Faculty Service

In addition to excellence in teaching, faculty are also required to serve the College and students in the following ways:

1. Full-time faculty members, after their first year of service, are normally expected to assume responsibility for advising students. Department Chairs are responsible for assuring competent advising of declared majors in their departments. The Director of the Student Success Center assigns advisees to faculty members as new students are admitted to the College each semester.
2. Faculty members are expected to contribute to the work of standing College committees during their time of service.
3. Faculty are expected to interview for Presidential Scholarship Weekend.
4. Faculty may sponsor Discovery Projects, independent study programs, or undergraduate research. Student research projects, if they involve the use of departmental or College resources, must be agreed to by the Department Chair.
5. Faculty may serve as club moderator, faculty sponsor of publications, or as a volunteer athletic coach.
6. Faculty may represent the College at local community affairs. Faculty members are encouraged to respond favorably to requests for their services by local community and church groups, provided that the faculty member's primary obligation to teaching and research is not jeopardized.
7. Faculty may assist the Admission Office in its efforts to recruit students, especially in representing departments and programs to prospective students.

The vitality of extracurricular activities depends very much on the participation of faculty and staff. Every faculty member is expected to participate in some College-sponsored activities, even if participation is limited to attendance (e.g., plays, concerts, athletic events, etc.).

Normally, full-time faculty are expected to be on campus for a full working day on all days when classes are in session, and on Discovery Day, unless they are attending a meeting or engaged in College business elsewhere. Faculty should plan to be on campus in their offices in August on the Monday and Tuesday before classes begin and in January on the Tuesday before classes begin so they can be available to advisees and other students.

Continuing Part-time Faculty Service

While the College recognizes that continuing part-time faculty are not obligated to the same level of service as those with full-time teaching appointments, the expectation is that these faculty members participate as fully as possible.

1.  Participation by persons holding continuing part-time appointments includes the following: Attendance at regular faculty meetings, and when possible department meetings, participation in the faculty/community workshop at the beginning of the year, and attendance at the opening Mass, Baccalaureate Mass, and Commencement.
2. Occasional service on a faculty or College committee or by interviewing for Presidential Scholarship Weekend.
3. Willingness to direct a Discovery project, independent study, or research.
4. Assistance to Admission staff in a manner consistent with their part-time employment.
5. Maintaining regular office hours consistent with the number of hours taught and the needs of students.
6. Endeavoring to be supportive and participate in various College social, cultural, and religious functions.

Punctuality

Good order requires punctual attendance by both student and professor.

It is assumed that faculty will model the habit of punctuality for their students by beginning and ending all classes promptly at the time scheduled.

If the faculty member has not begun class within 15 minutes of the time scheduled and no message has been sent from the Provost’s Office or another faculty member giving further instructions, the students will be legitimately excused for that period.

Faculty attendance is required at the following College functions:

1.  Faculty Workshops (except those indicated as optional),
2.  Freshman orientation academic sessions,
3. Opening Mass, in academic attire,
4.  Regularly scheduled faculty meetings, department, and committee meetings,
5. Interview for Presidential Scholarship Weekend,
6. Discovery Day,
7. Honors Banquet,
8. Baccalaureate, in academic attire,
9.  Commencement, in academic attire.

Absences

Faculty are expected to be on campus to teach their scheduled classes, except in cases of personal or family emergency, professional meetings, or other scholarly obligations the timing of which is outside the faculty member’s control, and other situations giving rise to excusable absences (e.g., short-term disability, administrative leave, etc.). The following guidelines should be utilized by a faculty member who will be absent from a regularly scheduled class:

1. When a faculty member finds he or she will be unexpectedly absent, the Department Chair and the Dean of the Faculty must be informed of the circumstances. In such cases, the Department Chair will notify the class(es) of the faculty member’s absence and of the assignment(s) that the students are to perform or other alternative arrangements.
2. When a faculty member knows in advance of an absence, he or she should obtain permission for the absence from the Dean of the Facultyand make arrangements for a substitute instructor, arrange to provide students with a meaningful educational experience, or reschedule the missed class(es). Whenever possible, members of a department should arrange with each other to serve as substitutes in cases of required absences from classes.

Student Evaluations

All tenured faculty must be evaluated by their students once a year, either fall or spring semester using the IDEA system. All courses in that semester should be evaluated. All untenured and adjunct faculty members must be evaluated in all courses every semester. Evaluations may be conducted during the summer sessions at the request of the faculty member. Student evaluations are coordinated through the Director of Institutional Research. Independent study courses, internships, and labs associated with lecture courses do not need to be evaluated. If in doubt, check exceptions with the Provost’s Office.

Distinguished Educator of the Year

The Distinguished Educator of the Year is nominated by students, faculty, and staff. This faculty member who is to be selected is recognized by colleagues, students, and staff as a creative and effective educator. The recipient should have good rapport with students, be fully engaged in the life of the College, and reflect a commitment to the Benedictine values that guide the institution. The recipient must have seven years teaching experience at Benedictine College prior to the current academic year. Traditionally, a person may receive this award only once during his or her service at the College.

The Provost’s Office will maintain an electronic copy of the course instructor summary survey report for all active faculty for seven years. Faculty may access their reports via the Campus Labs site.

Faculty Development

$200 Fund – Each faculty member may receive a maximum of $200 each year from the faculty development fund. These funds are most often used to buy books or pay for professional memberships. To be reimbursed, the faculty member should send all receipts in PDF format via email to the Provost’s Office specifying that the amount should be paid out of the “$200 fund.”

Travel Grants

Refer to the latest information from the Faculty Development Committee available on Canvas > Faculty Forum.

Extramural/Professional Activities

While Benedictine College recognizes the value of faculty members engaging in outside activities that enhance their academic and professional development, such activities should not interfere with faculty members’ primary professional obligations to Benedictine College. When faculty members wish to engage in anything other than incidental activities in research, counseling, the offering of professional services, or any job that will take them away from the primary commitment to the College for pecuniary gain or otherwise, the conditions of such undertakings shall be approved in advance by the President of the College to ensure that there is no conflict of commitment or conflict of interest.

When the faculty member is engaged in extramural or professional activities unrelated to his or her assignment or position with the College, he or she speaks or writes as a citizen and should be free from institutional censorship or discipline, but their special position in the community imposes special obligations. Therefore, the faculty member should always do his or her utmost to be accurate, exercise appropriate restraint, respect the opinions of others, and make it clear that they are not speaking in their official capacity for the College.

No faculty member, in any opinion or certification that is to be used for advertising or commercial promotion of any product, service, or business organization, may use the official title of the College or any of its parts, or refer to their professional connection with the College without permission from the Provost and the express approval of the President.

Faculty members may not solicit gifts on behalf of the College without approval by the Vice President for Advancement.

All grants and contracts awarded to faculty members are to be promptly reported to the Provost.

Faculty Searches

In all cases, vacancies within departments return to the College for possible reallocation or elimination.

When searches commence for new faculty members, it is the goal of the College to identify, recruit, and retain highly qualified, diverse, and talented faculty who embrace the mission of the College for position openings. The following “Guidelines for Conducting a Faculty Search” are designed to assist in the faculty hiring process.

1.  Ordinarily, a search for a faculty position will be conducted by the chair of the department seeking to fill the position. Searches for department chairs are chaired by a faculty member designated by the Dean of the Faculty.
2.  The continuing department chair and the Dean of the Faculty, in consultation, will select members of the search committee. All continuing full- and part-time members of the department should take an active role in the search process. Search committees should normally include at least one faculty member from outside the department. If the department conducting the search does not have any female or minority members participating in the search, a female or minority faculty member from outside the department should be invited to join the search committee.
3.  All advertising for positions is coordinated by the office of the Provost. The department chair, in consultation with the Provost, will prepare an advertisement and together they will determine where to place it and any other methods to be used to locate suitable candidates.
4. The chair will designate an administrative assistant to coordinate applications through Paylocity for each candidate.
5.  When the deadline for applications occurs, the committee will meet and review the candidates' files and prepare a short list of names for consideration. They will notify all rejected applicants as soon as possible.
6.  The chair and the committee will undertake further review of the candidates on the short list by phone and other means. They may wish to prepare a list of specific questions to ask each candidate. It is also a good practice to contact one or more of the applicant's references.
7.  After this review, the committee will meet to reduce the list to typically two or three candidates who will be invited to campus.
8.  By this time, the chair should have discussed with the candidate the expectations of the position so as to determine if the candidate is willing to accept the position should it be offered.
9. The chair will advise the Dean of the Faculty and the Provost that the committee is ready to invite candidates to campus for interviews.
10. The chair or the administrative assistant will make arrangements for the campus visit. These arrangements should be made far enough in advance so as to take advantage of the best airline fares, if needed.
11. The chair will endeavor to make the campus visit for each candidate as identical as possible, i.e., meet with the same people, have the same lecture opportunity, etc.
12. Ordinarily, a campus visit will include interviews with the President, Provost, Dean of the Faculty, department chair, each member of the search committee, students, and any others the committee or the candidate considers appropriate.
13. The campus visit should also include a presentation to students, an opportunity to teach a class, or some similar forum to judge that aspect of the candidate's suitability.
14. The committee may wish to include a campus tour, some time in the library, and a tour of the city as a part of the process.
15. After all candidates have been to campus, the committee will meet and endeavor to reach consensus on a recommendation.
16. The chair will convey the recommendation of the committee, including any minority concerns, to the Provost and Dean of the Faculty. The Provost will make the offer after the approval of the President. 
17. After an offer has been accepted, the Provost will immediately apprise the department chair.
18. Job offers shall be contingent on a successful completion of a background check as described in the “Background Investigations” section of the Employee Handbook.
19.  The department chair will be responsible for notifying all unsuccessful candidates.
20. Internal Candidates: At times there may be one or more internal candidates for an advertised position. In so far as it is practical, internal candidates will be treated in the same manner as outside candidates, however, it is understood that some steps may not be necessary for internal candidates. The Dean of the Faculty and chair together will make a decision as to what will be required of an internal candidate in a given search and will convey their decision to the candidate. Should an internal candidate be a current member of the department, he or she will not serve as a member of the search committee

Preferential Hiring Policy: Benedictine College has a preferential hiring policy with regard to members of the sponsoring religious community. Any committee engaging in a search will consult that policy and will follow it.

Moving Expenses

      Refer to the Employee Handbook for the latest policies regarding moving expenses.

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