LCMS Convention Proceedings St. Louis, Missouri — 2013, Page 147

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Lutheran Confessions, and the Synod’s doctrinal statements. The board of regents on recommendation of the
president of the institution shall appoint all full-time
members of the faculty. The Board of Directors of Concordia University System shall require certification of
theological and professional competency. All initial
appointments to college/university theology faculties
shall require the prior approval of the Board of Directors of Concordia University System. All other initial
full-time appointments shall require prior approval
of the board of regents and shall include a thorough
theological review involving the district president and
selected members of the board of regents.
(a) 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 shall be stated in writing at the time of
the appointment and conveyed to the person being
appointed.
(b) When laypersons are employed in full-time teaching positions, they shall pledge to perform their duties
in harmony with the Holy Scriptures as the inspired
Word of God, the Lutheran Confessions, and the Synod’s doctrinal statements.
(c) The board of regents may decline to renew an
initial-level appointment of a faculty member 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. Notice of non-reappointment
shall be made at least six months before the expiration
of an initial-level appointment of a faculty member.
(d) The Board of Directors of Concordia University System shall state standards of good practice that
provide uniform procedures for renewing faculty
employment contracts.
(e) Each institution shall state policies regarding faculty appointments, employment contracts, contract
renewal, and contract termination for all employees
within Concordia University System guidelines.
3.10.5.6.43 A formal procedure shall be in place to carry out performance reviews for all faculty on a regular basis to
help faculty identify their strengths as well as areas in
which improvement is needed (formative) and to provide the information needed to make a decision about
future employment status (summative).
(a) Performance reviews shall be based on a set of
clearly articulated criteria that are shared with faculty
prior to their employment and current assignment.
(b) All faculty on initial-level appointments shall be
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reviewed at least triennially.
(c) All faculty on continuing-level appointments shall
be reviewed at least every five years.
(d) The president of an institution may call for a formal review 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) The 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 institution upon recommendation of the
president of the institution.
(i) An appeal process shall be in place for use by faculty members of a continuing-level appointment
(those who already 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 followed in reaching the decision.
(j) 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 non-retention. The only exception is that a faculty member with an initial-level
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.
3.10.5.6.54 Other than honorable retirement, termination of
faculty employment may only be the result of the following: The only causes for which members of a faculty
may be removed from office, other than honorable
retirement, are (1) professional incompetency including, but not limited to, the failure to meet the criteria
identified in Bylaw 3.10.5.6.2 (d); (2) incapacity for the
performance of duty; (3) insubordination; (4) neglect
of or refusal to perform duties of office; (5) conduct
unbecoming a Christian; and (6) advocacy of false doctrine (Constitution, Art. II) or failure to honor and
uphold the doctrinal position of the Synod as defined
further in Bylaw 1.6.2 (b).
(a) professional incompetency;
(b) incapacity for the performance of duty;
(c) insubordination;
(d) neglect of or refusal to perform duties of office;
(e) conduct unbecoming a Christian;
(f) advocacy of false doctrine (Constitution, Art. II) or
failure to honor and uphold the doctrinal position of
the Synod as defined further in Bylaw 1.6.2 (b);
(g) discontinuance of an entire program (e.g., social
work, business);
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