LCMS Convention Workbook St. Louis, Missouri — 2001, Page 228

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228 HIGHER EDUCATION

about how they might capitalize on those strengths. A 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 fac-
ulty would be done only after every effort was made to help them
improve their performance, but if that does not work, the institu-
tion has little chotce but to terminate the appointment.

An underlying assumption in all of thts must be that the process
strike as good a balance as possible between the needs and nghts 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, tt was
determined that the “call” rightfully should be part of the broader
discussion of ministry. which the task force understands is part of a
study presently under review by the CTCR.

The Convention is asked to adopt the following actions:
1. That the Bylaw changes presented below be adopted; and

2. That the Secretary of the Synod be directed to bring the
Handbook into conformity with this resolution.

PRESENF/PROPOSED
6.21. Members

a. These Bylaws establish two levels of faculty appoint-
ments:

1. Initial level, where the appointment can be terminated
with no formal requirement for a show of cause.

2. Continuing level, where termination requires a formal
show of cause.

b. Institutions are tree 10 decide for themselves what names
to apply to these two levels of appointment.

c. The regeter faculty of each synodical institution shali con-
sist of the president, the Full- time ° faculty (snatetors assistant

Without sen), and part- time or r temporary nonvoting members
distinguished by an appropriate prefix or suffix (“visiting, guest.
adjunct, emeritus”) or the term “graduate assistant.”

d. Any part-time or temporary faculty members shall hold
nonvoting membership on the faculty.

e. At each school the president shall propose creation, mod-
ification, or abolition of administrative positions to the Board of
Regents for its approval. The Board of Regents at each school
shall maintain clear policies for filling and vacating administra-
tive positions.

f. Administrative appointments shall be made by the Board
of Regents on recommendation by the president of the institu-
tion. The Board for Higher Education shall periodically review
the internal administrative organization of the Synod’s institu-
tions.

g. Each Board of Regents shall maintain a clear plan of suc-
cession of administration to assure that the institution continues
to function effectively in the case. of incapacity or lengthy ab-
sence of the president.

6.23 Appointment of Members

a. The Board of Regents on recommendation of the presi-
dent of the institution shall appoint all full-time members of the
faculty. The Board for Higher Education shall require certifica-
tion of theological and professional competency. All initial ap-
pointments to seminaries and to college/university theology fac-
ulties shall require the prior approval of the Board for Higher
Education. All other initial full-time appointments shall require
prior approval of the Board of Regents and shall include a thor-
ough theological review involving the District President and se-
lected members of the Board of Regents.

b. The terms and conditions of every appointment shall be
stated in writing and be in the possession of both the institution
and the prospective faculty member before the appointment is
consummated. Limitations of academic freedom because of the
religious and confessional nature and aims of the institution

2001 Convention Workbook

shall be stated in writing at the time of the appointment and con-
veyed to the person being appointed.

c. Ordinarily candidates for full-time teaching positions shall
be rostered members of the Synod. When laypersons are em-
ployed in full-time teaching positions, they shall pledge to per-
form their duties in harmony with the Holy Scriptures as the in-
spired Word of God, the Lutheran Confessions. the Synod’s
doctrinal statements, and the policies of the Synod.

d. The Board of Regents may decline to renew the-eppett
mentef an initial-level appointment faculty member withet
tertite at its discretion and without formal statement of cause.
If reappointment to the teaching staff is not contemplated, the
Board of Regents shall so notify the faculty member in writing
through the president of the institution at least six months prior
to the expiration of the current | appointment. lerthe-ease-ofindi-

d a ; sek Notice
of nonreappointment shall be made at least #2 6 months before
the expiratier-efthe-eitrent-eppeitment termination of an ini-

tial-level appointment of a faculty member.

e. The Board for Higher Education shall state standards of
good practice that provide uniform procedures for renewing fac-
ulty employment contracts.

f. Each institution shall state policies regarding faculty ap-
pointments, tentre-employment contracts, contract renewal, and
contract termination for all employees within Board for Higher
Education guidelines.

6.25 Promotion of Faculty to Continuing Appointment
Status Pepmenent—-Fentre

Each educational institution of the Synod normally shall
have at least 35 percent of its full-time faculty serving at the
continuing appointment level. Severe tOnuTeto-a- rT OF SO

: . Each institu-
tion shall require specific action by the Board of Regents for
promotion from an initial-level appointment to a continuing-
level appointment.

a. Standards or qualifications for srentingtenere moving a
faculty member from initial-level appointment to continuing-
level appointment shall be es-FeHews the following:

1. The faculty member shall ordinarily have completed four
to six fe years of creditable service (periods of leave are not
included) as a member of the faculty of one or more educational
institutions of the Synod, at least the last two years of which
shall have been in the institution currently served. Hewever-the
oe Hye-yoar requirement maybe cert’ reepttonel casestt

2. The faculty members shall. as determined by their acade-
mic discipline, regularly continue to demonstrate scholarly
achievement which may be institutionally funded as determined
by the Board of Regents.

3. The faculty member’s reputation, character, concem for ’
students, and ability to honor leaders shall present a good re-
flection on the institution and the church.

4. The faculty member’s aptness to teach has been demon-
strated by effective communication in the classroom.

b. Steps towerderentinetentte in moving a faculty mem-
ber from an initial-level appointment to a continuing-level ap-
pointment shall be e-feHtews the following:

1, If the Board of Regents, on recommendation of the presi-
dent of the institution, determines that a faculty member meets
the above requirements and is still at the initial-level appoint-
ment, hes-net-been-eranted-permenenttenure, it shall either
carry forward the procedure for promotion to a contining-level
appointment erantne-permeanenttenure or inform the faculty
member of its decision not to do so, srentterere, in which case
the individual either may continue at the initial-level appoint-
ment or be terminated
neted. Any continuation of employment at the initial-level ap-
pointment shall be on a year-to-year basis. Faculty employment
during the initial-level appointment period may be terminated
without disclosure of cause. In cases in which the decision is
made to terminate the individual’s contract, the contract shall be
extended for at least six months beyond the time at which notice
is given. If the Board of Regents does not take up the question of

promotion to a continuing-level appointment permenenttenite