III. POLICIES GOVERNING THE PROFESSIONAL STATUS AND QUALITY OF FACULTY MEMBERS CONTINUED 4

F. EXPECTATIONS OF FACULTY

The University seeks to employ and support quality Christian faculty in a positive work environment. To achieve this, it recruits faculty of excellent qualifications who are committed to service in a Seventh-day Adventist institution (see policies 2:143:2 and 2:149) and provides regular professional development and evaluation.

Faculty are expected to model Christian behavior and attitudes, support the mission of the University and the fundamental beliefs of the Seventh-day Adventist Church (se also 2:801 the General Conference of Seventh-day Adventist Statement on Academic Freedom), participate actively in faculty and University affairs by way of faculty meetings and committee appointments, competently fulfill their assigned teaching and advisement tasks including assessment of learner outcomes, engage in scholarship that advances knowledge through research and supervision of learner-scholars, and contribute to the community through service.

In the determination and assignment of a faculty load for an individual faculty member, Andrews University will:

• assign responsibilities in an equitable manner, recognizing the talents of individual faculty members;
• provide for balance between work expectations and the personal well-being of the faculty member;
• seek to maintain the economic viability of each of the University’s academic programs.

The combination of instructional, research and service expectations for a given faculty member’s load is determined by the academic and administrative needs of a given program or department. As a rule graduate programs require faculty to be involved in research to a greater degree than do undergraduate programs. For that reason graduate faculty loads will reflect a corresponding reduction in direct instructional assignments.

For undergraduate faculty, the annual course load is twenty-four (24) semester credits with no more than 4 new course preparations per year. Teaching represents 70% of the standard faculty load and advising. As part of the normal load, the faculty would advise up to 15 advisees. The advising load would be calculated as follows: the number of primary advisees (advisees in the major) times 1; and/or the number of secondary advisees (advisees who are not in the major) times .5. Any combination of the primary and secondary advisees would constitute the advising load of 15 which is part of the normal teaching load. Faculty who have more than the normal 15 advising load shall receive additional load credit using the same formula – receiving one credit for each additional 15 advising load.

Scholarly activity and service represent 30% of employment with a minimum of 10% in each. Service includes up to two (2) university-wide committee memberships, and other service activities.

For graduate faculty, except in the Seventh-day Adventist Theological Seminary, the annual course load is 16 semester credits. Teaching represents 70% of the work load and includes student mentoring and advising. As part of the normal load, the faculty would advise up to 15 advisees. The advising load would be calculated as follows: the number of primary advisees
(advisees in the major) times 1; and/or the number of secondary advisees (advisees who are not in the major) times .5. Any combination of the primary and secondary advisees would constitute the advising load of 15 which is part of the normal teaching load. Faculty who have more than the normal 15 advising load shall receive additional load credit using the same formula – receiving one credit for each additional 15 advising load.

The remaining work load includes up to two (2) university-wide committee memberships, other service activities, and scholarly activity. Thirty percent (30%) of employment time is involved in service and scholarly activity, with a minimum of 10% in each. Faculty carrying a mixture of undergraduate and graduate assignments, have their teaching load determined by the proportional credit assignment.

Regular course work involves one 50-minute period of instruction per week per semester credit in a group setting. However, because variations exist with respect to intensives, open enrollments, laboratories, clinical activities and research oversight, load calculations are made by the department chair and reviewed by the dean according to guidelines in Appendix 2-D.

The dean of the school where a faculty member holds primary appointment is responsible to determine the combination of faculty load components for a particular faculty member’s load after having been advised by the relevant department chair on the needs of the department and the faculty member involved.

A faculty member with a scholarly project which requires greater attention than the normal teaching load permits may request a reduction in teaching assignments for a certain semester. There are provisions that allow for teaching load reduction. For the purpose of increased research effort, faculty members may apply for funding of a contingent faculty for a one-course teaching reduction through the annual Faculty Research Grant application process; through the annual Faculty Activity Report award funds; or through external grant funding, subject to the policy 2:138:5. The Research Faculty Status (2:128) also allows for a one-course teaching load reduction per year to provide additional time for research and creative scholarship.

In consultation with the provost and the deans, the president or designee annually designates each faculty member’s participation on University-wide committees and other special University assignments. Each faculty member shall typically serve on no more than two (2) university-wide committees and provide other service to the university, relevant school, and respective department.

When class schedules are being planned, the department chair proposes to the dean the course assignments and other faculty activities for the coming year. Faculty are expected to participate in an equitable way in departmental assignments and projects.

Teaching loads and the responsibilities of faculty in the Andrews Academy and the Ruth Murdoch Elementary School are prescribed by the Lake Union Educational Policy and are approved by the respective operating boards after having been advised by the respective board personnel committees and the principals.

In order to encourage professional development, the university provides the following incentives to keep faculty members current in their disciplines:

Faculty are reimbursed to an annually stated maximum for professional memberships. A receipted bill or other evidence of payment should be submitted with the membership expense report form provided.

Where professional licensure, either state or national, is required, the full cost of such fee is reimbursable to the teacher upon submission to the treasurer’s office of the proper form signed by the appropriate dean. The responsibility for determining the need for licensure rests with the dean of the school in which the teacher is based.

1. All full-time teachers receive a free subscription to the Journal of Adventist Education.
2. A teacher who has been ordained to the ministry or who teaches in religion or ministry will receive a free subscription to Ministry magazine.

The list of those eligible for subscriptions is maintained by the provost.

To maintain a distinctive identity and quality that is representative of the university, all publications, printing, and other graphic reproductions bearing the name and logo, emblems, or trademark of the university or any of its units must be approved by the director of university relations.

Exceptions in this policy include professional or scholarly journals, books, and articles produced by university faculty or staff members; publications of the University Press or departmental newsletters; contributions in which the name of the university is used merely for address or identification; and publications issued by the student association.

The director of university relations also processes Andrews University Focus, certain alumni publications, and various non-technical films and promotional exhibits.

The originating department, office, service, or officer needing the printed or other materials included in this policy is responsible for (1) gathering the facts and preparing the copy for publication or production in a suitable manner, (2) obtaining the approval of the respective officer, (3) presenting a requisition along with the material, (4) planning with the director of university relations to insure adequate time in the production schedule.

The provost is responsible for the publication of the University Bulletin. In all other promotional publications, the director of university relations is responsible for (5) establishing and maintaining editorial style, (6) providing editorial and typographical analysis and conferral, (7) scheduling the production of the work, and (8) placing the order and conducting all business and communication (including the obtaining of cost and time estimates) with production agencies.

Upon the recommendation of the faculty of a school, the Board of Trustees may authorize publication of a scholarly journal devoted to one or more disciplines in which the school is conducting research. In such cases the editor is appointed by the Board of Trustees after nomination by the president on the recommendation of the provost and the dean. Before the dean makes a recommendation, the chair of the departments and the (full) professors within the school are consulted. One or more associate editors recommended by the editor are appointed by the board of trustees in the same manner.

The editor is responsible for the content of the journal. All manuscripts are judged by the editor in consultation with the associate editors. The editor reports to the Scholarly Publications and Andrews University Press Board.

The budget of the journal, including its subscription price and other financial arrangements, shall be approved by the Scholarly Publications and Andrews University Press Board.

Andrews University encourages creativity, research, scholarship, and invention among its employees, resulting in the creation of intellectual property, and encourages the commercial development of such property. This policy shall govern the ownership rights of intellectual property and the disposition and use of any monetary proceeds derived therefrom.

The terms “intellectual property,” “work” or “works” shall include any product and productions which may or may not be enhanced by patents and copyrights, including lecture notes and outlines, papers, laboratory or practicum instructions, scholarly and professional manuscripts, books, articles, works of art, inventions, computer hardware and software, media productions, and similar products, whether or not they are produced in the normal course of discharging an employee’s duties of employment.

1. With Funding Agencies: If a work is created as a result of or in a manner directly traceable to a grant or contract from an external source such as a governmental agency or a foundation, the terms and conditions of the grant or contract shall be the primary determiner of the ownership of the work, and the provisions of this policy shall be invoked where these terms and conditions do not apply.
2. With the University: The University encourages its employees to notify it of the creation or intended creation of works comprising intellectual property, and to enter into written agreements which, when ratified by the university, will govern the ownership rights thereof, and the disposition and use of any monetary proceeds derived therefrom. Such written agreements are the best method for rewarding the employees’ creative efforts, protecting the University’s interests and equitably sharing any income derived from the resulting works.

Ownership shall depend on the conditions under which the work was created.

1. Work on “one’s own time”: If it can be determined clearly that the work was created outside the scope of the employee’s employment by the University, and was “done on the employee’s own time,” the University shall have no claim on the ownership of the work or on its monetary proceeds and the employee creating the work shall be the sole owner of the same.
2. Works created without substantial University resources: If the work is created within or grows from the regular course and scope of the creator’s duties as an employee of the University, or from an extension or continuation of such duties, or if it is an extension, enhancement, elaboration or improvement of a work so created, and if it is created without substantial expense to the University over and above salaries and other compensation normally paid to the employee, and without the use of substantial technical resources of the University, then all intellectual property rights are ceded by the University to the employee as a matter of policy and tradition. If the creation of the property has been supported by internal released time or other grants from the University, such grants shall be acknowledged in any publication disseminating the work.
3. Works created with substantial University resources: The use of University resources is substantial when it entails the use of University resources not ordinarily used by, or available to all, or virtually all, members of the faculty. If the work was created by an employee of the University as a result of substantial University (internal) funding for the project, or if substantial resources of the University, including technical resources such as audio, audiovisual, computing, video and television media are used in its production, the work is owned by the University, and the employee creator(s) will be provided a royalty-free, non-exclusive license to use the materials for a specified time. The creator(s) of the work will receive attribution for their work and have the right of first refusal to make revisions, provided they are still employed by the University.
4. Use of monetary proceeds: Absent a written agreement, any monetary proceeds accruing to the University including funds from royalties on copyrights or patents, will be received in trust by the Office of the provost and used to enhance and support the creative, research, and scholarly activities of the faculty, as deemed appropriate by the Office of the provost.

1. Reversion of copyright: If the University elects not to copyright a work in which it has a proprietary interest, it may convey the copyright to the original author. If the University, by virtue of policy, tradition or agreement cedes or grants ownership in intellectual property to one or more employees, the University shall be granted a royalty-free, non-exclusive license to make adaptations of, and to transmit, distribute, perform, reproduce, or display such work to its students, regardless of the employee’s location.
2. Reversion of patent rights: If the University elects not to file a patent application for an invention in which it has a proprietary interest, the University may release its rights to the invention to the inventor who may file for a patent subject only to restrictions that may be imposed by prior agreement.
3. Procedure: Written agreements between the University and employees pertaining to intellectual property will be coordinated through the Office of the provost. In the event of a dispute between the University and an employee’s interpretation of such a written agreement, the employee should first consult with their dean who will make a recommendation to the Office of the provost.
4. Obligations and Responsibilities:
   1. Authors governed by this policy shall have the obligation to make themselves aware of and adhere to restrictions on anticipated copyright or copyrighted material deriving from agreements between the University granting agencies or other interested third-parties pursuant to this Policy. The Office of the provost shall assist in making authors aware of their responsibilities.
   2. Students/contractors working collaboratively, with or without pay, on projects that may be copyrighted shall have signed agreements relating to assigning of copyrights to either the author or the University. Such agreements shall clarify the rights of students with regard to copyrightable materials included in their thesis or dissertation.
   3. The Office of the provost is to be notified of material that should be copyrighted in the name of the University. Authors are to cooperate with the University in obtaining such copyright protection.
   4. Academic staff and other authors have the obligation to obtain permission from the Office of the provost to publish Andrews University works in journals, other media, or materials to which the University owns the copyright pursuant to this Policy.
   5. The Office of the Provost has the obligation to respond within 45 days to a written request pursuant to this Policy.

Faculty who prepare manuscripts for scholarly publication may request word processing at university expense. Funds to support the cost of publication may be requested from the Office of Scholarly Research if departmental funds or external grant support are unavailable.

Faculty and salaried personnel ordinarily remain on the payroll for up to six weeks within a given twelve month period for temporary absences from work due to illness, injury, hospitalization, or pregnancy. Arrangements for absences due to medical reasons should be made with the department chair or supervisor. See policy # 1:710.

Where deterioration in an employee’s work performance may be due to a physical or mental condition the department chair in consultation with the dean of the school and the Office of Human Resources may counsel the employee to take sick leave.

Before returning to work, the faculty or salaried staff member may be required to submit a physician’s statement stipulating any temporary restrictions or limitations placed on his/her work program.

Employees with 12 months employment with the University may be entitled to an unpaid leave of up to 12 weeks per year under the Family and Medical Leave Act. Such a leave will be unpaid. Where both spouses are employed by the University, the leave will be a total of 12 weeks for both spouses unless the leave is for the serious illness of the employee or a child. During the term of a leave, the employee is entitled to regular benefits as applicable. The employee is required to pay the contribution to health care assistance which falls due during the leave. Upon return to work after the leave, the employee is reinstated to the original job, or if that is not possible, to an equivalent job. For further details, see the Employee Handbook (http://www.andrews.edu/HR/emp_handbook.html) and contact the Office of Human Resources.

When a faculty member is found by a physician to be medically or psychologically unfit to return to full- time employment after an absence from work of six weeks, he/she shall be granted a temporary disability leave for up to six months. A temporary disability leave can only be granted by the president after counsel with the appropriate administrators and the provost. Should a faculty member remain disabled after six months coordination with long term disability insurance coverage will be considered. Continuation of employment will require the approval of the Financial Management Committee and the Board of Trustees.

Faculty members attending the funeral of a member of the immediate family are allowed a funeral leave of up to three regular working days with salary or pay. Immediate family includes grandparents, parents, husband, wife, brother, sister, mother-in-law, father-in-law, and children, stepchildren and grandchildren of the employee or spouse.

Each teacher is eligible for an annual vacation on the following basis: two weeks’ vacation after one full year of service, three weeks annual vacation after seven full years of service, or four weeks annual vacation after fifteen full years of service. Travel time is counted as vacation time. A vacation week equals five working days. Faculty members should inform the chair of their itinerary and how they may be contacted in an emergency when traveling away from the campus.

Vacation time should be taken annually. However, up to two weeks of unused vacation time may be carried to the succeeding academic year when requested by the faculty member and approved by the director of Human Resources. Any remaining unused time does not accumulate. Not more than six weeks’ vacation may be taken in any one year. A request to transfer unused vacation time to the following year must be submitted to the Office of Human Resources by June 30.

The number of paid holidays granted in any one year is limited to nine. Leave beyond the paid holidays is treated as a part of the annual vacation.

During the breaks between academic terms (other than paid holidays) faculty not on vacation are to engage in professional work.

Attendance is required of faculty and certain administrative personnel at designated convocations of the university such as graduation, inauguration of a president, the annual Fall University Convocation and any other special convocations called by the president of the university (see also policies #1:711 and 2:450:3). Permission to be absent from any such required convocations shall need to be obtained from the relevant vice presidents.

It is required that academic garb be worn by officers of the university, officers of the constituent schools, faculty, administrative associates, and administrative assistants for:

1. the annual Fall University Convocation;
2. convocations such as the inauguration of a president; and
3. any other convocations identified by the president as requiring the wearing of academic garb, such as inaugural professorial lectures (see policy #2:450:3) where the relevant professor and those officiating are expected to be in academic garb.