Faculty Handbook Collated Version

Section 1: The College

Centenary College of Louisiana, established in 1825 in Jackson, Louisiana, is the oldest liberal arts college west of the Mississippi River. Since 1908, it has been located in Shreveport. Related to the United Methodist Church, Centenary has a cosmopolitan and ecumenical outlook that encourages intellectual freedom in both the faculty and student body.

Centenary College is accredited by the Southern Association of Colleges and Schools and is affiliated with the American Association of Colleges for Teacher Education. The Department of Chemistry is approved by the American Chemical Society, and the School of Music is accredited by the National Association of Schools of Music. The College is a member of the Association of American Colleges and Universities, the American Council on Education, the National Association of Independent Colleges and Universities, the National Association of Schools and Colleges of the United Methodist Church, the College Board, the Louisiana Association of Independent Colleges, the Conference of Louisiana Colleges and Universities, and its alumnae are approved for membership by the American Association of University Women. In addition, the College maintains membership in the Associated Colleges of the South and a variety of other organizations related to higher education. There is on campus a chapter of the American Association of University Professors (AAUP).

Centenary offers four-year programs leading to the degrees of Bachelor of Arts, Bachelor of Science, and Bachelor of Music, as well as two graduate degrees: the Master of Business Administration and the Master of Arts in Teaching. In addition to Centenary's traditional pre-professional programs in dentistry, medicine, law, allied health, and church careers, the College is planning for additional career-oriented programs. Three-two programs in engineering are in place with a variety of schools. An international student exchange is maintained with universities in Mexico, Ireland, Denmark, France, and Germany.

The College has an unusually beautiful campus on which landscaping follows the contours of the rolling land. The main academic buildings include Jackson Hall, Mickle Hall of Science, Magale Library, Hurley School of Music, Marjorie Lyons Playhouse, Turner Art Center, the Smith Building, the Gold Dome, the Fitness Center, Centenary Square, and the Meadows Museum of Art. In addition to a broad array of visual art works, the museum houses the unique Despujols collection of 360 works depicting the culture of French Indochina in the 1930s. It and the Turner Art Center, located across from the Meadows Museum, present a variety of traveling exhibits to both the public and the campus community. The Sam P. Peters Research Center and the Fitness Center are the newest buildings on the campus. The Student Union Building includes a bookstore, facilities for student entertainment, offices for student government and student media, and a faculty lounge.

To foster and sustain a community characterized by intellectual rigor, close involvement of faculty and students, and richess of cultural diversity, Centenary is moving towards a full-time undergraduate enrollment of 1000. Although the majority of its students come from Louisiana, Arkansas, and Texas, in recent years 35 states and several foreign countries have been represented in the student body.

The faculty teaches small classes, and close student-teacher relationships are the norm. The full-time faculty numbers more than 65, of whom approximately 90% hold earned doctorates; and their teaching is supplemented by that of a small part-time staff, many of whom come from the business and professional world and thereby enrich their teaching with examples of their practical experiences in the world of work. The Centenary faculty is close- knit, student-oriented, and professionally active.

Centenary seeks capable students, regardless of their economic status; and it administers over $10 million in scholarships, grants, loans, and work-study funds to 25% of its full-time students. After graduation, a large proportion of Centenary alumni attend graduate and professional schools by winning institutional fellowships, teaching and research assistantships, and prestigious national awards.

Centenary is located in Northwest Louisiana, in an area known as the Ark-La-Tex. Already the hub of this tri-state region in agriculture, trade, and industry, the Shreveport area is also a major regional medical and biomedical research center, with the LSU Medical School, a Biomedical Research Institute, and a large number of hospitals and other health-related facilities that serve the region's population. Centenary has contributed heavily to the ranks of the professions in the Ark-La-Tex, particularly in medicine, the ministry, teaching, business, law, and geology-related activities. The faculty has long been an intellectual, cultural, professional, and religious resource for the community; and lectures, art exhibits, concerts by its famous choir, and a wide range of theatre productions make the College a focal point for the culture of the community.Revised May 29, 2012.

Section 2: The Purpose of the College

Centenary is a selective liberal arts college offering undergraduate programs and a limited number of graduate programs in the arts, humanities, natural sciences and social sciences, which strengthen the foundation for students' personal lives and career goals. Students and faculty work together to build a community focused on ethical and intellectual development, respect and concern for human and spiritual values, and the joy of creativity and discovery.

Consistent with its affiliation with the United Methodist Church, the College encourages a lifelong dedication not only to learning but also to serving others. It strives to overcome ignorance and intolerance; to examine ideas critically; to provide an understanding of the forces that have influenced the past, drive the present, and shape the future; and to cultivate integrity, intellectual and moral courage, responsibility, fairness, and compassion.

In pursuit of these ideals, the College challenges its students throughout their education to write and speak clearly; to read, listen, and think critically; to comprehend, interpret, and synthesize ideas; to analyze information qualitatively and quantitatively; to appreciate the diversity of human cultures; to respect the value of artistic expression; and to recognize the importance of a healthy mind and body and the interdependence of people and the environment.

Academic and co-curricular programs, as well as the example of those who teach and work at Centenary, support students in their development and encourage them to become leaders in the work place, the community, the nation, and the world at large.

Last updated September 18, 2006.

Section 3: Academic Freedom

Centenary College has a strong tradition of intellectual freedom. It subscribes to the following view of the United Methodist Church: "Our role is not to suppress ideas, but to open channels of communication, so that people can come to know the thoughts of their neighbors, and so that the best thoughts of all men and women can come to be the possessions of everyone." (General Conference, 1952). Centenary finds this view consistent with the 1940 AAUP Statement of Principles on Academic Freedom and Tenure, which states, in part, that

Institutions of higher education are conducted for the common good and not to further the interest of either the individual teacher or the institution as a whole. 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 for 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 is a means to certain ends, specifically: 1) freedom of teaching and research and of extramural activities, and 2) a sufficient degree of economic security to make the profession attractive to men and women of ability. Freedom and economic security, hence, tenure, are indispensable to the success of an institution in fulfilling its obligations to its students and to society.

  • Teachers are entitled to full freedom in research and in the publication of the results, subject to the adequate performance of their other academic duties; but research for pecuniary return should be based upon an understanding with the authorities of the institution.
  • Teachers are entitled to full freedom in the classroom in discussing their subject, but they should be careful not to introduce into their teaching controversial matter which has no relation to their subject. Limitations of academic freedom because of religious or other aims of the institution should be clearly stated in writing at the time of the appointment.
  • College and university teachers are citizens, members of a learned profession, and officers of an educational institution. When they speak or write as citizens, they should be free from institutional censorship or discipline, but their special position in the community imposes special obligations. As scholars and educational officers, they should remember that the public may judge their profession and their institution by their utterances. Hence they should at all times be accurate, should exercise appropriate restraint, should show respect for the opinions of others, and should make every effort to indicate that they are not speaking for the institution. (AAUP Policies and Documents Reports, 9th ed., 2001, pp. 3-4)

Centenary faculty should be cognizant of these principles, which emphasize both the freedom and responsibility of faculty members, both tenured and non-tenured, and incorporate them into their teaching.

Academic freedom cases arise when faculty members allege that an employee of Centenary College or a member of the Board of Trustees has acted to infringe upon their freedom of teaching, research, writing or extramural activities. In an allegation of violation of academic freedom, there must be a specific and clear connection between an infringement of academic freedom in teaching, research, writing or an extramural activity and the behavior of a person or persons acting in official capacity as an employee of Centenary College or a member of the Board of Trustees. In cases of denial of tenure or reappointment, an allegation of procedural error or other failure to apply appropriate criteria fairly will not in itself be the basis for an academic freedom complaint.

Faculty members who believe their academic freedom has been violated should immediately consult confidentially in written form with the Chairperson of the Faculty Appeals Committee and the Chairperson of the Faculty Coordinating Council, who will review the evidence for the alleged violation and follow the procedure established in Section 13 of the Faculty Handbook. (5/2007)

Section 4: Government of the College

With regard to the government of the College, Centenary subscribes to the 1966 Joint Statement on Government of Colleges and Universities, formulated by the American Association of University Professors, the American Council on Education, and the Association of Governing Boards of Universities and Colleges (see Appendix B). Because of the interdependence of the varied and complex tasks performed by the Board of Trustees, the administration, the faculty, the student body, and others, communication and joint planning among these components of the College are of utmost importance. While, for practical reasons, the primary responsibility for acting in certain areas is divided among the various components, there should be the broadest exchange of information and participation among the Board of Trustees, the administration, and the faculty prior to making major changes in the following areas:

  1. the size and composition of the student body;
  2. the relative emphases given to various elements of the education program;
  3. the selection of the President, the Vice Presidents, the Provost and deans.

Also, with due consideration to the principle of primary responsibility vested in the Board of Trustees, there should exist a continuing communication and participation among the Board, the administration, the faculty, and the student body (e.g. in matters relating to academic programs and student life) in the following areas:

  1. the framing and execution of long-range plans;
  2. the design, approval, and establishment of the structure and procedures for faculty participation in the governance of the College;
  3. decisions regarding existing or prospective physical resources;
  4. budgeting: both short- and long-range allocation of resources among competing demands;
  5. the academic program, including curriculum, subject matter, methods of instruction, academic standards, and research;
  6. faculty selection, status, development, promotion, tenure, and dismissal;
  7. the quality of student life on campus. Last updated July, 1999.

Section 5: Faculty Organization

The faculty is organized under a constitution and a set of bylaws (Section 17), which formalize regular faculty meetings, academic departments and divisions, and a committee structure (see Section 6).

Current copy and changes (Section 5 of faculty handbook): The faculty exercises its legislative function in meetings over which the President of the College presides or, at the President's request, by the Provost or another member of the faculty. Only members of the full-time faculty and those specified in the Bylaws (faculty handbook, Sec 17) may vote. Parliamentary rules proceed under Roberts Rules of Order. The constitution defines "faculty," provides for a secretary to the faculty, defines areas of responsibility for the academic program of the College, and makes other such provisions as are necessary for faculty organization. The bylaws establish this handbook, provide for a handbook on committee structure, stipulate procedures for meetings, and detail the academic divisional structure of the College. The Honor Court Chief Justice or a representative of the court will make a presentation to the faculty at the September faculty meeting. (2/2011)

The faculty elects from its membership 1) the Chair of the Faculty Coordinating Council, 2) the members of the Faculty Personnel and Economic Policy Committees, and 3) such other persons as might be needed to carry on the business of the faculty.

Last updated May 20, 2011.

Section 6: Faculty Committees (effective Fall, 2011)

Basic Principles Of Governance

The committee structure of the faculty at Centenary Colleges is designed to involve the faculty as a community of scholars in guiding curricula, academic programs of study, academic policies and standards, student activities, and related matters. In this way, faculty committees are charged with making decisions within existing academic policy and recommending changes in policy to the faculty as a whole. The faculty also has representation on College administrative committees and serves a critical advisory function. All faculty involvement is within the stipulations of the charter of Centenary College. Decisions made by faculty committees and councils may be appealed to the entire faculty at regular meetings throughout the year.'

Each faculty committee shall have a secretary or recorder who will keep and circulate minutes to the committee through the committee chair. At the end of each academic year, each committee chair will deliver minutes of the committee's work and other relevant documents to the incoming chair and Provost. Items of a confidential nature will be filed in the Office of the Provost at the end of each academic year.

Those faculty members who serve on committees have a major responsibility to the College and the profession. While such service cannot replace classroom teaching as the primary function of a professor, it is important in the total program of an academic community. Newly elected and appointed committee members shall be empowered effective August 15 of each year. During the period following the April faculty meeting through August 15, newly elected and appointed committee members shall be empowered to act as substitutes when necessitated by committee business. (10/1993)

Academic Committees

Academic Policy Council

Purposes and Responsibilities

On behalf of the faculty, and subject to its authority, the Academic Policy Council initiates and recommends to the Faculty policies concerning the undergraduate academic programs of the College. Such policies include those involving curriculum, degree requirements, academic regulations and standards, student classification and class standing, student course load, honors in majors, new programs or degrees, first-year experience, summer school, distance learning, articulation agreements, and all other academic matters that are the responsibility of the Faculty. In addition, the Council reviews and approves program-specific changes, such as new course proposals, catalog language changes, individualized major proposals, special topics courses, and modules.

The Council shall report all of its actions promptly to the faculty-at-large, normally through its minutes and reports at faculty meetings.

Composition

The Council is composed of nine faculty members (3 elected by each division), one student, the Provost (ex officio and without vote) and Registrar (ex officio and without vote). The nine faculty members are elected for staggered three-year terms. The student member is recommended by the SGA for a one-year appointment with possibility of renewal. The Council chair will be elected from the faculty members of the Council.

Academic Policy Council’s Trek Committee

Purposes and Responsibilities

This committee reports directly to the Academic Policy Council and administers faculty policies related to three degree requirements: CO 151: Service Learning, CA 250: Career Exploration, and CU 351: Intercultural Experience. This committee approves proposed courses and independent projects that meet the criteria for the career exploration, intercultural experience and/or the service-learning requirement according to approved guidelines. The committee advises the Director of Career Services in the teaching of CA 253: Career Strategies. The committee shall report all of its actions promptly to the Academic Policy Council, normally through its minutes and reports at faculty meetings.

Composition

The committee is composed of three faculty members, one elected by each division; one student; a director from the Intercultural Engagement, Community or Career offices; and the Provost (ex officio and without vote).

Faculty Personnel Council

Purposes and Responsibilities

On behalf of the faculty, and subject to its authority, the Faculty Personnel Council initiates and recommends to the Faculty policies concerning faculty tenure, promotion, non-reappointment and dismissal; and to offer such recommendations and comments to the faculty as a whole. Additional responsibilities of the Faculty Personnel Council are to recommend to the Provost promotions to the levels of Assistant Professor, Associate Professor and Professor; create and administer a formal evaluation procedure for the Centenary faculty; make recommendations on every full-time faculty reappointment, tenure and termination, and for establishing and conducting annual reviews on which such recommendations are based, including particularly the third-year and sixth-year reviews; serve as an advisory body to the administration on matters dealing with the academic and professional integrity of the faculty; make evaluations and recommendations concerning merit pay increases and appropriate salary adjustments. In the absence of faculty representation in searches for President, Cabinet positions, and Registrar; the Faculty Personnel Council will interview the finalists for these positions and make recommendations to the Provost.

The recommendations in all of these areas shall be guided by standards initially proposed by the Council, approved by the faculty, and published in the faculty handbook. The committee's recommendations shall be made directly to the Provost. The deliberations of the Council and its recommendations to the Provost shall be confidential, except in instances when the appeals process warrants access to information. The Council shall report all of its actions promptly to the faculty at large, normally through its minutes and reports at faculty meetings, taking every precaution to appropriately protect the confidential nature of its business.

Composition

The Council is composed of six tenured faculty members (two from each division and representing different departments) and the Provost (ex officio and without vote). The faculty members are elected for staggered three-year terms. When filling a vacancy, the division will nominate two divisional candidates from among which the faculty will elect one. Any faculty member serving as an Associate Provost to the Provost of the College shall be ineligible to serve on this Council until the end of their term of service as Associate Provost. (4/2004) The Council shall elect its own chair. The chair of the Faculty Personnel Council shall serve as one of the two faculty representatives on the Board of Trustees.

Faculty Personnel Council’s Development Committee

Purposes and Responsibilities

The committee reports directly to the Faculty Personnel Council and assists the Provost in the development and implementation of policies and programs related to faculty development, such as special faculty travel, workshops, sabbatical leaves, and recommendations on endowed professorships, and other scholarly and professional activities. (09/00). The Provost’s Office supports the Development Committee by making arrangements for workshops and scheduling of public presentations reporting on scholarly accomplishments during sabbatical leaves. Forums for these presentations will be developed in coordination with this committee. (4/2004) The committee shall report all of its actions promptly to the Faculty Personnel Council, normally through its minutes and reports at faculty meetings.

Composition

The committee is composed of three faculty members (one from each division) and the Provost (ex officio and without vote). The members of this committee shall be recommended by the Faculty Coordinating Council and appointed by the President. The committee shall elect its own chair.

Faculty Appeals Committee

Purposes and Responsibilities

Regarding matters of salary, promotion, tenure, renewal or non-renewal of appointment, termination, and any other matters bearing on faculty performance and professional concerns, including alleged infringement upon academic freedom, faculty members shall have the right to a review of their grievance according to the procedure described in Section 13 of the Faculty Handbook.

This committee provides a means whereby an aggrieved faculty member may obtain a review before a well informed, disinterested body of peers elected by the faculty for that purpose. The Appeals Committee, in order to be well informed, will have access to all relevant information under control of the officers of the College. The function of the appeals procedure is to determine whether a grievance is well founded and to make recommendations regarding the resolution of disputes.

Composition

The tenured members of the faculty shall serve as standing members of the Appeals Committee. Whenever a grievance is filed, committee members will be asked to take on added responsibility. Annually, the tenured faculty of the College will elect by majority vote a faculty member to serve as chair of the Appeals Committee. The chair of the Appeals Committee may serve for up to a period of three successive years. Faculty Personnel Council members will not be eligible to serve as chair of the Appeals Committee until their term of service on Faculty Personnel Council has ended. (12/2003)

Faculty Coordinating Council

Purposes and Responsibilities

The Faculty Coordinating Council is the major coordinating body of the faculty and its committee system. It is the administrative body of the faculty. It also carries on an active dialogue with the Planning and Policy Advisory Council concerning the academic operation of the College.

The Faculty Coordinating Council is charged with assisting in the preparation of the agenda for faculty meetings and carrying out that agenda. In doing this, it is not to review or pass judgment on the material brought to the faculty meeting for consideration but to deliver it to the faculty in the most efficient manner. The Office of the Provost will assist in carrying out this function. If no agenda items are submitted for a given faculty meeting, the Faculty Coordinating Council may choose to cancel the meeting.

The Faculty Coordinating Council will encourage and facilitate communication among faculty committees. The Council will interact with the chairs of the Academic Policy Council, Faculty Personnel Council, Enrollment Policy Committee and Economic Policy Committee on a regular basis throughout the academic year. The Faculty Coordinating Council will also collect and make available the minutes from committees of the faculty. In this regard it will attempt to coordinate the activities of any committees working on similar matters. The FCC will maintain a website of the minutes and other pertinent documents issued by the standing committees of the faculty. (4/2004) In addition, the Faculty Coordinating Council will proofread the minutes of each faculty meeting prior to their submission to the faculty at large. (12/2003)

Each year the Faculty Coordinating Council will recommend to the President the names of faculty members to serve as the non-elected members of the committee system of the College. The Faculty Coordinating Council will serve as a nominating committee for delegates to the Conference of Louisiana Colleges and Universities. The Council is charged with carrying out all elections in an efficient, timely, and open manner. As needed, the Faculty Coordinating Council will revise the faculty handbook. This will be done with the approval of the faculty.

Annually the division chairs and the at-large chair shall organize and coordinate input from the faculty regarding the College's administrative officers. This information shall be forwarded to the President.

Finally, the Faculty Coordinating Council, when directed by a majority vote of the faculty, shall act as the official voice of the faculty. When it is necessary that the wishes and desires of the faculty, as a group, be made known to the administration of the College or an outside agency, the Faculty Coordinating Council under the direction of the faculty shall represent the faculty.

Composition

The Faculty Coordinating Council consists of an at-large chair elected by the faculty from among the tenured faculty for a two-year term, the three divisional chairs, who must be tenured members of the faculty and are elected by each division individually, and the Provost, (ex officio and without vote). The chair of the Faculty Coordinating Council will be the first faculty officer elected each odd-numbered year. This election shall take place every other April with the term of service beginning the weekday before the start of classes the following fall. The chair of the Faculty Coordinating Council shall serve as one of the two faculty representatives to the Board of Trustees. The chair of the Faculty Coordinating Council will not be allowed to serve more than two terms in any six-year period.

Graduate Education Committee

Purposes and Responsibilities

This Committee is responsible for developing the criteria for admission to graduate programs and satisfactory progress toward degrees; and for policies pertaining to personnel, curricula, degree requirements, and finances. The Graduate Council approves program-specific changes and recommends to the faculty college-wide policies pertaining to all programs. The committee shall report all of its actions promptly to the Academic Policy Council, normally through its minutes and reports at Faculty Meetings.

Composition

The committee is composed of one faculty representative appointed by each department with an active graduate program, one faculty representative from the Academic Policy Council, one graduate student nominated by the graduate faculty representatives on the Subcommittee, and the Provost (ex officio and without vote). Graduate student representation will rotate annually among active graduate programs.

Voting Procedures

The following rules apply to the six members of the Faculty Personnel Council, the three members of the Economic Policy Committee, and the three elected members of the Academic Policy Council. The election for these positions will be conducted following the election of the Faculty Coordinating Council chair. To be eligible for election, one must be full-time and hold faculty rank. Election shall be for a three-year term. In the event of unfulfilled terms, faculty members shall be elected for partial terms to fill the unfinished terms. After each full or partial term of at least two years, faculty members will be ineligible for reelection until three years have elapsed since the most recent service. No faculty member shall serve more than a total of fifteen years on the two committees, and no faculty member shall be elected to a full or partial term if he or she will not be able to serve that term.

Institutional Committees

Planning and Policy Advisory Council

Purposes and Responsibilities

The Planning and Policy Advisory Council advises on all aspects of the College's operation, as directed by the President of the College. It provides a broad base of conversation for strategic planning for the College, contributes to the framework of annual budgeting of the College and approves the academic calendar.

Composition

The Planning and Policy Advisory Council is composed of the President of the College, individuals holding Cabinet-level positions, the chair of the Faculty Coordinating Council, the President of the Student Government Association, and any other members at the discretion of the President of the College.

Conduct Review Committee

Purposes and Responsibilities

A primary function of this committee is to consider and decide upon all cases involving non- academic misconduct referred to it by the Judicial Referral Board. If a student questions the fairness of a disciplinary action taken against him/her by a dean or a student judicial body, he/she should be granted on request the privilege of a hearing before this committee. At the request of the Executive Council of the SGA, the committee will rule upon the constitutionality of actions taken by the Student Government Association. Furthermore, the committee should stay informed about disciplinary problems and make recommendations to judicial bodies and members of the administration charged with disciplinary responsibilities.

Composition

The committee shall be composed of one faculty member who will serve as chairperson, a staff member other than the Dean of Students or the Director of Residence Life to serve as recorder, the Dean of Students or designee (ex officio and without vote), and five full-time undergraduate students (one representing each class and one student at large). See the Judicial Affairs section of the Student Handbook for more information on the composition of the committee. (4/2004)

Convocations Committee

Purposes and Responsibilities

The committee reports directly to the Academic Policy Council and coordinates convocations for the College. In consultation with the Liberal Arts Chair and other members of the campus community, it will program the Convocation Hour that occurs on the first Thursday of each month (excluding December, January, and May) during the academic year from 11:10 a.m. to 12:10 pm. In addition, the committee will evaluate programs to determine if the convocations are meeting campus needs.

Composition

The committee will be composed of three faculty members recommended by the Faculty Coordinating Council and appointed by the president — with one serving as committee chairperson), the Provost (ex-officio and without vote), the Director of External Relations (ex-officio and without vote), and two students recommended by the Student Government Association and appointed by the President of the College.

Diversity Committee

Purposes and Responsibilities

This committee articulates a working definition of diversity for the college and develops and implements an ongoing plan that promotes a culture for valuing diversity on campus. Specifically, the plan should recommend strategies to:

  • increase recruitment and retention of diverse faculty, staff, and students;
  • provide ongoing diversity training for campus leaders, including administration, faculty, staff, and students;
  • broaden Centenary’s involvement with our diverse local community and region;
  • handle diversity-related disputes or issues on campus;
  • improve campus programs and policies regarding diversity, where appropriate.

The committee will produce an annual report including an explicit statement of goals, procedures and progress.

Composition

The committee will be composed of the following Presidential appointees: three faculty recommended by the FCC and who have demonstrated interest in diversity issues; three staff, at least one of whom is non-exempt and one of whom is exempt and one of whom is a member of an underrepresented group; three students, including the President of the Minority Student Association or a designee, the President of Student Government Association or a designee, and one at-large student; the Director of Human Resources (ex-officio) the Dean of Student Life or designee (ex-officio); the Provost and Dean of the College or designee (ex-officio).

Economic Policy Committee

Purposes and Responsibilities

This committee will make recommendations and provide feedback on matters of economic policy. To this end it will have access to the college budget figures and be able to review these amounts to ensure they are consistent with the economic policies recommended by the Council. To make recommendations on staffing, the committee will work in sub-committees. Staff recommendations will be considered by the staff members of the committee and faculty recommendations by the faculty members. The committee as a whole will make recommendations to the President and suggest priorities on additional staffing. The faculty sub-committee will meet annually to make overall faculty salary recommendations and when necessary to review academic budgets.

The primary function of this committee is to recommend policy, not review budgets by line item. This group should endeavor to determine in what areas Centenary should commit its resources and make recommendations to the President accordingly.

Composition

This committee will be composed of three staff members at least one of whom is non-exempt* and one is exempt*, three faculty members, and one student member. (03/01) Staff members who report directly to the President are not eligible for service to the Economic Policy Committee. (05/05) The three faculty members, one from each division, will be elected by the faculty-at-large for three-year staggered terms to serve as the faculty representatives on the Committee. Each division will nominate two divisional candidates from among which the faculty will elect one. The student member is recommended by SGA and approved by the President. The Academic Dean (Provost) and Vice President for Finance and Administration will serve as an ex officio members of the Committee. Three positions (the faculty chair, the staff chair, and the secretary) will be elected by the members of the Committee at the beginning of each academic year or as necessary. Both chairs will be responsible for setting agenda items pertinent to their constituencies and reporting at relevant times (e.g., at faculty and staff meetings). (05/08)

  • non-exempt staff - one who is neither primarily engaged in academic instruction nor charged with administrative or managerial responsibility, and who is not primarily a student.
  • exempt staff - one who holds a position of executive, administrative or managerial responsibility or one that requires recognized professional achievement either by formal training or equivalent experience and who meets the appropriate minimum salary test contained in the Fair Labor Standards Act. (03/01)

Enrollment Policy Committee

Purposes and Responsibilities

This committee will make recommendations and provide feedback on plans for increasing student enrollment and retaining students. These plans would involve all constituencies of the Centenary community; (03/01). The Committee will also formulate and recommend to the faculty minimum standards for the admission of students; read and make individual admission decisions on the cases of applicants who do not meet the minimum standards (4/2004); advise the Admissions and Financial Aid offices regarding financial aid and scholarships; review and develop policies for awarding scholarships, grants-in-aid and other financial packages; and conduct periodic (3 year) reviews of the academic support services. (5/2007)

Composition

The committee is composed of three faculty members, one from each division recommended by the Faculty Coordinating Council and appointed by the president, one student recommended by the Student Government Association and appointed by the president, the Vice President for Enrollment Services, the Director of Undergraduate Advising, and a representative from Financial Aid, Admissions, Registrar, Student Development, and the Academic Resource Center for Students. (05/2010) The faculty members will serve three-year staggered terms. (02/2010) The committee chair will be elected from the faculty members of the committee. (4/2004)

Institutional Effectiveness Committee

Purposes and Responsibilities

This committee will be responsible for analyzing assessment reports submitted concerning the core courses as well as academic, program and administrative department reviews. The members of the committee will look for specific learning outcomes or the achievement of goals associated with courses and programs and make specific recommendations to faculty members, department chairs, committees and administration. Should the committee see the need for additional institutional resources to assist a faculty member and/or program to meet its learning outcomes, the Institutional Effectiveness Committee will send such recommendations to the Faculty Personnel Council Development Committee. This committee will also provide faculty members and administrative units with assistance in fashioning assessment techniques.

Composition

Three tenured members of the faculty, one from each division, recommended by the Faculty Coordinating Council and appointed by the President, to serve three-year terms; a member of the administrative staff, as designated by the President; the Director of Institutional Research (ex officio and without vote) and the member of the Provost’s staff responsible for assessment (ex officio and without vote). The committee chair will be elected from the faculty members of the committee.

Intercollegiate Athletics Committee

Purposes and Responsibilities

This committee assesses the various aspects of intercollegiate athletics with the goal of establishing and maintaining standards of scholarship and sportsmanship consistent with the values and traditions of Centenary College and the National Collegiate Athletic Association (NCAA). It also serves as an advisory body to the administration and faculty on all matters concerning intercollegiate athletic programs. It provides input to the President and standing committees on decisions that directly affect the student-athlete, i.e., entrance requirement; serves as a liaison between intercollegiate athletics and the academic areas of the college; serves in an advisory capacity to the Director of Athletics, who shall advise the committee of significant NCAA policies, rules, and regulations and provide interpretations of their applicability to the athletic program at Centenary; seeks the advice of the committee on any major proposed charges in athletic policy and programs; and serves in an advisory capacity in the employment of athletic personnel.

Composition

The committee is composed of two faculty members (one male, one female), the NCAA faculty athletic representative, two students (one male and one female), the Director of Athletics (ex officio and without vote), and the Compliance Coordinator (ex officio and without vote). Faculty members are recommended by the Faculty Coordinating Council for staggered terms of three years and appointed by the President. Student members are recommended by the SGA and appointed by the President. One of the faculty members shall serve as the chair of the committee. Care should be taken that, with the exception of the Director of Athletics, faculty members of the committee are not involved with the intercollegiate athletic program in any way. (03/01) (4/05)

Planning Committee

Purposes and Responsibilities

The Planning Committee will be a representative body of the faculty, administration, student body, and Board of Trustees responsible for providing direction to the College. To this end, they will periodically review and update the goals of the College and assess college operations to determine if it is consistent with the College's goals. This group will also be responsible for maintaining and updating a strategic plan for the College. Since planning, to be effective, must receive input from all facets of college life, this committee is expected to maintain close ties to the Faculty Coordinating Council, the Planning & Policy Advisory Council, and the Student Government Association. The Planning Committee is also expected to work closely with the Economic Policy Committee to ensure implementation of the College's long-range plans. The recommendation of the committee will go to the President of the College.

Composition

The Planning Committee will be composed of eleven members: Three members of the administration, appointed by the President; a Board member; three faculty members recommended by the Faculty Coordinating Council, and appointed by the President; the chair of the Economic Policy Committee; and three student members appointed by the Student Government Association and appointed by the President. The faculty members will serve three-year staggered terms, with each division having a representative. The student members will serve one-year terms, with each member from a different division.

Last updated May 20, 2011.

Section 7: Duties of Faculty Members

Each faculty member is expected to maintain an attitude of loyalty to the fundamental principles and the government of the College, to promote its moral and ethical tradition, and to work toward the fulfillment of the purpose of the College.

The responsibilities of full-time members of the faculty to the College are fulfilled when they carry teaching loads appropriate to their ranks and programs and when they perform appropriate amounts of scholarly research or its equivalent, public service, and college committee work. A faculty member may count time on family leave or short-term disability leave as full-time service to the college. “Short-term disability” applies to medically necessary leave for an individual faculty member whereas “family leave” applies to leave to care for family members. Both kinds of leaves may apply to a given case (e.g., a faculty member who gives birth). In such cases, he or she is expected to show the same appropriate amounts of scholarly research or its equivalent, public service, and college committee work by his or her next review. After the leave, the faculty member should return to his or her appropriate teaching load. Classes missed during leave do not need to be taught later to constitute full-time service. Whether a faculty member chooses to count time on leave or not does not affect his or her full-time status for Human Resource purposes (e.g., insurance, etc). When possible, leave should be arranged in advance. Faculty members are encouraged to inform their department chairs in a timely manner, though leave cannot be denied due to a lack of advance notification alone. The faculty member should begin by making arrangements with his or her department chair. The department chair will consult other faculty in the department and draw up a proposal to meet the college’s needs during the leave. The faculty member and department chair will discuss the proposal with the Provost, who, if he or she approves and after consultation with Human Resources, will forward the proposal to the Faculty Personnel Council (FPC) for approval. If the FPC does not approve the proposal, it can be revised and resubmitted to the FPC. In unusual circumstances, the Provost can approve leave without the FPC’s approval. Faculty members taking family leave must demonstrate to the satisfaction of the Provost and the FPC substantial and sustained responsibility for the family member specified in his or her proposal for leave. (12/2007) All faculty members shall designate adequate hours when they will be available in their offices for consultation with students; they shall post their schedules of office hours in a suitable place and adhere to them as closely as possible. Faculty members shall keep unreturned student work in the department for the student author's scrutiny for at least one semester following submission of the work. All faculty members are expected to distribute the standard course evaluation forms in a timely manner each semester. (4/2006)

Full-time faculty members may engage in professional or business activities of an income- producing nature, so long as these activities are not in conflict with performance of the faculty member's duties or College interests. The Provost should be informed in advance and approve of such outside activities. Teaching at an educational institution other than Centenary College is not permitted without specific approval by the President.

All faculty members shall be present for First-Friday to meet and greet faculty and administrators, and shall continue on duty throughout the academic year, including commencement exercises but excluding College holidays. For commencement exercises and College convocations, all faculty members must provide their own academic regalia. Faculty members are expected to meet their classes regularly and on time and to inform the chair of their department if they must miss class. Attendance at faculty meetings is expected. For "Areas of Responsibility of the Faculty," see Appendix B; for committee functions, see Section 6.

In order for a course to be offered during the academic year, it must be included in the College catalogue for that academic year. New courses must be approved by the Academic Policy Council. (4/2011) Selected Topics and Interdisciplinary Topics must be approved by the Academic Policy Council before the printing of the class schedule. Faculty members will be responsible for assessment in courses offered as well as the periodic assessment of their academic unit. Flexible approaches to assessment are encouraged. (4/2006)

The College has set aside the week before final examinations in both the Spring and Fall semesters as a special time to review academic work and prepare for final examinations. It is designated as PREPARATION WEEK. As of 8 a.m. on the first day of Preparation Week, no papers, tests, or additional work (beyond completion of courses) may be assigned. Lab tests may be given during Preparation Week, and class assignments made earlier in the semester may be due during Preparation Week. Petitions for exceptions to policies governing Preparation Week must be submitted to the President of the College.

Each Spring semester a convocation is held to award honors to students at the College; this is to be scheduled as the last convocation each Spring. Details of the types of honors conferred are contained in the College Catalog. Faculty should make every effort to be in attendance at the Honors Convocation.

All faculty members must submit an annual report and an updated CV to their department chairs and the Provost by the first class day of spring semester. The report should include the following information:

  1. A statement evaluating achievements and activities of the previous academic year regarding teaching aids, methods, techniques, course revision, course development, research and writing, meetings, papers, committee work, organizations, community service, summer study, and other relevant data.
  2. A statement of professional goals for the ensuing year, using the same criteria as above.
  3. A list of suggestions for improvement of departmental academic goals.
  4. Suggestions for feasible changes in any aspect of the College that would improve the quality of the professional experience of the faculty and administrative staff and the educational experience and campus life of the students. Last updated May 20, 2011.

Section 8: Chaired Faculty

Preamble

While it is expected that all members of the faculty will demonstrate a standard of excellence in the performance of their various tasks at the College, the prestige and perquisites traditionally associated with endowed chairs make a performance of distinction especially incumbent upon chaired faculty. Traditionally, holders of endowed chairs represent the best that higher education has to offer both to the academic community and the society at large. Chaired faculty should thus aspire to serve as models of excellence not only for students and colleagues but also for the many others associated with and affected by higher education.

I. Chair Description

Before the recruitment process begins, a document containing a clear description of the nature and purpose of the chair and the chair occupant's work responsibilities will be developed jointly by the Provost and affected department(s) in consultation with the Faculty Personnel Council and Academic Policy Council.

II. Recruitment of New Faculty

The recruitment of new faculty as endowed chair holders will proceed according to the guidelines for all faculty positions with the following additional requirements.

  1. Two holders of endowed chairs, appointed by the President in consultation with the department and the Faculty Personnel Council, will be added to the search committee from outside the department in which the appointment will be made.

  2. The Provost will be an ex-officio member of the search committee.

  3. All finalists for an endowed chair position will be provided with a College-approved description of the responsibilities of the endowed chair holder and informed that endowed chair holders are subject to periodic reviews. The Faculty Personnel Council will ascertain that chair candidates have been informed that continuation as a chair holder is separate from tenure as a member of the faculty.

III. Recruitment of Current Faculty

The following guidelines will be used in those cases in which only internal recruitment is pursued.

A. The Provost, after consultation with the Personnel Committee, will communicate to all eligible faculty the availability and nature of the endowed chair appointment, including the information provided under II. C.

B. Applications will be submitted to the Provost for review by the Personnel Committee.

IV. Application Materials

Applicants will submit the following materials to the Provost for review by the search committee and Personnel Committee.

A. A current curriculum vitae.

B. Representative samples of recent publications, scholarship, and creative works.

C. A statement of professional plans consistent with the purpose and nature of the endowed chair.

D. Three letters of recommendation assessing the candidate's qualifications for the position. These letters should include an evaluation of the candidate's teaching and scholarship.

E. Copies of recent student evaluations.

After review of the materials, the Personnel Committee will interview the most qualified applicants and in the case of internal recruitment the heads of their departments. After the conclusion of the interview process, the Personnel Committee will forward its recommendation to the Provost who will convey it to the President.

V. Reviews

A. Purpose:

The Faculty Personnel Council will conduct periodic reviews of the professional activities of endowed chair holders. These reviews are to assess how well chair holders are: 1) performing in accordance with the purpose of the chair, the college (Section 2 of the Faculty Handbook), the duties of faculty (Section 7) and expectations for chair holders (in the preamble of this section); and 2) using their research funds for the performance of their responsibilities. These reviews will proceed as follows:

B. Procedures:

Chair holders will submit annual reports as required of all faculty members (detailed in Section 7), with the addition of two sections, one describing how endowed chair funds have been spent, and another describing any concerns related specifically to the chair, such as duties, expectations, and institutional support. Chair holders will also submit a summary statement of their professional accomplishments in teaching, scholarship, professional participation, and service to college and community for the six-year period during which they held their endowed chair. (5/2009)

Department chairs (or deans) will provide the Faculty Personnel Council with a brief evaluation of all chair holders in his/her department (or school) who are to be evaluated. In the case of one-person departments or departments without a tenured faculty member, the Provost, in consultation with the member of the department who is a candidate for evaluation, will select a tenured faculty member from a related discipline to perform the functions of the chair. If the chair holder chooses, s/he may solicit letters from tenured colleagues at large.

The chairperson, in addition to one of the two members of the Faculty Personnel Council who represent the faculty member’s division, will visit the classroom of the faculty member under evaluation. The Committee encourages unannounced visits. In addition to visiting the classroom, the chairperson may review other relevant materials such as annual reports, teaching evaluations, publications, and the vita, as well as have a conversation with the chair holder about his/her own hopes and plans for further professional development. The chairperson will then submit to the Provost's Office a letter describing the faculty member's development, possibly including suggestions the Provost and/or Faculty Personnel Council might make to the chair holder for further development.

C. Schedule:

These evaluations will be conducted during the spring term of the sixth year of full-time service since the last evaluation. (12/2007) The performance of non-tenured chair holders will be reviewed concurrently with their consideration for tenure. The Provost will notify tenured chair holders due to be evaluated by April 1 of the academic year preceding their evaluation. Department chairs (or deans) should submit their evaluation letters concerning the tenured faculty members by February 1.

D. Committee Action:

The Faculty Personnel Council will evaluate the chair holder based on the annual reports of the previous six years, the vita, teaching evaluations, the chairperson’s letter, the classroom visits by a selected member of the FPC, and any other letters solicited by the chair holder. The Committee will determine if the candidate’s performance of the past six years is either “satisfactory” or “unsatisfactory”. The Committee will recommend to the Provost that all chair holders whose overall performance is evaluated as “satisfactory” receive a uniform merit pay raise. (05/2012) Based on the Committee's recommendations, the Provost will send a letter to the chair holder summarizing the Committee's evaluation of the faculty member and making suggestions for further development.

If the Committee finds a chair holder's performance “unsatisfactory,” it will recommend to the Provost reappointment for a three-year extension, and the Provost will bring the Committee’s concerns to the attention of the chair holder in a letter. The chair holder will be required to submit to the Provost by the start of the next academic year a plan of action addressing the Committee's concerns, which the Provost will forward to the FPC. By October 1, the Provost will send a letter back to the chair holder communicating the FPC's response to the submitted plan of action. The subsequent three-year review will use the same procedures and kinds of materials as the previous review, as well as an account written by the chair holder on the degree to which s/he was able to execute the action plan. After reviewing the materials, the Faculty Personnel Council will recommend either reappointment for another six-year period or non-reappointment of the incumbent.

E. Reporting Procedures for Reviews:

The Faculty Personnel Council's recommendation at the conclusion of a three-year review following an unsatisfactory six-year review will be communicated to the Provost, who will then convey it to the President. The incumbent and the FPC will then be notified in writing of the President's decision on the appointment. In the case of a decision not to reappoint, the incumbent will vacate the chair on May 31 of the current academic year.

F. Reporting Procedures for Reviews

The Faculty Personnel Council's recommendation at the conclusion of a review will be communicated to the Provost, who will then convey it to the President. The incumbent and the Faculty Personnel Council will then be notified in writing of the President's decision on the appointment.

In the case of a decision not to reappoint, the incumbent will vacate the chair on May 31 of the current academic year.

G. Procedural Rules:

If endowed chair holders are serving on the Faculty Personnel Council in the academic year in which they would normally be reviewed, the reviews will be rescheduled for the year immediately after the completion of their service on the committee.Approved by the faculty, December 1992 (Revised, November 1998, July, 1999, October, 2007) Last updated May 21, 2012.

Section 9: Duties of Department Chairs

A. General Principles

Deans of schools, chairs of departments, and directors of programs are appointed by the administration of the College and the Board of Trustees. With regard to the selection and duties of chairs of departments, the College subscribes to the 1966 AAUP Joint Statement on Government of Colleges and Universities (see Appendix B):

The chair or head of a department, excluding Deans, who serves as the chief representative of the department within an institution, should be selected either by departmental election or by appointment following consultation with members of the department and of related departments; appointments should normally be in conformity with department members' judgment. The chair or department head should not have tenure in office; tenure as a faculty member is a matter of separate right. The chair or head should serve for a period of three years but without prejudice to reelection or to reappointment by procedures which involve appropriate faculty consultation. Deviations of up to twoyears from this term length can be arranged with the provost following appropriate faculty consultation and should be stated in writing. (2/2010) Board, administration, and faculty should all bear in mind that the department chair or head has a special obligation to build a department strong in scholarship and teaching capacity.

Where feasible, departments should give serious consideration to a rotational plan for the chair among the tenured members of the department. (03/01) Chairs assume the responsibilities of departmental governance consistent with the principle that they serve as a chairs of a staff of scholars involved in a common discipline. They are responsible for the general administration and supervision of matters relating to their departments. As administrative officers of their departments, they are directly responsible to the Provost and are expected to provide leadership in the effective planning and management of the personnel, curriculum, budget and overall quality standards of their departments. As scholars, they are expected to participate in scholarly activities pertinent to their disciplines.

The above statements also apply to the selection and duties of deans of schools and directors of programs.

B. Intra-Departmental Relations

The various chairs shall call regular departmental meetings (at least three a semester) and should encourage free discussion of policies and problems of the department. They shall confer with departments on their departmental budgets, the revision of course listings, the revision of course contents, the scheduling of courses, and the securing of supplementary teaching materials, such as audio-visual aids. The chair is respoinsible for the maintenance, inventory, and protection of equipment and supplies purchased by the department. (4/00) They shall confer with their individual department members on such matters as the courses they will teach and their scheduling and the selection of textbooks and laboratory manuals. They are responsible for counseling with new members on procedures and duties. The chairs shall make necessary arrangements for substitutes when faculty members cannot meet their classes. They shall arrange for equitable work loads for their staffs, taking into account each member's contributions in research, consulting, scholarly publication, committee activity, and pertinent off-campus activities. They shall encourage research or other scholarly activity, suggest ways for improvement in teaching, evaluate departmental work, promote experimental programs, and assume general responsibility for the welfare and morale of the department.

The chairs are responsible for developing a strong library collection to undergird the teaching and research in their departments. Library orders submitted by individual members of a department should be approved by a designated member or committee of the department, and in general the departmental policy on library acquisitions should be consonant with the procedures outlined in Appendix E.

C. Advising of Majors

The chairs of departments or designated members of the departmental staff shall advise students majoring in the department on choice of courses (including approved electives) and shall check degree plans of students majoring in their departments to assure that all degree requirements are being met. The chair's approval is needed on any non-Centenary program added to the degree plan, such as plans for summer school courses, study abroad, or supplementary programs.

D. Personnel Changes

In consultation with the other members of the department, the chair will submit written recommendations to the Provost and the Faculty Personnel Council on any personnel changes including promotions, load adjustments, retirements, release, leaves of absence, and new positions.

E. Faculty Recruitment

The need for each position, whether a new or a replacement position, shall be established by the Provost in consultation with the appropriate departments and the Faculty Personnel Council. After the need for the position has been established and approved by the President, the search will proceed as follows:

Full-time Faculty

  1. With the exception provided for in the case of endowed chairs (see Section 8), the recruitment of faculty will be conducted by a search committee composed of (a) all tenured and tenure-track members of the department; and (b) one supplemental tenured faculty member from outside the department. The committee will elect its own chair. This committee will include the diversity advocate selected by the FCC in consultation with the Diversity Committee. The diversity advocate will serve as a non-voting member of the search committee, and will assist the search committee by actively recruiting minority applicants, contacting organizations geared toward minority applicants, and contacting graduate programs to seek out applicants pursuing advanced degrees. If the resulting search committee would be composed of fewer than three voting members, their numbers will be supplemented by other tenured faculty to form a committee of at least three members. All supplemental member(s) will be selected by the department chair in consultation with the other members of the department and the Provost (who may consult the Faculty Personnel Council).
  2. The search for new faculty members should begin as soon as possible in order to maintain the best pool of applicants from which to choose. Special attention should be given to publication deadlines for professional journals. Except in extraordinary cases, the search should begin no later than October 1.
  3. With the help of the diversity advocate, the search committee should obtain a large and diverse pool of applicants in a variety of ways, using the following phrase in all of its advertisements: “Centenary College recognizes that diversity is essential to its goal of providing an educational environment where students explore the unfamiliar, invent new approaches to understanding, and connect their work and lives to the world at large. We thus welcome applicants who would add to the college’s diversity of ideas, beliefs, experiences, and cultural backgrounds. EOE.” Potential recruiting activities include, but are not limited to the following: advertising in professional publications (e.g. the Chronicle of Higher Education, Journal of Blacks in Higher Education, Hispanic Outlook) and appropriate e-mail lists, contacting a variety of graduate schools and deans, and publicizing vacancies at conventions and professional meetings. Vacancies for full-time faculty will be advertised nationally. Advertisements for positions will be drafted by the chair of the search committee in consultation with the other members of the committee and forwarded to the Provost and Faculty Personnel Council for approval prior to submission for publication.
  4. After a pool of applicants has been secured, the search committee will select a group of the best qualified applicants for the vacancy. After contacting the references of those initially selected to establish their qualifications for the position, the search committee will normally invite the top three applicants to be interviewed. Validated transcripts will be requested from these finalists prior to their interview and must be on file prior to the making of any offer. Before applicants arrive, information should be sent to them about the department(s) involved, the College, and the city.
  5. A representative of the search committee, in consultation with the Provost and the diversity advocate, will make arrangements for the candidates while they are on campus. Candidates must be interviewed by the President, and Provost, in addition to the search committee. Candidates should have a scheduled meeting with the diversity committee while on campus, whenever possible. All candidates should teach, when possible, a class before an audience of students and faculty in order that their teaching ability can be evaluated firsthand. In addition, each candidate should make a presentation covering a scholarly interest.
  6. After the finalists have been interviewed, the search committee will forward its recommendation to the Provost. The Provost will forward the recommendations to the President who will make the final decision on the appointment.

Part-Time Faculty

Part-time faculty are recruited by the department chair in consultation with all full-time members of the department and the Provost. Prospective part-time faculty must submit a vita, references and validated transcripts to the Provost and Faculty Personnel Council. After the Committee has reviewed the recommendation of the department chair and supporting material, it will determine whether a presentation and/or interview are required. Prospective part-time faculty are not normally required to be interviewed by the Provost or President. The recommendations of the department and Faculty Personnel Council will be communicated to the Provost for action.

F. Teaching Load

In consultation with the Provost, the chair's own teaching load may be limited in order that responsibilities of administration may be properly carried out. Chaired professors shall ordinarily be provided with released time appropriate to their positions and duties assigned.

G. Annual Reports

The chair of each department shall submit an annual written report no later than January 24 to the Provost. The provost's office will make the annual report available to the Personnel Committee. The report is for the previous academic year and should contain the following:

  1. a commentary of the state of the department;
  2. evaluations of every member of the department, both full-time and part-time;
  3. recommendations for merit raises, promotions, and tenure.

Last updated May 20, 2011.

Section 10: Divisions and Duties of Division Chairs

The three academic divisions are the humanities, the natural sciences, and the social sciences. Departments assigned to the divisions are indicated in the bylaws to the Faculty Constitution (see Section 17). Chairs are elected by division members in accordance with Sections 9 and17 of the Faculty Handbook. Divisions may also elect representatives to certain committees. Along with the Provost, division chairs administer travel funds; they may also serve as representatives to certain committees and coordinate schedules, courses, and budgets.

Last updated July, 1999

Section 11: Contracts and Tenure

Letters of reappointment will be sent to all continuing non-tenured faculty members by March 1 of each year. The college shall issue salary letters annually by May 15th (3/1998). The contract period for tenured and tenure track faculty members shall extend from the period of the weekday prior to the start of classes through the date when final grades for the spring semester are due in the Registrar's office, except for others with whom some other contract period was negotiated at the time of appointment. All faculty members are bound by the provisions of their contracts unless these are explicitly excused by the President. Separate contracts shall be issued for the summer term and for modules.

Faculty salaries are paid in either nine or twelve equal monthly installments, on the twenty- fourth day of the month. If the twenty-fourth day of the month falls on an official federal holiday or on a weekend, payment will be made on the last day prior to the holiday or weekend.

Centenary College subscribes to the principles of academic freedom and tenure as expressed in the AAUP Policy Documents and Reports (9th ed., 2001).

Tenure recommendations may originate with departmental chairs, the Personnel Committee, or the administration. Centenary's own procedures for reviewing candidates during their probationary period are described in Section 12. (4/2003)

Beginning with appointment to the rank of full-time instructor or higher rank, the appointee shall serve a probationary period not to exceed seven years. When a faculty member comes to Centenary College after probationary service in one or more higher education institutions, the length of his or her probationary period must be agreed in writing. (4/2003) A person is usually not given tenure until the expiration of the probationary period; an exceptional candidate may applyprior to the expiration of her or his probationary period. (2/2010) Full-time administrative personnel with academic rank are not necessarily given tenure; therefore, the normal probationary period does not apply.

Before the College grants tenure to a faculty member on probationary status, the administration shall confer with the other members of the department involved and with the Personnel Committee. Letters notifying faculty members of tenure appointments shall not be offered without prior approval of the Board of Trustees. Once a faculty member has received tenure, all subsequent contracts, except as specified elsewhere in this handbook, shall reflect that status. If tenure is not to be awarded at the end of the probationary period, notification must be given by September 1 of the final year of that probationary period.

Notice of non-reappointment or intention not to recommend to the Board of Trustees the reappointment of non-tenured faculty must be given in writing in accordance with the following standards:

  1. Not later than March 1 of the first academic year of service at Centenary, if the appointment expires at the end of that year; or, if a one-year appointment terminates during an academic year, at least three months in advance of its termination;
  2. Not later than December 15 of the second academic year of service at Centenary, if the appointment expires at the end of that year; or, if an initial two-year appointment terminates during an academic year, at least six months in advance of its termination;
  3. Not later than September 1 of the third or subsequent year of service at Centenary.

Honorably retired faculty members of other institutions may be employed on a year-to-year basis. If they are not to be continued in service, notice shall be given three months prior to the expiration of the contract period. In cases of protracted illness after retirement age, the College will be relieved of financial obligation from the time at which a person's inability to return to work is determined. (See also Section 15, Retirement.)

Tenured faculty shall be terminated only for adequate cause. Teachers on continuous appointment who are dismissed for cause, except in cases of moral turpitude, shall receive their salary for a year after they are notified of dismissal, whether or not they are continued in their duties at the institution.

Similarly, if a tenured appointment is terminated because of financial exigency, the faculty member must be given notice or salary for one year. The released faculty member's former position will not be filled within a period of two years unless the released faculty member has been offered reappointment and has declined.

When a tenured faculty member is notified of the termination of their appointment, the Personnel Committee shall also be informed. In all cases, the faculty member subject to dismissal shall be provided with a written statement from the President or the Provost indicating the reasons for the desire to terminate his/her services. (05/2010).

Section 12: Guidelines for Appointment, Reappointment, Promotion, and Tenure, Post Tenure Evaluation

Centenary College has rigorous standards for faculty members. They are expected above all to strive for excellence in the classroom. They are to place student advising among their most important tasks, and they are both encouraged and expected to grow professionally. Professional growth is evidenced by traditional scholarly research within a discipline and by the exploration of issues relating to pedagogy. These academic enterprises may take the form of scholarly publications, participation in processional organizations, public performances, and other creative accomplishments. The scholarly work of the professorate (as defined by Boyer, Scholarship Reconsidered, Priorities of the Professorate, 1990)] might be thought of as having four separate, yet overlapping functions. These are: the scholarship of discovery; the scholarship of integration; the scholarship of application; and the scholarship of teaching. (3/02)

I. Guidelines for Appointment in Rank and Promotion

Rank at the time of appointment is dependent upon degrees or equivalents, and experience in college teaching or professional service. Normally, faculty advancement through the ranks listed below is sequential. The issue of tenure at the College is a separate consideration, discussed in section II, C.

Full-time artistic, business, or professional experience may be counted toward promotion on a pro-rata basis, provided that the amount of credit has been agreed upon by the prospective faculty member, the department chair, the Faculty Personnel Council, the Provost, and the President at the time of initial appointment. (3/02)

A. Instructor

  1. Shall hold at least a masters degree from a recognized graduate school with concentration in the appropriate subject area. In exceptional cases, a bachelors degree and notable accomplishments in the creative arts or the business community may substitute for the higher academic degree.
  2. Shall have evident ability as a teacher with substantial promise for successful career development.
  3. Shall demonstrate a commitment, a plan, and the potential to obtain an appropriate doctorate or terminal professional degree.

B. Assistant Professor

  1. Shall hold the appropriate earned doctorate or professional degree from a recognized graduate school or have accomplishments that are recognized equivalents in the higher education community (e.g. artist-in-residence who has a national reputation).
  2. Shall have evident ability as a teacher.
  3. Shall provide substantial evidence of professional and broad usefulness to the College and commitment to its basic goals and objectives.
  4. Shall demonstrate scholarship in the subject-matter field as well as other substantial professional achievements.

C. Associate Professor

  1. Shall hold the appropriate earned doctorate or professional degree from a recognized graduate school or have accomplishments that are recognized equivalents in the higher education community (e.g., artist-in-residence who has a national reputation). (3/02)
  2. Shall have demonstrated excellence in teaching.
  3. Shall provide substantial evidence of professional and broad usefulness to the College and commitment to its purposes with significant promise of increasing worth.
  4. Shall have demonstrated strength in the areas of scholarly research and publication, public performance, or other creative accomplishment.
  5. Shall normally have a minimum of six years of full-time teaching at the rank of assistant professor (or less for exceptional candidates who meet criteria #1-4 listed above). (2/2010) Full-time service is devined in section 7, paragraph 2.

D. Professor

  1. Shall hold the appropriate earned doctorate or professional degree from a recognized graduate school or have accomplishments that are recognized equivalents in the higher education community (e.g., artist-in-residence who has a national reputation). (3/02)
  2. Shall have demonstrated superior teaching.
  3. Shall have demonstrated faculty leadership and dedicated service to the College and profession.
  4. Shall have a substantial record of scholarly publications or other scholarly and creative activities that have earned recognition within the profession.
  5. Shall normally have a minimum of six years of full-time service at the rank of associate professor (or less for exceptional candidates who meet criteria #1-4 listed above) (2/2010). Full-time service is defined in section 7, paragraph 2.

The President of the College, with the counsel and recommendations of the Provost, the Faculty Personnel Council, and the department chair, recommends advances in rank to the Board of Trustees for action.

E. Professor Emeritus/Emerita

This rank may be assigned to associate professors or professors who have limited or terminated their responsibilities as a faculty member for valid reasons (e.g., retirement, illness) after twelve or more years of distinguished service to the College. A professor emeritus/emerita is so designated and appointed by the President upon the recommendation of the Faculty Personnel Council and the Provost. Professors emeriti/emeritae are accorded the privileges of the regular, ranked faculty, except for tenure, and will have their names recorded at this rank in the college catalog during the remainder of their lifetime. No compensation accrues by virtue of this rank unless, by mutual agreement between the department, the Provost, and the individuals, they are offered a part-time or a temporary full-time contract to teach or fulfill other duties. In such cases, supplementary benefits, if any, will be set forth in the contract. (3/02)

F. Non-Tenure Track Faculty

Non-tenure-track faculty members are assigned one of the academic titles: lecturer, adjunct professor, visiting professor, or artist-in-residence. Such persons

  1. may have less than a full-time teaching load;
  2. usually have no other faculty duties and responsibilities, except those listed below;
  3. should meet or exceed the criteria listed below for the appropriate title;
  4. are selected in the manner set forth below.

a. Lecturer

Lecturers are selected by the department chair in consultation with the Faculty Personnel Council and the Provost. Lecturers are hired to teach specific courses for a fixed term. The position does not lead to or count toward tenure, or lead to promotion to the regular academic ranks.

Selection of lecturers should be consistent with the academic standards of Centenary College.

  1. Shall hold at least a masters degree from a recognized graduate school with concentration in the appropriate subject area. In exceptional cases, a bachelors degree and notable accomplishments in the creative arts or the business community may substitute for the higher academic degree. (3/02)
  2. Shall have evident ability as a teacher with substantial promise for successful career development. (3/02)

Lecturers have the same freedom and responsibility in the management of courses as tenure- track faculty members.

Lecturers are expected to be available for a reasonable amount of time (approximately 1« hours per week for each course taught) to counsel students regarding their course work.

b. Adjunct Professor

This title may be assigned to non-tenure track faculty in recognition of distinguished teaching service to Centenary College, its students, and its faculty over a period of at least ten years. A recommendation for the assignment of this title usually originates with the department chair or dean. The recommendation and written documentation in support of the recommendation are given to the Faculty Personnel Council and Provost for consideration. Assignment of this title is made by the President of the College.

Adjunct Professors have the same freedom and responsibility in the management of courses as tenure-track faculty members.

Adjunct Professors are expected to be available for a reasonable amount of time (approximately 1« hours per week for each course taught) to counsel students regarding their course work. (3/02)

c. Visiting Professor

This title is assigned to individuals who hold or have held professorial rank (assistant professor, associate professor, or professor) at another institution of higher education and who are appointed to teach or to teach and pursue other duties at Centenary College for a limited period of time. Such time is to be agreed upon in writing between the visiting professors and the President. The College recognizes their academic standing and accords them the usual privileges of ranked faculty. Visiting professors are appointed by the President, upon the recommendation of the department chair or dean, the Faculty Personnel Council, and the Provost.

Visiting Professors have the same freedom and responsibility in the management of courses as tenure-track faculty members.

Visiting Professors are expected to be available for a reasonable amount of time (approximately 1 1/2 hours per week for each course taught) to counsel students regarding their course work.

d. Artist-in-Residence

This is an honorary title assigned to individuals who have distinguished themselves in the fine arts and are serving Centenary College in capacities appropriate to their fields. A recommendation for the assignment of this title usually originates with the department chair or dean. The recommendation and written documentation in support of the recommendation are given submitted to the Faculty Personnel Council and Provost for consideration and recommendation to the President. Selection of artists-in-residence should be consistent with the highest artistic standards in a particular field.

Artists-in-Residence have the same freedom and responsibility in the management of courses as tenure-track faculty members.

Artists-in-Residence are expected to be available for a reasonable amount of time (approximately 1 1/2 hours per week for each course taught) to counsel students regarding their course work. (3/02)

II. Guidelines for Reappointment, Tenure and Promotion

A. Mini-Review Procedures (Reappointment)

1. Purpose: To provide on-going feedback for all full-time untenured faculty, probationary and non-probationary, not undergoing the third-year review or tenure review.

2. Procedure: Department chairs (or deans) will provide the Faculty Personnel Council with a brief evaluation of all full-time untenured faculty members in their department (or school) who are not undergoing third-year or tenure review. In the case of one-person departments or departments without a tenured faculty member, the Provost, in consultation with the member of the department who is a candidate for review, will select a tenured faculty member from a related discipline to perform the functions of the chair. In cases where the candidate for review is the chair of the department, the Provost, in consultation with the candidate, will select a tenured faculty member normally of the same department or a related discipline to perform the review functions of the chair. The chairperson will visit the classrooms of these untenured faculty members. The Committee encourages unannounced visits. After visiting the classroom, the chairperson will submit to the Provost's Office responses to a questionnaire primarily designed to evaluate the teaching effectiveness of the untenured faculty member. After the first year, the chairperson will also submit a current curriculum vitae for the candidate. (4/2003) This questionnaire also solicits comments regarding the candidate's scholarly and service activities. (3/02) (2/2008) In addition, the Provost shall provide supplemental material from the candidate's personnel file. (4/2011)

3. Schedule: For full-time untenured faculty in any year of employment when they are not undergoing a third-year or tenure review, the department chair (or dean) should submit the questionnaire by January 24.

4. Committee Action: If members of the Faculty Personnel Council determine that this review indicates satisfactory performance, the Provost will send a letter to the candidate summarizing the Committee's assessment and the candidate's appointment may continue. If in the Committee's assessment areas of concern are raised, the Provost will bring these to the candidate's attention in the letter. If the chair's report and/or student evaluations raise concerns that performance in the classroom is unsatisfactory, the committee will initiate prompt observations of the candidate's teaching. The Faculty Personnel Council will select appropriate individuals to make these observations. Based on the information gathered, the committee will make a recommendation regarding the untenured faculty member's continuation at the College. The Provost will issue a letter of review no later than thirty days after the Faculty Personnel Council makes its assessments and recommendations. (5/2012)

B. Third-Year Review Procedures (Reappointment)

1. Purpose: To assist probationary faculty members and to provide an effective means of communicating Centenary's expectations for tenure, the department chairpersons, the Faculty Personnel Council, and the Provost of the College will conduct a thorough evaluation of the status of each probationary faculty member during that individual's third year of full-time service. (12/2007)

2. Schedule: The due date for receipt of third-year review materials is the first working day in December. All materials should be sent to the Office of the Provost and Dean of the College by the chairperson of the candidate for review, except for the letters from tenured faculty members, which should be sent directly to the provost's office. (4/00)

3. Candidate's Portfolio: Chairpersons should take the initiative in obtaining materials for the third-year review of members of their departments. In the case of one-person departments or departments without a tenured faculty member, the Provost, in consultation with the member of the department who is a candidate for third-year review, will select a tenured faculty member from a related discipline to perform the functions of the chair. In cases where the candidate for review is the chair of the department, the Provost, in consultation with the candidate, will select a tenured faculty member normally of the same department or a related discipline to perform the review functions of the chair. In any case, the Provost will have the final decision on which tenured faculty member to select.

4. Materials Requested

a. The chairperson shall submit a written evaluation summarizing the candidate's specific strengths and weaknesses in the following categories:

  1. Teaching effectiveness: knowledge of subject, teaching style and skills, course preparations, academic responsiveness to students, methods of evaluating students, promptness and fairness in grading. The department chairperson will visit the classroom of the candidate one or more times prior to writing the evaluation. Unannounced visits are encouraged. (11/99)
  2. Scholarship and professional involvement: scholarly publications; presentation of papers, concerts, exhibits, etc.; research activities leading to publication; offices in professional organizations; winning of grants; and other professional honors and awards.
  3. Service: academic advising and serving as mentor, advising of student organizations, faculty committee work, departmental administrative work, other extracurricular service to the college (for, example, recruitment), community service.

This evaluation is to be based on consultation with other members of the department, interview of the faculty member undergoing review, personal observation, and interview of former students. After consultation with the faculty member, the chairperson will then solicit letters from as many as six of the candidate's current or former Centenary students who can contribute to a fair, balanced, and objective evaluation. The chairperson is also encouraged to solicit statements of professional evaluation from competent persons outside the college. The faculty member will be informed of the names of all persons whose confidential letters are solicited. (9/2000) Persons writing letters are to be informed of Centenary's policy regarding letters of evaluation. It is the policy of Centenary College that letters solicited to support evaluation decisions relating to faculty and staff be held in strict confidence. Access to such letters shall be limited to appropriate personnel of Centenary College officially charged with making the evaluation and to officers and trustees of the college. The candidate will not receive copies of the confidential letters. Upon completion of the evaluation process, confidential letters shall be retained in closed files in the Office of the President, accessible only to Centenary College personnel as authorized by the President. After a reasonable period of time, such letters shall be destroyed at the discretion of the President. They shall not be archived. (POLICY 2-93). Outside reviewers must be notified of Centenary’s family leave policy as they apply to the particular candidate they are evaluating. (12/2007) If the Committee solicits additional letters, the candidate will be informed of the names of persons writing such letters. (3/02)

b. A current curriculum vitae.

c. A summary statement of the faculty member's professional accomplishments in teaching, scholarship, professional participation, and service to college and community. The faculty member is to submit examples of her/his scholarly and creative work. If applicable, certified evidence of progress toward the appropriate terminal degree is in order (transcript and letter from dissertation director).

d. The faculty member's statement explaining her/his philosophy of teaching, including class preparation, course design, evaluation of students, methods of instruction, and other topics of importance. Syllabi for all courses should be supplied.

e. The faculty member's statement outlining plans for her/his professional future.

f. Written statements from each tenured person in the candidate's department after he or she has made one or more classroom visits to observe the candidate’s teaching. Unannounced visits are encouraged. The letters should be sent to the Faculty Personnel Council by way of the Provost’s Office.

g. Other teaching observations: The faculty member and the departmental chairperson should select a committee of at least three tenured faculty members - one from each division including at least one member of the Faculty Personnel Council - who will make individual written reports after visiting one or more classes taught by the faculty member undergoing review. Unannounced visits are encouraged. The reports should be sent to the Faculty Personnel Council by way of the provost’s office. (11/99) (4/00) (02/2010)

h. Any student evaluations administered by the college will be used by the Faculty Personnel Council in this evaluation process.

i. Any other material the faculty member wants to submit regarding professional development.

5. Additional Materials: The Provost shall provide supplementary material from the candidate's personnel file.

6. Committee Action: After careful study of the faculty member's material, consultation with the appropriate chairperson, and an interview of the faculty member, the Faculty Personnel Council will make clear and definite recommendations to the administration that the faculty member:

a. Has received a favorable third-year review and should therefore continue in the probationary period. The Committee will recommend to the Provost that all faculty members whose overall performance is evaluated as "satisfactory" will receive a uniform merit pay raise. (05/2102)

b. Has deficiencies or areas of concern which must be addressed. The Faculty Personnel Council should specify these areas and the time and scope of an additional review.

c. Has received an unfavorable review and therefore should be released in accordance with Section 11 of the faculty handbook.

A statement concerning college governance that applies to this process may be found in the faculty handbook, Appendix B, section V.

7. Reporting Results: The Provost will prepare a letter of evaluation and submit the letter to the faculty member no later than thirty days after the Faculty Personnel Council makes its recommendation (5/2012). The faculty member is invited to meet with the Provost and the chairperson of the Faculty Personnel Council to discuss the results of the Faculty Personnel Council's review. At the faculty member's request, the departmental chairperson will also discuss the evaluation with the candidate.

Approved by the faculty, 1991. Revised 11/1999 and 4/2000.

C. Tenure Review Procedures

1. Schedule: The due date for receipt of tenure review materials is the first Friday of the fall semester. (5/2012) All materials should be sent to the Provost's office.

2. Candidate's Portfolio: The chairperson and candidate assemble a portfolio of material, which should be submitted to the Provost's Office. In the case of one-person departments or departments without a tenured faculty member, the Provost, in consultation with the member of the department who is a candidate for tenure review, will select a tenured faculty member from a related discipline to perform the functions of the chair. In cases where the candidate for review is the chair of the department, the Provost, in consultation with the candidate, will select a tenured faculty member normally of the same department or a related discipline to perform the review functions of the chair. In any case, the Provost will have the final decision on which tenured faculty member to select. The portfolio should contain the following:

a. A current curriculum vitae.

b. A summary statement from the faculty member, detailing professional and volunteer contributions to both Centenary College and to the larger academic and civic community, in the following categories:

  1. Teaching effectiveness: knowledge of subject, teaching style and skills, course preparations, academic responsiveness to students, methods of evaluating students, promptness and fairness in grading.
  2. Scholarship and professional involvement: scholarly publications; presentation of papers, concerts, exhibits, etc.; research activities leading to publication; offices held in professional organizations; successful writing of grants; and other professional honors and awards. The faculty member is to submit examples of her/his scholarly and creative work. (2/2010)
  3. Service: academic advising and serving as mentor, advising of student organizations, faculty committee work, departmental administrative work, other extracurricular service to the college (for example, recruitment), community service.

c. Letters and statements submitted by others to the Provost's Office (4/00):

  1. After consultation with the faculty member, the chairperson will solicit letters from at least six of the candidate's current or former Centenary students as well as statements of professional evaluation from colleagues and from persons outside the college with specific knowledge of the faculty member's contributions to her/his profession. The faculty member will be informed of the names of all persons whose confidential letters are solicited. Persons writing recommendation letters are to be informed of Centenary's policy regarding letters of evaluation. It is the policy of Centenary College that letters solicited to support evaluation decisions relating to faculty and staff be held in strict confidence. Access to such letters shall be limited to appropriate personnel of Centenary College officially charged with making the evaluation and to officers and trustees of the college. Upon completion of the evaluation process, confidential letters shall be retained in closed files in the Office of the President, accessible only to Centenary College personnel as authorized by the President. After a reasonable period of time, such letters shall be destroyed at the discretion of the President. They shall not be archived. Outside reviewers must be notified of Centenary’s family leave policy as they apply to the particular candidate they are evaluating. (12/2007) If the committee solicits additional letters, the candidate will be informed of the names of persons writing such letters. (3/02)
  2. Written statements from each tenured person in the candidate's department after he or she has made one or more classroom visits to observe the candidate's teaching. Unannounced visits are encouraged. (11/99)
  3. Faculty evaluation of teaching: The faculty member and the departmental chairperson should select at least three tenured faculty members - one from each division including at least one member of the Faculty Personnel Council (11/99) - who will make individual written reports to the Faculty Personnel Council after visiting one or more classes taught by the faculty member undergoing review. Unannounced visits are encouraged. (11/99)

d. The chairperson's written report: This evaluation is to be based on consultation with colleagues, including some in the candidate's department and division, interview of the faculty member undergoing review, and perusal of solicited letters detailed above in section c1. The chairperson should include her/his own recommendation regarding the award of tenure. The chairperson's written report should specifically summarize the candidate's strengths and weaknesses in the following categories:

  1. Teaching and advising effectiveness: Knowledge of subject, teaching style and skills, course preparation, academic responsiveness to students, methods of evaluating students, academic advising, promptness and fairness in grading.
  2. Scholarship and creative activity: Scholarly publications, presentation of papers, concerts, exhibits, etc; research activities leading to publication, submission and funding of grants, and other professional honors and awards.
  3. Service to college, profession, and community: Offices held in professional organizations, advising of student organizations, serving as mentor, faculty committee work, departmental administrative work, other extracurricular service to the college (for example, recruitment), community service.

e. The faculty member's statement explaining her/his philosophy of teaching, including class preparation, course design, evaluation of students, methods of instruction, and other topics of importance. Syllabi for all courses should be supplied. (2/2010)

f. The faculty member's statement outlining plans for her/his professional future. (2/2010)

g. Any additional material the candidate wishes to submit.

3. Additional Material: The Provost shall provide supplementary material from the candidate's personnel file.

4. Committee Action: After careful study and discussion of the faculty member's portfolio and other relevant information, consultation with the appropriate chairperson, and an interview of the faculty member, the Faculty Personnel Council will make a recommendation to the Provost regarding tenure.

5. Reporting Results: The Provost makes a recommendation to the President based on the Faculty Personnel Council's recommendation and his/her review of the tenure material. The President in turn makes a recommendation to the Board of Trustees. The Board of Trustees makes the final decision regarding tenure. In the case of non-tenure the Provost will send a letter to the faculty member explaining the reasons for failure to award tenure no later than thirty days after the Board of Trustees makes its recommendation (5/2012). At the candidate's request the Provost and chairperson of the Faculty Personnel Council will meet with the faculty member to discuss the reasons for failure to award tenure. If the candidate so desires, the department chairperson may be present at this meeting to discuss the decision with the candidate. (3/02)

In the case of the awarding of tenure the President will inform the faculty member of the results in writing and send copies to the chairperson of the department and the Faculty Personnel Council.

Revised 11/1999 and 4/2000.

D. Promotion Review Procedures

1. Schedule:

a. April 1 - Faculty Personnel Council will review the faculty roster and notify by April 1 those faculty members who are eligible for promotion consideration in the subsequent year. The chairpersons of their departments will also be notified.

b. September 1 - Faculty members so notified must respond affirmatively by September 1 if they wish to be reviewed. This response must be in writing to the Provost of the College and the chair of the Faculty Personnel Council (5/2012).

c. November 1 - The due date for receipt of the candidate's promotion review materials will be the first working day of November of the review year. (11/99)

Candidates should assemble their promotion review materials during the summer and fall semesters following their notification and acceptance of review.

d. All tenure candidates who are simultaneously considering promotion should follow the timeline set forth in Section 12.II.C (5/2012).

2. Procedures:

a. Notification: No written nominations will be needed by the Faculty Personnel Council. All faculty members will be notified automatically when they become eligible for consideration for promotion to a given rank.

(i) The Office of the Provost will maintain a faculty roster which contains the following data on each faculty member:

a. Number of years of full-time service at the rank of instructor or above. These will include years at regionally accredited colleges or universities other than Centenary. Full-time service is defined in Section 7, Paragraph 2.

b. Date of appointment to present rank.

c. Date of appointment to Centenary's faculty.

d. Tenure status

e. Status regarding a terminal degree in her/his field.

(ii) By April 1 of each year, the Faculty Personnel Council will review the faculty roster and notify those members who are eligible for promotion consideration the subsequent year. Chairpersons of their departments will also be notified. All faculty members who are eligible will continue to be notified each year, regardless of their response to such notification.

b. Response: Faculty members so notified should respond affirmatively by September 1 if they wish to be considered for promotion. This response should be in writing to the Provost of the College. Failure to respond by September 1 will be interpreted as a decision not to be considered for promotion review.

3. Special Considerations: The following rules will be followed in this promotion review process:

a. Members of the Faculty Personnel Council may not be considered for promotion. Committee members reaching eligibility for review during their service on the committee should either delay their review until their service on the committee has ended or resign in order to be considered. This decision must be reached in time for Faculty Personnel Council elections to be held to fill that member's slot.

b. Recommendations for early promotion consideration should come to the Faculty Personnel Council only in exceptional cases. Such nominations should be made only to reward extraordinary achievement by the faculty member. These nominations may be made by the Provost of the College or by a department chairperson through the Provost's Office. Such nominations should be bound by the same scheduling timetable as normal eligibility notification.

c. Persons being evaluated for both tenure and promotion should use the Tenure Review Procedures as a guide for composing their portfolios and submit all materials by the first Friday of the fall semester (5/2012).

4. Candidate's Portfolio: All of these materials, with the exception of certain items noted below, will be collected by the department chairperson, who will forward them to the Provost of the College for review by the Committee. In cases where the candidate for review is the chair of the department, the Provost, in consultation with the candidate, will select a tenured faculty member normally of the same department to perform the review functions of the chair. In the case of one-person department or departments without a tenured faculty member, the Provost, in consultation with the member of the department who is a candidate for promotion review, will select a tenured faculty member from a related discipline to perform the functions of the chair. In any case, the Provost will have the final decision on which tenured faculty member to select. (3/02)

a. A current curriculum vitae.

b. A summary vita from the faculty member, detailing professional and volunteer contributions to both Centenary College and to the larger academic and civic community, in the following categories:

  1. Teaching effectiveness: knowledge of subject, teaching style and skills, course preparations, academic responsiveness to students, methods of evaluating students, promptness and fairness in grading.
  2. Scholarship and professional involvement: scholarly publications; presentation of papers, concerts, exhibits, etc.; research activities leading to publication; offices in professional organizations; the successful writing of grants; and other professional honors and awards.
  3. Service: academic advising and serving as mentor, advising of student organizations, faculty committee work, departmental administrative work, other extracurricular service to the college (for, example, recruitment), community service.

c. Letters: Persons writing recommendation letters are to be informed of Centenary's policy regarding letters of evaluation. It is the policy of Centenary College that letters solicited to support evaluation decisions relating to faculty and staff be held in strict confidence. Access to such letters shall be limited to appropriate personnel of Centenary College officially charged with making the evaluation and to officers and trustees of the college. Upon completion of the evaluation process, confidential letters shall be retained in closed files in the Office of the President, accessible only to Centenary College personnel as authorized by the President. After a reasonable period of time, such letters shall be destroyed at the discretion of the President. They shall not be archived. (POLICY 2-93). Outside reviewers must be notified of Centenary’s family leave policy as they apply to the particular candidate they are evaluating. (12/2007)(3/02) These letters should come from:

  1. Colleagues: Three letters of evaluation from at least three tenured faculty members - one from each division (5/2012). At least one of these letters will come from a member of the Faculty Personnel Council who has visited the faculty member's classroom one or more times. Unannounced visits are encouraged. (11/99) These letters should be sent to the Faculty Personnel Council by way of the Provost's Office. (4/00)
  2. Students: After consultation with the faculty member, the chairperson will solicit letters from at least six of the candidate's current or former Centenary students (5/2012). The faculty member will be informed of the names of all former students whose confidential letters are solicited.
  3. Chairperson: A letter of evaluation from the faculty member's department chairperson or the individual performing the functions of chair for this review. The chair will visit the classroom of the faculty member one or more times prior to writing the evaluation. Unannounced visits are encouraged.
  4. External Evaluators: For promotion to associate or full professor, letters shall be solicited from persons outside the campus with specific knowledge of the faculty member's scholarly activity. The candidate should provide the chairperson with at least two names of persons competent to make such an evaluation. The chairperson will then solicit these letters. He/she may also solicit additional external letters of evaluation. The faculty member will be informed of the names of all persons whose confidential letters are solicited. If any unsolicited letters are received by the committee, the candidate will also be informed of the names of persons sending such letters.

d. Any other material the candidate wishes to submit.

5. Additional Materials:

a. The Provost will provide college-administered student evaluations for the candidate for the last three years.

b. The Provost shall provide supplementary material from the candidate's personnel file.

6. Committee Action: After careful study and discussion of the faculty member's materials, and an interview with the candidate and the appropriate chairperson, the Faculty Personnel Council will make a recommendation regarding promotion to the Provost of the College. The Committee will recommend to the Provost that all faculty members awarded promotion will receive a uniform merit pay raise. (05/2012)

7. Final Action: Provost makes a recommendation to the President based on the Faculty Personnel Council's recommendation and his/her review of the promotion material. The President in turn makes a recommendation to the Board of Trustees. The Board of Trustees makes the final decision regarding promotion. In the case of non-promotion the Provost will send a letter to the faculty member explaining the reasons for failure to promote. At the candidate's request the Provost and chairperson of the Faculty Personnel Council will meet with the faculty member to discuss the reasons for failure to promote no later than thirty days after the Board of Trustees makes its decision (5/2012). If the candidate so desires, the department chairperson may be present at this meeting to discuss the decision with the candidate.

In the case of promotion the President will inform the faculty member of the results in writing and send copies to the chairpersons of the department and the Faculty Personnel Council no later than thirty days after the Board of Trustees makes its final decision (5/2012).

E. Post Tenure Evaluation

1. Purpose:

The Faculty Personnel Council will conduct periodic evaluations of the professional activities of all tenured faculty who have not been evaluated in the last six years of full-time service. (12/2007) These evaluations are to ensure: 1) that such faculty are performing in accordance with the expectations for faculty as described in the preamble for Section 12 in the Faculty Handbook, “Guidelines for Appointment, Reappointment, Promotion, and Tenure”; and 2) that the faculty are receiving sufficient institutional support for meeting those expectations. These evaluations will proceed as follows:

2. Procedure:

Department chairs (or deans) will provide the Faculty Personnel Council with a brief evaluation of all faculty members in their department (or school) who are to be evaluated. In the case of one-person departments or departments without a tenured faculty member, the Provost, in consultation with the member of the department who is a candidate for evaluation, will select a tenured faculty member from a related discipline to perform the functions of the chair. In cases where the candidate is the chair of the department, the Provost, in consultation with the candidate, will select a tenured faculty member normally of the same department or a related discipline to perform the evaluation functions of the chair. The chairperson, in addition to one of the two members of the Faculty Personnel Council who represent the faculty member’s division, will visit the classroom of the faculty member under evaluation. The Committee encourages unannounced visits. In addition to visiting the classroom, the chairperson may review other relevant materials such as annual reports, teaching evaluations, publications, and the vita, as well as have a conversation with the faculty member about her/his own hopes and plans for further professional development. The chairperson will then submit to the Provost's Office a letter describing the faculty member's development, possibly including suggestions the Provost and/or Faculty Personnel Council might make to the faculty member for further development.

3. Schedule:

These evaluations will be conducted during the spring term of the sixth year of full-time service (12/2007) since the last evaluation. By April 1 of the previous year, the Provost will notify those faculty who meet the criteria specified above that they will be evaluated the following academic year. Department chairs (or deans) should submit their evaluation letters concerning the tenured faculty members by February 1.

4. Committee Action:

The Faculty Personnel Council will evaluate the candidate based on the annual reports of the previous six years, the vita, teaching evaluations, the chairperson’s letter, and the classroom visits by a selected member of the FPC. The Committee will determine if the candidate’s performance of the past six years is either “satisfactory” or “unsatisfactory”. The Committee will recommend to the Provost that all faculty members whose overall performance is evaluated as “satisfactory” will receive a merit pay raise. Based on the Committee's recommendations, the Provost will send a letter to the faculty member summarizing the Committee's evaluation of the faculty member and making suggestions for further development. The Provost will issue such letters no later than thirty days after the Faculty Personnel Council makes its recommendation (5/2012). If the Committee finds the faculty member’s performance “unsatisfactory,” the Provost will bring the Committee’s concerns to the attention of the faculty member in the letter. The faculty member will be expected to address any concerns or suggestions expressed in the Provost’s letter by the time of the next regularly scheduled review in six years. If the faculty member desires, s/he will have one opportunity to request an earlier review, no sooner than three years after the current year. The request must be made in a letter to the Provost, in which the faculty member describes the actions s/he will take or has taken to address the Committee’s concerns. (12/2006)

Approved by the Faculty, April 18, 1994. Revised 11/1999, 4/2000, 3/2002, 4/2003, 5/2003, 12/2006, 10/2007, 01/2008, 2/2008, 2/2010, 4/2012.

Section 13: Faculty Appeals Procedure

Regarding matters of salary, promotion, tenure, renewal or non-renewal of appointment, termination, and any other matters bearing on faculty performance and professional concerns, including alleged infringement upon academic freedom, faculty members shall have the right to a review of their grievance according to the procedure described below. This procedure is that of Centenary College and the Appeals Committee and shall in no respect be bound by formal or informal rulings or policies issued by any outside source. However, general adherence to AAUP guidelines and to accepted standards of due process is expected. (Recommended Institutional Regulations on Academic Freedom and Tenure, AAUP Policy Documents & Reports, 1995 edition, pp. 21-30). (2/2007) (5/2007)

The purpose of this procedure is to provide a means whereby an aggrieved faculty member may obtain a review before a well informed, disinterested body of peers elected by the faculty for that purpose. The Appeals Committee, in order to be well informed, will have access to all relevant information under control of the officers of the College. The function of the appeals procedure is to determine whether a grievance is well founded and to make recommendations regarding the resolution of disputes.

The tenured members of the faculty shall serve as standing members of the Appeals Committee. Whenever a grievance is filed, committee members will be asked to take on added responsibility. Annually, the tenured faculty of the College will elect by majority vote a faculty member to serve as chair of the Appeals Committee. The chair of the Appeals Committee may serve for up to a period of three successive years. Faculty Personnel Council members will not be eligible to serve as chair of the Appeals Committee until their term of service on Faculty Personnel Council has ended. (12/2003)

I. Any grievance shall be brought first to the Provost (as Chief Academic Officer of the College) or chair of the committee responsible for personnel matters, who will seek to resolve the dispute informally by consultation with the faculty member, the faculty member's department chair, and others whose knowledge or experience may be of help in achieving a mutually satisfactory settlement of the dispute. The Provost or the chair of the committee responsible for personnel matters will report the substance of this informal consultation to the faculty member in writing.

II. In the case of failure of other efforts to resolve the dispute, the faculty member may request the participation of the Appeals Committee by submitting a written statement of the grievance to the chair of the committee with a copy to the Provost. Upon receipt of the statement of grievance, the chair of the Appeals Committee will convene a meeting of the committee for the purpose of constituting a panel (the "panel") to consider the case. Before this meeting, the chair will consult with the parties to the dispute to determine whether they believe that any members of the committee ought to be excluded from the panel for reason of bias or a conflict of interest. Those faculty members considered to have a conflict of interest or bias in the case will be excluded from panel service. Parties to the dispute will also be excluded from panel service. In total, no more than one-third of the tenured members of the faculty may be excluded from panel service. If the grievance involves the committee chair, the chair will be excused from the committee and an ad hoc chair will be elected. If the need arises to elect an ad hoc chair, that chair will be elected by the tenured members of the faculty. Each academic division must be represented on the final panel. At the first meeting of the committee, (all tenured members of the faculty) six of its members will be selected, along with the committee chair, to consider the case. If requested by the chair of the Appeals Committee, the chair of the Faculty Coordinating Council may assist in the selection process. From the list of seven, the aggrieved faculty member shall strike two names to form the special grievance panel of five members. Unless excluded by conflict of interest, bias, or by the aggrieved party, the committee chair will serve as the panel chair. If the grievance includes a claim of sex discrimination, at least two members of the panel shall be of the same sex as the aggrieved faculty member. To fulfill this condition, the committee shall appoint a tenured member of the faculty as a replacement to the panel on an ad hoc basis.

III. The panel will conduct a preliminary investigation solely in order to determine whether the evidence warrants further review. At the request of the panel, the administration and/or faculty members will make available to it all relevant evidence in their possession pertaining to the grievance. The panel may consult with the aggrieved faculty member, the Provost, and such other persons as the panel believes can be of assistance to it. The panel will then meet in order to determine whether there is a prima facie case warranting a hearing or further review. A hearing entails a formal presentation of evidence pertinent to the aggrieved faculty member's case, whereas a review is a consideration of documentary evidence which may include but not require consultation with the aggrieved faculty member and other individuals having information pertaining to the case.

By majority vote, it may dismiss the case on the grounds that no reasonable evidence supports the claim of the aggrieved faculty member. The chair of the panel will notify the parties to the dispute, the Provost, and the chair of the Appeals Committee of its decision in writing. If the panel decides in favor of further investigation, the chair will notify the parties, in writing, of the time and place of further review or of a full hearing when violations concerning academic freedom or discrimination are involved.

IV. The appeals panel is charged with the responsibility of conducting a full, fair, and impartial consideration of the dispute. The purpose of the hearing or review is to make the panel thoroughly informed about the dispute. The conduct of the hearing or review will be consistent with the following provisions:

  1. The panel will hold in strict confidence all information provided by the parties to the dispute and all testimony made during the course of the appeals procedure. At the conclusion of the proceedings, the panel will, when possible, return all documentary evidence to its source.

  2. The faculty member will be afforded an opportunity to obtain necessary witnesses and documentary and other evidence. The administration will cooperate with the panel in securing witnesses and making available documentary and other evidence.1 In disputes involving an action or decision of the college, at least ten days prior to the hearing or review, the panel will allow the aggrieved faculty member, accompanied by an advisor of his or her choice, to examine the evidence. The chair of the appeals panel will arrange for the examination of this evidence. The aggrieved faculty member will have the right to revise his or her written statement of grievance.

  3. In the case of a full hearing, the panel, the Provost, and all parties directly involved in the dispute will have the right to call and present witnesses and to demand and supply documentary evidence. Neither the panel nor the parties to the dispute will be bound by legal rules of evidence but will have the right to present witnesses and confront and question all witnesses. Where the witnesses cannot or will not appear, but the panel determines that the interests of justice require admission of their statements, the panel will identify the witnesses, disclose their statements, and, if possible, provide for interrogatories.2 The panel will grant adjournments to enable either party to investigate evidence as to which a valid claim of surprise is made.3

  4. If a full hearing is necessary, it will be closed to the public. The Provost, together with the parties directly involved in the dispute, as determined by the panel and the aggrieved faculty member, is entitled to attend the hearing. During the proceedings the faculty member will be permitted to have an academic advisor and counsel of the faculty member’s choice. 4 The college also will be permitted to have legal counsel. If any party to the dispute desires legal counsel, the other party or parties must be given at least one week's notice of the intention to utilize legal counsel. At the request of any party to the dispute, a representative of the AAUP may attend the hearing as an observer.

  5. A verbatim record of the hearing or hearings will be taken and a typewritten copy will be made available to the faculty member without cost, at the faculty member’s request. 5

  6. The burden of proof that adequate cause exists rests with the institution and will be satisfied only by clear and convincing evidence in the record considered as a whole. 6 The findings of fact and the decision will be based solely on the hearing record. 7

  7. All actions of the panel will be taken by a majority vote of the five members constituting the panel in a particular case.

  8. Except for such simple announcements as may be required, covering the time of the hearing and similar matters, public statements and publicity about the case by either the faculty member or administrative officers will be avoided so far as possible until the proceedings have been completed, including consideration by the Executive Committee of the Board of Trustees. 8

V. After the conclusion of the hearing or review, the five members of the panel will meet in a closed session to review all information presented and make a determination of the case. In cases in which no three members can concur, the panel will simply state that it could make no determination. The panel will make a written statement of its determinations and its recommendations. Copies of this document will be transmitted to all parties directly involved in the dispute.

This document will include a determination of the merits of the aggrieved faculty member's claims and such recommendations as may lead to the resolution of the dispute subject to the following restrictions:

In cases of possible inadequate consideration resulting in the termination of a faculty member's appointment or the decision not to reappoint a faculty member, the panel will not conduct an evaluation of the faculty member. The panel will be limited to determining a) whether the administration complied with the applicable policies and procedures of the college in a non-arbitrary and a non-capricious manner, b) whether the evidence on which the decision rested (e.g., dossiers, reports, letters) was properly constituted, and c) whether there appears to be a violation of academic freedom or discrimination. In these hearings, a faculty determination that a program or department is to be discontinued will be considered presumptively valid, but the burden of proof on other issues will rest on the administration. 9 In such cases, the panel's recommendations will be limited to advising the President whether the decision to terminate or not reappoint should be reconsidered. The reconsideration will be made by the members of the body that made the original decision.

After the final report is delivered to the President, if the President rejects the report, the President will state the reasons for doing so, in writing, to the panel and to the faculty member, and provide an opportunity for response before transmitting the case to the Executive Committee of the Board of Trustees. If dismissal or severe sanction is recommended, the President will, on request of the faculty member, transmit to the Executive Committee of the Board of Trustees the record of the case. The Executive Committee of the Board of Trustees’ review will be based on the record of the panel’s hearing, and it will provide opportunity for argument, oral or written or both, by the principals at the hearings or by their representatives. The decision of the panel will either be sustained or the proceeding returned to the panel with specific objections. The panel will then reconsider, taking into account the stated objections and receiving new evidence if necessary. The Executive Committee of the Board of Trustees will make a final decision only after study of the panel’s reconsideration. 10

VI. The following timetables shall be observed in the appeals procedure:

  1. A request for informal consultation shall be made by the aggrieved faculty member within two weeks of the occasion of the dispute.

  2. In cases of failure of informal consultation and/or mediation, the aggrieved faculty member shall request a review by the Appeals Committee within two weeks of initiating the informal consultation.

  3. The panel shall complete its preliminary investigation and give notice of its determination to the parties involved within three weeks after the receipt of the request for a review (if the request for review occurred during a fall or spring semester) or within the first three weeks of the following semester (if the request for review occurred outside a fall or spring semester).

  4. If the panel proceeds to further review or a full hearing, the review or hearing shall be held within thirty days after notification of the decision to hold a review or hearing. However, service of notice of the hearing with specific charges in writing must be given at least twenty days prior to the hearing. 11

  5. The panel shall render its written determination within ten days of the conclusion of the formal hearing or review.

  6. The President shall respond to the final report of the panel within ten days of the receipt of the panel’s report.

  7. If either the panel or the faculty member elects to respond to the President’s report, such response shall be submitted to the President within ten days of the receipt of the President’s report. In cases in which dismissal or severe sanction is recommended, any request by the faculty member that the case be forwarded to the Executive Committee of the Board of Trustees also must be submitted within ten days of receipt of the President’s report.

  8. The President shall transmit the response (as indicated above in Section 13 VI f), the response of the panel and/or the faculty member, and the record to the Executive Committee of the Board of Trustees within seven days of the receipt of the panel’s response or the request by the faculty member.

  9. The Executive Committee of the Board of Trustees shall complete its review within twenty-one days of the receipt of the materials from the President.

  10. If the Executive Committee of the Board of Trustees returns the proceeding to the panel, the panel shall complete its reconsideration within seven days of receipt of the return of the proceeding by the Executive Committee of the Board of Trustees.

  11. The Executive Committee of the Board of Trustees shall make a final decision within seven days of receipt of the result of the reconsideration by the panel.

  12. The chair of the Appeals Committee, with the agreement of the parties directly involved, may suspend the time limitations listed above in item d.

Notes

1 AAUP "Recommended Institutional Regulations on Academic Freedom and Tenure", 5.c.(10)

2 Ibid, 5.c.(11)

3 Ibid, 5.c.(9)

4 Ibid, 5.c.(5)

5 Ibid, 5.c.(7)

6 Ibid, 5.c.(8)

7 Ibid, 5.c.(14)

8 Ibid, 5.c.(15)

9 Ibid, 4.d.(3)

10 Ibid, 5.c.(16) and 6

11 Ibid, 5.c.(3)

Appeals section updated May 2004, March 2010, May 2010.

Section 14: Professional Development

A. Leaves of Absence

Under special circumstances, faculty members may be granted a leave of absence without pay. Such leaves should be requested in writing by March 1. Requests for a leave without pay are submitted in writing to the Provost through the department chair. A final decision on such leaves is made by the President upon recommendation from the Provost and the Personnel Committee in consultation with the department chair. If a leave without pay is granted, the department should normally be permitted to hire an unranked or extraordinary faculty member.

Such leaves must be mutually agreed to and shall ordinarily not be granted for longer than one year, although the College may grant an extended full-time or part-time leave without pay. Any leave beyond two years constitutes forfeiture of tenure and relieves the College of any obligation to hold the position for the individual on leave.

Time on such leave will not count toward tenure or promotion in rank and is not credited toward time in service for sabbatical leave unless the individual and the College so agree in writing prior to the beginning of the leave. However, faculty members will not forfeit their rank as a result of being on a leave without pay.

While an individual is on leave without pay, the College does not provide fringe benefits. Faculty members may continue their fringe benefits, however, by paying them personally through the College. Arrangements regarding salary increments should be negotiated in advance of the agreement for such a leave.

B. Summer Grants

Funds are available for grants to the faculty to assist them with expenses of research during the summer months. The grants are made by the President on recommendation from the Provost and the Faculty Personnel's Development Council. Under exceptional circumstances, small grants may be made for advanced degree work. In general, however, they are intended specifically for postdoctoral projects focused on scholarly research. Publication of results is not necessarily required, but a report on the use of the funds granted must be submitted to the Provost by October 1 following the grant. Application for these grants should be made to the Provost no later than February 15. The Charlton H. Lyons Summer Research Award of $2,500 for a summer and ensuing academic year is also available. (Revised November, 2001.)

C. Faculty Travel

The College encourages attendance and presentation of research at professional meetings as a vital means of keeping abreast of developments in the academic disciplines and provides funds, within the limits of its resources, to assist members of the faculty to meet reasonable expenses of travel to meetings. Such funds are administered through the academic divisions. Faculty members should make application to the divisional chair who recommends disbursements in accordance with college and division policies. Some additional funds for specific purposes (e.g. conferences at which a faculty member presents a paper or serves as an officer of a professional association) are available on application to the Provost.

D. Research and Exchange Opportunities

The College is a member of the Associated Colleges of the South (ACS), together with the University of the South and the University of Richmond; Birmingham-Southern, Centre, Hendrix, Millsaps, Morehouse, Rhodes, Rollins, Spelman Colleges; Furman, Southwestern, Trinity, and Washington and Lee Universities. Through this consortium, the College participates in a number of cooperative enterprises, including the Oak Ridge Semester, British Studies at Oxford, and cooperative workshops for faculty and overseas opportunities for students and faculty. Through these and other arrangements, faculty members may engage in research and teaching projects with members of these other faculties. Centenary faculty have the opportunity to participate in the exchange program with the University of Aarhus, Denmark and the Aarhus School of Business. Centenary College is also a member of the Consortium of Louisiana Universities and Colleges of CODOFIL (Council for the Development of French in Louisiana.) That consortium sponsors academic-year and summer-study programs at Paul Valery University in Montpellier, France. The College has developed a new agreement with the University of Lille in France, and additional ones are under consideration in other parts of the world.

E. Sabbatical Leaves

Purpose: to release full-time faculty with at least six years of service to Centenary College for pursuit of a specific project whose goals are: production of an original contribution to scholarship via publication and/or original work(s) of art; enhancement of academic reputation of the College; enhancement of professional expertise through a program of scholarly reading or study; enlargement of and/or addition to intellectual and cultural development and/or instructional skills of faculty members.

Standards for Project: Standards of merit are the same as the above goals. A project need not satisfy all four goals, but the more goals that a particular project satisfies the greater its individual merits. In cases of relatively equal merit between projects, length of service to the College will be a criterion, with preference given to those who have not previously received a sabbatical leave. Work toward an advanced degree will not constitute an acceptable project.

Obligations: Recipient must return to Centenary College for at least one year after sabbatical leave. Recipient must turn in a written report to the Provost summarizing accomplishments during the sabbatical period. The recipient will also make a public presentation to the college community on some central aspect of the accomplishments achieved during the sabbatical.

Application: Specific project proposals must be submitted in writing to the chair of the Faculty Personnel's Development Council with supportive material, including the recommendation of the department chair, by November 1 previous to the academic year in which the sabbatical would commence. The department chair's recommendation shall include a statement outlining what the beneficial effects of the sabbatical would be on the operations of the department. Additionally, the department chair shall submit to the Provost a statement on how the department proposes to staff the absent faculty member's courses. (02/01)

The Faculty Personnel's Development Council may recommend no more than 5% of the full-time faculty in any given academic year. Only one member of a department may be on sabbatical in a given period. If more than 5% of the full-time faculty of the College apply in any one year, unsuccessful applicants are encouraged to reapply for the next year's selection process.

The President of the College may veto the committee's recommendations but only for compelling financial and/or administrative reasons.

Salary and Benefits: Sabbatical leaves are for two semesters at half salary or one semester at full salary, but remuneration may not exceed the total amount in the annual budget for the sabbatical program. If a sabbatical is to be combined with a remunerative project, approval must be obtained in advance from the President.

The time spent on sabbatical leave is counted as time in service to the College on behalf of tenure, seniority, promotion, and salary increases.

Retirement premiums to be continued on the basis of full annual salary in effect at the beginning of leave (10% College contributions, 5% by faculty member). (4/03)

Social Security to be deducted from the sabbatical salary with the College paying the appropriate amount.

Group Hospitalization and Disability Insurance to be continued with the College and faculty member both maintaining contributions to full coverage in effect at the start of the leave.

Centenary College provides a self-funded Short Term Disability for full-time faculty and full-time employees. In the event a faculty member or employee becomes eligible for payment of Short Term Disability, the College will continue to pay the College's portion of health insurance and retirement until the termination of the Short Term Disability or the termination of the appointment. After termination of short-term disability, the disabled faculty member is eligible to participate in their Long-Term Disability plan. (4/02) Approved by the faculty, December 1992; (Revised, April 1999, April 2000, and February 2001)
Last updated 16 May 2003

Section 15: Faculty Benefits

A. Group Insurance

Centenary faculty and their dependents are covered under a self-insured group comprehensive medical plan. This plan is currently administered by Fox Everett. Group health insurance coverage is offered to the extent of an employee's full-time employment contract. As long as a person has signed a contract for the following year, he or she is covered through the summer; 9-month contracts are considered full-time contracts. Those on unpaid leave-of-absence may continue their health insurance by paying the entire amount of the insurance premium. For faculty on paid sabbatical leave, insurance continues in the same manner as if they had continued to teach. Emeritus faculty members are no longer eligible for Centenary group insurance. Retirees, however, may carry a Medicare Supplement through the Centenary group insurance, but they pay the full premiums. Faculty members must either participate in the plan or sign a waiver indicating they do not wish to do so. Centenary College will extend medical/dental coverage for 12 months beyond employment termination, with the employee paying full premiums for the coverage carried at the time of termination. The Economic Policy Committee periodically reviews this coverage and makes recommendations for change when appropriate.

Centenary College provides a self-funded Short Term Disability for full-time faculty and full-time employees. In the event a faculty member or employee becomes eligible for payment of Short Term Disability, the College will continue to pay the College's portion of health insurance and retirement until the termination of the Short Term Disability or the termination of the appointment. After termination of short-term disability, the disabled faculty member is eligible to participate in their Long-Term Disability plan. (4/02)

B. Retirement Program

A retirement plan for faculty members is provided by the College through the organization known as Teachers Insurance and Annuity Association (TIAA). TIAA is a legal reserve life insurance company organized by the Carnegie Foundation to issue annuities and life insurance especially designed for employees of colleges and universities. Faculty hired after January 1, 1996 are required to join the retirement plan after one year of service with the College. Faculty hired before that date and still not participating in the plan are "grand-fathered" in under the rules of the previous plan, which required faculty to join when reaching tenure. The one-year waiting period is waived for faculty with "active retirement plans" from other schools. To participate, employees contribute 5% of their gross earnings through a tax-sheltered payroll deduction plan. The College pays 5% (05/09) so that a total of 10% of gross earnings is paid for the purchase of an annuity contract for the employee. (04/03)

According to the desires of the individual faculty member, any percent of the total payment may be placed in CREF (College Retirement Equities Fund), where they are invested in common stock, rather than in TIAA, where they are invested mainly in bonds and mortgages. The portion placed in CREF will provide a variable annuity based on the performance of common stock. The annuity contract is the sole property of the employee, including the portion purchased by the contribution of the College, but can be drawn only at retirement or in case of death, except under special circumstances.

Benefits of the plan are dependent upon age and amounts contributed and will therefore vary in each individual case. Information concerning the computation of benefits and other details can be found in TIAA publications available at the payroll office of the College.

TIAA and CREF Supplemental Retirement Annuities are available for use by faculty members who want to set aside tax-deferred funds over and above those being accumulated in the basic retirement plan.

Effective December 1, 1997, any Post Retirement teaching faculty will not be eligible to participate in the retirement plan. Post Retirement teaching faculty is defined as any retired Centenary faculty member who elects to continue teaching at Centenary College.

Retired faculty and their dependents are entitled to identification cards that extend to them the same privileges of admission to college functions such as plays, concerts, lectures and athletics events that are enjoyed by the active faculty. This benefit applies also to surviving spouses and dependents of deceased faculty members.

C. Tuition Scholarships

Centenary College follows the following policy regarding full-time faculty/staff tuition remission. Employees hired before June 1, 1987, are covered by the policy in force at the time they were hired. Full-time faculty and staff members employed after June 1, 1987, are entitled to tuition remission the first semester after serving 12 months of continuous employment at the College. Effective January 1, 1997, dependents are entitled to a reduction of 25% of tuition costs the first year; after 12 months of employment a reduction of 50% will be given. After 24 months of employment, a reduction of 75% will be given, and after 36 months of employment, dependents may have full tuition benefits. These remission benefits take effect beginning with the first full semester after the condition for remission is satisfied. No fees are included in the remission. The percentages apply to the number of hours the dependent is taking: for example, twenty-five per cent of the cost of one course or 25% of the cost of a full load will be remitted. These benefits apply to dependents of retired or disabled employees and to dependents of full-time employees who die while employed. No tuition remission will be available for graduate training.

Those eligible for scholarship and federal aid benefits are encouraged to apply for these sources of aid that may be available to them in an effort to reduce the financial burden to the College. College tuition remission will be reduced by the amount the dependent receives from other sources designated as tuition scholarship aid.

D. Social Security

In addition to TIAA, all employees of the College are covered under the Federal Insurance Contributions Act (Social Security). Payment is made by the employee through deductions from each paycheck. In addition, the College, as employer, pays an equal amount for credit to the employee's social security account.

E. Direct Deposit

Centenary College has implemented Direct Deposit of payroll checks effective June 1, 1994. All employees hired after May 31, 1994, will be required to participate.

F. Parking

A system of parking regulations applies to all vehicles used on campus. Vehicle registration is available from the Department of Public Safety via web registration. (7/01)

G. Housing

College-owned housing may be available to faculty members through Facilities Services.. For all new rentals, the College may set a time limit on occupancy.

H. Credit Union

A Federal Credit Union is open to faculty members and their immediate families. A variety of savings and loan services are offered at rates which are usually more attractive than those available commercially.

I. Discounts

There is a 10% faculty discount available on most items from the college bookstore.

J. Computer Purchasing Assistance

A limited number of loans are available for faculty to purchase computers to use away from their offices. Contact the Finance & Administration Office for information concerning how to apply for a loan.

Last updated July 28, 2008.

Section 16: The Faculty and the Honor System

In a college like Centenary, where a commitment to moral values joins with a dedication to scholarly integrity, the honor system provides not only freedom from proctoring but also a positive opportunity for personal growth. The faculty members should at all times stress, for themselves and their students, that the honor system is a principal element of the fundamental purposes of the College.

Each faculty member is expected to become familiar with the details of the Honor Code of Centenary College (see the Student Handbook). The Honor Court, or the faculty adviser to the Honor Court, will provide new faculty members with details as to the specific operations of the Code.

Faculty members are expected to inform their classes at the beginning of every semester of the implications of the Code for each particular class. Principles of documentation and plagiarism and regulations relating to who may proofread papers and how texts may be used in open-book tests may vary from course to course. Faculty members should specify what these variables are.

If faculty members detect what is believed to be a violation of the Honor Code, they are expected to inform a member of the Court or its faculty adviser of the possible infraction. All evidence of significance should be retained for the case and turned over to the Court upon request. In cases reported by students, the Court may require faculty members to provide certain materials to be used in evidence. The faculty members will then abide by the decision of the Court. Last updated July, 1999.

Section 17: Constitution and Bylaws of the College

(Spring 1969)

Nothing in the Faculty Handbook shall be taken to supersede or circumvent the Charter or the Bylaws of the College.

Constitution

I. Composition of the Faculty

The faculty consists of those persons serving full time as professors, associate professors, assistant professors, instructors, and lecturers (including those in such ranks, but not engaged in teaching); the President of the College; and Provost and Dean of the College. All members of the faculty are entitled to vote in meetings of the faculty.

II. Officers of the Faculty

Officers of the faculty are the chair and the secretary.

The chair is the President of the College or, at his or her designation, the Provost or another member of the faculty. The chair will prepare the agenda for meetings of the faculty and will preside.

The secretary to the faculty shall be elected annually by the faculty at the first meeting of the college year. The secretary will maintain a permanent record of the deliberations of the faculty in its regular and called meetings and will prepare and distribute minutes of each meeting of the faculty to all those eligible to attend faculty meetings. The secretary will inform the Student Senate, the student newspaper, and other appropriate student bodies of faculty actions of legitimate concern to them.

III. Areas of Responsibility of the Faculty

The faculty, with the President and the Board of Trustees, has the power and responsibility to govern and conduct the affairs of the College, to supervise the academic program of the College, and to approve candidates for degrees in accordance with the charter and bylaws of the College.

In accordance with the charter and the bylaws of the Board of Trustees, the faculty, meeting in official session, is the academic legislature of the College and has the authority to recommend to the President and, if necessary, directly to the Board through its representatives on the Board, the educational program of the College in such areas as the following: admissions, curricula, student life, approval of honorary degrees, and recommendations of persons for academic degrees in course. The faculty may be charged with additional responsibilities as directed by the Board of Trustees.

IV. Faculty Meetings and Committees

The faculty exercises its legislative functions when it meets in official session.

Properly constituted committees of the faculty may exercise functions of the faculty when policy changes are not involved.

The faculty shall meet in official session, at a regular time and place chosen by the faculty annually at its first meeting of the college year.

The President and the Provost may call meetings of the faculty in addition to the regular meetings and must do so upon signed petition of twenty-five percent of the voting membership of the faculty.

The faculty shall make decisions by majority vote of those present and voting.

For called meetings, a quorum of fifty percent of the total voting faculty will be necessary for faculty action.

Robert's Rules of Order is the parliamentary authority, except as hereinafter provided.

V. Academic Departments

Members of the teaching faculty shall be assigned to academic departments within the College. The functions of faculty members shall be determined in a manner specified by the bylaws.

Chairs of departments are appointed by the administration of the College and the Board of Trustees. Under the President and Provost, they have designated administrative functions. The position of departmental chair is not a tenured one.

Upon appointment, the chair of a department assumes responsibilities of departmental governance consistent with the principle that he or she serves as a chair of a staff of scholars involved in a common discipline. Functions of the chair shall be determined in a manner specified by the Bylaws.

VI. Academic Divisions

The three academic divisions are the humanities, the natural sciences, and the social sciences. The member departments of the divisions shall be specified in the Bylaws. The separate divisions are not charged with administrative authority over the academic departments.

Division chairs are elected by members of the three divisions for terms of office decided upon by the divisions.

The functions of divisions and division chairs shall be determined in a manner specified in the Bylaws.

VII. Amendments and Bylaws

This constitution may be amended by a two-thirds vote of the total membership of the voting faculty in regular or called meetings, provided that the proposed amendment has been circulated at least two weeks before action and provided that the President of the College and the Board of Trustees concur.

Bylaws may be appended to this constitution, provided that the proposed bylaws have been circulated at least two weeks before action, provided that they are passed by a simple majority of the total membership of the voting faculty, and provided that the President and the Board of Trustees concur.

VIII. Ratification

This constitution becomes effective when approved by two-thirds of the faculty, by the President of the College, and by the Board of Trustees of the College.

Bylaws

I. The Faculty Handbook

The faculty of Centenary College shall establish principles of academic procedure, contracts, tenure, and related matters, such as departmental governance, and these principles shall be set forth in a faculty handbook. Once accepted by the Board of Trustees, these principles shall be binding on all parties. Changes in the faculty handbook must be approved by a simple majority of the total membership of the voting faculty and concurred in by the President and the Board of Trustees.

II. Committee Structure

The faculty of Centenary College shall establish a committee structure for the execution of delegated business and the making of proposals, and this committee structure, together with guidelines on procedure and composition, shall be set forth in the faculty handbook.

III. Faculty Meetings

Normally, new business will not be transacted at a faculty meeting without its first having been referred to an appropriate committee.

The order of business for faculty meetings will normally include a roll call of committees for reports.

The chair and the secretary of the faculty shall determine whether a person other than those provided for in Article I of the Constitution is eligible to attend a meeting and have the privilege to discuss.

The following non-faculty members of the college staff, though not necessarily holding academic rank, have voting privileges in meetings of the faculty (except in election of members of the Faculty Personnel Council): the Vice-President for Development; the Vice-President for Finance and Administration; the Registrar; the Dean of Student Life; and the Dean of Enrollment Management.

Any retired Centenary faculty member with emeritus status may vote in faculty meetings during any regular semester in which he or she is teaching three or more semester hours.

Administrative officers not provided for in Section III above and part-time teaching personnel may attend meetings of the faculty with the privilege to discuss but without the power to vote.

IV. Academic Divisions

The humanities, natural sciences, and social sciences divisions include the following departments: humanities — art and visual culture, religious studies, English, ancient and modern languages, philosophy, theatre/dance, and the School of Music; natural sciences — biology, chemistry, geology, mathematics and computer sciences, and physics; social sciences — the School of Business, education, health and exercise science, psychology, history and political science, and sociology.

Functions and duties of divisions and divisional chairs shall be specified in the faculty handbook.Last updated March 2012.

 

Appendices

Appendix A: Statement on Government of Colleges & Universities

"Joint Statement on Government of Colleges and Universities (1966)," excerpted from Policy Documents and Reports. The American Association of University Professors, Washington, D.C., 1990, pp. 119ff.

II. The Academic Institution: Joint Effort

...Joint effort in an academic institution will take a variety of forms appropriate to the kinds of situations encountered... Although the variety of such approaches may be wide, at least two general conclusions regarding joint effort seem clearly warranted: (1) important areas of action involve at one time or another the initiating capacity and decision-making participation of all the institutional components, and (2) differences in the weight of each voice, from one point to the next, should be determined by reference to the responsibility of each component for the particular matter at hand, as developed hereinafter....

When an educational goal has been established, it becomes the responsibility primarily of the faculty to determine appropriate curriculum and procedures of student instruction.

Special considerations may require particular accommodations: (1) a publicly supported institution may be regulated by statutory provisions, and (2) a church-controlled institution may be limited by its charter or bylaws. When such external requirements influence course content and manner of instruction or research, they impair the educational effectiveness of the institution.

Such matters as major changes in the size or composition of the student body and the relative emphasis to be given to the various elements of the educational and research program should involve participation of governing board, administration, and faculty prior to final decision.

The framing and execution of long-range plans, one of the most important aspects of institutional responsibility, should be a central and continuing concern in the academic community....

A second area calling for joint effort in internal operations is that of decisions regarding existing or prospective physical resources. The board, president, and faculty should all seek agreement on basic decisions regarding buildings and other facilities to be used in the educational work of the institution.

A third area is budgeting. The allocation of resources among competing demands is central in the formal responsibility of the governing board, in the administrative authority of the president, and in the educational function of the faculty. Each component should therefore have a voice in the determination of short-and long-range priorities, and each should receive appropriate analyses of past budgetary experience, reports on current budgets and expenditures, and short-and long-range budgetary projections. The function of each component in budgetary matters should be understood by all; the allocation of authority will determine the flow of information and the scope of participation in decisions.

Joint effort of a most critical kind must be taken when an institution chooses a new president. The selection of a chief administrative officer should follow upon cooperative search by the governing board and the faculty, taking into consideration the opinions of others who are appropriately interested. The president should be equally qualified to serve both as the executive officer of the governing board and as the chief academic officer of the institution and the faculty. The president's dual role requires an ability to interpret to board and faculty the educational views and concepts of institutional government of the other. The president should have the confidence of the board and the faculty.

The selection of academic deans and other chief academic officers should be the responsibility of the president with the advice of and in consultation with the appropriate faculty.

...it should here be noted that the building of a strong faculty requires careful joint effort in such actions as staff selection and promotion and the granting of tenure. Joint action should also govern dismissals; the applicable principles and procedures in these matters are well established.

Anyone — a member of the governing board, the president or other member of the administration, a member of the faculty, or a member of the student body or the alumni — affects the institution when speaking of it in public. An individual who speaks unofficially should so indicate. An individual who speaks officially for the institution, the board, the administration, the faculty, or the student body should be guided by established policy.

It should be noted that only the board speaks legally for the whole institution, although it may delegate responsibility to an agent.

The right of a board member, an administrative officer, a faculty member, or a student to speak on general educational questions or about the administration and operations of his or her own institution is a part of his or her right as a citizen and should not be abridged by the institution....*

III. The Academic Institution: The Governing Board

...The governing board of an institution of higher education in the United States operates, with few exceptions, as the final institutional authority....

As a whole and individually when the governing board confronts the problem of succession, serious attention should be given to obtaining properly qualified persons....

The board should undertake appropriate self-limitation.

One of the governing board's important tasks is to insure the publication of codified statements that define the over-all policies and procedures of the institution under its jurisdiction.

The board plays a central role in relating the likely needs of the future to predictable resources; it has the responsibility for husbanding the endowment; it is responsible for obtaining needed capital and operating funds; and in the broadest sense of the term, it should pay attention to personnel policy. In order to fulfill these duties, the board should be aided by, and may insist upon, the development of long-range planning by the administration and faculty.

  • With respect to faculty members, the 1940 Statement of Principles of Academic Freedom and Tenure reads: "The college or university teacher is a citizen, a member of a learned profession, and an officer of an educational institution. When he speaks or writes as a citizen, he should be free from institutional censorship or discipline, but his special position in the community imposes special obligations. As a man of learning and an educational officer, he should remember that the public may judge his profession and his institution by his utterances; hence, he should at all times be accurate, should exercise appropriate restraint, should show respect for the opinion of others, and should make every effort to indicate that they are not speaking for the institution."

IV. The Academic Institution: The President

The President, as the chief executive officer of an institution of higher education, is measured largely by his or her capacity for institutional leadership. The president shares responsibility for the definition and attainment of goals, for administrative action, and for operating the communication system which links the components of the academic community....

As the chief planning officer of an institution, the president has a special obligation to innovate and initiate. The degree to which a president can envision new horizons for the institution, and can persuade others to see them and to work toward them, will often constitute the chief measure of the president's administration.

The president must at times, with or without support, infuse new life into a department; relatedly, the president may at times be required, working within the concept of tenure, to solve problems of obsolescence. The president will necessarily utilize the judgements of the faculty but may also, in the interest of academic standards, seek outside evaluations by scholars of acknowledged competence.

It is the duty of the president to see that the standards and procedures in operational use within the college or university conform to the policy established by the governing board and to the standards of sound academic practice. It is also incumbent on the president to insure that faculty views, including dissenting views, are presented to the board in those areas and on those issues where responsibilities are shared. Similarly the faculty should be informed of the views of the board and the administration on like issues....

V. The Academic Institution: The Faculty

The faculty has primary responsibility for such fundamental areas as curriculum, subject matter and methods of instruction, research, faculty status, and those aspects of student life which relate to the educational process. On these matters the power of review or final decision lodged in the governing board or delegated by it to the president should be exercised adversely only in exceptional circumstances, and for reasons communicated to the faculty. It is desirable that the faculty should, following such communication, have opportunity for further consideration and further transmittal of its views to the president or board. Budgets, personnel limitations, the time element, and the policies of other groups, bodies, and agencies having jurisdiction over the institution may set limits to realization of faculty advice.

The faculty sets the requirements for the degrees offered in courses, determines when the requirements have been met, and authorizes the president and board to grant the degrees thus achieved.

Faculty status and related matters are primarily a faculty responsibility; this area includes appointments, reappointments, decisions not to reappoint, promotions, the granting of tenure, and dismissal. The primary responsibility of the faculty for such matters is based upon the fact that its judgment is central to general educational policy. Furthermore, scholars in a particular field or activity have the chief competence for judging the work of their colleagues; in such competence it is implicit that responsibility exists for both adverse and favorable judgments. Likewise, there is the more general competence of experienced faculty personnel committees having a broader charge. Determinations in these matters should first be by faculty action through established procedures, reviewed by the chief academic officers with the concurrence of the board. The governing board and president should, on questions of faculty status, as in other matters where the faculty has primary responsibility, concur with the faculty judgment except in rare instances and for compelling reasons which should be stated in detail.

The faculty should actively participate in the determination of policies and procedures governing salary increases.

The chair or head of a department should be selected either by departmental election or by appointment following consultation with members of the department and of related departments; appointments should normally be in conformity with department members' judgment. The chair or department head should not have tenure in office; tenure as a faculty member is a matter of separate right. He or she should serve for a stated term but without prejudice to reelection or to reappointment by procedures which involve appropriate faculty consultation. Board, administration, and faculty should all bear in mind that the department chair has a special obligation to build a department strong in scholarship and teaching capacity.

On Student Status

...The respect of students for their college or university can be enhanced if they are given at least these opportunities: (1) to be listened to in the classroom without fear of institutional reprisal for the substance of their views, (2) freedom to discuss questions of institutional policy and operation, (3) the right to academic due process when charged with serious violations of institutional regulations, and (4) the same right to hear speakers of their own choice as is enjoyed by other components of the institution. Last updated May, 2003.

 

Appendix B: Salary Scale

(2012-2013)

Range Median Mean Increase Over
Previous Year
Professor $57,288 - $94,555 $73,120 $74,510 4.9%
Associate Professor $49,988 - $81,569 $56,904 $59,214 3.0%
Assistant Professor $47,299 - $61,864 $52,000 $51,964 3.2%

Last updated 16 July 2012.

 

Appendix C: The Faculty and the Library

Borrowing

Faculty members should use their Centenary ID for checking out library materials. Faculty members may borrow circulating books for up to the duration of the academic year. However, borrowed materials should be returned as quickly as possible. The library may also on occasion call in materials that either have been requested by other borrowers or are needed for reserve. At the end of each semester all faculty members are sent a list of books charged to them with a request to return those no longer in use and to renew those still needed.

Faculty members are expected to observe assigned time limits set for the circulation of strict reserve books.

Under normal circumstances reference books, periodicals, Cline Room materials, rare books, and computer media do not circulate. However, arrangements can be made for limited classroom use of these materials.

Use of the Library by Dependents

Spouses, children, and other immediate family members of faculty and staff may borrow material subject to the same rules that apply to Centenary students. The library requests that each faculty or staff member accompany a dependent to the library for an introduction to the staff prior to their first checkout of any library materials. Dependents will checkout all library materials under the Centenary ID account of their Faculty/Staff family member. For library security, a phone call may be made at any time to the faculty/staff member by the Circulation Desk to verify any use of a library account.

Reference Services

The access services staff provides many types of reference services. These include answering general and reference research questions, selecting books and periodicals, providing database instruction and mediating Internet searches. Providing subject research guides is a part of the Bibliographic Instruction classes that may be scheduled by appointment.

Interlibrary Loan Services

ILL/Document Delivery service is available through the Circulation Desk and the ILL Web page. All charges —photocopying, search and other fees — are paid by the individual borrower, or their department. The majority of interlibrary loans are free; however, a patron will be notified of any charges, before an ILL is completely ordered.

Copy Services

The library has one photocopying machine available on the main first floor for emergency faculty use at 10 cents per copy. Faculty departments may make departmental copies by contacting the Faculty Secretary.

Strict Reserve Items

Faculty are welcome to place any class materials on Strict Reserve at the Circulation Department. Faculty may bring personal items, copies of articles or use library materials. Each Faculty member should fill out a Strict Reserve form listing the type of reserve desired and length of time for the material to remain on reserve. Library books should be pulled from the shelves by the professor and brought to the Circulation Desk to be placed on Reserve by the Circulation staff. Due to lack of space, items cannot remain on reserve indefinitely. Please visit the library and re-reserve items prior to each semester.

Library Orientation & Bibliographic Instruction

Class library sessions are conducted by the Reference Librarian. Faculty should call the Reference Desk at #5058 or email refdesk@centenary.edu to schedule Bibliographic Instruction classes as soon as possible when the semester begins. The Reference Librarian provides specific research guides as a part of each Library Orientation & Bibliographic Instruction class.

Other Library Facilities and Resources

The Pierce Cline Room, located in the Magale Library basement, is the primary office of the Centenary College Archives. The Archives house the official records of the College and the library's rare book collection. Holdings include volumes by Centenary faculty and alumni, and rare books in several subject areas, many of which are from the original Centenary library in Jackson, Louisiana. The Archives also contain literary collections of authors Jack London and Centenary alumnus John William Corrington, and are the official repository for several organizations, including the Louisiana Conference of the United Methodist Church and the North Louisiana Historical Association. Faculty, staff, and students are encouraged to use the facilities. Use should be scheduled with the archivist, as the Archives maintains a closed-stacks policy.

The Hurley Schoool of Music Library offers a large collection of scores, compact discs, phonograph records, videocassettes, and music reference books. It also has special collections, both print and recordings, in opera and musical theater. The library is open to the Centenary community as well as the greater Ark-La-Tex community. Scores may be checked out, although recordings and reference materials generally do not circulate. The Music Library contains a computer lab, listening carrels, a conference room, and a spacious reading and study area.

The Library's Six Computer Labs are all located on the main and basement floors of the library and contain 110 PCs with other multimedia equipment. The labs belong to and are maintained by the Information Technology Department. Only Centenary faculty, staff, and students with current IDs are allowed to use any of the equipment in these labs. Class lab reservations may be scheduled by completing the Online Lab Reservation Form located on the Magale Library web page.

The Theatre Screening Room on second floor contains a PC and multimedia equipment, and seats approximately 30-35.

The process through which new email accounts and passwords are allocated can be instigated via Human Resources, typically as part of the employment process. Problems with existing email accounts are resolved through the Information Technology Department.

Faculty Book and Periodical Ordering

The Director of the Library Services and the Learning Resources Committee divide the budgeted funds for general and departmental allocations. These allocations are to be used for the purchase of books, multimedia materials, microforms, etc. A separate budget line for journals is allocated by department and is used for the purchase of the most important and widely used journals in the various fields. Departments will be notified through their department chair when any journal cancellations are being considered. Evaluations of current, hard copy journal titles will be sent to all department chairs approximately every 3-5 years for cancellations or additions. The final decision to order or cancel a periodical is based on the following factors: the availability of funds, the need, appropriateness, and use of the item, shelf space, cost of binding, and access through one of the periodical indexing and abstracting services, or through one of the full-text electronic databases to which the library subscribes.

The faculty of each department is expected to select and request for purchase those items needed to support its departmental curriculum and research requirements. The selection policy to be followed has been distributed to all departments and schools. Additional copies are available from the library director.

Book orders may be submitted in any of several ways. Orders may be sent in the form of book lists, order forms, email lists, publishers' circulars, ChoiceReview cards or the ChoiceReview online service list, and the like. All orders must be approved by the department chair, or a designated representative. All funds must be encumbered by February 15. This allows time to order, receive, and pay for materials by the end of the fiscal year. Orders received after the February 15 cut off date may not be processed until after the start of the new fiscal year on July 1.

Last updated January 28, 2009.

 

Appendix D: Faculty Club Consitution

The Centenary College Faculty Club serves the following purposes:

To extend, in the name of the Club, expressions of sympathy, gifts, or remembrances: flowers on the occasion of the death of College employees, their parents, spouses, or children; cards in cases of illness or other bereavements involving College employees; gifts upon the marriage of College employees or their children; and cards for the recognition of achievements and honors conferred upon College employees.

To maintain a room for the informal daily life of Club members.

To provide group social activities for faculty members and staff.

Membership

Faculty members with a full teaching load and full-time college personnel with academic rank are required to maintain membership by paying dues.

All part-time and evening division faculty may become members.

The administrative officers of the College holding the following titles listed in the college catalog may be members: President, Cabinet positions, Registrar, Director of Public Relations, Director of Alumni Relations, and College Chaplain. (09/00) (05/2010)

Use of the Semon Lounge

The faculty lounge is intended exclusively for the use of members and their occasional guests. No student will be allowed in the lounge under any circumstances.

No group meetings other than official faculty functions will be held in the faculty lounge. However, the lounge may be used to entertain faculty members of other institutions in attendance at college-related activities directed by a club member, provided such use has the formal approval of the executive committee of the club. Each year a meeting of the Centenary Dames Club may be held in the lounge when that organization is being entertained by faculty women who are members of the Faculty Club.

Officers

The officers of the Faculty Club — president, vice president, secretary-treasurer — shall form the Executive Committee of the Club. They will be elected for a term of one year at the last meeting of the Faculty Club in the spring.

Amendments

Amendments may be made to the Faculty Club Constitution by a majority vote of Club members present at a scheduled meeting.

Last updated May 12, 2010.

 

Appendix E: Organizational Charts

Organizational Charts

 

Appendix F: Sexual Harassment Policy

Policy 1-93 (Revised 5/94)

Centenary College seeks to cultivate a spirit of community in which each individual may participate without fear of intimidation. The College does not tolerate discrimination in any form.* All employees and students are expected to avoid any action or conduct which might be construed as sexual harassment. Sexual harassment is defined as follows:

Unwelcome sexual advances, request for sexual favors, and other verbal or physical conduct of sexual nature constitute sexual harassment when (1) submission to such conduct is made either explicitly or implicitly a requirement of employment or participation in an academic program or activity, (2) submission to or rejection of such conduct by an individual is used as a basis for employment or academic decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work or academic performance or creating an intimidating, hostile or offensive working, academic or campus environment.

Any behavior deemed to be sexual harassment by a member of the staff or faculty may be reported directly to the aggrieved party's supervisor (immediate or higher); a student shall report to the Dean of Student Life of to the Assistant Dean of Student Life. (Hereafter, the individual who receives the information from the complainant will be referred to as the facilitator.) After consultation with the facilitator, the matter of alleged harassment may be pursued further following the sequence outlined below. However, upon the request of the complainant, this process may be terminated at any step, whereupon all documentation would be destroyed. A fair process shall be observed in which the rights of both the complainant and the accused are respected. The investigation of the complaint will proceed as follows:

  1. To encourage that the issue be resolved informally, a meeting of the facilitator, the complainant, the complainant's advocate (if so desired by the complainant), the accused and the accused's advocate (if so desired) shall be called by the facilitator who shall encourage open discussion, in which both parties involved in the complaint may hear a description of the situation from the other's point of view in an effort to resolve the complaint. This meeting shall remain confidential without documentation and is an option to the complainant initiating a formal complaint..
  2. Should the complaint not be resolved informally, the complainant may formalize the complaint; a written and signed complaint should be filed with the appropriate official within one (1) calendar year as follows:
    1. If the accused is a student, a "Report of Suspected Student Misconduct" shall be filed with the Dean of Student Life, who shall, in turn, refer the case to the Judicial Referral Board for review. The Judicial Referral Board, responsible for the referral of cases of alleged student misconduct, will refer the complaint to the Conduct Review Subcommittee. Appeals to the Conduct Review Subcommittee are referred to the President of the College.
    2. If the accused is a faculty member, the complaint shall be filed with the Provost and Dean of the College who shall forward the complaint to the Personnel Committee, which shall make a recommendation for action to the Provost. Decisions of the Provost may be appealed to the President of the College.
    3. If the accused is a staff member, then a complaint shall be filed with his or her immediate (or higher) supervisor, who shall refer the complaint to the Vice President for Finance and Administration. Appeals to decisions of the supervisor and Vice President for Finance and Administration should be made to the President of the College.
    4. If the accused is a member of the senior administration, then the complaint shall be filed with the President of the College. If the complaint is against the President, it shall be filed with the Provost. Any such complaints shall be referred to the Chairman of the Board.
  3. When a violation of College regulations and policies has occurred, action through the investigative process may be the best remedy. Therefore, action may include, but is not limited to, the following: no action taken, a warning, documentation in the individual's permanent personnel record, or dismissal of the student or employee. All paperwork associated with investigation of the complaint shall be destroyed after a period of six months unless there is a judgment of guilty. In such cases, records relating to the case shall be maintained in a confidential file in the Office of the President.
  4. The institution will make every effort to ensure any complainant, or accused, is protected from any actions of harassment or abuse during the investigative and hearing processes outlined above. If such action does occur, it should be reported to the appropriate official as indicated previously.

Unless specifically addressed in this document, this policy does not supersede any existing provisions of the Faculty Handbook or administrative policies of Centenary College.

  • Harassment on the basis of sex is a violation of Section 703 or Title VII of the Civil Rights Act of 1964.

Last updated May, 2003.

Appendix G: Administrative Position Descriptions

A brief summary of the duties of various senior administrative officers of the College follows. This presentation is a summary of the duties of each officer and should by no means be considered a complete statement of the duties of each officer of the College. Each officer of the College performs other related duties incidental to the work described herein. Collectively, the senior administrative officers who report to the President and whose job descriptions are contained in Appendix G comprise the Cabinet.

President of the College

Job Summary:

The President serves as the Chief Executive Officer of the College reporting to the Board of Trustees and is responsible for the academic, administrative, and fiscal affairs of the College.

Essential Functions:

  • Work closely with the leaders of administrative and educational divisions of the College, exercising such supervision and direction to promote their effectiveness.
  • Preside over meetings of the Faculty, or authorize another to be the presiding officer.
  • Serve as the official channel of communication between the Faculty, Administration, Students and the Board of Trustees and as the official spokesperson for the College
  • Provide leadership for a comprehensive strategic planning process that emphasizes the educational aims of the College.
  • Present an annual report to the Board of Trustees on the work and condition of the College and prepare recommendations for the consideration of the Board of Trustees.
  • Direct the execution of all diplomas for degrees of the College.
  • Sustain a strong affiliation with the United Methodist Church and represent the College at the Annual Conference of the United Methodist Church.
  • Supervise the recruitment and selection of the faculty and administrative officers of the College.
  • Direct the implementation of policies established by the Board of Trustees.
  • Perform such other duties and functions as the Board of Trustees or the Executive Committee may from time to time assign.
  • The President of the College shall have responsibility for administrative control of the College's intercollegiate athletic program.
  • The President shall control the College's fund raising activities exclusive of any institutional-related foundations that are independent and separately controlled.

Provost and Dean of the College

Job Summary:

The Provost and Dean of the College serves as the Chief Academic Officer of the College. In the absence of the President, the Provost serves in the place of the President.

Essential Functions:

  • Supervise academic departments, the Registrar's Office, the Library, Information Technology, Service Learning, Intercultural Affairs, the Meadows Museum, Marjorie Lyons Playhouse, and the Faculty Secretary.
  • Maintain standards with respect to appointments, curriculum, teaching, and accreditation criteria.
  • Develop new programs and new faculty positions.
  • Oversee and coordinate searches for various faculty and staff positions.
  • Coordinate and support faculty development.
  • Adjudicate and develop effective responses to student, faculty, staff and parental complaints.
  • Administer academic, academic support, and student support budgets.
  • Encourage, initiate, support, and oversee proposals for extramural funding.
  • Serve as a member of numerous College Committees.
  • Oversee administration of the student honor code.
  • Design and administer the institutional planning process.
  • Oversee the reappointment, promotion, and tenure process.
  • Represent the President, as needed, on official occasions.
  • Promote and support student and faculty research.
  • Approve/disapprove student academic petitions.

Vice President for Finance and Administration

Job Summary:

The Vice President for Finance and Administration serves as the Chief Financial Officer of the College. The Vice President exercises management and administrative direction over designated College financial and operational programs to include planning, development, implementation, and coordination of business and financial programs, policies, and procedures.

Essential Functions:

  • Formulates current and long range financial plans, forecasts and analyses for presentation to the President and Board of Trustees; provides assistance and advice to the President on financial and business matters, controls, surveys, schedules, and studies.
  • Signs checks for all funds of the College; serves as liaison with legal counsel on most non- academic matters and lawsuits and serves as interface with the Board of Trustees Business Affairs Committee.
  • Directs, coordinates, and administers the actives of campus dinning, the Bookstore, summer non-academic programs, Facilities Management, Campus Security, the Post Office, Property Management, Financial Affairs, Risk Management, Payroll, non-academic personnel, and special projects.
  • Provides administrative direction to supportive management personnel and monitors the scope of activities to insure compliance with internal and external obligations.
  • Negotiates major contracts with regard to services, lease of property or facilities, and the sale or purchase of real estate.
  • Directs the preparation of major financial reports and analyses reflecting progress, adverse trends and recommendations or conclusions.
  • Plans and conducts conferences with management staff to ensure compliance with established procedures and directives.
  • Directs a variety of personnel actions to include, but not restricted to, hiring, merit recommendations, performance appraisals, promotions, transfers, vacation schedules, dismissals, and policy interpretations.

Vice President for Development

Job Summary (to be updated):

The Vice President for Development serves as the chief admissions, student financial aid, public relations and development officer of the College. A secretary as well as the Directors of Admissions, Development, Public Relations, and Student Financial Aid report to the Vice President for Development.

Essential Functions:

  • Plan, coordinate and execute programs that optimize support of the College, including the development and oversight of comprehensive programs in the following areas:
    • Annual giving from alumni, parents, friends and corporations
    • Church relations
    • Corporate and foundation relations
    • Planned giving
    • Prospect research
    • Public relations
    • Sponsored research.
  • Plan, coordinate and execute specialized as well as comprehensive fund-raising campaigns:
    • Systematically screen and rate prospects
    • Maintain an inventory of institutional needs and costs
    • Develop campaign case statements
    • Develop solicitation strategies
    • Coordinate and make prospect solicitations.
  • Plan, coordinate and execute programs that optimize support of the College, including the development and oversight of comprehensive programs in the following areas:
    • Develop and implement an admissions and student financial aid model for the purposes of planning and budgeting
    • Coordinate the institutional recruiting and admissions plan
    • Administer the admissions standards of the College
    • Engage in research activities associated with recruitment, admissions and retention
    • Participate in institutional retention efforts and plans
    • Participate in the work of the Enrollment Management Committee and the Academic Policy Council.
  • Work with other executive officers, Trustees, members of the faculty and staff, students, alumni, parents and friends to advance the interests of the College.
  • Complete other tasks assigned by the President.

Vice President for Enrollment Services

Job Summary:

  • Responsible for the leadership and management of undergraduate admissions and financial aid to meet the College's strategic goals and initiatives.

Essential Functions:

  • Develop a strategic plan to increase undergraduate student enrollment to 1200 within the next five years.
  • Develop and implement an institutional financial aid plan including ways to maximize new student enrollment and net tuition revenue.
  • Create an enrollment projection process to regularly predict retention of current students and enrollment of new students that will monitor total enrollment for each fall. This system would coordinate the efforts of various offices to be sure we are keeping a close watch on the total enrollment prediction.
  • Serve as a member of the President's Cabinet and assume leadership of committees whose primary focus is enrollment management. Represent enrollment management on various campus committees and at meetings.
  • Supervise the Dean of Admissions and the Director of Financial Aid and provide for professional development of staff.
  • Ensure the administration of annual operating budgets for undergraduate admissions and financial aid.
  • Ensure the collection, analysis, and interpretation of marketing and admissions data to determine trends, to establish goals and strategies, and to create new student markets.
  • Refer to recent research findings from external consultants for background data, analysis, and recommendations.
    regarding financial aid and enrollment.
  • Provide for regular reports on new student enrollment and other reports as requested.
  • Collaborate with key administrators in the planning and execution of strategic initiatives.
  • Contribute to the attainment of College-wide goals.

Vice President for Student Development

Job Summary:

  • The Vice President for Student Development is responsible for providing leadership, management and supervision for student life programs and personnel, student services programs and personnel and religious life programs and personnel, for working to respond to students' needs and for fostering institutional development. The Vice President of Student Development reports to the President of the College and is a member of the President's Cabinet and Planning & Policy Advisory Council.

Essential Functions:

  • Strives to complement the mission and the goals of the College by providing a variety of programs, activities, and services that enhance the educational experience of students while promoting a sense of community among students, faculty, administration and staff.
  • Provides leadership for the departments of Student Service, Religious Life and Student Life and a comprehensive array of student services and student development programs.
  • Implements evaluations of direct reports, programs and projects within student development units.
  • Assesses and evaluates the quality and effectiveness of student life/development programs.
  • Assumes leadership and responsibility for establishing an environment which promotes respect for students, faculty and staff and recognizes initiative and excellence.
  • Promotes cooperation, collaboration and partnerships within student life offices and between student life units and other campus offices.
  • Promotes a student-centered philosophy and focuses student development initiatives on successful student outcomes.
  • Serves as a member of the President's Cabinet and Planning & Policy Advisory Council.
  • Serves on or is represented by appointee on a number of committees as directed by the President.
  • Serves as the Division's chief budget officer and is the Division's representative on all student related capital facilities projects.

Last updated January 9, 2012.

 

College Policies

 

Financial Exigency Policy

Resolution of Centenary College of Louisiana Board of Trustees
Regarding Financial Exigency Policy

WHEREAS the Board of Trustees is responsible in accord with the Charter and By-Laws of Centenary College of Louisiana (the "College") for assuring that the College meet its chartered mandate to "organize such departments, courses of instruction, and schools of learning within the College as may be necessary to effectuate its educational purposes"; being required therefore to exercise appropriate fiduciary judgment and to set general policies for the College aimed at securing that end; and

WHEREAS preservation of the financial and academic viability of the College requires that the responsibilities of the Board of Trustees be exercised in a cooperative manner with the Faculty, while recognizing that the Board of Trustees ultimately is responsible to exercise its fiduciary authority to act as necessary at its own initiative so as to assure preservation of the College's financial and academic viability;

BE IT THEREFORE RESOLVED that the Board of Trustees approves the following resolution regarding financial exigency, to be added as Article V of the By-Laws of the College.

ARTICLE V
Financial Exigency

  1. General Statement of Policy

    Should a condition of financial exigency or the threat of it ever exist at the College, the Board of Trustees and its standing committees, the President of the College ("President"), the administrative officers, and the appropriate committees of the Faculty shall participate in a manner consistent with their duties and purviews as defined in the Charter and By-Laws of the College, the By-Laws of the Board of Trustees and the Faculty Handbook.

  2. The Determination of Financial Exigency

    1. Exigency. Financial Exigency is an imminent financial crisis that threatens the survival of the College as a whole and that cannot be alleviated by less drastic means than reductions in professional staff including the termination of appointments. ("Termination" refers to the release of personnel through means other than non-renewal of contract: e.g., the early ending of an unexpired contract in the case of untenured personnel or the release from contract of tenured faculty members).

    2. Raising the Question. The President shall ask the faculty Economic Policy Committee (or its successor) and other sources within the College that the President deems appropriate to advise formally whether they believe a condition of Financial Exigency exists or is imminent, and that all feasible alternatives to termination of appointments have been pursued..

    3. Recommendation. Recommendation to the Board of Trustees whether to declare Financial Exigency is the sole prerogative of the President. Having received advice as contemplated above, the President shall make a recommendation to the Board whether to declare financial exigency and shall report the full range of agreement or its absence provided by the Economic Policy Committee and other sources consulted.

    4. Declaration. The Board of Trustees, alone, has the authority to declare a state of financial exigency.

  3. Overcoming Financial Exigency

    1. Finances. Development of a conceptual plan for overcoming financial exigency shall be undertaken by the Business Affairs Committee of the Board in conjunction with the Vice President for Finance and Administration of the College and at the request of the President. The Economic Policy Committee shall be consulted in developing this said plan. Final recommendation of said plan to the Board shall be the responsibility of the President. If a plan is approved by the Board of Trustees, it will then serve as the financial context for subsequent decisions.

    2. Curricular Matters. In adjusting programs to meet financial exigency, faculty committee(s) shall develop with the Provost of the College proposals regarding program adjustments (including discontinuance of same) in accordance with the provisions of the Faculty Handbook, taking into account the limitations imposed by the financial conceptual plan, and shall advise the President regarding same. The President will make the final decision for or against discontinuance. The discontinuance of a department or program shall be accomplished in accordance with the Faculty Handbook.

    3. Personnel Matters. In making personnel decisions regarding faculty in order to meet the constraints imposed by financial exigency, a proposal related to the termination of unexpired contracts of tenured and untenured faculty shall be developed by the Provost and Faculty committee(s) utilizing guidelines contained in the Faculty Handbook.

      The Provost shall make a recommendation to the President to terminate specific contract(s) in accordance with said proposal. The President shall have the authority to terminate contract(s). The procedures described in the Faculty Handbook for implementation shall be followed.

      Decisions related to the release of specific administrators will be made by the President in consultation with senior administrative officers and, where appropriate, with relevant college committees.

Approved by Board of Trustees May 9, 2009

 

Policy 1-93: Sexual Harassment Policy

Centenary College seeks to cultivate a spirit of community in which each individual may participate without fear of intimidation. The College does not tolerate discrimination in any form.* All employees and students are expected to avoid any action or conduct which might be construed as sexual harassment. Sexual harassment is defined as follows:

Unwelcome sexual advances, request for sexual favors, and other verbal or physical conduct of sexual nature constitute sexual harassment when (1) submission to such conduct is made either explicitly or implicitly a requirement of employment or participation in an academic program or activity, (2) submission to or rejection of such conduct by an individual is used as a basis for employment or academic decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work or academic performance or creating an intimidating, hostile or offensive working, academic or campus environment.

Any behavior deemed to be sexual harassment by a member of the staff or faculty may be reported directly to the aggrieved party's supervisor (immediate or higher); a student shall report to the Dean of Student Life of to the Assistant Dean of Student Life. (Hereafter, the individual who receives the information from the complainant will be referred to as the facilitator.) After consultation with the facilitator, the matter of alleged harassment may be pursued further following the sequence outlined below. However, upon the request of the complainant, this process may be terminated at any step, whereupon all documentation would be destroyed. A fair process shall be observed in which the rights of both the complainant and the accused are respected. The investigation of the complaint will proceed as follows:

  1. To encourage that the issue be resolved informally, a meeting of the facilitator, the complainant, the complainant's advocate (if so desired by the complainant), the accused and the accused's advocate (if so desired) shall be called by the facilitator who shall encourage open discussion, in which both parties involved in the complaint may hear a description of the situation from the other's point of view in an effort to resolve the complaint. This meeting shall remain confidential without documentation and is an option to the complainant initiating a formal complaint..
  2. Should the complaint not be resolved informally, the complainant may formalize the complaint; a written and signed complaint should be filed with the appropriate official within one (1) calendar year as follows:
    1. If the accused is a student, a "Report of Suspected Student Misconduct" shall be filed with the Dean of Student Life, who shall, in turn, refer the case to the Judicial Referral Board for review. The Judicial Referral Board, responsible for the referral of cases of alleged student misconduct, will refer the complaint to the Conduct Review Subcommittee. Appeals to the Conduct Review Subcommittee are referred to the President of the College.
    2. If the accused is a faculty member, the complaint shall be filed with the Provost and Dean of the College who shall forward the complaint to the Personnel Committee, which shall make a recommendation for action to the Provost. Decisions of the Provost may be appealed to the President of the College.
    3. If the accused is a staff member, then a complaint shall be filed with his or her immediate (or higher) supervisor, who shall refer the complaint to the Vice President for Finance and Administration. Appeals to decisions of the supervisor and Vice President for Finance and Administration should be made to the President of the College.
    4. If the accused is a member of the senior administration, then the complaint shall be filed with the President of the College. If the complaint is against the President, it shall be filed with the Provost. Any such complaints shall be referred to the Chairman of the Board.
  3. When a violation of College regulations and policies has occurred, action through the investigative process may be the best remedy. Therefore, action may include, but is not limited to, the following: no action taken, a warning, documentation in the individual's permanent personnel record, or dismissal of the student or employee. All paperwork associated with investigation of the complaint shall be destroyed after a period of six months unless there is a judgment of guilty. In such cases, records relating to the case shall be maintained in a confidential file in the Office of the President.
  4. The institution will make every effort to ensure any complainant, or accused, is protected from any actions of harassment or abuse during the investigative and hearing processes outlined above. If such action does occur, it should be reported to the appropriate official as indicated previously.

Unless specifically addressed in this document, this policy does not supersede any existing provisions of the Faculty Handbook or administrative policies of Centenary College.

  • Harassment on the basis of sex is a violation of Section 703 or Title VII of the Civil Rights Act of 1964.

Last updated May, 2003.

Policy 2-93: Confidential Letters Related to Appointment, Reappointment, Promotion, and Tenure

It is the policy of Centenary College that letters solicited to support evaluation decisions relating to faculty and staff be held in strict confidence. Access to such letters shall be limited to appropriate personnel of Centenary College officially charged with making the evaluation and to officers and trustees of the college. Upon completion of the evaluation process, confidential letters shall be retained in closed files in the Office of the President, accessible only to Centenary College personnel, as authorized by the President. After a reasonable period of time, such letters shall be destroyed, at the discretion of the President. They shall not be archived.

Policy 2-94: Computer Lab Use

The purpose of the Centenary College computer labs is to support the official functions of the institution: teaching, learning, research, and administration of the college. Use of lab computers for games or other purposes that are inconsistent with this purpose is strongly discouraged. Those found to be using computer work stations for unofficial or entertainment purposes, such as playing computer games or engaging in unreasonably extended e-mail dialogues, must relinquish them promptly to students, faculty, or staff requesting them for educational or other official use. Refusal to do so may result in loss of computer privileges and/or other disciplinary action under administrative and judicial procedures of the college.

Group work is permitted in computer labs under supervision of faculty members or staff engaged in instructional or other official capacities. Unsupervised group activities are permitted so long as they do not disturb the work of others. Requests for quiet made by lab users who are not participants in unsupervised activities taking place in the labs should be honored without delay. Failure to do so should be reported to the lab supervisor, the Director of Academic Computing, or other college official for action according to the stipulations cited above.

Student lab supervisors are empowered to act with official authority in enforcing compliance with this college policy.

Unauthorized loading of games into network computers is explicitly prohibited.

Policy 3-94: Equipment Purchases

It is in the best interests of Centenary College that equipment purchased with college funds provide the maximum return on the institution's investment. This assumes that the equipment:

  1. is consistent with the mission and available resources of the college;
  2. incorporates the necessary technology for the tasks the equipment is intended to perform;
  3. is of a type and manufacture that is reliable and sufficiently compatible with institutional equipment standards;
  4. can reasonably be technically supported on campus;
  5. is purchased at the best available price and/or under optimum guarantee provisions;
  6. will be shared, where feasible, between campus units with a common need.

All equipment purchases: All equipment purchased with college funds, whether generated internally or externally, shall be inventoried and, where feasible, labeled as property of Centenary College. Acquisition of equipment shall proceed under established college policies administered by the Business Office.

Academic and academic support equipment: Disposition, relocation, alteration, or substantial change in use of equipment intended for instructional, research, or academic support purposes is subject to approval by the Office of the Provost. For the purposes of this policy, audio-visual equipment, including TVs, VCRs, and related items are defined as instructional equipment.

Computer-related equipment: All orders for computer-related equipment requiring a purchase request (priced $250 and over) must be pre-validated with the signature of the Director of Computer Technical Services or the Director of Academic Computing in the Computer Center, certifying that the above criteria for equipment purchases will be met. Budgetary authorization of the purchase shall proceed according to existing policies established by the Business Office.

Other equipment: Disposition, relocation, alteration, or substantial change in use of all other equipment is subject to approval by the Office of the Vice President for Finance and Administration.

Policy 4-94: Museum Collection Management Policy

I. Preface

As owner of its museum collections, Centenary College of Louisiana is vested with ultimate responsibility for their safety and maintenance. It is the policy of the college that collections shall be managed according to the highest museological standards and consistent with the ethical principles prescribed by the American Association of Museums (MUSEUM ETHICS, 1978).

II. Purpose

In operating its libraries, archives, and its museum, Centenary College collects, preserves, exhibits, and makes available for study materials of artistic and educational significance and provides related educational services for the purpose of increasing knowledge and enriching the cultural life of the campus and the host community.

III. Management and Care of Collections

A. A Collections Committee shall be appointed by the Provost and consist of Director of the Meadows Museum, the Curator of Collections, Director of Magale Library, Chair of the Art Department, and other appropriate members designated by the Provost.

B. A Curator of Collections shall be appointed by the Provost. Under delegated authority from the Provost and with the advice of the Collections Committee, the curator shall exercise oversight and supervision of the museum collections. The curator shall be operationally responsible for the management and care of all collection objects owned by, on loan, and in the temporary custody of the college. Care of collections includes the documentation, security, physical protection, conservation, storage, access, inventory, and records system in accordance with generally accepted museum practices. The curator shall advise the Provost on procedures necessary to insure proper management of the collection.

C. Under direction of the curator, all appropriate staff personnel shall be made aware of their basic and continuing responsibility to preserve and protect collection objects on exhibition or in storage. The curator shall prepare annual collection plans in consultation with other staff members for review by the Provost. The curator, with assistance from the Collections Committee, shall develop a collection management procedures manual which shall be updated as required.

IV. Acquisitions

A. Collection items, whether works of art, books, manuscripts, musical recordings and documents, artifacts, or specimens from the natural world, are acquired by gift, bequest, purchase, exchange, field work, or any transaction by which title to an object passes to the college. In all cases, acquisitions should meet the basic acquisitions criteria of the institution. These assume that the collection items are:

  1. consistent with the mission and purpose of the college;
  2. useful in the college's educational, exhibition, research or interpretation activities;
  3. received in reasonably good condition so that they may be preserved with as little alteration as possible;
  4. accompanied by verifiable provenance data;
  5. unencumbered by donor, trademark, copyright or other restrictions;

B. The college divides its collections by type into:

  1. Permanent Collections. Original, rare, generally irreplaceable items preserved for the future and used only for exhibit purposes.
  2. Study Collections. Reproduced, abundant, replaceable items that may be consumed in use as research, teaching or loan materials.
  3. Functional Collections. Used for in-house (on campus) circulation and loans.

C. The college also accepts non-collection items: materials donated to the college but not appropriate for the permanent or study collections. These objects may be used for resale, interpretation, library, functional or other purposes. After notification of and approval by the President, the acceptance of these gifts shall be in writing by the Curator of Collections on a form other than the collection gift form.

D. In consultation with the President or the President's designee, the Curator of Collections shall determine the appropriateness of an object for the collection and the conditions under which it shall be approved for accessioning (formal inclusion) or deaccessioning (permanent removal).

E. Under supervision of the Provost, the Curator of Collections shall manage the collections and recommend all accessions and deaccessions. The curator shall be the staff member authorized to accept collection objects into the temporary custody of the college. All intended gifts shall have a signed receipt. All acquisitions shall be promptly accessioned upon acceptance and receipt.

V. Donations

A. All donations are considered outright and unconditional gifts to be used at the discretion of the college. In consultation with the President or the President's designee, the Curator of Collections will indicate the collection into which the donated objects will be accessioned or their designation as non-collection gifts at the time of acceptance.

B. The valuation of gifts remains the donor's responsibility. Neither the college nor its staff shall appraise or otherwise value objects for donors or prospective donors. The donor's valuation of the gift is, however, part of its provenance and shall be recorded by the college.

C. Collection materials shall be retained as long as they continue to be relevant to the purposes and activities of the college and they maintain their physical integrity and can be properly stored and preserved. Because the college periodically changes exhibits, no object can be considered for permanent exhibit. Accessioned objects may be used for exhibition, study, research, loan, examination or deaccession.

VI. Deaccessions

A. The deaccession process shall be judicious, deliberate, and scrupulous. Objects shall be permanently removed from the collections upon the written recommendation of the Curator of Collections with the approval of the President, who shall consult with the Board of Trustees. In all cases, deaccessions shall meet one or more of the following criteria:

  1. no longer relevant or useful;
  2. deteriorated beyond repair or consumed in use;
  3. failed to retain its identity or authenticity;
  4. beyond the capability of the college to properly preserve;
  5. duplicated or redundant;
  6. more appropriately placed in another institution's collection.

B. Deaccessioned materials may be offered for exchange, gift or sale to other tax-exempt educational or cultural institutions. Deaccessioned objects not disposed of in this manner normally shall be sold at advertised public markets and only in a manner that will protect the interests, objectives and legal status of the institution. Funds received from the sale of deaccessioned objects from the collections shall be used for the care of the collections in or acquisitions for the designated department. Exceptions to this provision shall require specific authorization from the President.

C. The college does not sanction the sale or gift of deaccessioned objects to its employees, trustees or to their representatives outside the guidelines stated above.

VII. Loans

A. The college may accept short term, temporary loans for specified purposes. Because of the expense of housing, handling, maintaining and insuring loaned materials, the college generally cannot accept indefinite loans. The college shall exercise all reasonable care so that borrowed items are returned in the same condition as received. Loaned objects that the college is unable to return after making all reasonable attempts to do so will be considered abandoned property.

B. The college lends materials to similar institutions for its normal, public purposes (e.g. research, exhibition, interpretation) but only under conditions that insure proper care, security, and environmental protection of its objects. Materials on loan may not be photographed or reproduced without written permission from the Curator of Collections. They must be fully insured for loss or damage during shipment and the entire period in which they will be under the borrowing institution's care and returned promptly and in the same condition as when loaned.

C. The college lends materials from its study and functional collections within the institution for educational, exhibition, functional or decorative purposes in designated areas under the same conditions as stated above. Loaned materials from college collections shall not be used, stored, or displayed under conditions that would place their physical condition at risk.

VIII. Inventory

A complete inventory of the permanent collection shall be made a least every two years. On an annual basis, the Curator of Collections shall examine the collection to determine the status of the record system and the physical condition of objects susceptible to deterioration. The specific steps to be followed for both these processes shall be described in the collections management procedures manual.

IX. Access to the Collections

A. The college makes collection materials available for educational purposes through exhibition, interpretive programs and its circulating study collection. Special access for scholarly purposes is available by appointment.

B. Only the President, the Provost, the Curator of Collections, and staff members with specifically delegated authority shall have access to the permanent collections, storage areas, and collection records of the college. Others shall not be allowed in the storage areas without prior approval of the Curator of Collections and the supervision of an authorized staff member.

C. Those wishing to photograph or otherwise duplicate any materials from the collections must receive prior written permission of the Curator of Collections. If the item in question is to be photographed for publication or other display, it must be correctly labeled or captioned, crediting Centenary College as the source of the material. In return for such permission, the college may levy a fee at its discretion. All descriptive captions of photographs intended for publication or display shall be previewed and approved in advance by the Curator of Collections. A copy of any publication in which Centenary College collections material appears shall be provided to the college without charge.

D. The college reserves the right to refuse access to or use of its collections.

X. Ethical Standards and Conflicts of Interest

A. It is the responsibility of all staff members to recognize their responsibilities as guardians of irreplaceable objects and as college employees. Every staff member shall be guided by the standards prescribed in Museum Ethics and endorsed by the Board of Trustees of Centenary College through this policy.

B. College employees shall refrain from all activities which may be construed as creating a conflict of interest between their professional responsibilities and outside interest. The President shall be made aware of any possible conflict and take action as appropriate.

Adopted, October 1994. Last updated July, 1999.

Policy 5-94 (Revised): Development and Submission of Grant Proposals

An orderly process of proposal development and submission should assure that 1) the optimum case can be made for the requested funding, 2) the institution is protected from unforeseen liabilities, 3) those who need to be informed about the proposal are involved at the critical moments, and 4) no unnecessary delays ensue for the principal investigator.

To help meet these conditions and to assist principle investigators in developing effective proposals, the following procedures shall guide all formal grant proposals for extramural funding that bear the name of Centenary College. These may be submitted either 1) institutionally, in the name of Centenary College or 2) individually, by Centenary faculty, staff, or students in an official capacity — that is, submitting the proposal as a Centenary College faculty or staff member or student on behalf of themselves or others as members of the institution. Exceptions to this policy may be made, as circumstances dictate, but only with the agreement of the President or the Provost.

Each grant proposal shall have a clearly designated principal investigator, and it shall be the responsibility of this individual to follow the procedures and the timetable incorporated into the form distributed with this policy.

The attached form shall constitute the cover sheet of each Centenary College grant proposal as it circulates through necessary channels prior to submission to outside agencies.

Adopted October 20, 1994. Last updated July, 1999.

Policy 6-94: Key Issuance Policy

Effective Date: 06/01/95

Revised: 02/01/96

Purpose:

To protect the members of the College Community and property by providing a secure and safe working environment through the issuance of facilities' keys to its staff employees, faculty, and students/student workers.

Policy:

Areas of Responsibility

The Dean of Student Life is responsible for the issuing of keys to all enrolled students and student organization personnel, excluding student employees. Keys are requested according to the established procedure; however, the Dean of Student Life determines which students get keys, and the extent of their access on the Centenary College Campus. All student keys are issued directly from the Dean's Office.

The Facilities Coordinator is responsible for issuing keys to faculty, staff and student employees. Requests for keys originate with the Unit Head. Questions concerning the extent of an employee's access will be resolved by the Provost (faculty) and the Vice President for Finance & Administration (staff and student employees).

Key Issuing Procedures

  1. The Unit Head or Dean of Student Life submits a request, in writing, for the issuing of keys for specific personnel to the Facilities Services Manager, or to the Facilities Coordinator. If questions arise regarding the request, those questions must be resolved before the keys will be produced.
  2. Upon receipt of the approved request, the Facilities Services Manager issues a work order to the Special Services Manager.
  3. The Special Services Manager cuts the keys.
  4. The keys are delivered to and signed for by the Facilities Coordinator (faculty, staff, and student employees), or by the Dean of Student Life (students).
  5. The Facilities Coordinator notifies the originator of the request that the key order is ready.
  6. The originator of the request notifies the appropriate recipients that they may retrieve keys from the Facilities Coordinator; residence hall keys will be issued by the Residence Life Staff.
  7. All persons receiving keys to facilities at Centenary College must sign a key receipt form for each key received. Faculty, staff, and student employees may retrieve and sign for keys from the Facilities Coordinator between the hours of 8:00am and 4:30pm, Monday through Friday. In the event that an employee works only at night, he or she may sign for keys with Security.
  8. The Special Services Manager will deliver keys for students to the Dean of Student Life, who will sign for them and issue them to the Residence Life Staff or to approved students.

Key Return Procedures

Keys must be returned upon the employee's termination. "Termination" is defined as the voluntary or involuntary separation of the employee from the College's employment, and includes the employee's resignation or retirement, the employee's dismissal by the College, or the employee's death.

  1. If the employee terminates employment, the employee must return all keys to the Facilities Coordinator before 4:30pm on his or her last working day. The employee's last paycheck will be issued after all College property is returned and all monetary charges are collected.
  2. If the employee is terminated by the College, and is given two weeks' notice, the requirements of point one apply; however, if the employee is dismissed immediately, the unit head, supervisor, or Security must escort that employee to the Facilities Coordinator and the Payroll & Benefits Office. All College property must be returned and monetary charges collected before the dismissed employee leaves the College.
  3. If the employee terminates employment without returning to the College, his or her last paycheck will be held until all College property is returned. If keys are not returned within two (2) working days of termination, locks will be rekeyed and the terminated employee will be charged with all costs associated with the rekeying of those locks and key replacements for other affected employees.
  4. In the event of an employee's death, the employee's immediate supervisor will be responsible for returning the employee's keys to the Facilities Coordinator when the employee's personal property is removed from his or her office. If keys are not returned within two (2) weeks from the date of the employee's death, the locks to which the employee had access will be rekeyed; all costs incurred will be charged to the department in which the employee worked. Keys should not be reissued to employees or kept by the department or any person not employed by Centenary College.
  5. The Facilities Coordinator will deliver all returned keys, except those which are to be reissued, to the Facilities Services Manager.

Lost or Stolen Keys

The employee is responsible for all Centenary College keys in his or her possession. An individual who loses keys will be charged for the rekeying of locks for keys which are lost or stolen, and the employee will be charged for replacement keys for all other Centenary College employees who have keys to those locks. This can be very expensive, since the charges will depend on the area(s) affected by the key loss, as well as the number of locks and keys which need to be replaced.

Lending Keys to Friends, Students, Spouses

Keys to Centenary College facilities may not be loaned or given to persons who are not associated with the College or who are not approved for access to a specific area. Employees or students who lend, give, or duplicate keys to Centenary College facilities will be charged for the rekeying of locks and the reissuing of keys. In addition, the employee will not be issued any keys to any facilities on the Centenary College campus for a period of one (1) year from the date of the infraction.

Last updated 20 July 2000.

Policy 7-94: Research with Human Subjects

Background

Along with all academic institutions receiving federal funds, Centenary College is subject to compliance with federal regulations regarding the protection of human subjects used in research projects, both those conducted on campus and those executed by college personnel and/or students at other sites. Specific compliance with regulations of the Department of Health and Human Services is required for research funded by this agency as well as a number of additional ones. H.H.S. regulations are widely employed as a model for protection of human subjects in research and other activities.

Purpose

This policy establishes an Institutional Review Board (I.R.B.) to evaluate potential risks to human subjects involved in college-related activities. Its purpose is to conduct initial and continuing review of human research projects according to federal guidelines (See Federal Register, vol. 46, no. 16; 45 CFR Part 46; Jan. 26, 1981) and to make recommendations to investigators and the institution concerning research procedures.

It is the task of the I.R.B. to ensure that risks to research subjects are minimized and that the attendant risks in the research are reasonable in relation to anticipated benefits. "Risk" should be interpreted in a broad sense to include not only physical risk but also legal, psychological, social, and economic risk. Discomfort, pain, and embarrassment should be minimized and justifiable in terms of anticipated benefits.

Methodology

In its review, the I.R.B. shall ensure that selection of subjects is equitable and not coercive, that informed consent will be sought and documented from prospective subjects, adequate provisions are in place to protect their privacy, and data are maintained in confidence. Investigators shall supply the board with data of sufficient specificity to support an informed decision, a description of the informed consent process, and a copy of the consent forms to be used. Should the research involve a survey, interview, or test, a copy of the form shall be submitted to the I.R.B. with the research proposal.

Informed Consent

The informed consent process should ensure that prospective research subjects are provided with all necessary information (in understandable terms) that could influence their decision in giving consent to participate in the research project. 45 CFR 46, cited above, provides detailed information on informed consent and its documentation, including conditions under which informed consent can be waived. The consent form may not include any language that releases or appears to release the investigators or the institution from liability or that waives or appears to waive any subject's legal rights.

The Institutional Review Board

Composition

The I.R.B. shall be comprised of five members with diverse backgrounds, each appointed by the Provost. These shall include:

  1. Three faculty members.
  2. At least one member not affiliated with a scientific discipline.
  3. At least one member unaffiliated with Centenary College.
  4. Representation of persons whose primary concern is the protection of "vulnerable" subjects, such as children or institutionalized persons.

Proceedings

The I.R.B. shall normally meet with a majority of members present, and a majority vote shall be required for decisions. Exclusions from this rule are only permissible under expedited procedures and exemptions for low risk research, as specifically allowed under H.H.S Guidelines. Members with conflicts of interest in a particular research project shall be excluded from all decisions related to that research.

Retention of Records

All records of proposals, committee action, correspondence, membership, and operating procedures shall be retained for a minimum of three years after completion of research reviewed by the board.

Adopted, December 15, 1994.

Policy 8-94: Research with Animals

Background

Federal agencies require that colleges and universities ensure the appropriate care and use of all non-human animals used for research, research training, or biological testing. "Animal" is defined as any live, vertebrate animal used or intended for use in research, research training, experimentation or biological testing or for related purposes.

Purpose

To oversee compliance with federal guidelines, Centenary College establishes with this policy an Institutional Animal Care and Use Committee (IACUC) that will establish and monitor procedures relating to animal research under guidelines for laboratory animal welfare specified in the Animal Welfare Act (P.L. 89-54, amended by P.L. 91-579 and P.L. 94-279) and Public Health Service Policy on Human Care and Use of Laboratory Animals (OPRR, Health Research Extension Act, 1985, P.L. 99-185, Rev. 9/86). Guiding principles are specified by U.S. Govenmnent Principles for the Utilization and Care of Vertebrate Animals Used in Testing, Research and Training. The college shall conduct its activities involving animals in accordance with the Guide for the Care and Use of Laboratory Animals (U.S. Dept. Health and Human Services, NIH Publication No. 85-23, 1985), which is widely employed as a model for protection of animals in research and other activities.

The Institutional Animal Care and Use Committee (IACUC)

The IACUC shall be appointed by the Provost and be composed of at least five members including:

  1. A licensed Doctor of Veterinary Medicine;
  2. A faculty member experienced in animal research;
  3. A non-scientist;
  4. A person having no affiliation with Centenary College;
  5. Chair of the Department of Biology (convener and chair)
  6. The Director of Research
  7. A member of the Department of Public Safety

A single individual may represent more than one of these categories. The Chair of the IACUC may also request appointment of additional, non-voting members to provide additional expertise as needed. These requests must be approved by the Provost.

The duties - of the IACUC shall be to:

  1. Review at least once a year the institution's program for humane care and use of animals;
  2. Inspect at least once a year all institutional animal facilities;
  3. Review concerns involving the care and use of animals;
  4. Submit annual reports to the Provost on the state of the animal care program and animal facilities;
  5. Make recommendations to the Provost regarding any aspect of the animal program, facilities, or personnel training;
  6. Review and approve, require modifications in, or withhold approval of sections of grant proposals relating to the use of animals according to the provisions of this policy.
  7. Review and approve, require modifications in, or withhold approval of proposed significant changes regarding the use of animals in ongoing activities;
  8. Recommend suspension of an activity involving animals if the activity is not in compliance with federal regulations (e.g., Animal Welfare Act, the Guide for the Care and Use of Laboratory Animals).

Animal Welfare Assurance

The IACUC is responsible for maintaining an approved "assurance" under Compliance with Public Health Service Policy on Humane Care and Use of Laboratory Animals by Awardee Institutions with the Public Health Service, which is submitted to the Office for Protection from Research Risks (OPRR), National Institutes of Health (NIH). The assurance describes committee members, animal facilities, institutional procedures for the care and use of animal subjects, and other responsibilities of the committee.

Annual Report

At least once every twelve months, the committee shall prepare a letter for the Provost to send to OPRR. This report shall:

  1. Describe any changes in the program for animal care and use, committee membership, or animal facilities, and any other significant changes since the last annual report. If there are no changes to report, the letter must state that there are none.
  2. Specify the dates that the committee conducted its semi-annual evaluations of the program and facilities (see paragraphs a. through d. above), and the dates that the committee submitted the evaluations to the Provost.

Adopted, December 15, 1994; Last updated July, 1999, Last updated February, 2011.

Policy 9-94: Allocation of Space in Physical Facilities

All land and physical facilities, when acquired or constructed under authority from the Board of Trustees, is registered and carried in the property inventory of Centenary College. The college, in turn, allocates space in the inventory to academic and administrative units on a long- or short-term basis in response to the overall needs of the institution.

The Vice President for Finance and Administration has responsibility for the construction and renovation of facilities as well as maintenance and repair of facilities in the college inventory. All decisions on use of space are subject to approval by the President; in practice, however, space within individual facilities is allocated to academic departments and administrative offices under delegated authority from the President, as follows:

Academic and Academic Support Facilities

Administered through the Office of the Provost, which may further delegate authority over facilities under its jurisdiction, as necessary.

Other Space

Administered through the Office of the Vice President for Finance and Administration, which may further delegate authority over facilities under its jurisdiction, as necessary.

Requests for new space or revisions of existing space shall be accompanied by a justification for the need and submitted to the President via the Provost (academic and academic support facilities) or the VP for Finance and Administration (other facilities), as appropriate. The merits of the request shall be weighed against competing institutional needs by the President and then referred to the appropriate administrative office for final disposition.

All changes in allocation of space shall be recorded by the Office of the VP for Finance and Administration, which maintains a current inventory of assigned spaces.

Adopted, December 15, 1994. Last updated July, 1999.

Policy 10-94 (Revised): Scheduling of Facilities

  1. All Centenary College facilities are owned by the institution.
  2. All space is scheduled through the Facilities Coordinator in the Centenary College Facilities Services Department.
  3. All scheduling should take place with at least three days prior to the event. Needed facilities, equipment and food service may not be available on short notice.
  4. Scheduling of facilities for college use takes priority over that for outside groups.
  5. Any person or non-campus group, operating non-profit or for profit, wishing to use Centenary College facilities must coordinate with the Facilities Coordinator at Facility Services.
  6. Academic scheduling takes precedence over any other facilities scheduling on campus.
  7. The Registrar's Office coordinates the class schedule for the semester and assigns appropriate classrooms, including science and computer laboratories. After classes begin, the Facilities Coordinator is responsible for scheduling the use of facilities on campus in conjunction with heads of departments or administrative offices, except for changes of classrooms, which will be coordinated by the Registrar. Scheduling of computer laboratories shall be coordinated by Information Technology".
  8. Bynum Commons is scheduled in conjunction with Marriott Food Services. Any group or person planning to serve food at a scheduled function must contact Marriott Food Service at 869-5283. Marriott has the right of first refusal on all food service on the Centenary College campus.
  9. The Facilities Coordinator schedules the use of residence halls during the summer conference period, except those used to house summer term students, which are scheduled by the Assistant Dean of Students.
  10. All persons who wish to schedule the use of a room, building, outdoor facilities, or an athletic field must complete a "Facilities Use Request" form. If the Facilities Coordinator does not have a request form for the event, the event can not be scheduled. "Facilities use Request" can be obtained through the Facilities Services offices.
  11. The event calendar for the upcoming week (Monday through Sunday) is sent out on Thursday mornings. To insure an event's inclusion on the calendar, the facilities request form must be turned in no later than 2:30 p.m. on the Wednesday preceding the week in which the event is to be held. Groups that do not schedule in a timely manner may find themselves without heat or air conditioning. During the school year all athletic fields must be scheduled through the "Compliance Coordinator" Ext. 5090. During the summer months all athletic fields must be scheduled and approved by the "Facility Coordinator."
  12. If an event is discovered to be in progress and is not on the Weekly Activities Schedule, security personnel will not allow it to continue until a determination is made whether it is authorized. This applies to athletic events, as well as group meetings.
  13. If space in a facility is being used for profit, the college does not officially sponsor the event. The organization or person sponsoring the event must:
    • provide the Facilities Coordinator with a certificate of liability insurance for one million dollars, naming Centenary College as the additional insured;
    • sign a lease contract with the Facilities Coordinator stipulation the specific facility and period of time involved; A deposit will be required with the signed lease.
    • Rental fees should be submitted to the Facility Coordinator's office.
  14. Not for profit groups wishing to use Centenary College facilities must provide a certificate of insurance. Fees may be waived for non-profit groups, or they may be asked to contribute an honorarium to a scholarship fund. They must also sign a contract for the use of the facility in question, and they will be required to pay for all incidental and support services requested (e.g. equipment, food service, and so on) while on campus.

Last updated July, 1999.

Grade Appeal Policy

I. Introduction

  1. It is the policy of Centenary College that students are responsible for fulfilling prescribed course objectives, completing stated course assignments, and adhering to stated academic standards for each course in which they are enrolled. If an instructor has evaluated a student in a professionally accepted manner, an academic appeal is not warranted. Also, it is an inappropriate recourse for questions of professional competence or academic freedoms. Only charges of arbitrariness, capriciousness, and prejudice are subject to academic appeal.
  2. Based on these principles, issues eligible for appeal involve computational errors, application of course rules, adherence to syllabi, consistency and communication of evaluation standards, and expressed bias.
  3. Students who believe that their final grade reflects an arbitrary or capricious academic evaluation or reflects discrimination based on race, color, religion, age, sex, sexual orientation, or disability may employ the following procedures to seek modification of such an evaluation.

II. Procedures

  1. If a student receives a final grade in a course which he/she believes is unfair, the student should first contact the faculty member involved prior to the end of the drop period of the next academic term.
  2. If the student complaint is not resolved, the student may appeal his/her grade to the department chair. It is the student's responsibility to provide a written statement of the specific grievance with all relevant documentation (syllabus, guidelines for papers, presentations, etc.) attached.
  3. If the department chair is unable to resolve the grade appeal to the satisfaction of either the student or faculty member involved, or the person giving the disputed grade is the department chair, then a written appeal with all relevant documentation may be made to the Provost and Dean of the College. The Provost may make recommendations to the student or instructor and will try to find an equitable solution to the dispute.
  4. All parties to the grade appeal process (student, instructor, or department chair) are to maintain strict confidentiality until the matter is resolved.
  5. Any grade change must be forwarded to the Provost and Dean of the College for review and endorsement.

Last updated 14 June 2001.

Intellectual Property Policy

Centenary College of Louisiana encourages its faculty, staff and students to produce works broadly defined as intellectual property. The purpose of this policy is to ensure that these products are identified and protected in ways that support the rights of the creators, authors and inventors.

  1. Definition: The term “intellectual property” in this document refers to the creative and scholarly research, works, and inventions of the faculty, staff, students and consultants and independent contractors.

  2. Need: The products of intellectual property may create rights and interests that apply in varying and potentially conflicting ways to the creator, author, inventor, sponsor, College and general public. Different rights may apply to a single work (for example, the right to distribute and the right to receive royalties) and interested parties or entities may hold claim to different rights. This intellectual property policy outlines how these rights and interests are to be distributed.

  3. Types of Intellectual Property: Intellectual property shall consist of the following:

    • Copyrightable material produced from creative and scholarly activity such as texts in the form of manuscripts, manuals, books and articles; videos and films; music in the form of sound recordings, lyrics and scores; print, photographic and electronic images; works of art; and computer software in the form of programs, databases, web pages and courseware;

    • Patentable works including the patents for processes, machines, manufactures or compositions of matter; devices; and software not eligible under the category of copyrightable material;

    • Trademarked materials adopted by the College to identify and distinguish it from others such as words, names, symbols, logos, domain names, trade dress, slogans and distinctive combinations thereof;

    • Trade Secrets.

  4. Ownership and Use of Intellectual Policy

    General Rule:
     In order to encourage activity among its faculty, staff and students that results in the production of original works of benefit to society, it is the general policy of Centenary College that Intellectual Property shall remain the property of the owner or creator. Circumstances that deviate from this general rule are set forth below.

    • Retention of Rights: Although ownership of intellectual property developed by College employees using College resources generally will be retained by the owner or creator, employees shall assign to the College a non-exclusive, royalty-free license to use the intellectual property to further the College’s academic mission, except where the creator is required by law or contract to assign the rights to the Intellectual Property to a third party, such as a publisher.

    • “Work for Hire”: Federal copyright law defines a “work for hire” as one “prepared by an employee within the scope of his or her employment.” Therefore, any work produced by non-faculty employees, including student employees and work-study students, in the performance of their assigned duties, whether specifically directed to do so or not, will be considered a “work for hire” and produced and owned by the College. Work produced by students as part of faculty-supervised or independent research will not be considered “work for hire” for the purposes of this policy.

    • Copyrightable and Patentable Subject Matter: The College shall assert ownership rights to copyrightable and patentable Intellectual Property developed under any of the following circumstances:

      • Rights were assigned to the College as part of an externally sponsored research program or other agreement which funded development of the Intellectual Property.

      • Creation of the Intellectual Property follows from College funding intentionally directed toward its development or requires use of College resources such as facilities or equipment purchased primarily with the intention of developing copyrightable or patentable Intellectual Property, where an agreement between the College and the creator to that effect exists.

      • Creation of the Intellectual Property follows from non-routine use of College materials, equipment or personnel. For the purposes of this policy, “non-routine use” refers to the extensive and unreimbursed use of College space and resources that are not ordinarily used in this manner in the College’s educational or instructional endeavors. Examples of equipment routinely used by members of the College community include assigned offices, personal computers, and library materials or facilities.

      • The College assigned or directed the creator to develop the Intellectual Property.

      • The Intellectual Property was developed by non-faculty employees in the course of their job duties and constitutes work-for-hire under federal law.

    • Non-copyrightable and Non-Patentable Intellectual Property: The College shall assert ownership rights to non-copyrightable and non-patentable Intellectual Property developed under any of the following circumstances:

      • Rights were assigned to the College as part of an externally sponsored research program or other agreement which funded development of the Intellectual Property.

      • Creation of the Intellectual Property follows from College funding intentionally directed toward its development or requires use of College resources such as facilities or equipment purchased primarily with the intention of developing non-copyrightable or non-patentable Intellectual Property, where an agreement between the College and the creator to that effect exists.

      • Creation of the Intellectual Property follows from non-routine use of College materials, equipment or personnel. For the purposes of this policy, “non-routine use” refers to the extensive and unreimbursed use of College space and resources that are not ordinarily used in this manner in the College’s educational or instructional endeavors. Examples of equipment routinely used by members of the College community include assigned offices, personal computers, and library materials or facilities.

      • The College assigned or directed the creator to develop the Intellectual Property.

      • The Intellectual Property was developed by non-faculty employees in the course of their job duties and constitutes work-for-hire under federal law.

    • Intellectual Property Developed Under Sponsored Research Agreements: Ownership of Intellectual Property developed as part of an agreement with any sponsor, including the College, will be determined by the provisions of that agreement. Faculty members or other employees shall consult with the Office of the Provost before finalizing any sponsored research agreements with outside agencies. In the absence of such an agreement, the other provisions of this Policy will determine ownership.

    • Special Agreement: In order to maintain the encouragement of creativity and inventiveness as the overriding principle of this Intellectual Property Policy, the College reserves the right to apply this policy, without prejudice to future application, on a case-by-case basis to allow some flexibility. The College especially encourages faculty to negotiate special agreements containing terms that promote and facilitate involvement of student researchers. Ownership and use of materials developed under a special agreement between the College and the creator/author will be governed by the details of that agreement.

  5. Responsibility for Disclosure

    Patentable Intellectual Property: Because publication of an idea eligible for patent as Intellectual Property begins the clock running on a time restriction for filing a patent in the United States and bars application for a patent in every other country in the world, prompt disclosure of the intent to create patentable intellectual property is essential. College personnel who alone or in association with other agents or agencies create or intend to create patentable material with non-routine, extraordinary or directed use of College resources shall immediately disclose such activity to the Office of the Provost (or designee). This disclosure shall be made as soon as it can be reasonably concluded patentable material has been or will be created. Disclosure shall be made sufficiently in advance of any publications, presentations, or other public announcements to allow for sufficient actions to protect the rights of ownership of the creator and the College as they pertain to the Intellectual Property.

    Other Intellectual Property: Centenary College of Louisiana conforms to the academic tradition of giving faculty members the right to retain ownership of their Intellectual Property. Unless Intellectual Property was developed under one of the qualifying conditions listed in this policy requiring prompt disclosure, faculty members are not obligated to disclose the creation of Intellectual Property even when the product might have commercial value. Nevertheless, Faculty are encouraged to disclose protectable material with commercial value to the extent that they desire assistance in copyright protection and marketing in exchange for profit sharing with the College. If faculty members do commercialize Intellectual Property that they own, the College will expect a share of the proceeds as described below. All disclosures shall be made to the Office of the Provost.

  6. Income

    • Intellectual Property Owned by the College: When the College retains ownership rights to Intellectual Property developed under the circumstances specified in this policy, the income shall be distributed as follows:

      • The College will first deduct any direct expenses incurred by it in connection with the initial patenting and commercialization of the property. Any such expenses incurred by the individual creator with the prior approval of the College will also be deducted and reimbursed to the creator. Determination of which party or parties will bear the costs of initial patenting and commercialization of Intellectual Property will be negotiated on a case-by-case basis.

      • Unless there is some prior written agreement between the College and the employee, the College will then pay and distribute the income remaining after payment of direct expenses in the following manner:

        • fifty percent (50%) to the creator;

        • twenty percent (20%) to the creator’s academic division;

        • thirty percent (30%) to the College to be administered by the office of the Provost in support of research

    • Intellectual Property Owned by an Individual Employee: When the College does not retain ownership rights because the specific circumstances in this policy do not apply, but the creator has made some routine use of the College’s materials, equipment, or personnel, then the individual creator may, at his or her own expense, patent and/or commercialize the Intellectual Property. In such cases, ten percent (10%) of the proceeds from the commercialization shall be remitted to the College, in recognition of the routine use of College facilities. The President may decide that such payment be reduced or eliminated if it appears that a 10% contribution is excessive under the circumstances.

    • Accounting: No matter who retains ownership of the Intellectual Property at issue, an appropriate accounting of the costs and proceeds will be provided by the appropriate parties.

    • Equity: The College and/or the individual creator may, in appropriate circumstances, take equity positions in companies licensed to market or use Intellectual Property.

  7. Administration

    Office of the Provost: The Intellectual Property Policy will be administered by the Office of the Provost. The stated terms and provisions of the policy will be interpreted and applied by the Provost with the review and approval of the President.

    Intellectual Property Review: To assist the Provost with implementation of this policy, the functions of (1) reviewing policy provisions as needed but at least once annually and submitting recommendations for change or amendments to the Provost; and (2) reviewing other issues as requested by the Provost or other interested persons shall fall to the Economic Policy Committee.

    Dispute Resolution: Disputes over the application or interpretation of this policy will be settled by an ad hoc committee formed to consider the disputed issues and render a decision. This ad hoc committee will consist of three members from the College community: one selected by the employee(s) engaged in the dispute; one chosen by the College administration; and one appointed by the Faculty Coordinating Council and approved by both other members of the ad hoc committee. This ad hoc dispute resolution committee may conduct a private hearing and initiate other reasonable and necessary procedures to reach a written majority decision within sixty (60) days of the committee’s formation. Parties dissatisfied with the decision of the dispute resolution committee may appeal to the President of the College. The decision of the President shall be final and non-appealable.

    Changes to the Policy: The College reserves the right to change the policy, but no changes will be made without consultation with the Economic Policy Committee and/or other appropriate faculty representation.

  8. Use of Centenary name and/or logos

    Faculty, staff and students may use the College name and logos to identify themselves (Jane Doe, Professor of Something, Centenary College of Louisiana). Provided that, only with the express written permission of the Vice President for External Relations may the College name and logos be used by individuals or entities in a manner that implies College endorsement or responsibility for particular activities, products, or publications for commercial purposes or promotion of individuals or groups.

    Acknowledgement: This policy borrows extensively from or is inspired by the Centre College Policy on Intellectual Property, Birmingham-Southern College Policy on Intellectual Property, Mary Baldwin College Policy on Intellectual Property, A Primer on Intellectual Property by NCURA, Duke University’s Faculty Handbook, and policies from other, similar institutions.

    Approved by the Executive Committee of the Board of Trustees, August, 2007.

    Last updated August 21, 2007.

Family Friendly Leave for Faculty

PURPOSE: 
The purpose of this policy is to clarify and codify existing practice for family leave for full-time faculty members, including both parental leave and caregiver leave.

POLICY:
This policy applies only to full-time faculty members and does not apply to sick leave for the employed faculty member.

This policy applies only to the following types of leave:• Parental leave (e.g.. extended leave for each birth or adoption of a child)
• Caregiver leave (e.g. care for ill or injured family member )

Earning Leave:
Faculty members employed by the College effective May 31, 2007 will receive an immediate balance of one (1) semester of leave.

Following May 31, 2007:
• Full-time faculty members can earn and accumulate, at any one time, a maximum of three (3) semesters leave at 66 2/3% of base salary.
• Leave is earned in increments of one quarter of a semester for each full semester worked in the academic year. 
• Leave is accumulated at the end of each worked semester. 
• This leave is intended for absences of two weeks or longer.
• The accumulated balance of leave is not payable to the faculty member when employment is terminated.

A faculty member who qualifies for parental or caregiver leave may also take partial leave, working less than 100% for the college in a given year. For the duration of the leave, the faculty member will receive the percentage of his or her pay which he or she works for the college or 50%, whichever is greater. For example, a faculty member working 75% time for the college for the Fall semester and full time in the Spring would receive 87% of his pay (half at 75% and half at 100%). He or she would use his or her accumulated leave at an identical rate.

The faculty member will receive half pay for the duration of the leave. For example, if a faculty member missed 20 working days of a 180-day academic year, he would receive full pay for 160 days and half pay for 20, or 88% of his annual salary. Any leave beyond one semester must qualify under another policy, e.g., personal leave.

Family Leave Approval:
• Leave should be addressed in advance, or as soon as the faculty member is made aware of their need to request the leave.
• Faculty members should inform their department chairs in a timely manner, though leave cannot be denied due to a lack of advance notification alone. The faculty member should begin by making arrangements with his or her department chair. The department chair will consult other faculty in the department and draw up a proposal to meet the college’s needs during the leave. 
• The faculty member and department chair will discuss the proposal with the Provost for approval. If the leave is approved, and after consultation with Human Resources, the Provost will forward the proposal to the Faculty Personnel Council (FPC) for approval. The faculty member requesting leave must demonstrate to the satisfaction of the Provost and the FPC substantial and sustained responsibility for the family member specified in their proposal for leave.
• If the FPC does not approve the proposal, it can be revised and resubmitted to the FPC. In unusual circumstances, the Provost can approve leave without the FPC’s approval.

Salary and Benefits:
The faculty member is considered to be an employee of the college during this leave.
• Faculty members maintain the same status during leave as immediately prior to the leave, relative to medical, life, short term disability and long term disability. Payroll deductions for employee premiums due by the faculty member remains in effect, where applicable.
• The College will continue its defined retirement contribution of 10% for the faculty member, based on the reduced salary of the faculty member at 66 2/3% during the time of the leave. Payroll deductions for employee contributions due by the faculty member remain in effect, where applicable.
• Faculty members on leave are not eligible for any salary increases which occur during their absence. When they return to work they are eligible for the general increases, if any, that occur during their absence.

Donation of Leave:
Faculty members may donate their leave to other faculty members.

Non Leave Arrangements:
Other, non-leave arrangements are possible, such as preferential class scheduling (e.g., mornings off to attend to ill relative), or a re-distributed course load (e.g., teaching more courses in the Fall semester in order to have a reduced load in the Spring). In each case, the arrangements must be approved by the Provost and the Chair of the applicable department, with as much notice given in advance as possible, and meet the needs of our students. Arrangements necessitating a replacement would reduce the faculty member’s pay and use accumulated leave time as described above.

Tenure, Promotion, Endowed Chair Review, Post-Tenure Review, and Sabbatical Eligibility:
Initially, a faculty member may choose to stop the tenure, promotion, endowed chair review, or post-tenure review clock. If a person stops any of these clocks, he or she must stop all that apply. If a faculty member chooses to stop the clock, the time on leave will not count towards eligibility for tenure, promotion, or endowed chair review, or post-tenure evaluation, and, when he or she is eligible, the same standards for productivity will apply. Faculty members who choose not to stop the clock will be expected to be as productive as faculty who do not take leave. Unless the Provost and FPC are notified otherwise in writing prior to the end of the leave, the time on leave will not count towards tenure, promotion, and endowed chair review. Faculty members are encouraged to make their intentions clear prior to taking leave. If the faculty member takes two or more semester’s leave in the years between reviews, he or she must stop all applicable clocks. A faculty member cannot be required to take leave.

Academic appointees shall not be arbitrarily disadvantaged in their promotion, tenure, or compensation because they have elected to take family leave or to stop the clock for any reviews. Outside reviewers must be notified of Centenary’s family-friendly policies as they apply to the particular candidate they are evaluating.

The FPC will review faculty for tenure, promotions, endowed chairs, or post-tenure reviews once per year. Anyone ineligible at the time of review must wait until the next review.

Eligibility for sabbatical leave is not affected by time on family leave.

Compensation for Other Employees:
Employees that accept additional duties or are required to go beyond their regular duties for individuals on family leave will be compensated for their time and effort either with release time or overload pay. Typically, an additional course can mean a one course release in the future or overload pay equivalent to the amount paid per class for adjunct professors.

Last updated January 14, 2008.