AUTHORITY FOR APPOINTMENT OF A FACULTY MEMBER
The Board of Trustees of the university officially makes all faculty, salaried staff and administrative appointments at the recommendation of the president after appropriate consultation.
NOTICE OF APPOINTMENTS OR REAPPOINTMENTS
The appointment or reappointment of a faculty member to a teaching, library, or research position is official (pending confirmation by the Board of Trustees) when such a faculty member has received a written job offer from the president and accepted the same in writing.
|Initial Faculty Appointments
Notice of appointment as a faculty member to an academic position is the culminating event of a search to fill a particular vacancy in the university (see policy #2:142 for details). Several preliminary steps are usual when a preferred candidate has been identified.
|Pre-employment Negotiations (Step 1)
During the period of pre-employment negotiations interested candidates for a job vacancy shall receive in writing from the Office of the Provost a full job description of the proposed position, a listing of employment conditions, whether the employment track is for tenure eligibility or not, and the period of appointment involved. An interview with and follow-up materials from the Office of Human Resources provides detailed information on remuneration and benefits.
Certain information should be obtained in this step from the prospective employee:
Amount of unamortized expenses, which would be owed to the current employer by the university. This should be verified in writing.
Visa status, if not a citizen of the United States.
Service credit established in a different world division of the Seventh-day Adventist church. Interviews and negotiations may be required. In such cases, travel and housing expenses are reimbursed to prospective teacher. Normally prior to departure from the Andrews University campus during or after the interview visit.
|Written Employment Offer (Step 2)
Upon the advice of the provost, the president of the university shall make the prospective faculty member a written employment offer requiring a written response and containing at least the following:
Rank status offered (e.g. Professor of Mathematics)
Name of constituent school(s) or faculty to which appointed, and whether the appointment is primary, secondary or dual (see policy #2:124).
Information on eligibility for tenure and conditions for the same (see policy #2:135:2:3).
Salary rate for the specific appointment for the ensuing year or fraction of the year involved as well as the percentage of salary rate (e.g. 90%).
Conditions of reimbursement of advanced training costs to individual or previous employer, if appropriate.
Ethical and moral expectations with respect to the prospective employee
Effective dates for employment commencement and termination (see also policies #2:131:2 and #2:135:1)
Room for a signature indicating acceptance of the employment offer by the prospective faculty member.
A stipulation that a signed employment offer acceptance letter be returned to the president by an appropriate date indicated.
|Written Response by Prospective Faculty Member (Step 3)
Once the prospective faculty member has signed the employment offer in acceptance, the official employment of such a person is recommended by the president to the Board of Trustees.
|Faculty Handbook Distribution (Step 4)
When the appointment of a faculty member becomes official, the new faculty member is provided access to the Andrews University Working Policy on the university website.
Employment appointments may be renewed repeatedly (see policies #2:135:1 and #2:135:2). For a reappointment of a faculty member to become official, a written reappointment offer by the president of the university shall have been accepted in writing by the teacher. The offer for reappointment shall contain all the relevant information as contained in the initial appointment letter referred to in policy #2:131:1 above.
Letters of offer of reappointment for faculty not on tenure are sent out annually by the president. Appointed faculty shall receive such a letter of reappointment by March 30 of the academic year for which they are appointed. (For more details on appointment periods see policy #2:135:1).
Under certain circumstances an employee may not receive a letter of reappointment but will instead receive notice that the employment appointment will not be renewed (see policy #2:135:1).
When a decision not to renew an appointment has been reached, the faculty member involved will be informed of that recommendation or decision in person by the department or dean making the recommendation or decision, and, if he/she so requests, he/she will be advised in writing of the reasons contributing to that decision.
|Notification of Non-Renewal
Regardless of the stated term or other provisions of a particular faculty appointment, written notice that a full-time appointment is not to be renewed will be given in advance of the expiration of the appointment as follows:
Not later than March 15 of the normal academic year of service, if the person has served less than five years, or
Not later than December 15 of the normal academic year of service, if the person has served at Andrews University beyond five years but is not on tenure.
|Appeal of Non-Renewal
In the event that an appeal for adequate consideration is lodged by the faculty member concerned, the president shall refer the matter to the Grievance Committee of the school in question (see policy #2:160), which shall report in writing to the president on their findings in the case. The report shall serve as a guide to the president in making his/her final decision. Adequate consideration means that all the relevant facts were available and considered.
REGULAR FACULTY APPOINTMENTS
Regular faculty appointments are made to individuals who fulfill the complete range of employment expectations for a faculty member (see policy #2:143).
Faculty appointments to any school of the university or the library are made according to the procedures for assignment of rank (see policy #2:305). These appointments fall into two categories: tenure track and non-tenure track.
Annual appointments (usually for the academic year July 1 to June 30) are renewable if performance expectations are met.
Faculty who are given the status of tenure (see policy #2:136) are deemed to be under tenure until retirement except if terminated for adequate cause (see policy #2:175).
|Initial Appointments to the Tenure Track
Initial appointment to the tenure track means that the person may be considered for tenure when he or she becomes eligible (see policies #2:136 and 2:320). Prior to achieving the tenure status, appointments to the tenure track may be renewed annually.
Faculty who are employed on a part-time basis may have an appointment to the tenure track, but will not be eligible for such tenure unless they become employed on a full- time basis (see policy #2:136).
Only Seventh-day Adventist faculty (see policy #2:101) are offered employment in the tenure track.
|Appointments to the Non-Tenure Track
Faculty, who are not eligible for consideration for tenure are given appointments in the non-tenure track. Such faculty include those whose part-time work is more than quarter- time; faculty not of the Seventh-day Adventist faith and faculty who choose or who are recruited to fulfill a more limited range of expectations than are regular faculty (see policy #2:310:2).
Tenure is an employment status assigned by vote of the Board of Trustees to a full-time faculty member on the recommendation of the president after a peer review process establishes that the person has met the criteria for tenure (see policies #2:307 and #2:320). Such appointment indicates the university’s satisfaction with, and approval of, the faculty member’s philosophy, teaching, research, contribution to the mission of the university, citizenship and public service, and professional collegiality.
Tenure, although subject to periodic evaluation, is not renewed annually. It is deemed to be continuous until retirement or as terminated under conditions outlined in policy #2:172. Tenure status is granted for teaching, research, and professional librarianship purposes only, and not for administrative positions or duties.
Generally, cancellation of the tenure status, except when a faculty member’s employment status is reduced to less than full time, terminates a faculty member’s assignment at the university.
Note: Persons on a 90% appointment are considered full-time employees.
Eligibility to apply for tenure is available only to the following:
Persons teaching in the university or its K-12 system on a full-time basis who:
Hold the rank of associate professor or professor and have taught, and conducted research, or acted as professional librarian on the post-secondary school level, at Andrews University for at least 6 (six) consecutive years; and hold a doctorate or terminal degree in their area of appointment.
Hold the rank of Supervising Instructor in Education in the university’s K-12 system and have successfully taught, or acted as a professional librarian on the pre-college level, at Andrews University for at least six (6) consecutive years during which at least three (3) years of teaching were with the rank of Supervising Instructor in Education; and hold a master’s degree in their area of appointment.
Persons who held tenure at Andrews University prior to taking administrative responsibilities.
Since tenure is an academic appointment, the tenure status of a faculty member who accepts full-time administrative responsibilities is placed on an inactive basis while the person serves as an administrator. Such faculty retain the prerogative to return to tenure if they return to full-time teaching as described in policy #2:136:4:1.
Persons who held tenure at Andrews University before serving at another institution, or who have attained or who were eligible to attain tenure at another institution prior to accepting employment at Andrews University (see policy #2:136:6:4:2).
Additional details on tenure criteria are found in policy #2:320.
Nothing said or implied above should be construed to mean that tenure occurs automatically when eligibility conditions are met. As already noted, tenure is acquired only by vote of the Board of Trustees.
|Assignment of Tenure Status
Tenure is assigned by the Board of Trustees and normally follows a recommendation of the University Rank and Tenure Committee that has been endorsed by the president (See policy #2:307 and #2:320).
|Timing for Eligibility
Eligibility for consideration by the Rank and Tenure Committee normally occurs after six years of service as a full-time faculty member in the university (see policy #2:136:1).
However, persons meeting all other eligibility requirements may be considered after fewer years under certain conditions as described below. In such cases, the recommendations of the dean and the provost to the president shall form the basis for consideration by the Trustees.
Reinstatement of tenure (see policy #2:136:4:1 below).
Early review for tenure (see policy #2:136:4:2 below).
While considering an individual for tenure status after at least 6 (six) years of consecutive service, the university is not obligated to grant such status on the basis of years of service and eligibility qualification alone.
|Reinstatement of Tenure
Reinstatement of tenure may be granted without further peer review, if a vacancy exists, to a person who previously held such a status but who (a) had moved to less than full-time employment but now resumes full-time status, or who (b) having left Andrews University returns to a full-time faculty position in the same department as previously continuously appointed, or who (c) as an administrator has an inactive tenure and wishes to return to full-time teaching. Reinstatement shall require the recommendation of the department, the dean of the school, and the provost and shall be at the recommendation of the president to the Board of Trustees.
|Early Review for Tenure Status
Persons who have held tenure status at another institution as professor or associate professor prior to coming to Andrews University and have since served Andrews University to its satisfaction in good standing for at least two (2) consecutive years in a full-time faculty appointment teaching, research, or professional librarianship capacity may be given early review upon the recommendation of the department and the dean of the school to the provost.
|Refusal of Tenure
Where an application for tenure is denied an eligible person, he/she shall be informed by the provost in writing of the reasons. For employment to continue, a specific agreement (which may include remedies of the reasons for denial or change to a non-tenure track) between the faculty member and the institution shall be required. (See also policy #2:135:2).
|Notification of Tenure Status
Tenure is made by a vote of the Board of Trustees. A faculty member is recommended for tenure to the Board of Trustees by the president after consultation with the provost, the relevant dean, the faculty on tenure in the relevant department and the Rank and Tenure Committee of the university.
When a faculty member receives tenure status or the status is reinstated the president notifies him/her of such appointment and of the conditions that govern tenures. A faculty member on tenure does not receive the annual letter of reappointment (see policy #2:131:2).
Where the tenure status of a faculty member is cancelled for cause (see policy #2:175:3) the president shall convey in writing such a decision of the Andrews University Board of Trustees.
Research appointments are made by Andrews University to recognize members of its faculty who are highly productive in their disciplines as evidenced by scientific and professional publications or artistic/creative activities. A Research appointment provides time and environment to expand their research/creative activity. (See policy #2:137:6 below).
To be eligible for a special research appointment, a faculty member must hold the rank of assistant professor, associate professor, or professor either at Andrews University or at another institution.
|Process of Appointment
The faculty member seeking a Research appointment will first consult with the chair of the department, the dean of the school, and the dean of scholarly research regarding feasibility and resources. If they support the proposal, the faculty member will develop a portfolio and submit it to the University Rank and Tenure Committee (see policy #1:620:6).
|Research Appointment Designation
The research rank is defined as a temporary faculty rank (see policies #2:306:1 and #2:310:2:1). When a faculty member is approved for a research appointment the faculty member shall receive an official designation in his/her rank title such as Associate Research Professor of ____________ or Research Professor of ___________ or the usual rank title in conjunction with Artist or Composer in Residence. A research appointment does not affect the faculty member’s tenure status.
|Term of Appointment
An appointment is for three years and is renewable. Progress toward the annual research goals will be reviewed by the dean of scholarly research, based on submission of an annual report. Research faculty seeking renewal of the appointment will follow the same process as used for the initial appointment (see policy #2:137:3). A faculty member may be appointed to any number of terms. If a faculty member chooses to resign from the position or not seek renewal, he/she resumes normal functioning as a regular member of the faculty of Andrews University.
|Remuneration and University Expectations of Research Appointees
Research appointees receive the same regular salary from Andrews University that he/she would receive if not on a special appointment.
The percentage of time devoted to research would be negotiated with the department chair, dean of the school, and the dean of scholarly research. Up to 50 percent of the appointee’s time may be devoted to scholarly efforts. Regular university-assigned faculty work will be reduced in a corresponding manner to reflect the proportion devoted to scholarly work. Additional salary derived from external funds may be provided up to the amount received by faculty with comparable similar ranks in Research Universities.
Research faculty are considered as full-time regular employees of Andrews University and are eligible to receive the benefits, rights and privileges of all full-time faculty.
Faculty who are employed more than .5FTE and whose major responsibility is in maintaining high quality education programs in a variety of clinical environments may be hired as clinical faculty (non-tenured position). Such faculty are a crucial part of the development of students in the clinical area and in assuring compliance with professional accreditation standards. Clinical track faculty are valued for the knowledge and expertise in clinical areas as applied to the educational experiences of students. Excellence in teaching and participation in clinical practice, service to the profession, and scholarship are hallmarks of the clinical faculty. This non-tenure clinical track supports recruitment and retention of well qualified faculty. It also recognizes the unique external requirements met by clinical faculty to maintain clinical expertise and the contribution of the clinical faculty in the educational processes. The criteria for both appointment and promotion within the track are consistent with the mission and goals of the University.
Clinical faculty can be appointed as:
Clinical Assistant Professor
Clinical Associate Professor
Working titles may also include the designation of the department from which the appointment is made, e.g. Clinical Assistant Professor of Nursing.
|Limits and Terms of Appointment/Reappointments
The number of clinical track appointments is limited. A cap on clinical track faculty positions to be used as a guideline is set at 30% of regular FTE within departments. The clinical track is not used for candidates who clearly meet the requirements for a tenured or tenure track appointment. The clinical track does not carry the university rights of tenure as is defined for tenured faculty but also is not limiting in terms of the longevity of appointment and re-appointment except as might be defined by departmental policies and procedures. The initial term of employment will be for up to three years. Reappointments will vary from three to seven years, depending upon rank. There is no limit to the number of reappointments that will be made. Reappointment will be based on the performance of the faculty member and instructional and program needs.
While it is expected that the track of initial appointment remains unchanged, it is possible for clinical track and tenure track faculty to seek one transfer to the other track, if they are appropriately qualified for the other track. Such a transfer is recommended by the department chair, and approved by the dean and provost. This transfer once implemented is irreversible.
Appointments of clinical track faculty follow the same procedure as tenure track appointments. Promotion to clinical assistant, clinical associate, and clinical professor go through the regular review process.
|Membership in Voting Faculty and Voting Privileges
Faculty in the clinical track shall be members of the voting faculty. As such they have voting privileges except on matters related to the tenure and promotion decisions for tenure track faculty.
|Eligibility for Sabbatical and Other Types of Paid Leave
Faculty in the clinical crack are not eligible for sabbatical leave.
|II. STANDARDS FOR APPOINTMENT
Criteria for initial appointments to the clinical track include clinical competency and credentials appropriate for appointment in a given department or program, ability to make a significant contribution to the clinical component of a department or program, and commitment to make a contribution to faculty governance of the department, relevant school, and Andrews University.
Clinical faculty will be expected to participate in clinical and/or didactic teaching, advise and counsel students, provide service and engage in scholarship. Faculty will be expected to establish a program of continued professional development in line with that of other faculty (see Policy # ). Evidence for the integration of practice and teaching activities will be expected at advanced ranks.
|A. Minimum criteria for appointments:
- Clinical Instructor: a minimum of a Master’s degree in their discipline (or where applicable in a related field), a minimum of two years equivalent clinical experience relevant to expected area of teaching, evidence of teaching in clinical setting (e.g. precepting students, teaching clinical sections in a practice setting, supporting clinical education experiences, inservice education, etc.), and interest in service and/or clinical scholarship. Initial appointments shall be for a period of up to three years. Appointments are renewable for periods up to five years.
- Clinical Assistant Professor: meets the criteria for Clinical Instructor and has relevant clinical experience equivalent to an additional three years full-time (total of five years), relevant advanced certification for practice (when appropriate), demonstrated excellence in: clinical teaching, evidence of professional development, record of contributions in their clinical setting and/or profession, commitment to being a member of the University community, and potential for collaboration in clinical scholarship or service. Initial appointments shall be for a period up to three years. Appointments are renewable for periods up to seven years.
- Clinical Associate Professor: meets the criteria for Clinical Assistant Professor and has relevant clinical experience equivalent to an additional two years full-time (total of seven years), growth of reputation and maturation of teaching, experience with clinical program development, achievement of regional recognition of teaching or expertise in areas related to the health care or allied health professions through professional contributions, a record of consistent service and/or demonstrated clinical scholarship activities. An advanced degree beyond the professional degree may also be considered relevant. Initial appointment shall be for a period up to three years. Appointments are renewable for periods up to seven years.
- Clinical Professor: meets the criteria for Clinical Associate Professor and has relevant clinical practice equivalent to an additional three years full-time (total of ten years), a relevant doctoral or terminal degree, expertise in clinical program development, evidence of outstanding teaching, a consistent record of service and/or excellent and consistent clinical scholarly activities. Initial appointment shall be for a period up to three years. Appointments are renewable for periods up to seven years.
Performance reviews will be completed annually for clinical faculty at all ranks. Should reappointment be desired by the department, with the agreement of the Clinical Track faculty member, the Department Chair initiates the reappointment process for all clinical ranks one year prior to the termination of the appointment, with the exception of one year appointments in which initiation shall be at the end of a six month period. Notice of non-reappointment shall be the same as for other faculty.
|III. STANDARDS FOR PROMOTION
Progress through the clinical ranks requires evaluation and evidence of increasing contributions in 3 major areas of performance: 1) Teaching, 2) Clinical Excellence in Practice and Professional Development, 3) Service or Scholarly Activities. The following are further explanations and examples of appropriate evidence of contributions. The expectations of the level of expertise, significance, complexity, generalizability, and innovativeness of clinical and academic contributions increase at each level in rank.
Teaching effectiveness includes traditional classroom and clinical instruction, as well as alternative forms of educational instruction such as online learning programs, workshops, and in-service education. Methods used to evaluate teaching effectiveness, may include but are not limited to: student evaluations of clinical or classroom teaching, evaluations of alternative learning experiences, peer evaluation, and evaluations of research project or theses advising.
Clinical Excellence in Practice and Professional Development is expected of Clinical Track faculty. Clinical practice is expected to be a part of the full-time Clinical Track appointment. Engagement in clinical practice required to maintain or improve clinical skills and specialty certification is a form of professional development. Clinical practice arrangements must be approved by the Department Chair. These arrangements may be specified within the individual faculty member’s contract of employment or letter of appointment or re-appointment. Clinical faculty are expected to engage in professional development commensurate with their teaching and practice areas.
Service is expected to be provided to the profession, university and community by Clinical Track faculty. Professional association activities are expected and are also considered as part of professional development. Service to the profession includes membership and/or leadership positions (committees, task forces, boards, etc.). Service to the university includes administrative activities, program committee service (admissions, advisory, etc.), departmental committees or task forces, and other university committees. Service to the community includes activities that contribute Clinical Track faculty expertise within the community setting (such as service on hospital or clinic committees, representing profession and/or the university to community groups, providing clinical in-service training or workshops, etc).
Scholarly activities of clinical faculty are expected to be commensurate with their teaching and service activities although these may be different from the expectations traditionally associated with the Tenure Track. Clinical Track faculty are also considered to be engaged in scholarly activities when directing and participating in clinical educational assessment activities, developing innovative clinical instructional techniques, and evaluation of patient care or health care delivery. Such activities may include focus on specific disciplinary or interdisciplinary functions. Scholarly activities that are based in, but not limited to, the acquisition, documentation and utilization of data to enhance clinical decision making and patient care are expected. Scholarly activities may include those traditionally associated with Tenure Track faculty members such as journal publications, articles and book chapters, research presentations, manuscript reviews, and journal abstracts.
A. Criteria for Promotion
The processes for consideration of promotion for Clinical Track faculty parallel the relevant processes of Tenure Track faculty and will be consistent with the standards for appointment at the clinical rank to which promotion is being considered.
The Criteria for Promotion identified below provide additional methods of evidence to justify promotion to the next rank. The list of examples is not necessarily exhaustive nor is it intended to be prescriptive or used as a checklist. It is intended as a guide for consideration as faculty are considered for promotion.
1. Clinical Assistant Professor
- Evidence of teaching effectiveness across a variety of student groups as demonstrated by student generated or peer evaluations
- Documentation of integration of technology in teaching
- Teaching didactic courses with clinical skills emphasis and/or courses taught in the clinical setting
- Advising students in academics, professional behavior development, clinical skills development, clinical site selection for internships
- Serving as a research adviser to students
- Supervising student alternative learning experiences
Clinical Excellence in Practice and Professional Development
- Clinical practice in area of specialty using best practice guidelines
- Development activities in area of specialty: continuing education, certification in specialty areas, certification in sub-specialty areas
- Membership in the state and national professional organizations; specialty organizations as applicable
- Serving as a committee member in local, regional and state level professional organizations. Demonstrating commitment to being a member of the university community through a record of service contributions in their clinical setting and/or profession, e.g.: committee membership at the departmental, school and university levels
- Participating in school and university governance
- Participating and/or chairing a committee at the program, department, or school level
- Providing community service: outreach presentations; serve on advisory board in the local region
- Integrating current evidence and best practice guidelines into coursework taught
- Reviewing abstracts, journal articles, chapters, and/or books
- Engaging in scholarly activities consistent with departmental expectations
- Providing invited or peer reviewed presentations (platform or poster) at the local and/or state level
- Co-authoring student research projects
2. Clinical Associate Professor
In addition to the examples listed above at the Clinical Assistant Professor level, the following criteria in each of the areas are used but are not intended to be prescriptive.
- Utilizing contemporary technology in non-traditional classroom settings
- Constructing courses
- Developing curriculum
- Participating in interdisciplinary teaching across academic units in SHP.
- Providing consultation regarding teaching strategies
Clinical Excellence in Practice and Professional Development
- Maintaining specialty certification
- Developing programs within the specialty area: policy/procedure development, screenings, (may be done in coordination with service activities)
- Serving as an expert consultant to an outside agency
- Developing best practice guidelines for profession
- Providing service to the profession at the regional, national, or international level (state/regional liaison for profession, item writer for licensing/specialty exams, professional organization standing committee member/officer, etc)
- Chairing professional task forces, ad hoc committees
- Serving as an on-site visitor/reviewer for accreditation (discipline, health care providers, agencies, etc.)
- Participating and/or chairing committees at the school or university level
- Providing community service (advisory board membership in statewide or Midwest region)
- Critiquing material for peer reviewed publications
- Serving as an editorial board member
- Collaborating on faculty initiated research projects within the Boyer model (scholarship of integration, application, and teaching)
- Providing invited or peer reviewed presentations (platform or poster) at the local, state, and/or national level
- Authoring/ co-authoring peer reviewed publications
- Writing an accreditation document
3. Clinical Professor
In addition to the examples listed above at the Clinical Assistant/Associate Professor levels, the following criteria in each of the areas are used.
- Demonstrating an ongoing record of teaching excellence
- Mentoring junior faculty
Clinical Excellence in Practice and Professional Development
- Demonstrating expertise in a specialty area by being recognized at the state or national level as an expert in the specialty practice area
- Chairing committee/task forces or holding office of a professional organization at the national level
- Serving as advisory board member at national/international levels
- Demonstrating an ongoing record of service at all levels: profession, university, and community
- Participating and/or chairing committees at the school and university level.
- Serving as a primary investigator while implementing the Boyer model
- Demonstrating accomplishment in advanced scholarly activities such as: editing books, serving on editorial board for peer reviewed publications, writing regional extramural grants, and publishing in highly selective peer reviewed journals