LCMS Convention Workbook St. Louis, Missouri — 2013, Page 218

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218

Seminary and University Education
(f)

Promotion to continuing-level appointment status
shall in no case be construed as requiring or indicating
advancement in rank or increase in salary.
(g) Other types of faculty appointments may be established
by institutions as the need arises.
3.10.5.6.32 Except as otherwise provided in these bylaws, the board
of regents on recommendation of the president of the institution shall
appoint all full-time members of the faculty. All initial appointments
to college/university theology faculties shall require the prior approval
of the Board of Directors of Concordia University System. 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. Faculty members, fulland part-time, 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. 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 nonreappointment 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 reviewed
at least triennially.

2013 Convention Workbook

(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.
3.10.5.6.34 Other than honorable retirement, termination of faculty
employment may 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);
(h) discontinuance of an entire division or department (e.g.,
modern foreign language) of a college or university;
(i) reduction of the size of staff in order to maintain financial
viability in compliance with policies concerning fiscal
viability; and
(j) discontinuance, merger, or consolidation of an entire
college or university operation.
3.10.5.6.6 The board of regents may decline to renew the appointment of a faculty member during an initial-level-appointment period
without a formal statement of cause.
3.10.5.6.6.1 No member of the faculty on a continuing-level appointment or on an initial-level appointment except at the expiration
of the term of appointment shall be removed from the faculty either
by ecclesiastical authority or by the board of regents except for cause.
3.10.5.6.7 Positions of initial-level appointment as well as continuing-level appointment faculty may be terminated by the board of regents
under certain institutional conditions that do not reflect on the competency or faithfulness of the individual faculty member whose position
is terminated. These conditions are the following: (1) discontinuance of
an entire program (e.g., social work, business); (2) discontinuance of an