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- At the March Board of Trustees meeting, the Board of Trustees takes action on all promotions, and post-tenure six-year contracts.
- The Provost issues a letter communicating the action to the faculty candidate, no later than April 1st.
Appeals Procedure
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- If a faculty member wishes to appeal the decision of the Faculty Status Committee, it must be done in writing to the president within ten working days of notification of the committee’s decision. If the appeal to the president is denied, the faculty member may make a second appeal to the Academics Committee or the Seminary Committee of the Board of Trustees. The second appeal must be done in writing to the chair of the trustee committee within ten working days of notification of the president’s decision.
- All appeal procedures shall provide a fair hearing for all interested parties.
Dossier Preparation for 3- and 6-year Contracts & Promotion
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The dossier is prepared to provide appropriate evidence of the faculty candidate’s performance in the areas of Teaching, Scholarship, and Service.
Dossier Documents Submitted by the Faculty Candidate
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- Cover Letter indicating the purpose of the review: tenure contract renewal and/or promotion
- Self-evaluation form: The faculty candidate identifies a rating of own performance (Not Achieved, Competent, Proficient, or Outstanding) for each domain, with a supporting explanation of the evidence. The candidate may also speak to current areas of focus in his/her professional development and contributions to the department/university.
- Curriculum vitae
- Class Visit Forms: the faculty member places two signed class visit forms in the dossier; a departmental/program faculty member must complete one form.
- Course Evaluation Summaries
- Statement of Faith and Life (depth of updating is at the discretion of the applicant)
- Annual goals reports from prior 3 years
- Faith integration paper (for the initial tenured six-year contract only). The integration paper is 5-10 pages in length and is also shared with peers at an appropriate venue, as arranged by the Provost (not a part of the review process). The faculty candidate addresses how his/her teaching and scholarship is influenced by serving at Eastern Mennonite University, a Christian institution in the Anabaptist tradition. In addition, it should explore the question of affinity with the university mission. A guidelines document is available from the Provost and the Faculty Employee webpage.
- Supporting Evidence at Faculty Discretion: optional supporting evidence may be offered to assist in demonstrating the level of performance. Duplication of evidence is unnecessary. Supporting evidence may include, but is not limited to:
- evidence of teaching strategies or curriculum development
- sample syllabi
- evidence of student learning
- published scholarship
- evidence of service assignments
- reports generated by consulting or other professional service
- internal/external letters of recommendation
- evidence of public critique or adoption of one’s scholarly work
Documents Submitted by Others
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The colleague review committee:
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- The Dean forwards the completed dossier, with the summary report,student evaluation results,the response forms, and the Dean’s recommendation to the Faculty Status Committee.
- The summary report, response forms, and letter of recommendation are filed securely by the Provost’s office for 6 years.
Approved by Faculty Senate May 7, 2010
Approved by Academic Cabinet & President's Cabinet May 12, 2010
Approved by Board of Trustees June 19, 2010
Approved by Board of Trustees, March 24, 2012
Edited & revised by faculty senate academic committee, May 3, 2013
Discrimination and Grievance Procedures
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The university’s Discrimination Policy and Grievance Procedures are in place throughout the entire review process. The main concern in any grievance procedure is to bring reconciliation and growth in ways that enhance community. To implement this goal, the American Council on Education definition of grievance is adopted: “Grievable issues are those in which there is the possibility of an error in the institutional policies (or lack of them), in its prescribed procedures for carrying out the policies, in the administration of those procedures, or in varying combinations of these.” If it is determined that an institutional error has occurred, the second function of the grievance procedure is to provide a process to determine appropriate redress for the grievant.