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Standard 4.A - Faculty Selection, Evaluation, Roles, Welfare, and
The selection, development, and retention of a competent
faculty is of paramount importance to the institution. The faculty's central
responsibility is for educational programs and their quality. The faculty
is adequate in number and qualifications to meet its obligations toward
achievement of the institution's mission and goals.
4.A.1 The institution employs professionally qualified
faculty with primary commitment to the institution and representative of
each field or program in which it offers major work.
4.A.2 Faculty participate in academic planning, curriculum
development and review, academic advising, and institutional governance.
4.A.3 Faculty workloads reflect the mission and goals
of the institution and the talents and competencies of faculty, allowing
sufficient time and support for professional growth and renewal.
4.A.4 Faculty salaries and benefits are adequate to attract
and retain a competent faculty and are consistent with the mission and
goals of the institution. Policies on salaries and benefits are clearly
stated, widely available, and equitably administered.
4.A.5 The institution provides for regular and systematic
evaluation of faculty performance in order to ensure teaching effectiveness
and the fulfillment of instructional and other faculty responsibilities.
The institution's policies, regulations, and procedures provide for the
evaluation of all faculty on a continuing basis consistent with Policy
4.1 - Faculty Evaluation, page 65.
4.A.6 The institution defines an orderly process for the
recruitment and appointment of full-time faculty. Institutional personnel
policies and procedures are published and made available to faculty.
4.A.7 The institution fosters and protects academic freedom
for faculty. (See Eligibility Requirement 13, page 6, and
Policy A-8 - Principles and Practices Regarding Institutional Mission
and Goals, Policies and Administration, page 114).
4.A.8 Part-time and adjunct faculty are qualified by academic
background, degree(s), and/or professional experience to carry out their
teaching assignment and/or other prescribed duties and responsibilities
in accord with the mission and goals of the institution.
4.A.9 Employment practices for part-time and adjunct faculty
include dissemination of information regarding the institution, the work
assignment, rights and responsibilities, and conditions of employment.
4.A.10 The institution demonstrates that it periodically
assesses institutional policies concerning the use of part-time and adjunct
faculty in light of the mission and goals of the institution.
Standard 4.B - Scholarship, Research, and Artistic Creation
Scholarship, including research and artistic creation,
is inherent in the work of faculty and students and is integrated in mutually
supportive ways with instructional activities, regardless of the size or
nature of the institution.
Scholarship is systematic study of a chosen subject characterized
by a high level of expertise, originality, critical analysis, significance,
and demonstrability. Through scholarship, which may entail creation, application,
synthesis, or transmission of knowledge, faculty acquire and sustain their
expertise, thereby contributing to the validity and vitality of their teaching.
Faculty scholarship is necessary to maintain effective instruction in all
postsecondary educational institutions. It also provides students the opportunity
to observe and develop an understanding of scholarly activity.
4.B.1 Consistent with institutional mission and goals, faculty
are engaged in scholarship, research, and artistic creation.
Research is scholarly activity directed toward constructing
and/or revising theories, and creating or applying knowledge. Although
not limited to graduate/research institutions, research is an essential
and integral part of graduate education where it serves two principal functions:
(1) it advances the frontiers of knowledge which, when disseminated, contributes
to the welfare of society and ensures the viability of content in an academic
discipline; and (2) it educates students in the methods of inquiry and
prepares them for careers as scholars, researchers, or practitioners.
Artistic creation is scholarly activity in the visual,
performing, and literary arts that expresses original ideas, interpretations,
imagination, thoughts, or feelings.
4.B.2 Institutional policies and procedures, including
ethical considerations, concerning scholarship, research, and artistic
creation, are clearly communicated.
4.B.3 Consistent with institutional mission and goals,
faculty have a substantive role in the development and administration of
research policies and practices.
4.B.4 Consistent with its mission and goals, the institution
provides appropriate financial, physical, administrative, and information
resources for scholarship, research, and artistic creation.
4.B.5 The nature of the institution's research mission
and goals and its commitment to faculty scholarship, research, and artistic
creation are reflected in the assignment of faculty responsibilities, the
expectation and reward of faculty performance, and opportunities for faculty
renewal through sabbatical leaves or other similar programs.
4.B.6 Sponsored research and programs funded by grants,
contracts, and gifts are consistent with the institution's mission and
4.B.7 Faculty are accorded academic freedom to pursue
scholarship, research, and artistic creation consistent with the institution's
mission and goals.
Standard Four - Faculty Table #1 Institutional Faculty
Standard Four - Faculty Table #2 Number And Source of
Terminal Degrees of Faculty
4.1 Policy on Faculty Evaluation
Background. As stated in Standard Four, the effectiveness
and quality of an institution's total educational program depend upon the
presence of a competent faculty. Further, it is the institution's obligation,
in consultation with the faculty, to evaluate the performance of its faculty
members and to provide for their development on a continuing basis.
Standard Four also calls for faculty members to be safeguarded
in their exercise of academic freedom. The protection of academic freedom
does not lessen the need for performance evaluation of temporary or permanent
members of the faculty to ensure, on a continuing basis, the effectiveness
and quality of those individuals responsible for the academic program.
This ongoing evaluation may take several forms, in accordance with the
size, complexity, and mission of the institution, including, for example,
annual merit salary evaluations of a significant nature, promotions, and/or
tenure reviews, periodic post-tenure reviews, or reviews conducted in response
to some institutional need. The requirement of this policy is that every
faculty member at every institution be subject to some type of substantive
performance evaluation and review at least every third year.
In establishing a program of continuing faculty evaluation
and in supporting a program of faculty development, institutions shall
be mindful of the following guidelines:
a. Institutions should develop in a collegial fashion
and implement internal plans and procedures that specify the process and
criteria by which faculty members are evaluated on a continuing basis.
b. Collegial participation in faculty performance evaluation
is critical in order to bring subject matter and pedagogical knowledge
substantively into the assessment process. Nonetheless, it is the obligation
of the administration to ensure quality and effectiveness of the educational
program through the evaluation of faculty performance. At a minimum, an
institution's evaluation plans must include administrative access to primary
or raw evaluation data.
c. Multiple indices should be utilized by the administration
and faculty in the continuing evaluation of faculty performance. Each of
these data sources should be related to the role of the faculty member
in carrying out the mission of the institution. Some examples include:
1) The evaluation of teaching through student, collegial,
and administrative assessment.
2) The evaluation of the quality of scholarly performance
and/or research productivity as reflected in peer judgments about publication
and success in securing external funding.
3) The evaluation of service to the profession, school,
d. Where deficiencies in a faculty member's performance
are identified, the faculty member is responsible for remediating the deficiencies,
and the institution is expected to assist through development opportunities.
Evaluation cannot be separated from remedial action.
To conclude, the requirement for the continuing evaluation
of faculty performance is to be accomplished through the joint efforts
of faculty and administration. The retention of a competent faculty helps
ensure that the mission of a postsecondary educational institution is being
accomplished in a manner consistent with its accredited status.
Supporting Documentation for Standard Four
1. Statistics available concerning faculty and administration
characteristics, such as numbers of males and females, minorities, full-time
and part-time faculty, years of service with the institution, degrees or
levels of education, and years of other significant service.
2. Completed Table 1, Institutional Faculty Profile and
Table 2, Number and Source of Terminal Degrees of Faculty, as shown on
3. Salary data for faculty, including compensation for
special or extra responsibilities.
4. Policy and procedures on the evaluation of faculty,
both full-time and part-time.
5. Representative examples of the institutional and public
impact of faculty scholarship.
6. Summary of the most significant artistic creation,
scholarly activity, and research by faculty during the past five years.
1. Faculty handbook, including personnel policies and
2. Policy on Academic Freedom.
3. Faculty committees and membership.
4. Evaluation forms and summary reports of student evaluations
of faculty and courses.
5. Access to personnel files and current professional
6. Criteria and procedures for employing, evaluating,
and compensating faculty in special programs such as off-campus, study
aboard, travel/study, non-credit, or extension credit programs.
7. Copies of any doctrinal statements required for employment,
promotion, and tenure.
8. Policies governing the employment, orientation, and
evaluation of part-time faculty and teaching fellows, if applicable.
9. Summary reports of faculty involvement with public
10. Institutional policies regarding scholarship and artistic
creation by faculty and students.
11. Institutional policies regarding research activity,
including sponsored research by faculty and students.
12. Summary of the faculty role in developing and monitoring
policies and practices in scholarship, artistic creation, and research.
Statistics on faculty retention and turnover.