Faculty Senate Bill 13-A-27 begins here
Southeast Missouri State University values faculty tenure for the reasons set out by the American Association of University Professors (AAUP). In its “1940 Statement,” the AAUP indicated that universities exist for the common good, and that the common good “...depends upon the free search for truth and its free exposition. Academic freedom is essential to these purposes and applies to both teaching and research. Freedom in research is fundamental to the advancement of truth. Academic freedom in its teaching aspect is fundamental to the protection of the rights of the teacher in teaching and of the student to freedom in learning. It carries with it duties correlative with rights. ” Tenure, therefore, is intended to protect the freedom of teaching and research. It is also intended to provide sufficient security to make the profession attractive to highly qualified individuals.¹ Tenure-Track faculty will, therefore, be the primary teaching workforce of the University and the percentage of budgeted Tenure-Track faculty will be no less than 75% of the budgeted full-time faculty in the university. Excluded from this percentage calculation are all faculty funded by designated funds, auxiliaries, grant funds, or regional campuses; temporary and part-time faculty; and teaching assistants.
Faculty Senate Bill 13-A-28 begins here
Tenure Track faculty shall hold an approved terminal degree and additional credentials as required by the position as determined by the department. Tenure Track Faculty appointments result from national search processes through the procedures described in the Faculty Search Process Guidelines (http://www.semo.edu/president/images/HR_HRfacultysearchprocess2011.pdf). Tenure Track Faculty are placed on continuing appointments and are subject to the provisions of the Faculty Tenure and Promotion Policy, and all other policies and procedures applicable to full-time faculty members. The percentage of budgeted tenure-track faculty positions will be no less than seventy-five percent (75%) of the budgeted full-time faculty in the university. Non tenure-track faculty positions will be limited to no more than twenty five percent (25%) of full-time faculty in the University. Excluded from this percentage calculation are all faculty funded by designated funds, auxiliaries, grant funds, or regional campuses; temporary and part-time faculty; and teaching assistants.
Faculty Senate Bill 13-A-06 begins here
In the increasingly complex educational environment, in order to provide flexibility
in faculty staffing, there may be a need for faculty who are appointed to non tenure-track
status. These would include, but are not limited to faculty who teach remedial and/or
introductory courses and for which a terminal degree may not be required, and faculty
at the regional campuses. Non tenure-track faculty positions will be limited to no
more than twenty five percent (25%) of full-time faculty in the University. Excluded
from this percentage calculation are all faculty funded by designated funds, auxiliaries,
grant funds, or regional campuses; temporary and part-time faculty; and teaching assistants.
Approved by Faculty Senate Bill 13-A-06 February 27, 2013, Reviewed by President March 12, 2013, Approved by Board of Regents April 10, 2013
Faculty Senate Bill 13-A-07 begins here
Regular Non-Tenure-Track (RNTT) faculty shall hold at least a master's degree and additional academic credentials as required by the position as determined by the department.
Such appointments are defined as one-year full-time appointments.
Non-Tenure-Track full-time faculty receive the same benefits package as all other full-time faculty.
Non-Tenure-Track full-time faculty have the same expectations for service, advising, and other academic duties as all other full-time faculty.
Non-Tenure-Track full-time faculty will be appointed on a contract basis one year at a time, with the appointment subject to renewal. Such faculty are afforded all the normal protections of academic freedom as described in the faculty handbook.
Evaluations of Non-Tenure-Track faculty will occur on a regular and timely basis as specified by the department.
The criteria for evaluation and renewal of the contract of RNTT faculty must be specified in writing and must be consistent with the expectations of the position. Faculty appointed to such positions are not generally expected to meet the same standards for scholarship and professional development as Tenure-Track faculty and thus are expected to carry a heavier teaching or service load.
Non-Tenure-Track full-time faculty may be terminated by the University at the end of any academic year, but written notice of the University's intention to terminate the appointment shall be given by the Provost to the faculty member by:
Each year the budget office will calculate the percentages of budgeted tenure-track faculty and budgeted non-tenure-track (RNTT) faculty positions based on the FTE of those positions. These percentages will exclude all faculty positions funded by designated funds, auxiliaries or grant funds as well as faculty positions budgeted at the regional campuses. The calculation will not include temporary faculty, part-time faculty, or teaching assistants.
If the percentage of budgeted tenure-track faculty positions is less than 75%, the budget office will add the difference between the average RNTT budgeted base salary and the average assistant professor budgeted base salary (which was $13,500 as of fiscal year 2013) to a salary pool for each change from a tenure track position that caused the percentage to drop below 75%.
No later than August 1st of each year the budget office will provide a report of budgeted faculty, broken down by department and college, to the Provost and Faculty Senate. This report will also include a breakdown of student credit hours on campus by faculty type for the previous year and the current amount of funds in the salary pool.
During the normal course of reviewing faculty vacancies, the Provost's office will consider programmatic needs, financial resources and the current tenure-track percentage. During periods when the budgeted tenure-track faculty percentage dips below 75%, priority consideration will be given to personnel actions that will increase the percentage. If a determination is made to convert a RNTT to a tenure-track position or to add a new tenure-track position, available dollars in the salary pool may be used to offset the salary adjustment needed to fund the tenure-track position. Funds in the salary pool will not be used for any purpose other than the conversion to or creation of tenure track positions.
Responsibility for the administration of these reports and the salary pool will be borne by the office of the Vice President for Finance and Administration.
Approved by Faculty Senate Bill 13-A-07 February 27, 2013, Reviewed by President March 12, 2013, Posted for 15 Day Review April 11. 2013
Faculty Senate Bill 13-A-21 begins here.
All policies and procedures affecting faculty apply to Kent Library faculty. The Kent Library faculty shall fulfill the role of a department. The Director of Kent Library and Dean of Academic Information Services shall fulfill the role of chairperson. The Provost or his/her designee shall fulfill the role of college dean. Full-time teaching is equated to full-time employment as a Kent Library faculty member. Educational and experience levels for Kent library faculty are the same as for other faculty of the same rank.
Approved by Faculty Senate 3/27/13
Reviewed by President 4/26/13
Approved by Board of Regents 5/11/13
Faculty Senate Bill 13-A-22 begins here.
To meet the curricular or staffing needs of a particular situation, individuals may be hired in a non-continuing faculty appointment. These appointments may be either full-time or part-time, but they are not intended to last longer than a short, defined length of time. If the need for the services of a faculty member is for a longer period, a continuing appointment should be used.
Individuals on non-continuing faculty appointments are not eligible for tenure or promotion. They enjoy many of the rights and privileges of continuing faculty members, including academic freedom and academic due process, and bear the same fundamental professional responsibilities for teaching as continuing faculty members. However, they may not be eligible for certain benefits and privileges enjoyed by continuing faculty members, e.g., faculty research grants, faculty development funding, membership on departmental, college, or University-wide committees. In addition, part-time faculty members are not eligible for participation in the benefits program.
Non-continuing faculty may have the opportunity to participate in departmental activities, such as department meetings and curricular discussions, and at a minimum should be included in the usual communication flow within the department and college. They shall be excluded from deliberations and voting on promotion, tenure, and other personnel matters.
Approved by Faculty Senate 3/27/13
Reviewed by President 4/26/13
Approved by Board of Regents 5/11/13
Faculty Senate Bill 13-A-23 begins here
Non-continuing faculty appointments fall under one of the following categories:
Visiting Faculty are regular members of faculties at other institutions who are sometimes invited to teach courses in their areas of expertise. Such appointments are by their very nature terminal, may be part-time or full-time, and may involve an exchange with a faculty member from this institution who establishes a similar relationship with the visiting faculty member's institution.
Term Faculty are appointed for a set period of time designated in their contract, and may or may not be subject to renewal after that time. Access to benefits is dependent on the number of credit/contact hours taught per semester, and length of appointment. Time as a term faculty member is not counted toward Regular Non-Tenure-Track merit or towards Tenure and Promotion unless otherwise specified in a Tenure Track appointment contract.
Adjunct (Part-Time Temporary) Faculty teach less than 10 credit/contact hours (depending on the department) per semester. Adjunct faculty receive no benefits package, and their academic credentials normally require the minimum of a graduate degree. Exceptions may be justified based on specific expertise and programmatic needs. For part-time appointments, teaching loads and other responsibilities are to be clearly defined in the appointment memorandum. Appointments may be for a single course, single semester, or full year depending on need, and are usually paid from the Part-Time/Overload budget or are charged against the salary in an existing faculty line. Adjunct faculty may also be hired to conduct work as part of a grant.
Approved by Faculty Senate3/27/13
Reviewed by the President 8/26/13
Posted for 15 Day Review 8/30/13
The Faculty Senate reserves the right to recommend Faculty Emeritus status to those faculty who meet the following criteria:
The Faculty Senate will forward recommendations to the Provost. Faculty Emeritus status will be recognized in the following ways:
Those faculty granted Faculty Emeritus status will receive a handbook outlining privileges upon retirement from Southeast Missouri State University.
Faculty and administrators with faculty status who are not eligible for Faculty Emeritus status may be granted recognition for services in the form of a "Certificate of Appreciation."
Approved by Faculty Senate Bill 01-A-07, November 14, 2001 Approved by President - November, 2001 Approved by Board of Regents - December 14, 2001 Bill 08-A-02 Approved by President April 1, 2008; revised emeritus recognition #7
Faculty Senate Bill 12-A-11 and 12-A-12 begin here
The graduate programs at Southeast Missouri State University build upon undergraduate programs with a reputation for academic and professional excellence. Graduate faculty members possess demonstrable strengths in the relevant areas and as a group present a solid complement of theorists and specialists appropriately qualified to sustain the graduate programs offered at the University.
The graduate faculty at the University play an important role in fulfilling instructional responsibilities and providing leadership in the graduate programs. They are expected to demonstrate high standards in respect to scholarly effort, research, and the practices associated with graduate study. In most cases, graduate and undergraduate faculty members are one and the same, with graduate faculty members assuming duties and responsibilities in both programs. In essence, graduate faculty teach both graduate and undergraduate classes, advise on both levels, etc. The major assignment of most graduate faculty members deals with undergraduate activities.
The University recognizes that the added responsibilities assumed by some graduate faculty members entail a significant increase in their faculty assignments. Correspondingly, graduate faculty members with Provost approval may be given a variable load assignment of less than the usual twelve hours of classroom instruction, plus the added responsibilities unique to graduate instruction. These individual arrangements provide an opportunity for graduate faculty members to extend their scholarly pursuits, research, and the normal practices associated with advanced study. Faculty members are thus provided with the necessary time to work on a one-to-one basis with students and to extend the quality and quantity of student scholarship as expected and essential to quality graduate programs. Normally, a request for a variation in a teaching assignment generates from one of three sources. First, during a regular academic term, a graduate faculty member with a significant level of involvement in scholarly, creative, or research efforts and the practices associated with graduate study may receive a variable teaching assignment. Such arrangements, as approved by the dean, are made within regular allocations in the college and approved in advance by the Provost. Second, in those cases where a graduate faculty member has demonstrated on a sustained basis a high standard with respect to scholarly, creative, research or professional service, a department chairperson and dean may recommend a variation in the teaching assignment for the following year. Arrangements of this type require the approval of the Dean of the Graduate School and may be supported by resources available in the college or the Office of the Dean of the Graduate School. Third, when a graduate faculty member has demonstrated over a sustained period of time significant leadership in the practices associated with graduate study, the Dean of the Graduate School may approve a recommendation for a variable teaching assignment. In this latter category the procedures immediately below will be followed with consideration being given to such activities as supervising graduate papers and creative projects, chairing specialist and thesis committees, supervising graduate independent studies, planning and monitoring graduate student degree programs, and other special efforts designed to enhance graduate instruction.
A plan for the variable load assignment should be developed by the faculty member in consultation with the chairperson, and then be approved by the dean. Included in the plan must be a list of anticipated outcomes that will result from the variable teaching assignment (for example, completed theses or creative projects under the guidance of the faculty member, publications, preparation of grant applications).
The primary responsibility for making a variation in the teaching assignments for graduate faculty members with significant graduate responsibilities rests with the dean of the college. These arrangements should be recommended by the appropriate department chairperson to the dean and approved by the Provost.
It is the responsibility of the faculty member and his/her department chairperson to provide adequate evidence of the individual's eligibility for appointment as a graduate faculty member. Department chairpersons in their appraisal of the application must verify that data presented in the request meet the criteria established as qualifications for membership in the graduate faculty. Professional qualifications should include the appropriate doctoral degree, or the terminal degree appropriate to the discipline, or evidence that clearly demonstrates the necessary professional competencies. In no case will an appointment be made where an individual's academic and professional qualifications do not exceed those of the students.
Departments are expected to update annually their graduate faculty roster. Additionally, every five years, department chairpersons are asked to verify that each member of the graduate faculty has been actively involved in decisions affecting graduate education at the departmental level and has taught at least one 600- or 700- level course or two 500-level classes with graduate students enrolled or has supervised graduate student research, graduate independent studies, etc., and has maintained a record of active scholarship.
Members of the regular graduate faculty are responsible for:
Regular graduate faculty members are expected to:
Appointment to the regular graduate faculty should be by:
Members of the associate graduate faculty are responsible for:
Associate graduate faculty are expected to:
Appointment to the associate graduate faculty should be by:
At the time of application, the Graduate Dean should be supplied with full documentation supportive of the recommendations of the department and college.
Members of the adjunct graduate faculty are individuals who are authorized to teach graduate/dual-enrollment classes or serve on master's committees.
Adjunct graduate faculty are expected to:
Appointment to the adjunct graduate faculty should be by:
At the time of application, the Dean of the Graduate School should be supplied with full documentation supportive of the recommendation of the department and college.
Please refer to the information on Honors Faculty in the Honors Program Section