D. CONDITIONS OF SERVICE

For all full-time faculty members, the annual appointment shall be from July 1 through June 30.

At Andrews University, all learning and all teaching takes place within the framework of a biblical worldview that describes the nature of reality, man, knowledge and values. Roots of this worldview are found in a principle that has long undergirded the development of all higher education: the belief that the best education is attained when intellectual growth occurs within an environment in which biblically-based concepts are central to the aims of education. This is the goal of Seventh-day Adventist education (see also 2:801, General Conference of Seventh-day Adventist Statement on Academic Freedom).

As such, students deserve the highest quality instruction in the context of a biblical worldview; and research keeps faculty current in their professional field, brings new knowledge to students in a timely manner, and encourages students to critically evaluate knowledge and contribute to its reassessment, synthesis and development, within the context of that biblical worldview. Effective teaching is research-informed. Faculty engagement in scholarly activity is a significant contributor to effective teaching.

All faculty are expected to support the mission of Andrews University and actively contribute to the continuous improvement of the University’s programs and services for students (see also policy 2:149). The employment expectations for each faculty member shall be based on general job descriptions appropriate to the rank held. The usual employment calendar includes at least ten months with a regular faculty load of assignments (see policy #2:376) and at least two months (8 weeks) of non-teaching time protected for professional/scholarly activities. In those schools with year-round program offerings, an equivalent amount of protected time shall be provided within a two-year period.

The faculty shall use a repertoire of instructional practices such as individual tutorials and various kinds of studio, internship, practicum, laboratory and clinical experiences. Much teaching and learning, at the graduate and undergraduate levels, occur outside the formal mechanism of courses and credits. Therefore, faculty instructional duties shall include activities such as working with students to develop undergraduate honors theses, undertake an independent study in areas not otherwise available, develop master’s and doctoral theses, and participate in graduate-degree written and oral examinations, as well as provide academic advising for students at all levels. Also essential to all faculty members’ responsibilities is the revision of course materials and the creation of new courses that respond to the newest contributions to their field and to relevant interdisciplinary connections. 

All faculty are expected to work with their department chair to develop an annual plan for work which fulfills the expected criteria for satisfactory performance of the job description for the appropriate rank. Satisfactory achievement of the annual plan is the basis for promotion through the usual steps within each rank. Evaluation of all faculty members shall be according to the policies for the university (see policy #2:326).

Additionally, faculty have a responsibility to the Seventh-day Adventist Church. Service is essential to the functioning of a university and an active role of the faculty in providing service to the world church is vital. Because of our academic standing, faculty members are expected to prepare students to be future scholars who are committed to the mission of the church and to seek, where appropriate, to serve the church by conducting research that is of interest to the church; serving the church on committees; representing the church through our lifestyle and witness; promoting the core values and beliefs of the Seventh-day Adventist Church; and publicly distinguishing when they speak or act as private citizens from when they do so as an official representative of the university or the church.

In keeping with the general expectations stated above, the following expectations apply:

1. Take responsibility for promoting academic standards in the classroom and the curriculum.
2. Create an atmosphere of mutual respect, in and out of the classroom, between faculty and students by showing due consideration for the reasoned opinions of students.
3. Create an atmosphere of mutual respect by not practicing or tolerating uncivil or demeaning behavior towards or by students in an instructional setting.
4. Be accessible to students outside the classroom during regular office hours and at other times mutually convenient to the faculty member and the student.
5. Ensure that the evaluation of each student reflects the true merit of each student’s academic performance.
6. Guard against the improper disclosure of confidential information regarding students.
7. Serve as intellectual guides, advisers, and role models to students.
8. Make timely arrangements to care for student research supervision, student advising, and thesis/dissertation guidance.
9. Participate in departmental, school, and university faculty meetings.
10. Ensure that the content of the courses you teach is consistent with our biblical principles, and the course descriptions approved by the curriculum committee. Instructors shall direct class activities toward the fulfillment of course objectives and shall evaluate student performance in a manner consistent with these objectives.
11. Distribute a course syllabus (either in print or electronic form) at the beginning of the semester. The syllabus shall follow the guidelines stipulated by the university.
12. Inform students, in a timely manner so as to enhance learning, of the grading criteria and methods used to determine grades on individual assignments. Instructors shall assess students’ performance based on published criteria and on standards of academic achievement. Instructors shall submit final course grades in accordance with University deadlines. Assessment methods shall be appropriate to the learning objectives of the course. In that context, instructors are expected to take reasonable steps to create an assessment environment that promotes academic integrity. When proctoring or other security measures are necessary to ensure integrity of assessments, then such measures should be administered in a manner consistent with the design and delivery of the course.
13. Provide feedback to students on their quizzes, tests, term papers, projects and examinations with promptness to enhance the learning experience. Instructors shall retain the term papers, projects and final examination results for at least one semester to allow students to review or to retrieve them.
14. Meet classes regularly and at scheduled times. To allow departments/programs to take appropriate action, instructors shall notify their departments/programs if they are to be absent and have not made suitable arrangements regarding their classes.
15. Verify availability of required readings and other resources needed by the students to fulfill the course requirements.

By accepting a faculty appointment at Andrews University, the faculty assumes a responsibility to pursue scholarly activities which necessitate free inquiry, free expression, intellectual honesty, respect for the dignity and rights of others, and openness to change. The rights and responsibilities exercised within the academic community must be compatible with these characteristics. Academic freedom/integrity is essential to the functioning of a university (See 2:801 Appendix 2-B). Academic freedom/integrity applies to teaching, research, and public service that involves both the faculty and students. Faculty members are responsible for providing students the freedom to consider conflicting views and to make their own evaluations of data and evidence (See 2:800 Appendix 2-A). Furthermore, faculty members have a responsibility to maintain an atmosphere conducive to intellectual inquiry.

Therefore, as members of the university community, all faculty members are expected to:

1. Accept their responsibilities for the governance of the institution through active engagement in shared faculty governance, and service on department, college/school and university committees, boards, or the Faculty Senate.
2. Actively participate in accreditations, program reviews, curriculum revisions and assessment activities thus helping to ensure that the university and its programs are delivering high quality education wherever and however they are offered.
3. Maintain the right to critique policies and procedures as well as other regulations and seek their revision through recognized consultative processes.
4. Show respect for and due consideration of the role and contributions that each member of the university community, whether faculty, staff, student or administrator, makes toward the mission of the university.

Faculty members enjoy the right to exercise academic freedom within the context of their professional responsibilities as set forth by the University. Faculty members also have the reasonable expectation of a safe and secure work environment that respects individual differences and promotes an accepting climate for diverse perspectives. Accordingly, the standard of professional conduct to which all faculty members at this university are expected to adhere, is as follows:

1. Work in a cooperative and collegial manner to achieve the goals established by the department, the college/school and the university.
2. Show due consideration of the academic preparation, opinions, contributions and professional judgments of their colleagues in the department, college/school, or university.
3. Seek objectivity in their professional evaluation of colleagues.
4. Refrain from practicing or tolerating uncivil or demeaning behavior toward a colleague in the department, college/school or university.
5. Guard against the improper disclosure of confidential information regarding Faculty, administrators, and staff.
6. Develop and improve their instructional and scholarly competence by remaining current in their fields, updating and revising course syllabi, participating in appropriate professional development activities, and disseminating knowledge through formal and informal instruction.
7. Practice, foster, and defend intellectual honesty, freedom of inquiry and instruction, and free expression on and off campus, not only for themselves, but also for all members of the academic community.
8. Create safeguards for dealing with personal or professional conflicts of interest which would compromise the exercise of intellectual honesty, freedom of inquiry and instruction, or freedom of expression on or off campus by themselves or others; especially conflict of interest dealing with instructing, evaluating, or supervising anyone with whom they have a personal or professional relationship.
9. Assure that their outside interests do not compromise or conflict with their professional responsibilities to the university.

Faculty members may receive extra remuneration for employment overload under either of the following conditions:

1. Faculty members who are requested or required to teach or are given other specific university assignments during their protected period shall be deemed to be rendering extra service to the university and shall receive extra remuneration for the additional responsibility.
2. A faculty member requested and approved by the dean/director and the provost to carry more than the usual faculty load (see policy #2:376) within the usual teaching year shall be entitled to extra remuneration on a course contract basis.

The proposal to request additional workload assignments for a faculty member requires the approval of the dean and the provost within the usual budgetary allocation. Generally, such a proposal should be submitted at the time of budget development for the period. Such a proposal will include appropriate adjustments in the faculty member’s annual plan. Documentation of such a proposal shall be made in writing and filed with the provost and the Office of Human Resources.

Whatever their status, all members of the faculty and all administrators who hold academic rank are entitled to:

1. academic freedom as set forth in policy #2:159;
2. and protection against unlawful discrimination by the institution on grounds of race, sex, national origin, age, disability, or marital status.

Decisions on the retention or non-retention of administrators holding academic rank are based on carefully determined procedures that include significant faculty involvement and an assessment of the level of confidence in which he or she is held by the faculty.

Faculty who hold appointments in departments or schools without a regular summer schedule of courses may choose a ten month appointment. The annual remuneration plan will accordingly be less than for faculty teaching during all regular terms. Faculty on a ten-month appointment will be eligible for supplemental pay if requested to teach or take other faculty responsibilities in the summer term.

The university indemnifies any person who is serving or has served as a full-time or part-time administrator of the university (and its executor, administrator, and heirs) or as a full-time or part-time faculty member in any of the constituent schools of the university (and its executor, administrator, and heirs) against all reasonable expenses necessarily incurred by him/her in connection with the defense of any litigation, action, suit, proceeding, or investigation, (other than an action by or in the right of the university) to which he/she is a party by reason of being or having been an administrator or faculty member of Andrews University.

An administrator or faculty member of Andrews University shall, however, have no right to reimbursement for matters in which:

• His/her conduct or alleged conduct falls outside the scope of his/her employment, or
• He/she has been negligent or where he/she has engaged in intentional misconduct in the performance of his/her duties, or
• His/her conduct or alleged conduct violates the written policies and procedures of Andrews University, or
• His/her conduct or alleged conduct violates a university directive, or
• His/her conduct or alleged conduct is likely to be criminal or illegal.

As a condition of indemnification, the administrator or faculty member is required to cooperate fully on a continuous basis with the university. In no case shall the indemnification policy be used to provide a defense against an internal investigation by the university or be used to initiate litigation against the university.

Indemnification shall be made only to the extent that the individual is not made whole for his or her losses or expenses from all other sources, including insurance. In no case will the indemnification, when considered with all other sources, exceed the actual amount of expenses incurred by the individual. The university may elect to indemnify an individual covered by this policy even when the university’s insurers refuse coverage.

The University seeks to provide the tools necessary for the performance of a faculty member’s responsibilities. If, however, there is personal property that is mandatory to fulfill such responsibilities, the faculty member may file an insurance application with the University Treasurer’s Office and receive insurance coverage. There is no coverage for the personal property of faculty and administrators if this insurance is not applied for.

If a teacher’s temporary service is desired by an institution outside the university, and this service involves more than occasional lectures, consultation, etc., approval must be obtained from the president, the provost, the dean and the department chair.

If an institution outside the university desires to employ a teacher and this employment involves more than occasional lectures, consultation, etc., approval must be obtained from the president, the provost, the dean and the department chair.

A member of the university faculty is expected to fulfill university responsibilities by full-time work. Occasionally, however, faculty and staff members may engage in minimal work outside of the university for extra remuneration. Such activities as teaching a class, consulting work, or research for an off-campus organization can be of value both to the employee and the university.

Such outside activity must not interfere with the individual’s duties or responsibilities to the university. (See General Conference Working Policy, North American Division, X 06). If at any time the dean of the school or other appropriate administrator determines that outside activity is interfering with one’s work at the university, after receiving written notification the individual must cease such activity, change to a part-time status, or resign.

Andrews University seeks faculty who hold a terminal degree appropriate to the discipline or area in which they teach or serve professionally. In most cases this means an earned doctoral degree. Each faculty member must hold biblical and philosophical assumptions that are in harmony with the teachings of the Seventh-day Adventist church (see also 2:801, the General Conference of Seventh-day Adventist Statement on Academic Freedom). In addition, the faculty should demonstrate competence in teaching or other professional skills, collegiality, and a willingness to perform the typical roles of a faculty member including assessment of learner outcomes (see also policy 2:440), student advising, mentoring, scholarly work, participation in university governance and service to the local and world community (see also policy #2:158).

Andrews University shall hire qualified regular faculty and adjunct faculty; and approve the faculty who teach in dual credit, contractual, and consortial programs. The faculty are expected to support the mission of the university and actively contribute to the continuous improvement of its programs and services for students. Qualified faculty shall engage professionally with colleagues in determining the specific, stated learning objectives for all graduates of a specific program. They know the broad learning objectives of the institution, for all students. They are aware of whether or not and how much students learn, as demonstrated through educational achievement and improvement, and ongoing assessment of student learning. The university shall provide professional development to help ensure that faculty are current in their disciplines and adept in their teaching roles.

Faculty academic qualifications generally refer to the degrees faculty have earned that provide a foundation for knowing what students should learn in a specific discipline or field. At Andrews University, the hallmark expectations for teaching in a degree program are:

• Faculty members who teach at the undergraduate or master’s level shall have completed a program of study in the discipline or a related discipline in which they will teach, and/or for which they will develop curricula, with a degree at least one level above that of the courses being taught or developed. Faculty who teach at the undergraduate level and have not earned a graduate degree in the discipline or in a related discipline, are expected to earn a minimum of 18 graduate credits in the discipline in which they will teach and/or develop curricula.  
• Faculty members teaching in graduate programs hold the terminal degree determined by the discipline and have a record of research and scholarship appropriate for the graduate program.
• Faculty members teaching at the doctoral level shall possess an academic degree relevant to the discipline in which they teach, at the same level of the degree, and have a record of recognized scholarship, creative endeavor, or achievement in practice commensurate with doctoral expectations. Research and scholarship should be appropriate to the program and degree offered.

In some cases, such as in practice-oriented disciplines or programs (See policy on Clinical Faculty), tested experience in the field may be needed as much as the formal educational preparation at the prescribed level, to document that the faculty is eminently qualified. The value of using tested experience to determine faculty qualifications depends upon the relevance of the experience both to the degree level and to the specific content of the course(s) for which the faculty member is responsible. Andrews University shall use a procedure to ensure that the individual’s knowledge and expertise are sufficient for determining what students should learn (teaching) and have learned (assessment of learning). No more than 30% of the faculty in a degree program would be appointed based on tested experience.

¹This minimum academic qualifications policy excludes teaching assistants enrolled in a graduate program and supervised by faculty

All K-12 employees of Andrews University and other employees who come into direct and prolonged contact with pupils in these grades must demonstrate annually, through medical examination before August 31, they are free of communicable tuberculosis.

All K-12 employees of Andrews University who come into regular contact with pre-K-12 students must complete any legally required background checks prior to employment.

In order to conform to state privacy laws, fair information practices the Family Educational Rights and Privacy Act of 1974, as amended, Andrews University ensures that a student’s personal privacy is not directly affected by the kinds of disclosures that appear in a student record.

Persons at Andrews University who are subjects of data systems are therefore:

1. informed of the existence of such specific data systems;
2. permitted to learn what data about themselves are on record and to inspect them;
3. assured that data are used only for intended purposes including the right to withhold the disclosure of directory information;
4. allowed to correct or amend records (including the right to a hearing), to file an explanatory note, and to receive information on making appeals to the federal Department of Education;
5. assured that those responsible for data systems take reasonable precautions to prevent misuse of data;
6. satisfied that information about themselves is retained only for as long as it is valid and useful and that the conditions under which the data were collected still prevail.

The Family Educational Rights and Privacy Acts of 1974 (FERPA), as amended, and the interpretive rules and regulations issued by the Department of Education, outline the conditions that govern the keeping of student records, access to them by students, parents and employees and the release of information about students.

Because of the Family Educational Rights and Privacy Act (FERPA) and others, Andrews University and its employees could become liable for misuse of information entrusted to them. For this reason all employees (faculty, staff, administrators and students) of the university, must, according to policy #1:750, safeguard and keep confidential all information about the university, its employees and students, unless officially authorized by position or by specific assignment to release information. Entities requesting information about the university, its employees and students, should be referred to the Registrar (academic records), the Vice-President for Student Life (student life records), the Director of Human Resources (employment records), or the President, who are the persons officially authorized by the university to release information.

Employees are therefore obligated to acquaint themselves with policies on the release of information, which are prescribed by the school or department where they work and contained in the Andrews University Working Policy. (See policy #1:750 for the requirement on a signed statement of support.)

By way of published notifications, the university annually announces the following to students in the Student Handbook (http://www.andrews.edu/services/studentlife/handbook/) with respect to their education records:

1. The specific offices where records are kept and the nature of the records kept.
2. The fact that access to student education records is restricted to certain authorized persons except as allowed by the student in writing.
3. The right of the student to see his/her education records within forty-five (45) days from date of written request.
4. The right of the student to request corrections to the record, to appear at a subsequent hearing, to file an explanatory note for the record, and to appeal to the federal Department of Education if deemed necessary.
5. The right of the student to limit the routine disclosure of Directory Information about him/her.
6. The contact person for education records: the Registrar of Andrews University.