Faculty Personnel Policy.
FACULTY PERSONNEL POLICY
This Faculty Personnel Policy is promulgated pursuant to the Bylaws of Drew University, and is subordinate to those Bylaws. The Bylaws (Art. IV, sec. 3) provide that “the Board of Trustees shall adopt a Faculty Personnel Policy incorporating principles of academic freedom and tenure.”
This policy is consistent with and supportive of Drew University’s declared intention to be “an independent center of higher learning . . . dedicated to the creation and maintenance of a community of scholars, faculty members and students, and all conditions necessary thereto, for the pursuit of knowledge, wisdom, and truth, and the communication of knowledge and its interpretations” (Bylaws, Preamble).
The principle that University governance is properly a shared effort is clearly applicable to matters of personnel policy.
Article II of the Bylaws of the University sets forth the authority of the Board of Trustees and its various committees in matters of Faculty Personnel Policy (see particularly sections 4 through 19).
Article III of the Bylaws describes the authority and responsibility of the President, Vice Presidents, Academic Deans, and other administrative officers in matters of Academic Policy.
Article IV of the Bylaws describes the authority and responsibilities of the University Faculty and the Faculties of the Schools of the University.
Article V of the Bylaws, outlines the consultative and advisory role of the University Senate.
Article VI of the Bylaws, entitled “Campus Regulations and the Academic Community,” outlines basic rights and responsibilities of members of the University community.
All members of the Faculty, irrespective of tenure, are entitled to academic freedom as defined in the 1940 Statement of Principles on Academic Freedom and Tenure, with 1970 interpretive comments, formulated by the Association of American Colleges and the American Association of University Professors. In the classroom and in their research, faculty members are free to pursue their subjects and to state and publish the truth as they see it. The faculty member bears correlative responsibilities to the subject matter, to students, to colleagues, to the institution, and to the wider community. These responsibilities require of the faculty member personal integrity, respect for reason and evidence, and commitment to a community of free inquiry. Faculty members share the freedom of speech and action common to all citizens, but they have the responsibility to make it clear that when they speak and act as private citizens they are not representatives of their profession or their institution.
Drew University treats all appointments, assignments, promotions, and conditions of
employment in a non-discriminatory manner and without regard to race, color, creed, sex, national origin, age, disability, marital status, sexual orientation, or other extraneous consideration, and shall be in compliance with applicable law such as the Americans with Disabilities Act.
Drew University will take affirmative steps to insure that this policy is executed, recognizing that the adoption of a vigorous program is required in order to build a diverse faculty, enriching and broadening the intellectual life of the university through a multiplicity of experiences and viewpoints.
To permit the Faculties of the several components of Drew University to participate in the maintenance of professional standards, each component shall have a faculty committee charged to review with the Dean, in consultation with departmental or division chairs, the credentials and accomplishments of each faculty member to be considered for reappointment, promotion, or tenure. In decisions concerning faculty members who serve as members of more than one Faculty, the appropriate faculty committee of each of the entities involved participates. The members of the University Library professional staff, as members of the University Faculty, are regarded as one of the components of Drew University for these purposes. The Director of the University Library will function as a dean in these matters and all others having to do with faculty status.
The Deans shall forward recommendations to the President, who shall make recommendations to the Board of Trustees. If the administration and the Board of Trustees differ with the faculty judgment on a matter of faculty status, the reasons for the disagreement shall be stated, and the Faculty shall have an opportunity for further consideration and further communication of its views. After this consultation, the Board shall make the final determination.
Faculty members retained beyond the specified probationary period shall have permanent or continuous tenure. Continuous tenure conveys to a faculty member the right to hold a professorship until retirement, unless suspended or removed in accordance with the prescribed standards and procedures.
The acquisition of tenure is not a right of the faculty member based simply upon time spent in teaching or in research. Tenure at Drew must be earned through the faculty member’s demonstration of integrity, effectiveness as a teacher, recognition as a scholar, and total contribution to the life and task of the University.
The granting of tenure shall also depend upon judgments concerning the size and deployment of the Faculty.
Tenure does not preclude the possibility of legitimate redeployment. In addition to those duties and responsibilities of faculty members outlined in Article IV, tenured faculty members are expected to respond to the needs of the University to maintain educational flexibility. In doing so:
One year before completion of the probationary period, a candidate is to be notified in writing whether or not tenure shall be offered. If continuous tenure is not offered, the faculty member involved will indicate in writing whether or not he or she will continue in service to Drew University beyond the end of the academic year in which such notification is delivered, to the completion of the agreed-upon appointment terms, at which time no further reappointment will ordinarily be made.
Promotion to the rank of Associate Professor of those with prior service at Drew University shall entail the granting of tenure as of the date of approval of the promotion by the Board of Trustees.
Tenure shall not be granted to librarians, except as it may be extended to them as members of one of the other Faculties of the University.
The roles of Faculty, Deans, and the President in tenure decisions are set forth in the opening paragraphs of Article V.
Although the University has a primary claim on the time and energy of its Faculty, it also recognizes that occasions may arise when temporary assignment – such as teaching or acting as a consultant at other institutions during the academic year – may benefit the University as well as the individual. Before accepting such an assignment, a faculty member shall obtain the written consent of the Dean or Deans and the President.
A member of the Drew University Faculty resigning an appointment is expected to give notice in writing to the President and the Dean or Deans involved as soon as other employment is accepted, and in any event not less than three months prior to the date of termination of the appointment. The faculty member is responsible for advising next employer of the three-month obligation to the University; exceptions to this must be agreed upon by the Deans concerned and the President.
Only four circumstances justify the termination of a faculty appointment with continuous tenure or of a probationary or special appointment before the end of the specified term: A. Financial Exigency, B. Discontinuance of an Academic Program or Department Not Mandated by Financial Exigency, C. Medical Reasons, D. Cause.
There is no mandatory retirement age. Upon retirement, the title Emeritus or Emerita may be conferred to the professorial rank last held by the faculty member.
The Trustees reserve the right to amend and/or supplement this Faculty Personnel Policy. The University Faculty working in conjunction with its constituent faculties, may periodically review this document and make recommendations to the Trustees.