A. Faculty Evaluation Policy   SBHE 604.3 requires that all benefited university system employees undergo an annual performance review. The primary purpose of faculty evaluation is the improvement of instruction. In addition, the evaluation may be used in making recommendations regarding salary, tenure, and promotion. Additional goals include Recognizing superior performance. Protecting students and faculty from unprofessional behavior Providing a base for faculty career planning and professional development. For a complete list of evaluation criteria see form AA-20 (Rubric for Faculty Evaluation, Tenure and Promotion).   Faculty are evaluated in the following contract areas: Teaching or Primary Duties Scholarship, Professional, and Creative Work Service In addition to the procedures outlined below, an evaluation may be conducted at any time at the request of the faculty member or any two of the following: the President of the University, the Vice President for Academic Affairs, the chair/dean of the department in which the faculty member is assigned.   B. Faculty Evaluation Procedures   1. Post-tenure evaluations All tenured faculty members (except those completing the promotion application process during the current year) must complete an annual self-evaluation ("Annual Faculty Report," AA-4), which is reviewed by their respective Department Chair/Dean. The Department Chair/Dean will add comments to AA-4 regarding the faculty member’s contributions to the program, interactions with students, completion of contractual obligations, and effectiveness of instruction. The Department Chair/Dean will provide the faculty member with a copy of the completed AA-4 form. The faculty member may attach additional comments in response to the Chair/Dean assessment. The completed AA-4 form for each tenured faculty member is due in the VPAA office on the first Monday in June. The VPAA or designee will meet biennially with each tenured faculty member to review the AA-4 forms from the prior two years and to discuss faculty achievements, goals, and any concerns. The AA-4 originals and VPAA response/summary from each biennial review are retained in the VPAA office.   2. Pre-tenure evaluations   All pre-tenure faculty at Valley City State University will undergo a peer evaluation annually. First-year faculty will be evaluated during the spring semester, prior to the first Monday in April. Pre-tenured faculty with 2-5 years of service will be evaluated during the Fall semester. Only automatic promotions for terminal degree completion or additional qualifications for professionally qualified (see V605.01, B3) are permitted before the tenure year. A faculty member undergoing tenure evaluation [generally year six] will complete the process described in policy V605.01.01, instead of the pre-tenure evaluation process described below. In consultation with their respective Department Chairs/Dean, special appointment and adjunct faculty may choose to undergo either the peer evaluation outlined in 2a-d below OR the abbreviated process described in Part 3, below. Process Initiation   1. Each Department Chair/Dean will initiate the evaluation process at least one month before the evaluation materials are due in the VPAA office.  2. The Department Chair/Dean will appoint a departmental evaluation committee and name the committee chair. Membership will include three full-time, tenured faculty. The Department Chair/Dean may request the participation of a qualified faculty member outside the Department. Exceptions to this policy must be documented and approved by the Assistant VPAA. 3. The Department Chairs/Dean may not serve on an evaluation committee in their respective departments. When the non-tenured faculty member being evaluated is a Department Chair, a Department Chair from another department, determined by the VPAA or designee, will serve in the role of Department Chair. 4. Peer review is an important responsibility, as the work of this committee has long-term effects on the delivery of curriculum, faculty performance, and tenure decisions. The committee should be supportive, specific, and cognizant of its responsibilities to promote performance improvement and guide entering faculty towards successful completion of their professional duties.   Pre-Observation Conference   1. Members of the Departmental Evaluation Committee, the Department Chair/Dean, and the faculty member being evaluated will meet at a time and place determined by the Department Evaluation Committee Chair for the pre-observation conference. The Departmental Evaluation Committee Chair will review the procedures to be followed in the evaluation process and identify the appropriate forms; the Academic Affairs office will provide APAC with current versions of the forms each year. 2. The faculty member, committee members, and Department Chair/Dean will schedule class observations. 3. The Department Chair/Dean will designate the deadline for submission of the Faculty Evaluation Self-Assessment portfolio.  4. The department Chair/Dean will document all exceptions and meetings on AA-5a, and include this document as the cover page of the completed evaluation materials.   Observation and Evaluation   1. The Department Chair/Dean and members of the Departmental Evaluation Committee will each observe at least one class session. The committee will use the Class Observation form (AA-28) to organize feedback; these forms will be added to the faculty member’s portfolio. Committee members must meet individually with the faculty member after the observation to provide feedback and suggestions. 2. The faculty member will develop a self-evaluation portfolio, following the guidelines provided in the e-Folio help document (AA-21) and Rubric (AA-20), and submit the completed self-evaluation portfolio to the Department Chair/Dean and the Departmental Evaluation Committee by the dates established at the pre-observation meeting. The Committee is responsible for ensuring that the self-evaluation document addresses the requisite criteria. If necessary, they may request revisions. 3. After reviewing the portfolio materials, the Departmental Evaluation Committee will complete its evaluation, using form AA-5b. In reviewing student evaluations, the Departmental Evaluation Committee should keep in mind the level and student composition of the courses assessed. 4. The chair of the Departmental Evaluation Committee will forward all evaluation materials to the Department Chair/Dean.  5. The Department Chair/Dean will review the materials. If proper procedures were not followed and/or if sufficient data was not collected to substantiate the evaluation, the Department Chair/Dean will initiate procedures to adequately complete the process.  6. The Department Chair/Dean will complete form AA-5c and forward draft forms AA-5b and c to the faculty member for review at least one day before the post-observation conference.   Post-Observation Conference 1. At the post-observation conference, the members of the Departmental Evaluation Committee, the Department Chair/Dean, and the faculty member will discuss the evaluation. 2. The faculty member and the committee members may agree to updates or changes in the draft form (AA-5b). At the end of this meeting, form AA-5b is signed by the committee members and the faculty member. The faculty member’s signature indicates participation in the post-observation conference and receipt of the materials, not agreement with the assessment. A copy of the signed form AA-5b and c should be given to the faculty member. 3. After the post-observation meeting, the faculty member will have two working days to consider the data collection, recommendations, and comments of the Department Chair/Dean and the Departmental Evaluation Committee. Candidates can respond in writing. The response will be delivered to the Department Chair/Dean and become an addendum  to be submitted with forms AA-5b and 5c.   Administrative Recommendations   1. The Department Chair/Dean will forward the signed, hard copy evaluation forms (AA-5a, AA-5b, AA-5c), to the Vice President for Academic Affairs between November 1 and the last day of the fall semester exam week, depending on departmental timelines and the need for portfolio revision. 2. The Vice President for Academic Affairs will review each evaluation. The VPAA may request additional information from the Departmental Evaluation Committee, the Department Chair/Dean, or the faculty member under evaluation. The Vice President for Academic Affairs may direct the Department Chair/Dean to review and repeat portions of the evaluation process if the supporting documentation fails to substantiate the recommendation of the Department Chair/Dean. 3. The Vice President for Academic Affairs will record his/her comments and recommendation on form AA-5d and will forward the hard copy forms and all supporting data to the President of the University. 4. The President of the University will review the recommendations and complete form AA-5d which will then be placed with the supporting data in the personnel file of the faculty member. (Contract information is housed in the President's office; evaluation materials are located in the VPAA office.) 5. VPAA will meet with each pre-tenured faculty member and provide a copy of the completed form AA-5d.   Special Review   During Probationary Year 3, all pre-tenure faculty will undergo special review. This review will recognize and reinforce areas of strength, and help identify areas needing improvement in preparation for tenure and promotion.   1. Completed evaluation files for all third year, pre-tenure faculty are due to the VPAA office by the third Tuesday in November. 2. The University Tenure and Promotion Committee will review the completed evaluation files for all third year, pre-tenure faculty. The comments of the committee will be summarized by the Assistant VPAA and included in form AA-6a prior to submission to the VPAA. 3. The VPAA will review the files and submit comments on form AA-6a prior to submission to the President. 4. The Assistant VPAA will communicate this feedback and any recommendations during a meeting with the faculty member and their Department Chair.  5. Pre-tenure faculty entering with 2 years granted toward tenure  will complete this special review during their second year at VCSU.   3. Adjunct and Special Appointment Faculty   Adjunct and Special Appointment faculty evaluations are based on the duties and responsibilities outlined in their contracts. In consultation with their respective Department Chairs/Dean, these faculty may choose to undergo the peer evaluation outlined above in Section 2 a-d or use the process outlined below: Each year, adjunct and special appointment faculty members will complete form AA-29 and submit it to their Department Chair/Dean, along with the student evaluation for each course taught. The Department Chair/Dean will meet with the faculty member to discuss the materials submitted. The Department Chair/Dean will provide comments on form AA-29 and file it (and supporting documentation) in the VPAA office, where it will be placed in the faculty member’s personnel file. Completed evaluations are due at the end of the contract term, no later than January 30 for Fall-only part-time faculty, or the first Monday in June for full year and spring-only faculty.   Forms required: AA-4 Annual Faculty Report (tenured faculty only)  AA-5a Faculty Evaluation, Tenure, Promotion Cover Page AA-5b Faculty Departmental Committee Recommendation AA-5c Departmental Chair/Dean Recommendation AA-5d Administrative Recommendations  AA-6a Third-Year Review (UTP Recommendation) AA-29 Report on Part-Time Faculty (Special Appointment and Adjunct Faculty)   Help documents: AA-20 Evaluation, Tenure and Promotion Rubric AA-20A Service Guidelines (Addendum to AA-20) AA-21 Portfolio Help Document AA-28 Classroom evaluation form   Dates: Annual Faculty Report (tenured faculty) due June 1 AA-5a-c (Pre-tenure, year 3) due the third Tuesday in November AA-5a-c (Pre-tenure, years 2, 4, 5) due Nov. 1 through last day of Fall term, at discretion of committee AA-5a-c (Pre-tenure, year 1) due prior to the first Monday in April  AA-29 (special appointment and adjunct faculty) due at end of semester (either January or June, depending on contract dates).   This policy replaces V702.2 (Initially Approved by Faculty Senate, 1984)     Sponsor: Faculty Association Approved: January 2011 Revised: December 2012 Revised: March 2015 Revised: February 2018 Revised:  March 2021  

A. Procedures 1. At the beginning of the Fall semester, the Vice President for Academic Affairs (VPAA) will explain the criteria, deadlines, and pertinent policy for faculty promotion. Faculty who wish to apply for promotion should discuss their interest with their respective Department Chair/Dean, and VPAA, if appropriate. See section C, below, for guidance on eligibility for promotion. 2. By the end of the third week in September, faculty who wish to apply for promotion should declare (via email) their intent to apply to their Department Chair/Dean and the VPAA. 3. At the end of September each year, the VPAA will announce to the faculty the list of faculty eligible for tenure consideration and those seeking promotion. 4. Candidates should prepare a promotion portfolio with content based on the criteria in the Evaluation, Tenure and Promotion Rubric (Form AA-20). 5. The Department Chair /Dean will appoint a Departmental Promotion Committee and name the committee chair. Membership will include three full-time, tenured faculty. The Department Chair/Dean may request the participation of a qualified faculty member outside the Department. Exceptions to this policy must be documented and approved by the VPAA. Department Chairs/Dean may not serve on a promotion committee in their respective departments. If the candidate for promotion is a Department Chair/Dean, the VPAA or designee will assume the role defined for the Department Chair/Dean. By the first week in November, the Departmental Promotion Committee will meet with the candidate(s) to discuss the promotion process, timeline, and required materials. The department chair/dean will document all exceptions and meetings on AA-5a, and include this document as the cover page of the completed evaluation materials forwarded to UTP (see #9 below). The candidate should use the portfolio template to build the portfolio and the portfolio help document (AA-21) to make certain all required items are included. Materials included for consideration should be dated since the last promotion or VCSU hire date, whichever is most recent. The Departmental Promotion Committee will review he draft portfolio to determine whether the portfolio meets the requirements identified for he proposed rank. Portfolios that are not complete and do not make a convincing case for promotion should not be forwarded to the department chair/dean. The candidate should consult with his/her committee and can resubmit before the deadline. 6. The Departmental Promotion Committee will review the portfolio and make a recommendation (Form AA-5b). This recommendation will then become part of the portfolio that will be forwarded to the department chair/dean.  7. The department chair will complete his/her recommendation on Form AA-5c.  8. The Departmental Promotion Committee and department chair/dean will meet with the candidate to review their recommendations.  9. Candidate may write a response to the recommendation. This response, along with Forms AA-5a, AA-5b and AA-5c will be forwarded to the University Tenure and Promotion Committee, along with the portfolio URL, no later than February 10.  10. The University Tenure and Promotion (UTP) committee will review each portfolio and make a recommendation (Form AA-6b). This recommendation and the portfolio should be forwarded to the President no later than February 28. The Committee should make its decision based on the materials presented in the portfolio as measured against the rubric (AA-20). It is the responsibility of the reviewers to read carefully and thoroughly and exclude personal bias in making decisions. Committee members are not eligible to vote on faculty promotion and tenure candidates from their department. Committee members who are not eligible to vote (12a) may participate in the UTP discussion, always remembering hat they are at-large members of the committee and must represent the faculty as a whole, not their department's candidate. 11. The President of the University will review each portfolio and make a final determination.  If the President's decision differs from the recommendation of the University Promotion and Tenure Committee, the President will meet with the UTP committee prior to announcing his/her decision. Promotions take effect in the academic term following the promotion decision. 12. Faculty will be notified by email or letter of the decision, with copies to the VPAA and Department Chair/Dean. The completed AA-5a-c, and AA-6b forms will be retained in the VPAA office; the candidate will receive a copy of the completed AA5d and AA-6b form. 13. The candidate has the right to appeal the President’s decision. The first step in this process should be a letter of appeal to the President. Should the matter not be resolved satisfactorily within 20 working days, the candidate may appeal to the Standing Committee on Faculty Rights, using the process described in NDUS 605.4 B. General Criteria for Promotion in Faculty Rank and Examples of Documentation 1. For promotion to all ranks, faculty members must meet the following general standards included in the AA-20 ETP Rubric for the areas listed below: Teaching or other Primary Duties. Scholarship, Professional, and Creative-Work Service 2. Terminal Degree For faculty in the “academic qualifications” pathway, promotion to the position of Assistant Professor assumes the attainment of a terminal degree. Terminal degrees will be defined as earned doctorates except in discipline areas where an advanced graduate degree, certification, or licensure other than a doctorate is considered terminal. Faculty in the 'Professionally Qualified' pathway to tenure and promotion, as defined in Policy V605.01, B 1 and 2, may be promoted to Assistant Professor at tenure. Earlier promotion to Assistant Professor or further promotion is dependent on completion of additional qualifications, as described in V605.1, B, section 3. See Policy V605.01 for full discussion of terminal degrees, tenure, and promotion pathways. Faculty seeking promotion without the terminal degree/professionally qualified status should consult with their Department Chair/Dean and then the VPAA before beginning the promotion process. Documentation that might warrant special consideration includes the publication of significant work, or the development of a state-wide or national reputation. C. Expectations for Faculty Rank In order to be appointed or promoted to a specific rank, a faculty member must meet the minimum requirements described below. Lecturer The rank of Lecturer shall be for performance of specifically assigned academic duties only (no advising, committee work, or scholarly activity). These appointments should be part-time and temporary. Minimum qualifications are a sound educational background for the specific task or duty and the attainment of the Bachelor's Degree. Lecturers may not teach 300 or 400 level courses. Instructor The rank of instructor is assigned to new faculty who have completed the master’s degree but not yet attained the terminal degree or certification and who are not professionally qualified. Assistant Professor New faculty who are professionally qualified or who have a terminal degree in their teaching field will normally start at the rank of Assistant Professor. The untenured faculty member holding the rank of instructor will be automatically promoted upon completion of the terminal degree, required certification, second master’s degree, or other expectation agreed upon by the Department Chair/Dean and the VPAA and documented in the faculty member’s contract. See V605.01 for further information regarding documentation and process. Associate Professor Promotion to Associate Professor requires tenure, the equivalent of at least six years of full-time teaching experience at any accredited institution(s) of higher education, and at least four years at the rank of Assistant Professor at VCSU. In addition, one who seeks promotion to the rank of Associate Professor must demonstrate competence in teaching, service, and scholarship/professional/creative work according to the Evaluation, Tenure, and Promotion Rubric (AA-20). Candidates may apply for tenure and promotion to Associate Professor in the same year. Full Professor Promotion to Full Professor requires tenure, the equivalent of at least 10 years of full-time teaching experience at any accredited institution(s) of higher education, and at least 4 years at the rank of Associate Professor at VCSU. In addition, one who seeks promotion to the rank of Professor must demonstrate high competence in teaching, service, and scholarship/professional/creative work according to the Evaluation, Tenure and Promotion Rubric (AA-20). Candidates may not apply for tenure and promotion to Full Professor in the same year. Forms required: AA-5a Faculty Evaluation, Tenure, Promotion Cover Page AA-5b Faculty Departmental Committee Recommendation AA-5c Departmental Chair Recommendation AA-6b Tenure/Promotion Review  Help documents: AA-20 Evaluation, Tenure and Promotion Rubric AA-21 Portfolio Help Document Dates Third week of Sept—email due to VPAA indicating the intent to seek promotion Sept. 30—VPAA sends email to all faculty, informing them who will be up for tenure and promotion during the academic year. Nov. 1—Departmental Committee meets to establish timeline, process, and required materials. Feb. 10—Dean/Department Chair submits Forms 5a, 5b, and 5c to VPAA office. Feb. 28—UTP Committee makes recommendations to President Mid to late March—Candidates are informed of the President’s decision via mail or email. VCSU Faculty Promotion Procedures was formerly V605.1.1 (Approved by Academic Policy and Affairs Council and Faculty Senate in 1984, Reviewed 1996, Revised March 2002) Sponsor: Faculty Association Approved: January 2011 Revised: December 2012 Revised: March 2015 Revised: February 2018 Revised: May 2021

 In order to advance quality program content and student success, Valley City State University (VCSU) is committed to employing highly qualified faculty who demonstrate a strong commitment to teaching excellence and student learning.  VCSU employs qualified faculty to teach face to face, online, and through dual credit/early entry. VCSU evaluates each faculty member as part of the hiring process and uses this policy to identify qualified faculty.   VCSU uses HLC’s Assumed Practice B. Teaching and Learning: Quality, Resources, and Support to establish baseline qualifications as outlined below.   At time of hire, faculty must meet either A or B, below.   A.  All faculty should have a master’s or doctorate degree in their teaching field.   B.  Individuals holding a master’s or doctorate not in field must meet one of the following additional criteria:   1.     Academic Qualifications:  18 graduate credits in teaching field   2.   Professional Experience:  a.      Work experience:  minimum of 8,000 hours in relevant, non-academic professional work related directly to coursework being taught. b.      Faculty Teaching Education courses:  minimum of 8,000 hours of professional work experience in k-12 school at the level of program being taught   3.     Professional Engagement (must meet 3a OR 3b):  a.      Advanced, nationally recognized certification in professional field (e.g., CPA, Microsoft Suite, AT, etc.).  Certification must be maintained to qualify. b.      A combination of the following items, to equal 18 credits:                                                     i.     Up to 9 graduate credits of transcripted professional development credits (continuing education credits in field 1 credit for every 2 earned)                                                    ii.     Presentations and/or publications completed relevant to courses taught (1 credit each for up to 3 college  credits)                                                   iii.     Teaching experience in field (1 credits/5 years; up to 3 credits total)                                                   iv.     Equivalent of college level teaching experience:  AP, senior level high school courses, dual credit (2.25 credits/1000 hours)                                                    v.     Graduate coursework in the field of teaching   4.  Life Experience: a.      For language teachers:  cultural and language fluency b.      For music, art, coaching:  5 year history of performance   Faculty must be qualified by the first contractual day.  In rare instances where the search is unproductive or the opening comes too late to search, an emergency hire may be necessary that does not meet the qualifications indicated.  To continue in the position beyond the emergency period, this individual must respond to a national search and complete the necessary work to meet qualifications standards.   In rare occasions, it may be necessary to hire an adjunct faculty member in a specialized field who does not have a master’s degree.  Individuals with Bachelor’s degree only may teach on a limited basis (part time only) if they meet at least one of the tested experience items in section B, above.  They may only teach 100 and 200 level courses in their field.   Faculty Qualifications will be determined by the Department Chair, the Search Committee, and the Vice President for Academic Affairs.  The qualifications will be documented in form AA-9, which will be placed in the individual’s personnel file. Updates to an individual's form AA-9 will be made as additional criteria are completed.  Sponsor:  Faculty Senate Effective:  April 2019 Revised:  February 2024

A. The Number and Means of Appointment of Membership of the Standing Committee on Faculty Rights (SCOFR) (as required by State Board policy, Section 605.2) (See also Constitution of the Faculty Association, Article XII)  The Standing Committee on Faculty Rights at Valley City State University shall consist of five tenured faculty members elected for staggered five-year terms.  No department may have two members serving concurrently.  Departments will forward eligible candidate names to the Association.  Annual elections will be held to fill vacancies at the first regular meeting of the Faculty Association in the fall of each year.  Mid-term vacancies on the Committee will be filled by an election at the next regular Faculty Association meeting.  B. Duties of the Standing Committee on Faculty Rights are outlined in article XII of the VCSU Constitution. C. Procedures for Hearings Before the Standing Committee on Faculty Rights. The Standing Committee on Faculty Rights will investigate any alleged violation of the Regulation on Academic Freedom, Tenure, and Due Process of the North Dakota Board of Higher Education involving termination, non-renewal or administrative sanctions as outlined in SBHE policy 605.3. The Standing Committee on Faculty Rights will also investigate any grievance. A grievance is defined as any complaint regarding conditions which may adversely affect the ability of faculty members to carry out their professional activities, when such complaints cannot be resolved by the faculty member through other channels. "Professional activities" include all functions and responsibilities that affect the ability of the faculty to pursue customary research, teaching, and instructional duties. Grievance does not include matters relating to termination or non-renewal according to the definition and procedures outlined in SBHE policy 605.3. The Standing Committee on Faculty Rights will follow procedures as defined in SBHE policy 605.4. Sponsored by: President  Approved by the Faculty Senate: Spring 1984 Reviewed: Winter 1996 Revised by the Welfare Committee: Spring 2005 Revised by the President: Fall 2005 Revised: October 2007 Revised: May 2021

I.  Purpose and Scope Appropriate staffing is critical to the Valley City State University’s (University) mission of excellence in teaching and public service.   The University recognizes that there are situations where a faculty member will separate from the University, due to changes in the wishes or needs of the University or the individual.   This policy sets forth the University’s policy on nonrenewal, termination, or dismissal of a faculty member.   II.  Definitions A.  Adequate Cause:  Adequate cause includes, but is not limited to: Demonstrated incompetence or dishonesty in teaching, research, or other professional activity related to institutional responsibilities; Continued or repeated unsatisfactory performance evaluations and failure to respond in a satisfactory manner to a recommended plan for improvement; Substantial and manifest neglect of duty; Conduct which substantially impairs the individual’s fulfillment of their institutional responsibilities or the institutional responsibilities of others; Medical reasons such as a physical or mental inability to perform assigned duties, provided that such action is consistent with laws prohibiting discrimination based upon disability;  Significant or continued violations of Board policy or institutional policy, provided that for violations of University policy the University must notify the faculty member in advance in writing that violation would constitute grounds for dismissal, or the University policy must provide specifically for dismissal as a sanction; or B.  Dismissal: the termination of employment of a tenured appointment at any time, or of a probationary appointment or special appointment other than by non-renewal of their contract.   C.  Faculty member: for purposes of this policy: tenured faculty member, probationary appointments, and special appointments. D.  Financial exigency: The Board of Higher Education passes a resolution determining that a financial exigency exists, requiring action from the University.   E.  Medical reasons: Medical reasons which result in the faculty member’s inability to perform, even with reasonable accommodations, the essential functions of their duties and responsibilities as a faculty member.  Termination of employment for medical reasons is not to be considered dismissal as a sanction. F.  Probationary appointment: All tenure track faculty who are not on special appointment. G.  Sanction: a demotion, suspension (but not including suspension pending a dismissal or termination decision), salary reduction or loss of salary, or restriction or loss of privileges imposed as a formal disciplinary measure.  A sanction does not include implementation of an improvement plan or performance action plan or negative comments in a performance review, letter of reprimand or other document placed in a personnel file; rights to respond to a performance review or to a letter of reprimand or other document placed in a personnel file are set forth in N.D.C.C. 54-06-21 and institutional grievance procedures adopted under SBHE Policy 612. H.  Serious misconduct: Conduct by an individual, while engaged in University business or on University premises, that includes, but is not limited to: violation of laws, and/or University policies, procedures, and practices; theft; assault or fighting; insubordination; dishonesty or unethical conduct; safety violations; harassment; possession/concealment of weapons; possession, use sale, or purchase of illegal drugs or illegal intoxicants; falsification or improper alteration of records, and disclosure or misuse of confidential information. Additionally, serious misconduct may also arise as a result of personal behavior by a faculty member that has specific job-related or institutional consequences. The connection between such personal behavior and the faculty member’s employment will be assessed on a case-by-case basis by appropriate leadership. To that end, the University reserves the right to take appropriate disciplinary action, up to and including termination, if an employee engages in out-of-work or off-premises conduct that is sufficiently egregious and/or sufficiently detrimental to the best interest of the University. I.  Special appointment: faculty with set-term appointments.  Special appointments include all adjunct faculty. J.  Suspension: the barring of a faculty member from the exercise of their duties for a definite period of time. K.  Termination: the discontinuing of employment of a faculty member.   L.  Tenured faculty member:  a tenured faculty who has a right, subject to Board policy, to continuous academic year employment in an academic unit or program area as defined by the administration and stated on the contract.     III.  Policy Statement The University administers involuntary and voluntary terminations from the University as equitably, humanely, and consistently as possible. For purposes of this policy, faculty are distinguished by three different categories: (1) special appointments; (2) probationary appointments; and (3) tenured faculty. These categories determine what process is required in nonrenewal, termination, or dismissal. A.  Special Appointments Special appointments are faculty with set-term appointments.  Special appointments include all adjunct faculty.  Special appointments are not probationary appointments.    1.  Termination of Special Appointments A special appointment terminates at the end of the term stated on the contract and may be renewed at the discretion of the University. Special appointments can also be terminated for adequate cause. 2.  Request for Review Within twenty (20) calendar days after receiving the notice of termination of a special appointment, a faculty member may request review of the decision and a hearing by the Standing Committee of Faculty Rights (SCFR) by filing written notice with the deciding body or individual and the chair or the senior member of SCFR. The request for review may be made on the following allegations: a.  The University failed to comply with applicable policies; b.  The University gave the decision inadequate consideration; or c.  The nonrenewal decision violated: i.    Academic freedom; ii.   Rights guaranteed by the United States Constitution; or iii.  Terms of the employment contract or other written agreement. The allegation(s) must be supported by specific reasons why the decision violated these rights and a summary of the evidence to support the allegation(s). Within twenty (20) calendar days of receiving the written notice and specifications, the University will provide a response to the faculty member and the chair of SCFR. B.  Probationary Appointments Probationary appointments include all faculty who are not tenured or on special appointment.   1.  Nonrenewal of Probationary Appointment The University has discretion in renewing probationary appointments.  While no cause is required in its determination not to renew a probationary appointment, the University must provide notice to the faculty member that the appointment will not be renewed. a.  Notice The department chair, dean, or other authorized person will provide the faculty member with notice that their probationary appointment will not be renewed.  Included in this notice will be a reference to the policy section that provides for the nonrenewal. b.  Timing of Notice i.    If the faculty member is in their first year of employment, notice must be given at least 90 days prior to termination. ii.   If the faculty member is in the second year of employment, notice must be given at least 180 days prior to termination. iii.  If the faculty member has been employed for two or more years, notice must be given at least one year prior to termination.  c.  Reconsideration Request Within ten (10) calendar days of receiving notice, the faculty member may request the deciding body or individual to reconsider the decision.  In the request, the faculty member may also request mediation. The University shall respond in writing to the faculty member within ten (10) calendar days of receiving the request.  2.  Termination of Probationary Appointment based on Financial Exigency, Loss of Legislative Appropriations, Loss of Institutional or Program Enrollment, Consolidation of Organizational Units or Program Areas or Elimination of Courses a.  Financial Exigency Probationary appointments may be terminated based on financial exigency. The Board of Higher Education makes the determination that a financial exigency exists, requiring action from the University.  Termination of employment because of financial exigency is not to be considered dismissal as a sanction. b.  Loss of Legislative Appropriations, Loss of Institutional or Program Enrollment, Consolidation of Organization Units or Program Areas or Elimination of Courses The University may determine that it is necessary to terminate probationary appointments based on loss of legislative appropriations, loss of institutional or program enrollment, consolidation of organizational units or program areas or elimination of courses.   Termination of employment because of loss of legislative appropriations, loss of institutional or program enrollment consolidation of organization units or program areas or elimination of courses is not to be considered dismissal as a sanction. c.  Notice The University will give notice of nonrenewal at least 90 days prior to the end of the contract term.   Termination will be effective at the end of any contract term. The notice of nonrenewal shall include a reference to the policy section pursuant to which the action is taken.   d.  Provisions Regarding Timing of Notice and Reconsideration Request under Nonrenewal of Probationary Appointment do Not Apply The Timing of Notice and Reconsideration Request provisions under Nonrenewal of Probationary Appointment do not apply to terminations that are based on financial exigency, loss of legislative appropriations, loss of institutional or program enrollment, consolidation of organizational units or program areas or elimination of courses.  3.  Request for the Standing Committee on Faculty Rights to Review Decision and Conduct a Hearing Within twenty (20) calendar days of: a.  Receiving the notice of nonrenewal of a probationary appointment;  b.  Receiving the results of a reconsideration request (see 1. Nonrenewal of Probationary Appointment, c. Reconsideration Request); c.  Conclusion of a mediation (see 1.Nonrenewal of Probationary Appointment, c. Reconsideration Request) a faculty member may request review of the decision and a hearing by the Standing Committee of Faculty Rights (SCFR) by filing written notice with the deciding body or individual and the chair or the senior member of SCFR. The request for appeal may be made on the following allegations: d.  The University failed to comply with applicable policies; e.  The University gave the decision inadequate consideration; or f.   The nonrenewal decision violated: i.    Academic freedom; ii.   Rights guaranteed by the United States Constitution; or iii.  Terms of the employment contract or other written agreement. The allegation(s) must be supported by specific reasons why the decision violated these rights and a summary of the evidence to support the allegation(s). Within twenty (20) calendar days of receiving the written notice and specifications, the University will provide a response to the faculty member and the chair of SCFR.   C.  Tenured Faculty Members Tenured faculty members are tenured faculty who have a right, subject to Board policy, to continuous academic year employment in an academic unit or program area as defined by the administration and stated on the contract.  The purpose of tenure is to assure academic freedom. At times it may become necessary to terminate tenured faculty employment based on financial exigency, loss of legislative appropriations, loss of institutional or program enrollment, consolidation of organizational units or program areas or elimination of courses.   Before notice of termination is given to a tenured faculty member, the University will follow its Procedure under V605.03 Nonrenewal, Termination or Dismissal of Tenured Faculty for Financial Exigency, Loss of Legislative Appropriations, Loss of Institutional or Program Enrollment, Consolidation of Organizational Units or Program Areas or Elimination of Courses.   As part of this procedure, faculty participation will be solicited concerning: 1.  The extent to which there are grounds for termination of tenured appointments; 2.  Judgments determining where within the overall academic program termination of appointments may occur; and  3.  The procedure and criteria for identifying the individuals whose appointments are to be terminated. Additionally, in making its determination, the University gives significant consideration to:  4.  Length of service and tenure status in the retention of faculty members within the affected academic unit or program area 5.  Curriculum requirements 6.  Professional achievements,  7.  Breadth of competence, and  8.  Equal employment opportunity.   The University will follow its Procedure for Financial Exigency, Loss of Legislative Appropriations, Loss of Institutional or Program Enrollment, Consolidation of Organizational Units or Program Areas or Elimination of Courses. a.  Termination Based on Financial Exigency Tenured faculty members may be terminated based on financial exigency. The Board of Higher Education makes the determination that a financial exigency exists, requiring action from the University. Termination of employment because of financial exigency is not to be considered dismissal as a sanction. The University will provide the tenured faculty member written notice of termination at least 90 calendar days prior to the date of termination. b.  Termination Based on Loss of Legislative Appropriations The University may determine that it is necessary to terminate a tenured faculty member based on loss of legislative appropriations.  Termination of employment because of loss if legislative appropriations is not to be considered dismissal as a sanction. The University will provide the tenured faculty member written notice of termination at least twelve (12) months prior to termination.   c.  Termination Based on Loss of Institutional or Program Enrollment, Consolidation of Organization Units or Program Areas or Elimination of Courses The University may determine that it is necessary to terminate a tenured faculty member based on loss of institutional or program enrollment, consolidation of organizational units or program areas or elimination of courses.  Termination of employment because of loss of institutional or program enrollment, consolidation of organizational units or program areas or elimination of courses is not to be considered dismissal as a sanction. The University will provide the tenured faculty member written notice of termination at least twelve (12) months prior to the date of termination. d.  Request that University Circulate Tenured Faculty Vita to Other Academic Units or Program Areas within the NDUS System A tenured faculty who receives a termination notice based on financial exigency, loss of legislative appropriations, loss of institutional or program enrollment, consolidation of organizational units or program areas or elimination of courses may request the University circulate their vita to other academic units or program areas within the institutions of the NDUS. e.  Fair Consideration Given to Qualified Tenured Faculty Members for Vacant Academic Positions at the University  During the period of the terminal appointment, the University will fairly consider tenured faculty members for vacant academic positions at the University for which the faculty member is qualified. The faculty within any academic unit or program has the major responsibility in determining the qualifications required for their unit or program. If a tenured faculty member accepts an appointment in a different academic unit or program area, the faculty member shall retain their tenure status, subject to approval of the Board. f.  Released Faculty Member has First Option of the Eliminated Position if It Becomes Available in Two Years If a position is terminated based on financial exigency, loss of legislative appropriations, loss of institutional or program enrollment, consolidation of organizational units or program areas or elimination of courses, it shall not be filled with a replacement for two years unless the released faculty member has been offered appointment with tenure.   The faculty member must be given reasonable time to accept or decline the position. g.  Request for Review Within twenty (20) calendar days of receiving notice of termination, the tenured faculty member may file a request for review.   Review will follow the Procedure under V605.03 Nonrenewal, Termination or Dismissal of Tenured Faculty for Financial Exigency, Loss of Legislative Appropriations, Loss of Institutional or Program Enrollment, Consolidation of Organizational Units or Program Areas, or Elimination of Courses. The provisions of SBHE Policy 605.4 Hearings and Appeals do not apply to tenured faculty members who are terminated based on financial exigency, loss of legislative appropriations, loss of institutional or program enrollment, consolidation of organizational units or program areas or elimination of courses. D.  Voluntary Faculty Termination A faculty member may terminate an appointment by giving notice in writing.  Faculty are encouraged to give notice well in advance of the date of termination of employment at the end of a contract term. 1.  Eligibility in the State Uniform Group Insurance Program Eligibility to participate in the state uniform group insurance program during summer months is as follows: a.  A faculty member with a nine-or-ten-month contract covering the regular academic year (generally, August to May) who gives notice of resignation prior to the end of the contract term and completes the contract term will have an insurance program termination date of July 2.  b.  A faculty member with a nine-or-ten-month contract covering the regular academic year (generally, August to May) who completes the contract term and then gives notice of resignation before the beginning of the next regular contract term will have an insurance program termination date of July 2.  c.  A faculty member with a nine-or-ten-month contract covering the regular academic year (generally, August to May) who does not return for work the next regular term will have an insurance program termination date of July 2.  d.  If a faculty member with a nine-or-ten-month contract also has a contract for the summer term and resigns but completes the term, the effective date of termination of the insurance program is July 2 or the ending date of the summer term contract, whichever is later. e.  Nothing in this section prohibits a faculty member from receiving insurance program benefits based on a spouse’s employment, eligibility, and participation in the state uniform group insurance program during the summer months. f.  This provision does not apply if employment is terminated and a faculty member does not complete the contract term. g.  This provision does not apply if a faculty member provides notice of other health plan coverage during the summer months. E.  Termination for Adequate Cause A faculty member may be dismissed at any time for adequate cause.  Adequate cause means: 1.  Demonstrated incompetence or dishonesty in teaching, research, or other professional activity related to institutional responsibilities; 2.  Continued or repeated unsatisfactory performance evaluations and failure to respond in a satisfactory manner to a recommended plan for improvement; 3.  Substantial and manifest neglect of conduct; 4.  Conduct which substantially impairs the individual’s fulfillment of their institutional responsibilities of others; 5.  Medical reasons such as a physical or mental inability to perform assigned duties, provided that such action is consistent with laws prohibiting discrimination based upon disability;  6.  Significant or continued violations of Board policy or institutional policy, provided that for violations of institutional policy the institution must notify the faculty member in advance in writing that violation would constitute grounds for dismissal, or the institutional policy must provide specifically for dismissal as a sanction; or a.  Notice An authorized University officer shall give written notice to the faculty member of its intent to dismiss.  Additionally, the officer may choose but is not required to schedule a meeting with the faculty member to discuss the action.   The notice must include, but is not limited to the following: i.   Specific reasons for the action; ii.  Inform the faculty member that the officer will forward a recommendation to dismiss to the University president unless the faculty member requests a hearing before Standing Committee on Faculty Rights within twenty (20) calendar days of receipt of the notice; iii.  Inform the faculty member that if they do not make a timely request for a hearing, the president, upon receipt of the recommendation to dismiss, shall make a decision and provide written notice and reasons for the action to the faculty member within ten (10) business days of receipt of the recommendation. b.  Faculty Member’s Right to Request a Hearing before the Standing Committee on Faculty Rights Within twenty (20) calendar days of receiving the notice of intent to forward a recommendation to dismiss to the University President, the faculty member may request a formal hearing before the Standing Committee on Faculty Rights, pursuant to NDUS 605.4 Hearings and Appeals. c.  Faculty Member’s Status while a Final Decision is Pending Pending a final decision on dismissal for adequate cause, if it is in the best interests of the faculty member or the University, the faculty member may be suspended by the University president or assigned to other duties in lieu of suspension.  The faculty member’s salary and fringe benefits will continue during a period of suspension.  After the University proceedings have concluded if the University president makes the final decision that dismissal is appropriate, salary and benefits will be terminated. d.  Administrative Determination that Faculty Member’s Conduct Does Not Warrant Termination but a Lesser Sanction If the administration determines that the faculty member’s conduct does not warrant termination but provides reasonable grounds for a sanction, the administration will inform the faculty member in writing of the sanction and the reasons for the sanction. i.   Available Sanctions (1)  Demotion; (2)  Suspension (but not including suspension pending a dismissal or termination decision); (3)  Salary reduction or loss of salary, or  (4)  Restriction or loss of privileges imposed as a formal disciplinary measure.   A sanction does not include implementation of an improvement plan or performance action plan or negative comments in a performance review, letter of reprimand or other document placed in a personnel file.   Rights to respond to a performance review or to a letter of reprimand or other document placed in a personnel file are set forth in N.D.C.C. 54-06-21 and institutional grievance procedures adopted under SBHE Policy 612. ii.  Review of Imposed Sanction if the Sanction is Imposed Following a Hearing by the Standing Committee on Faculty Rights and is Based on the Hearing Record If the sanction is imposed following a hearing by the Standing Committee on Faculty Rights and based on the hearing record, there is no further review. iii.  Review of Imposed Sanction if the Sanction is Imposed without a Hearing If the sanction is imposed without a hearing, the faculty member may request a review.  Within twenty (20) calendar days of receiving notice of imposition of a sanction, the faculty member may file with the University’ president and chair or senior member of the Standing Committee on Faculty Rights (SCFR) a request for review.   The request for review must specify the reasons for review.  The University will respond within twenty (20) calendar days of receiving the request for review. Within twenty (20) calendar days of receiving the University’s response, SCFR will review the matter according to (reference procedure).  Additionally, SCFR will issue a written report to the President and may make recommendations to resolve the dispute.  SCFR will state its reasons for its recommendations. Within ten (10) business days of receiving SCFR’s report and recommendations, the President will make the final decision and provide written notice of the decision to the faculty member. The sanction will not be imposed until the proceedings are concluded and the University President makes the final decision. Sponsor: President Reviewed: Winter 1996 Revised: Fall 2005 Reviewed by Faculty Senate: Winter 2006 Revised: Winter 2006 Revision by Natalie Wintch (June 2019); tracked changes by Dahlberg and NDUS Legal (Chris) approved by Faculty Senate & UPC Spring 2022

1. "Mediation" means a process in which a mediator facilitates communication between parties to assist the parties in reaching voluntary decisions related to their dispute.  2. This policy applies to faculty as defined in section 605.1 of the SBHE policy manual. It does not apply to employees governed by the NDUS Human Resource Policy Manual or to administrators or coaches, in their administrative or coaching capacity. Mediation is available upon agreement of the parties under SBHE policy section 605.3, except subsection 8, of these policies. Mediation is not available in proceedings initiated under subsection 8 of SBHE policy section 605.3. For other proceedings governed by section 605.3 of the SBHE policy, a faculty member or the administration may request mediation and mediation shall proceed upon agreement of the parties.  As used in this policy, "administration" means any person who has acted on behalf of the institution under SBHE policy section 605.3. For grievances governed under section VCSU policy V612 participation in mediation by all parties is mandatory, which means that parties are required to participate in at least one mediation session.  3. The following mediation procedures and timelines apply to SBHE policy section 605.5: A faculty member or the administration may request mediation in accordance with institutional policy. Within 15 calendar days of receipt of the written request, the mediator shall meet with identified parties to explain the mediation process. If identified parties agree to mediate, the mediator shall schedule a first mediation session within 10 calendar days of reaching an agreement to mediate. Upon agreement to mediate, other internal proceedings and the timelines provided for those other proceedings shall be stayed pending conclusion of mediation. The first mediation session begins a 20 calendar-day period or a mutually agreed upon mediation period during which participants attempt to resolve the dispute. At the conclusion of the mediation period, the mediator shall notify the appropriate institutional representatives in accordance with institutional policy whether or not the issues have been resolved. 4. The following mediation procedures and time lines apply to section VCSU policy V612 Participation in mediation is mandatory in connection with grievances under section 612 of these policies. Other internal proceedings and the timelines provided for those other proceedings shall be stayed pending conclusion of mediation. Within 15 calendar days of receipt of the written grievance, the mediator shall meet with identified parties to explain the mediation process. The mediator shall schedule a first mediation session within ten calendar days of the meeting under subsection 4b. The first mediation session begins a 20 calendar-day period or a mutually agreed upon mediation period during which participants attempt to resolve the dispute. At the conclusion of the mediation period, the mediator shall notify the appropriate institutional representatives in accordance with institutional policy whether or not the issues have been resolved. 5. Mediators may be selected by agreement of the parties. If the parties do not agree on a mediator, a mediator shall be assigned by the North Dakota University System staff from a pool of trained, volunteer mediators available through the NDUS office. The College of Council Faculties may offer its advice and recommendations concerning selection of the mediation pool.  6. Mediators shall facilitate and coordinate the process. Mediators may not issue orders, find fault, impose solutions, or make decisions for the mediation participants.  7. All timelines in this section are suspended between May 16 and August 15 as to all nine-month faculty unless all parties expressly waive the suspension. Sponsor: Faculty Senate Approved: December 2012 Revised: May 2021

I.  Purpose and Scope   High quality teaching, scholarship, professional service, and citizenship are all integral parts of Valley City State University (VCSU or University).  The University is also responsible for complying with federal and state laws, policies, and rules.  When a faculty member engages in inappropriate behavior or misconduct, the University may impose corrective actions.     This policy states VCSU’s policy on progressive discipline for faculty members.   II.  Definitions Faculty: tenured faculty, probationary appointments, special appointments, and adjuncts Disciplinary Actions include but are not limited to Verbal counseling Written warning  Mandatory training/professional counseling Reassignment to other duties Reassignment of department Restitution Placement of the faculty member under direct supervision of the unit administrator with a specific plan for remediation for a specific period of time Loss of summer teaching employment or overload teaching opportunities Loss of rank  Loss of merit raise  Reduction in salary  Termination   C.  Misconduct: Behavior that impairs the functions of teaching, research and creative activity, or service. As it is impossible to foresee all types of misconduct, examples of such misconduct include, but are not limited to, the following:  Neglect of duty or failure to perform the terms of employment for reasons other than documented disability, illness, or injury; Violation of the University policies, State Board of Higher Education policies, or state or federal law; Action(s) that impair or prevent other members of the University community from fulfilling their responsibilities or that create a clear and present danger to members of the University community; Intellectual dishonesty;  Theft or misuse of University property; Incompetence; Refusal to perform reasonable assigned duties; Use of professional authority to exploit others; A breach of recognized published standards of professional ethics; Misrepresentation of authority or other conduct intended to deceive or to assist another to deceive others;  Interference with or disruption of the efficiency or morale of educational programs, workplaces or organizational units, including actions that violate expectations for civil conduct among professors and when working with students, or not exercising appropriate restraint and showing respect for the opinions of others; or A faculty member’s conduct that falls outside the scope of employment shall constitute misconduct when the activity adversely affects the mission or reputation of the university.  D.  Retaliation: Adverse action taken against an individual for making a good faith report of prohibited conduct or participating in any investigation or proceeding under these procedures. Retaliation may include: intimidation, threats, coercion, or adverse employment. Retaliation may be found even when an underlying report made in good faith was not substantiated.    VCSU prohibits retaliation by its faculty and staff against a person who reports misconduct.    III.  Applicability   This policy applies to all tenured faculty, probationary appointments, and special appointments.   This policy does not apply to cases involving allegations or findings that a faculty member has violated V603.01.01 Prohibited Discrimination, Harassment, and Sexual and Related Misconduct.  In these cases, V603.01.01 Prohibited Discrimination, Harassment, and Sexual and Related Misconduct policy and procedure will apply.      Likewise, this policy does not apply to cases where suspension without pay, termination, demotion, salary reduction or loss of salary, or restriction or loss of privileges imposed as a formal disciplinary measure is being considered.  In these instances, V605.03 Nonrenewal, Termination, or Dismissal of a Faculty Member policy and procedure will apply.    IV.  Disciplinary Action   The University may initiate disciplinary action if the faculty member has violated institutional or SBHE policy, state or federal law, or demonstrated conduct inconsistent with expectations of a member of the University community.  Misconduct falls into two areas:   A.  Egregious misconduct.  This refers to policy violations that place students, employees, or the reputation of VCSU at risk    The President may immediately place a faculty member on administrative leave pending an investigation of alleged misconduct. The leave pending investigation shall commence immediately upon the President providing the faculty member with a written notice of the reasons.    B.  General Misconduct.  This refers to misconduct based on VCSU policies or written departmental guidelines and agreements.  A range of corrective actions may be imposed on a faculty member; however, the severity of discipline will not exceed a level that is reasonably commensurate with the severity of the misconduct.   Department chairs should routinely provide corrective counsel and direction through verbal or written means for any concerns regarding a faculty member’s conduct or performance. The purpose of progressive discipline is to correct problems in a faculty member’s performance. If progressive discipline does not result in alleviation of the problem, or if the faculty member refuses to take the counsel provided or comply with the requirements specified, the next step may be non-renewal of the yearly contract or involuntary termination as outlined in V605.03 Nonrenewal, Termination, or Dismissal of a Faculty Member.   The department chair should move from an informal to a more formal method of corrective counsel and discipline if:  A minor concern is not corrected through informal verbal or written counsel; A minor concern becomes persistent or pervasive; A pattern of multiple minor concern becomes collectively significant; A concern or incident is serious in nature; or, A concern that was addressed or corrected in the past recurs.   As a general guide, progressive discipline for “general misconduct” may use the following procedure.  However, every situation is different and need not follow the specific steps outlined below: First offense.  Verbal counseling, completed by the department chair in a face to face meeting and documented via a follow-up email with the VPAA cc’d. Second offense.  Faculty and chair meeting with the VPAA to discuss the concern; VPAA issues a written warning or other disciplinary action.  Documentation of the written warning or action is placed in the faculty member’s personnel file.  The faculty member receives a copy. Third and following offenses. Faculty and chair meet with the VPAA to discuss the concern; VPAA issues a disciplinary action, up to and including termination (depending on severity of the series of offenses).  Documentation is placed in the faculty member’s personnel file; the faculty member receives a copy.   V.  Faculty rights regarding disciplinary documents placed in the personnel file A document may only be placed in a personnel file after the faculty member has had an opportunity to read the material and has signed that they have read it. If the faculty member refuses to sign the copy, a University representative shall indicate on the copy that the faculty member was shown the material, was requested to sign the copy, and that the faculty member refused to sign the copy to be filed. The faculty member may file an answer to the material. Rights to respond to a performance review or to a letter of reprimand or other document placed in a personnel file are set forth in N.D.C.C. § 54-06-21.   VI.  Invoking the Faculty Grievance Policy If any administrative action is taken which directly limits any term or condition of employment, the faculty member may grieve that action under the Faculty Grievance Policy, V612.    Grievances must be filed with the chair of the Standing Committee on Faculty Rights within 20 calendar days of the alleged policy violation.   Sponsored by: Vice President for Academic Affairs  Established: March 2022

Along with academic freedom and tenure, all faculty members recognize certain responsibilities to their students, their colleagues, to the University, and to the state and broader community. I.  To students, faculty members have a responsibility for: A.  Keeping abreast of current developments in their disciplines, continuously updating course content, improving the method of instruction, and regularly evaluating the effectiveness of their instruction, B.  Maintaining in their courses within the learning management system  (LMS), classrooms and elsewhere an intellectual and attitudinal environment in which students are stimulated to learn, to ask questions, and to explore alternative approaches to problems C.  Respecting students as persons, being concerned about their progress, and being willing to hear their points of view without prejudice. D.  Distributing (virtually, via LMS) to each student at the beginning of each semester a written course syllabus which specifies 1.  the objectives of the course 2.  the general method of instruction 3.  course requirements such as term papers, reports, and scheduled tests 4.  a clear statement of the basis on which grades will be determined 5.  an explanation of the credit hour/workload basis of the course 6.  any other items required either in VCSU policy or by directive from the Vice President for Academic Affairs. 7.  A virtual copy of the course syllabus will be filed in the VPAA office. E.  Informing students as early as possible in the semester of the policy concerning attendance. Students' grades should be based on recognized academic standards. F.  Reporting to Director for Student Academic Services directly or through the early alert, retention and advising system student grade, attendance or other academic concerns. G.  Holding classes and examinations as scheduled and, in the event of necessary absence, informing students in advance of changes in schedule and making suitable alternative arrangements relating to course work or other matters of concern and interest to students. H.  Posting and maintaining a schedule of office hours.   Faculty should post, both in the LMS and on their office doors, a schedule indicating times when they will be available for consultation. II.   With respect to their colleagues, faculty members are responsible for: A.  Avoiding conduct which intentionally and substantially obstructs or disrupts teaching or other lawful activities on the University campus. B.  Respecting the rights of free inquiry and expression of opinion by their colleagues in accordance with the University's statement on academic freedom. C.  Acknowledging in his/her own publications the contribution which colleagues have made to his/her research and other endeavors when peer evaluation is required for the purposes of promotion, curriculum assessment, and the like. D.  Maintaining collegial interactions with colleagues, to include professional interactions, delivering on commitments, and acknowledging mistakes.   III. With respect to the University, faculty members have a responsibility for: A.  Participating in the committee work and other channels of governance on departmental and University levels. B.  Observing the regulations of the University which are designed to promote freedom for teaching and research and participating through orderly means in seeking modification in these regulations when necessary. IV.  Faculty members are encouraged to participate in endeavors for improvement of the economic, social, and cultural life of the community, especially when they have an expertise which may make their contribution particularly valuable and when such a contribution can be made without interfering with their primary obligations for teaching and scholarly endeavor.   Sponsored by: Faculty Association  Reviewed: Winter, 1996 Number Change: October 2010 (formerly V611) Revised:  Spring 2022

Purpose and Scope: This policy identifies the necessary components of LMS courses. VCSU has adopted an official learning management system (LMS). All courses have a LMS component created each semester. At minimum, faculty members are expected to utilize the VCSU adopted LMS course templates, post the course syllabus and use the grade center regularly to post student grades (see policyV605.16). The LMS course will serve as the primary container for the majority of the online content and interaction. All content posted should adhere to policy V480.05 Copyright Guidelines. The Vice President for Academic Affairs (VPAA) oversees all courses at Valley City State University. A. Resource Approval Online resources, requiring account or login registration outside the official LMS for instructional activity purposes, need to be approved in accordance with policy V1901.03 Information Technology Approval Process and policyV1901.06 Social Media Policy. In consideration of students’ personal information security, students must be given an alternative activity for resources that are not approved, if they choose not to divulge their personal information to create online accounts outside of the official VCSU LMS. B. Syllabus and Important Course Information Faculty will provide syllabi to the Vice President of Academic Affairs that meet universal access expectations, as noted in policy V1912.06. Use of the VCSU LMS course templates, which include the Student Support/Policies link, meets the requirement of providing VCSU student support resources and policy information. C. Universal Access Faculty must be knowledgeable about universal access and digital accessibility standards to ensure equal access to their instructional materials for a wide range of users. This is done by applying specific design standards that offer alternative forms of access and that enables assistive technologies to function effectively. Faculty are expected to comply with policy V1203.01 VCSU Digital Accessibility which provides further information regarding digital accessibility standards. All course materials should meet WCAG 2.0 AA standards. The standards ensure accessible content for all students and courses, while other methods of compliance may be required to provide specific accommodations for students with documented disabilities when faculty receive notice from Disability Support Services. D. Online Faculty and Student Engagement According to the Higher Learning Commission (HLC), online courses must have regular and substantive interaction among the instructor and students. VCSU has defined this as including, but not limited to, interaction initiated by the instructor on a recurring/regular basis, at least once per week, and should be of an academic nature in the form of feedback or instructional guidance. Faculty must be able to demonstrate the course meets these expectations. E. Online Course Start Time All online courses that begin in the first week of the semester must be made available to students by 5:00 pm Central Time Monday of the first week of classes. Any online courses that do not meet the full semester must be made available by 8:00 am Central Time on the first day of the session in which it is offered. F. Procedures NA G. References V605.16 Faculty Responsibility: Reporting Grades and Academic Progress V480.05 Copyright Guidelines V1901.03 Information Technology Approval Process V1901.06 Social Media Policy WCAG 2.0 AA The International Standard for Web Accessibility and Inclusive Design Sponsor: Online Standards Committee Effective: May 2013 Revised: April 2019

The Assistant Vice President for Academic Affairs provides guidelines for funding of professional development activities, reviews requests, administers the funding available and maintains records for evaluation purposes. As budget permits, the Office for Academic Affairs supports the following activities:   • travel requests for professional development (e.g., attendance or presentation at conferences, workshops, or trainings) • registration for online/virtual professional development opportunities • on-campus professional development activities related to campus initiatives Faculty may request funds to support these activities through the online Travel Preauthorization (V706.03.01). Ongoing faculty development is not only essential to the individual faculty member, it is necessary to the health and vitality of Valley City State University. Faculty are responsible for their own professional development and encouraged to seek opportunities to strengthen their effectiveness in the classroom and deepen their knowledge of their content field. Faculty members evaluate their professional goals and achievements on an annual faculty report. These annual reports are important documents which demonstrate faculty interest in professionalism and commitment to ongoing development. In identifying professional development goals that faculty might wish to pursue, the following are possible activities to consider: development of special talents and interests enhancement of teaching performance, advising skills, and mentoring capabilities stimulation of faculty research, artistic endeavors, and publication participation in regional, national, and international meetings representation at meetings of learned and professional societies development of new courses and upgrading the curriculum increasing understanding of student learning styles, interests, and capabilities attendance at workshops, seminars, graduate and doctoral classes development of computer software and other media materials The University holds faculty members accountable for the use they make of development funds. Faculty members who receive faculty development funding are obliged to demonstrate benefits to themselves and the University. For example, faculty members may be obligated to submit final reports, present workshops, and/or make presentations based on their funded development activities.  Sponsored by: Faculty Association  Reviewed: Winter, 1996 Revised: April 2011 Revised: Spring 2022