of each academic year, candidates for promotion will identify themselves in writing to the Vice President for Academic Affairs.
No later than September 15 the Vice President, in consultation with the candidate's Dean, will confirm the faculty member's candidacy in writing with a copy of the confirmation sent to the candidate, the Dean, and all current full-time faculty members.

By September 25, the Dean, in consultation with the candidate, will appoint two peer evaluators. The peer evaluators will not be current members of the University Tenure and Promotion Committee. The peer evaluators will each visit the candidate's class at least twice and will review the candidate's Promotion File before submitting letters of evaluation. Each letter shall include a recommendation for or against awarding promotion to the candidate. The peer evaluators' letters will be placed in the Promotion File in the Dean’s Office no later than November 1.
The first step of the promotion process will begin no later than October 1. The faculty member will prepare a Promotion File to be used in all steps of the review process. The Promotion File will contain the following items:

  • Promotion Review Process Form: The first page of the promotion file must be the Promotion Review Process Form (PRPF). The purpose of this form is to ensure that due process has been followed throughout the promotion review process
  • Professional Development Statement: The Professional Development Statement should address the candidate's goals and how he or she has sought to achieve them, and include revised long-term and short-term goals and the candidate's perception of how these goals relate to his or her responsibilities at Lander University
  • Initial Faculty Development Plan
  • Vice President's letter of confirmation
  • Current vita
  • A copy of the college/department performance criteria with the dates during which they were in force
  • Faculty Performance Reports for all years under review
  • Results of official student evaluations for all years under review (except for library faculty)
  • Peer evaluations
  • Annual evaluations by the Dean for the most recent six years; and
  • Course syllabi for the current semester.

Additional pertinent items may be included in an Ancillary File, which will accompany the Promotion File throughout this process.

The first step is to be completed by November 1, when the candidate for promotion has completed the promotion file, signed the Promotion Review Process Form, and submitted the file to the Dean.

The candidate, the Dean, the Department Chair, the peer evaluators, and the members of the Department Promotion Committee will have access to the Promotion File while it is in the Dean’s Office.

The Second Step begins on November 2. The Dean will activate the Department Promotion Committee. This committee consists of all the tenured faculty members within the Department, except for the candidate, the Dean, and members of the University Tenure and Promotion Committee. If the number of tenured faculty members in the candidate’s department is fewer than three additional committee members shall be selected from within the University by the Dean in consultation with the Department Chair and the candidate. The Dean will be responsible for calling the first meeting of the Department Promotion Committee. The Department Promotion Committee will meet and elect a chair from among its members. The Promotion Committee will review the candidate's Promotion File, deliberate, and vote for or against the award of promotion.

The Chair of the Promotion Committee is responsible for

  • Conducting the business of the Committee and maintaining written correspondence with the candidate and the Dean.
  • Placing a written recommendation from the committee in the candidates promotion file. The recommendation will address each University criterion for promotion and, if applicable, each college criterion for promotion, indicating the number of votes for and the number of votes against the award of a promotion to the candidate, with commentary reviewed by the committee of the whole
  • Sending a copy of the recommendation being sent to the candidate.
  • Signing the Promotion Review Process Form. The committee chair’s signature indicates that the process has been followed. After the chair signs the PRPF, the Dean will be notified no later than December 1 that the work of the committee has been completed.

The third step begins on December 2. The Dean will complete his/her review of the candidate's Promotion File By December 15.

The Dean will

  • Place a written recommendation (including reasons) for or against promotion in the candidate's Promotion File
  • Send a copy of the recommendation to the candidate
  • Sign the Promotion Review Process Form; and
  • Forward the Promotion File to the Office of Academic Affairs no later than January 5. The file will remain in the Office of Academic Affairs throughout the process, including any appeals, which may occur.

The fourth step starts upon receipt of the Promotion File in the Office of Academic Affairs. The Vice President for Academic Affairs will notify the University Tenure and Promotion Committee no later than January 10 that all promotion files have been received in the office.

On January 11, the University Tenure and Promotion Committee will begin its review of all candidates for promotion. The primary role of the University Tenure and Promotion Committee is to evaluate the extent to which all University criteria for promotion have been met. Any questions which the Committee has concerning policy or procedures will be directed to the Chair of the Faculty Senate. The Committee will deliberate and vote, with a written recommendation to the Vice President for Academic Affairs. The recommendation will include the number of votes for and the number of votes against promotion, with commentary reviewed by the committee of the whole, to be placed in the Promotion File no later than February 11. The chair of the Committee is responsible for signing the Tenure Review Process Form and sending a copy of its recommendation the members of the University Tenure and Promotion Committee by February 11.

The fifth step begins after February 12, once the Tenure and Promotion Committee's recommendation has been added to the Promotion File. The Vice President for Academic Affairs will review the Promotion File. Should the VPAA upon reviewing a candidate's Tenure file, not concur with the recommendation of the University Tenure and Promotion Committee, he or she shall meet with the Committee before March 11 to discuss the case. The objective of this meeting is to ensure, to the extent possible, that agreement on the recommendations for each candidate by the University Tenure and Promotion Committee and the VPAA can be reached. By March 21, the VPAA will add a recommendation to the candidate’s Tenure File, forward the File to the President, and sign the Promotion Review Process Form.

The President will review the candidate's Promotion File and decide for or against promotion. Should the President not agree with the recommendations in the file, the President will meet with the appropriate reviewers to discuss the case.

The President's decision will be provided in writing to the candidate no later than April 1. The President's decision will become part of the candidate's Personnel File. The President will also notify the entire faculty of those faculty members who have been promoted.

If the promotion decision is negative, the faculty member should consult with the Vice President for Academic Affairs concerning recommendations for specific measures for improvement.

The process is complete when the President informs all faculty members of those candidates receiving promotions.

9.4. Adjustments to Salaries when Promoted
Salary increases for promotion will be as follows: Instructor to Assistant Professor, $2,500; Assistant Professor to Associate Professor or Assistant Librarian to Associate Librarian, $3,000; and Associate Professor to Professor or Associate Librarian to Librarian, $4,000.

9.5. Promotion Appeal Process
A faculty member who has not been promoted and alleges that University policies and procedures were not followed may request a hearing by an Academic Freedom, Grievance, and Due Process Committee. The request for a hearing must be made to the President and the Faculty Senate no later than April 15.

An Academic Freedom, Grievance, and Due Process Committee, appointed according to Faculty Senate guidelines, will meet, deliberate and submit its written recommendations to the President no later than May 15. The President’s decision will be conveyed in writing to the faculty member and the Academic Freedom, Grievance and Due Process Committee no later than June 1.

10. University Leave Policies
Faculty members requesting leave must complete an appropriate leave form. Complete information on all leave policies and procedures is available in the University's Office of Human Resources. Faculty members requesting extended leave should consult with the Office of Human Resources to determine what benefits and retirement credit may or may not accrue during the leave period.

10.1. Sick Leave

Sick leave for faculty members on a twelve-month appointment accrues at the rate of 1 1/4 days per month during each calendar year. Sick leave may accrue up to 180 days. The President may, in extenuating circumstances, grant an additional five days for sick leave purposes.

Sick leave for nine-month faculty members is earned at the rate of 1 1/4 days per month during the nine-month contract period, with a maximum 180-day accumulation. Nine-month faculty members who teach during the summer do not earn sick leave during a summer term, nor are they allowed to use accumulated balances for absences during a summer teaching assignment. Faculty members may donate excess sick leave to a pool.

10.2. Annual Leave
Faculty members with 9-month contracts do not accrue annual leave. Annual leave is accrued by faculty members under 12-month contracts at a rate dependent on length of State service, with a minimum of 15 days a year. And, twelve-month faculty may donate excess annual leave to a pool.

10.3. Leave Without Pay
Written requests for leave without pay are made to the Vice President for Academic Affairs by February 1 prior to the academic year for which the leave is being requested. Leaves without pay may be granted at the discretion of the President. Leave without pay does not jeopardize tenure or promotion. Such leave time will not be counted toward acquiring tenure or promotion.

10.4. Sabbatical Leave
Sabbatical leave may be granted to faculty members subject to the following guidelines.

10.4.1. Eligibility

Tenured faculty members with the rank of Assistant Professor or Assistant Librarian or higher who have been employed at Lander for at least six years are eligible to apply for a sabbatical leave. A terminal degree is not required, and the program is not intended as a means of funding work toward academic degrees. Faculty members are eligible for a sabbatical leave every seven years.

10.4.2 Conditions
Sabbatical pay will be half-time for one year or full pay for one semester. Fringe benefits will be extended through the sabbatical period. For the purposes of promotion and annual raises, sabbatical leave will be counted as time in rank. The faculty member will teach at Lander University for a period of at least one year after the sabbatical leave or will repay the compensation received during the leave. The semester following the sabbatical leave period, the faculty member will provide to the Dean and Department Chair/Dean of the Library and Instructional Services, and the Vice President for Academic Affairs a written progress report detailing the work completed while on sabbatical leave. Upon total completion of the sabbatical leave project, a final written report will be submitted to the Secretary of the Faculty Senate, the Dean, and the Vice President for Academic Affairs.

10.4.3. The Proposal
The quality of the proposal, the likelihood of its successful completion, whether the proposal is consistent with the individual's professional development goals and the mission of the University, and financial feasibility will be the primary reasons for awarding sabbatical leaves. Seniority may be a consideration when proposals of equal quality are submitted, but it should never be the overriding criterion.

10.4.4. Proposal Submission
Proposals are to be submitted to the appropriate supervisor.

10.4.5. Sabbatical Approval Process for Full-time Non-Administrative Faculty.
The process involves a number of steps. The first step begins when a faculty member submits a proposal for a sabbatical leave to the Dean in writing. The deadline for the submission is October 20.

A sabbatical proposal must:

  • Describe the activity in which you intend to engage
  • Propose a calendar for the activity
  • Explain why you think you are able to engage in and to complete this activity
  • Indicate what preparations you have already made for this particular activity
  • Explain the relationship between this activity and your professional goals
  • Explain the relationship between this activity and your teaching assignments
  • Explain the relationship between this activity and Lander University’s mission
  • Indicate the benefit of your activity to the University’s future. If appropriate, relate the activity to the University’s priorities of student success, regional impact, and technological awareness and capabilities; and
  • Include an updated curriculum vitae.

The second step begins no later than November 1. The Dean and the faculty member will identify three faculty peer evaluators from the college to review the proposal. The reviewers' recommendation for or against the sabbatical will be submitted to the Dean by November 15.

In the third step, the Dean will write an evaluation of the proposal and submit all documents to the Faculty Senate Grants Committee by December 1. Senators applying for sabbaticals will not serve on this committee.

The fourth step takes place in December when the Faculty Senate Grants Committee will meet to evaluate proposals and to recommend the priority of funding by assigning each proposal a numerical rank. The Committee will forward its recommendations to the Vice President for Academic Affairs by December 15.

By January 10 the Vice President for Academic Affairs (VPAA) will complete the fifth step. In consultation with the Dean and Department Chair/Dean of the Library and Instructional Services, the VPAA will determine the financial feasibility of granting the sabbatical and the possibility of recruiting an individual to replace the faculty member requesting the sabbatical.

The sixth and final step occurs no later than January 15. The VPAA will meet with the President to determine how many of the recommended sabbaticals may be funded.
The faculty member will be informed no later than February 1 as to whether the sabbatical proposal will be awarded.

11. Procedures for the Termination of a Faculty Member
Termination proceedings of an appointment with continuous tenure, or of a probationary appointment before the end of the term specified in the contract, may be initiated by the institution only for adequate cause, defined as follows:

  • Demonstrably bona fide institutional decisions (resulting from educational or financial exigencies, and made only with faculty input) involving the discontinuance of programs, but only after giving the faculty member twelve months' notice
  • Physical or mental inability to fulfill the terms and conditions of the appointment; and
  • Cause, which shall include but not be limited to: incompetence, neglect of duty, dishonesty, conviction of a felony, or willful and repeated violations of University rules and regulations.

Threat of dismissal will not be used to restrain faculty members in the exercise of academic freedom.

11.1. Notification of Intent to Dismiss

Dismissal of tenured faculty is a matter of utmost gravity, and the decision to dismiss must be weighed with a careful regard of the rights of all parties directly concerned. The President (or the Vice President for Academic Affairs if the President is directly involved) will send notification of the intent to dismiss, including reasons, to the faculty member. The Chair of the Faculty Senate will be notified if there is an intent to dismiss. At this point the faculty member may resign or request a hearing.

11.2. Hearing Process
A faculty member who has been notified of the intent to dismiss may request a hearing by notifying the President and the Chair of the Faculty Senate within thirty days of receiving notification of intent to dismiss. After a request for a hearing has been made, the faculty member requesting a hearing on charges that might lead to dismissal will not be suspended by the President of the University during the proceedings unless the President determines that immediate harm to the rights of others is threatened by the faculty member's continued exercise of academic duties. If the faculty member is suspended, the suspension will be with pay.
Upon receiving the request for a hearing, the Chair of the Faculty Senate will follow Faculty Senate guidelines in selecting members of an Academic Freedom, Grievance, and Due Process Committee. The Committee will conduct the hearing within sixty days from the request for a hearing. The Academic Freedom, Grievance, and Due Process Committee will determine the scope of the proceedings and the range of evidence to provide fairness to all parties involved. The faculty member and the University will each have the right to retain counsel, to present witnesses and evidence, and to cross-examine all witnesses. The Committee will prepare a written transcript of the hearing and will provide a copy to all parties involved.

11.3. The Decision
Within thirty days after all parties have been heard and all relevant evidence has been examined, the Academic Freedom, Grievance, and Due Process Committee will deliberate and make a recommendation. The President and the faculty member will each be given copies of the written recommendation and a summary of the relevant evidence. Within thirty days of receiving the recommendation of the Academic Freedom, Grievance, and Due Process Committee, the President will decide to dismiss the faculty member or to withdraw the intent to dismiss. In the event the President's decision does not agree with the Committee's recommendation, the President will provide reasons in writing to the Chair of the Committee and to the faculty member involved.

11.4 Appeal Process
In the event of a decision for dismissal, a petition for review of the dismissal decision may be made in writing to the Lander University Board of Trustees within thirty days of the decision. Such petitions must fully state the grounds of appeal and may include a request for a hearing from the Board. The final decision is made by the Board of Trustees and will be communicated to the faculty member and to the University.

12. Amendment Process for Section IV
Proposed amendments to these procedures and regulations will be processed as follows:

a. An amendment may be presented to an officer of the Faculty Senate from any source within the University. The Faculty Senate in consultation with the VPAA will consider the proposal in the same manner as any other proposal.

b. Proposed amendments approved by the Faculty Senate will be presented to the full faculty for a vote.

c. Amendments to Section IV approved by a majority vote of a quorum of voting faculty will be forwarded by the VPAA to the President.

d. If the President, in consultation with the VPAA and the University’s legal Counsel approves the amendment, the President will forward the proposed amendment to the Board of Trustees for its action.