# LCMS Convention Workbook_St. Louis Missouri_2001_S65 # Machine transcription, uncorrected — CHI Digital Archive (demonstration) 64 SYNODICAL REPORTS secondary purpose of a system of formal performance reviews is to identify those faculty who, for whatever reason, probably need to find some other area of service. Nonrenewal of the appointment of such faculty would be done only alter every effort was made to help them improve their performance, but if that does not work, the institution has litthe choice but to terminate the appointment. An underlying assumption in all of this must be that the process strike as good a balance as possible between the needs and rights of the individual and those of the institution. Above all, it is to be car- ried out in a way that recognizes our institutions are not just an- other group of colleges. universities, and seminaries, but are Chris- tian institutions. The Task Force discussed the implications of the “call” com- monly extended to “called workers of the church.” However. it was determined the “call” rightfully should be part of the broader dis- cussion of ministry which the Task Force understands is part of a study presently under review by the CTCR. Part 2: Principles and Guidelines This part of the Task Force report is divided into two sections. The first section lays out some general guidelines for the system as a whole. The second presents some specific guidelines relative to the performance review. As indicated earlier, there is a significant shift occurring in the practice of tenure, and this shift is not occurring in any consistent manner or rate across institutions. Different people will. therefore, read different things into the word tenure when they hear or read it. To avoid this problem, the terms tenure and non-tenured will not be used in these guidelines. Rather, the points of reference will be faculty who are at the “initial appointment level” and subject to ter- mination with no formal requirement for show of cause and fac- ulty who are at the “continuing appointment level,” which requires a show of cause for termination. What specitic terms individual in- stitutions choose to apply to these two levels of appointment is left up to the institutions, so long as they observe the principles and guidelines given below. General Principles 1. Each campus shall operate with initial and continuing levels of appointment for faculty. a. Appointment at the initial level will ordinarily last from four to six years. b. This time line may, under exceptional circumstances, be shortened or lengthened if agreed to by both the faculty member and the institution. c. An appointment at this level may be terminated any time dur- ing this period without disclosure of cause. d. This initial level of appointment will ordinarily be followed by a continuing level of appointment, where the appointment cannot be terminated without formal statement of cause. . A formal procedure shall be in place to carry out performance reviews for all faculty on a regular basis. 3. These reviews shall have two purposes: a. To help faculty identify their strengths as well as areas in which improvement is needed (formative purpose). b. To provide the information necded to make a decision about future employment status (summative purpose). 4. The summative purpose shall ordinarily emerge only after faculty members have an opportunity to improve their performance in those areas in which serious deficiencies have been identified in earlier reviews. 5. A show of cause shall be required if a decision is made to involuntarily terminate or otherwise discontinue the employment of faculty members who are on a continuing appointment. 6. The only causes for which continuing appointment faculty members may be terminated are those identified in Handbook Bylaws 6.43 and 6.44. to 2001 Convention Workbook 7. A campus may apply whatever terminology it chooses to its system of faculty employment so long as the system conforms to these principles and the guidelines which follow. Performance Review Guidelines |. Performance reviews shall be based on a set of clearly articulated criteria that are shared with faculty prior to their cmployment and current assignment. . All faculty on initial level appointments shall be reviewed at least triennially. 3. All faculty on continuing level appointments shall be reviewed at least every five years. 4. The president of an institution may call for a formal review of any faculty member at any time. 5. The review shall involve input from peers. 6. A written summary of the results of the review shall be prepared. 7. This summary shall be shared with the faculty member involved and he/she shall be given an opportunity to respond. 8. A final decision about any action to be taken as a result of the review shall be made by the Board of Regents of the institution upon recommendation of the president of the institution, 9. An appeal process shall be in place for use by faculty members with a continuing level appointment (those who already have been granted continuing appointment status) who wish to challenge a termination decision. The appeal may be about the substance of the decision or the procedures tollowed in reaching the decision. Faculty members with an initial level appointment (who have no expectation of continued employment) shall not be entitled to an appeal process following (or prior to) a decision of nonretention. The only exception is that a faculty member with an initial appointment may ask the Board of Regents to assure that appropriate procedures were followed in reaching the decision or the basis on which the decision was made. Ralph Reinke, Chair James Holste, Secretary Board for Higher Education/ Concordia University System tw 10. i) Appendix R5-01B To Establish Position of “Assistant Pastor” Where Full-Time Pastoral Ministry Cannot Be Maintained The Need For several years the Board for Higher Education, the Standing Committee for Pastoral Ministry. and the Council of Presidents studied the needs of our Synod in various areas of church worker recruitment. It has become clear that there are numerous instances where a congregation cannot accommodate a professional worker (.e., employed full-time by a congregation). Most often this is duc to financial constraints in rural and urban areas, but increasingly it is because immigrant groups need to be reached in their native lan- guage. Our Synod needs to meet challenges in the rural and urban congregations who cannot afford a pastor as well as the rapidly growing opportunitics for mission among immigrant groups. The seminarics” Distance Education Leading to Ordination (DELTO) program has been developed to provide qualified work- ers. This program is an effective educational service to some vol- unteer or bi-vocational workers providing pastoral services. How- ever, it has become apparent that the majority of the workers needed for bi-vocational or volunteer pastoral service are not eligi- ble for this program, and further solutions are needed. Congregational Ministry Issues Reports from Districts and parishes confirm the sense that there is a growing need for volunteer and bi-vocational workers. The number of congregations struggling to afford a pastor is growing.