Faculty  Handbook                                       Adopted  by  the  Faculty  –  September  5,  2006   Approved  by  the  Board  of  Trustees  –  September  8,  2006   Amended  pursuant  to  Article  17  –  May,  2008;  May,  2009;  May,  2010;  May  2011;   October  2011;  May  2012;  May  2013;  October  2013;  March  2014;  April  2014;   April  2015   i Faculty  Handbook     1   INTRODUCTION   1   2   GOVERNANCE   2   3   DEFINITION  OF  FACULTY  STATUS,  FACULTY  RANKS  AND  CRITERIA  FOR  APPOINTMENTS   3.1   FACULTY  STATUS   3.1.1   Full-­‐time  Faculty   3.1.2   Part-­‐time  Faculty   3.1.3   Emerita/Emeritus  Status   3.2   PROCESS  FOR  DETERMINING  EMERITA/EMERITUS  STATUS   3.3   PRIVILEGES  OF  EMERITA/EMERITUS  STATUS   3.4   DEFINITION  OF  ACADEMIC  UNITS   3.5   DEFINITIONS  OF  FULL-­‐TIME  FACULTY  POSITIONS  AND  CRITERIA   3.5.1   Instructor   3.5.2   Assistant  Professor   3.5.3   Associate  Professor   3.5.4   Professor   3.5.5   Endowed  Chairs   3.5.6   Term  Faculty   3.5.7   Interim  Term   2   2   2   2   2   2   3   3   3   3   3   4   4   4   4   5   4   POLICIES  PERTAINING  TO  FACULTY  APPOINTMENTS   4.1   TYPES  OF  APPOINTMENTS   4.1.1   Continuous  Appointment  (Tenured)   4.1.2   Probationary  Appointment  (Tenure  Track)   4.1.3   Probationary  Appointment  (Instructor)   4.1.4   Terminal  Appointment   4.1.5   Term  Appointment   4.2   LOCUS  OF  APPOINTMENTS   6   6   6   6   6   6   6   6   5   MANDATORY  SEARCH  COMMITTEE  TRAINING   6   6   GUIDELINES  FOR  SEARCH  AND  APPOINTMENT   6.1   SEARCH  AND  APPOINTMENT  OF  NEW  FULL-­‐TIME  FACULTY  MEMBERS   6.1.1   Step  1   6.1.2   Step  2   6.1.3   Step  3   6.1.4   Step  4   6.1.5   Step  5   6.1.6   Step  6   6.2   GUIDELINES  FOR  CLUSTER  HIRES   6.3   UNPLANNED  VACANCY   6.4   FACULTY  ORIENTATION   6.5   SELECTION  OF  ENDOWED  CHAIRS   6.6   SELECTION  OF  DEPARTMENT  CHAIRS   6.7   SELECTION  OF  DEAN  OF  LIBERAL  ARTS   6.8   SELECTION  OF  THE  SCHOOL  DEANS   6.9   SELECTION  OF  THE  DEAN  OF  GRADUATE  AND  PROFESSIONAL  STUDIES   6.10   SELECTION  OF  THE  VICE  PRESIDENT  FOR  ACADEMIC  AFFAIRS   ii 7   7   7   7   7   7   8   8   8   9   9   9   10   10   11   11   12   7   FACULTY  REVIEW  OF  CHAIRS  AND  DEANS   12   8   ASSESSMENT  OF  TENURED/TENURE  TRACK  FACULTY   8.1   TEACHING   8.1.1   Student  Advising   8.1.2   Assessment  of  Teaching   8.2   SCHOLARSHIP  AND  CREATIVE/PROFESSIONAL  WORK   8.2.1   Assessment  of  Scholarship  and  Creative/Professional  Work   8.2.2   Standards  for  Interpreting  Scholarship  and  Creative/Professional  Work   8.3   SERVICE   8.3.1   Definition   8.3.2   Examples  of  Service   8.4   LONG-­‐TERM  USEFULNESS   12   13   13   13   14   15   15   15   15   16   16   9   ASSESSMENT  OF  TERM  FACULTY   16   10   POLICIES  AND  PROCEDURES  GOVERNING  REAPPOINTMENT  AND  FACULTY  REVIEW   10.1   ANNUAL  REVIEW  OF  INSTRUCTORS   10.2   REVIEW  OF  TENURE-­‐SEEKING  FACULTY   10.2.1   Mentoring  for  Pre-­‐Tenure  Faculty   10.2.2   Calendar  for  Third-­‐Year  Review   10.2.3   Third-­‐Year  Review   10.2.4   Notice  of  Reappointment   10.2.5   Candidate  Dossier   10.3   REVIEW  OF  TERM  FACULTY  MEMBERS   10.4   CONTINUOUS  APPOINTMENT  FACULTY  REVIEW   10.4.1   Annual  Review  of  Tenured  Faculty   10.4.2   Developmental  Meeting  for  Promotion   10.4.3   Developmental  Review  of  Teaching   16   16   17   17   17   17   18   18   19   19   19   19   20   11   POLICIES  AND  PROCEDURES  GOVERNING  PROMOTION  AND  TENURE   11.1   CRITERIA  FOR  ADVANCEMENT  IN  RANK  AND  TENURE   11.1.1   Criteria  for  Advancement  in  Rank   11.1.2   Criteria  for  Tenure   11.2   PREPARATION  FOR  EVALUATION   11.3   THE  VICE  PRESIDENT  OF  ACADEMIC  AFFAIRS  PLACES  LETTERS  SOLICITED  FROM  EMERSON  FACULTY  IN  THE   CONFIDENTIAL  FILE.PROCEDURE  FOR  EVALUATION   11.3.1   Confidentiality   11.3.2   Departmental  Review   11.3.3   Department  Chair  Review   11.3.4   Decanal  Review   11.3.5   Faculty  Status  Committee  Review   11.3.6   Vice  President  for  Academic  Affairs  Review   11.3.7   Candidate’s  Responsibilities   11.3.8   Candidate’s  Rights   11.3.9   The  Presidential  Review  and  Board  of  Trustees  Decision   11.4   TENURE  TRANSFER  AND  EXTRAORDINARY  TENURE  CONSIDERATIONS   20   20   20   21   22   12   FACULTY  RIGHTS  AND  RESPONSIBILITIES   12.1   STATEMENT  OF  PRINCIPLE   12.2   ACADEMIC  FREEDOM   12.3   INTELLECTUAL  PROPERTY  POLICY   25   25   25   26   iii 22   22   22   23   23   23   24   24   24   24   25   12.3.1   Copyright  Law  Generally   12.3.2   Copyright  Ownership  Policy  -­‐  Faculty   12.4   PROFESSIONAL  RELATIONSHIPS   12.5   FACULTY  PLAGIARISM   12.6   AVAILABILITY   12.7   SUBMISSION  OF  GRADES   26   26   27   28   28   28   13   PROFESSIONAL  DEVELOPMENT  POLICIES   13.1   SABBATICAL  LEAVE   13.1.1   Eligibility   13.1.2   Application   13.1.3   Agreement  to  Return  to  Service   13.1.4   Procedure   13.1.5   Length  of  Time  and  Pay   13.1.6   Continuous  Service   13.1.7   Sabbatical  Responsibilities   13.1.8   Subsequent  Leaves   13.2   PRE-­‐TENURE  LEAVE   13.2.1   Eligibility   13.2.2   Application   13.2.3   Agreement  to  Return  to  Service   13.2.4   Procedure   13.2.5   Length  of  Time  and  Pay   13.2.6   Continuous  Service   13.2.7   Pre-­‐Tenure  Leave  Responsibilities   13.2.8   Pre-­‐Tenure  Leave  Right  to  Withdraw  Application   13.3   PROFESSIONAL  LEAVE   13.3.1   Compensation  and  Benefits   13.3.2   Return  to  Service   13.4   ADMINISTRATIVE  LEAVE   13.5   SPECIAL  LEAVE   28   28   29   29   30   30   31   31   31   31   32   32   32   33   33   34   34   34   34   34   35   35   35   35   14   FACULTY  WORKLOAD  POLICIES   14.1   FACULTY  WORKLOAD  PRINCIPLES   14.1.1   Teaching  Assignments   14.2   TENURE-­‐SEEKING  FACULTY  WORKLOAD   14.3   TENURED  FACULTY  WORKLOAD  OPTIONS   14.4   TERM  FACULTY  TRACK   35   35   36   36   37   38   15   DISPUTE  RESOLUTION   38   16   GRIEVANCE   16.1   PROCEDURE   16.1.1   Step  1   16.1.2   Step  2   16.2   ARBITRATION   16.2.1   General  Provisions   39   40   40   40   41   41   17   AMENDING  THE  FACULTY  HANDBOOK   17.1   THE  NORMAL  AMENDMENT  PROCESS   17.2   AMENDMENTS  IN  EXTRAORDINARY  CIRCUMSTANCES   17.3   GRIEVANCE  AND  ARBITRATION   42   42   43   43   iv Faculty  Handbook     1 Introduction   The  Faculty  Handbook  contains  policies  and  procedures  that  govern  the  relationships  between   full-­‐time   faculty   members   and   the   administration   at   Emerson   College.   Its   broader   purpose   is   to   promote  outstanding  teaching,  significant  learning  opportunities,  and  innovative  scholarly  and   creative   work   that   allow   Emerson,   as   a   leader   in   communication   and   the   arts,   to   make   positive   contributions  to  society  through  education.         The   central   organizing   concept   for   this   Handbook   is   the   engaged   faculty   working   with   a   supportive   administration.   This   concept   reflects   certain   core   values.   The   engaged   faculty   refers   both   to   the   individual   faculty   member   and   the   collective   Emerson   faculty.   Engaged   professionals   work   passionately   with   commitment   to   excellence   in   teaching,   advancing   the   frontiers   of   knowledge   and   artistry,   and   providing   service.   Engaged   faculty   members   are   empowered   to   do   their   best   and   know   their   work   is   consequential.   The   institution   supports   these   goals   by   valuing,   appreciating,   and   using   the   contributions   of   its   members—this   is   employment  in  the  broadest  sense.     The  engaged  faculty  concept  relies  upon  mutual  commitment  between  the  institution  and  the   faculty.  The  College  administration  encourages  and  supports  faculty  members  to  achieve  their   best  for  the  benefit  of  the  students;  in  return,  faculty  members  strive  to  do  their  best  in  ways   that  further  the  College’s  goals.  As  Jerry  Berberet  writes  in  A  New  Academic  Compact:     In   fulfilling   their   workload   obligations,   individual   faculty   members   add   value   to   their   academic  unit  (e.g.,  department  or  school),  which  in  turn  adds  value  in  contributing  to   the   mission   of   the   institution   as   a   whole.   The   institution   in   turn   adds   value   to   individual   faculty,  notably  through  professional  development  support  that  enhances  the  value  of   faculty  contributions  to  the  unit  and  the  institution.1   Accordingly,  this  relationship  rests  upon  an  understanding  of  and  commitment  to  the  rights  and   responsibilities  that  accompany  the  faculty  role.       The  engaged  faculty  concept  is  rooted  in  interdependence.  Faculty  and  administration  rely  on   each   other   to   succeed.   By   the   nature   of   their   roles,   they   attend   to   somewhat   different   demands,   constituencies,   and   constraints.   The   Handbook   acknowledges   these   legitimate   differences  and  provides  mechanisms  for  the  parties  to  work  together  successfully.  Emerson’s   success   relies   upon   productive   interactions   between   and   among   students,   faculty   members,   administrators,  and  staff.       The  engaged  faculty  concept  also  envisions  a  career  perspective.  Ongoing  intellectual  growth  is   necessary  for  individual  success,  as  a  model  for  our  students,  and  as  a  way  for  the  College  to   thrive.  Individual  strengths,  interests,  directions,  motivations,  and  practices  change  and  develop   1 Berberet, J. (2002) A new academic compact. In L. A. McMillin & J. Berberet (Eds), A new academic compact: Revisioning the relationship between faculty and their institutions (pp. 3-28). Bolton, MA: Anker. Emerson  College  Faculty  Handbook  –  Page  1   over   time.   The   engaged   faculty   member   continually   seeks   to   connect   these   changes   to   the   enduring   values   and   the   ongoing   needs   of   the   College’s   mission.   A   supportive   administration   recognizes  the  value  of  these  changes  and  creates  openings  for  their  application.     2 Governance   Emerson   College   is   a   corporation   organized   under   the   laws   of   the   Commonwealth   of   Massachusetts.  The  Board  of  Trustees,  as  the  director  of  the  corporation,  has  ultimate  authority   over   and   fiduciary   responsibility   for   the   College.   The   Board   and   the   President   have   shared   with   the   faculty   responsibility   for   certain   academic   policies   and   practices,   on   the   terms   and   conditions  set  forth  in  this  Faculty  Handbook.     3 Definition  of  Faculty  Status,  Faculty  Ranks  and  Criteria  for   Appointments   3.1 Faculty  Status   The   term   “faculty”   means   only   those   individuals   appointed   to   a   faculty   position   by   the   President  of  the  College  or  his  or  her  designee.     3.1.1 Full-­‐time  Faculty   A   full-­‐time   faculty   member   is   an   employee   of   Emerson   College   who   receives   a   term,   tenure   track  or  tenured  appointment  to  one  of  the  academic  ranks  listed  in  Sub-­‐section  3.5.     3.1.2 Part-­‐time  Faculty   A  part-­‐time  faculty  member  is  an  employee  of  Emerson  College  who  is  appointed  to  a  part-­‐time   teaching   position.   No   right   of   tenure   accrues   to   any   person   holding   a   part-­‐time   position   regardless  of  cumulative  length  of  service.   3.1.3 Emerita/Emeritus  Status   Emeritus   status   is   one   of   honor   and   esteem   at   Emerson   College.   The   Board   of   Trustees   may   confer   the   status   of   Emerita/Emeritus   to   any   tenured   full-­‐time   faculty   member   who   has   a   record  of  distinguished  service  and  achievement  at  Emerson  College  and  who  is  retiring  or  has   retired  from  the  College.     3.2 Process  for  Determining  Emerita/Emeritus  Status   Any   person   wishing   to   nominate   a   current   or   retired   full-­‐time   tenured   faculty   member   may   submit  a  nomination  in  writing  no  later  than  December  1  of  any  year  to  the  Dean  of  the  School   from   which   the   nominee   retired   or   is   retiring.   The   Dean   solicits   comments   and   recommendations  regarding  the  nomination  from  the  full-­‐time  faculty  of  the  College.  The  Dean   forwards   a   recommendation   to   the   Vice   President   for   Academic   Affairs,   who   forwards   a   recommendation   to   the   President   for   consideration.   The   President   recommends   to   the   Emerson  College  Faculty  Handbook  –  Page  2   Academic   and   Student   Affairs   Committee   of   the   Board   of   Trustees.   Prior   to   the   next   Commencement  Day,  the  Board  of  Trustees  votes  on  the  nomination.     3.3 Privileges  of  Emerita/Emeritus  Status   Those  faculty  members  granted  Emerita/Emeritus  status  receive  the  following  privileges:     1. The  title  Professor  Emerita/Emeritus  of  the  College.   2. Access  to  the  College’s  library  and  academic  computing  facilities.     3. When  available,  the  use  of  College  facilities  for  professional  activities.     4. Participation  in  the  College’s  social  and  ceremonial  functions.     5. Faculty  privileges  at  the  College  bookstore  and  College  events.   3.4 Definition  of  Academic  Units   The   term   Department   refers   to   academic   units   within   the   Schools   or   to   the   Institute   for   Liberal  Arts  and  Interdisciplinary  Studies.   3.5 Definitions  of  Full-­‐time  Faculty  Positions  and  Criteria     3.5.1 Instructor   An   Instructor   is   pursuing   a   terminal   degree.   In   addition,   the   Instructor   must   give   promise   of   achievement   as   (1)   a   teacher,   and   (2)   either   a   scholar,   an   artist   or   a   professional,   and   (3)   indicate   a   willingness   to   participate   in   the   activities   and   programs   within   the   Instructor’s   School.   The  College  expects  that  an  Instructor  serves  in  that  rank  for  no  more  than  2  years,  with  the   requirements  for  the  terminal  degree  to  be  completed  by  November  15  of  the  second  academic   year  of  employment.  The  College  will  move  an  Instructor  to  the  rank  of  Assistant  Professor  at   the   beginning   of   the   next   academic   year   after   the   attainment   of   the   expected   terminal   degree,   at  which  time  the  tenure  clock  begins.  The  faculty  member  must  provide  evidence  satisfactory   to  the  Vice  President  for  Academic  Affairs  of  completion  of  the  terminal  degree  by  November   15  of  the  second  year.  Failure  to  do  so  results  in  non-­‐reappointment.     3.5.2 Assistant  Professor   An   Assistant   Professor   holds   an   earned   doctorate,   an   M.F.A.,   other   terminal   degree   deemed   appropriate   by   the   Vice   President   for   Academic   Affairs,   or   has   significant   professional   accomplishments   deemed   by   the   (took   out   School)Dean   in   consultation   with   the   appropriate   faculty  to  be  the  equivalent  of  one  of  those  degrees.  In  addition,  the  Assistant  Professor  must   show  promise  of,  or  if  having  taught  at  another  institution,  have  demonstrated  (1)  achievement   as   a   teacher,   (2)   achievement   as   a   scholar,   an   artist   and/or   a   professional,   and   (3)   a   willingness   to  serve  in  College  activities  and  programs.  The  Assistant  Professor  also  must  show  willingness   to   advise   and   serve   students’   professional   goals,   maintain   office   hours,   support   program   advising  and  the  like.   Emerson  College  Faculty  Handbook  –  Page  3   3.5.3 Associate  Professor   An   Associate   Professor   meets   all   of   the   requirements   for   appointment   as   an   Assistant   Professor.   Additionally,   the   Associate   Professor   must   have   a   record   of   excellence   in   teaching.   This   record   will   normally   include   multiple   indicators   such   as   student   evaluations,   peer   evaluations,   and   a   Third-­‐Year   review.   The   Associate   Professor   must   have   produced   nationally   recognized   research,   scholarship,   creative   work,   and/or   professional   work.   The   Associate   Professor   must   show   promise   of   becoming   a   scholar,   artist   or   professional   of   distinction.   The   Associate  Professor  must  have  demonstrated  a  satisfactory  record  of  College  and  professional   service.   3.5.4 Professor   A   Professor   meets   all   of   the   requirements   for   appointment   as   an   Associate   Professor.   Additionally,   a   Professor   must   exemplify   distinguished   achievement   in   teaching   that   is   supported   by   a   record   including   both   student   evaluations   and   peer   evaluations.   A   Professor   must   demonstrate   a   continuing   record   of   nationally   recognized   scholarly,   artistic   or   professional  work  that  is  mature  in  nature.  The  Professor  will  demonstrate  leadership  in  service   contributions  to  the  Department,  the  School,  the  College  and/or  the  profession.     3.5.5 Endowed  Chairs   Emerson   College   bestows   the   title   of   Endowed   Chair   upon   a   distinguished   appointee.   The   highest   level   of   performance   and   recognition   of   that   performance   at   the   national   and   international  level  are  inherent  criteria  for  appointment  to  an  Endowed  Chair.  The  appointment   to  an  Endowed  Chair  may  recognize  a  current  member  of  the  faculty  or  it  may  be  associated   with   recruitment   of   a   new   faculty   member.   All   appointees   should   demonstrate   continued   outstanding  performance  based  on  national  and  international  standards.     3.5.6 Term  Faculty   A   Term   Faculty   member   is   an   employee   of   Emerson   College   holding   a   title   such   as   Artist-­‐in-­‐ Residence,   Executive-­‐in-­‐Residence,   Scholar-­‐in-­‐Residence,   Scientist-­‐in-­‐Residence,   Writer-­‐in-­‐ Residence,   Lecturer,   or   Visiting   Professor.   Appointment   as   Term   Faculty   includes   no   right   to   tenure,   reappointment,   or   promotion   to   any   tenure-­‐seeking   rank,   regardless   of   length   of   service.  Such  appointments  will  proceed  through  search  channels  outlined  in  6.1  and  normally   entail   teaching   duties.   Persons   receiving   such   appointments   are   expected   to   adhere   to   the   rights   and   responsibilities   as   described   in   Section   12   and   to   participate   as   an   engaged   faculty   member   in   the   life   of   the   department   and   College   as   outlined   in   Section   1.     The   Dean,   in   consultation  with  the  Department  Chair  will  articulate  the  appropriate  expectations  for  service   and  professional  engagement  for  each  faculty  member  in  the  letter  of  appointment.   3.5.6.1 Lecturer   Lecturer   is   a   full-­‐time   faculty   member   whose   responsibilities   normally   entail   teaching   duties.     Initially,  an  appointment  is  for  a  year.    After  the  issuance  of  a  third  consecutive  contract,  the   Department  Chair,  in  consultation  with  the  Dean,  evaluates  the  curricular  need  for  the  position.     Provided   a   curricular   need   for   the   position,   the   Department   Chair   initiates   the   following   review   Emerson  College  Faculty  Handbook  –  Page  4   for   the   possibility   of   a   subsequent   three-­‐year   appointment.     During   the   first   semester   of   the   third  year  of  a  lecturer’s  full-­‐time  teaching,  the  Department  Chair  and  DPTC  chair  will  convene  a   committee  composed  of  two-­‐thirds  tenured  faculty  and  one-­‐third  senior  term  faculty  that  will   evaluate  the  performance  of  the  faculty  member  according  to  the  expectations  for  research  /   creative  /  professional  work  and  service  established  in  the  letter  of  appointment.    Likewise,  the   committee  will  evaluate  teaching  performance  as  outlined  in  Section  8.1  of  the  Handbook.    The   lecturer   should   also   perform   any   additional   advising   and   mentoring   in   accordance   with   departmental   expectations   and/or   the   letter   of   appointment.     If,   during   the   third   year,   the   faculty  committee  described  above,  the  chair,  and  the  dean  so  recommend,  the  Vice  President   for  Academic  Affairs  may  issue  a  three-­‐year  appointment  with  a  title  change  to  Senior  Lecturer,   which   may   be   renewed,   depending   on   satisfactory   performance   and   curricular   need   in   accordance   with   the   Faculty   Handbook   and   the   letter   of   appointment.     Evaluations   will   take   place  accordingly  in  the  penultimate  year  of  the  senior  lecturer’s  succeeding  contracts.       3.5.6.2 Visiting  (Rank)  Professor     A  Visiting  (Rank)  Professor  is  a  full-­‐time  term  faculty  member  who  may  be  appointed  annually,   for  a  semester  or  a  year,  for  a  period  not  to  exceed  two  years.     3.5.6.3 (Faculty)-­‐in-­‐Residence     (Faculty)-­‐in-­‐Residence   is   a   full-­‐time   term   faculty   member   whose   responsibilities   normally   entail   teaching   duties.   Initially,   an   appointment   is   for   one   year.   After   the   issuance   of   a   third   consecutive   contract,   the   Department   Chair,   in   consultation   with   the   Dean,   evaluates   the   curricular   need   for   the   position.   Provided   there   is   a   curricular   need   for   the   position,   the   Department  Chair  initiates  the  following  review  for  the  possibility  of  a  subsequent  three-­‐year   appointment.   During   the   first   semester   of   the   third   year   of   a   (faculty)-­‐in-­‐residence’s   full-­‐time   teaching,   the   Department   Chair   and   DPTC   chair   will   convene   a   committee   composed   of   two-­‐ thirds  tenured  faculty  and  one-­‐third  senior  term  faculty  that  will  evaluate  the  performance  of   the  faculty  member  according  to  the  expectations  for  research/creative/professional  work  and   service  established  in  the  letter  of  appointment.  Likewise,  the  committee  will  evaluate  teaching   performance  as  outlined  in  Section  8.1  of  the  Handbook.  The  (faculty)-­‐in-­‐residence  should  also   perform  any  additional  advising  and  mentoring  in  accordance  with  departmental  expectations   and/or   the   letter   of   appointment.   If,   during   the   third   year,   the   faculty   committee   described   above,   the   chair,   and   the   dean   so   recommend,   the   Vice   President   for   Academic   Affairs   may   issue   a   three-­‐year   appointment   with   a   title   change   to   Senior   (Faculty)-­‐in-­‐Residence,   which   may   be  renewed,  depending  on  satisfactory  performance  and  curricular  need  in  accordance  with  the   Faculty  Handbook  and  the  letter  of  appointment.  Evaluations  will  take  place  accordingly  in  the   penultimate  year  of  the  senior  (faculty)-­‐in-­‐residence’s  succeeding  contracts.   3.5.7 Interim  Term   In   the   event   of   an   unplanned   vacancy   (see   6.2),   the   Dean   may   hire   an   Interim   Term   faculty   member   who   may   hold   any   title   found   in   3.5.6.     The   appointment   is   for   up   to   one   academic   year.     Emerson  College  Faculty  Handbook  –  Page  5   4 Policies  Pertaining  to  Faculty  Appointments     4.1 Types  of  Appointments     The  College  issues  the  following  types  of  appointment:   4.1.1 Continuous  Appointment  (Tenured)     A  Continuous  Appointment  is  an  appointment  offered  to  those  who  have  achieved  tenure.   4.1.2 Probationary  Appointment  (Tenure  Track)   A  Probationary  Appointment-­‐Tenure  Track  is  an  annual  appointment  for  those  faculty  members   on  the  Tenure  Track,  which  the  College  may  renew  each  year,  for  up  to  six  years,  at  which  point   tenure   must   be   either   granted   or   denied.   If   the   Vice   President   for   Academic   Affairs   approves   stopping  a  faculty  member’s  tenure  clock  for  any  documented  reason  (e.g.  medical  leave),  the   time   frame   will   be   extended   for   the   period   designated   in   writing   by   the   Vice   President   for   Academic  Affairs.   4.1.3 Probationary  Appointment  (Instructor)   A  Probationary  Appointment-­‐Instructor  is  an  annual  appointment  for  a  maximum  of  two  years.   4.1.4 Terminal  Appointment     A  Terminal  Appointment  is  the  final  appointment  issued  to  a  tenure  track  faculty  member  for   the  following  year  in  the  case  of  denial  of  tenure,  non-­‐renewal,  or  resignation.   4.1.5 Term  Appointment   A  Term  Appointment  is  a  full-­‐time  appointment  issued  for  a  specific  period  of  time.     4.2 Locus  of  Appointments   Each  faculty  appointment  has  as  its  locus  the  Department  and  School  or  the  Institute  for  Liberal   Arts   and   Interdisciplinary   Studies   (cited   hereafter   as   the   Institute)   that   is   stated   in   the   appointment  letter.  At  the  discretion  of  the  Vice  President  for  Academic  Affairs,  in  consultation   with  the  appropriate  Dean(s),  Department  Chairs  and  the  faculty  member,  the  Vice  President   for   Academic   Affairs   can   change   the   locus   of   a   faculty   member’s   appointment   to   meet   the   curricular  needs  of  the  institution.   5 Mandatory  Search  Committee  Training   All  members  of  any  search  committee  approved  by  Academic  Affairs  are  required  to  attend  a   search   committee   orientation   authorized   by   the   Office   of   Academic   Affairs.     If   a   search   committee   member   fails   to   attend,   the   member   is   no   longer   eligible   to   serve   on   that   search   committee   and   the   administrator   who   called   for   the   search   may   appoint   an   appropriate   replacement,  who  also  must  attend  the  orientation.     Emerson  College  Faculty  Handbook  –  Page  6   6 Guidelines  for  Search  and  Appointment     6.1 Search  and  Appointment  of  New  Full-­‐time  Faculty  Members   6.1.1 Step  1   Each   year,   the   Department   Chair,   after   consultation   with   the   full-­‐time   faculty   of   the   Department,  sends  to  the  Dean  a  written  request  for  new  or  replacement  positions.  The  Dean   and  the  Vice  President  for  Academic  Affairs  review  these  requests.  When  the  Vice  President  for   Academic  Affairs  approves  the  recruitment  of  a  full-­‐time  faculty  position,  the  Department  Chair   initiates   the   recruitment   process   in   consultation   with   the   appropriate   full-­‐time   faculty   of   the   Department  and  the  Dean.     6.1.2 Step  2   The  eligible  full-­‐time  faculty  members  of  the  Department  (as  determined  by  the  Department)   elect   the   search   committee   from   a   slate   of   candidates   recommended   by   the   Chair   in   consultation  with  the  Dean.  In  certain  circumstances,  the  Chair,  in  consultation  with  the  Dean,   may   appoint   an   additional   person.   The   Chair   and   faculty   strive   to   include   individuals   with   different   perspectives   and   expertise   and   with   a   demonstrated   commitment   to   diversity.   The   search   committee   elects   its   own   Chair.   The   search   committee   develops   appropriate   selection   criteria   and   ensures   that   they   apply   the   criteria   consistently   to   all   applicants.   The   committee   solicits  nominations  and  applications  through  appropriate  professional  channels  as  well  as  from   within   the   College.   Throughout   the   search   process,   the   search   committee   holds   its   meetings   and   conducts   its   business   independently,   without   the   participation   of   the   Chair,   unless   he   or   she  is  invited  for  a  particular  purpose  to  a  meeting.   6.1.3 Step  3   After   the   search   committee   reviews   all   applicants   and   checks   references,   the   Chair   of   the   search   committee   and   the   Department   Chair   consult   with   the   Dean   prior   to   the   Dean’s   authorization  of  on-­‐campus  interviews.  Only  the  Dean  may  authorize  on-­‐campus  interviews.   6.1.4 Step  4   Subsequent   to   the   on-­‐campus   interviews,   the   search   committee   reports   its   findings   and   recommendations  to  the  full-­‐time  faculty  of  the  Department.  After  consideration  of  the  search   committee’s   report   and   recommendations,   the   eligible   full-­‐time   faculty   and   teaching   staff   (as   determined  by  the  Department)  first  votes  on  the  acceptability  of  each  candidate  interviewed   and   then   rank   orders   the   acceptable   candidates.   When   applicable,   the   recommendation   includes  suggested  rank  and/or  tenure  transfer.  The  Chair  of  the  search  committee  forwards  a   written   recommendation   on   the   acceptability   and   rank   ordering   of   the   candidate(s)   to   the   Dean,   with   a   copy   to   the   Department   Chair.   The   Department   Chair   forwards   his   or   her   independent   written   recommendation   on   the   acceptability   and   rank   ordering   of   the   candidate(s)   to   the   Dean,   with   a   copy   to   the   search   committee.   The   search   committee   Chair,   the  Department  Chair  and  the  Dean  (with  the  possible  inclusion  of  the  search  committee)  meet   to  discuss  the  recommendations.     Emerson  College  Faculty  Handbook  –  Page  7   6.1.5 Step  5   The  Dean  recommends  to  the  Vice  President  for  Academic  Affairs  a  candidate  for  appointment.   If   the   Vice   President   for   Academic   Affairs   accepts   the   recommendation,   the   Dean   sends   a   written  offer  of  employment  to  the  recommended  candidate  as  expeditiously  as  possible  and   notifies  the  Department  Chair  and  the  Chair  of  the  search  committee  that  she  or  he  has  made   the  offer.  Typically,  the  letter  of  offer  from  the  Dean  of  the  School  will  state  that  a  tenure-­‐track   faculty   member   may   not   serve   on   any   committee   during   the   first   year   of   employment.   The   Dean  will  also  include  departmental  tenure  and  promotion  guidelines  with  the  letter  of  offer.   The   faculty   member   is   advised   to   meet   with   the   Department   Chair   during   the   first   month   of   employment  to  discuss  these  guidelines.   6.1.6 Step  6   Should  the  Dean  find  it  necessary  to  reject  the  recommendations  of  the  faculty,  the  Dean  may   ask   the   faculty   to   re-­‐evaluate   the   candidate   pool.   Should   no   acceptable   candidate(s)   emerge,   and   after   consultation   with   the   Vice   President   for   Academic   Affairs,   the   Dean   may   ask   the   Department   Chair   to   recommence   the   search   procedures   outlined   above.   The   Dean   may   recommend   to   the   Vice   President   for   Academic   Affairs   an   interim   term   faculty   member   (as   referenced  in  4.1.5)  to  hold  that  position  during  the  period  of  the  recommenced  search.  In  the   case   of   two   unsuccessful   searches   for   a   given   position,   the   Dean   may   institute   an   alternative   procedure   accommodating   as   much   of   the   usual   process   and   involvement   of   faculty   and   administrators  as  is  possible.   6.2 Guidelines  for  Cluster  Hires   • • • The Dean(s) in consultation with department chairs or their functional equivalents recommends a cluster hire to the Chief Academic Officer. Once approved, each participating unit elects two people to serve on the cluster search committee. Members of the cluster search committee determine who will chair the committee. In certain circumstances, the search committee Chair, in consultation with the Dean (s) may appoint an additional person. Academic leaders may be invited by the search committee Chair to search committee meetings to provide perspective and vision. Academic affairs will provide a project manager to support the search committee’s work. The strength of the cluster hire process is the collaboration across units and strategic use of faculty resources for new and innovative curriculum. The search committee will collaboratively discuss all applicants and candidates. Unit representatives will share the committee’s vision and approach and consistently update and consult with the unit full time faculty throughout the process. There may be occasions when applicants for one position in the cluster are better suited for another; these occasions should be seen as opportunities. In consultation with other search committee members, the unit members will rank candidates for on-campus interviews. Best practices indicate that more than one candidate should be put forward. Those recommendations will be forwarded to the relevant Dean(s) for authorization of on-campus interviews. Only the Deans may authorize on-campus interviews. Emerson  College  Faculty  Handbook  –  Page  8   • • • • On-campus interviews will include members of the unit, the whole search committee, and the search committee Chair. Since these are collaborative and strategic hires, the candidate presentations should be open to all College faculty. The unit members will report the committee’s findings and recommendations to the full-time faculty of the unit after on-campus interviews. The search committee Chair or committee designee will attend the unit faculty meeting in which the candidates are ranked. After consideration of the unit members’ report and recommendations, the eligible full-time faculty and teaching staff (as determined by the unit) first vote on the acceptability of each candidate interviewed and then rank order the acceptable candidates. When applicable, the recommendation includes suggested rank and/or tenure transfer. When unit members report the unit’s rankings to the full search committee, the search committee Chair will forward those to the Dean(s). The search committee Chair, department Chair or functional equivalent, unit members, and relevant Dean(s) (with the possible inclusion of the search committee) will meet to discuss the recommendations. The Dean(s) recommend(s) to the Chief Academic Officer a candidate for appointment. If the Chief Academic Officer accepts the recommendation, the relevant Dean(s) sends a written offer letter to the recommended candidate as expeditiously as possible and notifies the search committee Chair, department Chair or functional equivalent, and unit members that she or he has made the offer. The appointment letter will specify the location of the appointment and the expected distribution of curricular contributions. Should the Dean(s) find it necessary to reject the acceptable candidates recommended by the unit faculty or should candidates decline offers, the Dean may ask those faculty in consultation with the search committee Chair to reevaluate the candidate pool. Should no acceptable candidate emerge, after consultation with the Chief Academic Officer, the Dean(s) may ask the department Chair or functional equivalent in collaboration with the search committee Chair to recommence the search procedures outlined above or may declare the search to have failed. 6.3 Unplanned  Vacancy   When   circumstances   require,   the   Dean,   in   consultation   with   the   Department   Chair   and   Department   faculty   (if   possible),   recommends   an   interim   term   appointment   to   the   Vice   President  for  Academic  Affairs.     6.4 Faculty  Orientation     The  Office  of  Academic  Affairs  conducts  orientation  for  new  faculty  members  prior  to  the  first   day   of   class.   This   program   focuses   on   the   roles   and   responsibilities   of   faculty   members   and   the   history   and   mission   of   the   College.   Orientation   provides   an   opportunity   for   faculty   members   to   meet  appropriate  administrators  and  staff.  All  newly  appointed  faculty  are  required  to  attend.   6.5 Selection  of  Endowed  Chairs   The  Vice  President  for  Academic  Affairs  establishes  a  search  plan  for  selection  of  each  Endowed   Chair,  in  consultation  with  Departmental  faculty  and  such  administrators,  as  she  or  he  deems   appropriate.     Emerson  College  Faculty  Handbook  –  Page  9   6.6 Selection  of  Department  Chairs   Ordinarily   chairs   will   come   from   the   faculty.     Faculty   will   self-­‐nominate   or   be   nominated   by   colleagues   in   the   department.     The   Dean   will   meet   with   the   nominees   and   determine   their   interest  and  capacity.    The  department  colleagues  will  decide  on  a  method,  such  as  voting  or   consultation,   by   which   to   express   their   views   on   the   nominee(s)   to   the   Dean.   The   Dean   will   confer  with  the  Vice  President  for  Academic  Affairs,  who  will  appoint  the  Chair.   In  the  event  that  internal  candidates  cannot  be  identified,  the  Dean  forms  a  search  committee   for   a   national,   external   search.   The   full-­‐time   Department   faculty   elects   two   tenured   faculty   members  and  one  or  two  additional  tenured/tenure  track  or  senior  term  faculty  members  from   the   Department   to   serve   on   the   search   committee.   The   Dean,   in   consultation   with   Department   faculty,   appoints   one   or   two   members   from   the   Emerson   College   community   (e.g.   Dean   of   Liberal  Arts,  Department  Chair)  to  serve  on  the  search  committee.  The  committee  elects  a  Chair   from  the  Department’s  tenured  committee  members.   The   search   committee   solicits   nominations   and   applications   through   appropriate   professional   channels.  Only  the  Dean  may  authorize  on-­‐campus  interviews.  The  faculty  of  the  Department   engage  in  the  interview  process  and  express  their  views  to  the  search  committee.  The  search   committee   reports   its   recommendations   to   the   faculty.   The   search   committee   forwards   its   recommendations  to  the  Dean.   The   Dean   forwards   the   search   committee’s   recommendations   as   well   as   the   Dean’s   own   recommendations   to   the   Vice   President   for   Academic   Affairs   who   has   the   authority   to   appoint.   The   Dean   or   the   Vice   President   for   Academic   Affairs   may   ask   the   search   committee   to   consider   additional   candidates   from   the   pool.   In   the   event   of   a   vacancy   the   Vice   President   for   Academic   Affairs,   in   consultation   with   the   Dean   and   the   full-­‐time   faculty   of   the   Department,   may   appoint   an  interim  Chair.   6.7 Selection  of  Dean  of  Liberal  Arts   When   it   becomes   necessary   to   appoint   a   new   Dean   of   Liberal   Arts,   the   Vice   President   for   Academic   Affairs   constitutes   an   advisory   committee   to   conduct   the   search.   Faculty   Assembly   elects  five  tenured/tenure  track  or  senior  term  faculty  members,  with  at  least  one  from  each   School   and   two   from   the   Institute.   The   Vice   President   for   Academic   Affairs   appoints   two   representatives   from   the   Emerson   College   community   to   serve   on   the   advisory   committee.   If   the   Faculty   Assembly   does   not   elect   within   one   month   of   the   request,   the   Vice   President   for   Academic  Affairs  will  appoint  the  committee.  No  member  of  the  advisory  committee  may  be  a   candidate   for   the   position.   The   Vice   President   for   Academic   Affairs   appoints   a   Chair   from   among  the  members  of  the  advisory  committee.   The   advisory   committee   solicits   nominations   from   constituencies   of   the   College   as   well   as   from   professional   sources   outside   the   College   if   appropriate.   The   advisory   committee   consults   regularly   with   the   Vice   President   for   Academic   Affairs.   The   advisory   committee   submits   the   names   of   potential   interviewees   to   the   Vice   President   for   Academic   Affairs.   Only   the   Vice   President   for   Academic   Affairs   may   authorize   on-­‐campus   interviews.   The   faculty   from   both   Schools   and   faculty   and   administrators   from   the   Institute   will   be   engaged   in   the   interview   process   and   have   the   opportunity   to   express   their   views   to   the   advisory   committee.   The   Emerson  College  Faculty  Handbook  –  Page  10   advisory   committee   submits   the   names   of   the   qualified   candidates   to   the   Vice   President   for   Academic  Affairs,  who  submits  a  recommendation  to  the  President.     In   the   event   of   a   vacancy,   the   President,   after   consultation   with   appropriate   faculty   and   the   Vice  President  for  Academic  Affairs,  appoints  an  Interim  Dean  of  Liberal  Arts.   6.8 Selection  of  the  School  Deans   When  it  becomes  necessary  to  appoint  a  School  Dean,  the  Vice  President  for  Academic  Affairs   constitutes  an  advisory  committee  to  assist  in  locating  candidates  qualified  to  fill  the  vacancy.   Full-­‐time   faculty   from   the   School   for   which   the   Dean   is   to   be   selected   elects   four   tenured/tenure  track  or  senior  term  faculty  members,  with  at  least  one  from  each  Department,   to   serve   on   the   advisory   committee.   Faculty   Assembly   selects   one   tenured/tenure   track   faculty   member   from   the   other   School   to   serve   on   the   advisory   committee.   The   Vice   President   for   Academic  Affairs  appoints  two  representatives  from  the  Emerson  College  community  to  serve   on  the  advisory  committee.  No  member  of  the  advisory  committee  will  be  a  candidate  for  the   position.  The  Vice  President  for  Academic  Affairs  appoints  a  Chair  from  the  advisory  committee.   The   advisory   committee   solicits   nominations   from   constituencies   of   the   College   as   well   as   from   professional   sources   outside   the   College   if   appropriate.   The   advisory   committee   consults   regularly   with   the   Vice   President   for   Academic   Affairs.   The   advisory   committee   submits   the   names   of   potential   interviewees   to   the   Vice   President   for   Academic   Affairs.   Only   the   Vice   President  for  Academic  Affairs  may  authorize  on-­‐campus  interviews.  The  faculty  of  the  School   engage  in  the  interview  process  and  have  the  opportunity  to  express  their  views  to  the  advisory   committee.   The   advisory   committee   meets   with   the   Vice   President   for   Academic   Affairs   to   discuss  the  qualifications  of  the  candidates.  The  Vice  President  for  Academic  Affairs  submits  a   recommendation  to  the  President.  The  President  makes  the  final  recommendation  to  the  Board   of  Trustees,  which  has  the  authority  to  accept  or  reject  the  recommendation.   In  the  event  of  a  vacancy,  the  President,  after  consultation  with  the  faculty  of  the  School  and   the  Vice  President  for  Academic  Affairs,  may  appoint  an  Interim  Dean.   6.9 Selection  of  the  Dean  of  Graduate  and  Professional  Studies   When  it  becomes  necessary  to  appoint  a  new  Dean  of  Graduate  and  Professional  Studies,  the   Vice   President   for   Academic   Affairs   constitutes   an   advisory   committee   to   fill   the   vacancy.   Faculty  Assembly  selects  up  to  five  tenured/tenure  track  or  senior  term  faculty  members,  with   at   least   one   from   each   School.     The   Vice   President   for   Academic   Affairs   appoints   two   representatives   from   the   Emerson   College   community   to   serve   on   the   advisory   committee.   If   the   Faculty   Assembly   does   not   elect   within   one   month   of   the   request,   the   Vice   President   for   Academic   Affairs   will   appoint   the   committee.     No   member   of   the   advisory   committee   may   be   a   candidate   for   the   position.     The   Vice   President   for   Academic   Affairs   appoints   a   Chair   from   among  the  members  of  the  advisory  committee.       The   advisory   committee   solicits   nominations   from   constituencies   of   the   College   as   well   from   professional   sources   outside   the   College   if   appropriate.   The   advisory   committee   consults   regularly   with   the   Vice   President   for   Academic   Affairs.   The   advisory   committee   submits   the   names  of  the  potential  interviewees  to  the  Vice  President  for  Academic  Affairs.  Only  the  Vice   Emerson  College  Faculty  Handbook  –  Page  11   President  for  Academic  Affairs  may  authorize  on-­‐campus  interviews.  The  faculty  engage  in  the   interview  process  and  have  the  opportunity  to  express  their  views  to  the  advisory  committee.   The   advisory   committee   meets   with   the   Vice   President   for   Academic   Affairs   to   discuss   the   qualifications   of   the   candidates.   The   Vice   President   for   Academic   Affairs   submits   a   recommendation  to  the  President.  The  President  makes  the  final  recommendation  to  the  Board   of  Trustees,  which  has  the  authority  to  accept  or  reject  the  recommendation.   In   the   event   of   a   vacancy,   the   President,   after   consultation   with   the   faculty   and   the   Vice   President  for  Academic  Affairs,  may  appoint  an  Interim  Dean.   6.10 Selection  of  the  Vice  President  for  Academic  Affairs   When  it  becomes  necessary  to  appoint  a  Vice  President  for  Academic  Affairs,  the  President  of   the   College   constitutes   an   advisory   committee,   which   includes   faculty   members,   and   the   President   names   the   Chair   of   that   committee.   Only   the   President   may   authorize   on-­‐campus   interviews.  Faculty  engage  in  the  interview  process  and  have  the  opportunity  to  express  their   views   to   the   advisory   committee.   The   President   submits   a   recommendation   to   the   Board   of   Trustees,  which  has  the  authority  to  accept  or  reject  the  recommendation.   In   the   event   of   a   vacancy,   the   President   may   appoint   an   Interim   Vice   President   for   Academic   Affairs.     7 Faculty  Review  of  Chairs  and  Deans   Effective  working  relationships  among  the  faculty,  Chairs  and  Deans  are  central  to  the  academic   success   of   the   College.   The   Chair   annually   will   seek   formative   feedback   from   the   department   faculty   using   a   format   distributed   by   the   Dean.   From   time   to   time,   but   no   later   than   in   the   fifth   year,  the  Vice  President  for  Academic  Affairs  initiates  a  review  of  a  Chair  or  Dean  other  than  the   annual  review.  Such  a  review  includes  substantive  input  from  the  faculty.   The  faculty  in  a  Department  may  request  that  the  Dean  conduct  a  special  review  of  the  Chair,   provided  that  two-­‐thirds  of  the  full-­‐time  faculty  members  in  the  Department  vote  to  do  so  (by   confidential  ballots  submitted  in  signed  envelopes  to  the  Dean).     8 Assessment  of  Tenured/Tenure  Track  Faculty   The  areas  of  assessment  for  appointment  or  reappointment  and  for  promotion  and/or  tenure   are  (1)  teaching;  (2)  scholarship  and  creative/professional  work;  (3)  service;  and,  (4)  long-­‐term   usefulness   to   the   College.   Sub-­‐sections   8.1   through   8.4   below   are   examples   of   the   sorts   of   qualities   and   accomplishments   a   reviewer   may   consider   in   assessing   an   individual’s   teaching,   scholarship   and   creative/professional   work,   service,   and   long-­‐term   usefulness   to   the   College.   The  failure  of  any  particular  reviewer  to  consider  any  particular  example  in  8.1  through  8.4  is   not,  however,  a  process  violation  within  the  meaning  of  Section  16.   Emerson  College  Faculty  Handbook  –  Page  12   8.1 Teaching   The   College   community   recognizes   the   centrality   of   effective   teaching.   Teaching   effectiveness   involves  the  interplay  of  many  qualities  that  include,  but  are  not  limited  to,  the  following:   • Ability  to  design  a  well-­‐organized  course;   • Ability  to  engage  and  challenge  students  intellectually;   • Ability  to  recognize  and  respect  diversity;   • Ability  to  relate  the  subject  taught  to  other  areas  of  knowledge;   • Accessibility  for  consultation  outside  of  class;   • Ability  to  assess  student  work  with  appropriate  feedback;   • Command  of  the  subject;   • Integrity  and  open-­‐mindedness  in  presenting  material;   • Knowledge  of  current  developments  within  the  discipline  and  its  pedagogy;   • Ongoing  development  of  course  content;   • Promptness  and  objectivity  in  grading  student  work;   • Punctuality  and  effective  use  of  class  time;   • Skill  in  communicating  with  students;   • Treatment  of  students  with  respect.   8.1.1 Student  Advising   Student   advising   is   an   important   component   of   teaching.   Goals   and   functions   of   advising   and   mentoring  may  include,  but  are  not  limited  to,  the  following:   • Helping  students  choose  educational  and  career  objectives  well  suited  to  their  interests  and   abilities;   • Helping   students   develop   a   coherent   academic   program   and   advising   their   registration   options  for  courses  each  semester;   • Helping  students  explore  possible  short-­‐  and  long-­‐range  consequences  of  their  choices;   • Providing  students  with  information  on  College  policies,  procedures,  and  programs.   8.1.2 Assessment  of  Teaching2   Faculty   members   should   endeavor   to   achieve   and   maintain   excellence   in   teaching.   Excellent   teaching   reflects   performance   across   five   dimensions:   content   expertise,   intellectual   engagement,   instructional   delivery,   instructional   design,   and   course   operation.   Multiple   2 Arreola, R.A. (2000) Developing a comprehensive faculty evaluation system. Bolton, MA: Anker. 2nd edition. Emerson  College  Faculty  Handbook  –  Page  13   indicators   within   these   dimensions   provide   evidence   for   assessing   performance.     These   indicators  include,  but  are  not  limited  to,  the  following:   • Content   expertise   reflects   the   extent   to   which   a   faculty   member   demonstrates   skills,   competencies,   and   knowledge   in   a   specific   discipline   and   subject   area.   Assessment   involves   evaluation   of   the   course   syllabus   and   teaching   materials.   Active   scholarship,   creative,  and/or  professional  work  relate  to  content  expertise.  Student  evaluations  also   provide  an  indicator  of  expertise.   • Intellectual  engagement  reflects  the  extent  to  which  a  faculty  member  motivates  and   challenges   students   to   delve   into   the   subject   matter,   consider   multiple   perspectives,   and   explore   relationships   in   a   critical   and   reflective   way.   This   involves   advancing   knowledge   and   skills   as   well   as   values,   attitudes,   and   habits   of   mind   that   affect   both   academic   success   and   performance   beyond   the   classroom.   Assessment   involves   evaluation   of   the   course   syllabus   and   teaching   materials   in   addition   to   class   observations.  Student  evaluations  also  provide  evidence  of  engagement.   • Instructional   design   reflects   the   extent   to   which   a   faculty   member   demonstrates   pedagogical   skills   in   developing,   sequencing,   and   presenting   material   and/or   experiences   for   student   learning,   as   well   as   developing   and   implementing   procedures   for  evaluating  learning  outcomes.  Assessment  involves  evaluation  of  the  course  syllabus   and  teaching  materials.   • Instructional   delivery   reflects   the   extent   to   which   a   faculty   member   communicates   information,   concepts,   attitudes,   practices   and   processes   in   a   manner   that   promotes   an   effective  learning  environment.  Assessment  involves  class  observations  of  teaching  and   student  evaluations.     • Course  operation  reflects  the  extent  to  which  a  faculty  member  demonstrates  skills  in   preparing   classes,   including,   but   not   limited   to:   managing   routine   class   affairs   such   as   providing   feedback,   grading   examinations   and   assignments   in   a   timely   manner,   arranging   appropriate   equipment,   holding   office   hours,   and   keeping   appropriate   and   accurate  records.  This  also  involves  managing  special  class  events  (e.g.,  guest  lectures,   lab  sessions,  field  trips).  Assessment  involves  class  observations  of  teaching  and  student   evaluations.   A   faculty   member   who   conducts   a   class   observation   for   a   candidate’s   Third-­‐Year   review   must   send   a   copy   of   the   report   to   the   candidate,   the   Chair   of   the   DPTC   and   to   the   Chair   of   the   Department.   8.2 Scholarship  and  Creative/Professional  Work   A   faculty   member   enriches   the   academic   community   by   being   a   productive   scholar,   artist,   or   professional.   The   specific   form   of   activity   varies   among   academic   departments   due   to   differences   among   disciplines.   Departmental   standards,   established   in   accordance   with   Sub-­‐ section  8.2.2,  specify  the  evidence  of  productivity.     Emerson  College  Faculty  Handbook  –  Page  14   8.2.1 Assessment  of  Scholarship  and  Creative/Professional  Work   The   assessment   of   scholarly,   creative   or   professional   work   includes,   but   is   not   limited   to,   an   inquiry  as  to  whether  the  work:     • Effectively  communicates:  The  work  is  appropriately  organized  and  presented  through  a   suitable  medium.   • Is   original   and/or   innovative:   The   work   demonstrates   originality   by   investigating   new   content,  reformulating  content  in  a  new  way,  offering  a  new  synthesis  of  existing  issues,   or  conducting  substantive  extension  of  prior  work.   • Demonstrates  breadth  and  depth:  The  work  demonstrates  a  broad  appreciation  of,  and   builds   upon,   existing   information,   aesthetic   or   disciplinary   issues,   and   possible   alternatives.   The   work   is   situated   in   an   appropriate   context   and   displays   an   appropriate   degree  of  complexity  in  light  of  applicable  possibilities  and  limitations.   • Is  externally  validated  through  evidence  of  a  juried  or  critical  review  process:  The  work   is  validated  when  subject  to  critical  scrutiny  by  others  qualified  to  evaluate  the  merits  of   the  work.   • Is   recognized   in   and   makes   a   significant   contribution   to   the   discipline:   The   work   is   significant  when  it  is  cited  by  others,  becomes  a  pedagogical  tool,  is  invoked  as  the  basis   for  policy  decisions  or  its  quality  receives  disciplinary  recognition  through  grants,  awards   or  citations.  Such  work  enhances  the  reputation  of  the  individual  scholar/artist  and  the   College.  Consideration  is  given  to  the  reputation  and/or  prestige  of  the  venue.     8.2.2 Standards  for  Interpreting  Scholarship  and  Creative/Professional  Work   The   tenured   faculty   members   and   the   Chair   of   each   Department   define   expectations   for   accomplishments   appropriate   to   the   discipline   or   disciplines   of   the   Department.   Prior   to   implementation,   the   Department   Chair   forwards   the   standards   to   the   -­‐Dean   and   the   Vice   President   for   Academic   Affairs   for   approval.   Once   approved,   these   standards   are   available   in   the  office  of  the  Department  Chair.   8.3 Service   8.3.1 Definition   Along   with   the   rights   and   privileges   of   faculty   status   come   responsibilities   as   a   citizen   of   the   College.  Service  activities  draw  on  faculty  expertise  and  maintain  faculty  centrality  in  academic   matters,   thus   helping   both   the   College   and   its   faculty   achieve   individual   and   collective   goals.   In   addition,  faculty  members  often  provide  service  to  relevant  professional  organizations  or  their   communities.  Although  teaching  and  scholarly/creative/professional  activities  remain  central  to   faculty  work,  service  also  stands  as  a  necessary  component  of  the  faculty  member’s  profile.  All   faculty   members   are   required   to   attend   Faculty   Institute,   Commencement,   Department   meetings   and   Faculty   Assembly.   In   addition,   faculty   members   are   expected   to   participate   in   events   such   as   Open   Houses,   Family   Weekends   and   Student   Orientations,   and   attend   faculty   lectures  in  accordance  with  Departmental  practice.     Emerson  College  Faculty  Handbook  –  Page  15   After   the   first   year,   the   expectation   is   that   during   the   period   preceding   the   application   for   tenure,  a  tenure  track  faculty  member  should  limit  service  to  no  more  than  one  departmental   committee   (as   determined   in   consultation   with   the   Chair)   per   year   and   no   more   than   two   college-­‐wide   committees   during   the   pre-­‐tenure   period.   Pre-­‐tenure   faculty   may   not   chair   committees.   8.3.2 Examples  of  Service   Service   activities   may   also   include   help   provided   to   the   College   that   is   not   additionally   compensated.  For  example:   • Work  done  on  behalf  of  academic  programs;   • Work  done  on  behalf  of  the  College;   • Service  to  the  student  body  such  as  advising  extracurricular  student  organizations;   • Service  to  professional  organizations;   • Community   service   that   engages   the   faculty   member’s   expertise   as   related   to   the   mission  of  the  College.   Evaluating   a   faculty   member’s   service   involves   assessing   the   value   of   the   activities   and   the   quality  of  the  work.  Materials  used  for  this  assessment  may  include  the  Candidate’s  Self-­‐Report,   letters   that   reflect   the   quality   of   the   contribution   on   committees,   as   appropriate,   and   other   items  describing  and  validating  service  activities.   8.4 Long-­‐term  Usefulness   The   faculty   member’s   long-­‐term   usefulness   to   the   College   is   determined   with   respect   to   the   goals  and  plans  of  the  Department,  School,  and  the  College  in  terms  of  fields  of  specialization,   curriculum,  research  programs,  and  enrollment.     9 Assessment  of  Term  Faculty   The  areas  of  assessment  for  a  Term  faculty  member  include  teaching  as  outlined  in  Sub-­‐section   8.1  and  other  conditions  as  outlined  in  the  letter  of  offer.     10 Policies  and  Procedures  Governing  Reappointment  and  Faculty   Review   10.1 Annual  Review  of  Instructors     The   Department   Chair   and   Dean   annually   evaluate   instructors,   addressing   teaching,   scholarship/creative/professional  work,  service,  and  progress  toward  degree  as  defined  by  the   appointment  letter.  The  evaluation  standards  for  Instructors  are  defined  in  Section  8.   Emerson  College  Faculty  Handbook  –  Page  16   10.2 Review  of  Tenure-­‐Seeking  Faculty   10.2.1 Mentoring  for  Pre-­‐Tenure  Faculty   The   College   community   values   and   benefits   from   faculty   engagement   in   teaching,   research/creative/professional   activities,   and   service.     Mentoring   will   support   faculty   as   they   seek  to  advance  toward  tenure.    Mentoring  may  come  from  multiple  sources  including  any  of   the   following:     senior   faculty   in   and   out   of   the   pre-­‐tenure   faculty   member’s   department,   members  of  DPTC,  colleagues  outside  the  College,  peer  mentors  and  a  variety  of  professional   development  programming.  Mentoring  might  include  advice  on  wise  allocation  of  time  among   teaching,  research/creative/professional  activities,  and  service;  active  networking  assistance  in   professional   societies,   journals,   and   similar   academic   communities;   coaching   on   pedagogy   or   challenging   situations;   identification   of   and   encouragement   to   pursue   professional   development  opportunities;  and  similar  support  and  constructive  advice.    At  the  end  of  the  first   and   second   academic   year,   each   tenure-­‐track   faculty   member   will   discuss   with   the   Department   Chairteaching,   research/creative/professional   activities,   and   service   performed   that   year   and   will  provide  a  current  CV.    These  discussions  are  meant  to  build  toward  the  dossier  required  in   the  third-­‐year  review.    Fourth  and  fifth  end-­‐of-­‐year  discussions  will  address  any  issues  identified   in   the   third-­‐year   review   and   will   assist   the   faculty   member   to   prepare   for   the   tenure   review.     The   Department   Chair   will   provide   guidance   verbally   and   then   summarized   in   a   letter   to   the   faculty  member.   10.2.2 Calendar  for  Third-­‐Year  Review   By  March  1,  the  Office  of  Academic  Affairs  publishes  a  calendar  for  faculty  scheduled  for  review   for  the  following  academic  year.   10.2.3 Third-­‐Year  Review   The   third-­‐year   review   is   a   significant   review   that   documents   the   faculty   member’s   eligibility   for   reappointment   and   appropriate   progress   toward   tenure,   and   informs   the   Dean’s   decision   regarding   the   faculty   member’s   application   for   Pre-­‐Tenure   Leave.   The   candidate   submits   the   Dossier   described   in   Section   10.2.5   to   the   Department   Chair.   The   DPTC   and   the   Department   Chair  conduct  independent  reviews  of  the  Dossier  according  to  evaluation  standards  outlined  in   Section  8,  and  write  recommendations.  The  Chair  of  the  DPTC  and  the  Department  Chair  send   their  recommendations  to  the  Dean  with  copies  to  the  candidate.  The  Dean  reviews  the  Chair   and  DPTC  recommendations  and  Dossier  materials.  The  Dean  writes  a  recommendation  to  the   Vice  President  for  Academic  Affairs,  with  copies  to  the  candidate,  the  Chair  of  the  DPTC  and  the   Department   Chair.   The   Vice   President   for   Academic   Affairs   sends   written   notice   of   re-­‐ appointment  or  non-­‐reappointment  to  the  faculty  member  with  copies  to  the  Dean,  the  Chair,   and   the   DPTC.   During   the   third   year   faculty   member   meets   with   DPTC   for   further   formative   guidance.   The   candidate   may   respond   in   writing   to   any   level   of   review   prior   to   receipt   of   the   written   notice  of  re-­‐appointment  or  non-­‐reappointment  from  the  Vice  President  for  Academic  Affairs   Emerson  College  Faculty  Handbook  –  Page  17   Upon  completion  of  this  process,  if  the  Vice  President  for  Academic  Affairs  sends  notice  to  the   candidate  of  re-­‐appointment,  the  faculty  member  meets  with  the  Department  Chair  to  discuss   the  written  reviews.     10.2.4 Notice  of  Reappointment   Faculty  should  assume  they  will  be  reappointed  after  their  first  and  second  years,  unless  they   are   terminated   for   cause.   The   cause   shall   be   related   to   the   fitness   of   the   faculty   member   to   carry  out  the  faculty  member’s  professional  responsibilities  as  a  teacher.    Termination  for  cause   shall  not  be  used  to  restrain  faculty  members  in  their  exercise  of  academic  freedom.  Causes  for   termination   shall   include,   but   are   not   limited   to,   1)   incompetence,   2)   failure   to   carry   out   academic  responsibilities  or  other  neglect  of  duty,  3)  moral  turpitude,  4)  conviction  of  a  felony   or   a   plea   of   guilty   or   no   contest   to   a   felony   charge,   5)   misrepresentation   or   falsification   of   documents  in  securing  employment,  promotion,  or  tenure,  and  6)  plagiarism  or  falsification  of   research   data.     The   Vice   President   for   Academic   Affairs,   in   consultation   with   the   appropriate   Dean  or  Chair,  makes  the  decision  to  reappoint  or  not.   When   the   decision   is   for   non-­‐reappointment,   the   Vice   President   for   Academic   Affairs   notifies   the   candidate,   via   certified   mail,   not   later   than   12   months   prior   to   the   expiration   of   an   appointment  after  two  or  more  years  of  service  at  the  College.   10.2.5 Candidate  Dossier   To  initiate  the  Third-­‐Year  review,  the  candidate  submits  the  following  dossier  materials.   1. Copy  of  the  departmental  review  standards.   2. Current  curriculum  vitae.   3. A  Candidate  Statement  providing  a  concise  narrative  that  reflects,  characterizes,   contextualizes,  and  assesses  the  candidate’s  teaching,  scholarly/artistic/professional  work,   and  service.   4. Syllabi  and  selected  course  materials  (e.g.  assignments,  exams)  used  at  Emerson  that  assist   in  the  evaluation  of  teaching  effectiveness.       5. Peer  Teaching  Evaluations.   6. All  student  written  and  numerical  course  evaluations.   7. Copies  of  documentation  of  scholarly/creative/professional  work  (e.g.  publications,   conference  papers,  lectures,  colloquia,  internal  and  external  grants,  special  awards  and   honors,  works  performed,  produced,  or  exhibited,  reviews).   8. ervice  contributions  (as  listed  in  the  CV).   9. Other  relevant  material  the  candidate  wishes  to  include.   10. The  candidate’s  letter  of  appointment  with  the  financial  and  related  information  redacted   (whited  out).     Emerson  College  Faculty  Handbook  –  Page  18   10.3 Review  of  Term  Faculty  Members   Early  in  the  spring  semester,  the  Office  of  Academic  Affairs  publishes  a  timetable  for  reviews  of   Term  faculty.  The  Department  Chair  and  Dean,    evaluate  Term  faculty  members  by  addressing   teaching.   Additionally,   Term   faculty   members   may   be   evaluated   in   other   areas   (such   as   scholarship/creative/professional   work,   and/or   service)   as   defined   by   the   letter   of   appointment.  The  evaluation  standards  for  teaching  for  Term  faculty  are  defined  in  Sub-­‐section   8.1.  If  the  review  indicates  that  the  Term  faculty  member  fails  to  meet  appropriate  standards   for   teaching,   the   Chair   meets   with   the   Term   faculty   member   to   discuss   teaching.   If   a   lecturer   is   re-­‐employed   for   more   than   2   consecutive   academic   years,   the   Department   Chair     solicits   feedback   from   appropriate   faculty   as   part   of   an   annual   review   process   consistent   with   Departmental   practice.   The   Department   Chair     sends   the   Term   faculty   member   a   written   evaluation  after  the  review  with  a  copy  to  the  Dean  or,  in  the  case  of  the  Institute,  to  the  Vice   President  for  Academic  Affairs.  A  Term  faculty  member’s  employment  is  governed  by  his  or  her   term   contract.   The   College   may   elect   not   to   appoint   a   Term   faculty   member   at   the   College’s   discretion,  regardless  of  the  outcome  of  the  review.   Normally,  the  Vice  President  for  Academic  Affairs  notifies  the  Term  faculty  member  by  June  1  if   the  College  will  not  offer  an  appointment  for  the  following  academic  year.  The  Vice  President   for  Academic  Affairs  normally  notifies  the  Term  faculty  member  of  appointment  in  writing  by   June  1.   10.4 Continuous  Appointment  Faculty  Review   10.4.1 Annual  Review  of  Tenured  Faculty   The   College   community   values   and   benefits   from   continued   faculty   engagement   in   teaching,   research/creative/professional   activities,   and   service.   The   review   process   outlined   is   designed   to  foster  that  continued  engagement.       By  September  30,  each  tenured  faculty  member  submits  to  the  Department  Chair  a  report  of   activity   in   the   areas   of   teaching,   research/creative/professional   activities,   and   service   performed   in   the   preceding   year;   a   current   CV;   and   a   workload   request   for   the   following   academic  year.   Between   October   1   and   December   15,   each   tenured   faculty   member   meets   with   the   Department   Chair   to   discuss   the   faculty   member’s   teaching,   research/creative/professional   activities,   service,   annual   report   and   workload   request.   Based   on   the   discussion,   the   Department  Chair  assigns  courses  and  decides  on  requested  equivalencies.     10.4.2 Developmental  Meeting  for  Promotion   Every   four   years,   each   Associate   Professor   will   meet   with   the   Department   Chair   and   Dean   to   consider  the  faculty  member’s  progress  toward  promotion  to  Full  Professor.  A  faculty  member   may  request  a  developmental  meeting  with  the  Chair  and  Dean  at  other  times  as  warranted.   Emerson  College  Faculty  Handbook  –  Page  19   10.4.3 Developmental  Review  of  Teaching   The   engaged   faculty   model   relies   on   successful   teaching.   The   goal   of   the   process   below   is   to   maintain   high-­‐quality   teaching.   When   the   Department   Chair   determines   that   a   faculty   member’s  teaching  does  not  meet  Departmental  teaching  performance  standards  (as  defined   by  the  Department  and  approved  by  the  Dean  and  the  Vice  President  for  Academic  Affairs),  the   Chair  meets  with  the  faculty  member  to  review  the  teaching.  The  Chair  specifies  in  writing  to   the   faculty   member   the   areas   that   need   attention   and   improvement   and   recommends   developmental  opportunities.  The  Chair  may  also  allocate  resources  as  s/he  deems  necessary.   If   the   faculty   member’s   teaching   continues   to   fall   below   satisfactory   standards,   the   Chair   requests   a   diagnostic   peer   review   by   the   Development,   Promotion   and   Tenure   Committee.   The   DPTC   conducts   a   thorough   review   of   the   faculty   member’s   teaching   and,   in   a   timely   manner,   sends  its  written  recommendations,  signed  by  each  member  of  the  Committee,  to  the  faculty   member,  with  a  copy  to  the  Chair.  By  the  end  of  the  semester,  the  Chair  in  consultation  with   the  faculty  member  writes  a  plan  for  improvement  incorporating  the  recommendations  of  the   DPTC.     The   faculty   member   has   two   semesters   to   show   improvement,   after   which   the   faculty   member   meets   with   the   Chair   and   Dean.   If   there   is   evidence   that   the   faculty   member   meets   teaching   performance  standards,  no  further  action  is  taken.   If  the  faculty  member’s  teaching  continues  to  be  unsatisfactory,  the  Dean  informs  the  faculty   member  in  writing  of  progressive  sanctions  for  failure  to  meet  the  standards  of  teaching.  These   sanctions  may  include  1)  withholding  of  promotions  or  pay  raises,  and/or  2)  suspension  without   pay  for  a  semester  or  a  year.     11 Policies  and  Procedures  Governing  Promotion  and  Tenure       Criteria   for   evaluation   for   promotion   and/or   tenure   include   (1)   teaching;   (2)   scholarship   and   creative/professional  work;  (3)  service;  and,  (4)  in  the  case  of  tenure,  the  long-­‐term  usefulness   to  the  College,  as  set  forth  in  more  detail  in  Section  8.   11.1 Criteria  for  Advancement  in  Rank  and  Tenure   11.1.1 Criteria  for  Advancement  in  Rank     11.1.1.1 Transition  from  Instructor  to  Assistant  Professor   The  College  moves  an  Instructor  to  the  rank  of  Assistant  Professor  after  the  attainment  of  the   expected   doctorate   or   other   appropriate   terminal   degree   as   noted   in   the   letter   of   offer   and   meets  the  conditions  of  Sub-­‐section  3.5.2,  provided  the  College  reappoints  the  individual  after   annual  review.   11.1.1.2 Advancement  from  Assistant  Professor  to  Associate  Professor   Advancement  to  Associate  Professor  accompanies  the  granting  of  tenure.  Advancement  takes   effect   at   the   beginning   of   the   next   academic   year   following   a   favorable   vote   for   tenure   and   Emerson  College  Faculty  Handbook  –  Page  20   promotion  by  the  Board  of  Trustees.  A  faculty  member  must  complete  a  minimum  of  four  years   at  the  rank  of  Assistant  Professor  at  the  College  to  apply  for  promotion  to  Associate  Professor   unless  otherwise  specified  in  the  letter  of  offer.       The   faculty   member   submits   a   Dossier,   complying   with   Sub-­‐section   10.2.5,   documenting   with   evidence,   qualification   for   the   rank   of   Associate   Professor.   In   order   to   achieve   promotion   to   Associate   Professor,   the   faculty   member   must   meet   the   standards   outlined   in   Section   8,   the   definition  of  rank  in  Sub-­‐section  3.5.3,  and  the  approval  of  the  Board  of  Trustees.   11.1.1.3 Advancement  from  Associate  Professor  to  Professor   A   faculty   member   may   apply   for   promotion   to   Professor   after   completing   a   minimum   of   five   years  as  an  Associate  Professor  at  the  College,  unless  otherwise  specified  in  the  letter  of  offer.   The  advancement  in  rank  takes  effect  at  the  beginning  of  the  next  academic  year  following  a   favorable   vote   for   promotion   by   the   Board   of   Trustees.   If   denied   advancement,   an   Associate   Professor  may  apply  for  promotion  after  three  academic  years.   The   faculty   member   submits   a   Dossier,   complying   with   Sub-­‐section   10.2.5,   but   limiting   teaching/course   evaluations   to   the   most   recent   three   year   period,   documenting   with   evidence,   qualification   for   the   rank   of   Professor.     In   order   to   achieve   promotion   to   Professor,   a   faculty   member   must   meet   the   definition   of   rank   in   Sub-­‐section   3.5.4,   and   have   a   record   of   exemplary   service   measurable   in   quality,   quantity,   and   significance.   At   the   Associate   level   sustained   and   productive  service  must  be  exhibited  in  at  least  two  of  the  following  areas:         1.  To  the  faculty:  chairing  one  major  governing  body  (e.g.,  FSC,  Assembly,  ECCAAUP)     2.  To  the  department,  school  or  Liberal  Arts  Council:  chairing  the  department;  serving  as   graduate  program  director;  chairing  important  department  committees  (e.g.,  DPTC,   Curriculum,  Search,  Program  Review);  or  serving  as  a  primary  contributor  to  new  curriculum,   new  programs,  or  new  initiatives  in  the  department,  school,  or  Institute.  Substantive  service   on  a  demonstrably  large  number  of  such  committees,  program  or  initiatives  could  also  serve   as  an  equivalent  to  a  leadership  role.   3.    Service  on  major  College  initiatives  such  as  Accreditation,  Curriculum  Development,  Online   learning,  progress  in  Inclusive  Excellence    (advancing  the  College’s  commitment  to  increased   diversity  of  faculty,  staff,  student  body  and  programming)     4.  Leadership  in  professional  organizations,  community  organizations,  governmental  bodies  or   similar  institutions  relating  to  one's  academic  appointment.  Service  may  occur  at  the  local,   regional,  national  or  international  levels.         Additionally,  in  order  to  achieve  promotion  to  Professor,  the  Board  of  Trustees  must  approve  a   faculty  member's  application.       11.1.2 Criteria  for  Tenure   In   order   to   achieve   tenure,   the   candidate   must   demonstrate   a   record   of   excellence   in   teaching,   a   nationally   recognized   body   of   work,   and   a   satisfactory   record   of   service   (see   standards   Emerson  College  Faculty  Handbook  –  Page  21   outlined  in  Section  8).  Additionally,  the  College  community  assesses  the  candidate’s  long-­‐term   usefulness  to  the  College.       Unless   otherwise   specified   in   the   initial   letter   of   appointment,   any   untenured   Assistant,   Associate,   or   Full   Professor   must   complete   a   minimum   of   four   years   at   the   College   before   applying  for  tenure.  An  untenured  Assistant,  Associate,  or  Full  Professor  must  apply  for  tenure   no  later  than  March  1  of  the  fifth  year  of  service,  unless  the  Vice  President  for  Academic  Affairs   stops  the  tenure  clock  in  accordance  with  Sub-­‐section  4.1.2.   11.2 Preparation for Evaluation The   candidate,   Chair,   and   Dean   compose   a   list   of   twelve   potential   external   evaluators   of   scholarship   and   creative/professional   work.   The   candidate   may   not   grieve   the   content   of   this   list.  The  candidate  may  eliminate  two  names  from  the  list.  By  June  1st  the  faculty  member  must   supply   a   Candidate’s   Statement,   CV,   and   copies   of   scholarly,   creative   and/or   professional   materials  to  the  Department  Chair  for  review  by  the  external  evaluators.  The  Chair  will  notify   the   candidate   when   outside   evaluators   are   confirmed,   without   divulging   the   names   of   the   evaluators,  and  when  the  materials  to  be  evaluated  have  been  sent.  The  list  will  not  include  the   candidate’s   dissertation   advisor;   research,   creative,   or   professional   collaborators;   or   co-­‐ authors.   The   Department   Chair,   in   consultation   with   the   Dean,   selects   and   confirms   four   external  evaluators  from  the  list.  The  Department  Chair  forwards  to  the  external  evaluators  a   copy   of   the   following   materials   supplied   by   the   candidate:   Candidate’s   Statement,   CV,   and   copies   of   scholarly,   creative   and/or   professional   materials.   The   Chair   also   includes   the   Departmental   standards   and   the   due   date   for   return   of   the   evaluation.   The   Chair   places   the   four  external  evaluators’  letters  in  the  Confidential  File.  The  candidate  has  no  right  to  know  the   identity  of  the  external  evaluators  selected  or  be  privy  to  the  external  evaluation  letters.  Breach   of   confidentiality   regarding   the   identity   of   external   evaluators   or   failure   of   response   will   not   affect  the  validity  of  the  review  process.   11.3 The  Vice  President  of  Academic  Affairs  places  letters  solicited  from   Emerson  faculty  in  the  Confidential  File.Procedure  for  Evaluation   The  Office  of  Academic  Affairs  distributes  an  annual  calendar  specifying  the  dates  and  deadlines   for  the  promotion  and  tenure  process.  Early  in  the  spring  term,  the  Office  of  Academic  Affairs   provides  a  workshop  and  calendar  for  candidates.  If  any  reviewer  misses  a  deadline  stipulated   in  the  calendar  published  by  the  Office  of  Academic  Affairs,  the  review  process  will  continue.   Failure  to  complete  a  review  at  any  level  will  not  affect  the  validity  of  the  review  process.   11.3.1 Confidentiality   Reviewers   at   all   levels   are   expected   to   maintain   strict   confidentiality,   but   breach   of   confidentiality  will  not  affect  the  validity  of  the  review  process.   11.3.2 Departmental  Review   Prior   to   the   first   day   of   class   of   each   fall   semester,   each   Departmental   faculty   elects   a   Development,   Promotion   and   Tenure   Committee   (DPTC)   for   service   in   that   academic   year.   Department  members  considering  a  candidate  for  promotion  must  hold  a  rank  at  least  as  high   Emerson  College  Faculty  Handbook  –  Page  22   as  that  for  which  the  candidate  is  being  considered.  Only  tenured  faculty  may  serve  on  DPTC.   Faculty   serving   on   DPTC   who   hold   the   rank   of   Associate   or   Full   Professor   may   vote   on   promotion   of   those   seeking   the   rank   of   Associate   Professor.   If   there   are   not   at   least   four   members   of   the   Department   holding   appropriate   ranks   and/or   tenure,   the   Dean   appoints   appropriate  faculty  from  other  Departments  in  consultation  with  the  DPTC.     The  DPTC  elects  a  Chair.  DPTC  members  evaluate  the  Dossier,  using  the  standards  outlined  in   Section   8,   the   definition   of   rank   in   Sub-­‐section   3.5.3   or   3.5.4   as   applicable,   and   any   specific   Departmental   standards,   and   write   a   report,   signed   by   each   member   of   the   Committee,   containing   the   substance   of   the   discussion   and   the   recommendation   regarding   tenure   and/or   promotion.   In   compliance   with   the   timeline   published   by   the   Office   of   Academic   Affairs,   the   DPTC  Chair  forwards  copies  of  the  report  and  the  recommendation  to  the  Dean,  Faculty  Status   Committee   (FSC),   and   the   candidate.   After   the   deadline,   specified   in   the   calendar,   the   DPTC   Chair   forwards   a   copy   of   the   report   and   recommendation   to   the   Department   Chair   for   informational  purposes.   11.3.3 Department  Chair  Review   The  Chair  evaluates  the  Dossier,  using  the  standards  outlined  in  Section  8,  the  definition  of  rank   in   Sub-­‐section   3.5.3   or   3.5.4   as   applicable,   and   any   specific   Departmental   standards,   and   writes   a   recommendation   regarding   tenure   and/or   promotion.   In   compliance   with   the   timeline   published   by   the   Office   of   Academic   Affairs,   the   Chair   forwards   copies   of   the   evaluation   and   recommendation   to   the   Dean,   FSC,   and   the   candidate.   After   the   deadline   specified   in   the   calendar,  the  Chair  forwards  a  copy  of  the  evaluation  and  recommendation  to  the  DPTC  Chair   for  informational  purposes.   11.3.4 Decanal  Review   The  Dean  evaluates  the  Dossier,  using  the  standards  outlined  in  Section  8,  the  definition  of  rank   in   Sub-­‐section   3.5.3   or   3.5.4   as   applicable,   and   any   specific   Departmental   standards,   and   writes   a   recommendation   regarding   tenure   and/or   promotion.   In   compliance   with   the   timeline   published   by   the   Office   of   Academic   Affairs,   the   Dean   forwards   copies   of   the   evaluation   and   recommendation   to   the   Vice   President   for   Academic   Affairs   with   copies   to   the   Chair,   DPTC   Chair,  and  the  candidate.  After  the  deadline  specified  in  the  calendar,  the  Dean  forwards  a  copy   of  the  evaluation  and  recommendation  to  the  FSC  Chair  for  informational  purposes.   11.3.5 Faculty  Status  Committee  Review   The  Faculty  Status  Committee  (elected  in  accordance  with  the  By-­‐Laws  of  the  Faculty  Assembly)   evaluates   the   candidate’s   Dossier,   using   the   standards   outlined   in   Section   8,   the   definition   of   rank  in  Sub-­‐section  3.5.3  or  3.5.4  as  applicable,  and  any  specific  Departmental  standards,  and   writes  a  recommendation,  signed  by  each  member  of  the  Committee,  regarding  tenure  and/or   promotion.  In  compliance  with  the  timeline  published  by  the  Office  of  Academic  Affairs,  the  FSC   forwards   an   evaluation   and   recommendation   to   the   Vice   President   for   Academic   Affairs   with   copies   to   the   Chair,   DPTC   Chair   and   the   candidate.   After   the   deadline   specified   in   the   calendar,   the   FSC   Chair   forwards   a   copy   of   the   evaluation   and   recommendation   to   the   Dean   for   informational  purposes.   Emerson  College  Faculty  Handbook  –  Page  23   11.3.6 Vice  President  for  Academic  Affairs  Review   The   Vice   President   for   Academic   Affairs   makes   a   recommendation   regarding   tenure   and/or   promotion,  using  the  standards  outlined  in  Section  8,  the  definition  of  rank  in  Sub-­‐section  3.5.3   or   3.5.4   as   applicable,   and   any   specific   Departmental   standards,   and   notifies   the   candidate,   with  copies  to  the  Dean,  FSC  Chair,  Department  Chair  and  the  DPTC  Chair.  The  Vice  President   for   Academic   Affairs   forwards   the   recommendation   together   with   the   candidate’s   Dossier   to   the  President  of  the  College.  If  the  recommendation  of  the  Vice  President  for  Academic  Affairs   differs   from   all   previous   levels   of   recommendation,   the   Vice   President   for   Academic   Affairs   invites  the  Chair  of  FSC  to  address  the  Academic  and  Student  Affairs  Committee  of  the  Board  of   Trustees  at  the  appropriate  time.     11.3.7 Candidate’s  Responsibilities   • The   candidate   must   notify   the   Dean,   in   writing   by   certified   U.S.   mail,   return   receipt   requested,   by   March   1   of   intent   to   stand   for   promotion   and/or   tenure   in   the   next   academic  year.     • The   candidate   is   responsible   for   assembling   the   Dossier,   excluding   confidential   information  (letters  from  external  evaluators  and  faculty  peers).   • By   the   dates   specified   in   the   calendar,   the   candidate   is   responsible   for   checking   the   Dossier   and   delivering   it   to   the   Offices   of   the   Chair,   Dean   and   Vice   President   for   Academic  Affairs.     11.3.8 Candidate’s  Rights   • After  any  internal  review,  the  candidate  has  the  right  to  address  a  written  response  to   the  reviewers  at  the  next  level  by  the  dates  specified  in  the  calendar.     • Any  candidate  may  withdraw  from  consideration  for  promotion  and/or  tenure  no  later   than  April  15  of  the  academic  year  during  which  the  candidate  is  applying  for  promotion   and/or   tenure   by   notifying   the   Dean   in   writing   by   certified   U.S.   mail,   return   receipt   requested.  Candidates  seeking  an  early  tenure  decision  or  promotion  to  Professor  may   withdraw  from  consideration  and  reapply  at  a  future  date  without  prejudice.   11.3.9 The  Presidential  Review  and  Board  of  Trustees  Decision   The  President  makes  a  recommendation  to  the  Academic  and  Student  Affairs  Committee  of  the   Board  of  Trustees  with  a  copy  to  the  Vice  President  for  Academic  Affairs.  The  Vice  President  for   Academic   Affairs   presents   all   Tenure   and   Promotion   cases   to   the   Academic   and   Student   Affairs   Committee  of  the  Board  of  Trustees.  The  Academic  and  Student  Affairs  Committee  of  the  Board   votes   and   submits   a   recommendation   to   the   Board   of   Trustees   in   accordance   with   Board   by-­‐ laws.  The  Board  of  Trustees  votes  on  the  motion  of  the  Committee.  The  decision  of  the  Board   of   Trustees   is   final.   The   Vice   President   for   Academic   Affairs   notifies   the   candidate   of   the   decision   of   the   Board   of   Trustees,   in   writing   by   certified   U.S.   mail,   return   receipt   requested,   within  five  business  days.   Emerson  College  Faculty  Handbook  –  Page  24   11.4 Tenure  Transfer  and  Extraordinary  Tenure  Considerations   On   occasion,   the   College   may   wish   to   hire   a   faculty   member   or   academic   administrator   who   already   holds   tenure   at   another   institution   of   higher   education   and   who   would   not   accept   appointment  at  the  College  without  tenure  transfer.  In  such  cases,  after  consultation  with  the   Vice   President   for   Academic   Affairs,   Dean,   Chair   and   the   tenured   faculty   of   the   relevant   Department,  the  President  forwards  the  recommendation  for  tenure  to  the  Board  of  Trustees.   The  Board  of  Trustees  renders  a  decision  which  is  final.  The  College  will  only  appoint  candidates   with  tenure  transfer  at  the  same  rank  conferred  by  the  candidate’s  previous  institution.   In  extraordinary  circumstances,  the  College  may  wish  to  hire  eminent  individuals  from  outside   the   College   who   do   not   hold   tenure   at   another   institution   but   who   would   not   accept   appointment   to   the   College   faculty   without   immediate   tenure.   In   such   cases,   after   consultation   with   the   Vice   President   for   Academic   Affairs,   Dean,   Chair   and   the   tenured   faculty   of   the   relevant  Department,  the  President  forwards  the  recommendation  for  tenure  to  the  Board  of   Trustees.  The  Board  of  Trustees  renders  a  decision  which  is  final.     12 Faculty  Rights  and  Responsibilities   12.1 Statement  of  Principle   The  College  community  affirms  its  commitment  to  collegiality  and  academic  freedom.  Faculty   members   are   free   to   practice   their   profession   and   fulfill   their   responsibilities   to   the   College   without  interference  or  harassment  because  of  their  personal  opinions  or  beliefs.     12.2 Academic  Freedom3   A   faculty   member   is   entitled   to   full   freedom   in   scholarship,   research   and/or   creative   professional  work.  Scholarship,  research  and/or  creative  professional  work  for  pecuniary  return   should  be  based  upon  an  understanding  with  the  authorities  of  the  institution.   The   faculty   member   is   entitled   to   freedom   in   the   classroom   when   discussing   his   or   her   subject,   but   should   be   careful   not   to   introduce   controversial   matter   that   has   no   relationship   to   the   course.   The  faculty  member  is  a  citizen,  a  member  of  a  learned  profession,  and  a  representative  of  an   educational   institution.   When   the   faculty   member   speaks   or   writes   as   a   citizen,   the   faculty   member   should   be   free   from   institutional   censorship   or   discipline,   but   the   faculty   member’s   special  position  in  the  community  imposes  special  obligations.  As  a  person  of  learning  and  an   educational   representative,   the   faculty   member   should   remember   that   the   public   may   judge   the   profession   and   the   institution   by   the   faculty   member’s   utterance.   Hence,   the   faculty   member   should   at   all   times   be   accurate,   exercise   appropriate   restraint,   respect   the   opinions   of   3 American Association of University Professors (2001) Policy documents and reports. Washington, D.C.: AAUP. 9th edition. Emerson  College  Faculty  Handbook  –  Page  25   others,   and   make   every   effort   to   indicate   that   s/he   is   not   acting   as   an   institutional   spokesperson.   12.3 Intellectual  Property  Policy   The   purpose   of   this   policy   is   to   encourage   research,   publication,   and   artistic,   creative,   and   pedagogical  work  of  the  highest  possible  caliber  and  to  protect  the  intellectual  property  of  the   College  and  its  faculty.   12.3.1 Copyright  Law  Generally     12.3.2 Copyright  Ownership  Policy  -­‐  Faculty   The  Emerson  College  Board  of  Trustees  established  an  intellectual  property  ownership  policy.     The  portion  of  that  policy  that  applies  to  the  faculty  follows.   “Faculty,”   as   used   in   this   section,   means   tenured,   tenure-­‐track,   term,   and   part-­‐   time   faculty.   “Faculty”  includes  staff,  librarians,  and  administrators  when  they  create  work  while  teaching  a   course   for   credit.   “Faculty”   also   includes   academic   administrators   when   they   are   creating   scholarly,   creative,   or   artistic   work   unrelated   to   their   College   duties.   The   faculty   members   retain  ownership  of  copyright  in  their  works,  with  the  following  limitations:     12.3.2.1 Faculty  Rights  in  Work  Created  with  Significant  College  Equipment  or  Staff   If   faculty   create   the   work   using   College   cameras,   film   editing   software   or   hardware,   audio   editing   software   or   hardware,   focus   group   rooms,   specialized   staff   assistance,   multimedia   development   staff   assistance,   equipment   in   computer   production   labs   and   suites,   television   studios,   WERS   facilities,   or   theaters   and   sound   stages,   then   the   faculty   member   owns   the   copyright  in  the  work,  and  College  retains  a  non-­‐exclusive  royalty-­‐free  license  to  use  the  work   for  the  College’s  educational,  promotional,  and  public  relations  purposes.  This  limitation  does   not   apply   to   materials   developed   and   used   for   classroom   or   other   course   work;   that   is,   the   College  does  not  claim  a  non-­‐exclusive  royalty-­‐free  license  to  use  faculty  created  syllabi,  lecture   notes,  PowerPoint  presentations,  and  the  like  created  for  teaching  responsibilities.     12.3.2.2 Faculty  Rights  in  Work  Created  with  Significant  College  Financial  Support   In   general,   if   faculty   create   the   work   as   part   of   an   explicit   assigned   task,   such   as   the   development   of   a   new   course,   and   receive   specialized   financial   support,   such   as   a   special   assignment   contract,   then   the   faculty   member   owns   the   copyright   in   the   work,   and   College   retains   a   non-­‐exclusive   royalty-­‐free   license   to   use   the   work   for   the   College’s   educational,   promotional,   and   public-­‐   relations   purposes.   However,   on   occasion   the   College   may   provide   faculty  significant  financial  support  on  the  condition  that  the  College  own  the  copyright  in  the   work.   The   College   must   assert,   in   writing   at   the   time   the   funds   are   first   released,   its   ownership   of  the  copyright  in  the  work,  and  the  College  must  grant  the  faculty  member  a  non-­‐exclusive   royalty-­‐free  license  to  use  the  work  for  educational  purposes.     Emerson  College  Faculty  Handbook  –  Page  26   12.3.2.3 Faculty  Rights  in  Work  Created  with  External  Grant  or  Contract  Support   When  work  is  created  with  the  support  of  an  outside  entity,  such  as  a  grant  or  contract  from  a   government   entity   (local,   state,   federal,   or   foreign),   a   grant   or   contract   from   a   foundation   or   other   non-­‐profit,   or   a   grant   or   contract   from   private   industry,   the   terms   of   that   grant   or   contract   will   determine   ownership   of   the   intellectual   property   in   that   work.   The   College   will   make   commitments   regarding   ownership   of   a   faculty   member's   Work   only   with   the   faculty   member's  consent  at  the  time  of  the  grant  application.  Grants  or  contracts  may  be  negotiated   and   signed   on   behalf   of   the   College   only   by   the   President   or   Vice   Presidents.   The   College   expects   that   those   signing   grants   and   contracts   on   behalf   of   the   College   will   obtain   legal   advice   from  the  Office  of  General  Counsel  prior  to  execution  of  grants  and  contracts.  The  College  also   expects   that   those   negotiating   on   the   College's   behalf   will   consult   with   faculty   members   regarding  issues  of  ownership  of  works  generated  using  the  grant,  as  these  issues  arise.   12.3.2.4 Faculty  Responsibilities   Each   faculty   member   who   participates   in   the   creation   of   a   work   is   responsible   for   his   or   her   contribution   to   such   work   including,   without   being   limited   to,   ensuring   that   his   or   her   contribution   to   such   work   does   not   violate   or   infringe   on   any   copyright,   any   right   of   privacy,   or   any   other   right   of   any   person,   and   that   such   work   is   not   libelous,   obscene,   or   otherwise   contrary  to  law.  Each  faculty  member  is  responsible  for  obtaining  any  necessary  permissions  for   the  use  of  any  copyrighted  materials  the  faculty  member  contributes  to  such  work.     Any  advice  or  assistance  given  by  any  other  representative  of  Emerson  College  to  any  faculty   member  in  relation  to  the  foregoing  responsibilities,  or  otherwise  in  relation  to  the  preparation   or  production  of  a  work,  shall  not  be  construed  (a)  as  the  assumption  of  such  responsibility  or   of   any   liability   by   such   person   or   by   Emerson   College;   (b)   to   deem   the   College   or   such   person   a   joint  venturer  with  such  faculty  member;  or  (c)  to  grant  such  faculty  member  the  power,  right,   or   authority   to   create   any   obligation   or   responsibility   on   behalf   of,   or   otherwise,   to   bind   the   College  or  such  person.     Each   faculty   member   who   creates   or   participates   in   the   creation   of   a   work   agrees   to   indemnify   and   hold   harmless   Emerson   College   against   any   loss,   damage,   liability,   or   expense   that   the   College   incurs   as   a   result   of   the   preparation   or   production   of   such   work,   including,   without   being   limited   to,   any   material   in   such   work   that   infringes   or   violates   any   copyright,   right   of   privacy,  or  any  other  right  of  any  person,  or  is  libelous,  obscene,  or  contrary  to  law.   12.3.2.5 The  Vice  President  for  Academic  Affairs   The  Vice  President  for  Academic  Affairs  has  the  authority  to  negotiate  exceptions  to  this  section   12.3.2  for  particular  members  of  the  faculty.  Such  exceptions  are  valid  only  if  in  writing  and  if   signed  by  the  Vice  President  for  Academic  Affairs  and  the  faculty  member.   12.4  Professional  Relationships   An   atmosphere   of   mutual   trust   and   respect   fosters   productive   working   relationships   and   promotes  Emerson  College’s  educational  mission.  Abuse  of  power  or  appearance  of  abuse  by   those   in   positions   of   authority   diminishes   trust   and   respect   in   the   College   community.   It   is   especially  incumbent  on  the  tenured  faculty  to  model  appropriate  professional  behavior.   Emerson  College  Faculty  Handbook  –  Page  27   12.5 Faculty  Plagiarism   Plagiarism   is   the   appropriation   of   the   ideas,   methods   or   written   words   of   another   individual,   without   acknowledgment.   Plagiarizing   the   work   of   another   is   the   antithesis   of   the   honest   labor   that  characterizes  true  scholarship  and  without  which  mutual  trust  and  respect  among  scholars   is  impossible.  Accordingly,  every  faculty  member  must  scrupulously  acknowledge  all  intellectual   debts   owed,   be   they   in   the   form   of   ideas,   methods   or   expressions,   by   means   of   an   appropriate   acknowledgment.   Any   member   of   the   College   community   who   has   evidence   of   faculty   plagiarism  must  report  it  to  the  Dean,  who  will  bring  the  matter  to  the  attention  of  the  affected   parties   and   the   Vice   President   for   Academic   Affairs.   Faculty   members   must   make   clear   the   respective   contributions   of   colleagues   on   collaborative   projects,   and   they   must   exercise   the   greatest   care   not   to   appropriate   a   student’s   ideas,   research,   or   presentations;   to   do   so   is   to   abuse  power  and  trust.  Plagiarism  by  faculty  members  is  misconduct  for  which  the  College  may   sanction  the  faculty  member.   12.6 Availability   In   order   to   engage   fully   with   students   and   avoid   placing   undue   burden   on   colleagues,   faculty   responsibilities  continue  throughout  the  workweek  during  the  academic  year.     The   College   community   expects   that   faculty   members   meet   all   scheduled   classes   during   the   term.   Faculty   members   notify   the   Chair   and   the   Registrar   in   writing   of   any   absence,   in   advance   when   possible.   The   Chair   records   absences.   Faculty   members   are   responsible   for   scheduling   make-­‐up   sessions   for   missed   classes.   The   faculty   member   informs   the   Chair   of   such   arrangements.  Faculty  members  who  know  in  advance  that  they  will  be  absent  for  more  than   two  sessions  (or  in  the  case  of  a  course  that  meets  once  a  week,  more  than  once)  must  receive   prior  approval  in  writing  from  the  Chair.  In  the  case  of  unreported  and/or  excessive  absences,   the  Chair  notifies  the  Dean.   Faculty  members  submit  a  schedule  of  office  hours  to  the  Chair  by  the  end  of  the  first  week  of   each   semester.   Faculty   members   post   a   minimum   of   three   hours   in   each   week   of   the   semester   on  at  least  two  separate  days,  with  additional  accommodations  as  appropriate.   12.7 Submission  of  Grades   Faculty   members   are   responsible   for   submitting   final   grades   in   accordance   with   the   time-­‐line   established  by  the  Registrar’s  Office.     13 Professional  Development  Policies   13.1 Sabbatical  Leave     The   College   may   grant   tenured   faculty   members   leave   with   compensation   to   undertake   projects  that  provide  for  significant  professional  growth  and  increased  capacity  to  contribute  to   the  College  mission.     Emerson  College  Faculty  Handbook  –  Page  28   13.1.1 Eligibility   To  be  eligible  to  begin  a  sabbatical,  a  faculty  member  must  have  full-­‐time,  tenured  status  at  the   rank  of  Assistant  Professor  or  higher  and  have  completed:     • 7   years   of   full-­‐time   service   to   the   College,   if   the   faculty   member   joined   Emerson   as   a   tenure  track  Assistant  Professor  and  did  not  have  a  Pre-­‐tenure  Leave;   • 6   years   of   full-­‐time   service   since   any   prior   Pre-­‐tenure   Leave   or   Sabbatical   at   Emerson   College;   • 6  years  of  full-­‐time  service  at  Emerson  College  if  the  faculty  member  is  tenured.   13.1.2 Application   An   application   for   Sabbatical   Leave   includes   a   definite   plan   for   a   project   using   the   following   format:     1. State  title.   2. Describe  the  specific  short-­‐  and  long-­‐term  goals.     3. Detail   how   the   proposed   project   will   result   in   professional,   artistic,   creative   or   scholarly   growth  that:     a. Advances   professional   recognition,   retraining,   or   professional   development   to   the   benefit  of  the  faculty  member  and  the  College;  and/or   b. Adds  to  the  organized  body  of  human  knowledge  and  creative  experience.     4. Provide   specific   details   of   the   plan,   including   a   description   of   artistic   or   performance   activity,  articles  or  books  to  be  initiated  or  completed,  research  methods,  etc.  Describe  the   plan’s   feasibility   and   the   faculty   member’s   preparation   for   this   work,   including   previous   related  work.  Include  a  thorough  statement  of  the  expected  outcome  of  the  plan  and  the   means  to  evaluate  the  results.     5. If   the   plan   requires   the   participation   of   other   individuals   or   institutions,   provide   evidence   that  such  arrangements  have  or  will  be  made  prior  to  beginning  the  Sabbatical  Leave.   6. Identify  the  specific  term  or  terms  for  which  the  leave  is  requested.   7. Include   a   copy   of   the   previous   Sabbatical   Leave   report   and   any   written   responses   to   that   work,   if   a   previous   leave   occurred   while   a   faculty   member   was   at   Emerson   College.   If   no   report   is   available,   attach   a   statement   describing   past   work   that   demonstrates   ability   to   achieve  the  proposed  sabbatical  goals.   8. Include   a   statement   of   agreement   to   return   to   service   at   Emerson   College   as   specified   in   13.1.3.   9. Include  a  current  CV.     Emerson  College  Faculty  Handbook  –  Page  29   13.1.2.1 Supplemental  Compensation   A   faculty   member   on   Sabbatical   Leave   may   supplement   his   or   her   compensation   through   fellowships,   employment,   or   grants-­‐in-­‐aid   to   cover   expenses   such   as   travel,   secretarial   assistance,  tuition,  research,  and  publication.       All  additional  compensation  must  be  fully  explained  in  the  application  and  approved  before  the   leave   is   granted.   The   faculty   member   must   report   any   subsequent   supplemental   compensation   in  writing  for  approval  by  the  Vice  President  for  Academic  Affairs.   The   faculty   member   on   Sabbatical   Leave   may   not   at   the   same   time   receive   supplemental   funds   from  Emerson  for  additional  teaching  and  service.   13.1.3 Agreement  to  Return  to  Service   A  faculty  member  who  takes  a  Sabbatical  Leave  must  agree  in  writing  to  return  to  service  at  the   College  for  at  least  one  full  academic  year  beginning  with  the  start  of  the  next  academic  year   immediately   following   the   Sabbatical   Leave.   The   faculty   member   agrees   to   teach   a   3-­‐course   load  during  the  year  of  sabbatical,  if  the  sabbatical  is  one  semester  in  length.  In  the  event  of  a   year-­‐long   sabbatical,   the   faculty   member   teaches   a   3-­‐course   load   the   first   semester   upon   return.  The  faculty  member  must  return  any  salary  and  benefits  paid  by  the  College  if  s/he  fails   to  return  for  at  least  one  academic  year  following  the  Sabbatical  Leave,  unless  approved  by  the   Board   of   Trustees;   or   unless   the   faculty   member   is   receiving   disability   payments   and   the   disability  is  the  reason  for  failure  to  return  to  service  at  the  College.   13.1.4 Procedure   13.1.4.1 Departmental  Review   No   later   than   September   15,   the   faculty   member   submits   the   Sabbatical   application   to   the   DPTC.   The   DPTC   reviews   the   application,   considering   the   success   of   any   previous   sabbaticals.   No   later   than   October   15,   the   DPTC   forwards   its   written   recommendation   (and   the   application)   to   the   Department   Chair,   with   a   copy   to   the   faculty   member.   No   later   than   November   1,   the   Chair   forwards   his   or   her   written   recommendation   (and   the   application   and   the   DPTC   recommendation)  to  the  Dean,  with  a  copy  to  the  faculty  member.     13.1.4.2 Decanal  and  Vice  Presidential  Reviews   No  later  than  November  15,  the  Dean  forwards  a  written  recommendation  (and  the  application   and  all  previous  recommendations)  to  the  Vice  President  for  Academic  Affairs,  with  a  copy  to   the  faculty  member  and  the  Chair.  If  the  Vice  President  for  Academic  Affairs  recommendation  is   positive,   the   Vice   President   for   Academic   Affairs   forwards   the   recommendation   to   the   Academic   and   Student   Affairs   Committee   of   the   Board   of   Trustees   with   copies   to   the   faculty   member,  the  Department  Chair  and  the  Dean.  If  the  Vice  President  for  Academic  Affairs  does   not  support  the  application,  the  sabbatical  is  denied,  with  notification  to  all  reviewing  bodies.   The  faculty  member  may  reapply  the  next  year  or  any  year  thereafter.       Emerson  College  Faculty  Handbook  –  Page  30   13.1.4.3 Board  of  Trustee  Approval   Prior  to  December  30,  the  Board  of  Trustees  or  a  designated  committee  of  the  Board  votes  on   the  faculty  member’s  application  for  Sabbatical  Leave.  The  Vice  President  for  Academic  Affairs   informs  the  faculty  member,  the  faculty  member’s  Chair,  and  the  faculty  member’s  Dean  of  the   Board’s  decision  in  writing  within  five  business  days  of  the  Board’s  vote.   13.1.4.4 Right  to  Withdraw  Sabbatical  Application   The  faculty  member  may  withdraw  the  application  at  any  time  prior  to  the  December  meeting   of  the  Academic  and  Student  Affairs  Committee  of  the  Board  of  Trustees.   13.1.5 Length  of  Time  and  Pay     A   faculty   member   may   take   a   Sabbatical   Leave   for   one   semester   at   full   salary   or   for   the   full   academic  year  at  half  salary.  All  regular  benefits  continue.  When  returning  to  full-­‐time  faculty   service,   a   faculty   member   who   takes   a   Sabbatical   Leave   will   receive   any   across-­‐the-­‐board   increases   and   other   base   salary   adjustments   and   increments   granted   to   faculty   members   of   that  rank  during  the  time  on  the  Sabbatical  Leave.   13.1.6 Continuous  Service   Time  granted  for  Sabbatical  Leave  counts  toward  continuous  service.     13.1.7  Sabbatical  Responsibilities   If   circumstances   require   a   substantial   change   in   the   sabbatical   project,   the   faculty   member   must  obtain  approval  in  writing  from  the  Vice  President  for  Academic  Affairs.  Failure  to  do  so   may  result  in  the  College  requiring  the  individual  to  refund  part  or  all  of  the  salary  and  benefits   received  during  the  sabbatical.   The  faculty  member  receiving  a  Sabbatical  Leave  assumes  the  following  responsibilities:   • To   make   a   reasonable   effort   to   fulfill   the   expectations   of   the   Sabbatical   Leave   as   set   forth  in  the  application;   • To  return  to  the  College  for  a  minimum  of  one  academic  year  immediately  following  the   completion  of  the  Sabbatical  Leave;  and,   • To  file  a  written  report  regarding  the  Sabbatical  Leave  with  the  Department  Chair,  Dean   and   Vice   President   for   Academic   Affairs   within   30   days   after   the   first   day   of   classes   following  the  completion  of  the  Sabbatical  Leave.   13.1.8 Subsequent  Leaves   A  faculty  member  may  not  start  the  next  Sabbatical  Leave  until  completing  at  least  six  academic   years  teaching  at  Emerson  since  the  previous  Sabbatical  Leave.  For  example,  a  faculty  member   on  Sabbatical  for  the  academic  year  2006-­‐07  is  eligible  for  a  subsequent  sabbatical  beginning  in   academic  year  2013-­‐14.       Under  certain  circumstances,  the  Dean  may  request  that  a  faculty  member  delay  the  Sabbatical   Leave  for  one  academic  year  (two  terms).  In  such  a  case,  the  faculty  member  is  eligible  to  begin   Emerson  College  Faculty  Handbook  –  Page  31   a   subsequent   Sabbatical   Leave   after   completing   five   academic   years.   For   example,   if   the   Sabbatical  Leave  was  granted  for  the  academic  year  2006-­‐07  but  the  Sabbatical  was  delayed  for   one  year,  the  next  eligible  date  would  be  academic  year  2013-­‐14.   13.2 Pre-­‐Tenure  Leave   The  College  grants  leave  with  compensation  to  eligible  tenure-­‐seeking  faculty  members,  in  their   fourth  year  or  first  semester  fifth  year,  to  encourage  research,  creative  work  or  other  activities   preparatory  to  application  for  tenure.  A  faculty  member  is  eligible  for  only  one  Pre-­‐tenure   Leave.   13.2.1 Eligibility   At   the   beginning   of   Pre-­‐tenure   Leave,   the   faculty   member   must   have   full-­‐time   faculty   status   and   have   completed   at   least   three   years   of   full-­‐time   service   to   the   College   at   the   rank   of   Assistant  Professor  or  higher.   13.2.2 Application   Application   for   Pre-­‐tenure   Leave   includes   a   definite   plan   for   a   project   using   the   following   format:   1. State  title.   2. Describe  the  specific  short-­‐  and  long-­‐term  goals.   3. Detail   how   the   proposed   project   will   result   in   professional,   artistic,   creative   or   scholarly   growth  that:     a. Advances   professional   recognition,   retraining,   or   professional   development   to   the   benefit  of  the  faculty  member  and  the  College;  and/or   b. Adds  to  the  organized  body  of  human  knowledge  and  creative  experience.     4. Provide   the   specific   details   of   the   plan,   including   a   description   of   artistic   or   performance   activity,  articles  or  books  to  be  initiated  or  completed,  research  methods,  etc.  Describe  the   plan’s   feasibility   and   the   faculty   member’s   preparation   for   this   work,   including   previous   related  work.  Include  a  thorough  statement  of  the  expected  outcome  of  the  plan  and  the   means  to  evaluate  the  results.     5. If   the   plan   requires   the   participation   of   other   individuals   or   institutions,   provide   evidence   that  such  arrangements  have  or  will  be  made  prior  to  beginning  the  Pre-­‐tenure  Leave.   6. Identify  the  specific  term  or  terms  for  which  the  leave  is  requested.   7. Include  a  statement  to  agree  to  return  to  service  at  the  College  as  outlined  in  13.1.3.   8. Include  a  current  CV.   13.2.2.1 Supplemental  Compensation   A   faculty   member   on   Pre-­‐tenure   Leave   may   supplement   his   or   her   compensation   through   fellowships,   employment,   or   grants-­‐in-­‐aid   to   cover   expenses   such   as   travel,   secretarial   assistance,  tuition,  research,  and  publication.       Emerson  College  Faculty  Handbook  –  Page  32   All  additional  compensation  must  be  fully  explained  in  the  application  and  approved  before  the   leave   is   granted.   The   faculty   member   must   report   any   subsequent   supplemental   compensation   in  writing  for  approval  by  the  Vice  President  for  Academic  Affairs.   The  faculty  member  on  Pre-­‐tenure  Leave  may  not  at  the  same  time  receive  supplemental  funds   from  Emerson  for  additional  teaching  and  service.   13.2.3 Agreement  to  Return  to  Service     A  faculty  member  who  takes  a  Pre-­‐tenure  Leave  must  agree  in  writing  to  return  to  service  at   the   College   for   at   least   one   full   academic   year   beginning   with   the   start   of   the   next   academic   year   immediately   following   the   Pre-­‐tenure   Leave.   The   faculty   member   agrees   to   teach   a   3-­‐ course   load   during   the   year   in   which   the   leave   occurs.   The   faculty   member   must   return   any   salary   and   benefits   paid   by   the   College   if   s/he   fails   to   return   for   at   least   one   academic   year   following  the  Pre-­‐tenure  Leave,  unless  approved  by  the  Board  of  Trustees;  or  unless  the  faculty   member  is  receiving  disability  payments  and  the  disability  is  the  reason  for  failure  to  return  to   service  at  the  College.     13.2.4 Procedure   13.2.4.1 Notification  of  Intent  to  Apply   By  May  1st,  the  faculty  member  notifies  the  Department  Chair  and  the  Dean  in  writing  of  intent   to  apply  in  the  coming  fall  semester  for  a  Pre-­‐tenure  Leave.     13.2.4.2 Chair  Review   No  later  than  November  15,  the  faculty  member  submits  a  Pre-­‐tenure  Leave  application  to  the   Department  Chair.  No  later  than  December  15,  the  Chair  forwards  a  written  recommendation   (and  the  application)  to  the  Dean,  with  a  copy  to  the  faculty  member.  The  Chair  comments  on   how  the  request  supports  the  candidate’s  professional  development  plan.   13.2.4.3 Decanal  Review   No   later   than   February   1,   the   Dean   forwards   a   written   recommendation   (and   the   application   and  the  Chair’s  recommendation)  to  the  Vice  President  for  Academic  Affairs,  with  a  copy  to  the   faculty   member   and   the   Chair.   The   Dean   forwards   the   Pre-­‐tenure   Leave   application   and   recommendations  to  the  Vice  President  for  Academic  Affairs.   13.2.4.4 Vice  President  for  Academic  Affairs  Review   Prior   to   the   March   meeting   of   the   Board   of   Trustees,   the   Vice   President   for   Academic   Affairs   forwards   a   written   recommendation   to   the   President,   with   copies   of   the   recommendation   to   the   faculty   member,   the   Chair   and   the   Dean.   The   Vice   President   for   Academic   Affairs   also   submits   a   copy   of   the   Pre-­‐tenure   Leave   application   (which   includes   the   recommendations   of   the   Chair   and   the   Dean)   to   the   Academic   and   Student   Affairs   Committee   of   the   Board   of   Trustees.   Emerson  College  Faculty  Handbook  –  Page  33   13.2.4.5 Board  of  Trustees  Approval   The  Board  of  Trustees  or  a  designated  committee  of  the  Board  votes  on  each  faculty  member’s   application.  A  favorable  Board  vote  becomes  effective  with  the  conclusion  of  a  positive  third-­‐ year   review   resulting   in   a   probationary   contract.   The   Vice   President   for   Academic   Affairs   informs  the  faculty  member,  the  faculty  member’s  Chair,  and  the  faculty  member’s  Dean  of  the   Board’s  decision  in  writing  within  five  business  days  of  the  Board  vote.   13.2.5 Length  of  Time  and  Pay     A  faculty  member  takes  a  Pre-­‐tenure  Leave  for  one  semester  at  full  salary.  All  regular  benefits   continue.  When  returning  to  full-­‐time  faculty  service,  a  faculty  member  who  takes  a  Pre-­‐tenure   Leave   receives   any   across-­‐the-­‐board   increases   and   other   base   salary   adjustments   and   increments  granted  to  faculty  members  of  that  rank  during  the  time  on  the  Pre-­‐tenure  Leave.   13.2.6 Continuous  Service   Time  granted  for  Pre-­‐tenure  Leave  counts  toward  continuous  service  for  tenure.   13.2.7 Pre-­‐Tenure  Leave  Responsibilities   If   circumstances   require   a   substantial   change   in   the   Pre-­‐tenure   Leave   project,   the   faculty   member  must  obtain  written  approval  from  the  Vice  President  for  Academic  Affairs.  Failure  to   do   so   may   result   in   the   College   requiring   the   individual   to   refund   part   or   all   of   the   salary   received  during  the  Pre-­‐tenure  Leave.   The  faculty  member  receiving  a  Pre-­‐tenure  Leave  assumes  the  following  responsibilities:   • To   make   a   reasonable   effort   to   fulfill   the   expectations   of   the   Pre-­‐tenure   Leave   as   set   forth  in  the  application;   • To  return  to  the  College  for  a  minimum  of  one  academic  year  immediately  following  the   completion  of  the  Pre-­‐tenure  Leave;  and,   • To  file  a  written  report  regarding  the  Pre-­‐tenure  Leave  with  the  Department  Chair,  Dean   and   Vice   President   for   Academic   Affairs   within   30   days   after   the   first   day   of   classes   following  the  completion  of  the  Pre-­‐tenure  Leave.   13.2.8 Pre-­‐Tenure  Leave  Right  to  Withdraw  Application   The  faculty  member  may  withdraw  the  application  at  any  time  prior  to  the  March  meeting  of   the  Academic  and  Student  Affairs  Committee  of  the  Board  of  Trustees.   13.3 Professional  Leave   Any  faculty  member  with  two  or  more  years  of  full-­‐time  service  to  the  College  may  request,  in   writing,   to   the   Department   Chair   with   a   copy   to   the   Dean,   a   full-­‐time   or   part-­‐time   leave   of   absence   without   pay   (“Professional   Leave”).   The   Vice   President   for   Academic   Affairs   may   approve  a  leave  that  has  the  support  of  the  Chair  and  Dean  and  demonstrates  benefits  to  the   faculty   member   and   the   College.   Examples   include   research,   creative   or   professional   work,   a   fellowship,   or   formal   study.   The   Vice   President   for   Academic   Affairs   approves   a   Professional   Emerson  College  Faculty  Handbook  –  Page  34   Leave   in   writing,   ordinarily,   for   not   more   than   one   academic   year.   The   faculty   member   may   request  that  the  time  granted  for  the  Professional  Leave  be  considered  continuous  service.  The   Vice  President  for  Academic  Affairs,  in  consultation  with  the  Dean,  decides  and  communicates   the  decision  to  the  faculty  member  in  writing.   13.3.1 Compensation  and  Benefits   Professional  Leave  is  without  pay.  The  faculty  member  may  continue  medical,  dental,  disability,   accident   and   life   insurance,   and   tuition   benefits   during   the   Professional   Leave,   provided   the   faculty   member   pays   both   the   College’s   and   faculty   member’s   share   of   premiums   for   such   benefits,   and   provided   that   s/he   is   not   eligible   for   benefits   elsewhere   during   the   Professional   Leave.     13.3.2 Return  to  Service   Upon  return  from  a  Professional  Leave,  the  faculty  member  receives  the  salary  appropriate  to   the   rank   held   at   the   beginning   of   the   Professional   Leave,   plus   any   across-­‐the-­‐board   increases   and   other   base   salary   adjustments   and   increments   granted   to   that   faculty   rank   during   the   time   of  the  Professional  Leave.     13.4 Administrative  Leave   A   tenured   faculty   member   who   accepts   an   administrative   appointment   in   the   College   retains   the  right  to  return  to  the  faculty.  Upon  return  to  the  faculty,  the  faculty  member  receives  salary   appropriate  to  the  rank  held  at  the  time  of  the  administrative  leave  plus  any  across-­‐the-­‐board   increases   and   other   base   adjustments   and   increments   to   the   faculty   rank   during   the   time   served.  When  a  faculty  member  is  promoted  during  the  Administrative  Leave,  the  salary  will  be   adjusted  accordingly.   The   letter   of   appointment   to   a   non-­‐tenured   faculty   member   who   accepts   an   administrative   position  in  the  College  outlines  the  conditions  of  return  to  the  faculty.     13.5 Special  Leave   A   faculty   member   may   request   a   Special   Leave   for   up   to   one   year   on   a   paid   or   unpaid   basis.   Only  the  President  may  grant  a  Special  Leave.     14 Faculty  Workload  Policies   The   normal   teaching   load   at   the   college   is   20   credits   per   academic   year.   The   normal   total   workload   at   the   College   is   the   normal   teaching   load   plus   the   equivalent   of   four   additional   credits  per  academic  year.  A  faculty  member  satisfies  the  difference  between  teaching  load  and   the  total  workload  by  performing  equivalent  work  of  four  additional  credits  as  defined  below.   14.1 Faculty  Workload  Principles   The   faculty   member’s   primary   responsibility   is   to   teach.   The   faculty   member   also   engages   in   research,   creative   and/or   professional   activities   beyond   the   classroom.   Faculty   members   Emerson  College  Faculty  Handbook  –  Page  35   actively  participate  in  academic  departments,  committees,  and  meetings.  Faculty  members  also   fulfill   non-­‐teaching   responsibilities   to   students   as   well   as   in   the   intellectual   and   artistic   life   of   the  College.  Each  of  these  principles  inform  faculty  workload.   14.1.1 Teaching  Assignments   1. The  Chair  makes  a  reasonable  effort  to  assign  courses  on  a  fair  and  equitable  basis  in   consultation  with  faculty.  The  Chair  assigns  classes  so  that  the  beginning  of  the  first   class  and  the  ending  of  the  last  class  on  any  day  for  any  faculty  member  are  not  be   more  than  eight  hours  apart,  unless  the  Chair  and  the  faculty  member  agree.   2. All   full-­‐time   faculty   members   teach   a   minimum   of   three   scheduled   classroom   courses   per   year   except   in   extraordinary   circumstances   pre-­‐approved   by   the   Vice   President  for  Academic  Affairs.   3. A  three-­‐credit  graduate  course  counts  as  a  four-­‐credit  course.   4. When   the   Vice   President   for   Academic   Affairs   cancels   a   course   due   to   lack   of   enrollment,   the   Chair,   in   consultation   with   the   faculty   member,   assigns   the   faculty   member  an  alternative  course  in  that  semester  or  a  subsequent  semester.     14.2 Tenure-­‐seeking  Faculty  Workload   The  Department  Chair  in  consultation  with  each  tenure-­‐seeking  faculty  member  establishes  an   annual  workload,  normally  as  follows:     Year  of  Appointment   #  of  Four-­‐Credit   #  of  Scholarly/  Creative/Professional   Courses   Equivalencies   Service   1   5   1   Satisfactory   2   5   1   Satisfactory   3   5   1   Satisfactory   4   3   3   Satisfactory   5   5   1   Satisfactory   6   5   1   Satisfactory     i) Consistent   with   8.1.1,   teaching   includes   serving   as   an   academic   advisor.   Pre-­‐ tenure  faculty  members  do  not  serve  as  advisors  in  their  first  year.       ii) Beginning   in   year   two,   faculty   may   supervise   up   to   three   directed   studies/projects   or   theses   per   year.   Supervision   of   an   eight-­‐credit   MFA   thesis   counts  as  two  directed  studies/projects  or  theses.     iii) Tenure-­‐seeking  faculty  may  not  take  overload  assignments.   Emerson  College  Faculty  Handbook  –  Page  36   iv) A  three-­‐course  teaching  load  in  year  four  as  an  Assistant  Professor  is  contingent   upon  the  award  of  a  Pre-­‐tenure  Leave.  Should  a  faculty  member  not  be  granted   a   Pre-­‐tenure   Leave,   the   Department   Chair   in   consultation   with   the   Dean   determines  an  appropriate  teaching  load.   v) A  faculty  member  issued  a  terminal  contract  will  normally  teach  six  courses.   vi) Satisfactory   service   for   tenure-­‐seeking   faculty   members   includes   meeting   the   service  obligations  defined  in  Sub-­‐section  8.3.1.  After  the  first  year  of  service  at   the   College,   tenure-­‐seeking   faculty   members   are   expected   to   participate   in   at   least  one  and  no  more  than  two  committee  assignments  per  year.     vii) No  first-­‐year  tenure-­‐seeking  faculty  member  may  serve  on  any  committee.     14.3 Tenured  Faculty  Workload  Options     Each  Department,  in  consultation  with  the  Dean  and  with  the  approval  of  the  Vice  President  for   Academic   Affairs,   establishes   criteria   for   scholarly/creative/professional   activities   that   are   equivalent  to  a  4-­‐credit  classroom  course.  Tenured  faculty  acknowledge  their  responsibility  to   provide  service  activities  as  defined  in  Sub-­‐section  8.3.  Important  as  it  is,  however,  service  must   not   impede   teaching   and   scholarship/creativity.   Under   extraordinary   circumstances,   if   a   tenured   faculty   member   is   called   upon   to   contribute   significantly   beyond   teaching   and   research/creative   activities,   the   faculty   member   may   request   a   workload   equivalency.   Individual   Departments   should   provide   clear   guidelines   on   service   that   assist   tenured   faculty   to   balance  the  demands  of  teaching,  creativity  and  service.   The   Department   Chair   in   consultation   with   a   tenured   faculty   member   establishes   an   annual   workload  (taking  into  consideration  the  Annual  Self  Report)  from  among  the  following  options:     Options   #   of   4   credit   #   of   work     courses   equivalencies   #   of   scholarly/     creative/professional   Service   equivalencies      1                    5                                      1    or                          1   Standard      2                    4                                1   and                          1   Standard      3                    4                                2    or                          2   Standard      4                    3                                2   and                          1   Standard      5                    6                                0     Standard                          0       Emerson  College  Faculty  Handbook  –  Page  37   Option  1-­‐   five   courses   with   one   work   equivalency   or   one   scholarly/creative/professional   equivalency.   Option  2-­‐   four   courses   with   one   work   equivalency   and   one   scholarly/creative/professional   equivalency.     Option  3-­‐   four  courses  with  two  work  equivalencies  or  four  courses  with  two   scholarly/creative/professional  equivalencies  granted  under  extraordinary   circumstances.   Option  4-­‐   three  courses  with  two  work  equivalencies  and  one  scholarly/creative/professional   equivalency  granted  under  extraordinary  circumstances.   Option  5-­‐   six   courses   with   no   other   equivalencies;   only   faculty   members   following   option   5   may  request  a  course  overload.     Work  equivalencies  include  assignments  (such  as  Graduate  Program  Directors,  First-­‐Year     Writing  Coordinator  or  other  college  wide  or  Departmental  special  assignments)  that  are   equivalent  to  one  or  two  4-­‐credit  classroom  course(s),  as  determined  by  the  Vice  President  for   Academic  Affairs.     A  tenured  faculty  member  is  eligible  to  supervise  and  receive  special  assignment  compensation   for  a  co-­‐curricular  activity.   A   tenured   faculty   member   may   supervise   up   to   four   directed   studies/projects   or   theses   per   semester.   Under   extraordinary   circumstances,   and   with   concurrence   of   the   Chair,   Dean,   and   the  Vice  President  of  Academic  Affairs,  a  faculty  member  may  supervise  up  to  two  additional   directed  studies/projects  for  compensation  at  the  prevailing  rate.   14.4 Term  Faculty  Track   A  Term  faculty  member’s  primary  responsibility  is  to  teach.  Under  extraordinary  circumstances,   the   Chair   may   recommend   a   special   assignment   (which   may   include   one   or   more   course   equivalencies),   to   the   Dean   who   may   approve   such   special   assignment(s).   Term   faculty   members  are  required  to  attend  Faculty  Institute,  Commencement,  Department  meetings  and   Faculty  Assembly.  In  addition,  Term  faculty  members  are  expected  to  participate  in  events  such   as  Open  Houses,  Family  Weekends  and  Student  Orientations,  and  attend  faculty  lectures  etc.  as   requested  by  the  Chair.     15 Dispute  Resolution   The  purpose  of  this  Faculty  Handbook  is  to  establish  a  frame  for  shared  governance  at  Emerson   College,  provide  definitions,  outline  processes  and  procedures,  and  reflect  values  that  affect  the   life   of   an   engaged   faculty   member.   In   that   spirit,   while   recognizing   that   Handbook-­‐related   disputes   will   inevitably   arise,   the   College   community   endorses   the   use   of   non-­‐litigious   resolution  methods  whenever  possible.   Emerson  College  Faculty  Handbook  –  Page  38   When   a   Handbook-­‐related   dispute   arises,   the   concerned   parties   should   attempt   to   resolve   matters   directly   with   each   other.   If   that   is   not   possible,   the   parties   should   seek   resolution   at   their  Department  or  School  levels,  as  appropriate.   Should  the  above  procedures  fail,  one  or  more  of  the  disputing  parties  may  write  to  the  Vice   President  for  Academic  Affairs  describing  the  concerns.  The  Vice  President  for  Academic  Affairs   may  request  a  meeting  with  one  or  more  of  the  disputing  parties  to  discuss  possible  solutions.   The   Vice   President   for   Academic   Affairs   establishes   a   process   for   facilitated   resolution   which   may   include   external   mediation   or   makes   a   decision.   The   decision   of   the   Vice   President   for   Academic  Affairs  with  respect  to  issues  other  than  those  listed  in  Section  16  is  final.     16 Grievance   For   purposes   of   the   Handbook,   a   grievance   is   defined   as   an   allegation   that   there   has   been   a   process   violation   of   one   of   the   following   sections   of   this   Handbook   by   the   College.   Only   the   sections  listed  below  are  grievable:     • 10.2.4   • 10.4.1   • 10.4.3   • 11.2     • 11.3  (excluding  11.3.1,  11.3.7  and  11.3.8)   • 17.1   The  last  sentence  of  this  Sub-­‐section  is  not  subject  to  grievance  or  arbitration.   Any  full-­‐time  tenured/tenure  track  faculty  member  may  file  a  grievance  with  the  exception  of   grievances  alleging  a  violation  of  Sub-­‐section  17.1  which  will  be  filed  by  the  Faculty  Assembly.   The  written  grievance  must  contain  the  following  or  it  will  not  be  processed:   1. The  facts  upon  which  the  grievance  is  based;   2. The  express  provision  of  this  Handbook  allegedly  violated  and  explanation  of  how  the  facts   state  a  violation  of  such  provision;  and   3. The  remedy  sought.   Grievances  are  procedural  only  and  not  substantive  in  nature.  This  means  that  only  the  failure   to   meet   as   required,   to   conduct   required   reviews,   to   forward   required   materials,   to   give   the   required  notice,  or  to  complete  the  required  writings  or  reports  are  grievable.  The  content  or   substance   of   such   meetings,   reviews,   materials,   writings,   or   reports   are   not   grievable.   A   faculty   member   may   grieve   the   severity   of   the   sanction   imposed   under   Sub-­‐section   10.3.3.   The   only   remedy   for   a   procedural/process   violation   is   that   the   faculty   member   is   entitled   to   have   the   procedure/process  repeated  in  a  timely  fashion  without  the  error.  A  faculty  member  may  not   file  a  grievance  against  the  College  for  an  action  engaged  in  by  either  a  part-­‐time  or  full-­‐time   Emerson  College  Faculty  Handbook  –  Page  39   faculty  member,  including  actions  engaged  in  as  a  member  of  a  DPTC,  FSC,  Faculty  Assembly,  or   other  faculty  committee.       16.1 Procedure   16.1.1 Step  1   The  faculty  member  or  the  Chair  of  Faculty  Assembly,  in  the  case  of  an  alleged  violation  of  Sub-­‐ section   17.1,   must   submit   a   grievance   in   writing   either   by   mailing   the   written   grievance   by   certified   mail,   return   receipt   requested,   to   the   Vice   President   for   Academic   Affairs   or   by   personally   delivering   the   written   grievance   to   the   Vice   President   for   Academic   Affairs   or   the   Associate   Vice   President   for   Academic   Affairs   (and   no   one   else)   and   contemporaneously   receiving  a  written  acknowledgement  of  delivery  from  the  Vice  President  for  Academic  Affairs   or   the   Associate   Vice   President   for   Academic   Affairs   (and   no   one   else)   on   or   before   the   30th   calendar  day  after  the  action  to  be  grieved  first  occurred.  In  the  case  of  a  grievance  involving   tenure  and  promotion,  the  grievance  shall  be  timely  if  it  is  delivered  or  mailed  on  or  before  the   30th   day   of   receipt   of   notice   of   the   Board   action   under   Sub-­‐section   11.3.9   of   this   Handbook.   Upon  request  by  the  College  the  faculty  member  or  the  Chair  of  Faculty  Assembly  must  provide   to  Vice  President  for  Academic  Affairs  a  copy  of  the  completed  USPS  Receipt  for  Certified  Mail   to  prove  that  the  written  grievance  was  mailed  on  or  before  the  30th  calendar  day.  Failure  to   submit   a   written   grievance   in   a   timely   manner   or   to   provide   a   copy   of   the   completed   USPS   Receipt   for   Certified   Mail   will   render   the   grievance   untimely.   The   grievance   will   be   deemed   denied  and  the  grievance  will  not  be  processed.   On   or   before   the   seventh   business   day   after   the   receipt   of   the   faculty   member’s   or   Faculty   Assembly’s  written  grievance  by  the  Vice  President  for  Academic  Affairs,  the  Vice  President  for   Academic  Affairs  or  a  designee  will  meet  with  the  faculty  member,  or  in  the  case  of  an  alleged   violation   of   Sub-­‐section   17.1,   with   representatives   of   the   Faculty   Assembly   concerning   the   written   grievance.   On   or   before   the   fifth   business   day   after   that   meeting,   the   VPAA   or   a   designee  will  mail  a  written  answer  to  the  grievance  by  certified  mail,  return  receipt  requested,   to   the   faculty   member   or   to   the   Chair   of   Faculty   Assembly.   The   written   answer   will   be   the   final   resolution  of  the  grievance  unless  the  faculty  member  or  the  Chair  of  Faculty  Assembly,  in  the   case  of  alleged  violations  of  Sub-­‐section  17.1,  seeks  arbitration  on  or  before  the  20th  business   day  after  the  answer  is  mailed  by  the  College.   16.1.2 Step  2   If  the  grievance  is  appealed  from  Step  1  to  the  American  Arbitration  Association  on  or  before   the  20th  day  after  the  answer  is  mailed,  the  faculty  member  or  the  Chair  of  Faculty  Assembly,  in   the  case  of  an  alleged  violation  of  Sub-­‐section  17.1,  must  mail  by  certified  mail,  return  receipt   requested,   a   copy   of   the   Demand   For   Arbitration   to   the   Vice   President   for   Academic   Affairs.   Upon  request  by  the  College,  the  faculty  member  or  the  Chair  of  Faculty  Assembly  must  provide   a  copy  of  the  requested  completed  USPS  Receipt  for  Certified  Mail.  The  parties  may  agree  not   to   use   the   services   of   the   American   Arbitration   Association   and   select   a   mutually   acceptable   arbitrator  to  resolve  the  grievance  within  the  appeal  period  but  this  process  will  not  extend  the   appeal  period.   Emerson  College  Faculty  Handbook  –  Page  40   16.2 Arbitration   Multiple   or   related   grievances   will   not   be   resolved   in   the   same   arbitration   proceeding   unless   mutually  agreed  to  by  the  College  and  the  faculty  members  in  writing.   Each  party  will  pay  any  compensation  and  expenses  (including  time  off  from  work)  relating  to   its  own  witnesses  and/or  representatives.   The  fee  of  the  arbitrator  and  other  administrative  expenses  of  the  arbitration,  including  room   rental,   if   applicable,   shall   be   shared   equally   by   the   parties   unless   the   arbitrator   awards   fees   (which  may  in  the  discretion  of  the  arbitrator  include  legal  fees)  and  costs  to  a  prevailing  faculty   member.   Either  party  may  request  that  a  stenographic  record  of  the  hearing  be  made  and  that  party  may   provide  a  copy  of  the  record  to  the  arbitrator.  The  party  requesting  such  a  record  will  pay  the   cost;   however,   if   the   other   party   also   requests   a   copy,   the   stenographic   costs   will   be   shared   equally.  If  the  College  and  the  faculty  member  or  the  Chair  of  Faculty  Assembly,  in  the  case  of   an   alleged   violation   of   Sub-­‐section   17.1,   mutually   request   that   a   stenographic   record   of   the   hearing   be   made,   the   costs   shall   be   shared   equally   and   they   will   mutually   decide   which   stenographic  firm  to  hire.   In   arriving   at   any   decision   under   the   provisions   of   the   Section,   the   arbitrator   shall   not   have   the   authority  to  alter  this  Handbook  in  whole  or  in  part  or  to  add  to  or  delete  any  of  its  provisions   or   to   render   any   award   in   conflict   with   its   provisions.   The   award   shall   be   based   solely   upon   the   evidence  and  arguments  presented  to  the  arbitrator  in  the  presence  of  both  parties  and  may   also  be  based  upon  arguments  presented  in  written  briefs  exchanged  between  the  parties  so   long   as   such   arguments   are   based   upon   the   evidence   presented   at   the   arbitration   hearing.   The   arbitrator   may   decide   only   whether   the   College   violated   this   Handbook   as   alleged   in   the   grievance  and  the  appropriate  remedy  under  this  Handbook,  if  any.  The  arbitrator  shall  have  no   power  to  award  continuous  appointment  or  tenure.   The   arbitrator’s   decision   shall   be   final   and   binding   on   the   faculty   member   or   on   the   Faculty   Assembly  and  the  College  and  the  College  and  the  individuals  affected  thereby.   16.2.1 General  Provisions   Time   limits   designated   in   this   Section   for   processing   grievances   and   for   bringing   a   matter   to   arbitration  may  only  be  extended  by  mutual  written  consent  between  the  parties  and  cannot   be   extended   by   an   arbitrator.   Failure   to   comply   with   any   time   limitation   will   render   the   grievance   untimely,   the   grievance   will   be   deemed   denied   and   the   grievance   will   not   be   processed  unless  specific  language  in  the  Section  provides  otherwise.   Arbitration  shall  be  the  exclusive  avenue  for  faculty  members  to  bring  grievances  relating  to  a   faculty   member’s   employment   with   the   College,   provided   however   that   nothing   in   this   Handbook  shall  prevent  (i)  the  ECCAAUP  from  bringing  grievances  that  it  is  authorized  to  bring   under   the   collective   bargaining   agreement   between   the   ECCAAUP   and   the   College   dated   September   15,   2006   and   (ii)   a   faculty   member   from   bringing   a   claim   of   illegal   discrimination   before  an  administrative  agency,  or  court,  of  competent  jurisdiction.     Emerson  College  Faculty  Handbook  –  Page  41   17 Amending  the  Faculty  Handbook     17.1 The  Normal  Amendment  Process   The  Faculty  Handbook  is  a  living  document  that  requires  review  and  modification.  The  Faculty   Handbook   Committee   (FHC)   is   responsible   for   this   process.   The   FHC   includes   two   faculty   members   selected   by   the   Faculty   Assembly,   three   academic   administrators   selected   by   the   President  of  the  College,  and  the  Chair  of  Faculty  Assembly,  who  serves  as  the  Chair  of  the  FHC.   Other   than   the   Chair   of   the   Faculty   Assembly,   FHC   members   serve   three-­‐year   terms   (staggered).  For  the  first  three  years  after  the  College  ratifies  the  Handbook,  at  least  one  of  the   faculty  members  and  one  of  the  academic  administrators  are  individuals  who  were  members  of   the  Committee  that  drafted  the  Handbook.   The   Faculty   Handbook   Committee   has   the   responsibility   to   review   the   Handbook.   Any   member   of  the  Faculty  Assembly,  the  Vice  President  for  Academic  Affairs  or  the  President  of  the  College   may  propose  changes  or  amendments  to  the  Handbook,  in  writing  to  the  FHC.  The  deadline  for   proposed   changes   will   occur   during   the   fall   semester   and   will   be   established   by   the   Chair   of   Faculty  Assembly  and  announced  to  the  faculty  and  administration.  The  FHC  meets  as  needed   during   the   first   and   second   semesters   to   consider   proposals   and   offer   recommendations   for   revision   and   alternative   approaches,   as   well   as   to   consider   revisions.   FHC   reports   recommendations   for   change   or   amendments,   along   with   a   timeline   for   implementing   those   changes,   with   the   committee’s   analysis,   signed   by   each   member   of   the   Committee,   to   the   Faculty  Assembly  for  further  discussion  and  vote,  except  in  cases  where  the  FHC  unanimously   rejects   a   proposed   change.   During   the   academic   year,   the   FHC   acts   on   submitted   changes   within  60  days  of  receipt  of  the  recommendation  for  change.   Faculty   Assembly   votes   on   proposed   changes   at   the   next   Faculty   Assembly   meeting   after   the   introduction  of  the  item.  If  at  least  a  majority  of  eligible  voting  members  present,  in  addition  to   absentee  ballots,  support  the  change,  the  change  stands  as  recommended  by  Faculty  Assembly.   Voting  members  of  Faculty  Assembly  who  are  unable  to  attend  the  meeting  at  which  the  vote  is   to   be   taken   may   submit   an   absentee   ballot   to   the   Chair   of   Faculty   Assembly   prior   to   the   meeting.     The   Chair   of   the   Faculty   Assembly   forwards   the   Faculty   Assembly   vote   to   the   Vice   President   for   Academic   Affairs,   who   forwards   the   proposal   with   recommendation   to   the   President.   The   President   forwards   the   proposal   with   recommendation,   together   with   all   previous   recommendations,   to   the   Chair   of   Academic   and   Student   Affairs   Committee   of   the   Board   for   presentation  to  the  full  Board  of  Trustees.  The  Board  accepts  or  rejects  the  proposed  change.     If   the   Faculty   Assembly   has   not   acted   on   a   given   proposal   forwarded   from   the   FHC   within   2   regularly   scheduled   Faculty   Assembly   meetings,   the   President   will   meet   with   the   Chair   of   the   Faculty   Assembly   to   discuss   the   reasons   for   not   advancing   the   recommendation.   If   the   meeting   between  the  President  and  the  Chair  of  the  Faculty  Assembly  fails  to  produce  a  timetable  for   action  on  the  proposed  change,  then  the  Board  may  consider  the  change.   Emerson  College  Faculty  Handbook  –  Page  42   17.2 Amendments  in  Extraordinary  Circumstances   The  Board  of  Trustees  of  Emerson  College  is  empowered  to  amend  unilaterally  the  provisions  of   the   Handbook   if   required   by   law,   necessitated   by   fiscal   exigency,   or   caused   by   emergency,   without  complying  with  the  provisions  of  Sub-­‐section  17.1.   17.3 Grievance  and  Arbitration   By  majority  secret  ballot,  the  Faculty  Assembly  can  authorize  the  Chair  of  Faculty  Assembly  to   grieve  and,  if  necessary,  arbitrate  a  claim  that  under  Sub-­‐section  17.1  the  Board  of  Trustees  has   accepted   an   amendment   to   the   Handbook   without   satisfaction   of   the   procedural   requirements   of  Sub-­‐section  17.1.  The  claim  will  be  with  respect  to  procedure  only.  Actions  of  the  Board  of   Trustees  that  invoke  the  authority  of  Sub-­‐section  17.2  will  not  be  subject  to  grievance  or  other   legal  challenge.     Emerson  College  Faculty  Handbook  –  Page  43