Faculty Policies

008.1 Equal Employment Opportunity Policy

In keeping with Andrews University policy on Equal Rights for Hired Personnel (Andrews University Working Policy 2:110), the School of Education hires, promotes, compensates, and provides benefits for all employees without discrimination because of race, color, creed, ethnic background, country of origin, age, sex, height, weight, physical handicap, marital status, political or gender preference, or past military service.

008.2 Recruiting a Diverse Faculty

In light of today’s emerging world culture and the international clientele of Andrews University, the School of Education recognizes the need for a diverse faculty to address issues of diversity.

Therefore, it is the policy of the SED to use the following methods to increase the likelihood of obtaining an academically qualified and diverse faculty and to take advantage of the worldwide Adventist informal network.

    • Make sure the search process is international in scope
    • Advertise openings in Adventist state/regional and union conference papers
    • Publish openings via the university website
    • Publicize openings through local advertising networks

008.3 School of Education Faculty Load Policy

The School of Education complies with faculty workload policies found in the Andrews University Working Policy (2:376). (See also 2:803.)  Below are specific School of Education faculty load guidelines: 

    • For undergraduate faculty, the annual course load is 24 semester credits with a limit of five (5) different course preparations per year. (2:376:2)
    • For graduate faculty the annual course load is 16 semester credits. (2:376:2)
    • If there are fewer than four (4) students in a class, the student credits shall be divided by four (4) to determine the teaching load credit. (2:803:1)
    • Teacher load credit generated by directing a doctoral dissertation, master’s thesis, doctoral and master’s projects or senior honors project shall be calculated by dividing the student credits generated by four (4). (2:803:1)
    • Teacher load credit generated by supervising projects, practica, and internships shall be calculated by dividing the student credit by 12.  No credit is granted for supervising independent study. (2:803:1)
    • The chair of a department will be granted a 20 to 30 percent reduction in teaching load.  The amount of the reduction will depend on the size of the department and the complexity of the programs. (2:803:1)
    • Program directors will be granted a 10 to 20 percent reduction in teaching load depending on the complexity of the program and/or any special needs. (2:803:3)
    • A one (1) credit teaching load reduction is recommended per credit of new online course preparation for new courses.  The online course must meet acceptable standards set by university policy on online delivery. (2:803:3)
    • Dissertation load credits must be distributed proportionately among the three or four members comprising the dissertation committee. Thesis advising load will be apportioned according to the formula: chair (.8) and member (.2).  Dissertation and thesis loads will be calculated when students enroll for dissertation and thesis credits.

Role

Proportion of Load

3-Member Committee

4-Member Committee

Chair

.6

.5

Methodologist

.3

.3

Member 3

.1

.1

Member 4

 

.1

Role

Proportion of Load

3-Member Committee

4-Member Committee

Chair and Methodologist

.8

.7

Member 2

.1

.1

Member 3

.1

.1

Member 4

 

.1


008.4 Faculty Advising Responsibilities

School of Education faculty members may be assigned to provide academic advising services to graduate and/or undergraduate students.  (See Andrews University Working Policy 2:165.)

008.5 Timely Communication with Candidates

Faculty members will respond to candidate e-mail and telephone messages within two business days.

008.6 Criteria for Selection of School Faculty

Each SED program is responsible to develop, assess, and maintain its own criteria for selection of school faculty (appropriately licensed practitioners in P-12 schools who provide instruction, supervision, and direction for candidates during field-based assignments).

Teacher Education

The Teacher Education program has established the following qualification criteria for the selection of school faculty to serve as mentors to student teachers: 1) The teacher is fully licensed and endorsed in his/her area of teaching, 2) has a minimum of three years of teaching experience, and 3) has been employed in the current school for at least one year.

Curriculum and Instruction

The Curriculum and Instruction program does not use school faculty.

Special Education

The Special Education program has established the following qualification criteria for the selection of school faculty to serve as mentors to student teachers: 1) The teacher is fully licensed and endorsed in special education, 2) has a minimum of three years of teaching experience, and 3) has been employed in the current school for at least one year.

K-12 Educational Administration

The K-12 Educational Administration program has developed the following qualification criteria for the selection of school principals who will function as internship mentors for K-12 Educational Administration interns: 1) The Principal has completed an MA and/or Principal's Certificate, 2) has at least five years of K-12 work experience as a principal, 3) has been employed in the current school for at least one year, and 4) demonstrates willingness and commitment to serving as a mentor.

School Psychology

The School Psychology Program adheres to “NASP Standards for Training and Field Placement Programs in School Psychology” for selection of school psychology internship field supervisors.  The internship supervisor must be a certified or licensed school psychologist in his/her state.

School Counseling

The School Counseling Program has established the following criteria for the selection of school faculty to serve as clinical supervisors:  1) The supervisor has a master’s degree in school counseling, 2) has two years of experience as a school counselor, and 3) possesses the appropriate state license or certification.

008.7 Exceptional Expertise for Faculty Qualification

In compliance with Andrews University Working Policy, all SED faculty members are expected to meet certain qualifications of education and/or experience for their academic rank (see Andrews University Working Policy 2:310).  In cases where faculty members do not hold terminal degrees in their discipline, their exceptional expertise (skills, knowledge, and experience) may be considered in determining their qualifications.  Similarly, school-based faculty members (mentor teachers or clinical supervisors) may be qualified based on exceptional expertise in their discipline.

008.8 Orientation of New SED Faculty

All new School of Education faculty members (including adjunct faculty) must be adequately oriented to the policies and procedures of the SED and the department or program to which they have been appointed.

New full-time and part-time SED faculty members must attend the University-wide new faculty orientation in August.  In addition, they will complete the online School of Education faculty orientation process.

New adjunct faculty members will complete the online School of Education adjunct faculty orientation process.

School faculty members (those licensed practitioners in P-12 schools not employed by Andrews University who provide instruction, supervision, and direction for candidates during field-based assignments) will complete the online School of Education school faculty orientation process.

Departments and programs may conduct further orientation for new faculty members (including adjuncts) and school faculty members at their discretion.

008.9 School of Education Faculty Evaluation

Full-time and part-time School of Education faculty members will be assessed in accordance with the procedures required by the Andrews University Working Policy (2:326).  In addition, it is the policy of the School of Education that the teaching of all full-time and part-time School of Education faculty members will be comprehensively and systematically assessed in the following ways: 

    1. “Student opinion of teaching” data will be collected, aggregated, and disaggregated every semester for each course that is taught.
    2. Each SED faculty member will be assessed annually by his or her immediate supervisor (department chair or the Dean), as directed in the Andrews University Working Policy (2:326).  This evaluation includes a review of the faculty member’s achievements during the past year in “the three primary areas of faculty work:  Teaching, Scholarly Activity, and Service” (AUWP 2:326:2).  (See also “Criteria for Evaluation of Faculty Performance,” from AUWP Appendix 2-F.)
    3. Further assessments may consist of a classroom observation of the faculty member’s teaching, with observations and suggestions recorded on an observation form.  If a faculty member teaches only online courses or if only online courses are available for observation, an appropriately modified observation and evaluation may be conducted. 

008.9.1 School of Education Advisor Evaluation

To monitor the effectiveness of academic advising provided by School of Education faculty members, candidates will be asked to assess the advising of their faculty advisors. All School of Education candidates will complete two advisor evaluations as follows:

  • All undergraduate candidates (Teacher Education) will complete the advisor evaluation in the courses EDTE408 and EDTE480.
  • All graduate candidates will complete one advisor evaluation when they submit their course plan and one when they apply to take comprehensive examinations. 

008.10 Adjunct/Contract Faculty Evaluation

The teaching of all adjunct/contract faculty members in the School of Education will be comprehensively and systematically evaluated in the following ways: 

    1. “Student opinion of teaching” data will be collected, aggregated, and disaggregated every semester for each course that is taught.
    2. A teaching evaluation of the adjunct/contract faculty member may be conducted by the faculty member’s chair (or designee) during each of the first two semesters that the adjunct/contract faculty member teaches, and at least annually thereafter.  This evaluation may consist of a classroom observation of the faculty member’s teaching, with observations and suggestions recorded on an observation form.  If the faculty member teaches only online courses or if only online courses are available for observation, an appropriately modified observation and evaluation may be conducted. 

008.11 Clinical Faculty Evaluation

The effectiveness of all SED clinical faculty members (mentor teachers and clinical supervisors) may be comprehensively and systematically evaluated in the following ways:

    1. For every clinical faculty member, “student opinion of mentoring/supervising” data will be collected during every semester that the clinical faculty member is engaged in providing instruction, supervision, and direction for candidates during field-based assignments.
    2. The effectiveness of the mentoring and/or supervision of each clinical faculty member may be evaluated by an appropriate full-time SED faculty member during every semester that the clinical faculty member is engaged in mentoring or supervising field experience and/or clinical practice.

008.12 Rank Promotion and Continuous Appointment of Faculty

Promotion and continuous appointment of School of Education faculty members is directed by the policy and procedures described in the Andrews University Working Policy.  (See Andrews University Working Policy 2:130, 131, 135, 136, 307, 308, 309, 310, and 2:320)

008.13 Employee Termination and Grievance Procedures

The School of Education abides by the Andrews University Working Policy (Employee Handbook, 4:8) with respect to resignation, retirement, termination, employees’ appeal process, discrimination and harassment, and reporting of violations.

008.14 School of Education Faculty Professional Development Policy

In alignment with the Andrews University policy on professional development (Andrews University Working Policy 2:378), the School of Education supports efforts of faculty members to develop new knowledge and skills through attending conferences and workshops, reading professional journals, etc.  Each full-time School of Education faculty member receives $1500 per fiscal year for professional development expenditures, which can include books, videos/DVDs, professional journals, professional conferences or workshops (registration, travel, and hotel costs).  It is the responsibility of the faculty member to ensure that these expenses remain within the annual professional development budget.

Adjunct/contract faculty and school faculty will be invited to participate in various professional development activities that will assist in positively impacting K-12 learning, including but not limited to access to the James White Library, opportunities to co-publish or co-present with SED faculty at conferences, to conduct seminars for candidates, or to co-teach methods courses.

008.15 School of Education Policy on Graduate Assistants

The School of Education abides by the Andrews University Working Policy on graduate assistants (2:164).  Each full-time SED faculty member receives $4000 per fiscal year to hire graduate assistants.  These graduate assistants can assist with research, teaching, clerical or other work for the faculty member.  This is also a financial benefit to the candidate.

008.16 Sabbatical Leave

School of Education faculty members are eligible for sabbatical leaves as provided for in the Andrews University Working Policy (2:346:2).

008.17 Faculty and Staff Travel Policies

In accordance with Andrews University Working Policy (2:764), faculty and staff of the SED may be reimbursed from their departmental budget or their professional development funds for certain approved travel, lodging, registration, and per diem expenses related to participation in work-related professional conferences, conventions, and workshops or other SED, department, or program business.

Generally, costs associated with professional conferences, etc. must be covered by the faculty member’s professional development funds (see Professional Development).  It is the responsibility of the faculty member to ensure that all professional development travel expenses are covered by their professional development funds.  If the travel is for approved department business (teaching, recruiting, etc.), the faculty member may be reimbursed from the departmental travel budget.  It is the department chair’s responsibility to ensure that all departmental travel expenses are covered by the department budget.

All travel must be approved in writing by the appropriate department chair and the Dean, using a travel authorization form (available from the SED Dean’s Office).  Travel insurance is provided by Andrews University for all approved travel (2:768).

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