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Faculty Handbook FACULTY HANDBOOK Linfield University McMinnville, Oregon 97128-6894 Linfield University, affiliated with the American Baptist Churches in the USA, is regionally accredited by the Northwest Commission on Colleges and Universities. Specialized accreditation is granted to certain of the university’s individual programs. The Linfield Good Samaritan School of Nursing is accredited by the Oregon State Board of Nursing and the Commission on Collegiate Nursing Education, which is the accrediting branch of the American Association of Colleges of Nursing. The education program is approved for training of elementary and secondary teachers by the State of Oregon’s Teacher Standards and Practices Commission. Linfield University’s music program is accredited by the National Association of Schools of Music, and its athletic training program is accredited by The Commission on Accreditation of Allied Health Education Programs. Linfield is an equal opportunity employer, follows an affirmative action policy in faculty and staff recruitment and hiring, and does not discriminate on the basis of race, color, age, religion, sex, sexual orientation, national origin, or disability in its educational programs, admissions, activities, or employment policies in keeping with the letter and spirit of all applicable equal opportunity laws. Linfield reserves the right, when there is adequate reason to do so, to withdraw courses, change fees, alter calendar, or revise rules or regulations. Fall 2020 PREFACE 2020-21 Linfield University Faculty Handbook The Linfield University Faculty Handbook contains policies and procedures under which faculty members, individually and collectively, do their work. Its purpose is to assist faculty and academic administrators in carrying out their functions effectively and cooperatively. Other documents, especially the Linfield University Course Catalog, the Linfield University Policy Handbook, and the Human Resources website (linfield.edu/policy), should also be consulted. The handbook does not necessarily contain the full text of all policy documents. Its content has various sources. While many of its provisos have been fully agreed to by all members of the Linfield Community, others have not. Because occasional revisions of the handbook can be expected, the handbook is maintained on the web and in loose-leaf form. Revised pages are issued from time to time. The handbook version on the university webpage will always be the current version. Beginning with 2000-2001 and continuing to this version of the Faculty Handbook, several changes have been made that require special comment. The 2000-01 handbook was the first to incorporate as Chapter One, “Personnel Policies and Procedures Governing all Linfield Employees.” In spring of 1998, the Linfield College Board of Trustees’ Executive Committee directed its legal counsel “…to prepare and present such personnel policies and procedures as legal counsel advises are necessary to comply with current federal and state laws, regulations and case law.” Administrative implementation of this directive was originally attempted in the form of a common handbook for all categories of employees. When this objective proved not to be feasible given the range of differences among employee groups, the administration instead collected the policies fitting the Executive Committee’s directive into a single chapter that introduced the Faculty Handbook as well as the Handbook for Administrators and the Linfield Employees’ Association Agreement. The text of this common chapter was drafted by legal counsel, reviewed and revised by a committee of faculty, administrators, and LEA representatives, and presented (all but the anti-harassment policy, which required further deliberation) to the Faculty Assembly on October 11, 1999. On May 8, 2000, the anti-harassment policy was presented to the Faculty Assembly. The common chapter was ultimately adopted by the Board of Trustees on November 6, 1999 (all but the anti-harassment policy) and May 13, 2000 (the anti-harassment policy). Revisions were incorporated at various times over the next two decades. The most recent revision occurred in December of 2020. At this time, the Common Chapter was renamed and significantly modified. It is now the Linfield University Employee Handbook. The process for amending the Employee Handbook is spelled out as follows: “Linfield University reserves the right to delete or modify the policies in this Employee Handbook. There will be an opportunity for discussion among all affected constituencies prior to adopting any changes.” To combine the convenience of a loose-leaf binder/website mode of revision with the definitive need to stipulate which version of the handbook is the most current one, this handbook has made important changes over versions prior to 2000-01. An infinitely expandable numbering system has been adopted for each major section within each chapter. This system allows for new material to be added in the proper place in the proper order, irrespective of the page numbering. More importantly, each section changed in more than editorial ways since 1994 has been assigned the date of its most recent revision. These dates are each noted in the table of contents and in the section in question. Accordingly, these dates can now serve as an authoritative guide to whether or not one has in his or her possession the most current handbook, or section thereof. Only a handbook whose chapters correspond one-for-one in revision or adoption dates with the authoritatively maintained table of contents in the Office of Academic Affairs may serve as a guide to current policy. This 2020-21 handbook supersedes all previous versions of the Linfield University Faculty Handbook. Where there is an express or implied conflict between this version and previous versions, the policies in this handbook will prevail. TABLE OF CONTENTS CHAPTER I: LINFIELD UNIVERSITY PERSONNEL POLICIES AND PROCEDURES (LINFIELD UNIVERSITY EMPLOYEE HANDBOOK) CHAPTER II: MISSION, ORGANIZATION, HISTORY, AND ACCREDITATION II.1 Mission Statement (approved by the Board of Trustees on May 4, 2002) II.2 Organization and Governance II.3 History II.4 Accreditation and Affiliations CHAPTER III: FACULTY BYLAWS AND ORGANIZATION III.1 Bylaws of the Faculty Assembly of Linfield University (adopted August 23, 1971; most recently revised May of 2010) III.1.0 Preamble III.1.1 Article I: The Faculty Assembly III.1.2 Article II: Officers and Meetings III.1.3 Article III: Faculty Executive Council III.1.4 Article IV: Division Structure III.1.5 Article V: Committees of the Faculty Assembly III.1.6 Article VI: Portland Campus Faculty III.1.7 Article VII: Amendments III.2 Other Positions of Responsibility III.2.1 Individual Positions III.2.2 University-Wide Committees III.2.3 Other Committees of the University Involving Faculty III.2.4 Ad hoc Faculty/Administrative Task Groups III.2.5 Faculty Liaisons to Board of Trustees’ Committee CHAPTER IV: FACULTY PERSONNEL POLICIES AND PROCEDURES IV.1 Equal Employment Opportunity IV.2 Faculty Responsibilities IV.3 Anti-Harassment Protection and Academic Freedom (adopted May 13, 2000) IV.4 Personnel Files and Evaluation Files (revised May 10, 1999) IV.5 Adjunct Faculty IV.6 Faculty Evaluation Process (revised February 2019) IV.6.1 Basis for Evaluation IV.6.1.1 Teaching Effectiveness IV.6.1.2 Professional Achievements IV.6.1.3 Service IV.6.1.4 Department-Specific Guidelines for Promotion and Tenure IV.6.2 Weighting of Evaluation Categories IV.6.3 Evaluation Schedule IV.6.4 Evaluation Forms IV.6.5 Evaluation Procedures IV.6.5.1 Student Appraisal of Instruction and Appraisal of Clinical Instruction in Nursing IV.6.5.2 Self-Appraisal of Teaching, Professional Achievement, and Service to Linfield, Your Profession, and the Community IV.6.5.3 Colleague Appraisal of Teaching, Professional Achievement, and Service to Linfield, the Faculty Member’s Profession, and the Community IV.6.6 Compliance with Procedures IV.6.7 Policies and Procedures for Personnel Decisions IV.6.7.1 Reappointment IV.6.7.2 Assignment of Initial Rank IV.6.7.3 Promotion, Tenure, and Sabbatical Leaves IV.6.7.4 Promotion in Rank IV.6.7.5 Tenure IV.6.7.6 Denial of Promotion and/or Tenure IV.7 Non-Renewal of Appointment IV.7.1 Cases Alleging Discrimination or Violation of Academic Freedom IV.7.2 Cases Alleging Lack of Due Process IV.8 General Information on Sabbatical Leave Requests IV.9 Leave without Salary IV.10 Other Leaves IV.11 Terminal Degree Requirements IV.12 Salary Policy and Procedures (revised October 2006) IV.13 Paid Overload Teaching IV.14 Faculty Achievement Awards IV.15 Tuition Remission and Exchange Policy (adopted by the Board of Trustees November 9, 2019) IV.15.1 Criteria for Eligibility IV.15.2 Degree and Non-Degree Seeking Employees IV.15.3 Using the Tuition Remission Program IV.15.4 Tuition Exchange IV.16 Consulting and Outside Work IV.17 Research IV.18 Grant Support for Released Time IV.19 Early Retirement Option for Tenured Faculty Members IV.20 Professor Emeritus/Emerita Status IV.20.1 Professor Emeritus/Emerita Benefits IV.21 Policy on Named, Endowed Distinguished Faculty Positions CHAPTER V: FACULTY DEVELOPMENT PROGRAM V.1 Professional Development Workshops and Discussions V.2 Individual Meetings V.3 Individual Consultations V.4 Institutionally Funded Opportunities for Professional Development V.4.1 Faculty Professional Development Grants V.4.2 Faculty-Student Collaborative Research Grants V.4.3 Travel Stipend for Trips Relevant for January Term Course Development
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