Faculty Handbook

IV. Faculty Policies, Procedures, and Guidlines

A. ACADEMIC FREEDOM

The University subscribes to the American Association of University Professors’ statement on academic freedom that follows (adopted by the faculty, December 17, 1975):

Teachers are entitled to full freedom in research and in the publication of the results, subject to the adequate performance of their other academic duties, but research for pecuniary return should be based upon an understanding with the authorities of the institution.

Instructors are entitled to freedom in the classroom in discussing the subject, but should be careful not to introduce controversial matter which has no relation to the subject. Limitations of academic freedom because of religious or other claims of the institution should be clearly stated in writing at the time of appointment.

University teachers are citizens, members of a learned profession, and officers of an educational institution. When they speak or write as citizens, they should be free from institutional censorship or discipline, but special position in the community imposes special obligations. As persons of learning and educational officers, they should exercise appropriate restraint, should show respect for the opinions of others, and should make every effort to indicate that they are not institutional spokespersons.

B. FACULTY EMPLOYMENT OBJECTIVES

The Scriptures establish the basic values that should guide the development of Christian character and govern Christian behavior. These include:
- Making Christ preeminent in our lives.
- Loving God with all our being and our neighbor as ourselves.
- Seeking after righteousness and practicing justice in our dealings with one another.
- Exercising our freedom responsibly within the framework of God's moral law, with loving regard for the sensitivities and weaknesses of others.
- Seeking the forgiveness of God and others for our shortcomings.
- Seeking the help of the Holy Spirit as we help others.
- Seeking God's will through prayer and study of the Scripture.
In keeping with the spirit of the basic Christian values stated above and with employment objectives, faculty members are expected to:
- Attend chapel regularly and participate actively in the institution’s other Christian formation opportunities.
- Attend faculty meetings and assigned committee meetings.
- Emphasize the integration of faith, learning, and living inside and outside the classroom.
- Encourage and support spiritual growth in students.
- Perform satisfactorily the duties of teaching, including meeting classes, keeping appointments, advising, keeping office hours, reporting grades promptly, and responding appropriately to directives from administrators.
- Participate actively in the program of a local church.
- Exemplify personal integrative values by participation in some cross-section of extracurricular events.
- Support Biblical ethics and morality by personal life-style.
- Show concern for physical health and personal testimony by supporting publicly and in relationship with students the college policy of vigorously discouraging the use of tobacco products and alcoholic beverages (except for culinary, medicinal, or sacramental purposes).

C. DECORUM

Members of the faculty are expected to support, by their own examples, the regulations governing students in the matters of conduct. A copy of the Student Handbook, distributed each year to the faculty, explains these regulations and outlines the process of relating to students in matters of conduct.

Faculty members are expected to dress in good taste at all times and should be familiar with expectations applicable to students found in the Student Handbook. Faculty should refuse class admission to students who are dressed inappropriately based upon guidelines found in the Student Handbook.

D. PROFESSIONAL ETHICS

A faculty member is expected to act responsibly at all times both in speech and writing. This includes exercising special care to be accurate in statements, to use appropriate restraint, to show respect for the opinions of others, and to make it clear when opinions are expressed that they personal and not institutional.

A faculty member should avoid criticism of the administration, staff, faculty and administrative policies and procedures, especially in the presence of students. In the interest of campus harmony, as well as finding effective solutions to problems, faculty members are encouraged to voice their concerns through proper channels. Constructive criticism communicated to those who have the authority to fashion solutions has far greater potential for positive change than engaging in fault-finding with those who have no control over the outcome.
(A wholesome tongue is a tree of life. Proverbs 15:4)

E. CONFLICT OF INTEREST

See Section 7.3 in the Employee Handbook (PDF). Note that complimentary textbooks and related materials obtained for examination or possible adoption are exempt from the $25 limit for tangible gifts. Also, please see Section V.F. for disposition of such items.

F. HARASSMENT, INCLUDING SEXUAL HARASSMENT

See Appendix E

G. FACULTY GROWTH AND DEVELOPMENT

The University seeks to employ experienced faculty members who are highly qualified academically and spiritually. However, it is continually a challenge to stay current in one's professional field, to adapt to changing conditions, and stay abreast of new developments in teaching techniques and in methods of integrating biblical truth with one’s discipline. Faculty growth and development are institutional imperatives.

1. FACULTY GROWTH PLANS
The current policy on Faculty Evaluation and Promotion stipulates that full-time faculty are to maintain a current Faculty Growth Plan to be updated and reviewed by division chairs every three years. This Growth Plan is an effective means of assuring progress toward professional goals, and serves as excellent supporting material for the systematic evaluation of faculty. Assistance with Growth Plans is available from Division Chairs or the appropriate Dean. The following guidelines for the Growth Plan are suggested:

Faculty Growth Plans should focus on all areas of professional responsibility, including teaching effectiveness; scholarship; service to the University, community, and the world; and spiritual modeling.
Plans should be individualized to reflect the faculty person's own perceived needs for growth in light of individual strengths and weaknesses.
The success of Growth Plans will be best realized when they are self-designed and self-imposed.
Successful plans require that faculty be specific in their statements of goals and in their descriptions of accomplishments and assessment.
Growth Plans may be viewed as one means for a faculty person to generate positive evidence in support of continuation as a University employee.
Growth Plans may involve innovation and experimentation.
Growth Plans should promote the creation of a sense of community wherein persons are helping other persons to grow.

2. RESEARCH AND WRITING
The University encourages involvement in scholarly work and in the publication of the results, subject to the adequate performance of other duties. Arrangements for research involving remuneration during the period covered by a University contract must be based upon an agreement in writing with the Vice President for Academic Affairs. The University has established course release and summer grants that may be applied for through the Faculty Development Committee.

3. SABBATICAL LEAVES (SEE APPENDIX F FOR SUMMARY OF CRITERIA AND APPROPRIATE FORMS)

4. LEAVES OF ABSENCE
Requests by instructional faculty members for leaves of absence are to be made through the Vice President for Academic Affairs. The granting of such requests turns largely on the availability of someone to assume the faculty person's responsibilities during the interim.
Criteria Relating to Leave of Absence (Adopted May 2, 1974):
a. Policy. Since the leave of absence implies an obligation on the part the University to rehire an individual, a leave of absence must be regarded as a privilege rather than a right. A faculty member may be entitled to an unpaid leave based on the Family Medical Leave Act. See Section 4:17 in the Employee Handbook (PDF). The availability of an adequate replacement is a governing factor in all cases.

i. Applications will be accepted only from faculty persons who will have completed three or more full academic years of teaching (or other instructional service) at the University prior to the leave.

ii. The applicant must intend to return to the University to continue employment immediately after the leave of absence.

iii. The leave (if on a full-time basis) will be without salary and shall not exceed one calendar year. (An additional year, if necessary, in a graduate study program, may be requested by the individual).

iv. Time taken for a leave of absence will not be counted toward years of experience at the University.

v. Criteria for approval of a leave of absence request will include the needs of, and the benefits to, the University.
b. Procedure
i. Application by letter will be made to the Vice President for Academic Affairs approximately one semester prior to the period for which the leave is requested. The following points must be addressed in the letter of application:

The specific dates of the leave.
The anticipated advantages to the University and to the individual.
A statement of the applicant's intention to return to John Brown University.
Approval by signature of the department head and division chair.

ii. The Vice President for Academic Affairs will forward application to the President with a recommendation for action.

iii. Any payments that are normally made by payroll deduction, such as the hospitalization insurance premium for family coverage, may be continued at the employee’s election providing arrangements are made to transmit such payments through the Business Office.

5. PROFESSIONAL ORGANIZATIONS
The administration encourages faculty membership and participation in appropriate professional groups.
Currently, $800 per full-time faculty member is allotted to each division for professional meetings. Faculty may use these funds for travel to conferences, meetings, workshops, graduate study reimbursement or research/study venues as well as for memberships and journals. Faculty should work with the division chair for approval of the use of these funds.
There are limited supplemental funds available for faculty presenting papers, serving as officers, etc., and whose division funds have been spent. Faculty members may apply to the Faculty Development Committee for supplemental funding. Application forms are available from the Director of TILE.

H. FACULTY EVALUATION AND PROMOTION
In April of 2007 the faculty, cabinet, and board approved a significantly revised version of the faculty evaluation and promotion document which established the present model for the systematic evaluation of the faculty. A systematic evaluation consists of four parts--student evaluations, peer evaluations, supervisor evaluations, and a self-evaluation—and is to be conducted roughly every three years for all full-time faculty members, every six years for those at the rank of Full Professor. The Office of Academic Affairs maintains and publishes annually a table of scheduled evaluations so that faculty will have advance notice of evaluation obligations. The evaluation process results in a compilation of documents--relating to the faculty member's teaching effectiveness, scholarship, service to the University and community, and spiritual growth—and culminates in a written response from the Office of Academic Affairs. See Appendix G for the complete information on the Faculty Evaluation and Promotion Procedures.

I. RECRUITMENT OF FACULTY
The Vice President for Academic Affairs, with assistance from division chairs and department heads and/or directors, is responsible for the recruitment of qualified individuals for faculty and/or professional positions. See appendix H - Process for Selection of Employees.

J. MOVING EXPENSES
The University pays for moving expenses for new faculty as defined in the Moving Policy. A copy of the written policy explaining the details is found in Appendix I. The University Business Manager will help new faculty make all necessary preparations with a moving company for their move and work within the guidelines of the Moving Policy. All paperwork associated with faculty moving expenses is handled through the Business Manager.

K. SALARIES
See appendix J

L. APPOINTMENT LETTER

Appointments to the John Brown University faculty are normally for two academic years for full-time teaching members at the rank of Instructor, for three academic years for full-time teaching members at the other ranks, and for one academic year for full-time faculty members whose obligations are fifty percent or less for teaching and research. Appointment Letters are sent out in advance of their effective date to give current faculty ample opportunity to make plans for the following year. Signing the Appointment Letter by the required date signifies the faculty member’s intention to accept the terms of the Appointment Letter and to fulfill their obligations as a member of the faculty for the Appointment Year. Under normal circumstances, should the University not intend to offer an Appointment Letter to a current faculty member, notice of that intent will be given by February 15.
It is understood that under normal conditions, the University intends to appoint existing faculty to succeeding appointments. However, nothing in this section shall limit the University's ability to issue temporary appointments or decide in its discretion, not to offer an Appointment Letter to a current faculty member.
A Faculty Member may be dismissed during the Appointment Year for just cause. The University shall issue a notice of just cause for the termination which includes the reasons for the termination. In this context, “just cause” includes, but is not limited to the following:
a) Inadequate performance of professional responsibilities by Faculty Member;
b) Violation of University personnel, academic, or operational policies by Faculty Member;
c) An act of illegal, immoral, or unethical behavior by Faculty Member;
d) Incapacity of Faculty Member;
e) Insubordination by Faculty Member, such as willful and/or repeated refusal to carry out directives from a supervisor;
f) Inadequate funding, or insufficient need, for the Faculty Member’s position;
g) failure to comply with the terms of the Appointment Letter.
Each member of the faculty is assured of a forthright approach to such problems and of the cooperation of the University in exploring alternatives to make continued employment a possibility.
A faculty member wishing to terminate employment with the University is expected to give at least one month's notice in writing and to complete the current academic semester.

M. RETIREMENT

The faculty member anticipating retirement is requested to notify the Vice President for Academic Affairs of retirement plans at least one year before the intended retirement date.

Any full-time employee, who has served full-time for a continuous five years prior to retirement and elects to retire during or after the calendar year in which the employee turns 62 and no later than the June 30 following the employee's attaining Social Security Full Retirement Age will be eligible for a bonus equal to 50 percent of the last year's salary. This bonus will be paid to the employee in two installments: one-half on January 1 following retirement and one-half on January 1 one year later.

Any full-time employee who has served full-time for a minimum of ten years and elects to retire by June 30 following their 62nd, 63rd, or 64th birthday, shall be eligible for the above bonus and the University’s contribution to the employee’s medical and dental plan will be continued through the month in which the employee attains 65 years of age.

N. APPEALS PROCESS

STATEMENT OF PURPOSE
As a Christian institution, the University is committed to the belief that God's will is revealed through the Bible. Scriptural guidelines and the leading of the Holy Spirit should direct Christians in working together to resolve conflict. Therefore, it is the intent of all parties in any process to follow as closely as possible the Christian model in maintaining or restoring fellowship within the community of believers.

In Matthew 18:15-17, a model is presented in Christ's own words:
"And if your brother sins, go and reprove him in private; if he listens to you, you have won your brother. But if he does not listen to you, take one or two more with you, so that by the mouth of two or three witnesses every fact may be confirmed. And if he refuses to listen to them, tell it to the church…" (NAS)
FORMAL PROCESS
When attempts at an informal resolution of conflicts have been unsuccessful, when a promotion application has been rejected, or when formal notice of a contract reduction or termination has been given by the University, faculty may request a hearing before the "Faculty Appeals Committee."

a. Membership. The Faculty Appeals Committee shall consist of the President and three faculty members. These faculty representatives shall be elected by the Faculty with nominations coming equally from the appellant and the Office of Academic Affairs.

b. Duties. The Committee shall have the authority …
c. Appeals. Faculty members may petition for a hearing before the Appeals Committee providing they present a written request to the Vice President for Academic Affairs within thirty days of receiving written notice of termination or within a reasonable time after an informal process of conflict resolution.

d. Hearing Procedure
3. ALTERNATIVE PROCESS
If good faith effort through the above hearing procedure fails to resolve the conflict and the faculty member still feels the complaint has not received proper consideration, the appellant may within thirty days of the President’s decision write a formal letter of appeal to the Chair of the Board of Trustees. The Board Chair will make a final decision on the matter, with input from the Executive Committee of the Board at his or her discretion.

O. Policy on Travel and Mileage Compensation for Faculty

John Brown University full-time faculty are eligible for reimbursement for travel when they use their personal vehicles for University business in accordance with the policies below and the University’s “Domestic and Foreign Travel Policy” for all employees. Faculty receive no travel reimbursement for travel to their primary place of employment but are eligible for reimbursement for travel to a secondary place of employment. For example, an instructor whose primary place of employment is the main campus in Siloam Springs will be eligible for travel reimbursement for teaching a course at the Rogers Center. When available, it is preferred that the faculty member use a JBU vehicle instead of their personal vehicle when local travel originates from Siloam Springs.

An individual’s “Primary place of employment” is the location where the preponderance of their University teaching or administrative duties occur.

Adjunct faculty are not eligible for mileage reimbursement but are eligible to be compensated for their travel time according to the policy as explained below.

Faculty whose overload or adjunct teaching assignments require them to travel to an instructional site more than fifty miles from their primary JBU place of employment are eligible for an additional travel stipend. Such stipends are considered taxable compensation. This additional compensation is being paid on top of mileage reimbursement (if applicable) because of the time involved and not as a mileage reimbursement. Stipends are not paid if the teaching assignment is part of the faculty member’s full-time teaching contract. See Appendix S for the policy and rates.

Section V. Faculty Responsibilities