# LCMS Convention Workbook_St. Louis Missouri_2001_S229 # Machine transcription, uncorrected — CHI Digital Archive (demonstration) HIGHER EDUCATION at least nine months prior to the end of the sixth year of service, the faculty member may petition the Board of Regents to do so 2. Notice of intent to promote to continuing-level appoint- ment status sranttenure shall be announced in an official peri- odical of the Synod. 3. The faculty member shall be given the opportunity to re- spond to any comments or concerns that may have been raised relative to promotion to continuing-level appointment tentre. 4. At least six weeks after the notice is published, consent of the electors of the institution shall be given. 5. If the above steps have all been met, after final review the Board of Regents may promote to continuing-level appointment slalus srenttemtite- c. Promotion to continuing-level appointment status Fre granting-of-permeanenttemite shall in no case be construed as requiring or indicating advancement in rank or increase in salary. d, Other types of faculty appointments may be established by institutions as the need arises. 6.27 Performance Review A formal! procedure shall be in place to carry out perfor- mance reviews for all faculty on a regular basis. a. These reviews shall have two purposes: L. To help faculty identify their strengths as well as areas in which improvement is needed (formative). 2. To provide the information needed to make a decision about future employment status (summative). b. A show of cause shall be required if a decision is made to terminate involuntarily or otherwise discontinue the employ- ment of faculty members who have been awarded continuing- level appointment status. c. The only causes for which continuing-level appointment faculty members may be terminated are those identified in 6.43. 6.27 Performance Review Guidelines a. Performance reviews shall be based on a set of clearly ar- ticulated criteria that are shared with faculty prior to their em- ployment and current assignment. b. All faculty on initial-level appointments shall be reviewed at least triennially. c. All faculty on continuing-level appointments shall be re- viewed at least every five years. d. The president of an institution may call for a formal re- view of any faculty member at any time. e. The review shall involve input from peers. f. A written summary of the results of the review shall be prepared. g. This summary shall be shared with the faculty member involved and he/she shall be given an opportunity to respond. h. 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 institu- tion upon recommendation of the president of the institution. i. An appeal process shall be in place for use by faculty members with a continuing-level appointment (those who al- ready have been granted continuing-level appointment status) who wish to challenge a termination decision. The appeal may be about the substance of the decision or the procedures fol- lowed in reaching the decision. j. Faculty members with an initial-level appointment (who have no expectation of continued employment) shall not be en- titled to an appeal process following (or prior to) a decision of nonretention. The only exception is that a faculty member with an initial-level appointment may ask the Board of Regents to as- sure that appropriate procedures were followed in reaching the decision or the basis on which the decision was made. 6.29 Salary Schedules The salary schedules of all institutional employees shall be fixed by the Board of Regents on recommendation of the presi- dent of the institution. The salary schedules shalt be established 229 within the broad guidelines provided by the Board for Higher Education. 6.31 Faculty Organization and Meetings a. The Board of Regents, on recommendation of the presi- dent of the institution, shall establish an effective faculty orga- nizational structure. b. The president or his designee shall preside at regular and special meetings. c. The faculty shall elect a secretary and provide for the elec- tion or appointment of committees, consisting of faculty mem- bers or of faculty members and other persons, who shall study, evaluate, and report to the faculty on policy matters affecting the academic activity of the institution, the activity and welfare of the members of the faculty, and the life and welfare of the students. d. The faculty shall elect a standing hearings committee or assign the functions of such a committee to another standing committee. 6.35 Institutional Educational Policies a. Each faculty shall recommend policy to the Board of Re- gents through the president tor the admission, transfer, dis- missal, or withdrawal of students, set the standards of scholar- ship to be maintained by students, determine criteria for graduation or failure, act on recommendations in the matter of granting certificates, diplomas, and such academic or honorary degrees as may lawfully be conferred by the institution. b. Each taculty shall develop and construct curricula imple- menting the recognized and established purposes of the institu- tion and designed to attain the synodically approved objectives of preparation for professional church workers and other Chris- tian leaders. Each faculty shall pursue the improvement of teaching and learning and the evaluation of their effectiveness in every segment of the institution and its curriculum. c. Each faculty shall recommend policy to the Board of Re- gents through the president regarding out-of-class life and ac- lvity of its students so that the cocurricular and off-campus ac- tivities of the student contribute to the attainment of the educational objectives of the institution. The faculty shall rec- ommend such policies as will be conducive to the cultivation of a Christian deportment on the part of all students, will stimulate the creation of a cultured and academically challenging atmos- phere on and about the whole campus, and will make a spiritu- ally wholesome community life possible. d. Each faculty shall recommend policy to the Board of Re- gents through the president regarding the maintenance of whole- some conditions of faculty service and welfare. e. The faculty of each institution which prepares profes- sional workers directly for service in the Synod shall conform its placement policies to the synodical provisions for the distri- bution of candidates and workers through the synodical Board of Assignments. tf. The Board for Higher Education shall periodically review the institutional policies, programs, and curricula to determine whether they are consistent with the stated objectives of the Synod’s educational system and its institutions. 6.39 Evangelical Discipline and the Right of Appeal a. Each Board of Regents, on recommendation of the presi- dent, shall adopt a comprehensive policy statement committing the school to the principles of Christian discipline, evangelical dealing, and good order governing the students individually and collectively. b. Each student shall be informed regarding the disciplinary policy and procedure and under what conditions and to whom an appeal from a disciplinary decision may be made. There shall be no right of appeal under the provisions of Bylaw 8.01 ff. 6.41 Controversies among Faculty Members or Other Employees Controversies and disagreements among faculty members or other employees (other than those involving matters described in Bylaw 6.43) shall be submitted to the president of the institu- tion for mediation. If this proves unsuccesstul, he shall report 2001 Convention Workbook