George Fox University | Offices and Services | Academic Affairs | Faculty Handbook - Three

The selection of individuals to serve on the George Fox University faculty is crucial to the life of the University. In addition to the usual academic qualifications, George Fox teachers are expected to have a personal commitment to Jesus Christ and daily living that conforms to the current Statement of Faith and Community Responsibilities applicable to the Faculty of George Fox University.

Responsibility for negotiating with prospective faculty members lies with the Provost, with the assistance of Deans, department chairs, and others. Department chairs report vacancies to the Provost, prepare a suggested position announcement for submission to the appropriate Dean, and assist in the screening of applicants. The Dean answers inquiries and mails position announcements. All vacancies or new positions require a national search, except by permission of the Provost. Search committees are appointed by the Dean and should include members from the department conducting the search and at least one faculty member from outside that department.

Upon the invitation of the Provost or Dean, prospective faculty members may visit the campus to confer with department chairs, search committees, and others as requested; to teach classes; and to become acquainted with the campus and community. A copy of the Faculty Handbook should be made available to prospects. After a search process, the Provost may recommend employment of a prospective faculty member to the President. The President extends a contract to the person to be employed. This contract becomes an agreement only when it has been signed by both the President and the new faculty member.

All new faculty must agree as a condition of employment to participate in the faculty orientation program designed to acquaint new faculty members with the expectations of the University.

1. Guidelines for the Appointment of Faculty
2. 1. The President of the University appoints the faculty in accordance with the procedures outlined in the Faculty Handbook.
   2. Faculty appointments are made only for educational programs that have been established by the Board of Trustees and for positions that are within the annual budget of the University as established by the Board of Trustees.
   3. The University does not discriminate against any candidate on the basis of race, color, national or ethnic origin, sex, age, disability, or any other protected status to the extent prohibited by applicable nondiscrimination laws.

   4. NOTE: The use of the phrase "to the extent prohibited by applicable nondiscrimination laws" is an accurate statement of the legal obligation of George Fox University. It does not waive George Fox's ability to argue that nondiscrimination laws are not applicable to a particular situation or alternately that to apply nondiscrimination laws to George Fox in a particular situation would be an unconstitutional infringement of the religious and associational rights of this church-directed institution.)

3. Standards for the Appointment of Faculty
4. 1. Candidates for tenure-track positions should:
   2. 1. have a personal commitment to Jesus Christ and daily living that conforms to the current Statement of Faith and Community Responsibilities applicable to the faculty of George Fox University.
      2. embrace the mission of George Fox University.
      3. hold, or be in active pursuit of, the accepted terminal degree for the institution and have relevant experience for the respective position. For persons hired without the accepted terminal degree, ongoing employment is conditioned in part on the active pursuit and the successful completion of the terminal degree within the period agreed on.
      4. have a record of teaching effectiveness, professionalism, and concern for students, other faculty, and community members as persons.
      5. demonstrate a commitment to academic excellence and the maintenance of high academic standards.
      6. demonstrate a commitment to the integration of Christian faith and learning.
      7. have the preparation necessary for a life of scholarship and have identified scholarly interests.
      8. demonstrate a commitment to service to University, church and community.
      
      
   3. Candidates for non-tenure-track positions generally should:
   4. 1. have a personal commitment to Jesus Christ and daily living that conforms to the current Statement of Faith and Community Responsibilities applicable to the Faculty of George Fox University.
      2. embrace the mission of George Fox University.
      3. hold the appropriate degree for the position and/or relevant professional experience.
      4. demonstrate a commitment to the integration of Christian faith and learning.
      5. have a record of teaching effectiveness, professionalism and concern for students, other faculty, and community members as persons.
      6. demonstrate a commitment to academic excellence and the maintenance of high academic standards.

1. Expectations of All Faculty:
2. 1. Be committed to Jesus Christ as Savior and Lord.
   2. Signify general agreement with and daily living that conforms to the current Statement of Faith and Community Responsibilities applicable to the faculty of George Fox University.
   3. Support the mission of George Fox University.
   4. Provide evidence of continuing professional development, flexibility, and breadth of interests necessary for effective service in a liberal arts university.
   
   
3. Expectations of Faculty in Tenure_Track Positions

4. Because the faculty play a central role in fulfilling the mission of the University, the University seeks to attract, nurture, and retain the finest tenured and tenure-track faculty possible. To be hired and the contract renewed year by year, each such faculty member should hold the terminal degree, participate in professional organizations and attend professional meetings, participate actively in church, fulfill other tasks specified in the contract, and meet high expectations in teaching, scholarship, professionalism, and service.

   1. Teaching
   2. 1. Each faculty member is expected to:
      2. • create a classroom or educational environment that promotes engaged learning and academic excellence;
         • demonstrate the relevance of Christian faith with the discipline of study;
         • demonstrate respect and appreciation for students, other faculty, and community members;
         • communicate clearly and accurately in the classroom;
         • know the appropriate field, and keep up to date in his or her discipline;
         • • demonstrate enthusiasm for the subject matter and establish a culture of learning; and
         • • make a continuing study of and implement effective pedagogical methods and materials in the appropriate field.
         
         
      3. Effective teaching is characterized by the following:
      4. • Self-awareness and adaptation - The faculty member needs to be aware of his or her strengths and weaknesses and develop in a Faculty Growth Plan an approach to instruction that recognizes these.
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         • Student awareness and adaptation - The faculty member should be able to recognize differences in student needs and abilities and reasonably adapt to these differences.
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         • Mentoring relationships - Effective faculty members develop mentoring relationships that extend beyond the classroom or educational environment.
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         • Demonstrated effectiveness - The effectiveness of the faculty member in the areas of curriculum, instruction, and assessment should be demonstrable through faculty evaluation and evaluation of student learning.
   3. Scholarship
   4. 1. Each tenured or tenure-track faculty member is expected to:
      2. • maintain a breadth of scholarship, pursue serious ongoing research, and share results with students, colleagues, and fellow specialists.
         • be engaged in an ongoing study of the integration of the faculty member's field with the Christian faith.
         • encourage and guide scholarly activity among students.
         
         
      3. Scholarship is necessarily individualized, as each such faculty member pursues her or his specialty and interacts with other professionals in his or her field. Patterns of scholarship vary by discipline and by the nature of assigned responsibilities. To facilitate the development of growth plans and assessment for promotion and tenure, excellence in scholarship is evaluated by the following:
      4. • A clear plan of action - The faculty member should be able to effectively describe past and current scholarly activities in his or her field and plans for future scholarly activity. It is particularly important for new faculty members to choose an area (or areas) of interest and to pursue scholarship in that chosen area.
         • Validation by peers - Results of scholarly activity are to be presented to peers that are qualified to judge the quality of the work. In the case of nonpublished work, the University and/or the faculty member may need to solicit such review. Evidence of peer acceptance include invitations to give conference presentations, published articles or pieces, peer assessment of performance, or other evidence appropriate to the discipline.
         • A sustained pattern - Scholarship is a lifelong commitment that is demonstrated by regular contribution to one's profession.

         • Clarification: Attending professional meetings and completing terminal degrees are not sufficient for fulfilling scholarship expectations for promotion. Taking refresher courses, preparing for lectures, and carrying out teaching duties are used for evaluation of teaching rather than scholarship.

           Clarification: Attending professional meetings and completing terminal degrees are not sufficient for fulfilling scholarship expectations for promotion. Taking refresher courses, preparing for lectures, and carrying out teaching duties are used for evaluation of teaching rather than scholarship.

         
         
   1. Service

   2. Faculty members are expected to take the opportunity to serve beyond their load-credit assignments. Recipients of their service may include their departments, their professional disciplines, the University, the communities in which they live, and the broader Christian church.

      • Service is variegated - The faculty member may participate in a broad variety of service activities. Some opportunities may be within the faculty member's academic discipline; others may stand outside the member's professional expertise.
      • Service is intentional - Like scholarship and teaching, service should be a part of the faculty member's growth plan. However, because service is by nature a response to need, the agenda of specific activities necessarily remains fluid.
      • Service is documented - The faculty member should document service. Minimally, service activities should be documented by self-reporting in the review portfolio; when possible, activities should be documented as well by external confirmation.
      • Service is sustained - Service is an integral part of the faculty member's life within his or her community. Careful documentation, therefore, should reveal a sustained pattern of service.
      • 
        

        Clarification: Employment outside the University, continuing education, and career preparation generally are not considered service. Any expectations of such activities contributing to service must be negotiated in advance with the Provost.

5. Expectations of Faculty in Non-Tenure-Track Positions

6. Certain positions at the University require unique skills and practices relevant to the specific mission of the department but are not tenure-track positions and do not require the same commitment to scholarship as tenured and tenure-track positions. These positions include, but are not limited to, coaches, faculty members in the English Language Institute or the Department of Professional Studies, librarians, temporary replacements, and nonteaching personnel with faculty status. Other specific evaluation and performance goals for individuals in such positions are found in the Office of Academic Affairs. To be hired and the contract renewed year by year, faculty members in a non-tenure-track position should hold the appropriate degree or credentials; meet the expectations of teaching faculty as applicable; meet expectations as to service, namely, participate in professional organizations, participate actively in church, and provide service for the community, University, and church; fulfill other tasks specified in the contract; and meet high expectations for their profession. Fulfillment of these expectations should be addressed and demonstrated in a Faculty Growth Plan.

The standard faculty contract covers a nine-month period beginning August 15. For year-round programs, and in other special circumstances, 10- or 11-month contracts may be issued, which also begin on August 15. A full-time faculty member is one with an assigned workload of at least 24 hours during the traditional academic year (nine months), at least half of which is teaching.

1. Contracts for Non-tenured Faculty Members
   
   Renewal of contracts for nontenured faculty members is at the sole discretion of the University. Contracts for nontenured faculty members for the following academic year should be tendered on or before March 1. The University should attempt to notify faculty whose positions are not being renewed before March 1.
2. Contracts for Tenured Faculty Members
   
   Issuance of a nontenured contract for the following academic year does not create any presumption of continuing employment beyond the period of the contract. Contracts for tenured faculty members being renewed for the following academic year should be tendered on or before March 1.

3. Contracts for tenured faculty members being renewed for the following academic year should be tendered on or before March 1.

4. Release From or Alteration in Contract

5. A faculty contract can be terminated or modified during the term of the contract only as follows:

   1. by mutual agreement of the University and the faculty member;
   2. by the University for poor performance or failure to perform the responsibilities of the position;
   3. by the University for failure to live in conformity with the current Statement of Faith and Community Responsibilities applicable to the faculty of George Fox University; or
   4. by the Board of Trustees in the event of financial exigency or University reorganization.
   
   
6. Departures and Resignations
7. 1. Faculty members who do not intend to accept a contract for the following academic year should notify the Provost in writing as soon as possible.
   2. At the completion, early termination, or mutually agreed on resignation of the contract, the faculty member shall fulfill all duties regarding the teaching program; return all University property such as books, equipment, software, keys, and grade records; and remove all personal possessions from his or her office.
   
   
8. Non-tenured Contracts Renewal

9. The University, at its sole discretion, may choose to offer semester, academic-year or multiyear contracts to nontenured faculty members. Renewed academic year contracts do not imply continued employment to nontenured faculty, nor does continued employment imply tenure.

Faculty members should pursue individual visions for teaching, service, and scholarship as applicable through written Faculty Growth Plans developed in consultation with the department chair or the appropriate administrative officer designated by the School Dean. Department chairs should consult concerning their own Faculty Growth Plans with the School Dean. Faculty members should demonstrate their achievements during review by compiling a thorough portfolio beforehand.

Each new faculty member should meet within the first semester of teaching with the department chair to develop a written Faculty Growth Plan projected over at least two years. During annual reviews, the plan and the faculty member's progress are reviewed and updated. The plan and evidence of progress are evaluated during the third-year peer review and each subsequent peer review.

Faculty evaluations assist the administration in making personnel decisions regarding contract renewal, promotion, and tenure. They are also helpful for promoting faculty development. The schedule of faculty evaluations is as follows:

1. Annual Faculty Review
   
   Each fall the department chair should conduct an evaluation meeting with each faculty member under his or her supervision. The review should focus on faculty performance and related accomplishments given applicable expectations and the Faculty Growth Plan. At this time the Faculty Growth Plan is updated to cover the next two years. The department chair and faculty member should also identify courses to be evaluated by students in the coming year. A brief written summary of the meeting should be given to the faculty member and submitted to the School Dean to become a part of the faculty member's personnel file.
2. Third-Year Peer Review
   
   Faculty in tenure-track positions should be reviewed during the fall semester of their third year of service (replacing the annual review). Faculty in non-tenure-track positions should undergo the regular annual review in the fall semester. Faculty members in non-tenure-track positions may request a peer review to be conducted in the spring semester.
   
   The third-year peer review should be completed and the report filed with the School Dean, by November 15. The peer review should be conducted by the department chair (or a substitute selected by the Provost) and a second member chosen by the reviewee and approved by the Faculty Personnel Committee. A third member may be added to the review committee at the discretion of the Provost (to be selected by the Provost in consultation with the Faculty Personnel Committee).
3. 
   
   Third-Year Peer Review Goal:

   The reviewers should strive to provide feedback that helps faculty members understand their strengths and weaknesses with the goal of helping them grow as Christian teachers, scholars, and servants. Useful peer reviews are honest, direct, and specific. They should speak to the faculty member's development in terms of his or her own Faculty Growth Plan, in comparison with peers at similar universities, and in light of department and University expectations. The review should help faculty members plan and prepare for tenure.

   Third-Year Peer Review Procedures:

   The faculty member should prepare a portfolio for the review team (see Section VII.C.2). The faculty member should begin to develop these materials in the spring semester of his or her second year.

   The review team should examine the faculty member's portfolio and course evaluations. Review team members may choose to examine additional materials, visit classes, interview colleagues, and so on. Each review team member should write up his or her summary report, with copies going to the faculty member, the School Dean, and the Faculty Personnel Committee. Each summary report should speak specifically to teaching, scholarship, service, and professionalism (including faith and learning issues). Each summary report should indicate whether professional growth has occurred in each area and whether additional growth is necessary for contract renewal.

   The faculty member, considering all the above, should write his or her own summary and response. This statement should speak specifically to teaching, scholarship, service, and faith and learning. The faculty member should also update her or his Faculty Growth Plan. This plan should be tailored as appropriately as possible to the individual gifts, preferences, and personality of the faculty member. The faculty member's response and Faculty Growth Plan should be submitted to the School Dean and the Faculty Personnel Committee.

   At the conclusion of the peer review, copies of all materials should be sent to the Faculty Personnel Committee for review. The Faculty Personnel Committee should review the faculty member's materials and Faculty Growth Plan and meet with the Associate Vice President for Academic Affairs. The committee may meet with the faculty member. The faculty member should revise the growth plan, if required, and a copy should be placed in the faculty member's file. The growth plan that emerges from the third-year peer review is intended to articulate specifically how the faculty member intends to or is expected to develop in order to be considered for promotion and tenure.

4. Promotion and Tenure/Sixth-year Review
5. 
   
   See sections V and VII.

   Each faculty member in a tenure-track position should have a review during her or his sixth year, whether or not the faculty member chooses to pursue tenure at that time. The review should be consistent with a tenure review.

6. Post-Tenure Review
7. 
   See section VII E.
   
   
8. Continuing Reviews for Non-Tenured Faculty Members
9. 
   
   
   1. Faculty Members in Non-Tenure Track Positions
      
      Faculty members in non-tenure-track positions should be reviewed annually in the annual review conducted by the department chair (see Part Three, Section V.A). A special review may be initiated by either the School Dean or the faculty member (see Part Three, Section V.F).
      
      
   2. Non-tenured Faculty Members in Tenure-Track Positions
      
      Faculty members in tenure-track positions who have not received tenure after a tenure/sixth-year review should be reviewed no later than the third year after the tenure/sixth-year review. (See Part Three, Section VII.C.10 for the conditions in which a faculty member may be reviewed for tenure earlier than the third year.) The review process will be the same as the tenure/sixth-year review process, including committee membership, portfolio preparation, review by the Personnel Committee, and potential outcomes (see Part Three, Section V.C). Faculty members who have not received tenure after a continuing review may be terminated. Faculty members who are outstanding teachers who have not received tenure after a continuing review may receive multiyear contracts with the focus on teaching. Specific load assignments are negotiated with the School Dean. Faculty members receiving such multiyear contracts with a focus on teaching should undergo a thorough evaluation by the School Dean every three years. Faculty members in tenure-track positions who do not receive tenure because they have not completed a terminal degree are reviewed annually by the School Dean.
10. 
    
    
11. Special Review
    
    When the department chair and the School Dean share a concern about the effectiveness of a faculty member, a review may be initiated by the Dean. A faculty member also may request a special review.
12. Tools for Evaluation
    
    Tools for evaluation include, but are not limited to:
13. 1. Personnel File.
       
       The Provost maintains a personnel file for each faculty member. A faculty member's file is open to him or her during normal business hours. Each faculty member is encouraged to review his or her file annually. The faculty member has the opportunity to respond to any item in the file, and the response becomes a part of the personnel file.
    2. 
       
       
    3. Curriculum Vitae.
       
       Each fall, before November 1, each faculty member must submit an updated vitae to the Provost for his or her personnel file, adding new publications, memberships, conference presentations, community services, degrees, and so on.
    4. 
       
       
    5. Student Evaluations.
    6. 
       
       
       • A formal procedure by which students evaluate faculty and courses takes place according to the following guidelines:
       • All faculty members new to George Fox University are evaluated using the student evaluation system adopted by the Office of Academic Affairs in each of their courses and lab sections in each semester of their first three years at the University.
       • After the first three years of full-time teaching at George Fox University, each nontenured faculty member is evaluated in one course or lab section each semester. The course or lab section to be evaluated is determined by the department chair or director of the graduate program in which the faculty member teaches. If the faculty member teaches in two departments or programs, the department chairs or graduate program directors, or both, decide how many courses or lab sections to evaluate and which courses or lab sections are evaluated.
       • In the fifth year of full-time teaching, and every fifth year thereafter, each nontenured faculty member is evaluated in every course or lab section in each semester of that year.
       • Tenured faculty members are evaluated in one course or lab section each year, with the course or lab section evaluated selected by their department chair or graduate program director. If the tenured faculty member is a department chair or graduate program director, the course or lab section evaluated is selected by the School Dean. Every fifth year after tenure, the tenured faculty member is evaluated in every course in one semester. The semester of evaluation is selected by the School Dean.
       • A summary of results of each course evaluation is given to the instructor, the department chairperson, the School Dean, and the Provost for placement in the permanent file. Directors of programs may have access to the evaluations of those they supervise through their department chair. The process for presenting and collecting student evaluation forms maintains student anonymity (e.g., handwritten evaluations do not have to be signed by students). Faculty are free to seek additional student feedback and evaluation with a separate evaluation process.
       • Additional student evaluation can be initiated at any time by the School Dean.
       • For others in less than full-time teaching positions, department chairs and graduate program directors determine which courses are evaluated and how frequently they will be evaluated.
       • 
         
         4. faculty portfolio, including the Faculty Growth Plan.
         See section VII C.
         

1. Process
   
   Each spring, the department chairperson and the School Dean should meet to identify faculty members in tenure-track positions whose degrees and experience may meet minimum standards for promotion. The School Dean, in consultation with the Provost, should evaluate in August whether promotion should not be recommended at present, whether a peer review should be required, or whether promotion should be recommended without peer review. If a peer review is required, the review committee is formed and follows the process for a third-year peer review.
   
   If the School Dean concludes that a peer review need not be required for promotion, the Dean should recommend promotion in writing by November 1 to the Provost. If peer review is part of the process, the Dean should, by November 20, consider the peer review and make his or her recommendation on promotion to the Provost. The President and Provost should review the Dean's recommendation, and, if they approve, it is then submitted to the Board of Trustees through its Academic Affairs Committee.
   
   Appeals:
   
   Any faculty member dissatisfied with the promotion process may appeal to the President.
2. Ranks Defined:
   
   For any promotion, generally at least three of the qualifying years of experience should have been at George Fox University. Minimum standards for each rank are as follows:
3. 1. Faculty Member in Residence:
      
      This rank is reserved for outstanding artists, musicians, scholars, or other persons with unusual professional qualifications. This rank requires a stated length of appointment and is made only by Presidential appointment. Faculty Member in Residence is not a tenure-track position, and the residence time generally does not count toward tenure if the faculty member is hired into a tenure-track position.
   2. Lecturer:
      
      Bachelor's degree minimum and relevant experience. Lecturer is not a tenure-track position.
   3. Instructor:
      
      Master's degree minimum and relevant experience. Instructor is not a tenure-track position.
   4. Assistant Professor:
      
      This is the most common rank for new teaching faculty. To qualify for this rank, the faculty member should have a doctorate in an appropriate field (or the accepted terminal degree) or a master's degree and three years of full-time experience as an Instructor.
   5. Associate Professor:
      
      To be considered for the rank of Associate Professor, the faculty member should have a doctorate in an appropriate field (or the accepted terminal degree) plus five years of full-time experience as Assistant Professor. An Associate Professor should be an established and successful teacher, demonstrate proficiency as a scholar, and have a record of significant service to the University, church, and community.
   6. Professor:
      
      To be considered for the rank of Professor, the faculty member should have a doctorate in the appropriate field (or the accepted terminal degree) plus five years of full-time experience as Associate Professor. A Professor should be an established and successful teacher, demonstrate professionalism, and give evidence of outstanding scholarship and service to the University, church, and community.

Tenure is granted by the Board of Trustees only to outstanding faculty members in tenure-track positions.

Academic tenure has three principal ends:

• to ensure that the University remains a forum for the free exchange of ideas;
• to enable the University to attract and to retain talented and creative people; and
• • to indicate an intent of the University to offer long-term employment to highly qualified faculty who are dedicated to academic excellence and the mission of the University.

A faculty member's consent and daily living that conforms to the current Statement of Faith and Community Responsibilities applicable to the faculty of George Fox University is a basic qualification to be awarded tenure and to retain tenure. Any faculty member in a tenure-track position may choose not to pursue tenure. Should such a person continue in a tenure-track position and later decide to apply for tenure, he or she may do so without prejudice.

1. Individual Criteria
   
   To receive tenure, a faculty member should have:
2. 1. achieved, or be eligible to achieve, the rank of Associate Professor or Professor;
   2. achieved the accepted terminal degree in her or his field;
   3. completed the equivalent of six consecutive years of full-time teaching at George Fox University, or three years of full-time teaching at George Fox University if the faculty member was previously tenured at another institution of higher education. The three-year minimum residency requirement may be waived by the Provost for an outstanding candidate tenured at another institution of higher education;
   4. demonstrated an outstanding level of proficiency in the areas of teaching, scholarship, and service; and
   5. have committed himself or herself to the long-term success of the University.
   
   
3. Institutional Consideration
4. 1. A maximum of two-thirds of full-time faculty may be tenured. Should this maximum be reached, faculty members otherwise eligible for tenure may have their applications delayed until openings occur.
   2. Experience and years accrued toward tenure are specific to a department and do not accompany a faculty member changing departments, unless an exception is granted by the Provost at the time a faculty member is transferred.
   3. The University may designate certain positions as non-tenure track. Generally, this determination is made at the time the position is filled, and is stated in the contract. Non-tenure-track positions include, but are not limited to, coaches, faculty members in the English Language Institute, faculty members in the Department of Professional Studies, temporary replacements, librarians, and non-teaching personnel with faculty status.
   
   
5. Sixth-year/Tenure Review Procedures
6. 1. Before September 15, the Provost may set up a three- or four-¬person peer Tenure Review Committee, including one member of the candidate's department, a tenured faculty member chosen by the candidate, a tenured faculty member chosen by the Provost, and the School Dean. The Provost will name the chairperson of the committee.
   2. The candidate should prepare and submit to the Provost the faculty portfolio. The portfolio should be not more than 30 pages long and should present information under headings of teaching, scholarship, and service. The portfolio must include the following:
   3. 1. An updated vita.
      2. A brief statement, not to exceed two pages, discussing the candidate's commitment to the mission and objectives of the University.
      3. Three essays, as follows:
      4. 1. a reflective essay on the faculty member's teaching; no more than 10 pages.
         2. a description of the faculty member's scholarship; no more than five pages.
         3. a description of the faculty member's service; no more than five pages.
            
            A brief statement, not to exceed two pages, discussing the candidate's commitment to the mission and objectives of the University.
         
         
      5. A faith/learning integration essay:
      6. 
         
         A faith/learning integration essay: a scholarly essay that demonstrates the candidate's current thinking and practice as to the integration of Christian faith and learning in the appropriate discipline. In most cases this essay should approach integration in the discipline in relatively broad terms. It should be the length of a brief scholarly article (no longer than 10 pages) and should demonstrate a familiarity with literature that informs faith integration in the candidate's field. Though an extensive bibliography is not necessary, the candidate must provide evidence of a continuing reading, study, and practice.
         
         
      7. The faculty member's previous growth plans and a description of progress based on the plan.
      8. Plans for continued professional growth over the next two years in teaching, scholarship, and service.
      9. An appendix presenting evidence of excellence in teaching.
      10. An appendix presenting evidence of the faculty member's outstanding scholarship.
      11. An appendix presenting evidence of the faculty member's effective service.
      
      
   4. Each committee member conducts interviews of the candidate and others, reviews the candidate's portfolio and student evaluations of the previous three years, visits at least one class or views videotapes of a class, studies the candidate's essay, and examines other relevant materials, and then prepares a written analysis (without the names of interviewees), submitting five copies to the chair no later than November 15. The analysis should address the strengths and weaknesses of the candidate in relation to the tenure criteria.
   5. The chair of the Tenure Review Committee then submits the evaluations to the Faculty Personnel Committee. The candidate, if he or she chooses, may submit a written response to the evaluations to the Faculty Personnel Committee. The Faculty Personnel Committee assesses whether the candidate meets the criteria for tenure. At this point, if the Faculty Personnel Committee concludes that the candidate meets the criteria for tenure, it may recommend that the candidate apply for tenure. If the committee recommends that the candidate not apply for tenure and the candidate does not meet the criteria for tenure, it notifies the candidate in writing, with reasons for the negative recommendation and with recommendations for further professional growth. The recommendation is shared with the candidate and the Provost by December 15. A faculty member who is not recommended may be retained on an academic year contract. The faculty member may be considered for tenure in any subsequent year that he or she remains in a tenure-track position.
   6. If the candidate receives a positive recommendation from the Faculty Personnel Committee, and she or he chooses to apply for tenure, the faculty member submits a written request to the Provost for a tenure recommendation. In cases in which the Faculty Personnel Committee does not recommend that the candidate pursue tenure, the candidate may request that the Provost review his or her materials and make a recommendation.
   7. The Provost reviews materials and adds a recommendation. If the Provost and the Faculty Personnel Committee disagree on the recommendation regarding tenure, the Provost and the Faculty Personnel Committee should meet to discuss the candidate. If the Provost also recommends that the candidate not be considered further for tenure, he or she notifies the candidate in writing with reasons for the recommendation.
   8. If any faculty member is dissatisfied with the recommendation of the Provost or of the Faculty Personnel Committee, she or he may appeal to an ad hoc committee of the Faculty Council. The faculty member should appeal to the Faculty Council in writing. The Faculty Council should appoint a three-person committee consisting of tenured faculty members. This ad hoc committee should review the recommendations of the Provost and the Faculty Personnel Committee, the materials used to make the recommendation, and the criteria for tenure described in Part Three, Section VII.A. The recommendation of the ad hoc committee and other related materials are forwarded to the President.
   9. For each tenure decision, the President reviews a candidate's materials and makes a written recommendation for tenure or against tenure (sharing a copy of the recommendation with the candidate). If the President makes a decision not to recommend tenure, the candidate does not advance to the Board. If the President recommends tenure, copies of materials are submitted to the Program and Personnel Committee of the Board of Trustees at the semiannual meeting of the Board of Trustees. The Academic Affairs Committee reads the materials, meets and interviews the candidate, and makes its recommendation to the full Board. The Board grants or denies tenure.
   10. If the Board denies tenure, the candidate should be notified in writing by the Board, with reasons for the denial stated. If the faculty member remains at the University in a tenure-track position, she or he may reapply for tenure when the Faculty Personnel Committee and the Provost confirm that the reasons for denial of tenure have been adequately addressed.
   11. Following a negative recommendation or action, based on performance, scholarship, or service, the Office of Academic Affairs works with the candidate to develop a Professional Improvement Plan. The faculty member's progress is reviewed annually by the School Dean. At this annual review, the Dean determines that the Professional Improvement Plan has been completed or that the plan should be continued for another year. The faculty member may be considered for tenure following successful completion of the Professional Improvement Plan. The faculty member will undergo a continuing review no later than the third year after the tenure/sixth-year review.
   12. Faculty who do not receive a positive recommendation to apply for tenure from the Personnel Committee should wait a minimum of two years before requesting another review.
   
   
7. Expectations of Tenured Faculty
   
   Tenured faculty hold unique positions within the University, and as such they have special responsibilities. As experienced faculty and scholars, with the protection of tenure, they are expected to serve as role models for younger faculty; to demonstrate excellent teaching, scholarship, and service; to speak on faculty issues; to model the integration of faith and learning; and to serve in leadership roles.
8. 
   
   
9. Review of Tenured Faculty Members and Faculty Members Who Choose Not to Apply for Tenure
   
   Tenured faculty members should undergo a thorough evaluation by the School Dean every five years. Required peer review, or review including qualified professionals outside the University, may be initiated at any time by the Dean, the Provost, or the President. If deficiencies are found, the faculty member should work with the Office of Academic Affairs in developing a Professional Improvement Plan. The faculty member's progress should be reviewed annually. Faculty members who receive a positive recommendation from the Faculty Personnel Committee and choose not to apply for tenure should undergo a thorough evaluation every five years by the Dean. The review should be the same as a post-tenure review.
10. 
    
    
11. Tenured Faculty Who Become Administrators
    
    Tenured faculty who accept administrative appointments retain their tenure as faculty members as long as they teach at least half-time. If they teach less than half-time, they retain their tenure as faculty members for a maximum of three years, provided they continue to teach at least one course per year in the department in which they were tenured. After three such years or after any year in which they do not teach, an administrator's faculty tenure status ceases. Administrators who also are faculty members in tenure-track positions who teach half-time may accrue experience toward tenure eligibility (half a year of experience per year).
12. 
    
    
13. Termination of Tenure
    
    Tenure is granted by the Board of Trustees, and can only be revoked by action of the Board of Trustees. Tenure may be terminated for any of the following reasons:
14. 1. The voluntary resignation of the faculty member.
    2. Retirement.
    3. Layoff due to discontinuance of the major program of the tenured faculty member.
    4. Layoff due to financial exigency of the institution as determined and declared by the Board of Trustees (see Part 4, Section II H).
    5. For cause, including, but not limited to, a significant decline in performance, failure to meet expectations in the Professional Improvement Plan, immoral behavior, or conviction of a felony.
    6. Behavior or beliefs that fail to conform to the current Statement of Faith and Community Responsibilities applicable to the Faculty of George Fox University.
    
    
    
15. Procedure for Revocation of Tenure
16. 1. Revocation of tenure in cases of resignation, retirement, disability, discontinuation of a major program, and declaration of financial exigency is automatic and in accordance with Board policy, and requires no additional Board action.
    2. Revocation of tenure for behavior, belief, or lifestyle issues is recommended for action to the Board of Trustees, or the Executive Committee of the Board, by the President.
    3. The President also may recommend to the Board of Trustees revocation of tenure for decline in performance, professional incompetence, or failure to perform the responsibilities of the position after consultation with the department chair and the Provost.

1. The standard policies and procedures of the University may be obtained from the Human Resources Department.
2. 1. In case of essential short absences for illness or personal reasons, each faculty member is to arrange for his or her classes with the approval of the department chair. A faculty member should not be absent from classes more than one week in any given semester.
   2. Absences should be avoided in the first and last weeks of each semester.
   
   
   
3. Sick Leave
4. 
   
   Illnesses of one month or less are not deducted within the contract year, but should be reported promptly. Compensation for prolonged illness, injury from accidents, and so on, may be provided through a disability insurance policy.
5. 
   
   
6. Leave of Absence
   1. The President may grant a leave of absence for further graduate study, family or personal needs, or other mutually agreed on reasons. Such arrangements should be in writing. The period of absence is not counted toward eligibility for tenure, promotion, or a sabbatical. Generally, the period of absence should not be considered an argument against the granting of a sabbatical.
   2. The request for a leave of absence should be submitted through the Provost

The University's commitment to faculty development is a necessary part of assisting faculty members to steadily work toward becoming the finest Christian teachers, scholars, and servants possible.

1. Sabbaticals
2. 1. Definition and Purpose
      
      A sabbatical is a leave of absence with pay for the pursuit of professional activities consistent with the Faculty Growth Plan. The purpose of a sabbatical is to provide the faculty member an opportunity for activities that contribute to teaching and scholarship and to the University as a recipient of faculty services.
   2. Eligibility
      
      A faculty member who has served George Fox University with a full-time load for six years and has attained the rank of Assistant Professor is eligible to apply for a sabbatical. The application process may take place during the faculty member's sixth year, with the sabbatical, if approved, to be granted during the seventh year. Upon return from a sabbatical, the faculty member begins a new period of service to accrue time toward renewed eligibility.
   3. Criteria for Granting Sabbaticals
      
      The University may consider any of the following in determining whether or when a sabbatical may be granted:
   4. 1. the value of the proposed activity to the University;
      2. whether the applicant has sought outside funding for the sabbatical;
      3. the constraints of the teaching load in a specific department;
      4. the length of service to the University, in determining the order in which sabbaticals may be taken, if more than one faculty member in a department is seeking a sabbatical.
      
      
      
   5. Financial Terms of the Sabbatical
      
      The applicant may request to receive a full salary for a sabbatical of one semester or two-thirds salary for a full academic year's sabbatical. All fringe benefits are provided by the University and normal salary deductions continue during the sabbatical.
      
      Recipients of sabbaticals may be asked to sign two-year contracts that include the sabbatical year and the following year of service.
   6. 
      
      
   7. Application
      
      The faculty member requesting a sabbatical should submit a sabbatical plan consistent with the Faculty Growth Plan to the Provost no later than October 1 of the academic year preceding the academic year for which the sabbatical is requested. This plan should include the dates of the requested sabbatical, a description and details of the proposed activities, and the current Faculty Growth Plan. Any outside employment during the sabbatical should be noted in the proposal. Additional guidelines for the sabbatical plan are available from the Office of Academic Affairs. Submission of a sabbatical plan constitutes application for a sabbatical. The Office of Academic Affairs is responsible each year for reviewing sabbatical plans and making recommendations to the President. Notification of acceptance or rejection should be given the applicant by January 15.
   8. 
      
      
   9. Report
      
      Within two months of returning to academic duties at the University, the recipient should submit a report of sabbatical activities to the Provost. Such a report should include a description of activities or parts of the project completed and any in-progress modifications of activities or parts of the project completed.
   
   
   
3. Professional Support

4. Support for faculty development includes, but is not limited to:

   1. Conference participation.
      
      Funds are available through the faculty development program to assist with conference presentations and attendance that advance the faculty member's stated objectives for scholarship or teaching in his or her Faculty Growth Plan. Application for funds should be addressed to the Office of Academic Affairs. A current Faculty Growth Plan should be on file in order for the dispersion of funds to be considered. (See the Academic Procedures Handbook for more detailed information on travel requests.)
      
      
   2. Professional memberships.
      
      Requests for support for professional memberships should be presented to the Office of Academic Affairs each fall, preferably by September 15. A current Faculty Growth Plan should be on file in order for the dispersion of funds to be considered.
   4. Faculty summer research grants.
      
      The Faculty Development Committee manages a Faculty Research Grant program that provides financial aid for summer research and writing.
   5. Faculty research leaves.
      
      The Faculty Development Committee screens applications for research leaves and recommends to the Office of Academic Affairs the applications with the most merit. The final decision rests with the Office of Academic Affairs.
   6. Faculty retreat.
      
      Each August the faculty gather for a three-day retreat. Themes for the retreat vary, but focus on professional development, community building, and worship. Attendance is required for all full-time faculty members.
   7. Faculty lecture.
      
      Each fall and each spring a member of the faculty chosen by the faculty delivers a formal lecture in an area of personal research to the campus community. The Faculty Lecture program is partially funded by Reba Rempel in honor of former George Fox mathematics professor Evan Rempel.

Granting the honor of emeritus status for faculty members is carefully and conservatively considered. The President considers each retiring faculty member eligible for this honor, and confers with the Provost and Deans in making recommendations to the Board of Trustees through the Academic Affairs Committee of the Board.

1. Service Qualifications
   
   The person concerned should have given a minimum of 15 years of service to George Fox University at the time of retirement, should hold the rank of associate professor or professor, and may be granted the honor for life.
2. Quality of Contributions
   
   The person concerned should have an exemplary Christian character, should have a record of excellence in his or her particular academic discipline, and should have made a significant contribution to the life of the University.
3. Privileges of the Emeriti
   1. Name listed in the catalog.
   2. Invited to walk in faculty processionals at convocations and graduations.
   3. Invited to general faculty social functions.
   4. Receives faculty/staff discount at the bookstore.
   5. Receives usual faculty/staff passes to games, plays, and concerts.
   6. Receives a library card.
   7. Is granted short-term use of library research study rooms, on a room available basis.
   8. Receives copies of campus news publications through the mail.
   9. Is granted access to University e-mail.

1. Policy
   
   Except when there is a prior written agreement, or as described below, George Fox University owns all intellectual property developed or created by faculty or students in its employ, or by persons who use University resources or facilities to develop or create intellectual property. As owner of the intellectual property, the University has the right to develop, sell, or license the property. Revenue and royalties from the development, sale, or license, after University expenses, generally are distributed as follows: 50 percent for the creator, 50 percent for the University. If the University declines to assert ownership of the intellectual property, or does not begin development of the property within one year of express knowledge by the University of the intellectual property, then ownership reverts to the creator if the creator so requests in writing and the University agrees in writing.
2. Exceptions
   
   The University does not claim ownership of books, articles, monographs, poems, stories, paintings, sculptures, musical compositions, and computer software created or developed by students, faculty, or persons using University resources or facilities, unless they were developed pursuant to a specific contract with the University. The University does not claim ownership of course materials developed for use within the normal teaching assignment of the faculty member, except for syllabi and grade books, which are necessary for record keeping and accreditation purposes.
   
   The University jointly owns with the creator previously used course materials that are included in courses developed under contract with the University and outside the normal teaching assignment of the faculty member. The University and the creator each retain the right to use, sell, or license course materials that are newly created for courses developed under contract with the University and outside the normal teaching assignment of the faculty member, unless prohibited by the contract.
3. Establishing Ownership
   
   When intellectual property that may be subject to University ownership is created, the creator must notify the Provost in writing. If the University does not, by written notice addressed to the creator, assert ownership within 60 days, the University forfeits all claim of rights to the intellectual property and ownership reverts to the creator. By written notification to the creator, the University can extend the deadline for asserting ownership for another 60 days.