LCMS Convention Workbook St. Louis, Missouri — 2013, Page 217

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Seminary and University Education
Whereas, Whether this college professorship is held to be a function of the pastoral office or an auxiliary office in the church, it cannot
be exercised by a woman without violating apostolic and scriptural
injunction; therefore be it
Resolved, That the 2013 LCMS convention reaffirm its longstanding scriptural position that in the colleges and universities of
the LCMS, all professors whose responsibility it is to teach theology
to male students will be males graduated from a Synod seminary or
colloquized into the Synod.
Salem Lutheran Church
Taylorsville, NC
5-10

To Revise Bylaw 3.10.5.6 re College and University
Faculties
Rationale:
The boards of regents are responsible for faculty matters. Much
of what is specified in the Bylaws no longer is relevant at the Synod
level and needs to be removed so that the regents can govern more
effectively.
1. The regional accreditation commissions require that institutions
have the authority to set policies governing the faculty and academic
matters. All of the institutions have faculty and academic policy
manuals in place.
2. The level of detail in this section does not serve any useful purpose.
In fact, due to differing institutional terminology and procedures, it
is confusing.
3. Faculty employment matters are governed by state laws, and are
best handled by a board of regents in consultation with its own legal
counsel.
4. If a faculty member takes legal action against a college or university,
the Synod is exposed to potential legal action because the LCMS
Handbook dictates the details of faculty policies.

Therefore, be it
Resolved, That the Concordia University System maintain in its
policies a list of subject matters that each institution will address in
its own faculty policies, and that each college and university board
of regents ensure that its institutional handbooks set appropriate policies regarding faculty matters; and be it further
Resolved, That Bylaw 3.10.5.6 be amended as follows:
PRESENT/PROPOSED WORDING
College and University Faculties
3.10.5.6 The faculty of each college or university of the Synod shall
consist of the president, the full-time faculty, and the part-time faculty.
(a) Part-time or temporary faculty members are distinguished
by an appropriate prefix or suffix (“visiting,” “guest,”
“adjunct,” “emeritus”) or the term “graduate assistant.”
(b) Part-time or temporary faculty members shall hold
nonvoting membership on the faculty.
3.10.5.6.1 At each school, the president shall propose creation,
modification, or abolition of administrative positions to the board of
regents for its approval.
(a) The board of regents at each school shall maintain clear
policies for filling and vacating administrative positions.
(b) Administrative appointments shall be made by the
board of regents on recommendation by the president
of the institution. The Board of Directors of Concordia
University System shall periodically review the internal
administrative organization of the Synod’s institutions.

217

(c)

Each board of regents shall maintain a clear plan of
succession of administration to assure that the institution
continues to function effectively in the case of incapacity
or lengthy absence of the president.
3.10.5.6.21 Each educational institution shall state policies and procedures related to faculty appointments, employment contracts, contract
renewal, contract termination, faculty organization, modified service,
sabbaticals, and dispute resolution within Concordia University System
guidelines. Each educational institution shall have established policies
and procedures related to appointments. There shall be two levels of
faculty appointments: (1) Initial level, where the appointment can be
terminated with no formal requirement for a show of cause; and (2)
continuing level, where termination requires a formal show of cause.
(a) Institutions are free to decide for themselves what names
to apply to these two levels of appointment.
(b) Each educational institution of the Synod normally shall
have at least 35 percent of its full-time faculty serving at
the continuing-level appointment level.
(c) Each institution shall require specific action by the board
of regents for promotion from an initial-level appointment
to a continuing-level appointment.
(d) Standards or qualifications for moving a faculty member
from initial-level appointment to continuing-level
appointment shall be the following:
(1) The faculty member shall ordinarily have completed
four to six 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.
(2) The faculty member shall, as determined by his
or her academic discipline, regularly continue to
demonstrate scholarly achievement that may be institutionally funded as determined by the board of
regents.
(3) The faculty member’s reputation, character, concern
for students, and ability to honor leaders shall present
a good reflection on the institution and the church.
(4) The faculty member’s aptness to teach has been demonstrated by effective communication in the classroom.
(e) Steps in moving a faculty member from an initial-level
appointment to a continuing-level appointment shall be
the following:
(1) If the board of regents, on recommendation of the
president of the institution, determines that a faculty
member meets the above requirements and is still
at the initial-level appointment, it shall either carry
forward the procedure for promotion to a continuinglevel-appointment or inform the faculty member of
its decision not to do so, in which case the individual
either may continue at the initial-level appointment
or be terminated. Any continuation of employment
at the initial-level appointment shall be on a year-toyear basis. Faculty employment during the initiallevel-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 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) After final review, the board of regents may promote
to a continuing-level appointment status.

2013 Convention Workbook