Criteria for Eligibility

Academic Qualifications

To be eligible for teaching undergraduate courses each faculty member is expected to have completed 18 graduate semester hours in the teaching discipline and hold a masters degree, or hold the minimum of a master’s degree with a major in the teaching discipline. Faculty eligible for graduate level teaching are expected to hold the terminal degree, usually the earned doctorate in the teaching discipline or a related discipline. EMU also considers competence, effectiveness and capacity, including, as  appropriate, undergraduate and graduate degrees, related work experiences in the field, professional licensure and certifications, honors and awards, continuous documented excellence in teaching, or other demonstrated competencies and achievements that contribute to effective teaching and student learning outcomes.

Alignment with University Mission, Vision and Values

EMU will hire and maintain a teaching faculty in which all tenure-track faculty members support the mission, vision and Anabaptist core values of the university, and actively participate in a community of Christian faith.  

All faculty respectfully engage statements of faith and practice adopted by Mennonite Church-USA and the shared convictions of global Anabaptists (Mennonite World Conference). We are committed to interfaith engagement, education and service as a vital part of EMU’s educational mission to promote a more just and peaceful world.

Guiding Documents on Mennonite-Anabaptist Faith

• Confession of Faith in a Mennonite Perspective (Mennonite Church USA, 1995)

• Shared Convictions of Global Anabaptists (Mennonite World Conference, 2006) 

EMU is committed to gender and racial diversity.

Tenure with Post-Tenure Review

Long-term faculty appointments at EMU are made within a system of tenure with post-tenure review, which provides the context for regular contract renewal and promotion. Tenure with post-tenure review is constituted by a presumption of job security and contract renewal, and an assumption of continued performance to expectations in teaching, scholarship and service. The purpose of tenure with post-tenure review is to develop and maintain a high quality faculty; to promote professional growth of faculty members by supporting the unique gifts of individuals within the standards and expectations of specific disciplines; and to recognize the commitment to service to EMU, the community, and the larger world. The specific goals of tenure with post-tenure review are:

       1. To provide a system of fair remuneration and recognition for services rendered, and periodic opportunities for advancement in professional rank.
       2. To provide regular occasions for formative and summative feedback on performance and consideration of the quality of a faculty member's contribution to university mission and needs.
       3. To facilitate growth as a scholar, educator, and a contributing member of the EMU community.
       4. To safeguard professional autonomy, academic freedom, and the ability to take risks in innovative pedagogy and scholarship.

Faculty Recruitment

The following guidelines are used when recruiting faculty for tenure-track positions:

A.     Together the department chair or program director and the respective dean in consultation with the provost identify a faculty position and agree to initiate recruitment.

B.     The faculty position is posted on the EMU website and employment bulletin board as well as other appropriate academic and disciplinary venues for a minimum of one month before the position is filled. Applicants are requested to submit a cover letter, vita, official graduate transcripts and three letters of reference.

C.     All tenure-track faculty positions require a national search.  A national search process includes advertising in Mennonite periodicals, and on occasion in other journals as selected by the department chair or program director and the respective dean.

D.     The dean and the department chair or program director appoint a search committee which identifies potential candidates (academic credentials, experience, fit with the institution, etc.). Departments/units are encouraged to include students and faculty from outside the department on the search committee. As applications are submitted, the dean sends a letter acknowledging receipt and indicating the planned timeline.

E.     The department chair or program director, or the respective dean initiates further contact with a select number of applicants. Documents sent include the appropriate catalog; general information brochures; the EMU Philosophy; the EMU Mission Statement; the Confession of Faith in a Mennonite Perspective; the Community Lifestyle Commitment; the Personal Statement of Faith and Life form; and a copy of the Faculty Recruitment process. Initial screening of prospective candidates occurs by conducting a phone interview between the search committee and the candidate. Prior to the phone interview, the candidate is instructed to be prepared to discuss responses to the questions on the Personal Statement of Faith and Life, as well as to converse generally about other materials sent.

F.     One or more candidates are invited to campus for an interview when the respective dean and the department chair or program director agree that the applicant is to be given serious consideration.   Written responses to the Personal Statement of Faith and Life should be on file prior to arranging the interview. Candidates are hosted by the department or program. Opportunity is provided for both formal and informal interviews with faculty, students, the respective dean, provost and the president. Provision of opportunity for input from faculty outside the department is encouraged. Customarily, candidates present a class lecture or seminar presentation arranged by the department.

G.     Candidates are evaluated not only on potential teaching and academic strength, but also on their commitment to the mission and philosophy of the institution. The materials sent earlier are reviewed with the candidate at the interview.

H.    At the time of the campus interview, candidates are required to fill out the “Authorization for Release of Information” form for criminal background screen.  The department is responsible to return the completed form to the human resources office, which handles the request and will respond back to the department.  Candidates must be reviewed in this manner before the offer of employment is made.

I.      After the campus visit, the search committee evaluates the relative strengths and weaknesses of the candidate(s). The committee conveys a recommendation to the respective dean. If a candidate is recommended for hiring, the respective dean consults with the provost for agreement to hire.

J.      Salary and academic rank are determined by the respective dean in consultation with the provost according to policy published in the Faculty/Staff Handbook and are conveyed by the dean to the candidate. The department chair, program director or seminary dean defines loads.

K.      Upon invitation to accept a faculty appointment at EMU, the candidate is informed that the faculty appointment is contingent on Board of Trustee action and receipt of official transcripts if these have not been obtained.

Academic vitae and faith statements are provided to the Trustees along with the administration’s recommendation for appointment of a new faculty person. The Board takes formal action at their regular meeting, with the understanding that the administration is authorized to employ a faculty member for a one-year initial appointment when the vacancy must be filled between Board meetings.

Approved by Academic Cabinet, January 12, 2005

Faculty Appointment

A.  All new tenure-track faculty members are appointed initially for one year. Pending satisfactory performance, two succeeding one-year contracts are issued prior to the offer of a three-year contract. New tenure-track faculty appointments are made by the Board of Trustees upon recommendation of the president, following review of the prospective faculty member’s vita by the Academics or Seminary Committee of the Board of Trustees and faith statement by the Faith and Student Life Committee of the Board.

B.   When faculty vacancies occur and new positions must be filled between trustee sessions, the president is authorized upon a personal interview and review of vitae and faith statement and upon recommendation of the provost and respective dean, to employ a faculty member for an initial one-year contract.  The initial employment for one year shall not be renewed until the Academics or Seminary and Faith and Student Life Committee and the Board of Trustees have affirmed the president’s initial one-year employment contract.

C.   The awarding of tenure is contingent upon completion of the terminal degree (Ph.D. or equivalent, e.g., D.N.P., M.F.A. or J.D.). For professional programs EMU values professional credentials if accompanied by extensive practical experience.  Therefore, EMU accepts the M.S.W., M.B.A. to meet this requirement.  Additional exceptions may be made in individual cases in any program where other qualifications are deemed more important and achievement of university standards are not placed in jeopardy.[1]

D.  The affirmation by the Board of Trustees of the president’s recommendation for faculty appointments shall constitute approval for subsequent appointments beyond the first year with the understanding that all six-year contracts must be approved by the Board of Trustees.

E.   Short-term and Adjunct faculty: The university also employs adjunct and short-term faculty. Appointment of adjunct and short-term faculty is made by the respective dean, with recommendation by the program faculty as appropriate. Short-term and adjunct faculty are a valuable resource and are encouraged to participate as fully as possible in departmental/program activities in addition to their primary teaching responsibility. They are also invited to participate in broader university life, such as chapel and assemblies, monthly faculty meetings and public events, as schedules permit. Short-term and adjunct faculty appointments are made on a year-by-year basis and are not subject to the procedures outlined above. Individuals hired for adjunct or short-term teaching assignment are responsible to furnish the office of the respective dean with an up-to-date curriculum vitae and official transcripts for all graduate work.

EMU offers a variety of short-term faculty titles to provide departments and programs flexibility in meeting their teaching, research and program needs. Alternative titles may be offered as appointments at the discretion of the deans, with authorization by the provost.

F.   Professional Librarians: Professional librarians at Eastern Mennonite University hold faculty status but without an academic rank designation. As such, professional librarians must meet the academic requirements of faculty teaching at the baccalaureate level. Salaries for professional librarians are calculated on the administrative scale for a 12-month contract. The director of libraries, who reports directly to the provost, supervises all library staff. All professional librarians will have an annual performance evaluation conducted by the director of libraries. With faculty status professional librarians are eligible to apply for professional development opportunities and sabbaticals.

Faculty Categories

Criteria for Eligibility - Alignment with University Mission, Vision, Values approved by Board of Trustees November 2018

[1] This was approved November 2000 and took effect Fall 2001.