Tenure

P. TENURE

| Basic Philosophy | Policies |

Basic Philosophy

Point Loma Nazarene University subscribes to the concept of continuous appointment for faculty members following an appropriate probationary period. This tenure system is designed for the benefit and protection of both the individual and the institution. The mutual acceptance of such a potentially permanent relationship follows the satisfactory conclusion of carefully prescribed evaluation procedures.

The probationary period gives the University an opportunity to observe and evaluate the quality of service of the faculty member. Likewise, it gives the faculty member an opportunity to observe and evaluate his/her own suitability to the institution. The Faculty Status Committee and the President are charged with the responsibility of ultimately judging all the qualifications of the faculty member for tenure. The faculty member accepts the responsibility of assessing his/her own suitability to the mission, aims, and purposes of the University. Although this mutual evaluation occurs at each contract renewal, it becomes critical at the time of tenure consideration.

A faculty member who successfully completes both the probationary period and the evaluation procedures which precede election to tenure, who finds the distinctive characteristics and expectations of the University acceptable, and who receives the necessary prescribed recommendations and final approval of the Board of Trustees shall be granted tenure and not be terminated except as hereinafter provided.

An alternative to tenure is available to faculty who request it. After a satisfactory probation period, a faculty member may request to be considered for a four-year renewable growth contract rather than tenure.
Policies

There are two types of requirements for tenure and/or growth contract eligibility--qualitative and quantitative. The quantitative requirements for tenure or growth contract eligibility should not obscure the qualitative requirements, which are, by their very nature, even more crucial.
1. Qualitative Requirements for Tenure
  
  The successful candidate for tenure embodies those qualities already outlined under Ranking Procedures to such an extent that there is good reason to believe that such qualities will persist throughout the individual's career. By the time of tenure, the faculty member is expected to have developed these qualities to the extent described in the four items below. Likewise, the application for tenure should address specifically these items.
  1. Commitment to Christ and Christian Higher Education
    
    Christian commitment, as evidenced by a personal relationship to Christ, is an obvious and absolute requirement of all faculty at this university, especially for those seeking tenure. The successful tenure candidate is also dedicated to educating students within the context of Christianity in the Wesleyan tradition. The two parts of this requirement are strongly interrelated, and there are many ways for them to be evidenced. These include a mature understanding of the Christian faith and experience; an active church relationship; commitment to the values of the supporting denomination and the church universal; and commitment to the mission of Point Loma and the ideals of Christian higher education.
  2. Teaching Excellence
    
    Given that the main task of the University is education, the primary quality for consideration for tenure is excellence in teaching. It is understood that not all candidates for tenure receive the highest teaching evaluations by students, but the successful candidate's commitment to excellence is evidenced by (a) command of the subject matter; (b) the ability to organize a course and communicate the material in a stimulating manner; (c) a demonstrated concern for students, and success in stimulating their interest in learning; and (d) successful integration of the subject matter with other disciplines and with Christian faith and practice.
  3. Scholarly/Professional Pursuits
    
    The successful tenure candidate pursues scholarly/ professional activities first of all to enhance the teaching/learning function. Each candidate is expected to keep abreast of new developments within his/her discipline. Further commitment to scholarly/professional pursuits may be exhibited through the scholarship of discovery, the scholarship of integration, and the scholarship of application. This scholarship is documented by communication with others through informal dialogue, formal presentations, seminars, papers, performances, and publications, and by practice of the skills of the profession.
  4. Service
    
    In addition to the expectations of faculty, such as participation in committee and faculty meetings, participation in religious activities, advising and counseling students, the successful tenure candidate also pursues service endeavors at the University, church, and/or general community.
2. Academic Freedom
  
  The principles of academic freedom in the preceding section apply to all faculty members.
3. Written Contract
  
  Each full-time faculty member is employed under a contract which specifies the terms and conditions of appointment. A copy is retained by both the faculty member and the University.
4. Length of Contracts
  
  Initial contracts are normally for one year. The second contract is also for one year. Other contracts during the probationary period may be for either one or two years. Growth contracts are normally for four years.
5. Growth Contracts
  
  The growth contract is an alternative to traditional tenure and is available to a faculty member at his/her option. After six years of service at the University, a faculty member may request a long-term renewable contract. The faculty member draws up a plan for professional growth to be completed during the contract period. Upon the approval of the growth contract by the Provost, a long-term, renewable contract of up to four years may be issued. Annual reports of progress on the growth contract are to be submitted. Failure to submit the annual report or to make satisfactory progress toward the plan shall automatically reduce the remaining term of the contract to one year.
6. Probationary Period
  
  Normally, the probationary period is seven years of full-time service at Point Loma Nazarene University. A faculty member who began service at the University at the Instructor rank may request that up to five years in the Instructor grade not be counted toward the probationary period. This agreement shall be made in writing.
7. Adjunct Teaching Not Applicable
  
  Adjunct teaching does not apply toward the probationary period.
8. Definition of Years of Service
  
  A year of service is defined as two semesters of full-time teaching. While summer teaching and leave-of-absence times do not count as years of service, sabbatical time does count in the calculation.
9. Service at Other Institutions
  
  Faculty members having at least three years of teaching at another college or university may be considered for tenure or for a growth contract after four years of service at Point Loma Nazarene University.
10. Adequate Notice
  
  If a faculty member is not to be continued in service after the seventh year at Point Loma, notice shall be given by March 1 of the sixth year.
11. Tenure Not Automatic
  
  No statement either expressed or implied in this policy shall be construed to imply that tenure is automatic. Tenure is given only by the vote of the Board of Trustees. At the time of tenure consideration, the Board Committee receiving the recommendation may ask to review the faculty member's tenure file.
12. Process
  
  The process for tenure consideration begins with recommendation to the Faculty Status Committee by both the department chair/school dean and the college dean who submits it to the Provost. This must be in writing and received by the Provost no later than 4:30 p.m.on the Friday of the first week of the spring semester to be considered for tenure for the ensuing year. The Faculty Status Committee makes a recommendation to the President of the University, who in turn makes a recommendation to the Board of Trustees. To be considered by the Board, the candidate must have positive recommendations from both the Faculty Status Committee and the President of the University. A full faculty evaluation profile is required during the year a faculty member is seeking tenure.
13. Tenure Tied To Rank
  
  Only associate and full professors may be recommended for tenure. Assistant, associate, or full professors may be recommended for a growth contract.
14. Tenure for Faculty Only
  
  Tenure is applicable only to faculty membership. It does not apply to administrative or other non-faculty appointments. Faculty members with tenure who are appointed to administrative positions retain their tenure as faculty members, but not as administrators. An administrator who meets all of the criteria for tenure may be granted tenure as a faculty member while serving in an administrative appointment.
15. Non-Reappointment
  
  The University is not required to state any reasons for the non-reappointment of contract faculty.
16. Notice of Non-Appointment
  
  The institution shall give due consideration to the problems of any regular (ranked) faculty member in finding new employment. Therefore, notice of non-reappointment shall be given no later than April 1 of the first year of service, or February 1 of any succeeding year of service.
17. Resignation/Retirement Notice
  
  A faculty member who resigns or retires voluntarily should give due consideration to the problems that may arise in obtaining replacement. Notice should be given to the administration no later than February 1.
18. Four-Year Review
  
  Each tenured faculty member submits a complete evaluation package for review ("full profile") every four years. In the case of an unsuccessful review, this cycle is shortened (see section on faculty evaluation).
19. Movement from Growth Contract to Tenure Contract
  
  A faculty member serving under a growth contract who meets all the applicable criteria is eligible for consideration for tenure.
20. Termination
  
  Tenured or term-appointed faculty may be terminated for the following reasons:
  1. Adequate Cause
    Adequate cause is defined as a) incompetence, b) gross personal misconduct, c) immorality, d) criminal acts, e) gross insubordination, f) neglect of duties, g) continued or willful failure to give attention to the tasks and duties specified in the contract and Handbook, and/or h) conduct or teaching inconsistent with the educational and religious values of the University. Faculty terminated for adequate cause are not eligible for salary benefits beyond the date of termination.
  2. Financial Exigency
    In the case of tenured faculty, the University shall be prepared to document such financial exigency.
  3. Extraordinary Circumstances
    This is defined as conditions under which the department/school, major, or program in which the faculty member is engaged is eliminated, or a reduction in a program which necessitates a reduction in faculty. Termination because of such programmatic change or retrenchment shall not be arbitrary or capricious. Either tenured or growth contract faculty members released under extraordinary circumstances shall be eligible for one year's salary from date of notice whether or not their services are required. Programmatic changes must have been considered by a faculty committee before the program reduction requiring dismissals is made. The University has the obligation to attempt to place individuals so affected elsewhere within the University, or to assist them in finding employment elsewhere. Positions eliminated under extraordinary circumstances shall not be filled for a period of two years without first offering them to the faculty members originally released.
21. Suspension
  
  A faculty member formally charged with "adequate cause" for termination may be suspended, with pay, if in the opinion of the President or the Provost his/her continuance threatens immediate harm to himself/herself or others, or serious embarrassment to the institution.
22. Retrenchment
  
  In the event that, under "extraordinary circumstances" the University finds it necessary to release faculty in a department/school, program, or major, the following procedures are to be implemented:
  1. Probationary faculty in the affected department/school, program, or major shall be released first. Normally, the last hired should be the first released.
  2. If further reduction is necessary, long-term faculty shall be released next. Normally, the last hired should be the first released.
  3. If further reduction is necessary, tenured faculty shall be released by seniority, which shall be established by date of initial employment as full-time faculty.
23. Appeal Procedures
  
  Any faculty member given notice of termination for adequate cause shall have available the following appeals procedures upon his/her request. The procedures are considered complete at each step, unless the faculty member requests the next step in writing within ten days.
  1. An informal meeting with the President and the Provost to seek a resolution. The faculty member may request a tenured faculty member be present as a witness.
  2. A formal hearing before an Appeals Committee
    1. The Appeals Committee consists of two tenured faculty selected by the faculty member, two faculty selected by the President, and a fifth person selected as chair by the four appointed members.
    2. A statement of charges with sufficient particularity shall be prepared by the President and shall be available to all parties at least 20 days prior to the hearing.
    3. The faculty member shall respond to the charges in writing at least ten days prior to the hearing. This shall be made available to all parties.
    4. During the hearing either party shall have the right to counsel.
    5. A written record of the hearing and hearings shall be maintained and shall be available to both parties.
    6. The Appeals Committee shall have the power to decide whether the hearings shall be public or private.
    7. Either party may be allowed to request witnesses or additional documentation.
    8. The Appeals Committee is not bound by strict rules of legal evidence, and may admit or ask for any evidence it deems to be of value in the procedures.
    9. The President and the faculty member shall be notified of the decision of the Appeals Committee in writing and shall be given a copy of the record of the hearing.
    10. The President shall indicate his acceptance or rejection of the decision of the Appeals Committee in writing within ten days.
  3. Appeal to the Board of Trustees
    1. Either the President or the faculty member may appeal the decision to the Board of Trustees in writing within ten days.
    2. The Board of Trustees shall be given a full record of the case. It shall grant opportunity for argument, oral or written, by the principals or their representatives.
    3. The Board of Trustees' decision shall be final.